Category: Corporate Finance Paper Type: Homework Writing Reference: APA Words: 2396
There are five principles which are followed when it comes to effective workforce planning. The very first principle is to involve stakeholders, employees, and top management in implementing, communicating, and developing the workforce plan that can play an important role in meeting the goals of a company. Taking decisions actually impacts the whole infrastructure of an organization and certainly assets are also affected. Without the involvement of employees, it becomes very difficult for them to adjust in the new environment. That is why their involvement is quite significant (Fadairo, Williams, & Maggio, 2013)
The second principle is to determine the competencies and critical skills which are required for achieving the programmatic results of the future. The third principle is to develop tailored plans for addressing capital conditions and gaps in competencies which are important. The fourth principle is to create the capability which is required for addressing all requirements. The fifth principle is to evaluate and monitor the progress of organization. Meanwhile, tools include HR dashboarding, scenario planning, and workforce strategic map (Beck & Boulton, 2012).
. Key considerations when planning and conducting a downsizing of an organisation. (AC2.3) (approx 150 words)
The very first key consideration when conducting and planning an organization’s downsizing is the retention of reputation of corporate. Generally, the consequences of downsizing are quite profound on the local community and supplier and customer bases. That is why, it is quite important to make sure that reasons for such a massive decision are communicated smoothly to the people that affected by such a decision. Another key consideration is to manage communications efficiently. It includes 2 kinds of parties, one that is external and one that is internal which includes employees. Meanwhile, external communications includes timely and precise information about the decisions which have been taken.
The third important consideration is to manage the real closure. It is more or less of a main operational task and involves setting in the downsizing vision, time planning, and the operation run-down. The last key consideration is to manage investments in workers since their aspect of closure will affect the most.
2. Guidance on practice in the development of job descriptions, person specifications and competency frameworks.(AC2.4) (approx 150 words)
In the development of job descriptions, understanding the complete objective of the main tasks and job, offering an overview regarding the duty of potential applicants and permitting them to decide whether the role is suitable or now. It also includes placing the duty into the context which is organizational, offering a foundation to performance and managing the efficient applicant that is employed once the person is employed against the requirements of job, and informing the remaining process of recruitment which involves interview question, job advert, and person specificat (Rubery, et al., 2011).
When it comes to the specification of a person, details include attributes, experience, qualification, and skills which are important in carrying the job out. Using the specification of a person over the process of selection and recruitment which will help in ensuring the best option is available with the compilation of best objectives and legal obligations. In the framework, it is all about linking individual performance to organizational goals (Schweyer, 2010).
3. An explanation of the main legal requirements in relation to recruitment and selection. (AC2.5) (approx 150 words)
The very first requirement according to the Equality Act is that it is unlawful to judge or discriminate in selection, recruitment, and employment according to following specifications like age, religion, maternity, civil and marriage partnerships, gender reassignment, gender, and its orientation. Usually, all these points are considered important when it comes to hiring an employee and discriminating is more or less of a crime. The second requirement is the Immigration and Asylum Act which explains that it is a criminal offence to hire a person who doesn’t have the permission to live in the nation. That is why it is critical to fetch documents from the candidate when it comes to recruiting.
Another one if the Police Act which explains that it is necessary for an employer to check the criminal records of an applicant. This process should be carried out prior to the confirmation of a position of an employee. The last Data Protection Act explains that every applicant is notified that details in their forms of applicant will be utilized according to the Act. It means that such information is quite secretive and cannot be used for other purposes
4. An assessment of the strengths and weaknesses of different methods of recruitment and of selection. (AC2.6) (approx 300 words)
There are different methods of selection and recruitment which are chosen by an organization and they have different drawbacks and advantages. A common method is all about websites and online jobs. This approach is not only cost-effective but can boost the streamline administration and recruitment cycle. Furthermore, technology assists in managing the vacancies and coordinating processes. The reach of this method is infinite because employees from almost every other country are able to view the opportunity. Its drawbacks include the limitless inappropriate applications which are not even fitting the requirements. The design and responsiveness of the site affects the number of candidates applying for . Another way of selecting is by relying on recruitment agencies and the advantages of this option include expert knowledge of the recruitment market which is targeted. It is specifically beneficial when the employer is unaware of the market and the present competitors. The process is speedy and it is preferably useful because many workers seem to not deal with an employer but the agency. Its disadvantages include the fact that it is more than just a little costly and usually one agency means only a certain database.
Relying on search consultants include several advantages like specialist information and knowledge of the recruitment market, discretion, identification of the people that can perform the job, developing a thorough information and knowledge of the company, and building personal relations with executives that are senior. Meanwhile, the disadvantages include the unavailability of shortlisted people, a bound pool of talents, and costly. The approach of press advertising has several benefits including positive communication of recruitment brand and messages, reinforcement of the corporate messages and helping in the creation of brand awareness, sending a positive message about the fortunes of a company, trading publications with certain experience or skills, and the availability of online packaging. Meanwhile, the drawbacks include high costs at upfront, high administrative costs of internal time and applications, and the process is often slow.
