example cipd assignment

How to Write a CIPD Level 5 Assignment(with Examples)

• October 28, 2023
• 4 Mins Read

Writing a CIPD Level 5 project may be a pleasant and demanding experience for both HR professionals and students. The Chartered Institute of Personnel and Development (CIPD) Level 5 qualification is intended to help individuals advance their knowledge of HR and L&D. It is critical to grasp how to produce good assignments in order to succeed in this program. We will walk you through the process of creating a CIPD Level 5 assignment in this blog article, including examples and recommendations to help you succeed.

Table of Contents

Recognizing the Assignment Brief

It is critical that you properly comprehend the assignment brief before beginning to write your assignment. Identifying the important needs, such as word count, submission standards, and assessment criteria, is part of this. Consider the following assignment brief:

“Analyse the impact of employee engagement strategies on organizational performance in a case study company of your choosing.” Discuss the relevant theories and make suggestions for improvement. Your task should not be longer than 2,500 words.”

In this case, you must guarantee that your assignment is no more than 2,500 words long, that it focuses on employee engagement techniques and organizational success, and that it incorporates relevant ideas and recommendations.

Information Gathering and Research

Gather pertinent information and study materials next. This could contain academic articles, textbooks, industry reports, and case studies for a Level 5 assignment. Make certain that the sources you utilize are reliable and up-to-date. Here’s an example of how you could organize your research:

Review Academic Literature on Employee Engagement

Begin by studying academic literature on employee engagement and its impact on organizational performance. Cite applicable ideas and models, for example, Maslow’s Hierarchy of Needs or Herzberg’s Two-Factor Theory.

Choose a real-world company to serve as your case study. Collect information on their employee engagement strategies, such as surveys, policies, or success stories.

Interviews or Surveys

If possible, conduct interviews or surveys to collect primary data about the employee engagement activities of the case study company.

Organizing Your Assignment

A well-organized assignment is easy to read and evaluate. Consider the framework below for your CIPD Level 5 assignment:

Introduction (About 10% of Total Word Count)

Introduce the topic briefly and clarify the goal of the task.

Give a summary of the case study company and its significance.

Review of Literature (About 30% of Total Word Count)

Discuss pertinent theories and models concerning employee engagement and its impact.

Examine major discoveries from scholarly sources.

Methodology (About 10% of Total Word Count)

Describe your research methodologies, such as data gathering and analysis.

Justify your case study and research tools selection.

Case Study Analysis (About 30% of the Total Word Count)

Give a thorough examination of the case study company’s employee engagement practices.

Highlight their strengths and limitations in reference to the evaluated literature.

Recommendations (About 15% of the Total Word Count)

Provide ideas for the case study company to improve their employee engagement initiatives based on your investigation.

• Make sure your suggestions are practical and actionable.
• Conclusion (about 5% of total word count):
• Summarise the most important aspects of your assignment.
• Highlight the importance of your results and recommendations.

Use the appropriate referencing style (e.g., Harvard, APA, or Chicago) to cite all sources. Some tips that will help you;

Learn the Citation Style: Become acquainted with the citation style required by your discipline or institution. APA, MLA, Chicago, Harvard, and other styles are common. Get a style guide or use internet resources to learn about the rules and conventions of your preferred style.

Citation Management Software: Use citation management software such as EndNote, Zotero, Mendeley, or RefWorks. These tools let you automatically organize and cite your references, saving you time and eliminating errors.

Regular Practice

The more you practice referring, the better you’ll get. To hone your skills, create sample references and citations. It is advisable to practice with authentic materials such as articles, books, and websites.

When in doubt, consult style guidelines or instructions pertaining to your preferred citation style. These manuals contain detailed instructions on how to format references, in-text citations, and other aspects.

Use Online Reference Generators: Online reference generators can assist you in swiftly creating properly styled citations. Citation generators, such as Citation Machine and BibMe, can generate citations depending on the information you provide.

Check Your References: Before submitting your work, double-check your references to confirm they are correct. Author names, publication dates, page numbers, and URLs should all be double-checked. Errors can result in misunderstandings or lower grades.

Cite as You Write: Don’t wait until the end of your paper to add all of your sources. In order to keep your writing flowing, provide in-text citations as you write. This also aids in keeping track of your sources.

Examples to Consider

Some of the examples that I came across while working with CIPD level 5 assignment help are as under;

“Herzberg’s Two-Factor Theory suggests that both hygiene factors and motivators are critical for understanding employee satisfaction and performance (Herzberg, 1959).”

“According to a Gallup report, organizations with highly engaged employees experience 21% higher profitability (Gallup, 2020).”

“We conducted semi-structured interviews with 10 employees at XYZ Company to gain insights into their perceptions of the company’s engagement initiatives.”

“Based on our analysis, XYZ Company should consider implementing regular feedback mechanisms, such as quarterly surveys, to ensure ongoing employee engagement.”

“CIPD Report (2023) showed that you get the best input from the employees when they are adequately rewarded in a transparent way”.

A CIPD Level 5 assignment needs careful planning, extensive research, and excellent organization. You may design an engaging assignment that showcases your HR and L&D knowledge by comprehending the assignment brief, completing rigorous research, and adhering to a defined framework. Remember that real-world examples, case studies, and current research can help you create an impressive CIPD Level 5 project. Best wishes for your studies!

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5co03 Assignment Example

• June 20, 2024
• Posted by: Fletcher Samuel
• Category: CIPD Level 5

This unit explores the application of core professional behaviours, such as ethical practice, courage, and inclusivity, in building positive working relationships and supporting employee voice and well-being. It examines how the development and mastery of new professional behaviours and practices can enhance performance.

This task requires you to evaluate the importance of professional and ethical behaviours for a people practitioner and the values that underpin the people practice profession. To complete the task, provide a written response to each of the questions below, incorporating academic theory and practical examples to elaborate on your points and illustrate key concepts.

