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    UIN - Break It Down

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    Break it Down — Using Information in Human Resources by Jon Robinson AssocCIPD Nz BREAK. IT. DOWN. Unofficial Guide to Completing CIPD Award in Using Information in Human Resources — SUIN Photo by David Clode on Unsplash Break it Down — Using Information in Human Resources Introduction to Using Information in Human Resources This guide has been written to provide a general introduction to writing a report for your Using Information in HR module. It outlines the typical structure of a report and provides a step by step guide to producing reports that are clear and well structured The Learning Outcomes for this module are: 1. Understand the research process and different research approaches. 2. Be able to conduct a critical review of information sources in an area of HR/business practice and analyse the findings. 3. Be able to draw meaningful conclusions and evaluate options for change. 4, Know how to deliver clear, business-focused reports on an HR issue. Evidence to be produced/required A written business report for stakeholders of approximately 2500 words. The title page, executive summary, reference list and any appendices are excluded from the word count. All reference sources should be acknowledged correctly (Harvard) and a reference list and bibliography provided where appropriate. Important Note The CIPD operates what is known as an ‘Assessment Bank’, which includes a number of different versions of the same assessment. This guide is written using, assessment briefs for ICS, which is also used by a number of other learning providers. It is important to know that whilst the questions may be different, the ‘Assessment Criteria will always be the same. Disclaimer All guides in my ‘Break it Down’ series are intended to be advice and guidance only; you will not pass the course solely by reading the guides. You will be required to complete a number of hours’ independent study and write up each assignment according to your learning provider's guidelines. Lam not an employee of CIPD or any learning provider. | am a former level 5 student who has completed the Diploma in Human Resources Management in 2017. Break it Down — Using Information in Human Resources This Guide has been Created in the Format of a Report After this introductory section, I have laid out the rest of the document in the style of the report that CIPD want to see. If you follow my format, you will achieve passes for some of the assessment criteria. What content you include will help you pass the remaining assessment criteria. Don’t Make this Report More Difficult than it Actually is! Let's look at the Assessment Criteria, Remember, if you match these, you pass the module. Simple as that. Re. “What | need to Pass each Assessment Criteria Dor 24 To pass this, you need to identify your chosen area of HR practice that wilbe the focus of your | [] lcerature review. Explain WHY you have chosen this area and chose good literature to review. 22, LI | Review your research. The research should be relevant to your area of practice and there should bea reason why you've included it. Don't wale. Critique the research as follows: ‘+ Summarise the focus of the source What methodology was ured (qualitative or quantitative) © Was the research and the methods used strong enough to persuade you or were there I.3:1 | Create a Business Report. The report should have the following as an absolute minimum + Tite page (report title and thelr name, submission dats) Executive summary (overview, methods of analysis, findings, recommendations) Table of contents (Ist of numbered sections) Introduction terms of reference) Main body (headings and sub-headings ~ these could be for each information source reviewed), Candidates should use » mix of narative and diagrammatic formats where appropriate to present their findings. Conclusion (including major inferences and recommendations for change) Reference lst using appropriate scholarly convention Bibliography f appropriate Appendix if used ie. information supporting their analysis but not essential to its anation What is a report? A report varies from the short-answer questions that dominate the CIPD Level 5 qualification in that it has a specific purpose and layout. You will be gathering research for this report and presenting it in an appropriate manner. You will be marked on your critical analysis of this report. Your information should be presented in a clearly structured format making good use of sections and sub- sections, What makes a good report? The first reason that CIPD want you to write a report as a compulsory module in your qualification is to ensure that you have a valuable business-related skill that is imperative in the workplace, especially if you want to progress to HR Business Partner level. The other reason is to see if you can carry out appropriate research at Level 5 standard; to see if you can gather information, present it and critically evaluate it. nin Human Resources Break it Down — Using Informat The following table gives you some points to note when creating a good business. report: ‘What Makes a Good SUIN HR Business Report? Tan understand the purpose ofthe report and adhere to the Assessment Criteria, Tan