3CO04 Essentials of people practice Assignment Sample

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Introduction - 3CO04 Essentials of people practice Assignment Sample

This 3CO04 Essentials of People Practice Assignment Sample offers comprehensive insights into the core principles of effective people management and HR practices. As part of the CIPD Level 3 qualification, this sample illustrates the critical stages of the employee lifecycle, from attraction and recruitment to development, retention, and exit. It highlights the pivotal role of people professionals in managing each phase with fairness, transparency, and compliance with employment law. The assignment also emphasizes the importance of strategic recruitment methods, record-keeping, and performance management techniques, all tailored to foster a motivated, engaged, and high-performing workforce. With expert guidance included through online assignment help UK, learners can enhance their understanding of these essential HR practices, align their skills with industry standards, and succeed academically. This sample serves as an effective learning resource for students aiming to excel in their CIPD qualifications and develop practical HR expertise.

3CO04 Essentials of people practice Assignment Sample

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Task 1: Understanding the Employee Life Cycle and Role of People Professional

The 3CO04 Essentials of People Practice Assignment Sample covers the employee life cycle stages including recruitment, onboarding, performance management, engagement, training, development, and separation. It highlights the critical role of people professionals in attracting, selecting, onboarding, and retaining employees, ensuring they meet organizational goals through ongoing support and exit interviews.

1.1 Describe each stage of employee life cycle and role of people professional

Employee’s life cycle refers to the stages an employee goes while working in the particular company (Abdalla Hamza et al, 2021). People professional have critical role in employee life cycle which includes attracting, selecting, on boarding, retaining, developing the workers and conducting exit interview. Following are six step employee lifecycle:

Recruitment: This includes identifying, influencing, screening and selecting the most optimum employees in the firm. People professional are involved towards finding adequate candidates, evaluating their skills, qualification and identifying whether they are good for the firm or not.

On-boarding: It refers to the process of making new employee familiar to organization, superior, subordinate and to their roles (Alerasoul et al, 2022). People professionals are involved towards completing official document related to the rules and policies, paperwork related to hiring, pay and other benefits.

Performance management: This implies to ongoing process of clarifying the job responsibilities, performance expectation and providing regular feedback which helps in managing the employee’s performance. The role of people professional is to ensure that adequate role and responsibility are allotted to employees which support them in reaching their goals.

Employee’s engagement: It is the crucial stages which include providing an effective working environment which motivates and inspire employees for better productivity (Blanchard, and Thacker, 2023). In this, HR is involved towards providing an adequate recognition, development program and opportunity to each employee.

T&D: It is the fifth stage of employee life cycle which includes developing the required skills and competencies of employees that help in effectively completing the organization’s task. People professional are also involved towards arranging an adequate T&D sessions for employees according to their needs.

Separation: It is the last step when employees decided to left the business entity. In this HR is involved in conducting exit interview as to change employee’s decision and to retain them for longer time period.

1.2 Define diverse ways by which information related to particular role is prepared

There is large number of methods by which information related to particular role could be prepared:

Drafting job description: It is the type of document which defines the role, responsibilities and qualification required for securing particular job position. It is the pivotal document which helps in defining the type of candidates that are required by firm.

Developing employee handbooks: It implies for the book which includes information regarding the firm’s procedures and policies (Cen et al, 2021). It is the most crucial document for workers as it includes all the crucial information regarding firm which supports in clarifying the worker’s doubts.

Initiating training: Employers are involved in arranging adequate training session which provides information regarding all the crucial skills that are required to perform a particular task. Under this, employers provides on the job training, arraigning formal classes and workshop.

Providing development plan:  It is another document which clearly outlines the goals that an employee needs to achieve (Collins, 2022). This helps in creating awareness regarding various measures by which potential goals could be achieved. It is the pivotal document which aids employees in reaching at their full potential and attain progress in their career.