5. Advice on good practice in the management of dismissals, retirements and redundancies that complies with current (local) legislation – 3 separate sections. (AC4.1) (approx 900 words)
When it comes to the efficient management of redundancies, retirements, and dismissals, it is important to ensure that decisions are complying with the local or current legislation. This way, the organization is developing honest relationships with its customer and supplier bases. In the fair dismissal, there are several lawful reasons like capability, illegality, redundancy, and conduct, and qualifications. For instance in the Alabama state, the Act of Fair Dismissal governs the whole process of fair dismissal. It can be said that the objective of the act is offer workers a swift and fair resolution of proposed terminations of employment. In order to manage the dismissal fairly, there are six steps which must be carried out properly. The very first step is all about the notification of the Board’s letter regarding proposed termination, the second step is the letter of intention of an employee for contesting the proposed termination, the third step concerns the decision of Board for dismissing the employee, the fourth step is the request of employee for hearing and appeal, the fifth step is to select the review panel of an employee, and the final hearing and disposition. Under the circumstances of unfair dismissals in which an unfair dismissal can take place are: the contract of the employee is terminated by the employer without any notice, and the employee terminates the contract due to the employer’s conduct. All these points and guidelines must be remembered by the employer and the top management of the organization so manage the dismissals efficiently while ensuring that the reputation of the company and the trust among its employees are not being threatened by the dismissal. Sometimes it is the management of the dismissal that strays away from the path and ends up harming the company. These rules must be abided for effective management.
When it comes to managing retirements efficiently, there is a vital question that must be answered by the employer regarding retirement and it is all about just what must be considered by him or her. ERISA or the federal Employee Retirement Income Security Act and the guidelines along with requirements of the Medicare and Security systems are the most important laws that impact the process of requirement. Additionally, the ADEA or federal Age Discrimination in Employment Act explains that the whole process of retirement has to be monitored and it is necessary to evade age discrimination. With workers above the age of 65 forming a large segment of the number of people, their financial requirements in retirement are an important issue of the whole nation. It can be said that preretirement planning is very crucial and can assist the retirees obtain security in terms of finance. Furthermore, the time or aging of the workforce together with issues of finance from the downturn of economy are resulting in the delaying retirement of employees, getting back to work right after retirement or utilizing phased retirement. It is important for employers to make sure that they are not discriminating over people with age 40 and above. It is better if they don’t do such a thing and it will help a lot in managing the retirements properly. Furthermore, no plan of employee benefit might stop pension accrual or cease the contributions of plan for a worker due to age. It must be allowed by employers that workers who lose their insurance of group health due to the termination to continue their coverage of healthcare at their own expenses. Additionally, workers wanting to return to work after retiring must not be discriminated and it will assist in keeping relationships strong. These points will assist in managing retirements properly.
It is very important for business managers to keep it in mind that redundancies which are mismanaged are equivalent to damage the employer brand and organization as they are to workers. The process of redundancy is never simple, that is why a strategic approach is more likely to be better. The very first tip is to investigate every alternative because redundancy always has to be the last and final resort. Employers must attempt finding best alternatives and that can be in the form of converting full-time workers to part-time, reducing bonuses, and encouraging workers to take annual leave that is accrued. The second tip is to make sure of the legal compliance. The employer of the organization must confirm the redundancy of the worker by analyzing the relevant legislation, organizational policies, employment agreement, and award. It is significant to ensure that the employee is notified of the redundancy in the form of writing. The third step is to keep the communication always open. The staff member must be informed of what is coming for him or her. The remaining staff must also be notified of the news and how their future security of the job will be affected. The fourth tip to effectively manage redundancy is to offer a career change program to an employee. The employer must keep the track of where the budget must permit, services of outplacement will allow workers to move on and securing a new post or employment. Finally, the last tip is to be considerate. If the worker has a vehicle provided by the organization, the employer must not forget to organize a substitute or alternative for the worker. It is more or less of a position that becomes the redundant and not the employee. Therefore, consideration is quite important.
7. Please also comment on how you will transfer the new knowledge and skills gained during this assignment into working practices. You may also use this reflection for your CPD. (approx 200 words)
I will employ several methods and tools for accomplishing the successful transfer of knowledge. I understand that it is very important to create a clear program using efficient processes. Additionally, I will create an open platform in which every worker can participate and explain the issues that he or she is having. In order to meet different requirements, I will employ different techniques. For instance, if some workers are unable to understand the visual explanation, I will create documents specifically for them. Considering the fact that I will be targeting managers this time, it is unlikely that I will need explanatory approach. However, managers must be given guidance the moment they are hired. In order to ensure that the new knowledge or information is conveyed efficiently, a handbook will be created in which all guidelines will be listed. Furthermore, these requirements can also be described in the description of job so to ensure that managers don’t need training time to utilize the practices. The information gained during this period is more or less all about abiding by the rules and this punctual behavior can be strengthened by setting some mottos or milestones which must be followed by employee in the organization.
Beck, A. J., & Boulton, M. L. (2012). Building an effective workforce: a systematic review of public health workforce literature. American journal of preventive medicine, 42(5), 6-16.
Fadairo, S. A., Williams, R., & Maggio, E. (2013). Workforce Planning and Management. Journal of Government Financial Management, 62(4).
Rubery, J., Hebson, G., Grimshaw, D., Carroll, M., Smith, L., Marchington, L., & Ugarte, S. (2011). The recruitment and retention of a care workforce for older people. Report for the Department of Health as part of its Social Care Workforce Initiative, available at: www. kcl. ac. uk/sspp/departments/sshm/scwru/dhinitiative/projects/ruberyetal2011recruitmentfina l. pdf .
Schweyer, A. (2010). Talent management systems: Best practices in technology solutions for recruitment, retention and workforce planning. John Wiley & Sons.