CIPD 5HR02 Talent Management and Workforce Planning Group Assignment Written Brief

5HR02

Format

Word Count

Task 1

Written Brief

Total words = 3510 - 4290 maximum

Compliance Requirements

Notes

Complete the cover sheet in full

This is provided in the assignment brief by Bradfield

Include wet signature + date

Date should be the date you submit the assignment. In the case of resubmission, add the new date in different colour.

Include word count

For each submission, the correct word count should be updated on the cover sheet in different colour.

If there are two tasks, individual word count for each task must be declared.

Clearly mark the AC for each section

The AC numbers are included with each question in the assignment brief.

Each AC must have a relevant academic reference

It is mandatory to have atleast one in-text citation and a corresponding reference for EACH AC.

Show wider reading with Harvard Style references

Harvard Style Referencing includes two key aspects:

1)    In-text citation in the main body of the assignment.  This follows the format of

(Author Last Name, Year of publication). Eg: (CIPD, 2023) or (Obama, 2023)

2)    Reference list at the end of the assignment which includes full detail of where the reader can find your reference.  You can use citethisforme.com to help you generate correct, alphabetical reference list.

Don't exceed word count limit.

For each task, you must stay within the word count limit.  You have 10% above or beyond the allocated word count to fall in the ideal range of the answer.

Include all parts in ONE MS word file

You must only submit ONE file on the portal. This should include the cover sheet + answers + references + feedback sheet in MS Word format only.

Evenly spread the word count across all ACs

It is best practice to have all answers of approximately similar length.  Spread the word count evenly across all answers. 

Use workplace examples where possible

Enhance each answer with application of theoretical concepts with live workplace examples to score higher.

Understand the command verbs for AC

The brief below explains what each command verb must include. Use your word count wisely to address these command verbs

Assignment Components

Included Yes / No

Title page showing learner and centre details

NO

Contents page

NO

Introduction

YES

Titles

YES

Subtitles

YES

In-text citations

YES

Diagrams / Graphs / Charts

NO

Tables that include numbers

NO

Written narrative included / embedded in tables

YES

Conclusion

YES

Recommendations

YES

Assessment questions (The A.C wording / numbers)

NO

Appendices

NO

Reference List

NO

Assignment Question

Tutor & Learner Guidance

Explanation of the command

Verb

Indicative content provided by

CIPD

Question 1: New entrants to the parcel delivery market and other labour market competitors have adversely affected ImportantParcel ability to compete in labour markets. Explain how ImportantParcel can strategically position themselves in competitive labour markets.

A.C 1.1

Explain how organisations strategically position themselves in competitive labour markets.

Use the organisation in the scenario and explain TWO of the strategies in place to make them an employer of choice in a competitive labour market.

Higher grades may be awarded to those who include relevant examples from research. 

Explain: Write this in sufficient detail with descriptions. It is not a short bullet list.

Suggested source:

https://www.cipd.org/uk/knowle

Competitor analysis, strengths and weaknesses of competitors’ employee experience; organisational positioning  including the characteristics of an employer of choice; attitudes to reward and culture; employer branding; organisational image, ethics and reputation.

dge/guides/strategic-workforce-

planning/

Employer Brand | Factsheets |

CIPD

Question 2: Explain the impact of changing labour market conditions on

resourcing decisions at ImportantParcel.

A.C 1.2 

Explain the impact of changing labour market conditions on resourcing decisions.

Offer TWO separate examples of  contemporary & changing labour market conditions that may have a direct impact on resourcing decisions.

Higher grades may be awarded to students who demonstrate a higher level of research & application with contemporary examples for both examples discussed.

Explain: Write this in sufficient detail with descriptions that  give account of the purposes or reasons.

It is not a short bullet list.

Suggested source:

https://www.cipd.co.uk/knowledg

Changing labour market conditions: differences between tight and loose labour markets; trends in the demand and supply of labour and skills; reasons for trends using analytical models such as political, economic, social, technological, legal, environmental. Resourcing  decisions: may be taken in relation to employer branding, recruitment methods, retention strategies,

e/strategy/organisational-

development/workforce-

reorganisations, development decisions and long-term planning, critical incidents, national, international and global pressures and crises, changing faces and methods of working.

planning-factsheet

Question 3: 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 ImportantParcel could benefit from this activity.

A.C 2.1

Analyse the impact of effective workforce planning.

Define what workforce planning is, with supporting research of your explanation.

THEN offer TWO examples of its impact when workforce planning is done effectively and the benefits to the organisation.

Higher grades may be awarded to those who include relevant, researched examples relating to the scenario.

Analyse: Separate information into components and identify their characteristics. 

Suggested source:

https://www.cipd.co.uk/knowledg

Impact of forecasting demand for labour; forecasting internal and external supply of labour; identifying and analysing gaps between supply and demand of labour; strategies to address the gaps between supply and demand.

e/strategy/organisational-

development/workforce-

planning-factsheet

 Question 4: To strengthen your argument to introduce workforce planning, evaluate techniques that can be used to support the process of workforce planning.

A.C 2.2

Evaluate the techniques used to support the process of workforce planning.

Offer TWO examples of techniques that support workforce planning.

Evaluate the benefits and challenges of both.

Higher grades may be awarded to those who include relevant, researched examples relating to the scenario.

Evaluate: Make a qualitative (written) judgement considering different factors and using available knowledge /experience/evidence.

