Essential of People Practice

Introduction-

Essentials of people practice is addressed in activity tasks with the standard operations guide for the Technow group recruitment. Further discussion is based on the interview preparation pack and simulated interview with peers. Narrative legislation and organizational practice is mentioned including performance management and reward policies. Supporting skills and knowledge development in the workplace is highlighted as well.

Task One – Standard operations guide for Technow recruitment.-

1.1 Assessment of each stages of employee lifecycle and current role within it-

Employee lifecycle consists of the entire relationship of employees to the organization where they work. There are six key stages in the employee lifecycle which includes phase of attraction, recruitment, onboarding, retention, development and separation.

The phase of attraction is the first stage of the employee lifecycle which is determined by the size and image of the organization. Doll (2018), commented that without the attraction retention stage the employee lifecycle may fail. This particular dimension is making the attraction phase one of the crucial stages of the employee life cycle because it helps in promoting organizational growth. As an outsourced people practice professional one person needs to develop attraction criteria for the client company because it determines the employee retention rate. Analysing the given case study, the outsourced people practice professional needs to attract active and passive talents to construct the management body for Technow company.

Recruitment is the second important stage in the employee lifecycle where one outsource HR professional can recruit the best talented employee to join the organization. Initiating collaborative hiring with clear criteria and process and can give optimum experience of recruitment for the client organization (Cipd.co.uk, 2021). In order to make the recruitment process successful an outsourced HR professional needs to be specific about what the client organization is looking for.

Onboarding is the next stage that comes after recruitment in the employee lifecycle model. In the study of (), it highlighted that the onboarding stage is critical because it requires effort to get new hires well-adjusted to the internal environment of the organization. The outsourced people practice professional needs to create a smooth work environment for the Technow organization to welcome new hires of management bodies. In order to make the onboarding process smooth, a clear job description needs to be mentioned by discussing mission vision and values of the organization. Expectations of the organization from the management bodies need to be outlined clearly to make the process confusion free (Nusi and Yelliza, 2021). Most importantly, regular follow ups about the performance of new hires needs to be conducted because it helps to measure the progress.

Development stage of the employee lifecycle improves consistency of the professional. In order to improve the efficiency of the development stage a outsourced HR professional needs to encourage external learning by giving the opportunity to attend conferences regarding management essentials (Nusi and Yelliza, 2021). Retention stage of the employee lifecycle determines the success of an organization. In this regard to improve the retention rate for Technow companies, an outsourced HR profession needs to give advice regarding hiring right purple for the management body. Cultivation of great relationships with management team members may help to build a transparent organizational culture. Final stage of the employee lifecycle is separation which determines the future development of the organization (Cipd.co.uk, 2021). An outsourced people practice professional needs to understand the root cause behind the resignation to develop performance of the organization and to improve the retention rate. Honest feedback from leaving talents and exit interviews can guide the management team to construct a better internal culture.

1.2 Explanation of stages and different methods within the recruitment process and appropriate time to use them-

Stages- 

Recruitment process is associated with organizational performance. Identification of the hiring needs is one of the important stages of the recruitment process. After that comes the stage of identifying those factors which influence the recruitment. Size of organization, world culture, salary structure and current state of the organization is the most important determinant of the recruitment process. An outsourced HR professional is required to set up a recruitment team to increase the efficiency of the recruitment process. According to the CIPD job description needs to be prepared before recruitment advertising (Cipd.co.uk, 2021). After comes the stages of shortlisting job applications by using appropriate application plans. Interview is the next important stage of the recruitment stage including vetting and barring. Stages of vetting and barring helps to protect and recognise necessity for employers to make the recruitment process complexity free.

Methods – 

Networking, direct advertisement on social media, advertisement on traditional media, talent pool database, employee referral, employee exchange are the most popular processes of recruitment. Utilising the networking events outsource HR professionals can provide best candidates for the Technow organization to construct a management team. According to the CIPD, recruitment in the time of coronavirus increased the use of technology (Hr-inform.co.uk, 2021). In this regard, it can be commented that recruitment through direct advertisement on social media can be implemented in the present situation. Instead of traditional in-person interviews, online interviews can be implemented to construct an effective management team for the Technow Company.

