Solution
identify a specific people practice issue. Review and explain relevant evidence to identify key insights into the issue (AC 2.2)
Identified Issue
In this section, the people practice issue identified was enrollment in L&D strategy. The data collected involved the employees who participated in different L&D programs in 2019, 2020 and 2021 years. Also, the male and female data who took part in the L&D opportunities was also generated. Also, the departments focused in the organisation included the HR, marketing, IT department, Engineering, Procurement, Finance and Customer Management. Further, the data is include the overall employees number leaving the organisation over the years.
Review of Evidence
To identify the people practice issue, the L&D participation for the different departments was obtained. The trend from the review of the data is that there has been a significant increase of the number of employees participating in L&D programs. This is in the past three years of review which could be as a consequence of the prevalence of the COVID-19 pandemic. From the reviewed data, it is evident that there is a positive impact of the organisational level of commitment and successful process in the L&D by the employees. This is a significant increase positively impacting XXX organisation (see figure 13);
Figure 13: L&D Strategies in various departments
Another key trend of interest is the gender differences of the employee participating in the L&D programs. As evidenced in figure 14, it is evident that for all the sourced data, for all the identified departments, other than finance and customer management, the males are the majority in terms of participating in the L&D activities. This evidence that there prevail a gender-based differences is evident in accessing and taking part in the L&D practices.
Figure 14: L&D Differences based on Gender
Also, from the data trends, as shown in figure 15, the employees taking part in the L&D programs have substantially increased in the past years positively demonstrating the scope of organisation commitment for harnessing skills and competencies of these employees. Further, from this data, it is clear that the ratio of the male to female population is 124:70. This evidence that a significant number of male takes an active role in the L&D programs as opposed to the females which is a significant challenge that need to be prioritised and mitigated.
Figure 15: Total of employees in the L&D and Differences
explain a range of decision-making approaches that could be used to identify possible solutions to a specific issue relating to people practice. (AC 2.3)
In identifying possible solutions to specific issues linked to people practices, the approaches include;
Action Learning Sets- This is identified in (CIPD, 2021c) as a strategy adopted in taking action on various management issues. Through the action learning sets are used in drawing commitment, supporting them and advising their members on various issues and concerns. Additionally, Vince et al. (2018) noted that the process is applied to foster an environment where thoughts and ideas are shared and all individuals provided with an opportunity for being heard.
The action learning sets are used in taking steps for solving a problem and later evaluating the effectiveness of these steps. Form this, a formulation of a new, effective outcome of the decision is achieved which assist team building strategies in an entity (see figure 16).
Figure 16: Action Learning Implementation
In XXX organisation, as a result of the COVID-19 pandemic, majority of the employees had been impacted by issue of team engagement. As recommended by using the action learning sets by listening actively to the stories of others, giving an equal voice and attention to all the team members, acting realistically and integrity and honesty. This is by following an open, reflective, practical and mutually shared decision.
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