3CO04 Essentials of People Practice Assignment Sample

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AC 1.1 Stage of employee lifecycle and contribution of people professional at each stage

Inter Luxe Hotel Group use effectively employee lifecycle to successfully manage human capital. It includes 7 stages:

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• Attraction: This stage includes attracting potential candidate towards the company. It is first stage where role of people professional is crucial. HR attracts employees via effective advertising or posting on different job portals. At this stage the people professional role includes preparing job description to attract right skill candidate.
• Recruitment: It is process of searching, screening and selecting competent candidate for a job opening. At this stage people professional review cover letter and resume of candidate to identify whether candidate suits to post requirements (Zacher and Froidevaux, 2021). At this stage HR contribute in recruiting best candidate for the organization.
• On-boarding: The stage consist introducing new recruits to culture and expectation of company. People professional at this stage contribute by completed all official documents and making the new employee aware to all rules, regulation and policies of business.
• Retention: At this stage, people professional role is crucial. HR of Inter Luxe Hotel Group focus on implement strategies to motivate and engage employees at workplace so that they able to give their best. To motivate and engage employees HR provide opportunity for development, financial and non-financial incentives aids in retain employees.
• Development: The stage includes furnishing opportunity of training to provide new skills to the employees. HR by scheduling training session according to the requirement of each employee contributes in attainment of company goals (Blanchard and Thacker, 2023).
• Off boarding: It is stage when employees leave the organization. At this stage, HR professional takes exit interview to clearly know the reason of employee leaving so that able to work on it.
• Happy leavers: At this stage employees leaves the company correspondingly, HR contributes in building positive exit experience for leaving employees.

AC 1.2 Purpose and key content of job description and person specification

Inter Luxe Hotel Group prepares a job description and job specification to attract employees.  Job description is an employer document that explain open role at the company. The purpose of job description is to provide clear idea of the vacant job role to the potential candidate as well as required skills and experience to perform the job (Vernau et al, 2021).  The key content of the job description includes job title, summary of job, role and responsibilities, expected outcome, required skills and competencies as well knowledge and abilities.

Job Description of Food and Beverage assistant The role includes furnishing promptly, friendly and outstanding food and beverage services on time as per need of customers. Responsibilities ·         Serving food and beverages ·         Greet customers ·         Ensuring payment methods handle accurately ·         Table cleaning Skills ·         Communication ·         Time-management ·         Problem-solving

 

Further, Person specification is a document outline required skills, knowledge and minimum qualification for the job. The main purpose of it to provides information to the ideal person or job applicant regarding what abilities and skill require to undertake the role of sale assistant. The key content consist information of skill, knowledge, qualification and experience required for the job role.

Job analysis is the procedure of evaluating a job to determine the responsibilities and qualification that is needed to fulfil the responsibilities within the role of particular job or sales assistant. With the help of the job analysis Inter Luxe Hotel Group able to understand profile of candidate or select a person who able to perform the role effectively.  The job analysis aids people professional of Inter Luxe Hotel Group to create job description and person specification to meet the requirements of vacant job positions.

AC 1.3 Two recruitment method use for Food and Beverage assistant vacancies and reason for selecting method

            Recruitment method is a way of hiring efficient employees within the organization. For Food and Beverage assistant vacancies people professional of Inter Luxe Hotel Group will use:

• Recruitment agencies: People professional of company use recruitment agencies to hire best and competent sales assistant. The recruitment agency acts as an external partner that works on behalf of the company to fill open and vacant positions with qualified candidates. Company explains the job requirements, skills, qualification and experience required in the person and then recruitment agencies aids in identify such peoples and assist in recruiting effective and efficient people (Abdalla Hamza et al, 2021). It is appropriate method of recruiting for Food and Beverage assistant job because the agency have vast range of people with different skills and job post as a result help in recruit top quality candidate quickly.
• Social Media: Another recruitment method is social media for Food and Beverage assistant recruitment.  It includes posting jobs on social platforms such as LinkedIn, Facebook, Twitter to accelerate reach and get access to unlimited network of candidate.  This method aids in directly engage with the candidate through DMs and comments as a result aids in recruit suitable candidate rapidly. It is appropriate recruitment method for recruiting Food and Beverage assistant because it aids in attract wide range of candidates with required skills and experience (PA et al, 2021). Also, it is cost-effective as well as viable option for the Inter Luxe Hotel Group.

AC 1.4 Factor to be considered on the content of copy using in recruitment method

            The recruitment process is crucial and content of copy use in several recruitment methods plays essential role in attract suitable candidate. Creating content of copy required crucial consideration various factors so that accurately able to represent the message of company, its position and offerings.