1.3 Describe different recruitment method and appropriateness of method

There are mainly two type of recruitment method which includes internal and external recruitment. Internal recruitment refers to using existing employees to fulfil specific job role which includes promotion and transfer (Dousin et al, 2021). This strategy is used when organization is facing situation of overstaffing and consists of highly talented employees through which particular task could be accomplished. External recruitment refers to the process of hiring workers from outside the organization. Various method of external recruitment is as follows:

Employee referral: In this method, existing employees are asked to provide references of their friends and family member which could effectively complete a particular role. This is the most effective method of recruitment as it helps company in saving the cost and supports in acquiring the talented employees. This method could be used when firm did not want to incur huge cost for hiring employees.

Advertisement: It is the most common method of recruitment in which organization provides advertisement regarding the job vacancy through newspaper, firm’s board, social media or company’s websites (Gould et al, 2020). This includes providing job description which clarifies information regarding the skills and competencies that required in the employees. It will help in attracting all the potential employees leading to successfully completing task. This method could be used when firm needs to hire diverse and large number of candidates.

Campus placement: It is another method in which employers initiate program for attracting and hiring student that is graduating from colleges and universities. This method could be best utilized when organization want to hire young employees at less cost. 

1.4 Explain various factors which needs to be considered for writing recruitment content

There is large number of factors which should be undertaken while deciding on the content of recruitment which are as follows:

Firm’s image: Content provided by organization should be aligned with its’ image and reputation. This will help candidates in determining major objective and goals of the business entity.

Company’s budget: Recruitment content should include information regarding various potential monetary and non monetary benefits offered to employees (Johnson, Scheitle and Ecklund, 2021). This will help in clearly describing firm’s budget for particular job position based on which accurate employees could apply.

Organization’s values: Content of recruitment process should depict values, mission and vision of the business entity which help in creating clarity regarding firm’s expectation form them if they secure particular job.

Jobs and responsibilities: Organization should consider individual’s job and responsibility while creating recruitment content. Employer should include all the duties and responsibilities related to the particular job which help in providing accurate information to candidates.

Targeted audiences: Business entity should provide content while considering the targeted audiences so that most accurate candidates get selected.

Task 2: Recruitment and Selection Methods and Record Keeping

This assignment sample explores various selection methods such as interviews and aptitude tests to identify competent candidates. It also discusses the importance of retaining detailed selection records to support fairness and transparency in recruitment decisions.

2.1 Different two selection method and time to use them

For selecting most competent employees at the position of food and beverage assistances, two major type of selection method could be used by Luxe Hotel group which are as follows:

Interview: It is the type of selection method in which one on one conversation takes place between the employer and candidates. This consists of open ended question which help in understanding overall knowledge and view point of candidates. This selection method aids in gaining knowledge regarding personality and attitude of candidates based on which most accurate selection decision could be initiated (Kollmann et al, 2020). The major role of food and beverage assistant is to serve food to guest that requires interviewer to effectively understand candidate’s nature, behaviour and attitude that could be done through interview method. In this interviewer will ask various situation based questions which will help in understanding one’s mindset while resolving issue.

Aptitude test: It is another selection method which includes conducting a test for determining skills, competencies and knowledge of candidates in performing a particular task. This test does not emphasis over identifying general knowledge rather based on determining job specific knowledge of the candidates. For selecting food and beverage assistant, his ability to serve, the total number of guest he could serves at time, ability to manger multitask will be identified through this test. This selection method supports in determining unique characteristics and potential of candidates which help in taking effective decision making.

2.2 Type of selection record that should be retained

It has been identified that organization should retained selection recorded for at least six month once the individual have applied. Following are various crucial records which should be retained by the business entity:

Application materials: Business entity should focus on retaining all application materials provided by candidate such as cover letter, resume or any other application form. This will help organization in identifying skills, competencies, capability and qualifications of candidates which support in taking efficient selection decision (Kun and Gadanecz, 2022). This information support organization in identifying accurate candidates at the time of any vacancy. Further, this document act as the foundation for short listing process and also aids in maintaining transparency.

