HUMAN RESOURCE

In order to improve organisational performance and accomplish strategic goals, people practices—which include human resources (HR) policies and initiatives—are essential. Organisations can get a competitive edge in the market by managing talent acquisition, development, and retention well. The strategic alignment of HR efforts with organisational objectives is a key way that people practices contribute value. […]

A person’s job role  can be greatly impacted by external circumstances, which are things that transpire  outside of an organisation. These elements, which together make up the PESTLE framework, include political, economic, social, technical, environmental, and legal aspects. Government laws, rules, and policies that control workplace behaviour are examples of political considerations. Anti-discrimination laws, for […]

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 […]

Explain the main provisions of collective employment law. (ac 4.1) Collective employment law is a legal system that deals with the employer to group of workers relationship, who very often are represented by trade unions and by employee’s representatives. Its goal is to ensure that the interests of employees are among the key issues in […]