Assessment Questions

Ac 1.1 with reference to cipd profession map, appraise what it means to be a ‘people professional’..

• Explain the types of activities a people professional performs and how they should align their behaviour with the core behaviours outlined in the CIPD Profession Map.
• Evaluate the importance of a people professional adhering to these behaviours, discussing the benefits of compliance and the potential consequences of non-compliance.

To be a professional means that one must have met all the standards set out by the CIPD profession map (CIPD, 2023). The aforementioned implies that one must demonstrate a specific professional value, such as principle-led. This implies that people professionals should work towards demonstrating a high level of professionalism as ambassadors of people professionals. For instance, they should always pursue constructive development and improvement and leverage their expertise to create meaningful work for individuals while creating value for the organisation (CIPD, 2023). In addition, people professionals should be evidence-based. As a result, they should only make decisions informed by behavioural science and academic research, organisational data, and people practitioner expertise rather than intuition. This reduces errors and improves efficiency.

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AC 1.2: Recognise how personal and ethical values can be applied in the context of people practice

• Define the term “ethical values.”
• Discuss why it is important for people professionals to act in accordance with these values, such as equality, valuing others, and fairness.
• Provide two examples from the workplace where ethical values have been applied in a people practice context.

Ethical values can be defined as fundamental principles and standards that guide the behaviour, decisions, and actions of people professionals in their interactions with stakeholders such as employees, shareholders, and the organisation (CIPD, 2022). 

Ethical values are important in the work of a people’s practice context for various reasons, a practitioner for various reasons. For example, ethical values assist in building employee trust and engagement. This is because they create an atmosphere of fairness in the workplace (Schroeder et al., 2019). As a result, employees are more likely to seek assistance and communicate their concerns.

Ethical values also help to ensure legal compliance in the organisation. This is with regard to employment regulations such as the Equality Act of 2010 that make it illegal to discriminate against employees. This also helps in preventing the risk of employee claims in the employment tribunal and legal, financial and reputational costs that may arise. Moreover, ethical values help in creating a positive workplace culture where employees are treated with respect and dignity; this improves their job satisfaction, motivation and performance. Some of the ethical values that may be applied in people’s practice context include respect, fairness and equity.

AC 1.3: Consider the importance of people professionals contributing to discussions in an informed, clear and confident way to influence others.

• Explain why it is important for people professionals to influence others and ensure the ‘people practise voice’ is heard.
• Provide an explanation of three methods that people practitioners can use to influence others: one for being informed, one for being clear, and one for being confident. Examples include making an evidence-based argument, using facts and data to support contributions, adjusting volume, tone, and pace, summarising and checking understanding, and speaking up courageously.

It is important for people professionals to be able to influence others through informed, clear and confident communication. The aforementioned is important and ensures people professionals articulate the importance of human resource practices aligning with organisational goals and objectives and how the people profession can help to achieve this (Harper, 2023). This ensures that human resources is perceived as a valuable contributor to organisational success. In addition, effective communication can have a positive impact on employee engagement. When people professionals communicate human resource policies and practices, such as available development opportunities and rewards, employees become better informed and are likely to be motivated (CIPD, 2023a). Furthermore, effective communication by people professionals is a valuable skill when managing organisational change. This is because they assist organisations in providing a better understanding of new processes and structures and how to adapt to them. This reduces resistance and helps in establishing buy-in.

AC 1.4: Recognise when and how you would raise matters which conflict with ethical values or legislation.

a) where you consider something to be unethical (whether or not it is illegal), 

b) where you believe something contravenes legislation.

• Provide an explanation of different situations where you would raise an issue of concern with a manager or other authority, including the steps you would follow in the process, for the following two areas:

a) When you consider something to be unethical (whether or not it is illegal) 

b) When you believe something contravenes legislation

• Examples could relate to discrimination, harassment, or unfair dismissal processes. Include references to organisational policies, whistleblowing procedures, CIPD values, and the Code of Conduct.

Where you consider something to be unethical (whether or not it is illegal)

One of the unethical issues that I would raise with my manager at work is the neglect of employee health and safety. Notably, it is ethical for employers to ensure that employees are working in a safe working environment and have access to proper safety equipment and training.

The aforementioned not only demonstrates respect for all people’s dignity but also acts as a way of ensuring employees’ health and well-being are protected. Ultimately, this contributes to improved job satisfaction, productivity and loyalty.

In the event, there is an employee health and safety issue, such as poor hygiene and poorly maintained equipment. I would first investigate the issue and gather evidence to present to the manager. I would then consider what the organisation’s grievance procedure is before making a complaint. When invited to a hearing, I would explain to the manager the risk of neglecting employee health and safety at work, including accidents, poor health, disengagement and turnover. Similarly, I would explain the importance of ethical practice in the organisation, which includes treating individuals with dignity and recommend strategies for delivering training and improving the equipment for the manager’s consideration.

AC 2.1: Argue the human and business benefits of people feeling included, valued, and fairly treated at work linking to related theory.

• Discuss two theories or models, such as those by Daniel Pink’s 3 elements of motivation, McClelland’s 3 needs, Maslow’s Hierarchy of Needs and David Rock- SCARF model, and explain what they suggest about the human and business benefits of employees feeling included, valued, and fairly treated.
• Conclude your discussion with a summary of your own views on these benefits. Consider examples such as job satisfaction, enhanced worker well-being, reduced sickness, and increased retention.

Maslow’s hierarchy of needs

Maslow’s hierarchy of needs, developed by Abraham Maslow, posits that individuals are motivated by specific five-tier human needs that can be depicted in the form of a pyramid (Hopper, 2020). These include physical needs at the bottom of the pyramid, safety needs, belongingness and love needs, esteem needs, and self-actualisation needs. Notably, Abraham Maslow’s hierarchy of needs also provides an effective framework for understanding how employees are motivated in the workplace and how they can be supported to achieve them. 

