5HR02 Assignment Example

5HR02 Workforce Planning and Talent Management is a unit within the CIPD Level 5 Intermediate Diploma in Human Resource Management. This unit delves into strategies and methodologies used to effectively plan and manage an organisation’s workforce. It emphasises the importance of aligning workforce capabilities with strategic business objectives. Key topics include forecasting future workforce needs, assessing current workforce capabilities, identifying talent gaps, and developing succession plans. It also covers techniques for attracting, developing, and retaining talent, as well as performance management and employee development strategies. Through this unit, HR professionals gain insights into creating a dynamic and agile workforce that supports organisational growth and sustainability.

Assessment Questions

AC 1.1 New entrants to the parcel delivery market and other labour market competitors have adversely affected ParcelCare’s ability to compete in labour markets. Explain how ParcelCare can strategically position themselves in competitive labour markets.

The recent entrance of new delivery operators and rival companies into the workforce makes it difficult for ParcelCare to recruit and maintain its workforce. ParcelCare needs to develop strategic initiatives to secure its standing in the current employment market and stay competitive. The company should analyse competitors in the market while developing its status as a preferred employer through enhanced organisational perception toward candidates.

Competitor analysis

The initial step requires analysing opposing companies to discover their offerings so ParcelCare can define its unique selling proposition. ParcelCare must compare its compensation and benefits packages and working environment standards with competitors to keep its organisation competitive for job candidates (CIPD, 2022). ParcelCare should review its compensation packages or consider adding bonuses and flexible work options because competitors offer better incentives and higher pay. Knowledge acquisition about competitor hiring systems and employee retention methods will enable ParcelCare to enhance its employee recruitment methods for attracting talented candidates (CIPD, 2022).

Employer of Choice

ParcelCare must develop itself as an attractive employer by enhancing employee experience to maintain market leadership (Scott, 2024). When ParcelCare provides fair compensation packages linked to an inviting work setting and professional advancement opportunities, employees will be more motivated. Implementing employee-support programs and recognition strategies will make ParcelCare more attractive to potential candidates following its new initiatives like training opportunities, mentorship support, and defined career advancement steps (Scott, 2024). Workers will feel better retained and more satisfied through corporate wellness programs, mental health support, and work-life balance initiatives (Fonseca, 2022).

Organisational Image

The way an organisation presents itself to the market serves as a vital component in talent recruitment. The organisation should take proactive steps to establish its brand as both professional and supportive of the workforce through specific marketing efforts and employee interaction campaigns that elevate its reputation (Personio, 2024). The organisation can highlight employee experience through testimonials, present success narratives, and demonstrate its social responsibility through community programs (Personio, 2024). ParcelCare should use social media, job fairs, and digital recruitment platforms because these recruitment tools strengthen the organisation’s visibility and attract potential candidates.

AC 1.2 Explain the impact of changing labour market conditions on resourcing decisions at ParcelCare.

Labour market conditions create significant obstacles for organisations to obtain and keep their workforce. Businesses must restructure their employee staffing approaches to match the state of the labour market since labour supply meets demand differently in tight or loose conditions (CIPD, 2024).

Tight Labour Market Conditions

ParcelCare encounters heightened employee recruitment difficulties because the number of available workers remains lower than the employer needs in a tight labour market (CIPD, 2022). Better incentives from competitors and limited availability of candidates turn recruitment efforts into a more challenging task. The tight conditions require ParcelCare to take the following actions:

ParcelCare will need to enhance both compensation rates and employee benefits packages through improved wages, performance-based bonuses, health insurance coverage and flexible work arrangements to successfully recruit candidates.

ParcelCare requires deliberate efforts to display its workplace culture, staff achievements, and employment protection programs to attain prominence against rival companies and draw skilled employees.

The shortage of external job applicants allows ParcelCare to invest in developing its existing workforce through internal promotion and skill development programs such as apprenticeships and graduate schemes (CIPD, 2022).

Employee retention is prioritised because the organisation develops appreciation programs and career path structures and conducts continued worker feedback sessions to boost occupational contentment (CIPD, 2022).

Loose Labour Market Conditions

A loose labour market has a surplus of job seekers compared to the available vacancies (). Such a market gives ParcelCare enhanced recruitment possibilities, yet the firm must continue to adopt strategic hiring approaches. Such market conditions typically lead Parcelcare to do the following:

Refine selection procedure

The expanded talent pool allows ParcelCare to develop comprehensive selection processes to recruit personnel with perfect skills and cultural compatibility.