gather, evaluate and analyse relevant information Tam able o structure material in a logical and coherent order Tan eitcally review my iterate pieces Twill be able to present my report in Keeping with Assessment Criteria 31 & 41 | Teammate appropriate anclanons nd ecommendaton that ar suppor by tbe naan amy par Tcan include suitable appendices, surveys and other appropriate information TTean presenta stong Appendix and Bibliography section atthe end of my report Oo Selecting your Topic Whatever you do, have an interest in the topic, and an understanding of the subject matter! For example, I have an interest in HR analytics, but I can barely use Excel. So there really wouldn’t be any point in me writing about that. I'm not a big fan of Pay and Reward or Retention either, so it would be silly of me to pick any of these as a topic. Here are some popular topics to consider. Induction Recruitment ‘Absence Management Performance Management. [Retention | Termination of Employment Learning & Development Employee Engagement Pay & Reward >This ist snot exhaustive, bul recommended! Don’t start getting too complicated with your research at this stage. Just pick a topic you like, It really is that simple. From the next page, we move onto the report layout. Good Luck! Break it Down — Using Information in Human Resources Title Page This should briefly but explicitly describe the purpose of the report (if this is not obvious from the title of the work). Other details you may include could be your name, the date and for whom the report is written. Throughout this guide, these blue boxes will contain advice and guidance on how to complete each section of your report. I will be using information that I have written based on a ‘dummy’ SUIN report. I have also selected an article on HR Shared Services Centres in the NHS. An investigation into effective Absence Management Methods within the nursing social care sector: A strategic review of ‘Soon Be Dead’ Care Homes Ltd. by Jon Robinson Ist April 2019 Break it Down — Using Information in Human Resources Executive Summary (also known as the Abstract) It’s a Saturday afternoon and you are in WHSmith. Just before the cashier tries to force a 1kg bar of Dairy Milk into your shopping you look for some books. One book really takes our eye, but you aren’t sure whether or not to buy it. After reading the back cover of the book, you decide to read it. Think of your executive summary as the back of a book. The executive summary is a brief section at the beginning of your business report that summarises the report. The executive summary should briefly describe the content of the report, covering the aims, a brief overview of what was uncovered in your research and a glimpse into your conclusion and recommendations. Although the Executive Summary features at the very start of your report, you shouldn’t write it until the very end. Clearly you won’t know what you are going to write here until you have completed all of your report writing. The Intended Audience ‘The summary is the first part of the report that will be read. You should feel confident that if your Managing Director only read this page, they would have a good understanding of what you've written inside. It’s not unknown that the further up the chain your report goes, the less likely it will be read in all of its entirety. By the time it gets to director level, be thankful if they even read the front page! As with all writing projects it is important to know your audience. The intended audience for an executive summary may be quite different from the intended audience for your report and serves several possible purposes. People may read the executive summary to find out if they need to read the full report. This group may include people within the organisation and outside, but the report is likely to touch on what they do every day. They will often be subject experts; they just need to know if there is anything new that they should read. This group will be looking for a broad summary of the contents of the wider paper. People may want to find out if they’d find the full report interesting and relevant, even if not strictly essential. Again, this group is likely to be subject experts, but may also include analysts searching for a particular ‘angle’ on the subject. This group will also welcome a straightforward summary of the contents. They may read the executive summary instead of the full report. It’s this group that you really need to worry about, because they’re likely to include the Board or ‘executive team of your organisation, as well as journalists. What goes into the executive summary, therefore, is the message that they're going to take away, that may well be spread more widely. For these people, the executive summary is their window onto the subject and it needs to be transparent, not opaque, if they are to understand it, Here's an example of an abstract from our NHS article, Do you think you get enough from this to know the report's contents without reading further? Break it Down - Using Information in Human Resources ‘This paper examines the shared service model of organizing the human resource management function, T reports the results from a study of the introduction of human resource shared services (HRSS) in four NHS ‘organizations, Findings