Solution Task One-1365 1.1 External factors driving need for leadership and management within organisations In modern organisations, an organisation leadership and management is impacted by a set of external factors. These could be successfully assessed through the application of PESTEL (Political, Economic, Socio-cultural, Technological, Environmental and Legal factors (CIPD, 2021). Modern organisations are in a position of using tools including PESTEL for appreciating the key fac...

The project is a fundamental element of your Corporate Award programme and has 3 dimensions: • The organisation reflected in the business benefits to be derived from a successful outcome • The individual reflected in the personal growth and challenge represented in the scope of the work • The academic rigour, depth of research and quality of analysis underpinning the project option appraisal and conclusions reflected in award of professional accreditation Solution ...

Solution Task One – Report Section Once Evaluate the principles of reward and its importance to organisational culture and performance management. (AC 1.1) 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 300 words  Principles of rewards are strategies which can be used by GA pensions in dealing with reward practices and initiatives. They r...

Solution Task Questions Explain how organisations strategically position themselves in competitive labour markets (AC 1.1) 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 300 words    Labour market- A labour is a place where employers look for employees to recruit and hire, while employees are looking for suitable employers (Lemley and Lobe...

Solution Section One - Questions Review emerging developments to inform approaches to employee voice and engagement. (AC 1.1) 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 300 words  Employee voice is how employees communicate their opinions to their employer and exert influence over workplace issues (CIPD, 2022). It contributes to emplo...

Task Task Review a current role (or job family) and produce a report recommending the approach to be taken by your organisation in regards to renumeration and rewards. Your report must include the following as a minimum: Introduction A brief section providing the details of the organisation including size, sector, key products/services and any other pertinent facts. A critical appraisal of approach to reward, including; The organisational approach to pay structures and pay ...

Solution CIPD Level 7 7HR01 Strategic Employment Relations Question 1 Assessment Criterion 1.4 Define ‘good employment relations’; critically reviewing how this can be achieved in organisations. Response Adopting the definition in Bulińska-Stangrecka and Bagieńska (2021) the employee relations identify the relationship of employers and employees. This concept is interpreted in the context of individual and collective workplace relations. This is by reflecting on increasing indivi...

Solution The business research project LO1:      be able to plan a people practice business research project aimed at adding organisational value. Task 1.1: Explain how and why you chose the terms of reference for your project In this research, the area of focus is impact of diversity and inclusion on the employee’s productivity. As a people practice area, HBR (2021) identify diversity and inclusion threshold as being defined by the Gartner Inclusion Index (see f...

Solution Introduction To people practice professionals, working through an active self-assessment is core for appreciating their strengths and weaknesses. This is at the same time increasing self-confidence to offer a chance of correction and data to improve performance. As evidenced in Sridharan and Boud (2019), by working on an active self-assessment, people practice professionals are in a position of evaluating professional practice and offer an opportunity to set future growth strateg...

LO 1 – AC 1.1: Objectives of People Practice The dynamism in the human resources management (HRM) is reflected in the shift from the basic roles of recruitment and selection to broadened people practices. In the January 2017 CIPD research report, it was revealed that HR professionals are facing varying situations, characterised by disagreements in the values between stakeholders (CIPD, 2017). The contemporary organisation’s HR professional is concerned more with the people and working with d...