• Job role clarity: It is important to consider clarity regarding the job role while preparing content of copy. The copy should provide clear information about the job role of sales assistant, their responsibilities and expectation related to the position (Kundu, Kumar and Lata, 2020). Ambiguity in description leads to attracts unsuitable candidate for job role.
• Accurate and positive image: Company image is important at a time of creating recruitment materials, company`s website. It is important to clearly highlight company mission, vision and values in recruitment material to create a unique brand. Also, it is essential to select logo, and colour that aligned with the branding guidelines of the organization.  It leads to help in attract potential candidates and provide effective message to future employees.
• Budget and space: It is important to consider budget and space while creating advertisement for recruitment on internet job sites.  It is important to use purposeful and clear language to pass the important information about the job as well as company.  It is crucial that content prepare within the set budget and space, if much consideration not given then leads to increase cost for the business.

            Thus, it is essential to remain aware about this factor while preparing content of copy.

AC 2.1 Two selection method use for sale assistant vacancies and appropriateness

Selection method is a particular process use to select individual for a specific job role. People professional of Inter Luxe Hotel Group use Interview and competency based assessment.  It is appropriate method because it aids in evaluate candidate’s skills and personal traits that is important to perform the role. This method help people professional to recognize essential skill of Food and Beverage assistant candidate related to product knowledge, communication and customer service. This method is appropriate for selection of Food and Beverage assistant as well as decline chances of selecting misfit candidate.

• In-person interview: For selection of right candidate for Food and Beverage assistant role, the HR use in-person interview as a selection method. The interviewer asks several formal questions to the candidate to identify candidate knowledge, promptness, temperaments as well as customer handling skills. This selection method is beneficial to evaluate candidate`s soft and hard skills, communication skill, confidence level that is crucial for performing job role. Thus, this method is appropriate to get selection of correct candidate (Johnson, Scheitle and Ecklund, 2021). This method increase trust and rapport between candidate and participant. The interviewer with the help of this method able to evaluate non-verbal cues such as eye contact and confidence level that is crucial for the role of sales assistant, hence the method assists in selecting right candidate.
• Competency based assessment: It is a process of selection in which individual skill, competencies and experience evaluate against the job requirements and duties. According to this, decision of selection made.

AC 2.4 Selection record Inter Luxe Hotel Group should retain and why

            Records and documents generated during the process of selection plays a essential role for the operation, legal and regulatory purpose.  The company should retain records such as :

• Application material: It is vital for the people professional of the Inter Luxe Hotel Group to retain copies of all application submitted by different candidates for job role of sales assistants.  It consist resume, cover letter, it provide insight into qualification, experience of the candidate. It caters as a base for short listing decision as well as maintain consistency in selection process.
• Interview document: Notes of interview should be maintained both in –person as well as virtually. Company must keep a record of interview questions, assessment criteria, interview panel and feedback. This record is important to furnish support for decision-making process via furnishing an objective basis for comparing candidates as well as justifying the selection decision. It used as an evidence as a commitment of the company towards non-discriminatory and fair practices.
• Legal obligation: Inter Luxe Hotel Group must retain data of candidates. It guarantees privacy and security of the personal information and aids the company to file a documented report on talent selection if any question arises (Saffady, 2021). Also, retention of record aids the company to select competent candidates in future based on these documents.

            Thus, this record must be retain by the company to get benefits in the future.

AC 2.5 Letters of appointment and non-appointment for the Food and Beverage assistant role

Letter of appointment for Food and Beverage assistant role

Mr. X

49 Featherstone Street

Dear Applicant,

We refer to your recent interview for the position of food and beverage assistant and are pleased to inform you that we are going to offer you job under the following terms and conditions.

Salary: We paid you salary £ 24000 annually with benefits of medical, pension and other bonus.

Probationary period: need to serve 6 month as a probationary period

Working hours: 8 hours a day and 5 days in week

We are looking forward to welcome you in Inter Luxe Hotel Group. If you accept this offer, sign and return the employment contact till 30 Oct 2024.

Human Resource Manager

Inter Luxe Hotel Group

Non-appointment Letter

Dear applicant Mr. Y

I would like to thank you to show interest in applying with Inter Luxe Hotel Group for job position of sales assistant.  We regret to inform you that we have selected another candidate for Food and Beverage assistant role whose experience and skill best suits to requirements of company.

However, we would like you to keep thinking about upcoming opportunities with Inter Luxe Hotel Group. Thank you for your interest in company.

Sincerely

Human Resource Manager

Inter Luxe Hotel Group  

Task Two - SIMULATED INTERVIEW

AC 2.2 Developing the selection criteria and shortlisting one candidate for interview

The selection criteria for the food and beverage assistant includes having a good communication and time-management skill to effectively deal and engage with the customer to meet their needs. In addition, candidate should have a 1 year experience and GCSEs certification.

