Fulfillment and Development


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Matthew Taylor (the Taylor Review) has called for an increased focus on work which is “fair and decent with scope for fulfillment and development”. Research conducted by the Royal Society for the Encouragement of Arts, Manufactures and Commerce revealed 9 percent of respondents, believe all jobs currently live up to Taylor’s ‘fair and decent’ standards. However, HRM HRM’s ability to improve organizational performance is contingent on achieving a fit between business strategy and HRM practices. With reference to two HRM practices, critically discuss the feasibility of the fulfillment of both organizational performance and Taylors focus on work which is ‘fair and decent standards’.
HRM faces a number of challenges in 2019. The connection between prescriptive models of HRM, and the way that HRM is implemented in practice, is a contestable area, and one that has been debated by theorists and practitioners. Critically discuss HRM in organizations, with a specific focus on whether HRM is rhetoric or reality, in light of the challenges currently facing HR departments in 2019.
The public sector is failing to attract younger employees, with just 12 per cent of the workforce aged under 25, according to a new report by the Institute for Employment Studies (IES 2019). The report highlights issues the public sector faces in marketing itself in a competitive labour market. Critically discuss the adoption of alternative methods of attracting 18 to 24-year-old job applicants, to the public sector careers.
Flexible working is increasingly in demand but the number of quality flexible jobs falls short of demand (CIPD 2019). A recent CIPD report (2019) identified flexible working arrangements are delivering for some workers but not for others; highlighting a lack of equality in access to flexible working and clear gender differences in their usage Critically discuss the variability of success of flexible working for workers and its overall value to improving the quality of working lives.

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