HR Activities and Support: A Report on Guardian Industries (HRP52D)

This report analyzes the HR activities within Guardian Industries, a glass manufacturing company. It examines how HR and L&D support the organization's strategy, goals, and business objectives, including activities like recruitment, talent planning, training, and employee engagement. The report details the roles of HR and L&D in supporting line managers and staff, providing examples of activities such as recruitment, training and development, and initiatives to increase employee engagement. The learning process undertaken to complete the assignment is also described, highlighting the student's understanding before and after the module. Furthermore, the report extends to talent resourcing, assessing the benefits of a diverse workforce, factors impacting talent resourcing, and legal/ethical considerations. Recruitment and selection methods are contrasted, along with a discussion of onboarding, induction, and probation processes and their benefits. The report draws on various sources to support its findings, demonstrating a comprehensive understanding of HR practices within the context of Guardian Industries.

I want to use my company as a basis for the CIPD
The below is a brief about my company
Guardian Industries is a glass manufacturing private
company which purpose is to provide the highest value and
highest performance in glass manufacturing focusing on
float and fabricated glass products for a wide areas of use
such as commercial, residential and transportation.
Questions
HRP52D
3HRCB
Part B (ACs 3.1, 3.2) (600 words)
Prepare and submit a report, summarising how the HR activities support your organisation.
1.
Describe how 3 of your organisation's HR and L&D activities support its strategy, goals and
business objectives. (AC3.1) (approx 250 words)
The HR and L & D departments are designed to create successful business through the
people after ensuring that the organization has got the right people having right roles and right
skills. The HR and the L & D department covers a broad range of activities. Three of the most
important roles are recruitment and talent planning, learning training and development of the
employees and increasing the employee engagement. The HR of an organization helps to create
the value by the people (Agarwal, Chawla, and Singh). The works of HR can also include
protection of the employee rights. It also helps to shape the organizational culture and
ultimately focus on the colleagues staying engaged and product8ive at work. The L & D on the
other hand stands for the learning and development and helps to learn new skills to retain the
talented people in the organization. The L& D professional in the company are also involved in
the coaching and training of the line managers and support the team (Al-Haddad, Serina and
Kotnour). They focus on the developing learning and building an equally agile and responsive
organizational culture. The L & D strategies also help to empower the organization in many
ways. It is a vital tool for this company to align the business activities and the objectives. The
staff learning and development supports the organizational efficiencies. It also concentrates on

the senior management skill requirements for further development (Alvesson, Mats and
Sveningsson).
2.
Explain the role of your HR and L&D functions in supporting line managers and staff. Give 3
examples of activities that HR and L&D undertake to support these colleagues. (AC3.2) (approx
250 words)
The HR and the L & D mangers help the organization in many ways. The staffs and the
line managers of the company are facilitated by the initiatives taken by them. The three ways
through which they support the staffs and the line managers are the recruitment, training and
development and increasing the employee engagement. Recruitment is the process by which
the selection and appointment of the suitable candidates for jobs in the company in the most
cost effective manner and also within a short span of time. This particular process includes the
analysis of the job requirements, attracting the employees for the job, selecting and screening
the candidates, integrating the employees in the organization (Amarakoon et al, ). Through the
proper structuring of this process, the organization receives the best talents. Through the
earning and development, the workforce capabilities are enhanced along with the competencies
and skills required for running a successful business. The functions of the HR help to support the
business in its evolution. It enables to gain the competitive advantage over the market rivals in
order to adapt the economic circumstances. The L & D department of the company achieves this
by the conduction of the seminars, master classes, boot camps along with the incorporation of
social media. The strategy selects the exceptionally high –performing staffs for their long term
development. The employee engagement on the other hand is designed for ensuring that
employees are properly committed to the goals and values being motivated towards the
success. The HR and the L & D staffs are able to examine the key drivers of the business
activities which have greater impact on the employees (Valerie ). The employee engagement is
done by arranging for the cultural events, the charity run, the mentoring activities, company
lunch and many others.
3.
A description of the learning process you went through in order to write this assignment; what
you knew about your HR and L&D functions before you attended Module 1, what you learned
during the module, and as a result of carrying out this report. (approx 100 words)
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.
The learning process I went through in order to write this assignment was related to human
resource management. The learning process involved the reading, the practical examination,
planning and monitoring. I had some vague conception about the functions of the HR and L & D
functions before going through the module. Earlier I confused between the roles of HR
professional and the L & D professionals. However, after going through the module, I learnt
about the individual roles along with the shared responsibilities for the performance