Interview documentation: Organization should involved toward recording detail information of both in-person and virtual interview. This assists in recording interview question, making notes during interview, assessment criteria and feedback of interview panel. This record helps in taking accurate selection decision by comparing interviews of large number of candidates. Interview document also act as an evidence of organization’s commitment towards non discriminatory and fair practices.

Assessment result: Firm should also keep information regarding assessment result which support in adequately making selection decision (Kundu, Kumar and Lata, 2020). With the help of assessment result record, company could contact adequate candidates at the time of vacancy.

Reference and background check: Further, all the organization should keep information related to background and reference check of candidates. This data helps in reducing risk of misrepresentation and fraud by gaining accurate information related to candidate.

2.3 Provide letter of appointment and non appointment for an people advisor

LETTER OF APPOINTMENT 

To

Mr. John Simon

Congratulation! We are pleased to inform that you have been selected for the job potion of Food and Beverage Assistant at Inter Luxe Hotel Group. Following are various terms and condition which you agreed while interviewed on December 15, 2024.

Designation: Food and Beverage Assistant

Location: London

Commencement of employment: Your employment will be effective from 15 April, 2024.

Salary and compensation: You will receive an annual monthly benefit of £35000 and various other benefits which include health insurance, paid vacation and 401K. As per company rule, you will be eligible for leave after completion of probationary period.

Working hours: It is full time 6 days working job with no holiday on weekends. Your working hours will be 3 pm. to 11 pm.

We congratulate you on your appointment and wish you a successful and long career with us.

Thank you

XXX

LETTER OF NON APPOINTMENT

To

Mr. Oliver Smith

Thank you for showing your interest at the job position of food and beverage assistant with our entity. We appreciate the efforts you put in for your interview and application process.

We have carefully reviewed large number of application; regrettably we have decided to move forward with other candidates. We wish you best of luck for your future growth and we hope you will apply in upcoming time for other job opportunities.

If you have any doubts, question or require additional information, please feel free to contact us by Email: Interluxe@gmail.com.

Once again, thank you for contributing precious time for connecting with our organization.

Thank you

XXX

Task 3: Importance of Work-Life Balance and Employee Wellbeing

The 3CO04 Essentials of People Practice Assignment Sample emphasizes work-life balance and wellbeing, recognizing their impact on employee motivation, mental health, and organizational productivity. It addresses flexible working arrangements and legislative requirements to support employee rights.

AC 3.1 Significance of achieving work-life balance in employment relationship with legislation

In the workplace, building a pleasant work-life balance is crucial to enhancing mental, physical and emotional well-being along with careers. Work-life balance is explained as equilibrium situation when a person give equal priority to work and personal needs. However, poor work-balance highly impacts the job quality as employees often work for long hours, especially in multinational companies. Work-life balance supports offered by the managers usually called flexible working arrangements, are generally supposed to allow workers to better manage the professional and personal work. It is most crucial that work have better work-life as it facilitates to enhance mental health at the same time contributes to business success. Working Time Regulations 1998 sets out the minimum conditions associated with weekly working time, break entitlements and yearly leave in the United Kingdom (HSE, 2024). Although, employees can accept or reject the provisions related to minimum 48 hour working week.

An employer who use the flexible working arrangements can easily enhance the employee morale, engagement and motivation. It further helps to increase the job satisfaction of employees and enhanced the work-life balance. Luxe Hotel Group’s manager can inform about the employment legislation to graduate trainee so that they can aware about their rights. When workers sense a better work-life balance, they take more interest in their work and put efforts to perform tasks. According to Statutory Maternity Leave, entitled worker can take maternity leave up to 52 weeks and also all workers are officially allowed to take 5.6 weeks paid leave in one year (GOV.UK, 2024).