Optimise workforce planning

The staffing plan of ParcelCare should evolve from immediate recruitment by following a measured approach that assesses workforce needs against business requirements for labour cost management.

Leverage competitive edge

The larger group of candidates could enable ParcelCare to pay salaries matching market standards and maintain its employment advantage via development programs plus job stability measures.

ParcelCare achieves workforce sustainability, employee retention, and operation and efficiency by adjusting its resourcing strategies to evolving labour market circumstances (CIPD, 2024).

AC 2.1 You are aware that workforce planning has not been carried out in the past and decide to persuade the senior leadership team that this activity is worth doing. Analyse the impact of effective workforce planning, making clear how ParcelCare could benefit from this activity.

Workforce Planning

Workforce planning refers to the process by which an organisation secures a prepared staff population that possesses the required skills and fits business requirements for present and future operational needs (Jain, 2024). The planning process starts by collecting workforce data and projecting upcoming labour requirements, during which necessary skills deficit solutions are developed. Implementing workforce planning at ParcelCare will yield considerable advantages because the company has never pursued this method. This approach will enable the company to handle staffing issues while enhancing operational effectiveness.

Enhanced talent acquisition and retention

Effective strategic workforce planning leads organisations to acquire and maintain skilled employees better (Taylor, 2024). Workforce planning will help ParcelCare understand staffing requirements for the future and establish proactive recruitment plans, given its staffing and staff maintenance struggles. Identifying necessary skills and possible deficiencies at ParcelCare will enable them to implement specific hiring processes that will lead to the fast placement of skilled applicants. As part of workforce planning strategies, internal promotional opportunities help retain employees and reduce staffing replacement expenses (Taylor, 2024).

Cost-effectiveness and resource maximisation

Cost-effectiveness, as well as resource maximisation, emerges as a major advantage. Workforce planning inadequacies create situations where organisations spend too much on staffing additional personnel or face inferior delivery because of insufficient staff (Taylor, 2024). In the time-sensitive delivery industry, ParcelCare must maintain appropriate staff numbers that enable efficient delivery according to customer requirements.

ParcelCare’s successful workload projection and staffing level adjustment lower unnecessary labour expenses without causing service coverage problems during busy periods. ParcelCare reduces overall expenses through better staff management because it eliminates late hiring costs and the need for temporary workers (Kingdom Recruitment, 2025).

Increased company resilience and agility

Workforce planning creates invaluable organisational resilience and enhanced agility, a key effect. ParcelCare needs to remain flexible because new parcel delivery market competitors are putting rising pressure on the industry. The company gains insight into industry trends, technology forecasts, and regulatory change through workforce planning, which prepares workers for future requirements (Kingdom Recruitment, 2025). The company should allocate funds toward employee training and upskilling workers to handle emerging roles alongside enhancing workforce deployment adaptability.

Optimal results from workforce planning at ParcelCare enable the company to acquire and keep capable employees while reducing expenses and fostering an adaptable workforce that positions it firmly in the parcel delivery industry.

AC 2.2 To strengthen your argument to introduce workforce planning, evaluate techniques that can be used to support the process of workforce planning.

ParcelCare requires more substantial proof of workforce planning implementation through two established methods: managerial expertise and critical events evaluation. The advantages and disadvantages of these techniques will determine how well ParcelCare can execute workforce planning and management activities.

Managerial Judgement

Managers base their workforce requirement decisions on judgmental assessments that draw from their professional knowledge and organisational understanding of business goals and historical data alongside market environments. Through subjective evaluation, managers predict the organisational staffing needs of current and future operations and their workforce skill deficiencies (CHRON, 2024).

Merits and demerits

Senior leaders utilise their organisational expertise to produce sound decisions through managerial judgement because they possess deep operational knowledge. The approach proves its merit when organisations need fast decisions or have insufficient complex data, such as in situations affecting rapidly transforming markets, including parcel delivery (Toppr, 2019). Besides, the staffing method has the flexibility to match business-specific needs because managers possess foresight regarding personnel changes caused by organisational adjustments or market requirements (Toppr, 2019).

However, a principal limitation arises from the fact that managerial decision-making becomes subjective since it contains potential biases. Managed workforce planning decisions must use objectified data instead of personal perceptions to correctly deliver the required staffing numbers (Toppr, 2019). In addition, managerial assessment demonstrates an inconsistent approach because different managers adopt diverse methods and assumptions, which generates irregularities when developing workforce strategies between departments.