suggestthat the HIRSS model has a number of advantages for organizations but tat, ithas difficulty addressing the transformational HR agenda, In contrast, with the exception ofa small cadre of staff, there is few advantages for HR employees themselves in HRSS systems, We suggest thatthe epparent neglect of the work experience of HR staf under TIRSS models may significantly undermine the potential fo its wider successful implementation, ‘Redman, T, Snape, E., Wass, J. and Hamilton, P., (2007). Evaluating the human resource shared services model: evidence from the NUS. The International Journal of Human Resource Management, 1S(8), pp. 1486-1506, Here's an example that I've written for my fictional care home company: ‘Staff absentecism in social care is notoriously high. Wit tke absence rate in the eare seclor running at higher rales than ‘most other sectors including comparable manual labour in factories, tis health and social care employees who regularly tp the lists of those inthe various sectors most likely to take a day off sick. Ina recent Absence Management survey by the Chartered Insitute of Personnel and Development (Reference) it was found that health, care services and housing association staf had among the highest rates of absence. Whilst employers are required to full their responsibilities to sick or dissbled employees, most are concerned about the ‘cost of sickness absence (Reference) There is therefore a potential conflict for employers between their requirement to provide supporto employees who ae ill and their desire to reduce absence levels. Workplace and government policies ‘need tobe informed by an adequate evidence base. Understanding the factors which help employees to remain in and ‘Tetum to work may allow employers to provide policies and support which improve employee wellbeing and work attendance. However, research on sickness absence is not sulliciently developed to adequately address these issues. ‘This research proposal will explore what helps employees to reduce their sickness absence either by avoiding it altogether or by limiting is duration. It will look at three key studies, backed up by supporting evidence and theory from a futher eight sources. The studies are @ mixture of quantitative and qualitative research, ‘This study details the various types of Absence Management Methods (AMMs) tha are available, and what appears to -work. The research has helped form a proposal of methods that would be suitable to plan and use within the business ‘The research showed that by maintaining a well written Absence Policy and adhering to Trigger Mechanisms like the Bradford Factor, followed by utilising Return-to- Work interviews, Occupational Health Referrals, Flexible ‘Working end Incentives, there could bea notable reduction inthe levels of absence, The esearch also suggests thatthe Human Resourees function need to work in partnership with line managers to ensure that they are knowledgeable about the procedures to follow and confident to support employees back into work. Following the research, the recommendations would be a implementa robust Absence Management policy and introduce a number of key procedures, such as return to work interviews that are linked to disciplinary or occupational health referral My write-up could be seen as too long-winded. Your executive summary should really only be half a page (Arial 11/12), and you could also include a brief bio of the company or sector that you are studying. The NHS is one of the world’s largest employers; therefore, it’s highly likely they will need no introduction, however your SME or industry might require more information. Checklist ‘Achieved? Are you sure that your target audience(s) has been catered for? Have you addressed itto the target audience? Oo There is no word count have you stuck to half @ page? Oo Have you clearly outlined the key messages and any action needed as a result? Does the executive summary make sense by itself, without the report attached? [have writen the Executive Summary atthe END of my wrting-up nin Human Resources Break it Down — Using Informat Table of Contents The contents page should list the different chapters and/or headings together with the page numbers. Your contents page should be presented in such a way that the reader can quickly scan the list of headings and locate a particular part of the report. You may want to number chapter headings and subheadings in addition to providing page references. Section Page Number (Word Count)™ Behe a pro | Introduction ‘XXX (250) “Alms and Objectives Key Stakeholders Critique of Literature Review ‘Justitications Of Research Selected? (These subseetions aren't essential, but Advantages and Disadvantages of Research Carried out worth considering) (Qualitative v Quantitative Data)? cs SN A Conclusion XXX 250) Recommendations XXX (100) “Appendices (Two Surveys) References & Bibliography XXX ‘© The word count shouldn't get included here, I'm just adding in some guidance for you! Break it Down — Using Information in Human Resources 1.0 Introduction to the Report 10% of the word count (~250 words) Let's start off with the word count. If you haven't written a report of essay in a long time (or ever), then follow the ten per cent rule for your introduction and conclusion. ‘And think of it this way: with the