AC 3.2 Meaning and importance of wellbeing in the workplace

Wellbeing is a kind of situation or condition of being happy, wealthy and healthy. It is explained as overall satisfaction of people in their life and is impacted by various factors. It can involve mental, emotional and physical health and personal fulfilment. Mental wellbeing focuses on how an employee is feeling and thinking while physical wellbeing is related to person’s health which can be enhanced through maintaining health and preventing injury and diseases. Wellbeing is also affected by social support level and relationships an individual has with co-workers (Aryanti, Sari and Widiana, 2020). Meanwhile, financial wellbeing is highly valuable consideration which is usually overlooked. In the workplace, supporting wellbeing can facilitate in preventing stress. It helps to build positive and flexible working environment in which employees and business can thrive.

Investing in health and wellbeing of workers can result in increased performance, productivity, resilience, performance and engagement of graduate trainee. Give priority to worker’s wellbeing and health can be useful to minimise sickness-related absenteeism. In addition, wellbeing related initiatives in the workplace are also contributory in making happier workplace. Concerning happiness, workers involvement in wellbeing and health initiatives are more gratified with their job. A manager who support wellbeing of employees can also make better relationship with their workers and it allows them to freely communicate with their managers. Hence, it is necessary to make sure that wellbeing related activities are not inaccessible from everyday business.

AC 3.3 Major points of discrimination legislation

Discrimination refers to the procedure of making unfair or hurtful differences among individuals based on their class, race, age, ethnicity, gender, culture and language. In simple words, discrimination is treating an individual or a group worse compared to others. Equality Act 2010 created by Parliament of the United Kingdom involves nine crucial characteristics. It includes gender, marriage, sex, sexual orientation, age, disability, gender, marriage and pregnancy or paternity (Acas, 2024). It is important to note that no minimum length of job is needed for any specific worker to register a complaint about prohibited discrimination in the United Kingdom. Though, employers as well as employees can be responsible for acts of discrimination in their workplace. The act lawfully protect the individuals from biasness and discrimination in the organisation so that they can work without any problems.

The framework provide safeguard against direct as well as indirect discrimination, along with harassment and victimisation in work. Direct discrimination refers to intentional discrimination against above mentioned characteristics and indirect discrimination is less intentional compared to direct discrimination. The act also offer the protection to the disabled people who usually face discrimination in the workplace (Gerards and Borgesius, 2022). Therefore, it is essential for human resource professionals or employers make sure that there is no unfairness and discrimination in the workplace during the employee’s lifecycles. The act facilitates to avoid the legal complications if employer complies with the act properly.

AC 3.4 Meaning of diversity and inclusion and its importance

Diversity refers to the approach of involving people from different ethic as well as social backgrounds and cultures and of different genders. Basically, diversity is a kind of way which we identify and accept the differences and variations between others. In the workplace, diversity means having workers with diverse backgrounds, culture and perspectives, making sure different ideas and enhancing creativity and innovation (Bernstein et al, 2020). Inclusion refers to the act of involving or a situation of being involved. In the workplace, inclusion is explained as an environment in which each person feels valued, heard and respected.

In the past few years, leaders and managers across the world have supported and prioritised diversity with inclusion because of their significance. The major advantage of accepting diversity and inclusion is that it boost innovation. Employees from different backgrounds have different mind and see problems in different way. They also give creative ideas to solve problem and contribute to achieve business goals. Recruit diverse employees help companies in driving their forward thinking. Employees with different backgrounds facilitate the company by providing excellent and unique strategies to solve complex problems. Diversity and inclusion also enhances the performance and productivity of team and help to build strong bond between employees and managers. Employees also attract towards the company that hire diverse candidates and involve them in decision-making and other work-related activities. Moreover, a diversity and inclusion helps to retain talented and skilled employees.