For example, to support employees in achieving their physiological needs, people professionals can provide them with competitive salaries and benefits (Hopper, 2020). In addition, people professionals can fulfil employee’s safety needs by providing a safe working environment, job safety and protection from discrimination. 

From Maslow’s hierarchy of needs, employees working in organisations that support them in achieving their needs are satisfied and are more motivated and committed to the organisation, which improves their productivity.

AC 2.2: Discuss strategies for designing and ensuring inclusive people practices.

• Using a people practice initiative such as introducing flexible working as an example, discuss two ways in which a people professional can incorporate inclusivity at the design stage. This could include methods such as discussions, email and document exchanges, research, or consultation activities.
• Additionally, discuss two ways to evaluate inclusivity after the initiative is first implemented. This could involve gathering informal or formal feedback and consulting to assess how well the practice addresses and embraces diverse agendas and needs.

Building inclusivity into people practice initiatives at the design stage is an effective way of establishing buy-in and reducing the risk of stakeholder resistance. It also provides an opportunity to demonstrate to stakeholders that their feedback and ideas are valued and respected (Sands, 2022). Notably, inclusivity can be built into people practice initiatives at the design stage by engaging diverse stakeholders; the aforementioned may include employees, managers and senior leaders in multiple departments that are affected by the people practice initiatives. This ensures that their diverse perspectives and needs are considered. In addition, it is important to incorporate the feedback and suggestions derived from the diverse stakeholders to ensure the people practice initiative is responsive to the unique needs of each stakeholder. Furthermore, it is prudent to use inclusive language and communication. This includes the use of neutral gender terminologies and avoiding the use of jargon that may be considered to be exclusive. Furthermore, all materials relating to the people practice initiatives should be accessible to employees with unique needs, such as visual impairment. As a result, language translation, easy-to-read versions, braille and audio may be considered to improve inclusion.

This task requires you to demonstrate your commitment to professional development and performance improvement. To complete the task, you will engage in reflection, and self-assessment, and consider feedback from others to identify your strengths, weaknesses, and areas for development. Based on this assessment, you will formulate a range of formal and/or informal activities to address your development needs and support your continuous growth.

Next, you will take a retrospective approach, reflecting on the impact of development activities you have undertaken in the past 12 months.

All five activities below must be completed.

AC 2.3: Reflect on your own approach to working inclusively and building positive working relationships with others.

• Reflect on your approach to working inclusively and building positive working relationships. This includes valuing people as individuals, recognizing the benefits of diversity, actively seeking and listening to diverse views and opinions, building trust, and providing appropriate support when needed. Discuss the methods you use in these areas and evaluate your effectiveness.
• You may refer to your self-assessment and feedback collected from others.

People professionals need to promote inclusion at work and contribute to building positive working relationships with others. Notably, my approach to working inclusively with others encompasses practicing self-awareness. I reflect on my biases, assumptions, and attitudes, including how my experiences and background impact my interactions with others. This helps me remain respectful in my interactions and be open-minded toward other people’s perspectives.

Furthermore, I maintain open lines of communication in my interactions with others. I am always honest in my communication and encourage others to share their ideas, opinions, and concerns without fearing retribution. This enables me to learn what their preferences are and also allows me to learn from diverse individuals with different backgrounds. 

AC 3.1: Explore how the role of a people professional is evolving and the  implications this has for continuing professional development

• Define Continuing Professional Development (CPD), highlighting characteristics of best practice.
• Explore how the role of a people professional is evolving, such as the shift from administrative tasks to strategic roles, increased focus on people and technology proficiency, emergence of new specialisations and job titles (e.g., Chief Happiness Officer, Chief Heart Officer, Lead People Data Scientist).
• Discuss how these changes impact your CPD, including the types of activities you engage in, the knowledge you require, and the technologies you need to learn.

The role of people professionals has significantly evolved in the last decades. The aforementioned has been influenced by changes to the business landscape, technological advancements, and shifts in workforce demographics. The aforementioned changes have also had a major impact on continuing professional development (Centre of CPD Excellence, 2023). 

AC 3.2: Assess your strengths, weaknesses and development areas based on self assessment and feedback from others.

This AC involves reflecting on your skills through self-assessment and feedback from others. The initial stage of your CPD should focus on understanding your past, recognizing your current position, and identifying your future goals.

• You are required to gather feedback from at least one other person regarding your behaviours aligned with the core behaviours from the CIPD Profession Map. This feedback must be documented and included as an appendix, clearly stating the person’s identity and their relationship to you.
• Evaluate your current strengths, weaknesses, and development needs based on your previous responses to sections 2.3 and 3.1, as well as the feedback you have gathered. Your assessment should incorporate an analysis of the feedback received, discussing how it has influenced your self-assessment.

Based on my self-assessment, working inclusively and valuing people are area of strength. My colleague noted that I am good at building positive working relationships with others by leveraging my values such as fairness, respect for others dignity, integrity and accountability. For example, when interacting with others, I respect their opinions and listen actively and with empathy when they present their concerns. Furthermore, I follow up to ensure that all individuals grievances are addressed justly and satisfactorily. 

AC 3.3: Formulate a range of formal and/or informal continuing professional development (CPD) activities to support your learning journey.

• Formulate three continuing professional development (CPD) activities, which can be either formal or informal, to support your learning journey based on your self-assessment.
• Provide a rationale for each development activity chosen. For example, if one of your identified needs is to enhance communication skills, your development activities might include watching a Ted Talk on effective communication and participating in coaching sessions.

I need to improve my communication skills. As a result, I will attend a communication training course provided by my organisation. In addition, I will need the organisation’s facilitation to attend the course through a flexible working schedule and access to the communication training. After attending the training, the success criteria will be the ability to express myself with clarity, confidence in my communication, conciseness, and use of appropriate tone and styles. I plan to achieve this by the end of December 2024.