management system. Moreover, during the module, I have learnt that without proper HR and L
& D activities an organization cannot develop or survive in the industry.
HRP52D
3RTOB
Part B (AC 1.1, 1.2, 1.3, 2.1, 2.2) 800 words
Assess the way your organization resources talent to meet its vision, mission, values, goals and
objectives.
1.
Identify 3 organisational benefits of resourcing and retaining a diverse workforce. (AC
1.1) (approx 150 words)
The individuals from diverse backgrounds can support a selection of different skills,
talents and experiences too. a) It can benefit the organization in terms of work performance and
productivity. In order to fit each of the responsibilities of the organization, people should be
hired from different areas and genres. An environment of innovation is also facilitated by
diverse workforce (Catherine, et al.) b) It can help to collaborate with colorful ideas different
from each other. The innovative culture in the workforce helps to strengthen the competitive
advantage of the company in the market scenario and at the same time helps to collaborate
with the others in a team. c) The language variety in the diverse workforce can open ways of
new opportunities for business expansion (Mathew and Balu). The company becomes able to
address the requirements of diverse customers.
2.
Consider the organisation’s overall business objectives and economic environment, identifying
4 factors that may impact on resourcing talent. (AC 1.2) (approx 200 words)
The Guardian Glass industries is one of the largest glass producers. They are aimed at
creating a kind of work environment which recognizes and celebrates the teamwork,
individuality and the success too. Their entrepreneurial spirit helps the employees to create
opportunities, with few of the best skills in the industry (Evan M. et al.). The purpose of the
company is to produce high performance glass around the entire world. In today’s extremely
competitive marketing environment, it is found that the resourcing and managing the talents is
a major concern in an organization. There are some of the economic environment factors which
can affect the recruitment of talents (Lynne). The factors are the economic environment, the
laws, the branding and the culture. The Guardian Glass industries is in a good economic position
spread around almost 148 areas. There are almost 17,000 employees working in the company

and it also holds good investments and assets in the market (Chris, Chung, and Sparrow).
Hence, the company can become more successful by recruiting and hiring new talents.
Examine the legal and ethical issues that may arise during this process. Describe the factors
that affect your organisation's talent resourcing policy. (AC 1.3) (approx 100 words)
4 The talent resourcing is a crucial part of the organizational culture that contributes to the
growth and development of the company. However, it is a completely complex process where
there can be many legal and ethical implications ( Niall). The legal and ethical implications can
be in the job posting, pre –employment assessment, interviews, checking the references, the
final offering and other legal mechanisms. The ethical implications are the discriminations in the
workplace, altering a candidate’s resume, presenting an “expiring offer” to a particular
candidate, requiring the candidates to pay for their services, altering the description of the job
and also the creation of faking relationships with an employer ( Jonathan, Budhwar, and Davis,
eds. ). The organization’s talent resourcing policy is affected by the size of the firm, the budget,
the age and reputation of the firm. Along with this, the labor laws, the unemployment rate and
the demand can also affect the policies.
Recruitment and Selection are critical components of resourcing talent within an organisation.
Describe and contrast 3 methods of recruitment. (AC 2.1) (approx 125 words)
The recruitment and selection along with the various methods and strategies are highly
important for the identification of a true talent. the business managers make use of many
strategies through many approaches. Taken for example, the online and print job
advertisements, the government job centers are good examples of resourcing the talents. The
business people also use the internal bulletins and personal recommendations, social and new
media for increasing the talent pool in the organization. The most effective ones are the local
and national print with online publication (David, Stephen P. Robbins, and L. Verhulst). It
makes advertises in places which can find out the type of candidate the organization is seeking.
The internal bulletins are also useful as it alerts the staffs to available positions. It helps to
isolate few of the best job candidates. The news and social media is another fruitful resource
which connects the professionals on the worldwide basis through the help of social media.
5.
Describe and contrast 3 methods of selection. (AC 2.2) (approx 125 words)
The business organizations go through different processes for the selection and
recruitment of people eligible for the organization. The skills, abilities, talents and qualifications
of the employees are taken into considerations. There are few common methods through which
the talents of the employees are tested ( Michael, Brewster, and Sparrow). The ability tests are
an assessment method which helps to know about the employees and showcases an individual’s
abilities for future endeavors. These tests comprise of the reasoning, multiple choice questions.
The integrity tests are also there which help to show the employee his /her own abilities in a
positive manner. The attitude and experience of an employee is measured through these tests.
The personality describing tests are extremely important used to assess certain traits in the