AC 3.5 Difference between fair and unfair dismissal

It is most crucial for the managers to know about the fair and unfair dismissal within the organisations. Dismissal of a worker is an occurrence in which employer terminate contract of an employee with or without informing them. Dismissal can also happen when a fixed agreement of a worker end and is not renewed. There are two kinds of dismissal fair and unfair. In the UK, the main element to a fair dismissal procedure are having a legal reason to terminate. According to Employment Rights Act 1996, there are five reasons for fair dismissal which include conduct (for instance, negligence, theft, fraud and bullying), qualification for job role (long-term illness, performance concerns etc.), redundancy (business closure), statutory restriction and several other considerable reason (Brione and Pyper, 2024). From a legitimate standpoint, an employer should be capable to demonstrate that they acted sensibly in the circumstances.

A dismissal is considered as unfair if an employer did not comply with fair dismissal or corrective procedure. A dismissal can be biased if the reason for termination does not match any of the reason which are mentioned above. Unfair dismissal also occurs when decision to terminate is outside the range of rational replies open to employers. In case of wrongdoing or performance issues, an employer must follow the proper procedure to dismissal employees (Giovanola and Tiribelli, 2023). However, it is also important that employer should give chance to the employees to present their side or oppose their termination decision. An employee who faces unfair dismissal can take legal action against employer.

Task 4: Principles and Methods of Performance Management

Performance management is analyzed with focus on communication, motivation, training, monitoring, and rewards. The assignment details multiple performance review methods like 360-degree feedback and management by objectives, aiding managers in fostering a high-performing workforce.

AC 4.1 Purpose and classic components of performance management

Performance management refers to ongoing and continuous procedure of communicating and defining job responsibilities, duties, priorities, expectations and growth planning which improve an employee’s performance. The main purpose of performance management is to make sure that workers and teams are provided with sufficient resources they need to develop and the appreciation they deserved to be encouraged. Reinforcing value is also a major purpose of the performance management. Managers bring the values of the organisation into conversation among that helps to foster performance (Grossi et al, 2020). There are several components of performance management and training and growth is crucial factor. Training is organised by the performance management to improve employee’s skills and knowledge and to get effective outcome.

A workplace policy is also a critical component which is a kind of declaration that recites how problems associated with human resource management are solved in specific organisation. Moreover, company policies communicate the values, principles and expectations of the corporation. Performance monitoring is the component that uses tools like peer feedback, 360-degree feedback and performance review to make sure that employee performance is evaluated constantly (Veerasamy, Joseph and Parayitam, 2024). Feedback approach allows the managers to inform the employees about their performance in particular time period and it also enables employees to provide their reviews and issues if they have any. Reward is most valuable component of the performance management that help to motivate the employees. Managers provide different rewards such as; incentives, bonus, promotion, paid leaves and appreciation to enhance employee motivation and performance.

AC 4.2 Two factors that needs to be considered while managing performance

There is large number of factors which needs to consider for managing employees performance such as employee’s engagement, T&D session, communication, leadership, compensation and work life binnacle. Among all the other factors, below metered two factors are most prominent:

• Employee motivation: Worker’s performance is highly influenced by the monetary and non monetary benefits which are offered by the business entry. Organizations that are offering wages and benefits according to worker’s performance are able to enhance their motivation leading to improving overall performance (Liu et al, 2021). Further, business entity should offer regular T&D session which help in attaining worker’s goals leading to improving overall motivation. Highly motivated employees develop sense of attachment with business entity which results in boosting their performance.
• Effective communication: While managing employee’s performance, organization should emphasis over sustaining effective communication which will help in maintaining transparency in organization (Manjenje and Muhanga, 2021). Manager should clearly convey their objective, policies and goals with employees which help in clarify employee’s role and duties. Further, adequate communication support in answering worker’s questions which support in enhancing overall performance.

