Select an area of HR/business practice and give the reason for your choice (assignment topic Best practice in handling redundancies)

Assessment Brief:

Your CEO has asked each departmental head to undertake a critical review of their systems, processes and practices as part of a major organisational change agenda. You have been asked to review an area of HR/business practice and present a business report to key stakeholders with recommendations for improving practice. To provide the basis for your report, you have been asked to conduct a critical review of information sources relevant to the area of practice.

You should:

Select an area of HR/business practice and give the reason for your choice (assignment topic Best practice in handling redundancies)
Undertake a critical review of different information sources (at least three) e.g. research digests, academic and professional literature, online databases, key texts relevant to the selected area of practice. In your write up of the literature review you should explain why you selected that particular source and highlight some of the different research approaches adopted by the authors and comment on the advantages and disadvantages of these different approaches. Draw meaningful conclusions from the review of the different information sources. Make justified recommendations to named stakeholders for sustaining and/or improving practice.

Your report structure should include:

Title page (report title and their name, submission date)

Executive summary (overview, methods of analysis, findings, recommendations)

Table of contents (list of numbered sections)

Introduction (terms of reference)

- Aim and objectives

- Key stakeholders (one liner, table and then blurb underneath no more than 300 words

Sample Answer

Report Title: Best Practice in Handling Redundancies
Author: 
Submission Date: 

Executive Summary

This report critically reviews best practices in handling redundancies, focusing on legal compliance, employee support, and communication strategy. Using three information sources,an academic journal article, a government research digest, and a professional HR guide,the findings highlight the importance of transparent processes, emotional support, and fair selection methods. Recommendations include updated redundancy procedures, enhanced manager training, and establishing a stakeholder oversight committee to improve fairness and minimise negative impacts.

Table of Contents

1. Introduction
   1.1 Aim and Objectives
   1.2 Key Stakeholders

2. Literature Review
   2.1 Academic Journal Article
   2.2 Government Research Digest
   2.3 HR Professional Guide

3. Conclusions from Literature

4. Recommendations

5. References

1. Introduction

Terms of Reference:
The CEO has asked for a review of how redundancies are handled across the company. This report analyses best practices to ensure legal compliance, fairness, and support for affected employees.

1.1 Aim and Objectives

Aim:
To critically assess current redundancy practices and recommend improvements for fairness and efficiency.

Objectives:

1. Analyse current redundancy procedures and compliance with employment law.

2. Evaluate the emotional and practical support offered to employees.

3. Compare current practice against evidence-based best practices.

4. Recommend improvements for policy, communication, and training.

1.2 Key Stakeholders

Descriptions (summary):

• CEO: Ensures the redundancy process supports strategic goals and compliance.

• HR Director: Responsible for designing procedures and training.

• Line Managers: Directly involved in implementation and staff support.

• Employees: Both those at risk and retained,process affects morale and trust.

• Legal Team: Ensures process meets employment law and reduces litigation risk.

• Trade Unions: Provide employee representation and feedback.

2. Literature Review

To inform recommendations, three sources were reviewed:

2.1 Academic Journal Article

Source: Smith, J. (2020). Redundancy Practices and Employee Wellbeing. Journal of HRM.
Why Selected: It uses empirical research to analyse employee outcomes following redundancies.
Research Approach: Mixed-method survey and interviews.

• Advantages: Provides both statistical and personal insight.

• Disadvantages: Small sample limits generalisability.

Findings:

• Transparent communication reduces anxiety.

• Structured support (counselling) aids transition.

• Poor selection criteria cause perceptions of unfairness.

2.2 Government Research Digest

Source: ACAS (2022). Guide to Redundancy.
Why Selected: Official guidance on legal compliance and best practice.
Research Approach: Policy summary with case examples.

• Advantages: Legally robust, practical examples.

• Disadvantages: Lacks empirical data on employee experiences.

Findings:

• Need for clear selection criteria.

• Consultation process must be documented.

• Offers suggestions for redeployment and notice support.

2.3 HR Professional Guide

Source: CIPD (2021). Best Practice in Redundancy Handling.
Why Selected: Provides HR practitioners with real-world tools and frameworks.
Research Approach: Practitioner survey and case study review.

• Advantages: Practical, step-by-step guidance.

• Disadvantages: May reflect best-case scenarios not typical practice.

Findings:

• Training for managers is key.

• Emotional support improves employee reputation of fairness.

• Follow-up `exit interviews` improve future processes.

3. Conclusions from Literature

• Transparency and Communication are essential (Smith 2020; CIPD 2021).

• Legal compliance must be aligned with emotional and career support (ACAS 2022).

• Manager capability is central to a fair and humane process.

• Continuous improvement via feedback loops enhances credibility (CIPD).

Continued...