5HR02
Compare different approaches to retaining people
  • November 24, 2025

  Approaches to retaining people:  Realistic Job Previews (RJP) Reward Definition RJP, in this case, involves the process of involving candidates in job opportunities and giving them an honest portrayal of the job, and what it has in store both in terms...

5HR02
Discuss factors that influence why people choose to leave or remain in organisations.
  • November 24, 2025

Employee turnover constitutes one of the important strategic issues for ImportantParcel that is a leading national company offering parcel and package delivery services. At the present, the organization is experiencing unacceptable challenges in attracting, recruiting, and retaining workforce. This dynamic has been...

5HR02
Evaluate the strengths and weaknesses of different methods of recruitment and selection to build effective workforces.
  • November 24, 2025

As part of its talent acquisition strategy, ImportantParcel must consider doing more than just placing a listing on it, infact, it must ensure that it is incorporating other forms of recruitment in addition to the traditional one that covers recruitment. Social media...

CIPD Level 5
Analyse the impact of effective workforce planning.
  • November 24, 2025

Workforce planning is a mandatory strategic process within institutions that make them guarantee that the working force will be in its better position in regard to numbers, skills, and roles to accommodate any prospective challenge in an organization. This is especially relevant...

CIPD Level 5
Explain the impact of changing labour market conditions on resourcing decisions.
  • November 24, 2025

The impact of changes in labour market conditions has greatly impacted organizational deriving and resource decisions especially to service oriented organizations such as ImportantParcel who currently finds it hard to attract, recruit and retain qualified employees. There are many reasons behind these...

5HR02
Explain how organisations strategically position themselves in competitive labour markets.
  • November 24, 2025

To succeed in operating effectively in controversial labor markets conditions, ImportantParcel should adopt the strategy that incorporates the extrinsic and intrinsic factors that motivate the workforce of the company. The essential element of this strategy is the desire to make the organization...

5HR01: Employment Relationship Management Assessment Explained
CIPD Level 5
5HR01: Employment Relationship Management Assessment Explained
  • May 28, 2025

Table of Contents Unit Overview The 5HR01 unit, titled “Employment Relationship Management,” is a comprehensive course designed to provide an understanding of managing and enhancing the employee relationship in a business context. This unit is pivotal for those in human resources and...

5CO02 Assignment Answers
CIPD Level 5
5CO02 Assignment Answers 2025
  • May 18, 2025

Table of Contents AC 1.1 Evaluate the concept of evidence-based practice including how it can be applied to decision-making in people practice. EBP uses proven research methods to make decisions by examining trusted knowledge sources from multiple reliable sources. When making decisions,...

5HR02 Assignment Example 2024 - 2025
CIPD Level 5
5HR02 Assignment Example 2024 – 2025
  • May 6, 2025

Table of Contents (AC 1.1) Explain how organisations strategically position themselves in competitive labour markets. The labor markets are places where workers and employers meet up to interact with each party pursuing their own goals. The employees want work and the employers...

Changing labour market conditions impact resourcing decisions, especially when they become tight and the demand for workers exceeds supply. In such situations, there is increased competition for limited talent, and therefore, organisations must make decisions that address the gaps in skills to adapt to the changing workforce demands. Organisations must make resourcing decisions that enable them to thrive in the changing labour market by adapting recruitment strategies, focusing on employee retention, and adjusting their compensation and benefits to attract and retain talent. Responding to changes is essential because people are vital resources that enable effective organisational management. In a continuously evolving market, organisations need to keep updating their state to keep up with the industry changes. Adapting recruitment strategies ensures recruitment agencies and professionals deliver high-quality services and find the best talents. One of the focuses for adaptation is embracing technology and innovation in recruitment by automating the process to stay efficient and competitive (Manoharan, 2024). Another focus of adaptation is developing a niche focus whereby recruiters consider specialising in specific industry roles, which helps to build understanding and attract top talent seeking particular niches. Cultivating a stronger employer brand is another adaptation of recruitment strategies that helps attract the best candidates. In a market where the demand for workers is higher than the supply, there is increased emphasis on the reputation of potential employers. Therefore, employers must ensure the organisation has a positive reputation in the labour market. Focus on employee retention is another resourcing decision caused by changing labour markets. As the market demand shifts and becomes tighter, employers are caused to change how they deal with employees' needs and priorities. To increase employee retention, employers focus more on developing a positive culture and work environment and diversity and gender equality, among other crucial things (MacKay et al., 2024). By satisfying employees' needs and priorities, organisations experience reduced turnover rates and increased retention. This benefits their bottom line by reducing turnover costs while preserving institutional knowledge and maintaining productivity. Adjusting compensation and benefits to attract and retain talent is also a resourcing decision recruiters make in the changing labour market. Research shows that higher salaries remain the primary motivation for employees to seek new jobs. Therefore, apart from work environment and culture, compensation is another vital factor in ensuring an organisation attracts and retains employees (MacKay et al., 2024). Companies also consider adjusting benefits to be sustainable since employees look for jobs with socially conscious and environmentally friendly investments. Redesigning employee benefits packages will promote the attraction and retention of top talent. Changes in the labour market prompt employers to make resourcing decisions that will enable them to have a sustainable workforce by giving their organisation a positive brand image and an increased employee retention rate. Employers adapt recruitment strategies that make them attractive to job seekers by utilising digital tools, being niche-focused, and creating a positive brand image. Employers focus on employee retention to adapt to changing labour markets by striving to satisfy their needs and priorities. Change in the labour market has also led to employers adjusting the compensation and benefits of their employees as a way of attracting and retaining top talent. Through their decisions, employers make their organisations maintain their competitiveness amid the changing labour market.
CIPD Level 5
What is the Impact of Changing Labour Market Conditions Impact Resourcing Decisions?
  • April 23, 2025

Changing labour market conditions impact resourcing decisions, especially when they become tight and the demand for workers exceeds supply. In such situations, there is increased competition for limited talent, and therefore, organisations must make decisions that address the gaps in skills to...

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