Critical Incident Analysis

The critical incident analysis process requires organisations to review important workplace events (critical incidents) that affect employee performance, including high staff turnover and operational interruptions (Newman, 2025). ParcelCare can determine the causes of underlying workforce management by examining these events before developing specific improvement plans.

Pros and cons

Real-world events analysed through critical incident analysis produce practical knowledge which allows ParcelCare to recognise persistent patterns and determine particular improvement areas. The technique draws data from genuine operational performance, making it more solid than predictions or assumptions (Smith, 2024). Also, promptly finding problematic workforce areas enables ParcelCare to resolve issues before they become severe immediately (Smith, 2024).

Nevertheless, critical incident analysis’s main limitation is its inability to present universal trends in working conditions, which can produce wrong interpretations or overly strict measures (Smith, 2024). The definition of this method makes it act as a reactive system because it waits until workforce concerns grow significant to reveal themselves before changes can be made (Lloyd, 2025).

 Judgement

The two approaches bring distinct fields of knowledge that enhance workforce planning efforts at ParcelCare. The ability to make judgments as a manager gives freedom to handle situations, but data analytics solutions help resolve workforce issues rationally. Combining these methods would enable ParcelCare to develop a comprehensive, balanced choice, improving its ability to manage staffing effectively.

AC 2.3 Currently, vacancies are advertised on ParcelCare’s website. Line managers then interview shortlisted applicants. You feel that these are suitable recruitment and selection methods to use but want to broaden the methods used. Evaluate the strengths and weaknesses of two different recruitment methods and two different selection methods.

Recruitment Methods

Social Media

Through social media platforms, recruiters can use LinkedIn, Facebook and Twitter to present job openings to the candidates (Newman, 2025).

Strengths and Weaknesses

Through social media platforms, ParcelCare can access a broad audience base, including potential candidates who are not seeking employment at the moment (Newman, 2025). Additionally, the platform displays workplace culture and core values, which helps ParcelCare recruit people who share its company ethos.

Nonetheless, social media draws large quantities of unqualified candidates to job openings. Thus, the application screening process becomes longer (Moore, 2023). Also, the broad scope of content competition hampers the ability to put appropriate candidates in direct view of job postings, thus devaluing their effectiveness.

Job Boards

Organisations utilise platforms such as Indeed and Glassdoor to post job openings while job seekers access listing possibilities (Brophy, 2018).

Strengths and weaknesses

Job boards draw suitable candidates from the pool of active job seekers because they specifically target this audience. Moreover, job board postings maintain a lower cost than alternative recruitment systems and remain suitable for businesses operating on tight hiring budgets (Brophy, 2018).

Nevertheless, organisations frequent these boards, which increases competition for employer interest and results in substantial application volume (Brannon, 2023). Still, candidates’ wide range of open applications across multiple job positions reduces personalised application content while potentially minimising their commitment to any single role (Brannon, 2023).

Selection Methods

Job References

Job references entail contacting past job-related associates to assess a candidate’s work performance and skills and evaluate their readiness to join the organisation (HiPeople, 2024).

Strengths and weaknesses

Past workplace observations are accessible through references that provide authentic evaluations of how a candidate has performed and acted on the job (HiPeople, 2024). Furthermore, the credibility of candidates’ claims can be verified through reputable sources referenced during job reference evaluations (Miller, 2019).

However, previous employer references tend to show bias or choose only positive information about candidates when the referring party shares personal connections with the job applicant (Miller, 2019). Also, acquiring references requires substantial time, which causes process delays in hiring.

Work Samples

Candidates are requested to complete assignments representing the tasks they will handle if they obtain the position in the work samples (Dark, 2022).

Strengths and weaknesses

The evaluation method of realistic assessment takes advantage of work samples because they give insight into how candidates demonstrate their capabilities through practical assignments (Maric, 2021). Furthermore, the method offers objective assessment through performance-based evaluation because it avoids subjective judgments.

However, work samples and assessment task preparation require extensive resources, which consumes time and additional expense (Maric, 2021). Besides, the work sample presentation might provide incomplete reflections of role responsibilities, thus offering restricted information about candidate abilities.