employee that paves the way to success (Frederick, and Lock). Traditionally this test is
conducted through the pen and paper method.
6.
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.
A description of the learning process you went through in order to write this assignment: what
you knew about resourcing, recruitment and selection before you attended module 1; what
you learnt during the module; and what you learnt in preparing the presentation. (approx 100
words) The learning process which I went through included both the visual and practical lectures
and the course materials too. The supervisor was highly supportive and the I am obliged to him
at lot for preparing this presentation. Previously, I was only aware of the concepts of resourcing,
selection, recruitment before attending the module after going through all the aspects of it, I
have gathered more knowledge regarding the interrelations. I have learnt that if the talent
management of an organization is not proper or seriously considered, the path to success
become difficult for that particular organization.
HRP52D
3RTOC
Part C (AC 4.1, 4.2) 700 words
Assess the way your organisation uses onboarding, induction and probation to meet its vision,
mission, values, goals and objectives.
1.
Describe 3 benefits of the induction process to the organisation. (AC 4.1) (approx 75 words)
The induction processes help the employees to save a lot of money and time. It is the first
training program that makes the employees participate after joining the organization. The
induction trainings help the employees to adapt to the new job role. Moreover, it reduces the
turnover rates of the employees (Henry A). The staff retention becomes easy for the
organization after clearing up the confusion among the employees.
Describe 3 benefits of the induction process to individuals. (AC 4.1 (approx 75 words)
The induction process helps the new hire to feel that he is respected and valued in the
organization. The individual is facilitated to clear all the doubts and work easily with the

organization (Herbert). The employees are made to establish good communication with the
supervisor, the leads, the employees along with the directors of the organization.
Describe 3 purposes of the induction process. (AC 4.1) (approx 75 words)
The purpose of the induction process is to leave a significant impact on the integration within
the team and increase the level of job satisfaction. It aims at creating higher levels of job
satisfaction. It is also designed to avoid the turnover rates, the employer brand and the
absenteeism (John and Stredwick). The most significant aspect is welcome the newcomers and
make them settle and ensure their role.
2.
Produce an induction plan for the successful candidate of the recruitment and selection
process you worked through in 3RTO Practical Assignment A, which identifies the essential
areas to be covered, with a 12-week timeline and the managers, staff and other stakeholders
who should be involved in the process. (AC 4.2) (approx 375 words)
Week Session Suggested content of
session
Stakeholders
1st week The introduction to
the organization and
the new hire.
It will cover the
mission, vision,
objectives of the
organization and its
position in the
market. It will also
comprise of all the
key operational and
social areas the
organization has
visited.
The new hire, the
manager
2nd week Introduction to the
other teams
It will reveal the
activities and
efficiencies of other
teams and describe
how these fit in the
particular work area.
Same
3rd week Introduction with the
terms and conditions
It will be designed in
such a way that the
new employee
understands the
information
necessary for
working in the
organization.
Same
4th week The performance
standards
It will outline the
specifics of the job
role. It will define the
same

objectives, the goals,
the expectations. It
will also review the
performance
development, the
probation and
appraisal process.
5th week The culture of the
work
It will make the new
hire aware of the
local arrangements,
the holiday requests,
the dress code, the
arrangements of
lunch, working
hours , sickness
procedures and
others. It will also
comprise of the
email usage, the
parking and
transportation
procedure
same
6th week The office systems It will review the
processes for using
equipment of office
such as the
telephone,
computer, fax,
printer, voicemail,
photocopier and
others. It will also
review the security of
computer and usage
of software. The
environmental
efficiencies will be
talked about.
same
7th week Job specific training
and development
It will describe the
roles specifically
required for the
fulfillment of the
organizational goals.
It will align the core
duties of the
organization and the
individual skills. The
duties of the staff
same