introduction and conclusion out of the way, you've * only * eighty per cent of your writing left to go... Based on the base-line of 2,500 words, your introduction can be around 250 words, increasing to 275 if you add on that exira ten per cent allowance that CIPD offers you. Don’t be worried if you cannot reach the ten per cent mark. When you start writing at a higher level, anything between five and 7.5 per cent is acceptable. Definitely don’t try and write more than ten per cent. The introduction has one simple aim: it sets the scene for the report. This differs from the Executive Summary in that you only want to introduce your report, whereas the summary summarises the entire report. In some business reports you will find the aims and objectives listed in the introduction, however for this report it is recommended that you allocate a different section to this. Here's a snippet from the NHS article introduction: This paper contributes to an understanding of HRSS by reporting a study of the development of such an approach to organising HR in the National Health Service (NHS). We examine the development of shared HER services in four ease organisations and evaluate its practice. The article proceeds as follows. First, we briefly review the extant literature on shared services. Second, we trace the development of HR shared services in the NHS and locate this discussion in an analysis of the changing role of HR in the NHS. Third, we describe our case organisations and the research methodologies employed and report the study's findings. Fourth, we conclude by refleeting on the implications for the future organisation of the HR funetion if the shared services model is more widely adopted ‘Note thatthe first time the NHS has been mentioned the writer has described it by i full name. The HRSS model has already been discussed, hence why it is now abbreviated. ‘+ Redman, T:, Snape, E., Wass, J. and Hamilton, P., (2007). Evaluating the human resource shared services model: evidence from the NHS. The International Journal of Human Resource Management, 18(8), pp.1486-1506. Checklist Achieved? Have you discussed that you will be canrying out a comprehensive fiterature review? Have you mentioned that you will analyse the research methodologies used? Oo Don't forget to highlight that you will write a critique ofthis research to ascertain if it is of any use to you Will you finish off by mentioning that you will reach a conclusion with recommendations? Break it Down — Using Information in Human Resources 1.1 Aims and Objectives 100 words You should aim for around 100 words here. As previously mentioned, you should stick to this template when preparing your report. Here is the example again, looking at absence management in social care: “The aim ofthis review isto suggest new ways in which absence can be managed more effectively amongst the care assistant team at Soon Be Dead Care Home, Birmingham. The following four abetvsbave bens ‘Review the current literature around absence management methods (AMM), Identify and review current AMM within the Care Home. Propose new and dynamic ways in which AMM can be used and implemented at Soon Be Dead. Review after 12 months and include senior management. Here's an example for Recruitment issues in a hotel: “The aim ofthis review isto suggest new ways in which the recruitment and seleclion process for seasonal domestic stall can be managed more effectively at Fawlty Towers Guest House, Torquay, ‘The following four objectives have been set: 1. Review the current literature eround recruitment and selection methods, with a foeus on seasonal bank stein the hospitality sector. 2. Identify and review current recruitment policy and procedure within the Guest House. 3, Propose new and dynamic ways in which a dynamic recruitment procedure ean be used and implemented at Fawity Towers. 4. Review after 12 months and include senior management. “The aim ofthis roview isto suggest new ways in which the HI team can effectively retain or replace BU workers at Safety Industrial Doors, Yeovil ‘The following four objectives have been set 1. Review the curent literature eround retention, 2, Identify and review current retention procedures within the business. 3, Propose new and dynamic ways in which retention methods ean be used and implemented at Sefety Industrial Doors. 4, Review afler 12 months and include senior management Break it Down - Using Information in Human Resources 1.2. Key Stakeholders 100 words In this section, you should again write up around 100 words. However, you can add a table here, which will save some of your word count. See below for an example table using our Care Home: ‘Running a safe nursing home requires high level of commitment from all employed stakeholders to ensure that the ‘cared-for stakeholder (service user) receives the best level of care Poor absence management means tht the service users are at risk of eatching communicable diseases or being hurt or neglected by unsuitable or non-existent care staff, It also increases pressure on the qualified nurses to carry out basic cae tasks and not monitor the “patient, therefore increasing the risk of safeguarding incidents (Other care & support Med General atttude towards Absence management needs to improve workers Service Users! High ‘A beter performing group of carers