Contents
- 1. Unit Aims and Outcomes
- 2. Learning Outcomes and Assessment Criteria
- 3. How To Approach The Unit
- 4. Support
- 5. Assessment Questions and Tips
- 6. Marking Descriptors and Marking Grid
- 7. Submitting Your Assessment
- 8. Unit Disclaimer and Updates
- 9. Appendix
1. Unit Aims and Outcomes
About This Unit
This unit focuses on the impact of effective workforce planning in considering the development of diverse talent pools and how to contract and onboard the workforce. It also includes analysis of the potential cost to the organisation if this is poorly managed and the tools and interventions required to mitigate this risk.
Unit Information
- Unit Credits: 5
- Guided Learning Hours (GLH): 25 hours
- Additional Learning Time: 35 hours
- Version: 5
Guided learning hours represent viewing recordings, attending live sessions, completing your eLearning, and support from tutors. Additional learning time includes self-study, research and assessment preparation and completion.
What You Will Learn
You will extend your understanding of labour market trends and their significance for workforce planning. You will explain how organisations position themselves and the impact of a changing labour market on resourcing decisions. You will evaluate techniques to support workforce planning and assess the strengths and weaknesses of different methods of recruitment and selection aimed at building effective workforces. Additionally, you will examine turnover and retention trends and compare different approaches to developing and retaining talent. Finally, you will learn about the importance of managing contractual arrangements and onboarding.
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2. Learning Outcomes and Assessment Criteria
Learning Outcome 1
Understand contemporary labour market trends and their significance for workforce planning.
- Assessment Criteria 1.1: Explain how organisations strategically position themselves in competitive labour markets.
- Assessment Criteria 1.2: Explain the impact of changing labour market conditions on resourcing decisions.
Learning Outcome 2
Understand the purpose and importance of workforce planning.
- Assessment Criteria 2.1: Analyse the impact of effective workforce planning.
- Assessment Criteria 2.2: Evaluate the techniques used to support the process of workforce planning.
- Assessment Criteria 2.3: Evaluate the strengths and weaknesses of different methods of recruitment and selection to build effective workforces.
Learning Outcome 3
Understand the purpose and impact of effective talent management.
- Assessment Criteria 3.1: Discuss factors that influence why people choose to leave or remain in organisations.
- Assessment Criteria 3.2: Compare different approaches to retaining people.
- Assessment Criteria 3.3: Explain the impact of dysfunctional employee turnover.
Learning Outcome 4
Understand the importance of managing contractual arrangements and effective onboarding.
- Assessment Criteria 4.1: Assess suitable types of contractual arrangements dependent on specific workforce need.
- Assessment Criteria 4.2: Explain the benefits of effective onboarding.
3. How To Approach The Unit
Inside each unit you will find the following sections: Unit Introduction, Your Learning, and Your Assessment. You should work through each section in order. This is a strategy to allow you to systematically work through the unit.
We recommend adopting the below approach:
Plan
- Before tackling the assessment, you should plan how you are going to approach it.
- Read the assessment brief thoroughly to make sure you have a clear understanding of the nature of the tasks to be completed.
- Then, watch the assessment walkthrough videos and read this guide.
- Don’t forget you can ask your Programme Tutor any questions if you are unsure.
Learn
- Now you have planned how to tackle the assessment, you should complete each Learning Topic and the Chapters and Activities within them.
- This is how you will learn the key knowledge and skills required to complete the assessment.
- You should carry out further reading to support your work and review any recordings available.
Assess
Write your assessment as you complete Learning Topics. Keep checking with your Programme Tutor if you have any questions and don’t forget you can submit a draft (ensuring you follow the draft regulations). You can also attend live sessions or watch the recording for further information on what is required. When you have completed all your learning and written your assessment, you should begin your preparations to submit it. Check that your work is fit for submission before uploading via the Assessment Submission link.
4. Support
For this unit you will have access to the following support:
- Course Site Content
- Videos and Live Communications
- Contacting Your Programme Tutor
Course Site Content
Access this unit and work through the Unit Introduction, Your Learning and Your Assessment sections. You should read the assessment brief, use this guide for support and then work your way through each learning topic writing your assessment as you go. Don’t forget to carry out further reading to support your work.
