(Solution) CIPD 5HR02 approaches to succession planning and contingency planning aimed at mitigating workforce risks. (2.3)
Solution Succession planning Succession planning involves identifying and developing future leaders, managers and individuals to take up critical roles (Ritchie, 2020). George (2021) classifies approaches to succession planning as traditional […]
(Solution) CIPD 5HR02 evaluation of the techniques used to support the process of workforce planning. (AC 2.2)
Solution The 9-Box Grid The 9-box grid is a workforce planning tool used to map out the current state of the workforce in terms of performance and potential (Widnyanadita and […]
(Solution) CIPD 5HR02 impact of effective workforce planning. (AC 2.1)
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). […]
(Solution) CIPD 5HR02 turnover and retention trends and the factors that influence why people choose to leave or remain. (AC 3.1)
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 […]
(Solution) CIPD 5HRO2 role of government, employers and trade unions in ensuring future skills are met. (1.3)
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). […]
(Solution) CIPD 5HR02 impact of changing labour market conditions on resourcing decisions
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. […]
(Solution) CIPD 5HR02 how organisations strategically position themselves in competitive labour markets. (AC 1.1)
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 […]
(Solution) CIPD 5C002 Make justified recommendations based on evaluation of the benefits, risks and financial implications of potential solutions. (AC2.3)
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, […]
(Solution) CIPD 5C002 Present key findings for stakeholders from people practice activities and initiatives. (AC2.2)
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 […]