Shortlisting matrix

Particulars	Essentials	Desirable	Total candidate Score
Candidate 1	Candidate 2	Candidate 3
Qualifications	Degree of Business management	GCSEs certification	3	4	2
Experience	Minimum 2 Years experience	Better accounting experience	3	4	0
Knowledge	Good knowledge of deal with customer with different tamper	Good knowledge of using Excel and Power Point	2	3	2
Skills	Effective communication skill, customer service skill, interpersonal and listening skill	Effective Negotiation skill for convincing customers	3	4	3
Personal Qualities	Confidence, Passion to learn new things	Better marketing skills	3	4	3
Additional Requirements	Ability to work well with other, being patient as well as good mathematical skills	Passionate to give extra effort to convince the customer	3	3	2
Total Score	14	22	12
Interview-Y/N	N	Y	N

AC 2.3 Participating in interview

Question 1: Please share with the experience of a time when at you faced a difficulty while handling customer.

3CO04 Essentials of People Practice Assignment Sample

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At the time of peak season, a customer become upset on not getting the order on time as he is not happy with the services. At that time I handle the situation with peace and clarity and attentively listened to the concern of the customer and immediately apologized for the inconvenience. Then, effectively coordinate with the manager and to satisfied the customer offered discount on next meal and ensure not delay occurred with any customer this leads to satisfy the customer needs effectively hence able to effectively handle the customer.

Question 2: Are you good in team work as it is a priority while working in a hotel?

I have good team working skills, I effectively able to collaborate with my teammates or coworkers. At my previous workplace, there is shortage of staff leads to create difficulty in serving the customer in efficient manner. At that time I use my team-working skill and by effectively communicate with my co-workers, I divide task in each member, results in less pressure and workload as all aware about their roles and responsibility. This results in furnishing best catering services to the customers, leads to enhance customer satisfaction and increase revenue of the hotel as customer make repeat visit when they like services.

Question 3: How you deal with customer complaints in reference to your past experience?

Once at the workplace a customer has complaints with me regarding the slow service. The reason of slow service is lack of staff at workplace. At that time, I try to deal with the customer complaints by my own first as it is small thing that I can fix in easy manner. For this, first I apologize with the customer and ensure that I fix it. After that, I collaborate with my co-workers and ask them to delegate work so that no customer can complaint about the slow serve. As an outcome of this, I able to do service on time, it leads to make the customer happy and satisfied with the services.

TASK THREE- LEGISLATION AND EMPLOYMENT RELATIONS

AC 3.1 Significance of attaining work-life balance within employment relationships

Work-life balance means a state in which the components of work as well as private life are in perfect coordination and harmony with each other. It is crucial for the people professional to encourage healthy work-life balance, this aids in build an environment where each employee able to perform in the best manner. Flexible working hours, positive environment aids in decline workload, burden and pressure from employees as a result increase productivity, employee performance, improve mental and physical wellbeing and decline absenteeism and sickness (Dousin et al, 2021). Employees with effective work-life balance able to effectively work at job that is crucial for better job performance and greater productivity.  For instance, Inter Group must provide flexible working hours to its employees to motivate healthy work-life balance and to increase productivity.

To maintain the work-life balance, the government of UK introduces several regulations. The Working Time Regulation 1998 furnish guidance for working and rest hours for the employees. According to the regulation to maintain work-life balance, it is introduced that employees not work more than 48 hours weekly maximum (The Working Time Regulations 1998, 2024). Also, provides appropriate rest intervals for the employees during the workday.  It also includes 5.6 weeks paid leave annually. Thus, the regulation plays crucial role in maintain work life balance by limiting working hour, furnishing rest time and annual leaves for other enjoyment and necessities. In addition, for work-life balance UK government provide maternity and parent leave, in which employed women’s entitled to get 52 weeks of maternity leave without considering the time period of working. Thus, the regulation significantly aids in maintain work life balance.

AC 3.2 Meaning and significance of wellbeing in the workplace

Wellbeing refers to a state of being happy and healthy.  Wellbeing at the workplace means a professional state of emotional, physical and mental health. It includes factors such as job satisfaction, work-life balance and stress level. The concept increasingly recognized as an important factor for workplace productivity as well as employee retention.

