(Solution) CIPD 5CO02 recommendations based on evaluation of the benefits, risks and financial implications of potential solutions. (AC 2.3)

Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 400 words

Employee Support Programs

The organisation can gain from implementing extensive employee support programmes in a number of ways. Employees are likely to feel less stressed and more well-rounded by offering mental health and well-being programmes, stress management seminars, and tools (Uddin, 2021). This can then result in improved production, stronger morale, and more work satisfaction. Employee engagement and commitment are higher when they feel supported in their well-being, which leads to higher retention rates and lower absenteeism. While providing employee assistance programmes might have a number of benefits, there may also be hazards. One danger is the upfront expense of putting these programmes into place, which may call for a large financial commitment. Depending on the size and extent of the activities, the estimated cost for implementing comprehensive employee assistance programmes may range from $ 20,000 to $ 50,000. This covers the costs of setting up workshops on mental health, offering materials, and paying experts to provide support services.

Company Culture Reinforcement

Increasing the organization’s ties to its culture can have a number of beneficial effects. Employees are more likely to experience a greater feeling of belonging and shared values if team-building exercises, online social gatherings, and regular contact are encouraged (Chanana & Sangeeta, 2020). This may improve teamwork and collaboration, establish a good work atmosphere, and increase overall employee happiness. While there are many advantages to promoting business culture, there are also some possible drawbacks. For instance, some staff members could have different tastes for social gatherings and team-building exercises, and it’s possible that not all staff members will participate completely in these programmes. Depending on the frequency and scope of the initiatives, the estimated cost for strengthening business culture through team-building exercises and virtual events may range from $ 15,000 to €30,000. This covers the costs of planning events, providing essential tools, and maybe hiring professionals to lead team-building exercises.

Work-Life Balance Support

For both individuals and the organisation, implementing rules that encourage work-life balance may be quite advantageous. Employees may enjoy greater influence over their schedules and experience less stress and better health by introducing flexible work schedules and work from home choices. Employees might become more capable to manage both their professional and personal responsibilities, which can lead to higher productivity and job satisfaction (Toscano & Zappala, 2020). Although encouraging a work-life balance can have good effects, there may also be drawbacks. For instance, adapting workflow and communication tactics may be necessary to maintain efficient team cooperation while introducing flexible working arrangements. There’s also a chance that some workers may take advantage of flexible scheduling, which might affect their productivity and responsibility. Adopting measures that promote work-life balance, such as flexible work schedules and remote employment opportunities, may cost between $ 30,000 and $ 50,000.

Table 1;

Implement A Comprehensive Salary Equity Program

A critical recommendation for addressing the apparent gender imbalance within the organisation is to create a comprehensive salary equity programme. This effort strives to guarantee that remuneration is based on abilities and responsibilities rather than gender. The advantages of such a programme include higher employee morale, engagement, and retention, as well as building a more inclusive and gender-balanced workplace. However, there is a risk that this move would create impressions of favouritism or rivalry among employees, harming collaboration and team cohesion. To navigate and mitigate any issues, the organisation should have effective communication methods and continual management support (Jolaoso, 2023). The total charges could cost up to $50,000, but the benefits will surpass the price.

To Update Company Policies

Given the significant dominance of White British individuals in the workforce, a critical proposal is to aggressively revise firm recruitment practices to encourage diversity and inclusion. This entails increasing outreach attempts to attract candidates from varied ethnic backgrounds. The advantages include a more culturally diverse and innovative work environment, improving the organisation’s performance and competitiveness (Harvard Business Review, 2015). However, there is a risk that policy changes will bring new prejudices. This could result in unintended discrimination or disregarding qualified individuals due to unfamiliarity with unique cultural nuances (Agarwal, 2021). The anticipated ocost is $4,000, which may include expenses related to revising recruitment methods and implementing diversity training programmes.

Table 2; Training on New Technology

To overcome the issues revealed by the statistics on hybrid working practises, a crucial recommendation is to undertake thorough training programmes centred on the effective use of new technology. According to the findings, 37% of respondents prefer remote employment, demonstrating a readiness to accept hybrid arrangements. Employee training in innovative technology provides a smooth transfer into this new working paradigm. One significant advantage is that individuals who browse and use digital tools can streamline their tasks, resulting in higher productivity and output (Slack, 2023). One potential concern is that the first changes during the training session will disrupt typical work patterns. However, this can be minimised with intelligent scheduling and progressive training approaches. The projected expenditure for such initiatives may be around $10,000, covering materials, trainer costs, and technology infrastructure.

Agarwal, P.  (2021). Here Is How Bias Can Affect Recruitment In Your Organisation. Forbes. [online] 10 Dec. Available at: https://www.forbes.com/sites/pragyaagarwaleurope/2018/10/19/how-can-bias-during-interviews-affect-recruitment-in-your-organisation/?sh=4e03b6291951 [Accessed 9 Nov. 2023].

Chanana, N. and Sangeeta (2020). Employee engagement practices during COVID‐19 lockdown. [online] 21(4). doi: https://doi.org/10.1002/pa.2508.

Glass, C. and Cook, A. (2020). Performative contortions: How White women and people of colour navigate elite leadership roles. [online] 27(6), pp.1232–1252. doi: https://doi.org/10.1111/gwao.12463.

Harvard Business Review. (2015). Proof That Positive Work Cultures Are More Productive. [online] Available at: https://hbr.org/2015/12/proof-that-positive-work-cultures-are-more-productive [Accessed 9 Nov. 2023].

Jolaoso, C. (2023). 10 Tips For Effective Communication In The Workplace. Forbes. [online] 10 May. Available at: https://www.forbes.com/advisor/business/effective-communication-workplace/ [Accessed 9 Nov. 2023].

Momoko Kitada and Harada, J. (2019). Progress or regress on gender equality: The case study of selected transport STEM careers and their vocational education and training in Japan. [online] 1, pp.100009–100009. doi: https://doi.org/10.1016/j.trip.2019.100009.

Slack (2023). 7 ways to leverage technology for your business. [online] Slack. Available at: https://slack.com/blog/collaboration/7-ways-to-leverage-technology [Accessed 9 Nov. 2023].

Uddin, M. (2021). Addressing work‐life balance challenges of working women during COVID‐19 in Bangladesh. [online] 71(239-240), pp.7–20. doi: https://doi.org/10.1111/issj.12267.