I need to remain up-to-date with new trends in people’s practices. Due to changes in trends, technologies and business practices, I must keep myself knowledgeable about new developments in the profession, such as the use of technologies, diversity and inclusion and the use of artificial intelligence to improve human resource practice. I plan to achieve this need by attending workshops career fairs, and seminars relevant to the human resource profession. I will also conduct personal research in human resource databases, journals, and online websites and consult with experts continuously. My success criteria will be implementing proactive solutions to new people’s practice problems. My target for completion and reflection this year is the end of December 2024.

AC 3.4: Reflect on the impact of your continuing professional development activities on own behaviour and performance.

This AC involves reflecting on your CPD and its impact on you and those around you. Consider and document both the positive and negative effects. How did it influence you, your team, your colleagues, your customers, your stakeholders, the organisation, or your department?

Provide a reflective summary of three development activities undertaken over the past 12 months. Include the following details for each activity:

• Date of the activity
• Description of the activity completed
• Key learnings from the activity
• Impact of the activity on your behaviour and performance

Present your reflections in a format such as your own CPD record template (available in the resources area), edited to focus on the three selected activities, or utilise a report (or reports) from the CIPD ‘My CPD Reflections’ tool.

In January 2024, I attended a workshop on the impact of flexible working policies on employee wellbeing. I attended the workshop to learn how employee wellbeing is impacted by flexible working schedules and how I can implement the policy in my organisation. I learnt that employee wellbeing Transcends physical health and includes emotional, social, mental and financial health. I also learned that providing employees with flexible working schedules have a positive impact on their work life balance, reduces commute stress and provides them with increased job autonomy. Ultimately the aforementioned improves job satisfaction, motivation and retention. I will use this knowledge to implement a flexible working policy in my organisation particularity a remote working policy. This will ensure employees experience a greater balance between their personal and professional responsibilities hence improved wellbeing.

In June 2024, I implemented an employee boarding program. This followed a successful recruitment drive in 20222 and I was tasked with ensuring new employees are acclimated to the organisation’s culture and team and understand their roles, responsibilities and expectations. I began by explaining the organisation’s values, mission and culture to the new employees.  This is important in ensuring they align their efforts with organisational goals. I also introduced the new employees to other team members in the organisation. This experience positively impacted not only my active listening, leadership and mentorship skills but also employee engagement and motivation. This is because the new hires had a positive job experience. 

• Azulay, H. (2018). 7 Surefire Tricks for Being a More Engaging Communicator . [online] TalentGrow LLC: Leadership development, workplace communication workshops, team-building facilitation, and speaking. Available at: https://www.talentgrow.com/blog/engaging-communicator [Accessed 23 Jun. 2023].
• CIPD. (2022). CIPD | On this page . [online] Available at: https://www.cipd.org/en/knowledge/factsheets/ethics-role-hr-factsheet/#:~:text=Ethical%20practice%20is%20the%20application [Accessed 2 Sep. 2023].
• CIPD. (2023a). CIPD | Employee communication . [online] Available at: https://www.cipd.org/en/knowledge/factsheets/employee-communication/#:~:text=Employee%20communication%20is%20an%20essential [Accessed 2 Sep. 2023].
• CIPD. (2023b). CIPD | Explore the Profession Map . [online] Available at: https://www.cipd.org/en/the-people-profession/the-profession-map/explore-the-profession-map/ [Accessed 2 Sep. 2023].
• Cooks-Campbell, A. (2022). Communication is key in the workplace. Here’s how to improve | BetterUp . [online] www.betterup.com. Available at: https://www.betterup.com/blog/why-communication-is-key-to-workplace-and-how-to-improve-skills [Accessed 2 Sep. 2023].
• Exon, H. (2023). The Power of Intrinsic Motivation | Reward and Recognition . [online] The Team. Available at: https://theteam.co.uk/blog/the-power-of-intrinsic-motivation/ [Accessed 2 Sep. 2023].
• Gibson, E. (2022). Importance of making employees feel valued . [online] Reworking. Available at: https://reworking.com/importance-of-making-employees-feel-valued/#:~:text=Employees%20who%20feel%20that%20they [Accessed 2 Sep. 2023].
• Harper, J. (2023). Talk the Talk: The Importance of Effective Communication in HR Strategy . [online] The HR Digest. Available at: https://www.thehrdigest.com/talk-the-talk-the-importance-of-effective-communication-in-hr-strategy/ [Accessed 2 Sep. 2023].
• Niaz, A. (2020). Impact of Information Technology on Human Resource Management . [online] Profiles Asia Pacific. Available at: https://www.profilesasiapacific.com/2020/01/21/information-technology-hrm/ [Accessed 23 Jun. 2023].
• Centre of CPD Excellence. (2023). Recording Trainers CPD . [online] Available at: https://www.centreofcpdexcellence.com/recording-cpd#:~:text=There%20are%20two%20types%20of [Accessed 23 Jun. 2023].
• 5CO03 Professional Behaviours and Valuing People
• 5CO03 PROFESSIONAL BEHAVIOURS AND VALUING PEOPLE TASK ONE GUIDELINE

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How To Write A CIPD Assignment With Examples?

• February 24, 2024
• 3 Mins Read

Creating a well-written and organized CIPD assignment requires cautious preparation, exploration, and organization. In this guide, we’ll provide you with practical examples and tips to assist you with making a convincing CIPD assignment that satisfies academic guidelines and features how you might interpret human resource management concepts.

Table of Contents

Understanding The CIPD Assignment:

Understanding the CIPD assignment is urgent for students to accomplish their ideal grade. CIPD assignments are intended to test comprehension students might interpret HR management standards and their ability to apply them to certifiable situations. Before beginning the assignment, it’s vital for carefully read and comprehend the assignment brief to guarantee you meet the assessment models.

The CIPD assignments come in various kinds, including written reports, case studies, and basic reflections.

Tips For Writing A Successful CIPD Assignment:

Outline Your Assignment: Create a clear and organized frame before you begin writing. Partition your assignment into areas, for example, presentation, literature review, analysis, proposals, and end. This will assist you with remaining coordinated and CIPD Assignment Writing Help guarantees that you cover every one of the vital points.