Significance of employee wellbeing are as under:

• Greater employee engagement and good Health: Maintenance of wellbeing of employee by Inter Luxe Hotel Group aids in improving physical and mental health of the employees. For this it is important to provide better working environment ensure high motivation and positive attitude of employees towards the work (Kun and Gadanecz, 2022). Thus wellbeing is important for employee’s health as well as declining employee absenteeism and turnover rate.
• Improves employee productivity: Good wellbeing at the workplace aids the employee to feel healthy and less distracted from work.  Employees cannot able to perform better if their mental and physical state is reducing. Thus, workplace wellbeing provides healthy working environment that yields high employee productivity.
• Enhance employee morale: Physical activity is important for promoting morale of employee at workspace. Thus, it is crucial for the Inter Luxe Hotel Group to maintain employee wellbeing by introducing initiative such as fitness competition among departments, organizing mental health workshop, it provides feeling of respect and value correspondingly enhance employee moral essential for high retention.

AC 3.3 Summary of discrimination legislation

Discrimination refers to treating some people differently as compared to others. Discrimination at the workplace means a bias situation where employer treats one worker less favorably than others considering factors such as race, gender and so more. For instance, female’s employees being paid less as compared to male colleagues at same job. Therefore various regulation passed by the government to decline discrimination at the workplace.

Equality Act 2010 is government regulation protects people from discrimination at the workplace as well as within the society. The law restricts employers related to discrimination considering factors including religion, sex, race, marriage, pregnancy and so more. It is essential for the Inter Luxe Hotel Group to adhere the regulation so that able to smoothly conduct the business without any discrimination.  In addition, harassment at the workplace also considered as a discriminative act. Harassment at workplace include using improper language, making comments about someone personality as well as assaulting (Oyvin, 2021). Individual belonging to the minority as well as LGBTQIA community face this problem in the serve manner. The Equality act protects employees at the workplace from such kind of the discrimination in the effective and efficient manner.

AC 3.4 Meaning of diversity and inclusion and their importance

Diversity refers to variety of differences such as ethnicity, gender identity, race, sexual orientation, age, social class, physical ability, ethical value system and so more. Diversity at the workplace means inclusion and acceptance of all employees with different backgrounds. Inter Luxe Hotel Group must respect and value the differences and skill that each employee brings into the workplace. Diversity at the workplace is important as it increase productivity as diverse workplace permits greater ideas and processes. Diversity of talent means variety of skills, experience and perspective among employees leads to increase productivity of company. In addition, diversity significant for increasing creativity and improving cultural awareness (Gould et al, 2020). At diversity workplace, people from different culture and background works together, different perspective and different solution of problem increase creativity crucial for company succession.

In addition, Inclusion at the workplace means ensuring that everyone at company feel respected and value. Empowering all employees as well as providing reorganization to their special talent is important part for creating inclusive work place. Inclusion is important at the workplace it aids in foster employee engagement as well as strong sense of belonging within a company. It is important for the Inter Luxe Hotel Group to build an inclusive environment, where each and every employee off the company able to share their thoughts, suggestion and ideas, leads to enhance innovation and creativity as well as improve well-being and job-satisfaction of the employees, results in increase productivity and employee performance.

Diversity and inclusion both are crucial because diversity without inclusion creates a toxic environment whereas inclusion without diversity makes an organization uncreative and stagnant. Thus, adaption of diversify and inclusive work environment makes employee more engaged in their work aids in attainment of organizational goals successfully.

AC 3.5 Difference between fair and unfair dismissal

A dismissal means when contract of employment within an employer and employee is discontinue or terminated by the employer. Fair dismissal refers to a kind of laying-off in which employment relationship terminated by the employer by furnishing the valid reason for termination and accordance with the proper law and legal requirements.  On the other hand, Unfair dismissal refers to a situation in which employer unethically order employee to leave their job without any valid reason (Collins, 2022).

In addition the example of fair dismissal includes when employee is not able to do job properly, redundancy, other substantial reason or so more. Apart from this, unfair dismissal happens when an employer not provide any valid reason for laying off employee and terminate individual without any cause.

The fair dismissal procedure includes fairly investigation of the issue and considering mitigating circumstances, inform the concern employee about the issue in writing and notified the individual about potential of dismissal. Then conduct a disciplinary hearing with the related employee and provide them opportunity to respond. Afterwards, clearly inform the employee about the decision of dismiss in writing. Contrary to this, within unfair dismissal the employer directly inform the employee about their termination without giving any relevant reason.

It is important for the business to consider fair dismissal to attract potential candidate in future as well as it unfair dismissal is not ethical.