Videos and Live Communications
If you have a question or want to seek further advice, you should watch the video walkthroughs and attend live sessions. You can also post in Student Discussion Board (in the CIPD Resources Library) to connect with other students. Remember you must adhere to the guidelines, which can be found in a pinned post on the discussion board.
Contact Your Programme Tutor
Contact your Programme Tutor via the Contact Your Tutor section in the Unit. Your Programme Tutor is a subject matter expert and can provide you with expert advice around the assessment, knowledge of HR and L&D theory, and how you can practically apply that in your assessment and workplace.
5. Assessment Questions and Tips
Assessment Type
Style of Writing: Professionals – Answers supported with Harvard referencing.
Word Count: 3,900 words (+/- 10%)
CIPD Insight Links
- Workforce Planning (2023)
- Strategic Workforce Planning (2023)
Buy Answer of This Assessment & Raise Your Grades
Assessment Questions
Answer the below questions in your assessment. They have been taken directly from the Assessment Brief.
Scenario
ImportantParcel is a long-established national parcel and package delivery service. ImportantParcel 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. In preparation, you write answers to the 10 questions below. To help the reader, please make use of headings and assessment criteria references to signpost the assessment criteria being addressed.
| AC | Assessment Criteria | Assessment Question | Indicative Content | Assessment Guidance |
|---|---|---|---|---|
| 1.1 | Explain how organisations strategically position themselves in competitive labour markets. | Explain how ImportantParcel can strategically position themselves in competitive labour markets. | 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. | You should explain the practical steps organisations take to position themselves in competitive markets. |
| 1.2 | Explain the impact of changing labour market conditions on resourcing decisions. | Explain the impact of changing labour market conditions on resourcing decisions at ImportantParcel. | 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. | You must explain the impact of changing market conditions on resourcing decisions. |
| 2.1 | Analyse the impact of effective workforce planning. | Analyse the impact of effective workforce planning, making clear how ImportantParcel could benefit from this activity. | 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. | You must produce an analysis of the impact of effective workforce planning. |
| 2.2 | Evaluate the techniques used to support the process of workforce planning. | Evaluate techniques that can be used to support the process of workforce planning. | 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. | You should provide an evaluation of the techniques used to support workforce planning. |
| 2.3 | Evaluate the strengths and weaknesses of different methods of recruitment and selection to build effective workforces. | Evaluate the strengths and weaknesses of two different recruitment methods and two different selection methods. | Recruitment methods may include internal and external methods, informal and formal methods; advertising through different media such as employment agencies, educational liaison… | You must evaluate the strengths and weaknesses of different methods of recruitment and selection to build effective workforces. |
| 3.1 | Discuss factors that influence why people choose to leave or remain in organisations. | Discuss the factors that influence why people choose to leave or remain in organisations. | Differences between voluntary and involuntary turnover; differences between avoidable and unavoidable turnover; push and pull factors. | You must discuss the factors that influence why people choose to leave or remain in organisations. |
| 3.2 | Compare different approaches to retaining people. | Compare the following retention approaches: realistic job previews; induction; job enrichment; and reward. | Approaches to retention may include appraisal, training and development, lateral moves, flexible working and work-life balance… | You must compare different approaches to retaining talent. |
| 3.3 | Explain the impact associated with dysfunctional employee turnover. | Explain the impact of dysfunctional employee turnover. | Costs associated with dysfunctional employee turnover… | You must explain the impact associated with dysfunctional employee turnover. |
| 4.1 | Assess suitable types of contractual arrangements dependent on specific workforce need. | Assess the suitability of permanent, full-time contracts for delivery drivers as well as two other types of contracts. | Matching workforce need to contractual arrangements… | You must assess suitable types of contractual arrangements dependent on specific workforce need. |
| 4.2 | Explain the benefits of effective onboarding. | Explain the benefits of effective onboarding. | Purpose of onboarding such as successful integration of new employees and reduced risk of ‘induction crisis’… | You should give an explanation of a minimum of two benefits of effective onboarding. |
6. Marking Descriptors and Marking Grid
Assessors will mark in line with the marking descriptors on the next page, and will indicate where you sit within the marking band range for each Assessment Criteria. Our markers will provide a mark from 1 to 4 for each assessment criteria within the unit. Developmental feedback will be provided where an AC is awarded a mark of 1.
