5HR02 Talent Management & Workforce Planning

5HR02 Assessment Guidance 2
June 2024 – June 2025
Passing your Assignment FIRST TIME – Some hints and tips
Best
Practices
Word Count
YOUR
Organisation
CIPD Case
Studies
Insight
Referencing
Regional Context
At Associate level, references are Mandatory.
o SHORT References
o LONG References
You MUST provide both types of reference.
CIPD is very strict on word count and only allow for 10% more or less than
the SPECIFIED word count. So, keep to the approximate number of words
(excludes Question and References)
Try and relate your answer to what is
happening in YOUR organisation and
any ‘best practice’ organisations
which you know about.
Insight means demonstrating that you have a good and practical understanding of the topic area.
It is important to justify your thinking and argue your point.
At Diploma level it is not enough to just provide a definition or description. You need to be able to answer questions like:
• What is it? Why is it important? What are the positive and negative aspects? How you apply it in your organisation etc.
Where possible provide a wider context to
your answer by referring to some of the
national or regional factors which are
influencing the topic area (For example:
PESTLE, Vision 2030, Covid-19 etc.)
For some Assignments,
CIPD provide a case
study which you MUST
use when guided to in
the AC questions.
5HR02 Assessment Guidance
3
June 2024 – June 2025
Referencing
At Foundation level it is encouraged.
There are 2 types of references you need to use:
SHORT reference
• You provide the reference in the text immediately after the section where you have used the author’s work.
• Put in brackets the name of the Author / website (CIPD) and the date of the publication (2023).
LONG reference
• This is the full reference and should be placed at the end of your LEARNER Assessment Brief in the box provided OR in the final slide of your PowerPoint
presentation.
You MUST provide both SHORT & LONG references.
Referencing Examples Below:
PESTLE
SHORT Reference: Pathak, 2021
LONG Reference: Ritesh Pathak, 15/02/2021, What is PESTLE Analysis? Everything you need to know about it, https://www.analyticssteps.com/blogs/what-pestleanalysis
Kübler-Ross Change Curve
SHORT Reference: erkfoundation, 2024
LONG Reference: ERK Foundation, (date YOU viewed this website), Kubler Ross Change Curve, https://www.ekrfoundation.org/5-stages-of-grief/change-curve/
Evidence-based practice for effective decision-making
SHORT Reference: CIPD, 2024
LONG Reference: CIPD, 31, July 2024, Evidence-based practice for effective decision-making, https://www.cipd.org/en/knowledge/factsheets/evidence-based-practice-factsheet/
Equality Act 2010
SHORT Reference: Legislation.gov.uk, 2024.
LONG Reference: Legislation.gov.uk, Equality Act 2010, (date YOU viewed this website), www.legislation.gov.uk/ukpga/2010/15/contents
NOTE:
IF you are referencing a website that has no date stamp on it (like the Organisational Culture reference above) then put the date you viewed the website.
5HR02 Assessment Guidance
4
June 2024 – June 2025
Assignment Case Study
ParcelCare is a long-established national parcel and package delivery service.
• ParcelCare is now finding it difficult to attract, recruit and retain staff throughout the organisation.
• You have just started in your new role of People Manager and have been asked to report to senior leaders on how these issues can be addressed.
AC 1.1 – Explain how organisations strategically position themselves in competitive labour markets. 300 words
Sub-Headings Question Content Have you done this?
Competitive Labour Market Briefly explain what a competitive labour market is
• Define it and then explore, with examples from your own organisations or ones you are familiar with, why it is important
for organisations to understand and stay up to date with the labour market trends in their country and sector.
o Try and provide some local examples of how organisation are competing, supported, where possible, with
evidence.
How ParcelCare can
position itself
Explain how ParcelCare can position itself so it can successfully compete in this market
• You should consider Competitor Analysis, Employer of Choice and Employer Branding in your answer
AC 1.2 – Explain the impact of changing labour market conditions on resourcing decisions. 400 words
Sub-Headings Question Content Have you done this?
Tight and Loose Labour
Market
Explain HOW ‘tight’ and ‘loose’ labour markets could impact resourcing decisions at ParcelCare
o TIGHT Labour market
o LOOSE Labour market
Labour Market Trends x 3 Identify 3 more labour market trends
• For example: the rise in flexible working arrangements, fewer older people in work, legislation regarding the hiring of local
workers, etc
o Labour Market Trend 1 and HOW it could impact ParcelCare’s resourcing decisions
o Labour Market Trend 2 and HOW it could impact ParcelCare’s resourcing decisions
o Labour Market Trend 3 and HOW it could impact ParcelCare’s resourcing decisions
For example:
recruitment methods, retention strategies,
reorganisations, development decisions
and long-term planning etc…
5HR02 Assessment Guidance
5
June 2024 – June 2025
AC 2.1 – Analyse the impact of Workforce Planning. 400 words
Sub-Headings Question Content Have you done this?
Workforce Planning Briefly define the term Workforce Planning
Effective Workforce
Planning
Provide an analysis for the Senior Leadership Team.
• If effective workforce planning is completed within ParcelCare, what would the positive impacts be on the organisation?
IF forecasting is NOT done? What would the impact be if forecasting is not done?
• Provide an analysis
• For example, what is the impact of a gap between workforce supply and demand?