ensures that residents con have @ (residents) better quality ofife and wil be handled sofey Line Manager| Med Absence % needs to reduce to ensure the smooth dayto-day running ofthe pursing home. Senior managers, Relevant High Happier Service Users, lower stofftumover and associated costs ‘outside Health Professionals Soon Be Dead Group High ‘More proactive HR function, Better PR for the brand, Local Authorities ‘more kel 0 place service users in our homes. ‘Table 1: Stakeholders 1 Note the industry terminology ~ “Service Users” isthe terminology used for residents. I personally don’t like it, owever you need to remember your audience. Break it Down — Using Information in Human Resources 2.0 Literature Review 800 - 1000 words Now down to the important part of the report. Well, normally this would be the most important part, but don’t forget that you still get marked for your layout, and by following my layout guidance you will already have achieved Assessment Criteria 3.1 and 4.1. Along with the Critiques, this part of the report only covers Assessment Criteria 1.1 and 2.1. Only... A literature review is both a summary and explanation of your knowledge on the topic you are researching. Here you will critically review the reading you have completed on your chosen topic and will then explain why you selected the sources you have reviewed. A strong literature review will contain comments on the research approaches used to produce the source and identify the advantages and disadvantages of the approaches. ‘A Good Literature Review... My literature review gives the reader easy access to research on my HR topic by selecting high quality articles or studies that are relevant, meaningful, important and valid and summarising them into one complete section My literature review highlights key findings My literature review provides a constructive analysis of the methodologies (quantitative / qualitative) and approaches of the researchers OO OF Selecting the Best Research Material In your literature review you should rely only on academic sources. These can include: Academic Textbooks, Journals (CIPD/EBSCO and Google Scholar), Trade Magazines (People Management, HR Magazine, HR Grapevine...) Company Information, Websites (including the CIPD and ACAS). Avoid sites such as MindTools, BusinessBalls and Wikipedia. They really cannot be relied on for accuracy. You can really go overboard with your research. I think I had about 40 different pieces of research for my report, and I struggled to cut these down. I think I was researching for a PhD thesis and not a 2,500 word report! Your CIPD Assignment Brief may also mention that you only need at least three ‘different information sources’. This is somewhat vague, as we don’t know if you should only select three pieces of work for our report, or various journal articles, various academic textbooks and various websites. Most learning providers recommend that you use around ten pieces of research for your literature review. Unless your learning provider is adamant you use three, then go for ten. Describe any Models or Theories To show that you actually understand what you are writing about, make sure you throw ina few details regarding models and theories. Perhaps some history to the topic also, Using the HR Shared Services model in our NHS article: Break it Down — Using Information in Human Resources What are shared services? The exact origin of the shared services model is difficult to establish. Many commentators suggest that its specific birthplace was in the finance funetion during the 1980s, and involved separating out financial administrative services from strategic financial advice and support. However, we can also find earlier references to thesharing of medical and administrative services in health cate in order to contain costs and expand services (Griffin and Adams, 1981; Schermethorn, 1973). An analysis ofthe definitions of shared services highlights that it appears to bea rather elastic and dynamic ‘concept. Ulrich’s (1995:14) explanation of the term as". . the combining or consolidating of services within 1 corporation’, suggests that shared services area single organizational phenomenon, occurring when separate business units within a company are brought together. More recently, the definitions offered by Quinn etal (2000: 11) and Oates (1998) reflect that that the practice of sharing services had moved beyond the boundaries of the single organizational unit. Redman, T., Snape, E,, Wass, J. and Hamilton, P, 2007), Evaluating the human resource shared serviees model evidence from the NHS. The International Journal of Human Resource Management, 18(8), pp. 1486-1506. And using our absence management example: There are a numberof theories and models of sickness abse management and economics, and have focused on diferent elements of absence (Kaiser, 1998), and Si (1978) process model of absence is probably the most well-known. Absence from work has been presented in varying, and conflicting ways, including a cost-benefit analysis (Allen, 1981); function of personal and workplace influences (Steers & Rhodes, 1978); @ medical issue (Palmer, Brown & Hobson, 2013) o an outcome of workplace culture (Chadwick-Tones, Nicholson & Brown, 1982). Many ofthe early models of absence tended to assume that absence from work was a voluntary behaviour (eg. Allen, 1981) and focused on job satisfaction (e.. Steers & Rhodes, 1978). Alen, 8.G. (1981). An Empirical Model of Wark Attendance. The Review of Economics and Statistics, 631), 771. ‘Chadwick Jones, JK, Nicholson, N. and Brown, C.A, (1982) Social Psychology of Absentecism, New York: Pracger, CP. (1998), What do we know about emplayee absence behavior? An interdiseiplinary interpretation. The Journal of Socio-Economics, 27(1), 79-9, Palmer, K. (2013) Fitness for work: The medical aspects. Edited by Robin A. P. Cox, Felicity. C. Edwards, and Keith Palmer. 