1.3 Explanation of different ways in which one recruiter can prepare and provide information for recruitment process-

In order to prepare and provide information for different parts of the recruitment process for the role of line manager a few important steps need to be followed. According to the statement of (), it can be said that one recruiter needs to provide specific details about the open job roles. In case of hiring management team members for the Technow group the outsourced HR professional needs to choose straightforward job titles before initiating the recruitment marketing. Passive candidate search can be useful to prepare information regarding potential talents who are capable of handling management activity of the client company. Research regarding illusive talents helps to increase the headcounts of qualified candidates by diversifying the hiring funnel of the future job post (Shaw et al. 2021). Employee referral is one of the cost effective processes of collecting and preparing information because it allows us to gather information through the employee network in a faster way.

1.4 Assessing different methods and materials used to attract talented individuals for range of roles internally and externally-

Social media has already become an effective material to attract talented individuals externally for a range of different roles. In this given case study, Technow group is looking for talented individuals to construct a management team. Therefore, it can be commented that the outsourced people practice professionals can search suitable candidates on different digital media platforms. Digital media platforms provide the opportunity to connect experienced candidates directly which is not possible in traditional ways of attracting talented individuals (Brix et al. 2017). On the other hand, to attract internal talents, the client organization can use psychometric tests. Psychometric tests provide the opportunity to know the ability, personality and aptitudes of professionals. In handling high volume of applicants, psychometric tests can be administered online to minimise the time of selection process. Before implementing the method of psychometric test the authority needs to check copyright and conditions of using this test to eliminate legal complexity (Cipd.co.uk, 2021). Potential issues and opportunities need to be outlined before implementing to enhance the accuracy of the talent attraction process.

Task Two – Interview preparation pack

2.1 Explanation of the different selection methods and appropriate time to use them

Essentials of people practices include the appropriate maintenance of recruitment procedures. As stated by Osborne and Hammoud (2017, p. 4), rewarding aspects also become able to improve the skills of the employees which can help organizational management to improve the performance management factors. Preparing the scheduled framework to generate the interview segment without any kind of hazards can help the researcher to get appropriate ideas related to the standard operation.

Indeed, it also has been evidenced that the implication of the different selection methods based on the circumstantial evidence provides a sustainable development to the organizational management. As evidence that, providing the application forms, collecting CVs, reviewing linked in profiles and others become some of the most effective methods of the interview at this time (Cipd.co.uk, 2021). For instance, Osborne and Hammoud (2017, p. 4) noted that in this pandemic situation most of the organizational management implemented online interviews after measuring the online applications and others. In that case, it has also been proven from the case study that the concerned organisation check no has selected five selection heads and ten line managers to generate the interview section.

It can be outlined that operational heads of this recruitment system are requested to raise awareness related to people practices based on employee engagement factors. Appropriate maintenance of legislation, performance management, diversity management appraisal and reward system can help and Organisational Management to improve employee retention that can be considered as a key aspect of people management.

2.4 Brief discussion of the selected records that are required to be retained and write letters of appointment and non-appointment for an identified role

Effective documentation procedures help Organisational Management to generate sustainable operations related to effective recruitment systems. According to the opinion of Charoensukmongkol and Puyod (2020, p. 20), conversation related to the physical or mental requirements of the employees must be generated in recruitment questionnaires. As an impact, it can help to maintain the transparency between the Organisational Management and the employees to some extent.

Appropriate implementation of legislation improves the clarity of application forms and appointment letters in an organisational recruitment management system. Clarified and transparent appointment letters ensure the job security aspects in front of the employees which can improve the engagement aspects with organisational context. However, the equality act 2010 depicts that National management must not ask any e kind of medical questions to the candidates related to any short medical issues (Cipd.co.uk, 2021). Along with this is this act also provides some ideas to discuss any kind of essential medical issues in that stage and any kind of adjustment or specific factors as well. Offer letters always must be written after the completion of appropriate verbal communication with the applicants. It also helps to improve the transparency aspect between the employees and employers.

