Assignment 4: Part B Submission

Assignment 4dep Part Bthis Assignment Must Be Submitted Through Onli

(Assignment– 4DEP Part B This assignment must be submitted through Online Services Written Assignment B (AC 2.1, 2.2, 2.3) 600 words Write a report that identifies and describes: · 3 needs of those who use a HR or L&D service within an organisation and how you would prioritise these and other needs to avoid conflict and deliver a timely service. (AC 2.1) · 3 methods of communication to respond to your customer’s needs, and for each method explain its advantages and disadvantages (AC 2.2) · How you would gather feedback and service performance data in order to provide management information on service levels and how you would use this data to continuously improve your service. (AC 2.3) · Write a short description of the learning process you went through in order to write this assignment: what you knew about the services provided by HR, and service level agreements (SLAs) before you attended module 1; what you learnt during the module; and what you learnt in preparing this assignment. You should also include 3-5 references from up-to-date and relevant sources in order to support your findings. Please ensure that all reference sources are acknowledged correctly within the text and on a reference list provided. NAME: COHORT: COMPANY: WORD COUNT Introduction (100 words) Type here… 3 needs of those who use a HR or L&D service within an organisation and how you would prioritise these and other needs to avoid conflict and deliver a timely service. (AC 2.1, 200 words) Type here… 3 methods of communication to respond to your customer’s needs, and for each method explain its advantages and disadvantages (AC 2.2, 100 words) Type here… How you would gather feedback and service performance data in order to provide management information on service levels and how you would use this data to continuously improve your service. (AC 2.3, 100 words) Type here… Write a short description of the learning process you went through in order to write this assignment: what you knew about SLAs before you attended module 2; what you learnt during the module; and what you learnt in preparing this assignment. (100 words) Type here… © Oakwood International Ltd.

Sample Paper For Above instruction

Introduction

Understanding the needs of employees engaging with Human Resources (HR) and Learning & Development (L&D) services is crucial for effective service delivery within organizations. These needs typically include timely responses to inquiries, confidentiality, and personalized support. Prioritization of these needs ensures that the most critical issues are addressed first, reducing conflict and facilitating a smooth service process. An organization that systematically assesses and ranks these needs—perhaps through employee surveys and feedback mechanisms—can tailor its services more effectively, streamlining processes and improving employee satisfaction. This report explores three key needs, communication methods to respond to these needs, and how feedback is collected and utilized to enhance HR/L&D services, concluding with a reflection on the learning process undertaken.

Needs of HR and L&D Service Users and Prioritization

Employees seek various services from HR and L&D that cater to their professional development and workplace concerns. The three most common needs include prompt communication, confidentiality, and access to relevant resources. Firstly, timely responses are vital for employee engagement and trust. Delays can lead to dissatisfaction and reduced morale. Prioritizing this need involves implementing efficient communication channels and clear service Level Agreements (SLAs). Secondly, confidentiality is essential, particularly when handling sensitive employee data or grievances. Ensuring data privacy through secure systems and policies maintains trust and legal compliance. Finally, employees require access to relevant, up-to-date training resources tailored to their roles and career aspirations. Prioritizing these needs based on organizational goals and employee feedback helps prevent conflicts—such as delays or breaches of confidentiality—and guarantees service timeliness. Balancing these needs requires strategic planning, resource allocation, and ongoing monitoring.

Communication Methods for HR and L&D Services

Effective communication is fundamental to meeting employee needs. Three common methods include email, face-to-face meetings, and digital platforms like intranets or HR portals. Email is advantageous because it provides written documentation, allowing both records and asynchronous communication. Its disadvantages are potential delays in response and the risk of misinterpretation. Face-to-face meetings facilitate immediate feedback and personalized support, fostering trust and clarity, but they are time-consuming and may not be scalable for large organizations. Digital platforms offer convenient access to resources and self-service options, promoting efficiency and 24/7 availability. However, they may lack the personal touch and require continuous technical maintenance. Selecting suitable communication channels depends on the nature of the query, urgency, and employee preferences to optimize responsiveness and satisfaction.

Gathering Feedback and Service Improvement

Collecting feedback and service performance data is essential for continuous improvement. Methods such as employee surveys, focus groups, and monitoring service request turnaround times provide quantitative and qualitative insights into service levels. Using digital analytics tools on HR portals and tracking Helpdesk metrics helps identify bottlenecks and measure responsiveness. This data enables HR and L&D teams to identify areas for improvement, adjust processes, and refine SLAs to better meet organizational and employee needs. Implementing regular review cycles ensures feedback informs strategic decisions. Additionally, benchmarking against industry standards can measure performance and identify best practices, fostering a culture of continuous enhancement.

Reflections on the Learning Process

Before attending Module 1, my understanding of HR services was basic, mainly centered around payroll and recruitment functions. I had limited knowledge of service level agreements (SLAs) and how they influence service delivery. During the module, I learned about the importance of SLAs in setting expectations, measuring performance, and maintaining accountability within HR functions. Preparing this assignment deepened my understanding of the need to prioritize employee needs and select appropriate communication channels. It also highlighted the significance of ongoing feedback and data analysis for service improvement. This process enhanced my appreciation for continuous learning and strategic planning in HR service management.

References

• Armstrong, M. (2020). Armstrong's Handbook of Human Resource Management Practice. Kogan Page.
• Boxall, P., & Purcell, J. (2016). Strategy and Human Resource Management. Palgrave.
• Kaplan, R. S., & Norton, D. P. (2001). The Strategy-Focused Organization. Harvard Business Review Press.
• McGregor, D. (2021). Developing Effective HR Communication Strategies. Journal of HR Management, 35(4), 45-59.
• Samples, R. (2019). Utilizing Feedback for HR Service Improvement. HR Review, 18(3), 30-35.