3rd edn, Oxford: Oxford University Press Steers, RM. and Rhodes, SR. (1978) ‘Major in‘luences on employee attendance: A process model’, Journal of Applied Psychology, 63(4), pp. 391-407. Kai Decide on your approach for the reminder of your literature review There are now two ways to present the remainder of your literature review. You could either review each piece of work in turn, or you could review the literature by outcome. The outcome approach is the better one, as it shows that you can write in continuous prose, whereas just writing about one piece after another looks somewhat ‘clunky’. Your writing should be presented in what is known as the ‘Golden Thread’, where you present your work clearly and concisely to the audience reading it. It should tell a story and have a solid structure, and use up-to-date sources which are correctly referenced. Most importantly, your work needs to stay focused on the aims and objectives of your research. Don’t let your research take you ona tangent. Here's an example using our fictional Care Home: Three pieces of literature to discuss policy The CIPD (2016) states that over 9/10 organisations have a written absence/attendance management policy, and that over a quarter have absence management as their greatest people management poliey. Whitaker (2001) stresses the importance of having a ‘robust’ poliey to manage absence management, that covers the definition of absence, how the absence should be reported, and what steps should be taken to manage attendance at an “individual level. Ford (2014) states that the policy should encompass the three Ps: preventative, proactive and provision, Ford also argues that inorder forthe policy tobe effective, it must apply to everyone and be properly monitored. Break it Down — Using Information in Human Resources From the NHS article: Tiree pieces of iterature to HR Shared Services Models ‘Shared HR sewice models A key aspect in structuring HRSS is the distinction between thzee types of HR contribution: transactional, professional advisory and transformational. In discussing models of HRSS, writers often consider these three areas ‘of activity as distinet bundles of activities. Whether such certainly can be achieved in practice isnot really explored. In studies of 15 organizations with HRSS systems, Reilly and Williams (2003) foundno single dominant model but several trends ate highlighted, In all eases, ansformational HR work was always excluded from shared services aad administrative work was always included. The treatment of professional advisory services is the soure of the main variation with some sharing and some separation. This diversity may reflect the different stages of development of HIRSS in the case organizations. According to Quinn e? al. (2000), many organizations begin with sharing transactional processes and move on to professional advisory and services. For example, Arkin (1999)'s deseribes a newly emerging ‘professional shared services’ approach to HR, increasingly operating through call-centre technology. Three pieces of literature to discuss the location of HR Shared Services Centres Location Some writers, (e.g. Ulich, 1995) argue strongly for HRSS workers not be physically centralised in one centre but to be co-located with their business teams because, although they have to manage the complexity of being a member of both the business team and the HR team, visibility within the business is of paramount importance. Where this does not happen, itis suggested that ‘shadow staf” emerge — other workers who take on aspects of HIR work ata local level ~ because the business managers want to deal with someone close by. Reilly's (2000) study reports both TR professionals and client organisations grieving for the “human touch’ when professional shared services are centralised, and Keep (2001) reports loss of ‘local focus’ as one of the disedvantages where HRSS has been introduced in the NHS. Reilly (2000) finds that co-location does take place in practice and calls this ‘virtual shared services’ and suggests that this method of providing the service misses alot of Uze benefits that can be delivered, such as cos savings by centalising staff in one building ‘Redman, T, Snape, F., Wass, J. and Hamilton, P., (2007). Evaluating the human resource shared services model: evidence from the NHS. The International Journal of Human Resource Management, 18(8), pp. 1486-1506, The Funnel Approach When gathering your research, it is good to adopt the ‘funnel approach’ to your work, For example, if you have eight pieces of work relating to Absence ‘Management Methods, at least six should cover AMM in general, with two covering Absence Management in your particular sector / industry. Let's look