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Critically evaluate the interrelationships between employee voice and organisational performance. (ac 1.4) The connections between employee voice and organisational performance are complicated and multidimensional. Employee voice refers to the degree to which the employees are afforded the opportunity to participate in the organizational activities by providing their opinions, ideas, concerns, and suggestions. Organisational performance, however, is classed […]

Explain what Evidence-Based Practice is and how it might be applied within an organisation Evidence-based practice is defined as the implementation of decisions and procedures on the basis of evidence and professional expertise. It is a process whereby research findings, data, and knowledge are integrated across different sources to determine the course of action in an […]

Advise on the importance of handling grievances effectively Treating complaints fairly and appropriately is fundamental to the creation of an upbeat workplace where employees have been treated with utmost respect. Grievances are the process of stating the issues on the part of workers that they might have concerning their employment, working condition or treatment in the […]

Compare the types of employee bodies, union and non-union forms of employee representation Employee representation is an inseparable part of governance systems within the organisation, which ensures that the employee’s opinion is heard and their interests are properly represented. There are two main types of employee representation: union-type and non-union-type structures. 1. Union representation: The unions […]

Explain how people and organisational performance can impact on the approach to reward. The way in which a reward scheme is structured, the way employees are paid, and how they perceive their work and organisation are all deeply connected. The employee performances as well as the overall organizational performance influence the way the reward system is […]

Explain how line managers make reward judgements based on organisational  approaches to reward The line managers are the most important partners in giving evaluation judgement in the organisational setting. These organisational methods of reward influence greatly the choices they make toward the fullfillment of rewards, which are the same basic needs of the employees for […]

Evaluate one appropriate analysis tool and one appropriate analysis method that might be applied by organisations to recognise and diagnose issues, challenges, and opportunities A more useful instrument which organisations can apply for the purpose of the detection, situation, and definition of the issues, goals and opportunities is the method of SWOT analysis. The SWOT Analysis […]

Analyse how people practice connects with other areas of an organisation and supports wider people and organisational strategies.   People practice, also known as human resources (HR), are in an organizational structure which makes it crucial to link with other units of organization and reinforce broader people and organizational strategies. Through the HR practices that are […]

Analyse key causes of employee grievances Employees may experience grievances for several reasons within an organisation. Identifying the main factors contributing to employee grievances is very important since only then these issues can be properly addressed and solved. Some of the key causes of employee grievances include:Some of the key causes of employee grievances include: 1. Poor […]

Explain the principles of legislation relating to unfair dismissal in respect of capability and misconduct issues   The Employment Rights Act 1996 (ERA 1996) is responsible for the legislation which makes a distinction between unfair dismissals on the grounds of incapacity and possible gross misconduct. Utilizing The ERA 1996 the law spells out the rights […]