with the line
managers will be
clarified and also
outline the use of
annual performance
and development
reviews. It will
further review the
use of personal
development tools.
8th week Health and safety It will make the
people aware of the
physical hazard
safety such as the
fire exits, the fire
alarms, the fire
training, manual
handling, fire
evacuation and any
others. It will
describe the use of
VDU usage, and first-
aid arrangements
too.
The health and safety
co-ordinator / the
line manager.
9th to 10th week Monitoring and
evaluation
The induction
program will be
monitored and
reviewed
. There will be
regular review
meetings to find the
gaps and make the
adjustments.
The manager
11th to 12th week Probation The probation policy
will be applied for
the new staffs
The line managers
and the staffs
3.
A description of the learning process you went through in order to write this assignment: what
you knew about your onboarding, induction and probation in your organisation before you
attended module 1; what you learnt during the module; and what you learnt in preparing the
assignment. (approx 100 words)

The learning process which I went through included both the visual and practical activities and
the course materials too. The supervisor was highly supportive and the I am obliged to him at lot
for preparing this presentation. Previously, I was aware of the concepts only. I knew that in the
induction, the employee orientation is done and onboarding is done interchangeably. The
induction is the process of filling the forms and getting an overview of the employee benefits.
About the probation I knew that it is a particular time period in which the employees are
observed and evaluated to be confirmed later. After going through the module, I have come to
know that there are many intricacies interlinked with each-other.
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.
HRP52D
4DEPA
Part A (AC 1.1) (800 words)
Prepare and submit a report of 800 words, summarising the principles illustrated in the CIPD
Profession Map and My CPD Map, which can be found
at www.cipd.co.uk/learn/career/profession-map:
. You need to choose ONE of the Professional Areas from the Profession Map and:
1.
Describe 3 activities/tasks that a Practitioner will undertake at either Band 1 or 2 in your
chosen Professional Area and the skills that they will need to undertake these activities/tasks.
(AC 1.1) (approx 200 words)
My chosen professional area is learning and development and the practitioner in this area is
called the learning and development manager. In the Band 1, the activities will be undertaken
related to delivering the fundamentals, providing information, managing data, process delivery.
It also embodies the execution excellency, the accuracy, flexibility(Agarwal, Chawla, and Singh).
1) The manager will arrange for the fundamentals delivery program for delivering the
fundamental and he will need the essential managerial skills such as greater self-awareness and
confidence (Andrew). 2) The second objective will be to provide information and manage the
data. For this, the manager will provide the information through practical sessions or online
sources. The manager will need exceptional communicating skills. 3) The third activity will be
executing the tasks with proper excellency. The practitioner will follow the method of holding

people accountable. It is powerful for ensuring that the people in the workforce are focused on
the right type of actions (Raina, Bhavna, and Kalse). The practitioner will need to have
exceptional project management skills.
Give 3 examples of knowledge that the Practitioner will be expected to show at either Band 1
or 2 in your chosen Professional Area. (AC 1.1) (approx 200 words)
The Learning and development practitioner is required to show the knowledge of the advanced
research skills. One of the most important skills that an L & D manager should possess is the
internet research. He will also have to show the flexible organizational skills along with the
enthusiasm for the lifelong learning (Mohammed-Aminu). 1) Apart from this he will have to
show the ability to assess and measure the staff training needs. The importance and necessity of
being aware of the training needs is more than conducting the training program. 2) He will have
to show the passion for the continuous learning process. The agility and passion to establish an
atmosphere of learning in the workforce is a mandate (Scott-Jackson, William, and Michie). 3)
The has to hold the ability to embrace efficiency. He will have to have the knowledge of how to
manage the trainings through the online processes and software that saves both the time and
money. Hence, the knowledge of all the latest technologies are required.
Explain 3 Behaviours that you would expect a Practitioner to show at either Band 1 or 2 in
your chosen Professional Area. (AC 1.1) (approx 150 words)
The three behaviors expected of an L & D practitioner is as follows
1) Skilled influencer- The practitioner needs to influence the people at all the levels
irrespective of the internal and external atmosphere. There are many of the HR
initiatives which succeed through the partnership. The practitioner needs to win over
the consensus, commitment and plans.
2) Collaborative - The practitioner needs to be collaborative and able to work effectively in
an all-inclusive manner. He should be able to include the colleagues, clients, customers,
stakeholders, individuals, teams both inside and outside of the organization (Scott-
Jackson, William, and Michie).
3) He must have the courage to challenge the traditional points of view and support a
distinctive perspective that elevates the quality of the debate. It is a useful strength to
challenge the entrenched view.
Explain why Insights, strategy and solutions and Leading HR sit at the heart of the HR and L&D
profession. (AC 1.1) (approx 150 words)
An HR or L & D practitioner must ensure that his role as a practitioner is contributing towards a
sustainable organizational performance. This is a particular professional area that underpins the
direction of the profession with people and the organization specialism as an applied business
discipline (Jonathan, Budhwar, and Davis, eds. ). An HR and L & D is only able to provide a
sustainable organizational performance when it works from organizational understanding in