AC 4.3 various method of performance review:

Performance review indicates a formal method by which manager could evaluate and analysis workers’ performance. There are large numbers of method by which employee’s performance could be adequately evaluated which are as follows:

360 degree feedback: It is the method in which feedback is taken from the entire individuals from whom an employee interact in their daily life. This includes communicating with supervisor, managers, clients, subordinate, customer and colleagues. This is the most effective method as large numbers of people are involved in performance evaluation which helps in gaining most accurate information regarding employee.

Behavioural anchored rating scale: It is another method of reviewing employees’ performance which includes providing employee and trainee with accurate rates according to their performance (Manzoor, Wei and Asif, 2021). It includes comparing behavioural rating of each employee with other which helps in effectively reviewing employee’s performance.

Management by objectives (MBO): in this method, employee and manager work together to set a smart goal that worker need to achieve. After this, manager regularly communicate with employees to identify their progress and deviations, if any. This method helps in effectively determining deviation based on which necessary adjustment are made by the manager for successfully attaining goal.

Psychological appraisal: This performance review method is based on identifying potential working of employee in future rather than emphasis on past performance (Mirchi, Vedadi and Gholamzadeh, 2023). In this, psychologist conducts in-depth interview, conversation and psychological test for assessing employees’ future potential. Further, psychologist is involved in determining interpersonal, leadership, cognitive, personality traits and leadership skills of the employees.

Task 5: Designing and Managing Employee Reward Systems

The assignment highlights the significance of a fair reward system combining monetary and non-monetary incentives. It discusses how equitable reward practices reduce turnover and strengthen organizational growth by boosting employee motivation and loyalty.

AC 5.1 Key components for achieving adequate reward system

There are various monetary and non monetary components which could be used for providing adequate rewards to employees which are as follows:

Compensation: It is the financial incentives which include all basis salary and wages which are provided on monthly basis. It is fixed compensation which is mutually decided by employees and organization.

Bonuses and commission: This is an additional payment which is offered in addition to employees’ basic salary (Morandini et al, 2023). It is provided at the time of enhancing employees’ performance in firm’s overall success.

Benefits: this includes various other benefits which help in enhancing workers; physical and financial well beings such as retirement plan, health insurance and time offs. Along with this, employees are also provided with financial security through pension plan and 401(k) plan.

Recognition: For establishing adequate reward system, employees should be appreciated for their hard work which contributes in company’s success. This includes creating a recognition culture which support in effectively appreciating employee which help in boosting workers’; performance.

Work like balance: In the current time, work life balance is the major need of each employee and fulfilling such needs help in enhancing workers’ motivation (Noorazem, Md Sabri, and Mat Nazir, 2021). By managing adequate balance between work responsibilities and personal responsibilities firm will able to create adequate reward system.

Training and development: Lack of effective development opportunity is major reason behind increasing worker’ dissatisfaction. Organization should focus on arranging adequate T&D session for each employee which helps in fulfilling their personal need resulting in higher satisfaction. This session also helps in providing higher growth opportunity which act as an adequate rewards system for workers.

AC 5.2 Role of reward in motivating employees

Rewards system of organization plays a crucial role in motivating employee which results in enhancing overall firm’s performance. It has identified that reward system includes recognising and appreciating worker for their performance which support in enhancing employee engagement. Further, recognition and rewards support in creating positive working environment which encourage employees to work more efficiently. Rewards are determined as one of the most effective extrinsic motivator which helps in enhancing worker’s performance (Oyvin, 2021). Each employee’s retention decision is based on financial benefits and rewards that are offered by the business entity. Rewards helps in fulfilling financial need of employees which results in boosting overall performance and productivity of workers.

Recognition policies of company support in creating an effective working culture and develop sneeze of belongingness among employees which ultimately results in boosting employee’s motivation and support in maintaining worker’s retention. However, inaccurate reward strategy could result in decreasing employees’ motivation which ultimately influences worker’s performance (Saffady, 2021). For example: if organization provides only non monetary incentives for increasing performances then it does not contributes towards fulfilling employee’s financial requirement which result in lowering motivation. In this context, rewards should be decided after effectively identifying the need of employees which help in enhancing their overall motivation.