Marking Descriptors Grading Band
| Overall mark | Unit result |
|---|---|
| 0 to 19 | Fail |
| 20 to 25 | Low Pass |
| 26 to 32 | Pass |
| 33 to 40 | High Pass |
Marking Descriptors
| Fail | Low Pass | Pass | High Pass |
|---|---|---|---|
| The response DOES NOT demonstrate sufficient knowledge, understanding or skill (as appropriate) to meet the AC. | The response demonstrates an acceptable level of knowledge, understanding or skill (as appropriate) to meet the AC. | The response demonstrates a good level of knowledge, understanding or skill (as appropriate) to meet the AC. | The response demonstrates a wide and confident level of knowledge, understanding or skill (as appropriate) to meet the AC. |
| Insufficient examples included where required to support answer. | Sufficient acceptable examples included where required to support answer. | Includes confident use of examples, where required to support the answer. | Includes strong examples that illustrate the points being made and support the answer. |
| Presentation or structure of response is not appropriate and does not meet the requirement of the question/assessment brief. | Required format adopted but some improvement required to the structure and presentation of the response. | Presentation and structure of response is appropriate for the question/task. | Presentation and structure of response is clear, coherent, and responds directly to the requirements of the question/task. |
| Answers are NOT acceptable and need to be clearer in responding to the task and presented in a more coherent way. | Answer is acceptable but could be clearer in responding to the question/task and presented in a more coherent way. | Answer responds clearly to the question/task and is well expressed. | Answer responds clearly to the question/task and is particularly well expressed or argued. |
| Insufficient or no evidence of the use of wider reading to help inform answer. | Sufficient evidence of appropriate wider reading to help inform answer. | Satisfactory in-text referencing. | Good evidence of appropriate wider reading to help inform answer. |
You should refer to this marking grid throughout your assessment to provide guidance for each task. Your final marks will be generated from how well you demonstrate your knowledge, skills, and understanding, providing examples, sticking to the required format, the quality of your answers, and your use of references.
7. Submitting Your Assessment
We understand the amount of work and effort that goes into preparing for an assessment submission, and to help ensure your success, we want to avoid wherever possible having to reject work or having to refer/fail a submission. By sense checking your work against the advice below prior to submission, you can maximise your chances of success.
Each submission will be checked for the items in the illustration below before it is marked. If any item has been missed, it can result in your work being rejected.
Criteria for Submission
- Front cover sheet
- CIPD number used
- Wet signature included
- Academic Misconduct
- Word count declared in range
- Assessment Word document (not PDF)
- Formatted as per brief
- AC numbers in headings
We regard any attempt by a student to gain an unfair advantage in assessment as a serious academic offence that undermines academic standards. If suspected of plagiarism or any other academic offence, you will be required to explain why this has happened and may face penalties, including losing assessment attempts.
Make sure you know how to correctly acknowledge other people’s work or opinions by accessing the Harvard Referencing Guide in the CIPD Resources Library area, or contact your Programme Tutor for further advice and guidance.
8. Unit Disclaimer and Updates
The information in this Unit Guide is correct at the time of creation and publication. Each year the CIPD makes changes to the core assessment briefs, and to the specialist and optional unit assessment briefs every 2nd year. Changes are made to ensure that the briefs are relevant and current.
There are plans to change the relevant assessment briefs each summer, starting in August 2022. We will keep you informed of any changes well in advance, and you will have a set period of time to complete the assessment you are working on before the brief changes over.
Both the CIPD and the centre hold the right to amend the unit, content, brief, and supporting materials if necessary.
9. Appendix
No appendix for this unit and assessment.
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