TASK FOUR – PERFORMANCE MANAGEMENT AND REWARD

AC 4.1 Purpose and components of performance management

Performance management refers to the ongoing and continuous procedure of interacting and clarifying the job duties, responsibilities, growth planning, priorities and performance expectations which optimise performance of each person and aligns with the company strategic goals. Inter Luxe Hotel Groupneeds to focus on performance management as it is essential and crucial procedure to foster the growth of the workers encourages their performance and aligns it with the firm’s objectives. The major purpose of the performance management is to offer meaningful and continuous feedback (Wahyudi, 2022). It is crucial for the employer to organise the feedback sessions so that employees would be able to know their performance and makes improvements if required. Another key purpose of performance management is to make sure that staff members and teams are provided with the sufficient resources they need to develop. Reinforcing values are another purpose of performance management. They bring the values of the firm into conversation among employees. Performance management generally look for the ways to develop the sense of teamwork and co-operation in the firm. It leads to enhanced communication and association which is essential for the business performance. To make sure that workers are engaged in their work is also a purpose of this management (Sułkowski et al, 2020). They conduct the worker engagement survey to keep the workers engaged. Performance management also provides recognition and reward to the employees so that they can boost the morale and satisfaction of the staff with their job. By offering rewards, managers keep their employees motivated.

AC 4.2 Key factors require to be considered while managing performance

Management of the performance of the employees can be challenging for most organisations including Inter Luxe Hotel Group. There are several factors that need to be considered by the employers of firm when managing the performance. It includes job satisfaction, job performance, clarity of goals, motivation level and work systems. There are various elements like awareness, motives, knowledge, values and experience that influence the job performance. It is necessary for the staff members to have in mind a clear view of the given objective they require to accomplish. The employees do not progress and accomplish goals if they do not have clarity about it. Managers need to think about the motivation level of employees (Cen et al, 2021). It is crucial to highlight that employees want to perform work for two reasons such as: to serve own or another purpose where they are provided with something in return. At workplace, incentives as well as self-satisfaction are the basic motivators. Furthermore, it is important for the employers to make focus on the work system while managing the performance. Work systems involve employee services, supply chain management and information systems. Workers are human and they sometimes perform excellent and sometimes poor. Therefore, it is the most crucial for the managers to address these issues and make strategies to solve them so that they can manage employee performance in the different situations even when they handle complex project. Workers need to be informed about the firm’s goals & policies and managers must be available to answer queries as well as address concerns.

AC 4.3 Various methods of performance review

The employees of modern generation are more self-aware and look different ways that help them to enhance their skills. Due to this reason, companies are working continuously to adopt different approaches and methods to review performance. There are numerous methods for performance evaluation given below:

Annual review – This method is performed once in a year often near the end of a year (Liu et al, 2021). The main goal of yearly review is to offer a summary of work to the workers over the previous year and to develop goals for next year.

360-degree review – This method pays attention on gathering feedback from all people a worker communicate with such as; co-workers, supervisors, line managers etc. it reduces the risks of manager’s unfairness because data are collected from multiple sources.

Self-assessment – Self-assessment is conducted by the employee at own level to know their abilities. It involves worker’s accomplishments, communication abilities, teamwork, time management, productivity and creativity. It also provide chance to identify areas of improvements.

Periodic review – This method of evaluation takes place at regular intervals like every three months or six months (Sinambela, Darmawan and Mendrika, 2022). The main goal of this method is to make sure that employees are fulfilling their aims on regular basis and make changes to their aims if required.

Spot check – The managers conduct the spot check randomly in the workplace instead of set schedule. The motive behind spot check method is to make sure that workers are achieving their goals and fulfilling expectations at all times instead of only at the time of scheduled reviews.

AC 5.1 Main financial and non-financial components to accomplish efficient reward system

It is crucial for the firm to have comprehensive reward system which is encouraging, fair and equitable. Here are various financial as well as non-financial factors which are necessary to an efficient system.

Financial elements

Compensation and salary –An employer needs to offer the fair salary to the workers according to their experience level and skills. Managers can also consider the short or long-term incentive pay. It works well in attract and encouraging the top talents.

Bonuses – It is crucial for the company to give the bonus to the employees for their hard work and successful completion of complex (Manjenje and Muhanga, 2021). It helps in enhancing the employee’s trust towards the firm and feels them valued.

Promotion – If an employee works hard and stays in the firm for long time then it is duty of the firm to promote the particular employee. If the company do not offer promotions to hard working employees then they can leave job anytime.

Non-financial factors

Appreciation and recognition– Workers need to sense that their hard work and punctuality is appreciated (Noorazem, Md Sabri and Mat Nazir, 2021). Managers need to appreciate the workers when they put efforts to complete tasks and help to achieve goals.

Growth opportunities – HR managers should organise the training and development sessions where employees can improve their skills and learn new knowledge. Lack of growth opportunities is the key reason workers leave their jobs.