Suggested source:

https://www.cipd.co.uk/knowledg

Techniques to forecast demand:  managerial judgement, working back from costs, systemic approaches. Data used to forecast supply: promotion/demotion rates, transfer rate, employee turnover rate, factors affecting external supply, critical incident analysis.

e/strategy/organisational-

development/workforce-

planning-factsheet

Question 5: Currently, vacancies are advertised on ImportantParcel’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.

A.C 2.3

Evaluate the strengths and weaknesses of different methods of recruitment and selection to build effective workforces.

Offer an evaluation of the strengths and weaknesses of TWO contemporary recruitment methods.

Then do the same for TWO contemporary selection methods.

Please note the evaluation should be clear and supported by Best Practice research.

Higher grades may be awarded to those who include relevant examples in modern People Practices.

Evaluate: Make a qualitative (written) judgement considering different factors and using available knowledge /experience/evidence.

Suggested source:

Recruitment process overview |

Recruitment methods may include internal and external methods, informal and formal methods; advertising through different media such as employment agencies, educational liaison, social media, intranet sites, websites, newsletters, job bulletins, job boards, job centres, etc.

Selection methods may include  application screening, selection  interviews, ability and personality  testing, job references, work samples, trial shifts and assessment centres, etc; how to conduct fair and objective assessment; impact of new and emerging technologies on recruitment and selection; diversity and fair access of opportunities for all; evaluation of the effectiveness, validity and reliability of  recruitment and selection practices.

Factsheets | CIPD

Selection Methods | CIPD

Question 6: 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.

A.C 3.1

Discuss factors that influence why people choose to leave or remain in organisations.

Discuss TWO different factors why people leave in an organisation. One of the factors should be PUSH factors.

Then

Discuss TWO different factors why people may remain in an organisation. One of your reasons should be PULL factors.

Remember to apply the given scenario in your answers and use research.

Higher grades may be awarded for supporting research on contemporary issues.

Discuss: Give a detailed account including a range of views or opinions, which include contrasting perspectives.

Suggested source:

Employee turnover and retention

Differences between voluntary and  involuntary turnover; differences between avoidable and unavoidable turnover; push and pull factors.

| Factsheets | CIPD

Assignment Question

Learner Guidance

Command verb

Indicative content

Question 7: 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.

A.C 3.2

Compare different approaches to retaining people.

Compare the different approaches for retaining talent suitable to the given scenario.

1.    Realistic Job previews

2.    Induction

3.    Job enrichment

4.    Reward

A table structure may be useful to answer this question, but ensure sufficient content

 is offered.

Higher grades may be rewarded to students who demonstrate a higher level of research & strong, clear presentation of content.

Compare: Identify / look for similarities and differences.

Suggested source:

Employee turnover and retention

| Factsheets | CIPD

Approaches to retention may include appraisal, training and development, lateral moves, flexible working and work-life balance, workplace characteristics, fair and equitable reward, career breaks, realistic job previews, job enrichment, etc.

Question 8: To influence the senior leadership team to accept that employee turnover should be addressed, explain the impact of dysfunctional employee turnover.

A.C 3.3

Explain the impact of dysfunctional employee turnover.

Offer a researched definition of what is meant by ‘dysfunctional employee turnover’

 THEN explain TWO direct impacts associated with it.

Reference to current research or statistics may support a higher-grade mark.

Explain: Write this in sufficient detail with descriptions that  give account of the purposes or reasons.

It is not a short bullet list.

Suggested source:

Employee turnover and retention

| Factsheets | CIPD

Costs associated with dysfunctional  employee turnover; methods of measuring employee turnover; direct costs such as recruitment and selection costs, time to process leaver and starter, induction and  initial training costs; indirect costs such as loss of productivity by leaver and new starter, loss of skills, knowledge and morale in team, loss of return on any investment for the leaver.

Question 9: ImportantParcel employs the majority of employees on permanent, fulltime 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.

A.C 4.1

Assess suitable types of contractual arrangements dependent on specific workforce need.

Assess four different contract types below and briefly explain when they might or might not be SUITABLE to use to meet a specific workplace need in the given scenario. 

Apply UK legalisation to this answer if possible.

You MUST include:

▪  FULL TIME

▪  PERMANENT

Then choose TWO from the list below:

▪  TEMPORARY

▪  PART TIME

▪  ZERO HOURS

Higher grades may be rewarded to students who demonstrate a researched link between the needs of the business & suitability of contract offered.

Assess: Offer a reasoned judgement of the standard/quality of situation/ skills informed by relevant facts.

Suggested source:

Employment status | CIPD

Contracts of Employment |

Factsheets | CIPD

Zero Hours Contracts |

Factsheets | CIPD

Matching workforce need to contractual arrangements. How work can be delivered through different contracts: employee, worker, contractor; permanent, temporary, full-time, part-time, zero-hours; how work can be delivered and resourced in different ways including the ‘gig economy’.

 Question 10: At present, an adhoc 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.

A.C 4.2

Explain the benefits of effective onboarding.

Explain TWO proven benefits of effective  onboarding. Remember to use the context of the case study scenario and offer best practice research.

Significant reference to current research or theory that supports Best Practices may support a higher-grade mark.

Explain: Write this in sufficient detail with descriptions that  give account of the purposes or reasons.

It is not a short bullet list.

Suggested source:

Induction | Factsheets | CIPD

Purpose of onboarding such as successful integration of new employees and reduced risk of

‘induction crisis’; the benefits of an effective onboarding programme, such as introduction to and appreciation of the organisation’s culture and norms, improved effectiveness in role, retention and reduced employee turnover.