CIPD EXAMPLES

Evaluate the purpose of collective bargaining and how it works. (ac 4.3) Collective bargaining is a procedure by which employers and representatives of employees jointly negotiate terms of employment including wages, working hours, benefits, and other issues concerning labour. It is one of the key factors in industrial relations that determines the existence of the cordial […]

Explain how policy initiatives and practices are implemented Policy initiatives and practices are channelled through a structured process that is participatory and has multiple stages. The implementation of the policies is the most crucial stage coming after the drafting of the policies. The following are the stages involved in implementing policy initiatives and practices:The following are the […]

Evaluate the principles of reward and its importance to organisational culture and performance management Reward principles stand out as critical drivers of organizational culture and performance management because they are fundamentally effective at motivating employees with the aim of achieving positive results. The following principles and their importance are discussed below:The following principles and their importance […]

How the application of agreed policies and procedures informs decisions Applying the policies and procedures agreed upon is an essential part of the organizational decision-making process that is based on the informed decisions. These frameworks are in place to provide ongoing and systematic solutions to challenges, uphold compliance, as well foster good work relationships. Simply by adhering […]

Distinguish between official and unofficial employee action. (ac 2.2) Official and unofficial employee action represent the two forms of industrial action in which employees can participate, of which each one has its own legal framework and consequences. Official Action: Official action is when a trade union acts in compliance with the labour laws and the […]

Compare two different types of benefits offered by organisations and the merits of each. (ac 1.4) Organisations offer a range of benefits to attract and retain employees, and these can be broadly classified into two categories: the tangible and the intangible benefits. Tangible benefits are those that involve costs that are clearly given in terms […]

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 […]