AC 5.3 Two reason for maintaining equality in firm’s reward system.

It has been identified that manager should focus on maintaining equality while deciding on reward and recognition policies of the business entity. Below mentioned are two crucial reason for promoting equality and fairness in reward system:

Managing employee’s turnover: From the study, it has been depicted that 69% of employees feel that fairness and equality are tow major factors which influences’ firm’s culture. By fostering equality in reward system, employees identified that there effort are adequate recognized which result in boosting overall retention rate (Sinambela, Darmawan and Mendrika, 2022). Further, organization which practices fairness at workplace is able to develop trust and confidence of workers that ultimately results in holding employees for longer timeframe. Further, lower employee turnover support in retaining highly talented and effect workers which ultimately results in enhancing firm’s overall performance and productivity.

Company’s growth: In the current time, employee generally evaluates firm’s reward strategy before taking any decision. With the help of effective and fair reward system, company is able to attract highly competent workers which result in enhancing overall organization’s performance. Further, company promotes equality with the aim of creating positive image and reputation in industry leading to sustaining competitive edge (Sułkowski et al, 2020). Fair compensation to employee depicts firm’s commitment towards integrity and trust which help in developing loyalty among employees. This together helps in creating positive image in industry leading to increasing overall sales and profitability of business entity.

Task 6: Learning And Development Approaches and Evaluation

Learning and development strategies are covered, focusing on individual and organizational needs, diverse learning approaches, and evaluation methods such as Kirkpatrick’s model and 360-degree feedback. The assignment stresses the importance of continuous professional growth aligned with business goals.

6.1 Explaining why learning and development activities are of benefit to individuals and organisations<

Learning and development activities (L&D) offer benefits for the Inter Luxe Hotel Group and graduate trainee. In context to the trainee, the effective activities boost the competencies, skills and knowledge. This is mainly permitting to change smoothly within the roles of professionals. The effective exposure to the real world experience and structured training boosts the adaptability, self confidence and personal growth. By focusing on the L&D, the different trainee might achieve the understanding related to hotel industry. The operational standards and organizational culture, these needs to be align with the organizational objectives and performance (Why is learning and development important? 2024).

For the Inter Luxe, the effective learning and development makes sure those trainees are involved in meeting the expectations of services. The enhancing skilled workers boosts the consumer satisfaction and service quality, important for the managing the competitive edge within the industry of high demand. The learning and development offers support in the retention of talent via focusing on the commitment of organization to the growth of workers. Workforce which is well trained encourages the resilience, innovation and operational effectiveness. These are most important for the gaining success based on the long term. Moreover, including the trainee within the leaders of future can protect the effective succession planning pipe line.

6.2 Describing the different types of learning reasons and needs why these arise for the organizations and individuals

Individual learning needs: The trainees who are graduate can need the technical skills for the different roles, including adhering to the standards of hospitality and utilising booking systems. The requirement occurs from the lack of various experience and shift to the professional environment from academic. Moreover, the different soft skills such as problem solving, teamwork and communication are significant for offering the expectation service. This also occurs from the requirement to work with the colleagues and diverse consumers.

Organizational learning needs: Inter Luxe can understand the gaps within the consumer satisfaction, compliance and operational effectiveness (Robinson, 2020). These requirements are occur because of the shifts within the regulatory updates, technological development and market trends. For example, working with the eco friendly practices within the hospitality might needs the effective practices of training for the workers within the all differently levels.

The different learning requirements occur from the needs to manage the competitive benefits. For the Inter luxe, the regularly exceeding the expectations of the consumers require the regular efforts related to L&D to line up with the strategic objectives of organization and up skill the workers. Resolving the organizational learning requires to make that team is prepared and competent to fulfil the developing challenges.