Moreover, it sheds that written appointment letters are considered as documentation from the organisational side which provides assurance to the employees related to their job security aspects. Hence appropriate documentation and evaluations also head Organisational Management to provide the applicants with a brief idea related to the confidentiality factors which underline the segments of general data protection regulation or GDPR.

Task Three – Simulated Interview with peers- for example, audio or video recording, photographic evidence.

3.1 Devising selection criteria and personal specification for the appointment of a line manager-

Selection criteria-

The line manager for the Technow group needs to supervise important work of management decisions. The candidate is required to complete his/her management degree. If one candidate completed the management degree can apply for line manager. On the basis of result driven thinking ability the line manager will be selected because it signifies the ability of the manager to engage the workforce to fulfill organizational goals. A detailed understanding about the organizational policies is required within the line manager because it ensures a smooth management process. Actions of the selection process will intend to find out very specific things that one candidate did. Results and outcomes of those specific actions will be outlined to select the appropriate candidate (Cipd.co.uk, 2021). At the time of interview candidates ability to handle obstacles will be examined to choose an appropriate candidate for line manager.

Person specification- 

The suitable candidate for the line manager job roles needs to hold good leadership skills with an empathetic mindset. Good communication skills are required to build trust among team members. Proactive thinking and decision making skills are another important person specification to become a successful line manager (Cipd.co.uk, 2021). Considering all these person specifications the suitable candidate for line manager is going to be selected.

3.2 Shortlisting applications against selection criteria to choose candidates for interview-

From the applicant pools those candidates who are meeting the above mentioned criteria will be shortlisted. Before interviewing and assessing talents, the screening process will be completed on the basis of the resume of candidates. Experience in line managing will get extra privilege because experience signifies that candidates are able to handle the managerial work. Moreover, it can be said that qualities and traits of candidates are key criteria of shortlisting application. After that a shortlisting scorecard will be prepared on the bias on education level, experience in line managing and their communication skills. On the basis of the scorecard top twenty candidates will be selected for an interview and letters of appointment will be sent to six successful candidates. Letter of non appointment will also be sent to those candidates who failed to meet selection criteria with a motivational note.

3.3 Contributing to face-to-face, telephone or web conferencing interview as a part of panel with the use of appropriate interview structure-

The STARR model of interview helps to conduct a successful behavioral interview by accessing the past experience of candidates. Judgment on the basis of past experience provides the opportunity to understand the capability of a candidate to handle situations of future job (Cipd.co.uk, 2021). Hypothetical questions are going to be presented to conduct a telephone or web conference based interview to select best candidates for line manager. Selection of line managers through the STARR model of interview will help Technow group to construct a best management team to influence organizational growth. At the very first stage interview questions will be based on the situation. Second stage of the interview will cover tasks completed by the candidate. The third stage of the interview will address actions that were thake by the candidate. Final stage of the interview will address questions regarding results and reflection.

Hypothetical interview structure on the basis of STARR model-

3.4 Using interview skills effectively to justify selection decision-

STAR model is a structural process of responding to behavioural based interview questions which enhance the authenticity of the selection criteria. STAR model is based on the situation, task, action and result which is making it appropriate to shortlist candidates through practical observation (Valentine et al. 2021). Most importantly all interview questions are based on past behaviours of candidates. Behavioral questions help interviewers to select appropriate candidates by analysing the comprehensive answers given by candidates.

3.5 Discussion of selection records which is required to be retained-

Letters of appointments-

Letters of non-appointment-

Task four – Narrative – legislation and organisational practices

4.1 Explanation of the importance of work-life balance within the employment relationship and procedure of influenced by legislation

Appropriate incorporation of work-life balance enhances the mental well-being factors of the employees which is the most essential segment of performance management factor within an organisational context. It has been evident from the workplace employment relations survey in the year 2011 that improvement of novelty and work-life balance enhance the employee engagement factors to some extent (Cipd.co.uk, 2021). Indeed the key elements of work-life balance are going to be highlighted in the following segment.