at our fictional Care Home. The industry is Health & Social Care, so it would be wise to obtain some research from that industry, like s Than analysis of absence management inthe NFS (Johnson, Croghan, and Crawford, 2008), there [sa stronger emmphasis on the issues that nursing and social cae staf go through, including the nature ofthe roe in working with sick and vulnerable people, high staff tumover, increasing overwork, pressures on patient expectation and litigation, and most prevalent nowadays, violence against workers, The article suggests that proactively addressing the health and safety issues of working i healthcare, introducing more flexible working and stress reduction could go great way in ‘managing absences. Ther is also an emphasis on healtheare organisations reporting absence management propery, as there appears tobe a reluctance to generate accurate data “The authors break dawn AMM as: 3) Procedural Measures ~ monitoring absenteeism and absentcism policies and procedures. 1b) _ Preventative work-orientated measures ~ Health and safety initiatives, management training, flexible working, Job enrichment and beter organisation of work. 9) Preventative person-orientated measures ~ counsel handling. 48) Reintegration measures ~ Phased retum,retur to work interviews, reduced hours, occupational health inp , sttess management, information on bullying, manual (@Tohnson, CI, Croghan, F. and Crawford, 2003) "The problem and management of sickness absence in the NHS: ‘Considerations for nurse managers’, Jounal of Nursing Management, 11(5), pp. 336-342.) Eight pieces of research on “Absence Management ‘Tw pieces of Absence Management research in your sector Break it Down — Using Information in Human Resources 3.0 Critique of the Literature Review 400 - 500 words A critical review (or critique) is not to be mistaken for your literature review. A ‘critical review’, or ‘critique’, is a complete section of your report discussing your literature review in more detail. Evaluation is the most important part in a critical review. Use the literature to support your views. Does the literature help you draw meaningful conclusions? Do you ‘believe’ the quality of the literature? From the CIPD website: ‘should bea discussion and entical evaluation of published material including books, journal ances, research reports sources may coatradiet each other so it's important te consider the strengths and e why any differences might occur and discussion papers. Differ weaknesses of each and expl ‘© Howto write a persuasive business report, CIPD website When critiquing your literature review, consider the following: Critique checklist Done — Was the research useful? Why did you select that particular journal or article? Industry specific? | What methodologies do they use? What type of research was conducted? | []___| Can you discuss what other business re doing well that your business is not? ‘What are the advantages and disadvantages of this type of research? Evaluate the research findings and conclusions drawn. Would you have done anything differently? Note conflicting theories, results, methodologies Qualitative v Quantitative Data In your critique you will need to discuss the research methods used in your research, The research carried out will either be Quantitative or Qualitative. Qualitative research is based on words, rather than numbers. It will be very in depth as it is normally associated with interviews, focus groups and written feedback. This makes it takes longer to analyse the research but is good as a good researcher ill really ‘split hairs’ and get as much detail from it as possible. Quantitative research is based on numerical data. Quantitative is the cornerstone of HR analytics. Amazon are well-known to run their business model mainly on statistics; this is how they can target warehouse staff with a certain number of orders picked per hour. Quantitative data is used to quantify attitudes, opinions, behaviours, and other defined variables Quantitative data can create results from a larger sample population. 3.1 Justifications Of Research Selected? 3.2 Advantages and Disadvantages of Research Carried out (Qualitative v Quantitative Data)? You don’t have to add subheadings in this section, but feel free to do so if you'd like to critique the research under specific headings. You might also want to include what forms of data you would use in your own research. Break it Down — Using Information in Human Resources 4.0 Presentation of Proposed Findings 100 words Do you remember the table we included in our Stakeholders section? Well it's time to use it again, with some modifications. Let’s have a look at it using my fictional Care Home: Line manager Med 1-24 meeting Service Users (residents) High Repor in easy read forma, ence user and family meetings Other support workers Med Group meetings to cover the man parts end 2-1 supesiion meetings In ine wth statutory requirements Senior managers, Relevant. High Srategc High Level Presentation and Implementation Plan, flowed by @ outside Health Professional roundeble discussion on improvements that can be mde Inde Employee Representatives ‘BUPA Group High ‘Strategic High Level Presentation and implementation Pian, followed by a Table 3~ Key Stakeholders —

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