Using your own example of providing a people practice solution to meet a particular need, or a hypothetical example such as introducing a new policy or reward initiative, comment on how you would/have ensured the ‘design’ of the solution was informed by engagement with others, particularly those most affected by the solution. (2.2)

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Each people practice issues has a unique solution. For easy implementation of these solutions, it is important to have all stakeholders on board to avoid any resistance to change. One trouble that my organisation has been facing was its ability to retain its employees. Senior management contacted my department to come up with a solution to the issue as it was costing a lot of money to replace an employee every now and then. My team began by issuing questionnaires to the employees on the gaps that existed in people practises. It came to our realisation that the staff lacked morale and motivation and yet they still had to face uneven work-life balance due to work overload caused by frequent absenteeism and turnover. My team opted to conduct research on policies that could be implemented to cover this issue and a number of solutions were rounded up including introducing a reward initiative, introducing flexible hours and zero contracts as well as offering promotions (CIPD, 2021). However, to decide which solution to opt for, our team involved top management, and employees. From top management feedback received was to opt for solutions that boosted motivation but also could fit with in the budget. Many employees on the other hand wanted solutions that brought more financial security and work balance. Therefore, with this feedback we eliminated pay raise which despite bringing financial security led to budget constraints. However, we opted for up-scale training where employees would be guaranteed training to better fit top positions within the organisation. This would grow their skills and guarantee financial security and the budgetary constraints would be limited. Also for immediate rewards the employees would be subjected to biannual bonuses based on performance evaluation. Finally zero hour contracts would be introduced to lessen the work burden on the employees and have them work normal hours or at least receive bonuses for extra work hours.

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Using your own example of providing a people practice solution to meet a particular need, or a hypothetical example such as introducing a new policy or reward initiative, comment on how you would/have ensured the ‘design’ of the solution was informed by engagement with others, particularly those most affected by the solution. (2.2)

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