These are the instructions (and full essay – on request) for Essay 2 with learning outcomes 1 and 3. The essay is under the course BU 6027 – People Performance and Analytics offered at the University of Chester under the faculty of management.

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Learning Outcomes

1.  Identify and evaluate factors, both internal and external to an organisation, which determine the nature of employee relations within that organisation.

3.  Synthesise knowledge and use analytical and evaluative skills in order to formulate appropriate people management responses to organisational issues.

Your role scenario

You have recently secured a graduate role and are part of a team on their employee relations future leaders graduate programme, as part of HR. The organisation operates within a UK SME sector and is considering adopting a hybrid working model due to the current climate. Part of your remit is to contribute to the research and planning towards this proposal with the interests of employee relations at the core whilst supporting the key functional areas of the business, such as Logistics, Marketing/Sales, Finance, IT & operations from a people management employee relations perspective.

The current business climate

“The Covid-19 crisis has changed working patterns forever; as businesses emerge from the pandemic and look to the future, it brings with it a host of challenges and opportunities for both businesses and employees alike” (CIPD, 2021).  A survey by Sony Professional Solutions found that only one in five workers feel their employer is prepared to support a hybrid working model after the pandemic. The results of the survey suggest employers need to better plan their “future workplace” and look at how they support remote workers (CIPD, 2021).

SME definition

“Small and medium-sized enterprises (SMEs) is any business with fewer than 250 employees. There were 6.0 million SMEs in the UK in 2020, which was over 99% of all businesses” (Ward, M. (2021)

The Task

1- External environment  & internal capability audit (PESTLE & SWOT not included in the word count as templates).

1a-Carry out a PESTLE analysis to assess the current external situation for the UK SME sector, with an emphasis on people management aspects (Use PESTLE template on Moodle).

1b-Assess the key influential aspects from your PESTLE analysis and produce a SWOT analysis to assess the current internal situation for the UK SME sector, with an emphasis on people management to be able to inform on employee relations (Use SWOT template on Moodle).

2-Hybrid working model proposal to support employee relations (2,000 words).

Assess the findings from your SWOT analysis and select the key challenges and opportunities that will help to inform the HR team and contribute towards the planning proposal of a hybrid working model to support and enhance employee relations as part of their people management strategy. Evidence how the hybrid working model adds value to the organisation and wider stakeholders, capturing of all functional departments. Ensure the CIPD Core Knowledge and Behaviours are considered within your findings.

Use a combination of industry good practice, CIPD insights and people management theories.

The CIPD website can be found on this link: Profession Map | CIPD Profession Map

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Specific Criteria/Guidance:

1. Use sub-headings
2. Use 3^rd person
3. Essay format, use paragraphs to start a new idea
4. No introduction or conclusion are needed
5. Only use applied diagrams, referenced
6. Assignment layout and support will be provided as part of sessions.

The Core Knowledge areas are: –

1. People practice
2. Culture and behaviour
3. Business acumen
4. Evidence-based practice
5. Technology and people
6. Change.

The Core Behaviour areas are: –

1. Ethical practice
2. Professional courage and influence
3. Valuing people
4. Working inclusively
5. Commercial drive
6. Passion for learning
7. Insights focused
8. Situational decision-making

Key Resources/Readings/References:

Aguinis, Herman. (2014). Performance Management: Pearson New International Edition. Pearson

Armstrong, M. & Brown, D (2019). Armstrong’s Handbook of Reward Management Practice: Improving Performance Through Reward. London UK: Kogan Page

Armstrong, M. & Taylor, S (2020) Armstrong’s Handbook of Human Resource Management Practice London 15th ed: KoganPage.

Banfield P & Kay R & Royles, D (2018) An Introduction to Human Resource Management 3rd ed Oxford UK: Oxford University Press

Bratton, J., & Gold, J. (2017). Human resource management: theory and practice. Palgrave.

Bratton J & Gold J (2017) Human Resource Management 6th ed  Basingstoke UK: Palgrave MacMillan

Carberry R & Cross C (eds.) (2013) Human Resource Management, A Concise Introduction Basingstoke UK: Palgrave MacMillan

Dundon, T. & Rollinson, D. (2011). Understanding Employment Relations. London UK: McGraw-Hill Higher Education

Farnham, D. (2015). The changing faces of employment relations: global, comparative and theoretical perspectives. Palgrave, Macmillan Eduction.

Harrison, R. (2009) Learning and Development (5th ed). London UK: CIPD

Hook C and Jenkins J (2019) Introducing Human Resource Management 8th ed.  Harlow UK: FT Prentice Hall

Mayo, A. (2016). Human resources or human capital?: Managing people as assets. Routledge.

Stewart, J., Rogers, P. (2012). Developing People and Organisations. London UK: CIPD

Stothart, C. (2018). How to Get On with Anyone: Gain the confidence and charisma to communicate with ANY personality type. Pearson UK.

Taylor, S., Woodhams, C. (2012). Managing People and Organisations. London UK: CIPD

Taylor S & Woodhams S (2016) Managing Human Resource Management-People and Organisations 2nd ed London UK: CIPD

Wilton N (2019) An Introduction to Human Resource Management 4th ed. London UK: Sage Publications

www.cipd.co.uk

www.peoplemanagement.co.uk

www.retail-week.com ( need to register, see Moodle page for details)

CIPD PESTLE Template

SWOT Analysis Template – CIPD

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