AC 5.2 Explanation how reward can motivate employees to perform

Rewards is highly useful for the managers in order to increase the motivation of the employees. Rewards and performance both are interconnected and help the organisations to improve the performance of staff members. Rewards have capability to boost the performance through offering positive reinforcement and support which means they can increase the probability of desired actions being repeated.Moreover, various study has showed that tangible rewards such as; prizes, promotions, paid leaves and bonus etc. can be more effective and advantageous than intangible rewards such asthankfulness, recognition, praise etc. For instance – providing rewardsfor completing project accurately on time can improve performance, on the other hand offering rewards for each correct answer can reduce performance. It is also important to note that it is not necessary that all staff members are motivated by extrinsic rewards. Intrinsic rewards can also motivate the employees so that they can take more interest in their work (Manzoor, Wei and Asif, 2021).It is imperative for the managers and team leaders to provide rewards that upturn the satisfaction of the staff towards their job.According to the motivation theory of the Maslow’s, workers would only do best in their jobs if managers fulfil their fundamental and advance requirements. The theorists identified five needs such as; physiological, safety, social, self-esteem and self-actualisation as human needs. In general, rewards are important for any corporation and when workers are rewarded on right then it boost their performance.

AC 5.3 Reasons to treat workers fairly related to pay

It is obvious that staff members who believe that they being treated appropriately and fairly at the workplace related to pay are more dedicated and productive at work. Moreover, staff members tend to stay with their company for longer that help the organisation to save money and employee turnover cost. The organisational fairness is crucial as it represents that internal stakeholders are valued and heard. On the contrary, if workers think that a pay policy made by employers is unfair then it is high possibility that they will not join the company or stay longer with the firm. There are two reasons for treating workers fairly related to pay.

Attract top talent – If the company offer fair wages to the employees based on their capabilities and work experience then candidates immediately join the firm. If workers get sufficient salary then it can increase their engagement in work and job satisfaction (Kollmann et al, 2020). They will enjoy their work which further help to achieve common and personal goals. If the company offer fair wages then it also attract other potential candidates and they will choose particular firm over other.

Improve business reputation – Fair pay to the employees shows the commitment to fairness that cultivate trust, integrity and loyalty among staff members. When other people like investors, clients and customers know this thing then it automatically increase the firm reputation in the market. It also helps to establish themselves as positive brand which increase the sales and profit margins.

TASK FIVE – LEARNING AND DEVELOPMENT

AC 6.1 Benefits of learning activities for Inter Luxe Hotel Groupand graduate trainee

Learning and growth activities are advantageous to graduate trainee along with the Inter Luxe Hotel Groupbecause they assist to enhance skills, knowledge, abilities and productivity. Through participating in learning and growth activities, graduate trainee can update their knowledge and acquire new skills to keep up with the transformation in technologies as well as work related approaches. Inter Luxe Hotel Group will be a new business and wants to contribute in preservation of environment through adopting the sustainable practices (Morandini et al, 2023). Learning and development activities will help the company in achieving its goal and effectively run company in the market. The company will able to understand the Green Energy sources, waste management techniques and alternative of plastic by activities and use this information to run own business. Development activities will help the graduate trainee to improve skills like inventory management, communication, time management, teamwork, product knowledge and many more. By gaining these skills, graduate trainee will perform best duties and contribute to the success of the business. These activities can make both organisation and graduate trainee more efficient in their roles and they can easily guide the other employees. A form can also utilise the activities related to learning and growth to enhance the morale and motivation of teams and retain skilled employees. Basically, learning and development activities helps to perform tasks even complex projects in better way which further increase the chances of achieving positive outcomes.

AC 6.2 Various kinds of learning needs along with reasons

There are different types of learning requirements as well as reasons they arise for Inter Luxe Hotel Group and graduate trainee. It is crucial for the company to develop policy regarding learning & development through identifying the knowledge and skills gap. The first learning requirement is updating skills and knowledge because of considerable gap in skills and competence of employee. Requirement for learning can also arise from internal as well as external factors of firm. For example: Learning needs can rise because of adoption of new technology or new business model like online business. So managers have no other option but to equip their graduate trainee with knowledge and abilities to understand the new and advance technology (Alerasoul et al, 2022). Furthermore, employees want to learn new skills to become effective and capable in their current job roles. These needs can arise because of variations in the business environment where each person wants to achieve growth and develop their life. If organisation does not fulfil the capability needs of employees then it can directly impact their professional life. Other learning needs are related to motivational needs. Employees wishes to learn skills for their own development and satisfaction. These types of requirements can arise because of a change in lifestyle or to take risk to create new ideas at work. In addition, a leaning need also arise for graduate trainee and firm when they want to achieve goals on time through their excellent work and performance.

AC 6.3 Various face-to-face and blended learning and developmental approaches

Employees who have set of excellent skills and well-trained appear more satisfied with their work and put lot of efforts to complete tasks. There are several face-to-face and mixed learning and growth approaches which can be utilised to train graduate trainee and support firm.

