Essentials of People Practice

Jude K.

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Essentials of People Practice

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Employees, onboarding, recruitment, job description, factors, skills, well-being, diversity, inclusion, employment, UK United Kingdom, employment law, feedback, behaviors, working conditions

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Abstract

The job description is a synonymous term for a comprehensive document outlining the purpose, scope of work, tasks, and responsibilities for a given role within the organization (Dingel and Maffet, 2020). It gives us a clear vision of job expectations for employees and employers and helps manage effective performance. The main content includes information such as the job title, the primary duties, reporting structure, performance objectives, and any directives from the immediate management. Job descriptions must be short, accurate, up-to-date, easily understandable, and agreed upon by relevant stakeholders. They constitute the basis for employee recruitment to align business needs and candidate qualifications.
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Work-life balance is among the most influential factors in keeping employees mentally and physically healthy. It is the issue of balancing between career and home duties while still maintaining energy and time for both. The Working Time Regulations 1998 lays down standards for the pattern of work, rest breaks, and holiday entitlements. Such regulations ensure employees are well-rested because they need time for leisure and non-work activities.

The Employee Lifecycle
1. Attraction
2. Recruitment
3. Onboarding
4. Development
5. Retention
6. Separation
Job Description, Person Specification, and Job Analysis
Factors To Consider
Selection Methods
1. Competency-based interviews
2. Presentation
Records
Letter of Appointment
Letter of non-appointment
Work-life Balance
Importance of Well-being
Discrimination Legislation
Diversity and Inclusion
Dismissal
Performance Management
Factors to Consider
Performance Reviews Methods
1. Self-Evaluation
2. Behavioral Checklist
3. 360-Degree feedback
4. Management by Objectives (MBO)
5. Rating Scale
Components of an Effective Total Reward System
1. Performance and Recognition
2. Work/Life Balance
3. Organizational Culture
4. Employee Training and Career Advancement
5. Strategic Alignment of the Business Strategy
6. Human Resource Strategy
Performance, Rewards, and Motivation
Fair Pay
Benefits of Learning and Development Activities
Types of Learning Needs
Summary of Different Approaches
Accommodating Development Needs
Evaluation

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[...] Administrative sciences, p.79. Hasan, Z.U., Khan, M.I., Butt, T.H., Abid, G. and Rehman, S The balance between work and life for subjective well-being: A moderated mediation model. Journal of Open Innovation: Technology, Market, and Complexity, 6(4), p.127. Rohden, L Inclusion and diversity in companies: Premises to maximize quality of life and profitability. BAR-Brazilian Administration Review, 20, p.e230058. [...]

[...] This strategy encourages active participation and makes learners the kings of their learning paths. It promotes critical thinking, problem-solving, and knowledge application in real-world situations; this strengthens the understanding and skills of the sales assistants at Clean Quarter Limited. Training is the fundamental way to learn and develop, and it concentrates on delivering specific skills, knowledge, and competencies to sales roles. Training programs will help build sales assistants' skills, productivity, and performance through structured training and practical exercises. The training sessions may include product knowledge, customer service skills, and sales techniques customized for employees to meet Clean Quarter Ltd.'s business objectives. [...]

[...] Transparent and candid discussions about minority groups lead to equity and equality in the organization. Enabling and harnessing the distinct viewpoints from a diversified workforce improves decision-making processes and accelerates business development. Through a well-designed diversity and inclusion strategy, the issues of inequality, discrimination, and marginalization can be preemptively addressed, fostering a culture of supportiveness, inclusiveness, and equality in the workplace where every employee will feel respected, valued, and empowered to contribute their unique abilities and experiences. One of the outcomes of promoting diversity and inclusion is the rise of employee engagement and retention rates, which helps to recognize employees regardless of the features that make them different. [...]

[...] Ultimately, wellness-oriented workplaces become a moral and practical standpoint for a business with plenty of benefits. Discrimination Legislation The cornerstone legislation addressing discrimination in the UK is the Equality Act 2010, providing comprehensive protection against discrimination based on nine "protected characteristics": age, disability, gender reassignment, marriage and civil partnership, race, religion or belief, sex, and sexual orientation (Bacquet & Bunbury, 2022). It is a prerequisite for developing equality in the labor, education, and service provision sectors. The Act outlines different types of discrimination, such as direct discrimination, when people are treated worse than others because of a protected characteristic, and indirect discrimination, which arises from policies and practices that disproportionally disadvantage some groups. [...]

[...] Conversely, managers should focus on privacy and provide constructive criticism. Management by Objectives (MBO) In this approach, the workers, in collaboration with their managers, establish SMART objectives (Specific, measurable, achievable, relevant, and timely) consistent with company goals. Then, performance is examined by looking at how well the goals were attained. Through MBO, common goals, employee commitment, and a sense of ownership are developed. On the other hand, it could also take longer to formulate and implement goals effectively. Rating Scale Employees are assessed using a numerical or qualitative scale on specific indicators. [...]

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