Solution
| Solution The central focus of people practice is to design employee experiences that result into employee engagement, retention, and effectiveness. People professionals must understand that employee engagement is not a one-time endeavour that should be paid attention to when employee morale goes down. Instead, they should seek to optimise engagement at all stages of the employee lifecycle (SpriggHR, 2020). During the attraction phase, important people practice roles include increasing brand awareness by building the firm’s profile as the ideal employer for everyone. This can be done by enrolling and sponsoring managers to regular seminars together with conference, as well as being proactive when it comes to corporate social responsibility (SpriggHR, 2020). During recruitment, employers seek to obtain top talent. To ensure that only the best people are brought on board, people professionals should ask existing employees to refer friends or people they know would fit the vacant position perfectly. Making use of recruitment platforms is also a helpful idea, as is involving employees in reviewing job applications. During onboarding, people professionals should prepare detailed job descriptions where they outline the key duties and skills. They should also discuss the firm’s vision and core values with new employees and make their expectations very clear (SpriggHR, 2020). Employee development goes in line with people practice roles such as encouraging learning by supporting employees to attend seminars, workshops and conferences that will add value to their skill and knowledge. Other roles are helping employees to prepare their career/personal development plans and/or professional action plans. To retain the best employees, HR managers will need to cultivate and maintain healthy relationships with them, ensure open communication, identify and provide appropriate motivation incentives, and solicit and provide feedback as regularly as possible. Lastly, when an employee’s tenure comes to an end and he/she is leaving, HR managers are expected to show maturity, respect and empathy. They must seek to comprehend the actual cause of the exit, stay positive despite the loss, and remind remaining employees to remain focused (SpriggHR, 2020). |
| Analyse how people practice connects with other areas of an organisation and supports wider people and organisational strategies. (AC3.2) Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 350 words. |
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