Facilitation – It refers to the procedure which facilitates a person or group of people to acquire their goals through giving structure, instructions and guidance. By this approach, employer can make things easier for the employees by assistance and direction (Mirchi, Vedadi and Gholamzadeh, 2023).

Training – Training refers to the procedure of learning new skills, competencies and knowledge to the staff members. Training sessions can be arranged by the employer for the employees so that they can gain new knowledge and perform best in their job. It helps employees to become more effective and helps to achieve the objectives and goals.

Coaching – It refers to the procedure of offering support and direction to the team members so that they can attain common and personal goals. Staff members who are engaged in coaching are more willing to enhance their self-confidence and develop in their capability to communicate efficiently and work productively with the other people.

Mentoring – In mentoring procedure, managers or employers guide the employees through a period of development. The ultimate goal of mentoring is to develop knowledge, abilities and skills of the workers so that they can reach their potential. Mentor also provides feedback to the employees so that they can know their weaknesses and try to improve it.

AC 6.4 Accommodate individual need and preferenceswhile planningand deliveringlearning initiatives

Each person has different type of learning styles, preferences and needs, so it is most crucial for the managers to accommodate these while formulating and delivering learning and growth activities. Some employees prefer to learn by experience as well as doing activities. On the other hand, some staff members want formal techniques like books, lectures etc. It is crucial for organisation to focus on preferred learning culture of each person(Walkington and Bernacki, 2020). Some workers like to lean in team while several employees want to learn independently. Through considering different preferences and needs of the employees, a firm can make sure that each person is capable to benefit from learning and growth activities. It could be not good to design learning activities which are not suitable for employees as it will negatively impact their learning process instead developing skills. It will waste the time as well as valuable resources of the firm. Furthermore, managers who design the training programs require to make sure that their training courses are ethical. It is crucial for the company to involve employees in decision-making so that they can give their opinions and employers design training sessions accordingly.

AC 6.5 Methods of evaluating learning and growth and its impact

The evaluation of the learning and development in the workplace to make sure that training is sufficient to fill the skill gap. There are mainly two types of evaluation methods such as; survey and interviews that help to evaluate learning of graduate trainee.

Survey – Survey are basically a physical or online questionnaires which gather the qualitative as well as quantitative data from various sources like graduate trainee and line managers. Through survey, an organisation can gather review from staff, examine learning outcomes and find out the problematic areas. In survey, graduate trainee can be able to share their issues and problems to the managers (Yanamala, Suryadevara and Kalli, 2023). Furthermore, employees will also express their feelings about their learning process and development. After that, managers can make strategies to reduce the problems faced by the employees.

Interviews – It is another method which can be utilised to evaluate learning and development offering. A manager can conduct one-on-one interviews and identify how staff members feel about their firm and training and learning it provides. Though, graduate trainee feel pressured to express their feelings so managers should remain impartial during interviews. Employees will confidently express their opinions regarding learning and growth activities. Interview method will provide a deeper understanding about the experiences, improvements, views and motivations of the employees. This method offers more flexibility through allowing for the curious questions. It facilitates to develop connection and trust among workers and encourages the useful and honest feedback.

