ParcelCare is a long-established national parcel and package delivery service. ParcelCare is now finding it difficult to attract, recruit and retain s

Scenario

ParcelCare is a long-established national parcel and package delivery service. ParcelCare is now finding it difficult to attract, recruit and retain staff throughout the organisation. You have just started in your new role of People Manager and have been asked to report to senior leaders on how these issues can be addressed. In preparation, you write answers to the 10 questions below.

To help the reader, please make use of headings and assessment criteria references to signpost the assessment criteria being addressed.

1. New entrants to the parcel delivery market and other labour market competitors have
   adversely affected ParcelCare’s ability to compete in labour markets. Explain how
   ParcelCare can strategically position themselves in competitive labour markets. (AC 1.1)
2. Explain the impact of changing labour market conditions on resourcing decisions at
   ParcelCare. (AC 1.2)
3. You are aware that workforce planning has not been carried out in the past and decide to
   persuade the senior leadership team that this activity is worth doing. Analyse the impact
   of effective workforce planning, making clear how ParcelCare could benefit from this
   activity. (AC 2.1)
4. To strengthen your argument to introduce workforce planning, evaluate techniques that
   can be used to support the process of workforce planning. (AC 2.2)
5. Currently, vacancies are advertised on ParcelCare’s website. Line managers then interview
   shortlisted applicants. You feel that these are suitable recruitment and selection methods
   to use but want to broaden the methods used. Evaluate the strengths and weaknesses of
   two different recruitment methods and two different selection methods. (AC 2.3)
6. On examining employee turnover rates, you feel the rate is higher than it should be, and
   higher than internal targets. To try to understand this further, discuss differences between
   avoidable and unavoidable turnover and differences between push and pull factors. (AC
   3.1)
7. Retention of warehouse staff is an issue, as there are many labour market competitors.
   Compare the following retention approaches: realistic job previews; induction; job
   enrichment; and reward. (AC 3.2)
8. To influence the senior leadership team to accept that employee turnover should be
   addressed, explain the impact of dysfunctional employee turnover. (AC 3.3)
9. ParcelCare employs the majority of employees on permanent, full-time contracts. You feel
   these contracts have their place, but it is time to consider whether other types of
   contractual arrangements could be beneficial to the organisation, especially when demand
   for delivery services increases and decreases. Assess the suitability of permanent, full-time
   contracts for delivery drivers as well as two other types of contracts. (AC 4.1)
10. At present, an ad hoc approach is taken to onboarding and typically involves the line
    manager ensuring new starter forms are completed and health and safety training
    provided. You identify that onboarding can be improved but first need to convince others
    that investment in this area is worthwhile. Explain the benefits of effective onboarding.
    (AC 4.2)

Your evidence must consist of:

• Written responses to each of the 10 questions with reference to the scenario above.
• Approximately 3900 words in total, refer to CIPD word count policy.

Assessment Criteria Evidence Checklist

You may find the following checklist helpful to make sure that you have included the required
evidence to meet the task. This is not a mandatory requirement as long as it is clear in your
submission where the assessment criteria have been met.

Assessment criteria

1.1 Explain how organisations strategically position themselves in competitive labour markets.
1.2 Explain the impact of changing labour market conditions on resourcing decisions.
2.1 Analyse the impact of effective workforce planning.
2.2 Evaluate the techniques used to support the process of workforce planning.
2.3 Evaluate the strengths and weaknesses of different methods of recruitment and selection to build effective workforces.
3.1 Discuss factors that influence why people choose to leave or remain in organisations.
3.2 Compare different approaches to retaining people.
3.3 Explain the impact of dysfunctional employee turnover.
4.1 Assess suitable types of contractual arrangements dependent on specific workforce need.
4.2 Explain the benefits of effective onboarding