AC 2.2 – Evaluate the techniques used to support the process of workforce planning.. 400 words
Sub-Headings Question Content Have you done this?
Workforce Planning
Technique x2
Choose TWO specific techniques or tools to support Workforce Planning
• Briefly explain each tool/technique
o Workforce Planning Technique 1
o Workforce Planning Technique 2
Most useful for ParcelCare Provide a brief judgement as to which YOU think would be most useful for ParcelCare and WHY?
AC 2.3 – Assess the strengths and weaknesses of different methods of recruitment and selection to build effective workforces. 400 words
Do NOT use ADVERTS on the Company website or INTERVIEWS in your answer as ParcelCare is already using these.
Sub-Headings Question Content Have you done this?
Recruitment method x2 Evaluate TWO recruitment method (its strengths and weaknesses)
• For both recruitment methods you must explain how they help to build effective workforces for ParcelCare
o Recruitment Method for ParcelCare 1
o Recruitment Method for ParcelCare 1
Interview method x2 Evaluate TWO Interview method (its strengths and weaknesses)
• For both Interview methods you must explain how they help to build effective workforces for ParcelCare
o Interview Method for ParcelCare 1
o Interview Method for ParcelCare 1
Most useful for ParcelCare Provide a brief judgement as to which RECRUITMENT and INTERVIEW YOU think would be most useful for ParcelCare and WHY?
Evaluate each tool or technique.
o How effective is the tool?
o What are the pros and cons?
5HR02 Assessment Guidance
6
June 2024 – June 2025
AC 3.1 – Discuss factors that influence why people choose to leave or remain. 400 words
Sub-Headings Question Content Have you done this?
Avoidable and Unavoidable
Turnover
Define avoidable and unavoidable turnover
• Then discuss the difference between them and try to provide some real-life examples from your own organisation, or one
you are familiar with.
PUSH factors x2 Define PULL factors
• Then discuss TWO Push factors that would cause employees to leave of ParcelCare. For example: lack of career
opportunities, poor relationship with manager, discrimination etc..
o ParcelCare PUSH factor 1
o ParcelCare PUSH factor 2
PULL factors x2 Define PULL factors
• Then discuss TWO Pull factors that would cause employees to leave of ParcelCare. For example: better pay, flexible
working, attraction of a new role etc..
o ParcelCare PULL factor 1
o ParcelCare PULL factor 2
5HR02 Assessment Guidance
7
June 2024 – June 2025
AC 3.2 – Compare different approaches to RETAINING People. 400 words
Sub-Headings Question Content Have you done this?
RETAINING People
approaches
Compare the following retention approaches:
1. Realistic job previews
2. Induction
3. Job enrichment
4. Reward
We advise you use a table format with detailed narrative for this task
AC 3.3 – Explain the impact associated with DYSFUNCTIONAL employee turnover. 300 words
Sub-Headings Question Content Have you done this?
Dysfunctional turnover’ Explain what ‘dysfunctional turnover’ means.
• Define it and then explore, with examples from your own organisations or ones you are familiar with, WHY it is important
for organisations to understand and identify dysfunctional turnover trends in their organisation.
Different ways
dysfunctional turnover can
impact ParcelCare x3
Explain to the ParcelCare Senior Team THREE different ways this can impact ParcelCare.
• You should include exploring the direct and indirect (hidden) costs, and other impacts such as the psychological impact
o HOW dysfunctional turnover can impact ParcelCare 1
o HOW dysfunctional turnover can impact ParcelCare 2
o HOW dysfunctional turnover can impact ParcelCare 3
You must provide a comparison.
• How are the approaches similar?
• How are the approaches different?
o You could consider: differences in cost to the
organisation, outcome for the employee, time to
administer, resources required etc…
5HR02 Assessment Guidance
8
June 2024 – June 2025
AC 4.1 – Assess suitable types of contractual arrangements dependent on specific workforce needs. 400 words
Sub-Headings Question Content Have you done this?
PacrcelCare Permanent
Full-time Contract
Assess the suitability of permanent, full-time contracts for Delivery Drivers at ParcelCare.
• What are the pros and cons? How suitable do YOU believe this contract is for the Delivery Driver role?
PacrcelCare Contracts x2 Assess TWO other types of contracts that could be used for Delivery Drivers at ParcelCare.
• For example: you could discuss part-time, zero hours, contractor, or temporary.
• What are the pros and cons? How suitable do YOU believe this contract is for the Delivery Driver role?
o Delivery Driver Contract 1
o Delivery Driver Contract 2
Most useful for ParcelCare Provide a brief judgement as to which type of contract YOU believe would be most suitable for the Delivery Drivers at
ParcelCare and WHY?
AC 4.2 – Explain the benefits of effective onboarding. 400 words
Sub-Headings Question Content Have you done this?
Onboarding explained Briefly explain the term ‘onboarding’
Benefits of effective onboarding for Parcel Care
x3
Identify and explain THREE benefits of effective onboarding for ParcelCare.
DO NOT discuss Health and Safety training as this is already covered by ParcelCare
• You could discuss things like: introduction to and appreciation of the organisation’s culture and norms, improved
effectiveness in role, retention and reduced employee turnover.
• Benefits of effective ONBOARDING 1
• Benefits of effective ONBOARDING 2
• Benefits of effective ONBOARDING 1