5HR01 Employment relationship management CIPD Level 5 Module 4 Assignment

5HR01 Employment relationship management CIPD Level 5 Module 4 Assignment Sample 

On the CIPD Level 5 module, you are required to create an employment relationship management plan. We will discuss all aspects of managing employee relations including hiring practices and developing confidentiality agreements with new hires. This includes understanding their rights within policy compliance areas as well as how best to approach discipline when necessary so they can remain productive members on staff while still adhering strictly by company guidelines – it doesn’t matter if these individuals make mistakes from time to time; sometimes people just need reminding what’s expected out front.

The CIPD has developed a new module on employment relationship management. This Level 5 course covers topics like conflict resolution, team building, and productivity; it will help you to understand how HR can impact an organization in both positive ways as well as negative ones with its many different aspects of managing people’s work lives whether they are employees or contractors.


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One of the most important aspects of any successful organization is creating an environment where employees are engaged and satisfied. This module looks at how to manage your workforce, what tools you can put into place that will make them happy in their work-life balance while also leading up with good practices like giving feedback on performances or providing opportunities through training courses so they feel valued by management

This course focuses not only on teaching about relationships within organizations themselves but also on exploring key relationship-building skills outside one’s own company too.

CIPD Level 5 Module 4 Assignment Task 1: Develop an understanding of practices aimed at supporting better working lives, differentiating between employee involvement and participation as well as reviewing emerging developments to inform approaches to employee voice and engagement.

The principles of employee participation and involvement (often combined) are based on the idea that an organization’s employees should be given a say in decisions that affect them; we can learn more about these two things. Employee involvement is something we perceive as the degree to which individuals think they’ve been given information and input into decisions that affect their work, whereas employee participation includes how frequently and meaningfully people feel like they’re able to participate in decision-making. There’s also this other thing called reviews – review is any process by which performance appraisals for one or more persons employed by the organization are collected, compiled, summarized, and published for distribution throughout.

Employee involvement is any activity that helps an employee develop a sense of being valued, belonging to the organization, and feeling committed to its goals. Participation in sharing with others in decisions that affect their work life. Reviews are quality checks conducted by managers, subordinates (peers), customers (or other stakeholders).

A review is done periodically or semiannually for employees that measure performance objectives against stated standards or set guidelines for improvement even though it may be informal. Employee participation needs to take place early on in the process when determining priorities and setting initiatives.

CIPD Level 5 Module 4 Assignment Task 2: Learn about conflict and misbehavior, assessing emerging trends in conflict and industrial sanctions, third party conciliation, mediation, and arbitration.

Conflict is a naturally occurring part of life, and it’s important to learn the best ways to deal with it. There are four common approaches. These include industrial sanctions, third-party conciliation, mediation, and arbitration. Industrial sanctions typically involve a union that decides there has been a violation of work rules by an employer or another union. Third-party conciliation can be used when both sides lack trust in one another for some reason, such as the realization that either side cannot enforce their demands without causing significant harm to themselves or someone else.

Conflict resolution techniques include industrial sanctions, third-party conciliation, mediation, and arbitration. Industrial sanctions involve governments declaring a state of national emergency for the purposes of sending signals to one side or threatening the other side with significant costs. Third-party conciliation aims at reconciliation between two conflicting entities or parties by a mediator who does not have a territorial interest in the outcome. Mediation is an effective method for resolving conflicts as individuals’ needs are effectuated with outside help from a neutral third party called a mediator, who utilizes negotiation skills to facilitate progress in the discussion process that takes into account individual needs on both sides of the conflict.


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CIPD Level 5 Module 4 Assignment Task 3: Learn about performance, disciplinary, and grievance matters and explain the skills required for effective grievance and discipline handling procedures.

Accountability is one who accepts responsibility for one’s actions. Discipline – the act of punishing someone for misbehavior or rule-breaking. Grievance – is a complaint, typically about something that is unfair or unjust, particularly excessive force by people in power against civilians during operations such as crowd control, policing protests with disproportionate response to nonviolent protest, beatings, and torture at military facilities located outside of bases or colonial settlements.

Skills required for effective grievance & discipline handling procedures may include communication skills, conflict resolution skills, and the legal ability to operate with little authority but much discretion. These skills are necessary because these types of grievances usually involve allegations of misconduct where there are various points of view on what transpired. It can be difficult

Since grievance and conduct matters often involve complex issues and may have serious consequences for both the organization and individual, it is necessary that management be familiar with the process. Policies should include guidance that specifies which management level is responsible for managing investigations. A clear understanding of their responsibilities also includes an understanding of their responsibility to report violations if they are identified during the investigation process.

At all levels of our organization, employees must feel comfortable coming forward to share issues or provide feedback without fear of retribution or retaliation. Confidentiality is important to maintain relationships across diverse workforces within a global company.


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CIPD Level 5 Module 4 Assignment Task4: Learn about the main provisions of collective employment law and the types of employee representation.

Collective Employment Law is legislation that pertains to worker representation, collective bargaining, and dispute resolution. The period of the post-World War II prosperity was one in which workers organized themselves into unions binding employers through contracts. Unions provide negotiation on behalf of all workers within a certain union’s workforce, as opposed to acting on behalf of just individual employees. One type of representation that can be provided by unions is full-time employee relations representatives who not only protect the rights of both employer and employee but also work to prevent conflicts before they happen or educate new employees about their rights so they do not find themselves unaware or exploited at any point during their service with the company. 

Collective employment law in the United States is much less developed than it is in many other countries, and much of what does exist concerns common-law protections that have been developed over time. The following are some of the main provisions of collective employment law in the US, which include types of employee representation.

A major provision is that unions may be certified to represent all employees within a workplace without needing to identify any particular group or minority who might possess different needs. There are four types of union representation for private-sector workers: exclusive recognition, exclusive representative status without majority support; minority-representation election; and majority interest arbitration tribunals.

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