Effective implementation of work-life balance includes the aspects of flexible timing, job sharing, part-time job, full time working, compressing working hours and other aspects. As stated by Osborne and Hammoud (2017, p. 4), these factors effectively showcase that employers are concerned about the safety and security factors of the employees. It improves the dedication and the interest factors of employees. Along with this it also focuses on the job demands that have been entirely fulfilled by the employees as a result of appropriate work-life balance. Moreover, Charoensukmongkol and Puyod (2020, p. 20) noted that in this covid-19 pandemic situation it was very difficult to maintain an effective work-life balance in terms of generating work from home culture. Meanwhile, work-life balance includes the elements of HRM factors that boost the performance management aspects by enhancing the mental well-being factors of the employees.

Thus, it can be comprehended that organisational management also can get appropriate ideas related to the potential outcomes of organisational objectives with the help of appropriate employee retention factors. Effective employee retention factors improve the execution procedures which provide sustainable ideas related to the outcomes of organisational actions.

4.2 Measurement of the concept of wellbeing in the work environment and measurement of the importance

Job satisfaction is one of the most essential factors that can lead an individual employee to boost their own performance management aspects that can provide intended sustainability to the organisation. As depicted by Osborne and Hammoud (2017, p. 4), providing appropriate rewards and appraisals based on the performance of the employees improves the motivational aspects of the workers. As a result, it improves the satisfaction and confidence of the employees that maintain the workplace environment to some extent.

Proper evaluation of the statistics based on the employee’s performances helps the Organisational Management to get an appropriate idea about the potential effectiveness and the efficiency of the employees. For instance, the case study states that the Organisational Management of Technow has prepared a plan to monitor the performances of the employees based on the organisational objective. This monitor can help the organisation to measure performances and to provide an appropriate appraisal to the Employees. 360-degree feedback is one of the most effective and sustainable ways to improve the estimation of performance management (Cipd.co.uk, 2021). As an impact, it helps the employees to rectify the drawbacks and to improve them.

Moreover, it can be outlined that appropriate measurement of employees performance provides sustainable feedback to the employees that improve the performance management factors. Effective performance management factors and their success rate ensures the mental well-being aspects and the satisfaction of the employees which is the most important to improve the work-life environment.

4.3 Assess how employee engagement impacts the work environment and its feelings

Effective employee engagement factors provide sustainable benefits to organisational objectives by improving the execution factors. It has been evidence that mutual understanding between the management group and employees enhance the execution qualities of the employees (Cipd.co.uk, 2021). In addition, Organisational Management also can improve by retention factors with the help of generating sustainable employee motivation.

People management factors encompass initial aspects of motivational accomplishment. As an impact of generating effective motivational activities to enhance the employee well-being factors can help an organisation to improve the dedication of the employees. According to the viewpoint of Osborne and Hammoud (2017, p. 4), the success rate of an organisational objective and its execution procedures can obtain revolutionary profitability by improving the execution management factors of the employees. Execution management factors include appropriate motivation, job satisfaction, job security and other people management.

Moreover, it can be comprehended from the case study that the recruitment management group of the concerned organisation maintains effective monitoring and evaluation aspects to provide sustainable feedback to the Employees. As a result of this reviewing system, employees become able to enhance their execution procedure according to the aim of reaching the organisational goals.

4.4 Evaluate the key elements of the discrimination legislation

Any kind of implementation of discrimination within the workplace can be considered a negative and unlawful accomplishment. To maintain appropriate corporate ethics and law organisational management can eliminate the discrimination aspects (Cipd.co.uk, 2021). As an impact, it can improve the workplace environment and employee motivations to some enough extend. The present segment of this assessment is going to evaluate the key elements of discrimination based on legislative aspects.

The Government of the UK has introduced an employment law that encompasses essential information related to the maintenance of pay rates, maternity leaves, minimum wages, tribulation compensations and other factors. Osborne and Hammoud (2017, p. 4) noted that in terms of maintaining the legislative aspect the organisation and the management group become able to mitigate any kind of discrimination activities within the workplace environment. Elimination of discrimination helps employees to conduct their execution with full of dedication and motivation. It has been evidence that the Government of the UK has introduced the equality act 2010 to mitigate any kind of discrimination aspects within organisations (Govt.uk, 2021). The aspects of age discrimination culture discrimination gender discrimination linguistic discrimination and other elements must not be implemented within an organisation.