Write Clearly & Concisely:

Writing clearly and concisely is fundamental for creating a high-quality CIPD assignment. It includes utilizing simple, direct language to communicate complex thoughts and staying away from specialized language that might be confusing to the per-user. Clear and concise writing additionally includes utilizing dynamic voice, staying away from long sentences, and separating sections into more limited, more manageable lumps.

Understand The Assignment Brief:

Carefully read and comprehend the assignment brief given by your tutor or establishment. Focus on the particular necessities, for example, word count, formatting rules, and assessment criteria.

Proofread & Edit:

Whenever you are finished with the first draft, change it for any kind of mistakes whether grammatical or spellings. In the revision step you should likewise check the data and sentence designs to ensure the last duplicate of the document gets in the ideal shape further developing your CIPD qualification chances.

Conduct Thorough Research:

Leading thorough research is fundamental for finishing a great CIPD assignment. It includes finding and analyzing credible sources to help your contentions and ends. To conduct thorough research, it is essential to utilize various sources like journals, diaries, books, and industry reports.

Example Of A CIPD Assignment:

Let’s consider an example of a CIPD assignment on the topic of employee engagement.

Introduction:

In this section, give an outline of the topic and outline the motivation behind the assignment. Introduce the case study organization and its challenges connected with representative commitment to a remote work setting.

Literature Review:

Review existing writing on employee commitment, remote work, and related ideas. Talk about theories and models of representative commitment and their pertinence to remote workplaces.

Case Study Analysis:

Present the case study of the picked company, itemizing its remote work arrangements, correspondence techniques, and representative engagement drives.

Recommendations:

Based on your examination, propose recommendations for improving representative commitment to the remote work environment.

Conclusion:

Sum up the vital discoveries of the assignment and repeat the significance of employee commitment to remote work settings.

References:

List every one of the sources cited to in your assignment following the proper referring to style (e.g., Harvard, APA).

By following this structure and consolidating important theories, models, and examination, you can make a thorough CIPD assignment that shows how you might interpret HR ideas and your ability to apply them in real-world scenarios.

Writing a CIPD assignment requires cautious preparation, research, and basic analysis. By following the tips given in this guide and utilizing practical examples, you can foster a well-written and structured assignment that grandstands your insight and abilities in human resource management. Make sure to stick to the assignment brief, support your contentions with proof, and take a strive for clarity and coherence in your writing.

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CIPD Level 5 Past Papers

Table of contents, 5co01 organisational performance and culture in practice, task – questions.

Knowledge and understanding for this core unit will be assessed by written answers to the questions below.

• Evaluate the advantages and disadvantages of two types of organisation structures, including the reasons underpinning them. (AC 1.1)
• Analyse connections between organisational strategy, products, services, and customers. (AC 1.2)
• All organisations are affected to some extent by external factors and trends. The impact of these factors and trends could be positive, neutral, or negative, some are short-lived whilst others are long-lasting. Analyse a range of external factors and trends currently impacting organisations. Identify organisational priorities arising from the factors and trends analysed. (AC 1.3)
• The CIPD’s report Workplace Technology: the employee experience (2020:2) states, ‘ the impact of the latest technology revolution on how organisations create value and on the way people work spans all in dustries, economies and parts of society’ . Assess the scale of technology within organisations and how it impacts work. (AC 1.4)
• Drawing on your reading, explain one theory or model which examines organisational culture AND interpret one theory or model which examines human behaviour. (AC 2.1)
• Assess how people practices impact on organisational culture and behaviour, drawing on examples to support your arguments. (AC 2.2)
• Explain different approaches to managing change. (AC 2.3)
• Discuss models for how change is experienced. (AC 2.4)
• CIPD’s Good Work Index provides an annual benchmark of job quality. Data is gathered on seven dimensions of good work, including ‘health and wellbeing’. Assess the importance of wellbeing at work and factors which impact wellbeing. (AC 2.5)
• Discuss the links between the employee lifecycle and different people practice roles. (AC 3.1)
• Analyse how people practice connects with other areas of an organisation and supports wider people and organisational strategies. (AC 3.2)
• People professionals provide a service to internal customers but to truly add value, people professions need to understand their customer’s needs. Discuss processes for consulting and engaging with internal customers to understand their needs. (AC 3.3)

5CO02 Evidence-based Practice

Your company is planning its forthcoming annual development event and the topic that the people practice team will be showcasing is evidence-based practice. In readiness for this event your manager has asked you to complete two tasks.

Task One – Report

Your first task is to write a report which provides the audience with an understanding of what evidence-based practice is and the strategies that can be taken for effective critical thinking and decision-making, you must ensure that you:

• Provide evaluation of the concept of evidence-based practice and assess how evidence-based practice approaches can be used to provide insight in supporting sound decision-making and judgments for people practitioners across a range of people practices and organisational issues. (AC 1.1)
•  Provide evaluation of one appropriate analysis tool and one method that might be applied by organisations to recognise and diagnose current and future issues, challenges, and opportunities. (AC 1.2)
• Explain the main principles of critical thinking and describe how these might apply to individual and work colleagues’ ideas to assist objective and rationale debate. (AC 1.3)
• Explain a range of decision-making processes that can be applied to ensure that effective outcomes are achieved. (AC 1.4)
•  Assess a range of different ethical theories and perspectives and explain how understanding of these can be used to inform and influence moral decision-making. (AC 1.5)
• Appraise different ways and approaches organisations can take to measure financial and non-financial performance. (AC 3.1)
• Explain how people practices add value in an organisation and identify a range of methods that might be used to measure the impact of a range of people practices (AC 3.2) You should relate to academic concepts, theories and professional practice throughout your report to ensure that your work is critical and informed by using key academic texts, articles and relevant publications. All cited references used should be correctly acknowledged and presented in full in a bibliography at the end of your report.