Overall Judgement

Combining social media and job boards will help ParcelCare reach multiple recruitment channels; thus, obtaining diverse candidates’ job references and work samples will strengthen selection through practical candidate performance evaluations. The combined deployment of these recruitment methods will enhance ParcelCare’s selection and recruitment plans by providing better overall performance.

AC 3.1 On examining employee turnover rates, you feel the rate is higher than it should be, and higher than internal targets. To try to understand this further, discuss differences between avoidable and unavoidable turnover and differences between push and pull factors.

Employee turnover could highly impact an entity’s performance. Understanding why people leave companies is vital to addressing the high turnover rates in ParcelCare. These reasons could be categorised into avoidable and unavoidable turnover and push and pull factors.

Avoidable vs. Unavoidable Turnover

Avoidable turnover includes instances in which organisations can control employee departure by avoiding factors contributing to their departure (Recruiteze, 2023). The main causes of employee departure consist of ineffective management, limited career plans, restricted compensation benefits, and unfavourable organisational culture (Priyanka, 2024). A high ParcelCare turnover resulting from inadequate career development opportunities or a poor working environment qualifies as avoidable turnover. To minimise preventable turnover rates, the organisation should deploy initiatives to increase employee satisfaction, clarify plans, and better balance the employees’ and professionals’ lives (Priyanka, 2024).

Unavoidable employee turnover occurs when personnel depart because situations are beyond organisational control, such as health-related matters, personal needs, family relocations or retirement (Recruiteze, 2023). Such employee turnover represents a problem over which ParcelCare has limited control. The organisation should lessen unavoidable turnover by implementing policies focusing on employee work-life balance and well-being, but this type of workforce departure cannot be stopped entirely (Priyanka, 2024).

Push vs. Pull Factors

Factors inside the organisation operate as pushing elements that send employees toward leaving work (SACS Consulting, 2024). Employees develop dissatisfaction when adverse conditions make it necessary for them to seek new opportunities elsewhere. The list of push factors includes subpar leadership, insufficient recognition, work dissatisfaction, and toxicity in the workplace environment (SACS Consulting, 2024). Employees at ParcelCare probably leave due to ineffective management communication, which is combined with inadequate pay and insufficient staff appreciation. Organisations can reduce employee departures by fixing pressing push factors with programs that elevate leadership quality and enhance recognition practices and compensation packages (Orr, 2021).

External features, called pull factors, lure employees toward alternative work opportunities (Orr, 2021). External elements influencing employee retention include improved pay, enhanced development potential, and superior corporate atmospheres. The organisation may face increased employee turnover because competitors and other industries provide superior benefits to their workers (Orr, 2021).

ParcelCare should research local salary rates and work conditions, then deliver competitive wages and development options and a positive workplace culture to maintain its workforce.

AC 3.2 Retention of warehouse staff is an issue, as there are many labour market competitors. Compare the following retention approaches: realistic job previews; induction; job enrichment; and reward.

Realistic Job Previews

Realistic job preview as an employment screening practice reveals essential information about the work experience, including advantages and disadvantages, to prospective candidates before they sign employment agreements (Van Vulpen, 2020). The process enables new employees to understand their responsibilities precisely ahead of time.

Pros and cons

The presentation of an accurate job description through realistic job previews allows candidates to know exactly what they consent to join, which minimises employee departures from misunderstandings (Van Vulpen, 2020).

This strategy poses a drawback because it may discourage prospective candidates who view the position requirements as too demanding or having too many difficulties accentuated during the presentation process (Ranjan, 2023).

Induction

The new employee integration process through induction enables staff members to learn about company culture, operational practices, and specific responsibilities (Employment Law & Settlement Agreement Solicitors, 2025). The process consists of education followed by a procedure to show the team members to each other.

Pros and cons

A thorough employee-onboarding program leads to new hires’ comfort and retention of dedication, thus lowering their risk of separation from the organisation. The induction process results in satisfied employees because it builds their confidence in their role responsibilities (Nasrudin, 2021).

An inappropriate design of new employee programs causes frustration and disconnection, which might cause first-time employees to feel dissatisfied at work during their early professional period (Nasrudin, 2021).

Job Enrichment

Assessing and improving employee roles by giving workers more duties while expanding their self-reliance and enabling better professional advancement would be known as job enrichment. This method aims to deepen the work value for employees (Brookins, 2025).

Strengths and weaknesses

Job enrichment produces positive outcomes by adding work variety and learning opportunities, resulting in increased employee satisfaction, better motivation, and decreased employee departures (Brookins, 2025).