Hence, it can be comprehended that organisational management can efficiently improve employee motivation and retention factors with the help of the elimination of discriminating nature. Discrimination in periods designation leaves facilities and others can degrade the employee engagement factors to some extent.

4.5 Explain what diversity and inclusion mean and measurement of their importance

Iteration of the perspective of inclusion and Diversity issues help the policymakers and the employers to implement effective rules and regulations within the organisation. As an impact of this implementation the management groups of organisations become able to enhance the employee motivational factors.

Gender equality within the workforce along with this is one of the most effective and essential inclusions within the workplace which help to mitigate the reason for the motivation for the workers. Gender identity within the workplace and appropriate appraisal based on execution efficiencies provide the employees with sustainable mental well-being aspects which leave a positive impact upon the execution procedure (Cipd.co.uk, 2021). the Government of the UK also provided a guideline for the organisation any kind of discrimination based on religion and belief. It benefits the organisation with cross-cultural innovations and sustainable creativity implications that can improve the performance management aspects of the organisational context.

Considering the aforementioned discussion it has been evidence that inclusion and its measurement can help organisations to generate effective performance management factors. It can help the organisation to grab the intended position in this highly competitive business market.

4.6 Evaluation of the difference between fair and unfair dismissal

The Government of the UK has introduced a fair decimal that encompasses five specific reasons for the employers that can improve the relationship between employees and employers. Appropriate use of dismissal helps an organisation to generate effective coaching and counselling which improve the performance management factors to some extent (Cipd.co.uk, 2021). The present segment is going to discuss the differences between fair and unfair dismissal.

Thus it also has been evidenced that the unfair decimal law provided the basic idea about the right of getting fair treatment from the management group. It has been evidence the employment rights act 1996 has introduced this decimal law (Cipd.co.uk, 2021). On the other hand the fare law of dismissal includes getting appropriate remuneration based on the capability of qualification contravention of salutary duty and other factors (Cipd.co.uk, 2021). Hence the implementation of decimal factors provides the employees sustainable potentiality to get a required environment in the workplace.

The present segment of this assessment has provided a brief description related to the differences between fair and unfair decimal which is the most important for the organisation to provide mental wellbeing to the employees

Task Five – Performance management and reward

Introduction

Good performance management is extremely essential for the success of the organisation. Employees are required to understand what is being expected from them. In addition, organisations must also know how to keep employees motivated as well as supported for enabling them to perform best. The basic and foremost objective of performance management is to maintain and also improve the performance of the employee in the expectation of organisations.

5.1 Emphasising purpose and components of performance management

The basic and foremost objective of performance management is to create a culture that encourages continuous improvement of behaviours and skills of organizations. Moreover, performance management also plays a key role in building a strong relationship between managers and also the staff. The ultimate aim of performance management is to improve the performance of employees and also keep a strong focus on the development of each and every employee.

Elements of performance management are very similar across different organizations. However, each and every organization is required to develop practices that are very relevant to the culture of the organization. Moreover, performance management is a continuous cycle and it integrates numerous activities of HR which are extremely vital for various parts of the organization to work together in a coordinated way. The strategic goals of the organization must be the beginning point of department goals. It must be followed by development priorities and also individual performances. Reviewing and also feedback processes against the objective must be regular and it must be supported by formal periodic reviews.

Performance management is the creation of a culture that continuously encourages the improvement of all functions of the business. Understanding and also building an effective approach to performance management also includes the tools as well as the environment of the organization which can support performance management.

Financial and nonfinancial rewards for achieving total rewarding system-

Components of the effective rewarding system-

Financial rewarding-

Financial rewards are the monetary rewards that an employee earns due to his good performance within organizations. These rewards are also aligned with the goals of organizations. Whenever an employee helps organizations in the achievement of goals, it is always being followed by a reward. As a result of these financial rewards, employee empowerment has been achieved in the business organization.