Task Two – Quantitative and Qualitative Analysis Review

By way of exemplifying the importance of decision-making strategies and how these can be used by people practitioners to solve people practice issues, your manager wants you to illustrate to the audience how the people professional department interprets different types of data to inform sound decision making. Completion of these two activities will address the following:

• With reference to a people practice issue, interpret analytical data using appropriate analysis tools and methods. (AC 2.1)
• Present the findings for stakeholders from people practice activities and initiatives. (AC 2.2)
• Make justified recommendations based on evaluation of the benefits, risks and financial implications of potential solutions. (AC 2.3) Presented below are two sets of data. Firstly, review the absence data that is presented in Table 1 and provide analysis of it to show:

a)  trends across departments

b)  absence by type

c)  absence by gender

d)  total days lost through absence

e)  annual total costs through absence based on a 37-hour working week.

Present your finding using appropriate diagrammatical forms and make justifiable recommendations based on your evaluations.

Table 1 – Absence data

Table 2 gives the rating feedback scores from employees that work for manager A. Provide scrutiny of the applied scores and present written commentary on any themes or patterns that might be occurring and present recommendations based on your findings.

5CO03 Professional Behaviours and Valuing People

Task one –professional, ethical, and inclusive behaviours..

In this task, you are required to demonstrate a professional level of knowledge and understanding in relation to ‘professional, ethical and inclusive behaviours’.

To complete the task, you should provide a written response to each of the points below, making appropriate use of academic theory and practical examples to expand your response and illustrate key points.

To help the reader, please make use of headings and assessment criteria references to signpost the assessment criteria being addressed.

•   Define the term professional and explain what it means to be a ‘people professional’. (AC 1.1)
•   Explore how the role of a people professional (either a generalist or a particular specialist) is evolving and the priorities this raises for continuing professional development (CPD) (AC 3.1)
•   Discuss the concept of ‘ethical values’, and how at least three ethical values that you hold personally, impact (or could impact) on your work as a people professional. (AC 1.2)
•   Explain why it is essential for people professionals to contribute confidently to discussions, and ways of doing this that are (AC 1.3): ▪ informed ▪ clear ▪ engaging.
•   Discuss when and how to raise concerns when issues such as organisational policies or leadership approaches conflict with ethical values or legislation. (AC 1.4)
•   Provide a robust argument for ethical people practice that is supported by academic theory and details both the business and human benefits of people at work feeling included, valued and fairly treated. (AC 2.1)
•  strategies for designing the solution/initiative so that it will be inclusive
• strategies for checking that, when in practice, the solution/initiative engages and meets the needs of all those it is aimed at. (AC 2.2)

Task Two – Professional Development

This task requires you to evidence your commitment and approach to continuing professional development (CPD). It is divided into three activities, which must all be completed.

There are 2 different options for how you complete the 3 activities: these are ▪ The CIPD Profession Map Self-Assessment Tool, ▪ Offline documentation.

You should read the ‘G eneral Instructions for the Activit ies’ first. Then read the ‘G uidance for Completing the Activit ies’ following the specific option you have chosen.

General Instructions for the Activities

ACTIVITY 1 (AC 2.3, AC 3.2). Using a range of information, including feedback from others, assess

your practice against the FIVE CIPD Profession Map core behaviours listed below. behaviours (all to be selected at associate level) are:

▪ Ethical Practice ▪ Professional Courage and Influence ▪ Valuing People ▪ WorkingInclusively ▪ Passion for Learning

Evidence to be presented :

• In the main body of your assignment, write a short summary (approx. 150 words), of the information used to inform your assessment
• Add your assessment pages as an appendix. ACTIVITY 2 (AC 3.3) Having identified your main development needs in relation to these 5 areas , formulate appropriate development activities to meet these needs and add these to your professional development/learning plan. Evidence to be presented :
•  In the main body of your assignment, write a short explanation (approx. 250 words) for your choice of development activities
• Add the relevant pages from your development/learning plan as an appendix. ACTIVITY 3 (AC 3.4) A key element of CPD is reflecting on the impact of our learning, so that we can make further decisions about how to progress. Select 3 formal or informal development activities you have undertaken over the last 12 months and reflect on how each of these activities has impacted your behaviour and performance. (Consider how effective the activity has been and the extent of its impact. You might also consider what new needs or action points the activity raised for you.) Note: this reflection is retrospective and not connected to the activities planned in activity 2 above.

Guidance for Completing the Activities (select ONE of the options below)

OPTION 1: The CIPD Learning Hub self-assessment tool and learning plan . This can be accessed at https://learninghub.cipd.org/d2l/home/6720.

• For the self-assessment (Activity 1), access the tool (see link above). Select ‘Self-assessment’, ‘Associate level’, and add the 5 required behaviours – then complete your scoring. As you work through, take copies/screen-prints of each assessment to add as an appendix to your assignment. If you forget or make a mistake, simply opt to redo the process.
• For the formulation of development activities (Activity 2), follow up your self-assessment by selecting ‘View recommendations’ where you will be able to select and add different activities to the ‘My Learning Plan’. Whilst the system presents you with suggested activities, it should be clear to your assessor that you have selected/added options that you determine to be most appropriate for your needs. Take copies/screen prints of the activities you have formulated to add as an appendix to your assignment.
• For the reflections activity (Activity 3), select ‘My CPD Reflections’ and complete the ‘reflections ‘forms’. Embed these into your assignment (or attach as an additional PDF report if preferred). However, please ensure you still comply with the required word count for this activity. ( Important information regarding screen shots : We recommend editing out any personal data before submitting screen shots. This can be done quite easily using, for example, the ‘snip and sketch’ facility built into most office-based software and explained online as well as in our CIPD tutorials.) OPTION 2: Offline Documentation.
• For the self-assessment (Activity 1), complete the self-assessment for the core behaviours by adding an ‘X’ in the relevant columns.
• For the formulation of development activities (Activity 2), determine appropriate development activities to meet your needs in relation to these 5 areas and add these to your (own format) professional development plan (PDP). The relevant pages (extract) of your PDP should be added as an appendix to your assignment.
• For the reflections activity (Activity 3), provide your written reflections within the main body of your assignment.

