In today’s dynamic and competitive business environment, organizations recognize that their most valuable asset is their people. The successful management of human resources is crucial for achieving organizational objectives and creating sustainable value for stakeholders. This essay explores the major objectives of people practices and discusses how achieving these objectives can benefit both employers and employees. Furthermore, it highlights the importance of creating value for stakeholders through effective people plans, focusing on attraction and retention, improving employee performance, managing change effectively, and promoting employee well-being. This analysis draws references from the 7CO02 CIPD module, offering insights into contemporary practices in human resource management.

Attraction and Retention:

One of the primary objectives of people practices is to attract and retain top talent. A well-crafted recruitment and selection process can ensure that organizations attract individuals with the right skills, knowledge, and values to contribute to their success. This objective aligns with the principles outlined in the 7CO02 CIPD module, which emphasizes the strategic alignment of human resource activities with business goals. By attracting and retaining high-performing employees, organizations can enhance their competitive advantage, drive innovation, and foster a positive work culture. This, in turn, benefits both employers and employees by promoting growth, development, and long-term job security.

Improving Employee Performance:

Effective people practices aim to improve employee performance by providing individuals with the necessary tools, resources, and support. Organizations must establish performance management systems that set clear expectations, facilitate ongoing feedback and coaching, and recognize and reward high performance. The 7CO02 CIPD module emphasizes the importance of aligning individual performance with organizational goals and values. By investing in employees’ development and well-being, employers can enhance job satisfaction, motivation, and productivity. Simultaneously, employees benefit from acquiring new skills, advancing their careers, and enjoying a positive work experience.

Managing Change Effectively:

Change is a constant in today’s business landscape, and organizations must adapt to remain competitive. People practices play a crucial role in managing change effectively. The 7CO02 CIPD module emphasizes the importance of change management strategies that engage employees, communicate transparently, and provide appropriate support during times of transition. When employees are actively involved in change initiatives, they feel valued, empowered, and motivated to contribute to the organization’s success. Effective change management leads to smoother transitions, reduced resistance, and increased organizational agility, benefitting both employers and employees.

Promoting Well-being:

Employee well-being is increasingly recognized as a critical objective of people practices. Organizations that prioritize employee well-being create a positive work environment that enhances employee engagement, satisfaction, and retention. The 7CO02 CIPD module highlights the need for comprehensive well-being strategies that encompass physical, mental, and emotional health. By implementing initiatives such as flexible work arrangements, employee assistance programs, and wellness initiatives, employers can reduce stress, boost morale, and improve work-life balance. Employees who experience a positive work-life balance and a supportive environment are more likely to be productive, loyal, and committed to their organization’s success.

Creating Value for Stakeholders:

Achieving the major objectives of people practices discussed above leads to the creation of value for stakeholders. Employers benefit from a more engaged and productive workforce, reduced turnover costs, increased innovation, and improved employer branding. These factors contribute to enhanced organizational performance, competitive advantage, and long-term sustainability. Employees, on the other hand, benefit from career advancement opportunities, skill development, job security, a positive work environment, and improved well-being, leading to increased job satisfaction and a sense of fulfillment.

CIPD Assignment Examples List for Various Tasks/ Reports/ Assignments

• Assess globalisation and its long-term significance for work and employment CIPD 7CO01 Help
• Evaluate current developments in the media, technological and economic environments and their significance for people management CIPD 7CO01 Help
• Assess the contribution of people management aimed at improving organisational productivity, creativity and innovation CIPD 7CO01 Help
• Evaluate policy and practice aimed at improving employee wellbeing in an organisation CIPD 7CO01 Help
• Examine the merits of different models of people practice management, linking them with effective business performance CIPD 7CO02 Help
• Evaluate current developments in the fields of resourcing and performance management CIPD 7CO02 Help
• Critically assess the nature of professionalism in people practice and the role of the CIPD CIPD 7CO02 Help
• Critically assess different ethical standpoints on people practice and the maintenance of high standards of ethical behaviour
• Reflect on levels of self-awareness, self-management and continuous self improvement, leading to improved organisational success and career progression CIPD 7CO03 Help
• Demonstrate curiosity and passion for deep learning CIPD 7CO03 Help

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