CIPD Level 5HR01 Assignment sample:
CIPD Level 5HR01 Employment Relationship Management
It is very important to understand 5HR01 employment relationship management (ERM) of CIPD Level 5 diploma. It helps in maintaining good relationship between employees, co-workers, and managers. This process helps us to understand the relationship between the employees of an organization, by which the environment in an organization can be enhanced. That’s why promoting employment relationship management is important in peoples practice.
An HR person can get insight to CIPD employment relationship management through this module and by understanding its different learning outcomes he can enhance his skills in learning new HR skills. Here we have created a sample of 5HR01 assignment in UK, USA and KSA, so that you can get a brief idea that how to create an assignment on this module and which points should be taken under consideration.
Briefing paper Questions
| (AC1.1) Differentiate between employee involvement and employee participation and how they build relationships. Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 400 words |
| Type here… |
| (AC1.2) Compare forms of union and non-union employee representation. Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 400 words |
| Type here… |
| (AC1.3) Evaluate the relationship between employee voice and organisational performance. Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 400 words |
| Type here… |
| (AC1.4) Explain the concept of better working lives and how this can be designed. Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 300 words |
| Type here… |
| (AC2.1) Distinguish between organisational conflict and misbehaviour. Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 400 words |
| Type here… |
| (AC2.2) Assess emerging trends in the types of conflict and industrial sanctions. Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 400 words |
| Type here… |
| (AC2.3) Distinguish between third-party conciliation, mediation and arbitration. Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 400 words |
| Type here… |
| (AC3.1) Explain the principles of legislation relating to unfair dismissal in respect of capability and misconduct issues. Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 400 words |
| Type here… |
| (AC3.2) Analyse (three) key causes of employee grievances. Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 400 words |
| Type here… |
| (AC3.3) Advise on the importance of handling grievances effectively. Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 400 words |
| Type here… |
Table of Contents
1) CIPD Level 5HR01 Assignment Activity: Support better working lives by understanding employee voice, practice and support.
· 1.1 Put a light on emerging developments which employee engagement and voice.
· 1.2 Define how we build better relationship in the light of employee participation and employee involvement.
· 1.3 Define a range of tools and approaches that helps in creating better employee engagement.
· 1.4 Evaluate the relationship between organizational performance and employee voice.
2) CIPD 5HR01 Assignment Task: Get understanding of dispute relationship and conflict behaviour.
· 2.1 Differentiate between formal and informal, misbehaviour and organizational conflicts.
· 2.2 Define unofficial and official employee action.
· 2.3 Describe new trends in the types of industrial sanctions and conflict.
3) CIPD Level 5HR01 Activity: Understand how we can lawfully manage grievance, performance and disciplinary.
· 3.1 Describe the principles of legislation relating different scenarios such as, unfair dismissal and misconduct.
· 3.2 Describe causes of employee grievances.
· 3.3 What skills are required for discipline handling and effective grievance?
4) CIPD Level 5HR01 Learning Outcome: Get knowledge about the role of employee bodies.
· 4.1 Define collective employment law.
5) Get top quality level 5 CIPD assignments done by our writing professionals.
1) CIPD Level 5HR01 Assignment Activity: Support better working lives by understanding employee voice, practice and support.
1.1 Put a light on emerging developments which employee engagement and voice.
The most important thing for a people professional is to remember that land scape is always evolving when it comes employee. As the world is changing and due to new technological advancement which works today might not work tomorrow. It’s really important to timely adopt new developments.
The important trends to watch includes the new communication platforms, wellbeing on workplace, and the importance of employee retention. One should also keep an eye on new research relating psychological drivers of motivation and engagement.
1.2 Define how we build better relationship in the light of employee participation and employee involvement.
Employee involvement is really important in a decision making. As employees are the one who works at ground level in an organization, before taking any decision the people professionals should take the opinion of the employees in this way they feel valuable and on the other hand, in light of their opinion one will find it easy that which decisions should be made.
As employees are the one who are the back bone of any organization and without their proper participation no organization can flourish, and they will only participate in a workplace where they feel valuable and have chance to grow more and more. By including them in decision making you show them by your deeds that they have a better opportunity in this organization as oppose to the previous one.
1.3 Define a range of tools and approaches that helps in creating better employee engagement.
There are multiple of employee voice tools and approaches available in this modern era. These mainly includes conducting survey, hosting town hall meetings, using social media platforms etcetera. These are specially designed to manage the engagement of employees with officials of an organization as well as with their colleagues.
These are just few tools which are defined in this heading there are plenty more tools which you can use to achieve the level of engagement that you want in an organization. As a people professional it is up to you to decide which tool is better for the organization and apply it accordingly as each tool have their merits and demerits.
