Solution Workforce planning balancing labour supply with the demand. It involves analysing the current and future workforce needs, identifying workforce gaps and taking measures to address those gaps (Tucker, 2022). As a result, effective workforce planning can ensure BMG has the right people with the right skills in the workplace. Principles of workforce planning include strategic focus – focusing on ways to achieve organisational sustainable performance, and alignment. There is a need to a...

Solution Turnover is the number of employees who leave the organisation expressed as a percentage of the total number of workforce (Maxwell, 2022). Turnover can be dysfunctional when high performing employees leave or functional when low performers leave the workplace. An example of current trend in turnover is the post-pandemic turnover. Research demonstrates that turnover ‘tsunami’ is expected to occur once the organisations have recovered from pandemic (Maurer, 2021). During the pa...

Solution Government The government supports skill development by introducing policies and reforms to improve education. In the UK, the government supports apprenticeship programmes through apprenticeship levy and funding (Crowley, 2022). Another way the government has supported learning is through the reformation of vocational and technical education under the Skills for Jobs White Paper. The introduction of Sainsbury Review of Post-16 skills has made the government to reform technica...

Solution A labour market is a market where employers look for talents and employees search for available jobs. According to Boys (2022) the labour market can be tight or loose. When the labour market is tight, unemployment is low and there are many unfilled job vacancies. The impact of tight labour market on resourcing decisions is recruitment struggles and difficulties in retaining talents. CIPD’s (2023) labour market outlook report found that the market is tight and organisations are f...

Competitive labour market is defined as having employees competing for engaging top talents. For attracting and retaining top talents, the large organisation ought to position itself appropriately. This is through competitive analysis, employer of choice and employer branding. Employer of Choice- As evidenced in CIPD (2022), employer of choice identify the scope of organisations set strategies, policy development, benefits and conditions at workplace promote the organisations operations. In ...

Solution Promote positive wellbeing at work Investing in employee wellbeing can benefit people and organisation in a number of ways. According to Suff (2022) effective wellbeing practices reduces sickness absence, increase resilience, improve employee engagement and lead to higher productivity and performance. Employee wellbeing is also part of better work-life balance. Employee would benefit by having time for their leisure time and other social activities. Some risks associated with th...

Solution Findings from table The absence rate has been high in the organisation throughout the period due to different health issues. The higher absence rate is the cause of loss of many working days. Based on different health issues, Skeletal recorded the highest number of days lost followed by COVID 19 symptoms and personal stress. Other key issues that need critical consideration are operation, cardiovascular, depression, injury outside work and cold flu. Findings from table 2 ...

Solution Trends across departments Trends across the department indicates that marketing had highest number of days lost due to skeletal and COVID symptoms. Finance department also recorded a higher number of days lost at 83 days contributed by COVID 19 and depression. Strategy and innovation, and H&S departments recorded the least number of days lost due to absence rate. Absence by type We can see that skeletal issue lost 128 days and COVID 19 symptoms lost 93 days. Mos...

Solution People professional value creation refer to activities that HR manager supports to make a significant impact in the workplace. There are different ways people professionals adds value: Learning and development Once of the specialist knowledge in the CIPD Profession Map is learning and development. People professional’s role is to establish the right environment and culture for employees and organisation to learn, develop and grow (CIPD, 2022). HR professional carry out need an...

Solution Financial performance Financial performance refer to the process of measuring organisational performance in monetary terms (Dirman, 2020). Measuring organisation financial performance helps it to review goals and objectives, and plan ways for improving the company. Cash flow Organisation’s cash flow indicates the cash flowing in and out of the business (Dirman, 2020). The ability of an organisation to create value for its stakeholders is influenced by its ability to generat...