6.3 Summarising the different face to face and blended learning and development approaches

Facilitation: The facilitation can encourage the effective participation via making the environment in which the trainees might solve problems, engage within the discussions and share the insight. The effective approach is effective for the activities within the group such as role playing scenarios and workshops. This might boost the challenges in real world within the hotel operations.

Training: The methods of the traditional training like as on the job training and classroom sessions transfer the structured knowledge. The different methods are mainly efficient for the different technical skills like as understanding protocols of compliance and management systems.

Coaching: The coaching includes the guidance based on the one on one to resolve the major objectives and skills (Berga et al, 2021). A coach offers the customised feedback and offers help in trainer to understand the developmental areas and performance. The approach plays a major role for the problem solving, decision making and developing leadership abilities.

Mentoring: Mentoring sets the trainee with the workers who are experienced and offer the career advice, support and guidance based on the long term. Mentor provides the help in focusing on the professional journey and understands the organizational culture. This is developing the engagement and confidence. 

The blended approaches include different methods, utilising the effective digital tools related to the flexibility. This also manages the advantages based on the face to face interactions. The online modules might effective focus on the coaching in person; it makes sure about the adaptable and comprehensive L&D experience.

6.4 Explaining how individual requirements and preferences needs to be accommodates within the delivery and design of the learning and development

Delivering and designing the initiatives of the learning and development for the trainees, obliging individual preferences and requirements plays a major role to make sure about the engagement and learning. The graduate trainees are different because they come from the various backgrounds, learning styles and experiences.

Learning styles: Effectively understanding the trainee mainly learns via the kinaesthetic, auditory and visual methods. These can permit the initiatives of L&D to focus on the initiatives. For instance, the different visual learners can have advantages from the videos and diagram. The various kinaesthetic learners mainly work within the role playing activities and hands on simulations.

Career aspirations and personal goals: The initiatives of L&D need to align with the carer aspiration of the trainee. Via incorporating personalised paths of learning make sure that focuses on the skills related to the objectives (Rhim and Han, 2020). This includes the leadership training for the trainees who are aspiring to the roles related to the managerial.

Accessibility and flexibility: Trainee can need the accommodations and flexible schedules, this includes the overcome challenges such as disabilities and proficiency, manage the personal commitment and digital resources. By making use of the approach based on the blended learning which can involve the face to face and online component might resolve the needs.

Adaptability and feedback: The ongoing feedback session along with the different trainees, this makes sure about the program can be engaging and relevant. The various adjustments might be created to boost the developing requirements and input. This is developing the sense of motivation and inclusion.

6.5 Discussing how learning and development might be evaluated

Evaluating the efficient L&D for the trainees on graduate level include evaluating the impact on the performance and learning process. The two major methods are 360 Degree Feedback and Kirkpatrick Model.

Kirkpatrick Model

Reaction: Gauges the satisfaction of the trainee with the experiences of the learning via the interviews and surveys. The effective positive feedback focuses on the perceived value and engagement.

Learning: Evaluates the skills and knowledge achieved via the practical demonstrations, quizzes and tests (Kirkpatrick Model, 2024). This refers the different trainees to focus on the critical concepts related to the roles.

Behaviour: This observes that the trainee utilises the skills which are learned within the work environment. This can be measured via the supervisor feedback and performance.

Results: Demonstrates the major organizational impact, like as operational effectiveness and developed ratings of the consumer service. This might align to the business outcomes of the learning of trainee.

360-Degree feedback

The method effectively gathers the feedback from the different stakeholders such as consumers, supervisors and peers (360-Degree feedback, 2024). This can assess that how the each trainee uses the learning within the scenarios based on the real world. For instance, within the inter luxe, colleagues might report the development within the effective teamwork. The consumers might note development within the quality of service.

These methods can offer the valuable insight within the L&D programs effectiveness and organizational objectives alignment.

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.
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