1.4 Evaluate the relationship between organizational performance and employee voice.
Organisations all over the world are working on making the work lives of their employees better and better day by day. Employee voice have many forms such as speaking about poor condition of employees, rising their daily issues, insurance issues of employee’s etcetera.
In many ways an organization can support employee voice, one of the most common practice is to create an inclusive culture where employees feel free to speak up. Where they can freely talk about the issue3s they are facing in an organization without having the fear to be judged.
2) CIPD 5HR01 Assignment Task: Get understanding of dispute relationship and conflict behaviour.
2.1 Differentiate between formal and informal, misbehaviour and organizational conflicts.
It is natural to have organizational conflicts in a workplace. This mainly arise when people have different goals, or when they have trust issues. If these organizational conflicts can be managed positively it can actually be very beneficial for a company in order to create motivation and competition.
On the other hand if misbehaviour is used to tackle this situation, it can create a chaos and can be harmful for the company.
Informal conflict is usually less intense and easy to manage also they are resolved much quickly as compared to formal conflicts. Also these types of conflicts occurs in the result of minor issues such as personal jealousy, personality clashes etcetera. It is the responsibility of people professional to remove all types of formal and informal conflicts so that an organization can work effectively. Typically less intense and resolved more quickly than formal conflict.
2.2 Define unofficial and official employee action.
There are typically two types of employee actions:
· Official employee action
· Unofficial employee action.
· Official employee action
Official action can be defined as the action which are taken on behalf of company and they are binding to the company rules and regulations. The examples of such actions can be picketing, going on strike, and filing a grievance etcetera.
· Unofficial employee action.
Unlike official actions the unofficial employee action are not binned to company and may be taken for personal reasons. The example of such actions can be sabotaging company property, stealing goods or company secrets, and spreading rumours about the company.
2.3 Describe new trends in the types of industrial sanctions and conflict.
With time the types of industrial sanctions and conflicts changes. If talk about current era the most common type of conflict is cyber-warfare. These types of conflicts usually occurs by attacking the opponent’s computer or communication system network, to sabotage their data or steal their secrets in order to affect their efficiency. Which eventually results in loss of business. Some examples of such types of conflicts include, the recent sanctions against Russia by the United States and the European Union, as well as the sanctions against Iran that have been in place for many years.
3) CIPD Level 5HR01 Activity: Understand how we can lawfully manage grievance, performance and disciplinary.
3.1 Describe the principles of legislation relating different scenarios such as, unfair dismissal and misconduct.
In different countries there are different dismissal laws, if we talk about UK. The employees in the United Kingdom are safe from unfair dismissal, they are protected by legislation. This legislation has a set of rules and have set a proper ground on which an employ can be fairly dismissed. An organization have to follow the proper process before dismissing and employee.
If the process is not properly followed by the organization, or the employee which is to be dismissed does not appear properly on the grounds of dismissal than it can be considered as unfair dismissal and the employee can claim to the authorities of unfair dismissal.
3.2 Describe causes of employee grievances.
Employee grievances can be sourced from variety of stems such as: including working conditions, employee wages, and management etcetera.
These are few phenomenon which are defined above, there can be multiple reasons for employee grievance. Above mentioned sources just provide you an idea now as a people professional you have to find more.
3.3 What skills are required for discipline handling and effective grievance?
There are many different types of skills used to tackle the discipline handling and effective grievance but the core skills that every people professional must have are mentioned below:
· Communication skills.
· Conflict resolution skills.
· Problem-solving skills.
· Negotiation skills.
· Decision-making skills.
· Organisational skills.
· Time management skills.
These are some basic skills that you must know to handle such things, but as a people professional you must decide according to the scenario that where which skill will be utilized.
4) CIPD Level 5HR01 Learning Outcome: Get knowledge about the role of employee bodies.
4.1 Define collective employment law.
The employment laws are mainly described as the rules and regulations through which it is decided that how should employers and employees must behave towards each other.
It cover some topics such as rights to bargain, rights to trade, and the right not be discriminated against etcetera. It also sets out grievance and disciplinary procedures, as well as procedures for redundancy and dismissal.
As a people professional you have to study all the laws and must have proper knowledge of employment laws, only than you can become a good people professional.
5) Get top quality level 5 CIPD assignments done by our writing professionals.
Get top quality CIPD assignments at CIPD writers. Many people have difficulties in writing a proper CIPD assignment, whether they lack writing skills or do not know proper requirements of CIPD assignment.
Even if they are successful to write an assignment, due to lack of quality they eventually get low grades in the assignment. To help such people we have created this site so that you can have expert CIPD help in UK, USA and KSA.
So don’t waste anymore time looking for other sites, and order your CIPD level 5 assignment today.