order to develop an actionable insight. The insight enables them to understand the gaps based
on which the strategies are established. The HR and L & D strategies helps to establish a
compelling case for the change. The strategies function as solutions to the respective issues
within the organization. The steps are- building a picture > developing an actionable insight>
delivering the situational HR solutions which stick > building capacity and capability > working
with agility.
2.
Describe the learning process you went through in order to write this assignment: what you
knew about the CIPD Profession Map and the need for CPD before you attended module 1;
what you learnt during the module; and what you learnt in preparing the report. (approx 100
words)
The module has provided me insight into the CIPD profession map and the need for the CPD.
Previously I knew that it is a collaborative map of the HR and the L & D where their roles,
responsibilities, skills and behaviors are outlined. After going thor8gh the module I came to
know that it is a standard set out in the year 2013, developed in collaboration of the senior
business people. They have set the standards determining what the HR and L & D professionals
are doing in the organizations and must do in the future. Overall, it is a great experience to
know about the four bands too.
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.
HRP52D
4DEPB
Part B (AC 2.1, 2.2, 2.3) 600 words
Write a report that identifies and describes:
1.
Three (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) (approx 200 words)

The three needs of those (especially the line manager) who use an HR and L & D services are as
follows –
1) The first need is the timely service
2) The second need is to organize training programs for the employees
3) The third need is to build a healthy and effective working environment.
For the timely delivery of the services, the customer needs for 3 different customers of HR
will be understood first. The three different customers of HR are employees, the managers
and the applicants. The employees require the information on the employment contracts,
the managers require the staffs who can fulfill their particular job role efficiently and meet
the targets of performance (Scott-Jackson, William, and Michie). The applicants on the
other hand require a clear induction and training plan. The needs of the customers will be
prioritized which might sometimes pose as conflicting(Andrew). The HR is expected to
ascertain which demands have higher urgency taking into account the subject of demand.
After the assessments, the plans would be reviewed at regular intervals in order to check
progress and initiate change where necessary.
2.
Three (3) methods of communication to respond to your internal customer’s needs, and for
each method explain its advantages and disadvantages (AC 2.2) (approx 150 words)
The three methods are as follows
1) Employee trainings- The L & D mangers are expected to train the employees based on
the importance of meeting the customer needs. It also covers a raised awareness of
how looking into the needs of the employees has a direct impact on the external
customer experiences. Advantage- It is a good opportunity to set the standards of
service and address the issues related to meet the standards. Disadvantage- If the
training is not all-inclusive and the monitoring is not done, the results might not be that
much fruitfu(Al-Haddad, Serina and Kotnour)l.
2) Managing the performance - The management of performance is important in order to
hold the employees accountable for the behavior expected of them. It helps to find out
what the expectations of the employees are and how they can be improved. Advantage-
The performance review is important as it incorporates the expectations of the
employees along with the objectives of the organization and the pay and reward
systems. Disadvantage- The performance management can often be misunderstood
based on mis-interpretations of the reviews and biasness.
3) Job swap – It is a useful method that helps the employees to meet and explain their job
roles and the purpose of doing it. Taken for example, the employees who work for the
patient billing department will work at the patient billing department. It is a part of the
training. Advantage- It leverages employee orientation. Disadvantage- It might
welcome errors in the works (Jonathan, Budhwar, and Davis, eds.). The employee must
need to understand how they can affect the organization through their actions.
3.