Explain what you think is the most significant way in which globalization has affected the world of work and employment over the past twenty years. To what extent will this continue to be the case in the next twenty years?
You have been asked to advise your senior management team (SMT) about how your organisation can support the use of technology in the workplace in ways which will enhance employees’ experiences of working life.
What three distinct points would you make? Justify your answer.
“With 75.3% of those over the age of 50 in work, and the state pension age increasing all the time, older workers are here to stay. As a result, managing an ageing workforce is an increasingly important issue for HR professionals” (Trullen & Bonache, 2018: 585).
Critically analyse TWO key challenges associated with managing an ageing workforce.
Recommend ways in which people management professionals can respond to these two key challenges.
What are the main causes of increased social inequality around the world? To what extent could changes in HR practice help to reduce social inequality?
Organisations have responded to the covid-19 pandemic through redundancies, pay and recruitment freezes and a shift to homeworking. The CIPD (2020:2) predict that “there will be no return to business-as-usual post-crisis”. To what extent do you agree with this viewpoint? Justify your answer.
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In what ways and to what extent does government policy in the field of education affect HR and L&D practice in organisations? Illustrate your answer with THREE current examples.
How far do you agree with the view that employment and labour markets in the UK have become over-regulated in recent decades?
Explain how the management of people tends to vary depending on whether a labour market is tight or loose. Illustrate your answer with examples from your own observations and your reading.
Covid-19 and Brexit have been, and are likely to remain for the foreseeable future, catalysts for unprecedented organisational change. How can people management professionals continue to support their organisations in responding successfully to these economic changes?
Critically evaluate a common intervention used by people management professionals to enable all voices in an organisation to be heard. Justify your answer.
To what extent do you agree with the view that employers rather than employees are the main winners from flexible working initiatives? Justify your answer.
Identify THREE distinct steps that managers can take to encourage greater innovation and creativity in their organisations. Which do you think would be most effective in your industry? Justify your answer.
In what ways can the HR and L&D functions in organisations make a direct and significant contribution to the achievement of high standards in the field of business ethics? Illustrate your answer with examples.
The CIPD’s Health and Wellbeing at Work Survey (2020) found that some organisations which reported rising levels of stress-related absence are not taking specific steps to address this type of absence. How would you advise these organisations to effectively respond to rising levels of stress-related absence? Illustrate your answer with examples from your reading.
You have been asked to make recommendations to your senior management team about how your organisation might improve its record in the area of sustainability. You are asked to identify TWO distinct interventions that will not be too expensive to implement. What would you recommend and why?
You are going to attend a conference for managers at your organisation at which you will be making a fifteen-minute presentation. Your brief is to propose ONE way in which action could be swiftly taken to improve diversity and inclusion in a meaningful way. What proposal would you put forward? Justify your answer
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