CIPD Consultative Project Example 

The CIPD Consultative project is a platform for the students to showcase all their professional skills, including strategic and creative thinking and the application of strategies in the real world. This is an essential project for the CIPD Professionals/students as it provides an opportunity to apply their theoretical skills in a real-life practical case.

This blog contains a CIPD Consultative Project Example to give an idea to all the CIPD students how a consultative project looks alike also, this is a sample facilitated to the students by http://studentsassignmenthelp.co.uk/ as an example, if you need a properly structured AI free and plagiarism free content then you can visit our website http://studentsassignmenthelp.co.uk/. we will provide you with your unique consultative project, completely customised as per your needs. 

Workforce Engagement And Retention

This project primarily focuses on the key methods that are helpful for the increment of employee engagement in an IT organisation named “x” which is currently facing a huge problem in employee retention and recently witnessed a big employee turnover. The increasing dearth of the workforce in the company is leading the company to a constant downfall in revenue generation decreasing the quality of service to the customers and representing a negative image on the potential customers. The project writer will be focusing on the core problems of the company, analysing the situation and trying to implement the best-fit strategies for the company to cope with the current bad situation of the company. 

The objective of Developing Consultative Strategies for Workforce Engagement and Retention in Company “x”

There can be a variety of reasons for a respective company to face such a bad phase of huge employee turnover. To acknowledge the exact problems that have been running in the internal management of the company, the consultant and team have run a survey of the recently resigned employees and currently working employees of the company. 

Here are some of what the consultant and consultative”s team have studied so far:

Poor leadership and management practices 

• The survey determined that the employees were facing a huge micromanagement by the project leaders which slowly resulted in daily frustration in the employees. 
• The management practices were so poor that there was a huge gap in between the employee and the manager that employees were unable to initiate a proper formal conversation regarding any of their workplace problems. 

Insufficient compensation and benefits to the employees

• Heavy workloads with low benefits to the employees was also a big issue among the company employees. The employees were receiving fewer benefits than what the other competitive organisations were offering to their staff. This led to an inferior feeling in the work staff and lowered the working motivation for the company.

Excessive workloads to the employees with low overtime pay

• The excessive work demands and unreal work expectations from the employees led to major burnout and frustration in the employees which developed the work-inefficiency into them and cost them their mental health. 
• The low overtime pay was a cherry on top of that issue, the staff who were interested in earning through overtime were forcefully pulling their legs behind because of the low overtime pay issue of the company. 

Workplace culture and environment 

• It was recognised through some resigned ex-workes that the majority of employees were facing a very toxic work culture within the organisation. 
• There was a lack of effective communication between the employee and the manager regarding their project work which also resulted in a lack of collaboration between them and made the collaborative work a hard process. 
• The poor communication of the manager about the project put extra stress on the shoulders of employees as they were unable to understand the project goal and the work expectance from them. 

Worklife imbalance

• The work stress and toxic environment resulted in the disengagement of staff from their regular lives. 
• As the office work is usually a daily routine and an essential part of an employee, the organisational culture plays an important role in their mental health. The toxic work environment disrupted their regular lives very negatively. 

Lack of career development opportunities 

• The majority of team members were known to be experiencing low growth rates in their professional careers. 
• There was little to no growth in their job post and very low skill development because of the zero variance in work requirements. 

Lack of recognition and appreciation 

•  The corporate personnel were facing a lack of appreciation despite their hard work and contribution to the company developed self-doubts and led to disengagement and disinterest in working further in that company. 

The strategies that consultant wants to implement for the improvement of current situation 

Job Demand Resource Model

According to the Job Demand Resource Model when an employee has sufficient resources to deal with the job demands, it leads to lesser burnout and stress along with higher productivity and engagement at the workplace. The summary of this theory states that either the employee should be given the proper required resources or the work according to their capability/ work with their expertise. This will help in lowering the mental burnout of the staff. 

Other than those below are the further implementations to deal with current issues of the company: 

Mentorship Programs For Talent Pool 

• The corporate workers of the company should be given various opportunities to learn more and more from the organisation and should be given free learning resources for the improvement of their skillset. 
• This will not only benefit the personal development of the employee but also help the company by providing the potentially required talent skills. 
• The implementation of regular mentorship programs after a certain period for the improvement in the staff force’s current skill set required for the projects will help relieve the pressure from their heads and provide the quality of work before the deadlines. 

Leadership development programs for managers

• The professional body should make a good investment in leadership development programs to enhance the leadership skills of the managers. 
• This will develop and enhance empathy, communication and decision-making skills which help them to connect more with the staff.  

Competitive compensation

• An adequate amount of compensation will help to attract a big talent pool and retain the skilled workforce within the company. 
• Other than the compensation, a good amount of overtime wages will increase the employee motivation and desire to work more along with the company’s work progress in the market. 

Monthly appreciation programs

• The monthly appreciation programs in the workplace will motivate the employees to work well to get appreciation among the staff. 
• Along with appreciation, there should be involvement of a small amount of money that they should offer to the employee of the month to appreciate their hard work.   

Evenly divided workload

• The project managers should divide the workload evenly and equally among the staff so that nobody will have to bear the extra load of work and prevent them from burnout. 

Findings 

The implementation of these effective strategies states that the company needs to focus on the delicate areas such as leadership development in the manager, provide the staff with good compensation and overtime pay according to the competitive market, should introduce mentorship and learning programs for free to the workers to improve their skillet and improve company health. 

To lower the stress levels in staff they need to work to make the office environment lighter. There is also a reference to the job demand resource model which states that access of an employee to an adequate amount of resources results in lowered stress buildup and mental exhaustion in a corporate individual.   

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