Non-financial rewarding-

Nonfinancial incentives are the reward that is not part of an employee’s pay. These are the costs the company pays very little or no significant costs. However, the organization continues to make cuts in the compensation of employees and also provides various nonfinancial incentives. This has become so important that nowadays each and every organization is now adapting nonfinancial rewarding systems. As a result of these nonfinancial rewarding efficiency of employees and also empowerment of employees also has been achieved within the business organizations.

5.2 Factors needed to be considered when managing performance

Relationship between reward and performance-

Reflecting on theories of motivation-

Strategic rewards are based on the implementation and also design of rewards policies as well as practices that are being used to advance and support employee aspirations and objectives of people. In addition, a system of total reward covers each and every aspect of people who are being valued by the employees of organizations. Total reward also forms a part of a strategic approach of reward for several workers. For example, an organization must adopt a total approach of rewards and also the learning edge of the program along with options of flexible working. These approaches also include traditional aspects of benefits and also pay for engaging, recruiting, and retaining the staff securing objectives of the business.

Instrumentality is the belief that if any employee performs well then their valued outcome is to be received always. As per the words of Schleicher et al. (2018), strategic rewards are being used by many organizations in terms of rewarding policies that provide support to organizations, businesses and people, and employee aspirations. Based on the vroom’s theory, this can be regarded as the result of rewarding that promotes better performances as well as engagement from the employees. Moreover, this also clearly demonstrates that reading has a direct relationship such as increasing engagement and motivating performance improvements among employees in case of appropriate rewarding strategies. As a result of rewarding strategies, employee empowerment has been achieved in business organizations. This also explains the degree to which the first outcome is going to lead to the second outcome. Organizations must have clear relationships between expected performances and also the outcomes. Organizations also must have the required level of tasks on the employees who are making the decisions and also on employees who are going to perform the task. Moreover, this theory also states that organizations also must have the required transparency in the procedures which decides the results of the outcome.

Roles of appraisal in performance management-

Total rewards always form part of the strategic approach for rewarding employees. For example, are organizations might adopt a total rewarding system with flexible working options and also the traditional approach of benefits and also pay. Moreover, these also include engaging, recruiting, and also retaining the staff for securing its objectives of the business. The strategic reward generally takes a long approach of explaining how practices, as well as reward policies, can support and also balance the requirements of employees and also organizations. The concept of reward generally covers each and every aspect of the organization that employees value like intangible and also tangible and these also form parts of the overall strategy of reward. On a contrasting note, Maslow’s theory of motivation argued that the lowest level of requirements of employees must be satisfied in order to satisfy higher needs of employees such as requirements of self-esteem. Moreover, self-esteem needs to provide employees a pleasant and also comfortable environment of working as well as providing them a good salary can greatly motivate them to perform better.

Providing security to employees and workers like minimizing layoffs and also providing those good descriptions of jobs can greatly motivate them to perform better. In addition, reducing threatening behaviour and also minimizing negative stroking also plays a major role in increasing the morale of employees. As inspired by Raffoni (2018), encouraging the team to perform better and also successfully executing the projects can help the employee to perform better. Including each and every employee in the process of decision making and also goal setting of the organization. This makes the employee feel that his thoughts, as well as beliefs, are being given much importance.

5.3 Two reasons for treating employees fairly concerning their wages

Employees in each and every sector greatly benefit when they are being provided equal pay. This has been made mandatory under the Equality act 2010. Moreover, treating employees fairly also sends out a positive message for the organizations. This not only increases the efficiency of employees but also it also reduces absenteeism.

Conclusion

In this section, an analysis of performance management has been conducted. Factors that are necessary for performance management also have been stated. Moreover, procedures through which motivation and performance of employees can be improved also have been stated in this research.

Task Six – Supporting skills and knowledge development in the workplace

6.1 Various learning needs and underlying reasons for these in organizational and individual contexts-

Knowledge relating to the development of humans as well as learning has grown at a rapid pace. Moreover, along with these the opportunity for shaping more effective practice has also increased by several manifolds. Meanwhile, continuous improvement also has been sprouting in each and every area of organizations in order to perform better and also gain an advantage.

