(Solution) New Assessment ID / CIPD_5HR01_22_01 5HR01 Employment relationship management


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 employee engagement, which is employees’ emotional and mental connection with their work and colleagues.
Recent trends in employee voice help foster engagement, performance, and better working lives.
They include;
Diversity and Inclusion  
A significant trend in employee voice is the promotion of workplace diversity and inclusion. Recent research by Wilkinson, Ressia and Mowbray (2023), emphasises the complexities of employee expression in multicultural workplaces. Recognising and valuing the diversity of employees at Go Quest can result in a more innovative, creative, and engaged workforce. The organisation can establish a culture of fairness and equity by encouraging employees to share their experiences and perspectives regarding diversity and inclusion.
Use of social media
The use of social media platforms is an additional noteworthy trend in employee voice (Ghani & Malik, 2022). Employees increasingly utilise platforms such as Instagram, LinkedIn, and internal company networks to convey opinions and share workplace insights. Utilising social media channels can provide a dynamic platform for Go Quest’s employees to express their concerns, ideas, and accomplishments. By actively engaging with employees on social media, the company can enhance transparency and promote a sense of community, ultimately leading to enhanced engagement.
Building Employee Engagement through Examples
Go Quest may establish employee resource groups or forums devoted to diversity and inclusion where employees can share their experiences and ideas. This strategy ensures that employees from diverse backgrounds have an outlet for self-expression, nurturing a more inclusive and engaged workplace. Go Quest can also establish social media channels for employee engagement and feedback. By actively monitoring and responding to employees’ comments and posts, the company demonstrates its commitment to hearing their voices enhancing employees’ sense of belonging and engagement.
Differentiate between employee involvement and employee participation and how it builds relationships. (AC 1.2) 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 involvement takes a team approach, with employees collaborating in working groups and teams to assume responsibility for certain business activities (Villegas, 2022). It focuses on including employees in organisational decision-making on their roles and responsibilities. For example, Go Quest can form continuous improvement teams comprised of personnel from several departments. These teams can work together to look at potential prospects for process and product innovation. Employee involvement facilitates the active exchange of knowledge and ideas among employees, fostering a sense of ownership inside the organisation.
Conversely, worker participation pertains to the degree to which employees are afforded the opportunity to contribute their insights and perspectives in relation to the tasks they perform within the organisational context (Nielsen and Randall, 2012). The primary emphasis is placed on the allocation of duties and obligations to employees. For instance, Go Quest workers might have the chance to join the board of directors or buy stock in the company. Through this involvement, they can align their interests with the organisation’s goals and uphold a sense of loyalty and dedication.

Employee involvement and participation, in practice, play critical roles in improving connections between employees and employers at Go Quest. Employees value their contributions when they are involved in decision-making and have a say in their job activities. This sense of worth increases engagement, job happiness, and a stronger dedication to the company’s success.
At Go Quest, for example, continuous improvement teams may include people from many departments, such as design, production, and marketing, who work together to improve product quality. Not only does this result in superior products, but it also fosters cross-functional understanding and rapport among personnel. According to Delaney (2022), employees become more invested in the organisation’s long-term performance when they have the ability to participate in board representation or shareholding. This financial investment and decision-making influence give a greater sense of ownership and connection with Go Quest’s goals.
Assess a range of employee voice tools and approaches to drive employee engagement. (3 tools and 2 approaches) (AC 1.3) 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 400 words  
Employee Voice Tools Surveys
Surveys are a useful way to get employee opinions on various topics, including work conditions, management effectiveness, and overall job satisfaction. The ability of surveys to collect organised and quantitative data allows for easy analysis and benchmarking against industry standards (Sincero, 2023). Employees are given anonymity, which encourages honest feedback. However, they can be time-consuming and may not fully capture the intricacies of employee perspectives. Furthermore, they necessitate careful design to produce useful insights. Surveys can help Go Quest discover and address areas of improvement in employee engagement.  
Town Hall Meetings
Whether in-person or virtual, town hall meetings provide open dialogue between senior management and staff (BeaconLive, 2023), encouraging transparency and allowing employees to express their issues freely. Town hall meetings allow employees to communicate in real-time, generating a sense of involvement and community. They can also resolve quick queries and concerns. However, their usefulness may be restricted if employees are hesitant to speak up in a public arena, and arranging various schedules for participation may be difficult. Town hall meetings could be used by Go Quest to involve its employees in conversations regarding the company’s growth and future ambitions.
Suggestion Schemes
Suggestion schemes are formal systems that allow employees to contribute ideas for enhancing the processes and environment of the organisation. These programmes empower employees because they have a say in decision-making. One of their strengths is their ability to tap into the collective brain of the workforce, resulting in unique ideas and better employee morale. Employee motivation and job satisfaction might increase when their suggestions are implemented. However, not following suggestions might lead to irritation and disengagement (Selbie, 2023). Implementation can also be difficult if there are fewer proposals or they are not feasible. A suggestion scheme could aid Go Quest by tapping into its employees’ ingenuity and problem-solving abilities, ultimately generating engagement.
Approaches To Drive Employee Engagement Organising Culture
Corporate culture refers to the shared values, beliefs, norms, and practices that influence the workplace and employee relationships to increase employee engagement. It requires creating an environment that is welcoming, respectful, and aligned with the mission. This strategy encourages collaboration among individuals from numerous backgrounds, which leads to greater problem-solving and innovation. Employees perceive that they are valued and respected, which increases their job satisfaction. The disadvantage is that maintaining an inclusive culture takes continual effort and commitment from leadership, which can be costly.
Effective Performance Management
Setting clear standards, providing feedback, and recognising and rewarding accomplishments are all part of effective performance management (Mone and London, 2018). Employee goals are more aligned with organisational objectives, productivity is higher, and job satisfaction is higher. However, flaws can only emerge if clear and biased performance measurements result in unjust evaluations.
Critically evaluate the interrelationships between employee voice and organisational performance.(AC 1.4) 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 250 words  

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