Solution Task One- Professional, Ethical and Inclusive Behaviours 1.1 Meaning of a Professional; People Professional Professional This is an individual with qualifications and a certification of working in a specific profession. According to Bates and Morgan (2018) a profession is known to embrace enormous ethics and value in their operations formally and informally in an organisation. For example, an engineer is supposed to exercise human ethics and immense value of professional pr...

Table of Contents Task One- Report. 2 1.1 Evidence-Based Practice; sound Decision-making and Judgements. 2 Definition. 2 Evidence-Based Approaches 2 1.2 Analysis tool and method for recognising and diagnosing current and future issues, challenges and opportunities  3 1.3 Principles of critical thinking; application in individual and work colleagues ideas for objective and rationale debate  5 Own Ideas to assist objective and rationale debate. 6 Other people Ide...

Solution Table of Contents Q1. 2 1.1 Advantages and disadvantages of organisation structures; reasons underpinning them.. 2 Functional Organisational Structure. 2 Hierarchical Organisation Structure. 3 1.2 Organisational Strategy, Products, Services and Customers. 5 Organisation Strategy. 5 Products and Services. 5 Customers. 6 Q2. 6 1.3 External Factors and Trends which Impact Organisations in Identifying Current Organisational Priorities. 6 Q3. 8 1.4 Sca...

Table of Contents Task One- Professional, Ethical and Inclusive Behaviours. 2 Task 1: Question 1. 2 1.1 Meaning of Professional and People Professional 2 Meaning of a Professional 2 People Professional Meaning. 2 Task 1: Question 2. 3 3.1 Role of People professional (generalist/specialist) evolving and priorities raised for CPD. 3 Task 1: Question 3. 4 1.2 Ethical Values Concept; Ethical Values Held Personally impacting people professional roles. 4 Task 1: Question...

Questions The fit to organisational strategy and job climate/macro factors (AC 1.2) The ability to attract, motivate and retain appropriate employees (AC 1.4) Legal and international consideration for pay and reward (AC 3.5, AC 4.1) Equity, transparency and fairness considerations (AC 4.3, AC 4.4) Solution 3.0 Justification of Job Role/Family (1975 Words) 3.1 Fit to organisational strategy and job climate/macro factors 3.1.1 Fitting Organisation Strategy Organisatio...

2.0 Critical Appraisal of Approach to Reward (1950 Words) The rationale of understanding the approach to rewards in an organisation is identified by Luque et al. (2020) through a reference on gaol-directed theory as understanding the best practice to attract and retain talents and all stakeholders. This is by ensuring the rewards embrace equality, competitive and appropriate. The outcome of this is employees motivation to extend their input by exercising discretionary behaviours. To affirm t...

Solution Task 1: Report 1.0 Background In modern business sector, the demand to invest in strategic rewards has increased significantly. As evidenced in Fisher (2015), reward strategy entail an embrace of long-term development, reward policies, practice and process for an entity goals achievement aligned with all stakeholders needs. This generate a sense of purpose, good direction and strategy for developing the reward policies, practice and process. The outcome of this is alig...

Solution Table of Contents Task 1- Briefing Paper 2 Introduction. 2 1.1            Recommendations on REBU Improving Approaches to Employee Voice and Engagement 2 1.4 Interrelationship between Employee Voice and Organisational Performance. 2 1.3 Surveys, Suggestion Schemes and Team Meetings. 3 1.2 Employee Involvement and Participation and Building Relationships. 4 1.5 Conclusion. 5 Task 2: Training Session (Prese...

The extrinsic and intrinsic motivation positively influence retention levels (Ryan & Deci, 2020). For OcMara case, resources are offered to their staff for reducing turnover. Further, administration and management in OcMara make sure their priority is on their employees motivation for achieving a maximum gain in their practices. Considering prevalent situation for OcMara, by pursuing appropriate health and wellbeing, they gain in areas of job security, job satisfaction and work-life...

Solution 2.1 Impact of Effective Workplace Planning Workforce planning can be identified as a process followed to align organisation needs and people professional practices (CIPD, 2021b). Workforce planning is important to ensure an organisation gain market and sector awareness for guiding them to manage encountered issues and challenge, prepared for relevant strategy. This is at the same time ensuring all issues are managed and employees being ready for long-term practice (see figure 1);...