6.2 Brief summary of various approaches to learning

Face-to-face and blended learning and development approaches-

Facilitation-Facilitation approaches of learning also include shared responsibility for gaining knowledge and also learning. These teams generally possess wisdom, expertise, and also experience within the particulate area and facilitators greatly help to access the wisdom of the groups. The facilitator also greatly helps the team to explore their information and also beliefs as well as ways of being appropriate.

Consulting-Learning consistently generally creates the bridge between the training organization offers and also the desired results which organization expects. The consultant also deeply analyses the organizations for recognizing whether gaps in gaps in skills, knowledge and also in performances. The learning consultant then makes the necessary recommendations and also decides whether employees require training or not. Few times support solutions such as performance support on the basis of micro learning or knowledge are more appropriate.

Training- Employees who receive training always tend to be happier and also motivated at their work. Henceforth, it is also of utmost importance to consider that only the material which is being required that is required to be taught but also the method of teaching it. Training is also very important for the on boarding of employees and also the retention of employees.

Coaching- Coaching also increases and enhances the engagement and also achievement of each and every employee. Institutional coaching also increases the impact cycle and it follows dialogical methods of coaching.

Mentoring-Role of mentors is to bring a combination of experiences as well as expertise and it also includes building community. In words of Alexander (2018), approaches to monitoring generally include steps that ensure learning for students. Mentors also give employees the platform to ask questions from their trainers. Moreover, mentors also clear the doubts of employees regarding their procedures of work.

6.3 Explaining the individual requirements and preferences must be addressed in terms of design and delivery of learning and development-

The pandemic being induced by coronavirus has also raised a huge challenge for professionals and also it also put forward the requirement for responsive strategies. In the words of Akhter (2018), learning and development teams are also required to work very closely with other professionals and also other professionals for meeting the changing needs of employees. The development of people remotely and also the challenges for ensuring equality of access to learning through the use of technology are the two primary and foremost issues.

6.4 Example of two methods of evaluation and the impacts of learning and development and learnings

Business strategy:

The beginning point of effective use of L&D strategy is to recognize the external as well as the internal context of the organizations. In the words of Adiver et al. (2019), this generally includes rationale, business needs, and also the business needs and also strategy which drives the organizational strategy. An example is attending learning cultures webinars and also what does for development and also learning post the coronavirus pandemic. The impact of coronavirus on a strategy of learning and also development indicates that L&D professionals also had adapted to technologies for ensuring access to equality learning through technology are the two highlighted issues.

Learning and operational environment:

Strategy of learning, as well as development, must be aligned with the cultures of organizations for addressing the constraints and also operational realities. As inspired by Murphy, and DeNisi (2017), research on cultures of learning also states that actions are to be embedded while learning at any organization and also offering embedded learning at the individual level, team, and also organizational level.

• Each and every work is a continuous procedure of development and also learning. These are generally the beginning point of the positive environment of learning.
• Expenditures on development and also learning are being encouraged only where the organization enjoys measurable benefits. In words of Grossi (2019), engagement of employees is a continuous journey and it also requires a journey of continuous performances.
• Learning and also development professionals are also being required to work very closely and support managers for providing space as well as time for learning transfer and also learning.
• Learning and development teams must be a part of business strategy for ensuring that they meet the requirements of individuals, teams and also organizations.

Keeping strategy updated: Associated programs and also learning and development strategies are being required to be maintained up to date in order to enable the organizations to keep up to date. In the words of Bruskin et al. (2017), this becomes extremely important as the business environment is changing very quickly and data is also being required to be gathered from the effectiveness of activities of learning. As inspired by Hartinah (2020), these are very important as regularly running programs have adequately failed to keep pace with Learning and Development strategies that have been evolved through the coronavirus pandemic and these also benefit from wider developments of learning and development practices.

Conclusion

It can be concluded that the effective people management factor reflects the procedure of maintaining employee well-being management aspects. The present study has provided a brief description related to the people management factors. Along with this the present study elements of case study while generating the interview segments which is the most important for recruitment procedure within an organisation.

In this task, the role of performance management and also rewards has been conducted. Moreover, various types of incentives and also benefits that are being provided to employees have been discussed and its benefits also have been clearly stated. Moreover, various learning needs, as well as techniques that can be implemented within organizations, have been stated in detail.

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