CIPD Assessment Activity

The changing pattern of production:

It is visible that the employment percentage of people has risen from 33.46% to 43.91% from 1990 to 2009 (Hill, 2005). So, it is a huge percentage and the job is not appearing that much. Apart from that the share market, it is also rising day by day and the financial strength of people are getting down.

2. Talent planning activities of organization

As a major aspect of business system arrangement, ability planning assumes a key part in situating this association to expand the viability of talents and increase competitive advantages. Ability planning can be seen much more extensive than the progression planning (Sears, 2003). It incorporates an extensive variety of positions and quantities of workers over an association.

Best practices on talent planning

There are different, all around composed and rehearsed arrangements, on ability planning issues. It is anything but difficult to receive these in trendy approaches. However, to guarantee a best improvement on ability planning techniques and programs, a key inquiry to comprehend is 'what are the specific differences between staffing obligations and staffing accessibility' (Reitman, 2007). To gain the focus needed, an organization should:

• Identify its most basic staffing issues.

• Develop longer-term ability administration procedures that address those basic issues most adequately.

• Define particular fleeting staffing and advancement arranges inside of the setting of those ability administration strategies.

• Implement just those ability administration practices that back-up most adequately the usage of these staffing methodologies and plans.

3. Development of resourcing strategies

Employee resourcing has long been seen as the stray pieces of HRM practice. Both strategy and practice need to end up more proactively keeping in mind the end goal to improve the association's capacity to satisfy its main goal and key plan (Healy, Noon and Kirton, 2011).

Employee resourcing

• It is very much important to make practice of consistence resourcing while the organization is willing to develop their resource and practice.
• The human resource management should be very much careful towards accruing new talent hunts and requiting the perfect employee for the required position.

Performance Evaluation

Employee performance is the core of organization’s improvement. Employees can increase the profit level of organization. So, motivating them is the only way to evaluate performance of the employees (Raidén, Dainty and Neale, 2009).

4. selection and recruiting process according to the law and good practice

There are many rules and regulations when a company is recruiting or selecting a candidate for their organization. Also, this organization is bound to maintain all the rules and regulations while they are recruiting the candidate for any position (Becker, 2002). The legislations are as follows:

• Equality act: The equality act is about the equal chance for every candidate. In this act, the organizations are liable to produce opportunities to all the candidates from all regions, cultures, different sex, and language and from different countries or states.

Some of the acts are:

• The equal pay act of 1970
• The equality of sex act 1975
• Religion based employment equality regulations 2003
• Age based employment equality regulations 2006

The organization is very much liable to obey all the regulations and acts when they are selecting the candidate and the human resource department should also be aware of all the acts and regulations.

• Equality and human rights Commission

This human rights commission is protecting the equality among all the employees and the equality opportunities. This commission was established in the year of 2007, October 1.

5. Employment retention maximizing

There are various ways to retain an employee. The most useful ways to retain an employee are as follow:

• Training offer: Offering a proper training session to an employee is a great way to help the employees understand their capability and learn about the goal of the organization while it is willing to maximize the employment retention. In this training part, the trainer or the manager as well as the HR describes the job purpose, role and the importance of the employees in the organization, which makes them feel as a part of the organization (Eberts, O'Leary and Wandner, 2002).
• Well payment to employee: Attractive salary structure is always a great plan to retain employees. The increment of payment and the commission or incentives always makes an employee happier. If the employees are very much serious towards their job then the promotion is also a great option for the company to retain an employee, where the employee also gets the salary hike.
• Appreciation and motivation: Appreciating an employee is also a good example of retention. Here, the employee gets motivated towards the job and provides his or her best work which helps in generating a good revenue for the organization.
• Provide benefits: All the employees wish to benefit from their organization. In this case, the employee gives their best effort towards the job. Benefits like medical benefits, travelling benefits, pick and drop benefits and all can help an organization to retain an employee.

6. Lawful dismissal, redundancy and retirements of organization

Dismissal:

Dismissal always goes for the employees who are not comfortable with their job according to the company rules and regulations. Here, if an employee’s qualification doesn’t match, because of having any legal case or health issue, then the company may reject his or her application or dismiss the person from the job (Corthésy and Harris-Roper, 2014). According to the employment rules and regulations, no company can dismiss an employee before 6^th April of every year.

Redundancy:

Redundancy is the amount of revenue that an employee generates (Stringer, 2012). If the employee generates approximately 20-25% revenue, no company can dismiss him from his job only because of revenue income. There should be more firm reasons for dismissal.

Retirements:

Retirements depend on the age and the performance of an employee. Here are some important rules for retirements:

1. Understand the retirement age
2. Notify the employee of the retirement
3. Understand the performance of the employee
4. Tell them the transitional retirement rules

In this way, the company should follow the rules and regulations of the retirement and dismissal to an employee.

References

Becker, L. (2002). Net prospect. Terre Haute, Ind.: Wish Pub.

Constant, A., Tatsiramos, K. and Zimmermann, K. (2009). Ethnicity and labor market outcomes. Bingley, UK: Emerald.

Cortheisy, N. and Harris-Roper, C. (2014). Commonwealth Caribbean Employment and Labour Law. Hoboken: Taylor and Francis.

Eberts, R., O'Leary, C. and Wandner, S. (2002). Targeting employment services. Kalamazoo, Mich.: W.E. Upjohn Institute for Employment Research.

Healy, G., Noon, M. and Kirton, G. (2011). Equality, inequalities and diversity. Basingstoke: Palgrave Macmillan.

Hill, C. (2005). International business. Boston: McGraw-Hill/Irwin.

Raidein, A., Dainty, A. and Neale, R. (2009). Employee resourcing in the construction industry. London: Spon Press.

Reitman, A. (2007). Talent retention. [Alexandria, Va.]: ASTD Press.

Sears, D. (2003). Successful talent strategies. New York: AMACOM.

Stringer, K. (2012). Distilling the demographic dividend. Arlington, Va.: Institute of Land Warfare, Association of the United States Army.