5HR01 Employment Relationship Management

Task 1 – briefing paper.

You have been asked to produce a briefing paper which outlines ways that employee engagement can be improved.

Your briefing paper must include:

• A review of emerging developments to approaches to employee voice and engagement, followed by three recommendations for improvement. These recommendations must include clear and actionable justifications. (AC1.1)
• Acriticalevaluationoftheinterrelationshipbetweenemployeevoice and organisational performance with a focus on high-performance work practices. (AC1.4)
• An assessment of surveys, suggestion schemes and team meetings as approaches that can be used drive employee engagement (AC1.3).
• Adiscussionofthedifferencesbetweenemployeeinvolvementand employee participation and how they can help build effective employment relationships. (AC1.2)
• Explain the concept and design of better working lives and ways to promote good physical and mental health work practices. (AC1.5)

Task 2 – Written answers to the following:

• An explanation as to the differences between organisational conflict and misbehaviour, which includes the differences between informal and formal conflict and resolution. (AC2.1)
• Ananalys is of the key causes of employee grievances.(AC3.2)
• An explanation of at least two skills required to successfully handle grievances and disciplinaries and the importance of handling these effectively, to avoid legal claims. (AC3.3, 3.4)
• Outineoneofficialandoneunofficialactionanemployeemighttake during conflict, explaining their key features and differences between them. (AC2.2)
• Anassessmentofemergingtrendsinconflictsandindustrialsanctions. (AC2.3)
• Describe, and differentiate between, conciliation, mediation, and arbitration as methods to resolve conflict formally before it escalates to an employment tribunal. (AC2.4)
• Anexplanationoftheprinciplesofthekeylegislationrelatingtounfair dismissal law and the process an employer should follow to manage capability and misconduct issues. (AC3.1)
• A comparison of various employee bodies, including union and non-union forms of employee representation. (AC4.2)
• Evaluate the purpose of collective bargaining with reference to substantive and procedural agreements (AC4.3)

CIPD Level 5 Assignment Examples – CIPD Experts UK

• June 24, 2024
• 5 Mins Read

Are you stuck in your CIPD level 5 Assignments ? Well, do not get demotivated. You are not alone in this path. There are many students out there who are stuck at this level just because of its hard and complex assignments. But trust me, they are not as hard as they seem to be. Yeah, I know they sound like a nightmare. But you just need to understand what they are about. And everything will become much more convenient for you.

Obviously, at this stage, you just can’t run away from your CIPD level 5 . Think about the benefits it holds. And then these assignments won’t be seen as a problem to you. Of course, they are challenging, but they are this way to make you one of the best professionals out there. You just need a little effort and enough time to craft them. So, do not worry; after the end of this blog, you will know exactly what these assignments are all about with the help of the examples.

Common Types of CIPD Assignments

Now, let us view some common types of CIPD assignments that you might encounter during your studies.

• Written Reports – Well, they require you to assess a specific problem or a topic of HR by offering proofs and recommendations.
• Case Studies – The case studies are quite different and tricky. You need to analyze specific scenarios or situations and use your HR skills and knowledge to resolve them.
• Reflective Statements- So, in these statements, you are asked to reflect on your learning experiences and show that how they have affected your professional practices.

Do not worry; you can find the Best CIPD Assignment Help for your assignments in the UK to assist you with your assignments. And I am going to share a few examples with you as well to help you understand them better in different contexts. Now, let us look at some examples of CIPD level 5 assignments to get a better understanding of them.

Examples of Writing CIPD Level 5 Assignment

Well, let me tell you something interesting. There are some things that you will need in all of your assignments. You just need to customize them, but they will be included in all of your assignments. So, let us take a look.

Introduction

Well, an introduction will be included in all of your assignments where you will briefly define your topic and tell your readers what lies ahead. So, intro is your first impression on your readers that you can’t just mess with. So, make sure that your intro is strong and impactful.

Now, the next one is the conclusion of your assignments. This is where you are going to share your findings and recommendations with your readers. Well, this is the last piece of your assignments. So, you must make sure that it leaves a lasting impression on your readers. But remember, don’t add any new information here. Just stick with the one in your assignments.

So, these two are the mandatory pieces of an assignment. Hence, we will skip them in our assignment examples as you already know how to do it. Now, let us view some examples of these assignments.

Example Assignment 1: Developing Professional Practice

Here we have an example assignment brief of a developing professional practice assignment. Let us take a close look now.

Assignment Brief

Write a report that includes:

• The responsibilities of HR professional
• Key skills required for successful HR practice
• Recommend ways to develop your skills and knowledge in this field

Example Assignment

Start with an introduction as mentioned. And then explore the responsibilities of a HR professional. You can include various key points and make heading and subheading including HR functions.

Next you need to assess the key skills and competencies of a HR professional like communication skills or analytical skills and discuss them separately as your word count allows.

And finally make a personal development plan for yourself indicating your strengths and weaknesses. So, all you need to do is research well and you can find this all information easily on the internet. And then lastly conclude it with a strong and impactful conclusion.

Example Assignment 2: Using Information in HR

Another common assignment for CIPD level 5 is for the “Using Information in HR. So now let us discuss it in detail how exactly you can write it. In fact, let me show you the question and the answer itself. If you don’t think that you can do it, then you can hire the Best CIPD Assignment Help for you as well.

• The significance of using data and information in making HR decisions.
• The methods for collection and evaluation of the data of HR
• Also, include an example of how you can use this data to make decisions as an HR professional.

Well, as usual, we will start our assignment with a strong intro. Now, let us move forward. And use these headings.