Job enrichment may present two weaknesses since enriching all roles becomes difficult when jobs contain many routine tasks, and employees will feel frustrated when additional duties are not adequately organised (Reddy, 2024).

Reward

Employees receive compensation through monetary payments and non-financial motivators in reward systems, which sustain motivation and improve retention. An employee reward system contains payment structures, bonus systems, employee benefits and recognition initiatives, and additional organisational perks (Cotton, 2023).

Pros and cons

A competitive reward system acquires skilled employees effectively and maintains their presence while acknowledging their accomplishments to improve team spirit and decrease staff departure (Cotton, 2023).

A long-term work focus gets diminished because organisations focus too heavily on financial rewards, which fail to solve fundamental employee satisfaction concerns, including professional advancement and workplace atmosphere issues (Bravo, 2021).

Similarities and Differences

Employee satisfaction and retention remain the common goals of these four workplace strategies, which adopt separate methods to achieve their objectives. Job preview training and employee induction programs align with workplace expectations, and this strengthens new team member readiness. In contrast, job enrichment and motivational rewards seek to improve staff satisfaction by increasing job drive and satisfaction levels. Realistic job previews and induction address employee needs in employment’s first stage. In contrast, job enrichment with reward systems focuses on maintaining employee motivation and engagement throughout an employee’s entire work journey.

AC 3.3 To influence the senior leadership team to accept that employee turnover should be addressed, explain the impact of dysfunctional employee turnover.

Dysfunctional turnover

High-performing staff and essential operational personnel who leave an organisation create dysfunctional employee turnover that negatively affects workplace performance (Hazelton, 2024). Organisations face more substantial performance issues from dysfunctional turnover because this type of exit involves the loss of essential skilled personnel who enhance operational efficiency.

Direct Costs

Filling the position of high-performing employees leads organisations to make significant financial commitments for recruitment activities, including recruitment ads and interview processes (Floeck, 2022). Hiring new employees requires expenses for training steps as well as the onboarding process. Due to high costs, finding an appropriate senior warehouse manager successor requires major expenses and significant training duration after recruitment.

Standard work productivity declines when vital team members leave their positions, and their work responsibilities must be redistributed among existing personnel.  The duration of the replacement process creates operational instability, which affects productivity results (Floeck, 2022).

Indirect Costs

Specialized knowledge and expertise possessed by top performers make it challenging to find replacements after their departure. When experienced workers leave the organization, they take away vital intellectual qualities, negatively influencing the entire work process (People XCD, 2023). When experienced warehouse staff leave their position, it takes new hires an extended period to achieve the same professional level.

Turnover stress created by dysfunctional employee departures leads to a decrease in remaining employee morale due to the perception that several important colleagues have left. Such departures subsequently reduce employee job satisfaction and create workplace disengagement, which might result in further staff departures and high turnover rates (People XCD, 2023).

The performance of ParcelCare suffers from defective turnover, which results in higher expenses, rational interruptions, and declining employee satisfaction. Maintenance of a solid, stable workforce depends on resolving this problem.

AC 4.1 ParcelCare employs the majority of employees on permanent, full-time contracts. You feel these contracts have their place, but it is time to consider whether other types of contractual arrangements could be beneficial to the organisation, especially when demand for delivery services increases and decreases. Assess the suitability of permanent, full-time contracts for delivery drivers as well as two other types of contracts.

The number of workforce members at ParcelCare remains flexible based on how much their delivery services need to grow. Most employees currently work full-time permanently, but the organization could use alternative contracts to adjust to changing market conditions better. The following is an evaluation of the conditions for permanent full-time, temporary, and zero-hours contracts.

Permanent, Full-Time Contracts

Positives and negatives

Job Security is a strong advantage of permanent contracts since they provide delivery drivers with financial stability and predictable income, making them satisfied and loyal to their work (Adecco, 2023). Additionally, essential labour features of permanent contracts include career advancement programs and pension benefits that create long-term workplace dedication among employees because these conditions lead them to expect future job opportunities with the company.

However, ParcelCare must maintain its full-time staff expenses throughout diminished parcel delivery periods because it maintains a broad permanent employee base. The system becomes less efficient because delivery volumes sometimes experience substantial changes (Geers, 2023). Besides, the elastic nature of full-time employee contracts suffers from inflexibility, resulting in excess staff and shortages when work levels change.