References

Books and Journals

• Abdalla Hamza, P., Jabbar Othman, B., Gardi, B., Sorguli, S., Mahmood Aziz, H., Ali Ahmed, S., Sabir, B.Y., Burhan Ismael, N., Ali, B.J. and Anwar, G., 2021. Recruitment and selection: The relationship between recruitment and selection with organizational performance. Hamza, PA, Othman, BJ, Gardi, B., Sorguli, S., Aziz, HM, Ahmed, SA, Sabir, BY, Ismael, NB, Ali, BJ, Anwar, G.(2021). Recruitment and Selection: The Relationship between Recruitment and Selection with Organizational Performance.
• Alerasoul, S.A., Afeltra, G., Hakala, H., Minelli, E. and Strozzi, F., 2022. Organisational learning, learning organisation, and learning orientation: An integrative review and framework. Human Resource Management Review, 32(3), p.100854.
• Blanchard, P.N. and Thacker, J.W., 2023. Effective training: Systems, strategies, and practices. SAGE Publications.
• Cen, C.C., Cahyadi, W., Cahyadi, L., Candrasa, L., Sinurat, M., Ilham, R.N. and Saputra, J., 2021. Factors that affect competence and affective commitment and its implication on job performance: a case study of Stie Medan, Indonesia. In Proceedings of the International Conference on Industrial Engineering and Operations Management (Vol. 12, pp. 4863-4870).
• Collins, P.M., 2022. Finding Fault in the Law of Unfair Dismissal: The Insubstantiality of Reasons for Dismissal. Industrial Law Journal, 51(3), pp.598-625.
• Dousin, O., Collins, N., Bartram, T. and Stanton, P., 2021. The relationship between work‐life balance, the need for achievement, and intention to leave: mixed‐method study. Journal of advanced nursing, 77(3), pp.1478-1489.
• Gould, R., Harris, S.P., Mullin, C. and Jones, R., 2020. Disability, diversity, and corporate social responsibility: Learning from recognized leaders in inclusion. Journal of Vocational Rehabilitation, 52(1), pp.29-42.
• Johnson, D.R., Scheitle, C.P. and Ecklund, E.H., 2021. Beyond the in-person interview? How interview quality varies across in-person, telephone, and Skype interviews. Social science computer review, 39(6), pp.1142-1158.
• Kollmann, T., Stöckmann, C., Kensbock, J.M. and Peschl, A., 2020. What satisfies younger versus older employees, and why? An aging perspective on equity theory to explain interactive effects of employee age, monetary rewards, and task contributions on job satisfaction. Human Resource Management, 59(1), pp.101-115.
• Kun, A. and Gadanecz, P., 2022. Workplace happiness, well-being and their relationship with psychological capital: A study of Hungarian Teachers. Current Psychology, 41(1), pp.185-199.
• Kundu, S.C., Kumar, S. and Lata, K., 2020. Effects of perceived role clarity on innovative work behavior: a multiple mediation model. RAUSP Management Journal, 55(4), pp.457-472.
• Liu, Y., Sun, P., Wergeles, N. and Shang, Y., 2021. A survey and performance evaluation of deep learning methods for small object detection. Expert Systems with Applications, 172, p.114602.
• Manjenje, M. and Muhanga, M., 2021. Financial and non-financial incentives best practices in work organisations: a critical review of literature.
• Manzoor, F., Wei, L. and Asif, M., 2021. Intrinsic rewards and employee's performance with the mediating mechanism of employee's motivation. Frontiers in psychology, 12, p.563070.
• Mirchi, S., Vedadi, A. and Gholamzadeh, D., 2023. Applying a Meta-synthesis Approach to Present a Blended Learning Model for Talent Development. Journal of Medical Education, 22(1).
• Morandini, S., Fraboni, F., De Angelis, M., Puzzo, G., Giusino, D. and Pietrantoni, L., 2023. The impact of artificial intelligence on workers’ skills: Upskilling and reskilling in organisations. Informing Science, 26, pp.39-68.
• Noorazem, N.A., Md Sabri, S. and Mat Nazir, E.N., 2021. The effects of reward system on employee performance. Jurnal Intelek, 16(1), pp.40-51.
• Oyvin, P., 2021. EQUALITY AND DISCRIMINATION IN THE WORKPLACE. Journal of the International Academy for Case Studies, 27(5), pp.1-2.
• Saffady, W., 2021. Records and information management: fundamentals of professional practice. Rowman & Littlefield.
• Sinambela, E.A., Darmawan, D. and Mendrika, V., 2022. Effectiveness of efforts to establish quality human resources in the organization. Journal of Marketing and Business Research (MARK), 2(1), pp.47-58.
• Sułkowski, Ł., Przytuła, S., Borg, C. and Kulikowski, K., 2020. Performance appraisal in universities—Assessing the tension in public service motivation (PSM). Education Sciences, 10(7), p.174.
• Vernau, J., Bishop, C., Chavda, S., Weldon, A., Maloney, S., Pacey, R. and Turner, A.N., 2021. An analysis of job description and person specifications to define the requirements for obtaining employment within strength & conditioning. Professional Strength and Conditioning, p.07.
• Wahyudi, W., 2022. Five components of work motivation in the achievement of lecturer performance. Scientific Journal of Reflection: Economic, Accounting, Management and Business, 5(2), pp.466-473.
• Walkington, C. and Bernacki, M.L., 2020. Appraising research on personalized learning: Definitions, theoretical alignment, advancements, and future directions. Journal of research on technology in education, 52(3), pp.235-252.
• Yanamala, A.K.Y., Suryadevara, S. and Kalli, V.D.R., 2023. Evaluating the Impact of Data Protection Regulations on AI Development and Deployment. International Journal of Advanced Engineering Technologies and Innovations, 1(01), pp.319-353.
• Zacher, H. and Froidevaux, A., 2021. Life stage, lifespan, and life course perspectives on vocational behavior and development: A theoretical framework, review, and research agenda. Journal of Vocational Behavior, 126, p.103476.

Online

• The Working Time Regulations 1998. 2024. Online. Available through: <https://www.acas.org.uk/working-time-rules>