Solution
Know how to design people practice initiatives to be inclusive and how to check inclusivity after an initiative has been implemented.
Q: Discuss, with examples, how you have, or would, achieve both of these (AC 2.2)
People practice issue
A significant issue/challenge is increased turnover levels particularly amongst the middle-level staff significantly affecting their morale, performance scope and recruitment costs. The data used to inform this was sourced from exit interviews and pulse surveys highlighting issues with career growth and lacking a feeling of being appreciated. The outcome of this similarly entailed workload increased for the left employees worsening morale level. This was noted as a significant issue demanding prompt intervention for workforce stability with employees involved and more critically retention of institutional knowledge. According to Sychell (2022), this is essential for achieving organisation strategic plan which is sustainable.
Initiative for addressing the people practice issue (high turnover)
For the same of responding to the increased turnover level, the organisation initiated a strong career development strategy. This entailed an appropriate career direction set for various job roles, performance management discussion associated with career growth and improving recognition and reward strategy. Similarly, strategies including mentorship sessions were advanced for cultivating talents and enhancing multi-disciplinary based capacity development. According to CIPD (2020), this was with an intention of enhancing employee’s achievement of individual and career goals in line with set organisation objectives. Also, for supporting the identified strategy and meeting objectives, an elaborate communication strategy was initiated for explaining insights of the initiative and how it is valuable to staff and fostering engagement scope and feedback for promoting continuous practice.
Ways for Ensuring Inclusiveness The policy development through inclusion ensured employees from various departments and unique backgrounds were engaged. According to CIPD (2024),
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