Solution In the UK, the law is very clear regarding grounds on which employers may dismiss employees. The law outlines five reasons for which dismissal is accepted as fair: contravening statutory obligations, misconduct, redundancy, lack of capability, and any other reason that is deemed substantial (CIPD, 2022). Whatever the reason, employers must be careful enough to ascertain the facts and explore all other alternatives before coming to the conclusion that dismissal is the only option. ...

The Chartered Institute of Personnel and Development-CIPD- states its principal purpose as championing better working lives for all by enhancing people practices so that individuals, societies and the economy as a whole benefits. According to the CIPD (2019), the concept of better working lives has even dimensions. In other words, there are seven perspectives from which job quality may be assessed. These are pay and benefits; contracts; job design; work-life balance; work relationships; health ...

From the reviewed literature, it is clear that employee voice is directly related to organisation performance. For instance, Badru et al. (2022) argued that an increased employee voice contribute to an increased effectiveness of organisation performance. To support this, the aspect of high-Performance Work Practices (HPWP) was introduced by Fiedler et al. (2021) informed the level in which inform the level of employee voice contributing to employees being able to leverage on feeling valued, hig...

SolutionOnline surveys To collect feedback and views from employees, organisations may make use of online surveys. Here, employees will be asked questions about their thoughts and perceptions regarding their employer as well as how their working lives are. In most cases, online surveys involve open-ended questions (Miller, 2020). Pros Employee surveys, in general, offer a number of advantages that include low cost, straightforwardness, ability to customise as per the issue at hand, and ease of ...

Solution Employee involvement and employee participation are complementary concepts where one cannot exist outside of the other. Both are highly useful in effective people management. They foster environment where employees exert continual influence on actions as well as decisions affecting their work. However, the two differ in that employee participation entails teamwork as employees co-work towards a common goal while employee involvement is less about team work and more about direct comm...

Employee voice is defined in CIPD (2022) as the opportunity offered to employees in order to express themselves (views, opinions, issues faced and make suggestions). This lead to a direct impact and influence on decisions made in the organisation. Employee voice is diverse and include using diverse channels for leadership support. In this process, people practice professionals are tasked with role of policy development and initiatives which embed employee voice in an organisation culture and jo...

Solution Communication Strategy For the identified project of introducing 4-days’ work imply people practice professionals ensuring awareness is created among all stakeholders. According to Kim (2022) an evaluation of entire issues would be based on appropriate feedback obtained as they are interacting. This is intended to capitalise on verbal a non-verbal characteristic for communication strategy.  For Saudi Aramco, prioritising on staff diversity would include using focus groups, q...

Solution SolutionThe people practice, commonly known as the HR function, is arguably an organisation's most invaluable function because it influences all other functions and areas in the organisation. According to CIPD (2022), the people practice helps firms to deliver their corporate strategy through effective employee recruitment, development and performance management. This is why people practices must link consistently with all other parts of the organisation, ranging from marketing to f...

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 increasi...

Solution The CIPD advocates for employee wellbeing in all organisations as a strategic of fostering positive work environments that help organisations to accomplish their purpose. It cites wellbeing as one of the primary enablers of organisational performance (CIPD, 2022). Wellbeing refers to an individual's perceptions as well as experiences regarding what is significant or important (Gallup Inc., 2022). It comprises things such as career, social life, financial status, and physical health. Im...