CIPD Level 7HR02 sample

Proper management of resources and talents is really important in order to sustain success in any organization. It applies for all, whether you are a multinational organization or small business. This practice will assure you that your objectives and goals are meet. There are multiple ways to achieve it but first it is important to find the key way which suits your business. By taking it into account will assure that your business will succeed in all case. Below we have designed a proper assignment sample specially for aspirants from UK, USA and KSA.

Table of Contents

1) Assignment Task: Elaborate different impacts of changing business environment on talent management strategy, practice and resourcing.

·  1.1 Determine different developments that impacts business environments for organisational talent management strategy, practice and resourcing.

·  1.2 Evaluate the value of resourcing and talent management strategies.

·  1.3 By offering employee value propositions, determine way for organisational build and maintain a positive reputation.

2) Assignment Task: Get in depth knowledge about organisational recruitment and selection strategies.

·  2.1 Describe selection, induction methods and effective recruitment in organisations.

·  2.2 Analyse the use of technology to improve attraction, selection and induction.

3) Assignment Activity: Get educated about the importance of succession planning to support organisational performance.

·  3.1 For retention strategies and talent planning analyse a range of analytics.

·  3.2 Justify measures designed to reduce voluntary employee turnover.

4 CIPD 7HR02 Learning Outcome: Determine the approaches of team performance and improving individual as well.

·  4.1 Determine key management strategies for underperforming staff and attendance.

·  4.2 Discuss the legal, ethical and professional lens in relation to retirement, redundancy and dismissal practices.

5) We provide CIPD level 7 assignments in highly affordable price.

1) Assignment Task: Elaborate different impacts of changing business environment on talent management strategy, practice and resourcing.

1.1 Determine different developments that impacts business environments for organisational talent management strategy, practice and resourcing.

These developments mainly includes:

·  The need to have a multi-tasking workforce which can work under multiple jurisdictions and the trend towards globalisation.

·  The increase in competition.

·  Most importantly the need to be more agile and responsive.

·  To retain and attract the best talent.

·  More suitable and responsive approach to business.

Each one of these developments has implications on managing talent and organisational resourcing. For example, if we talk about the first one: trend towards globalisation means that organisations need to be able to identify and attract talent from around the world.

Likewise all of them have some meaning, as a people professional you have to find out the appropriate meaning according to the organization and apply them.

1.2 Evaluate the value of resourcing and talent management strategies.

For long term success the talent management and resourcing strategies of an organization are very valuable. By having proper understanding of your business environment and its changing need, you can possibly put in place some new experimental strategies to retain attract and develop best talent. It will help to create a competitive advantage and make sure that the business is able to change and adapt changes as the business flourishes.

1.3 By offering employee value propositions, determine way for organisational build and maintain a positive reputation.

By creating attractive rewarding packages of perks and benefits that will make the employee to continue working in organization and attract new employees also. It is one of the best way to manage yourself in the labour markets, organisations need to offer compelling employee value propositions.

The ways in which this can be done includes offering competitive salaries, providing training and development opportunities, offering flexitime and other flexible working arrangements, and providing good working conditions. By offering these benefits, organisations standout in the labour market and make themselves more attractive to potential employees.

2) Assignment Task: Get in depth knowledge about organisational recruitment and selection strategies.

2.1 Describe selection, induction methods and effective recruitment in organisations.

There are multiple strategies which are adopted to recruit staff, and it totally depends on your organizations business module that which strategy will suit you. Some common strategies include:

Advertising vacancies, using specialist recruitment agencies, headhunting, and word-of-mouth.

While selecting and finalizing a candidate for a particular role, it is really important to consider and calculate their attributes and skills and you must analyse how these will fit with the culture of organization. The effectiveness of selection methods vary with the roles of the candidates. But some commons includes interviews, assessment centres, psychometric testing.

It is really important that the transition of selected candidate must be smooth. A proper induction process will help In this regard to settle down comfortably in the new role. It may include training, orientation, and mentoring.

2.2 Analyse the use of technology to improve attraction, selection and induction.

·  Attraction:

There many attraction strategy techniques for organizations to use.

For example, Organizations can use applicant tracking system to make their recruitment process better or use social media for advertising purposes.

·  Selection:

A number of different technological approaches can be used by organizations to improve their selection strategies.

For example, they can use virtual interviewing to reduce cost and time, also they can use psychometric testing to assess candidates.

·  Induction:

A number of different technological approaches can be used by organizations to improve their induction strategies.

For example, organizations can take help of social media to build understanding between old and new employees. They can also use e-learning platforms to deliver induction training.

There are many more methods for an organization to improve their recruitment, selection and induction strategies. However, it is up to you as a people professional to finalize the best method according to your organizational needs.

3) Assignment Activity: Get educated about the importance of succession planning to support organisational performance.

3.1 For retention strategies and talent planning analyse a range of analytics.

In today’s world organizations are under constant pressure, it is so that they are expected to perform at highest level and sustain their success. To accomplish this, they should have rights resources and talent. Succession planning makes sure that the organization have the right talent in place to meet future needs.

There are different types of succession planning models. But the key elements are as follows:

·  Succession planning is not just about filling senior positions.

·  Development and retention of talent

·  Aligning talent plans with business strategy.

·  Regular reviews and updates.

·  Identification of potential successors.

It is really important for an organization to have right mix of resources and talents to sustain proper success.

3.2 Justify measures designed to reduce voluntary employee turnover.

Employee turnover is a huge issue now a days in organizations. It can become very costly, also it can sometimes have a negative impact on productivity and morale.

There are some measures that organizations can take to improve reduce voluntary employee turnover, including:

·  Providing competitive salaries and benefits.

·  Recognising and rewarding employees for their contributions.

·  Encouraging open communication and feedback.

·  Investing in employee development and training.

·  Creating a positive work environment.

·  Managing workloads and stress levels.

Organisations that implement these measures will be in a better position to reduce voluntary employee turnover and sustain organisational performance.

4 CIPD 7HR02 Learning Outcome: Determine the approaches of team performance and improving individual as well.

4.1 Determine key management strategies for underperforming staff and attendance.

There are a variety of strategies that managers can use to improve attendance and performance among their staff. Some common approaches include:

·  Encouraging employees to take regular breaks during the day.

·  Offering flexible working arrangements.

·  Implementing a rewards system.

·  Address underlying issues.

·  Taking disciplinary action.

4.2 Discuss the legal, ethical and professional lens in relation to retirement, redundancy and dismissal practices.

There are some legal obligations that organizations needs to follow while making staff redundant or retiring them. There are also some professional and ethical consideration to take into account.

These are as follows:

·  Consult with employees and/or their representatives.

·  Hold a fair selection process.

·  Offer suitable alternative employment, wherever possible.

·  Give employees notice of the redundancy.

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