You will need to explain the significance of tight and loose labour market conditions. In terms of levels of employment/unemployment and impact.
2.you will need to provide examples of the following - Linked to customer service:
- Personal specifications
- Job descriptions
- Competency framework
It is recommended that the examples can be placed in the appendices. You will need to provide context behind the example in the main body.
For this part you must be a review of key legislation that links to R&S context should be provided. The following legislation must be included:
- Equality Act 2010
- Data Protection Act.
Provide two methods and outline a small range of strengths and weaknesses. A table could be used for this section; however, you must provide a summary underneath to fully support your ideas.
Options that could be included within this part:
- Social media
- Assessment centres
For this criterion you must describe 2 approaches to retaining talent.
Think about why employees stay with organisations, Money? Development? Environment?
This discussion will lead onto how become an employer of choice which must include the following:
How to become an employer of choice and how this links to market position.
There could be a discussion on benefits, definition, career progression & development.
3.For this part of the submission a short discussion on workforce planning is required. You must outline the main principles/benefits.
The rest of the assessment criteria will provide the working examples to underpin this discussion.
For this assessment you need to outline briefly the role of government, employers and trade unions in ensuring future skills needs are met. Your discussion could be formed of the following:
- Government funding for more apprenticeships
- Development of employer-led professional standards e.g. ‘trailblazers’,
- Contribution of union learning representatives.
4.For this part of the assessment you need to discuss the role of HR in contributing to downsizing plans, your discussions should be made up from some of the following ideas:
- Communicating to the employees who have been impacted by the decision
- Educating & Training your team on the area on area of downsizing
- Ensuring equity and fairness – following current guidelines from ACAS
- Maintaining a managed approach.
- Providing leadership Support
5.Provide a range of reasons why people choose to stay or leave an organisations. A table with 2 columns – Stay/ Leave would work well. You could link in the Push / Pull Factors Theory.
Provide a short discussion around the the costs associated with dysfunctional employee turnover which should include:
- Direct costs – Replacement costs and cost of leaving
- Indirect costs – Reduction in performance and morale