Importance of Using Information and Data

Now, here we will explain the importance of information and data in HR decision-making. We can use headings and bullet points to explain our answers in a more efficient manner. Here are some examples that we can include as a sub-heading:

• Informed decision-making
• more efficient
• Improved Satisfaction of employees

So, we will explain each of these significance one by one.

Methods for Collecting and Analyzing HR Data

Now, let us address the next point here. So, let us explore the different methods that we can use to collect and analyze HR data and information. Here are some examples of it:

• HR software
• Questionnaire
• Panel Discussions, and so on.

Example of Using HR Data

Now finally the last part of our assignment that how we can use that data in our company to improve decision making. This is an example so we can provide real-life examples here showing how you used that data to improve your decision-making processes.

For instance, if you want to know the reason for high turnover rates. You will find out through your data collection that there are low salaries or no growth opportunities. Then you can provide some increment to your workers or provide training and development to improve their skills and help them progress further in their careers . So, it actually helps you make the right decision at the right time.

Tips for Writing CIPD Level 5 Assignments

Now you know how you can write your CIPD level 5 assignments with the help of these examples. Also, you can reach out to the Best CIPD Assignment Help anytime in the UK for assistance.  Here are some tips that will help you in crafting a flawless assignment for you.

• Keep it short and simple
• Always Add references
• Edit & Proofread at the end
• Format your assignments before submission
• Offer Evidences
• Keep it Relevant
• Use Clear and easy language.

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How to Write a CIPD Level 5 Assignments with Examples

Before delving into the topics of CIPD Level 5 assignments , we will first give a brief overview of what it is. The acronym stands for Chartered Institute of Personnel Development. It mainly focuses on the subjects of Human Resource and Learning and Development. This qualification is extremely valuable and is acceptable around the UK. Human Resources and training practices are aimed at private, public, and charity sectors.

Through the years, the certification attained recognition in further parts of Europe as well as Ireland. It also became acceptable in the Middle East, UAE, and some Asian regions. There are three basic levels of CIPD. Level 3 is aimed at beginners of the HR field and is meant to build a strong foundation. Level 5 teaches HR Learning and Development at the intermediate level. Candidates preparing for professional positions are eligible for this course. It is also equivalent to having an undergraduate degree. The final level is Level 7 , which is an advanced diploma in the field of HR. This comes equal to a master’s or postgraduate degree.

Now that we have gone through the details of a CIPD qualification, it is time to turn to our guide. We have some major tips to help everyone out there who is doing CIPD Level 5. Assignment writing is essential for any academic certification. However, it can also be pretty daunting when it is time to begin. You might find yourself unable to cope with the task. Or find yourself at a loss when it comes to inspiration. But, with the proper guidance, you can overcome these hurdles and more pass with flying colors.

Plan Everything Out

Be prepared, right from the start. Do not wait for deadlines to complete your assignment. In fact, double and triple check the due date to make sure you finish your work before it arrives. Read carefully through assignment criteria and any other attached instructions. Skim along with your texts, any reference material given, and write down notes to not miss out on anything. This also helps out in mapping down what is expected from you in the assignment. Remember to have an organized timeline. Give an ample period to each phase like outlining, research, drafting, and the final touches before you submit.

Do Not Limit Yourself

Writer’s block is a common ailment that can strike you at the most inconvenient of times. Your intellectual juices might stop flowing as soon as you sat down in front of a blank page. Do not stress yourself out even more though, by getting anxious over it.

To get the flow going, write any relevant idea that is coming to your mind then. Be it a weak and unpromising one. Even a false start is a good start as your brain will start catching up eventually. You just need to jog things a bit to get this muscle going. The more things you write, the clearer your concept will become.

It is important to stay away from the temptations of procrastinating at a time like this. If you hesitate to write anything down and keep waiting for a brilliant spark it might not ever happen. All you need to focus on is continuing to follow your writing schedule even when you don’t want to. This inspiration will hit when you least expect it.

Bring Out the Scholar in You

Academic essays are much different than publications of other styles. They are written formally and need critical thinking to research upon existing theories. When you are going through sources, the best options are peer-reviewed journals or similar academic papers. Other written material like blogs or non-academic articles is not valid resources for the most part. You will most likely need to read through multiple sources before getting the information you desire. Hence, be patient and observe carefully whatever you are read.

Citation is Very Important

Citing and referencing is an essential part of writing an amazing assignment. Academic articles and journals provide authenticity to your work. Therefore, it is important to cite your sources and have a complete list of references. This should be practiced even while taking notes. The Harvard system is used for referencing CIPD assignments. So, it is essential to get used to it earlier on in the assignment writing process.

Edit and Revise

The last stage of the paper is editing and reviewing, which is as important as writing. Make sure all the requirements are being met. Check for any grammar, spelling, or sentence structure errors. The readability of your assignment can also be examined with the help of a friend or CIPD tutor. Finishing a few days before the deadline gives you the time to do all these little yet necessary things.

CIPD Level 5 Assignment Examples

• Assignment Topic: Developing Professional Practices

Objectives: Comprehend what is needed to be an efficient HR professional. Become capable of performing effectively. Gain knowledge about how to create, implement, and review a plan for personal development.

• Assignment Topic: Group Dynamics and Resolving Conflicts

Objectives: Selecting a model or theory to explain the aspects which affect group dynamics. Implementing it for team development. Describing examples of conflict resolving methods and applying them to a conflict situation

• Assignment Topic: Project Management

Objectives: Summarizing a business plan. Application of project management techniques. Analyzing or resolving an issue with the help of these methods.

• Assignment Topic: Effective HR professional

Objectives: Introducing and explaining the usage of a CIPD profession map. In the context of both HR organizations and professionals. Describing a range of related activities, knowledge, and behavior from selected professional sectors.

As any other academic assignment, CIPD Level 5 also takes considerable hard work and dedication. However, if you find things too overwhelming, our CIPD Assignment Help service is just what you need. We provide you with the most expert and experienced writers in the field to do the job for you. Our content is sure to help you get the diploma in no time, at the most affordable cost.

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