Temporary Contracts

Positives

Supplying temporary contractors through contracts enables ParcelCare to bring on extra delivery drivers during busy periods without creating permanent workforce positions. This mechanism enables the company to handle variations in customer demand (Miller, 2021). The inability of temporary workers to qualify for permanent staff benefits leads organizations to pay fewer costs when they need short-term personnel (Miller, 2021)

Nevertheless, extended temporary contracts can lead to excessive worker departures and less experienced team members, negatively impacting service delivery and operational processes (Vreede, 2024). Also, frequent employee training for temporary workers increases training expenses because new staff requires repetitive training sessions (Vreede, 2024).

Zero-hours Contracts

Positives and Negatives  

Zero-hours contracts are flexible because they allow ParcelCare to change their driver numbers depending on variable demand while staying unconstrained by fixed working hours (CIPD, 2022). ParcelCare utilizes such contracts effectively when they encounter peak demand periods during seasonal times.  Employees on zero-hours contracts face reduced costs to the company because they receive payment only for worked hours when demand is low (CIPD, 2022).

However, employees receive lower satisfaction and morale because zero-hours contracts generate uncertain work schedules concerning timing and pay. This can also increase turnover (James, 2021). Besides, the extensive use of zero-hours contracts creates potential risks to public reputation and legal investigation from exploited employees and unfair treatment.

Conclusion

Due to demand variations, ParcelCare should adopt temporary work agreements, zero-hours work arrangements, and permanent full-time positions. ParcelCare achieves workforce adaptability and cost management by hiring staff under different contract types. The organisation must negotiate between flexible contract employment and employee retention and satisfaction goals.

AC 4.2 At present, an ad hoc approach is taken to onboarding and typically involves the line manager ensuring new starter forms are completed and health and safety training provided. You identify that onboarding can be improved but first need to convince others that investment in this area is worthwhile. Explain the benefits of effective onboarding. 

Proper onboarding programs provide essential components new employees require to succeed while maintaining long-term organizational commitment (Caveney, 2024). The present ad hoc onboarding system at ParcelCare fails to guarantee a seamless new starter experience. A structured onboarding process built with comprehensive guidelines will generate multiple advantages for Parcelcare.

Enhanced employee retention and engagement

Employee engagement receives a significant positive change from a well-designed onboarding process. Employees who gain necessary resources during their first day tend to establish stronger bonds with the organization while feeling more valuable (Caveney, 2024). An adequately designed onboarding process gives new hires essential information about company culture, duties, and performance requirements to enhance job satisfaction. Organizations with engaged employees experience lower employee turnover because their workers choose to stay, reducing hiring expenses and training costs (Caveney, 2024). ParcelCare would face reduced turnover among employees, particularly those in highly competitive professional positions.

Increased Productivity and Performance

New employees gain essential performance capabilities through an effective onboarding process, which enables them to deliver workplace tasks with strength and competence. Employees can provide meaningful contributions right from their start date when organizations clearly define expectations, offer specific training, and introduce them to team members (Maheux-Rochette, 2023). The onboarding process shortens the necessary period until new employees reach their full operational potential. Onboarding programs that provide targeted training to warehouse staff and delivery drivers simultaneously make them proficient at their duties and safety standards, resulting in operational excellence and superior service quality (Maheux-Rochette, 2023).

Consequences of Inadequate Onboarding

When employees experience a shortfall in onboarding solutions, they tend to feel overwhelmed while also losing connection and inner support, thus creating performance issues and increasing employee departure (Conway, 2024). Poor role and organizational cultural clarification lead to employee disengagement, thus affecting overall productivity and workforce morale.

Increased Employee Disorientation and Confusion

New employees develop disorientation and confusion due to inadequate onboarding processes, thus creating possibilities for mistakes. When employees receive no direction on company processes and systems or how to handle the workplace, they battle with role understanding and adaptation (Paychex¸2023). The absence of proper onboarding produces several problems, including operating errors and lost chances for career progress. Toxic onboarding contributes to operational disruptions at ParcelCare, particularly with delivery drivers and warehouse staff, since their work requires clear protocols and instructions to keep services safe and of high quality (Paychex¸2023).

Hence, a well-developed onboarding process at ParcelCare helps the organization achieve better employee engagement, longer employee retention, and higher workplace productivity. An adequately designed onboarding system produces strong foundations for new team members to build success that enhances their organizational contribution.

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