Description
Draft
☐
☐
Summative
Complete the first part of the table below and sign the declaration on the next page.
Place both at the front of your draft / summative assessment.
Please write clearly in block capitals
Centre number
Student name
Student ID number
CIPD membership number
Unit code
Assessment Submission (1st Attempt)
Word count
Assessment submission date
Assessment Submission (2nd Attempt)
Word count
Assessment submission date
Assessment Submission (3rd Attempt)
Word count
Assessment submission date
534
Declaration By Learner (student to complete):
I can confirm that:
1. this assessment is all my own work.
2. where I have used materials from other sources, they have been properly
acknowledged and referenced.
3. I have not used Artificial Intelligence tools to generate content for my assessment.
I understand the consequences of malpractice and accept that any violation of this
agreement may result in disciplinary action.
Student Name
Student Signature
Date*
*This should be the date on which you submit your assessment
Level 5 Associate Diploma
5HR02
Talent management and workforce
planning
Learner Assessment Brief
Assessment ID / CIPD_5HR02_24_01
Level 5 Associate Diploma in
•
People Management
Level 5 Associate Diploma
5HR02
Talent management and workforce
planning
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.
CIPD’s insight
Workforce planning (July 2023)
Workforce planning is a core business process which aligns changing organisation needs
with people strategy. It can be the most effective activity an organisation can engage in. It
doesn’t need to be complicated and can be adjusted to suit the size and maturity of any
organisation. It can provide market and industry intelligence to help organisations focus
on a range of challenges and issues, and prepare for initiatives to support longer term
business goals.
Strategic workforce planning (May 2023)
This guide introduces you to workforce planning and provides you with an overview of how to do
it. It examines the key stages involved in workforce planning and offers a practical structure for
determining your strategy, with illustrative examples to guide practice.
We’ll show you how to develop a workforce plan by walking you through two methodologies for
workforce planning: a six-stage planning framework and a seven ‘rights’ principle. The planning
framework offers six stages for conducting workforce planning in the right order; the seven
‘rights’ principle lists seven areas of the business that you need to consider.
People practitioners can use this guide to structure their (strategic) workforce planning, to
identify the workforce challenges they may face ahead of time, and to put in place the
appropriate actions to ensure organisational readiness and success.
Please note that the purpose of this insight is to link you to CIPD’s research and evidence within the subject
area, so that you can engage with the latest thinking. It is not provided to replace the study required as
part of the learning or as formative assessment material.
Level 5 Associate Diploma
Preparation for the Tasks:
•
Refer to the indicative content in the unit to guide and support your evidence.
•
Pay attention to how your evidence is presented.
•
Ensure that the evidence generated for this assessment remains your own work.
You will also benefit from:
•
Completing and acting on draft feedback from your assessor.
•
Reflecting on your own experiences of learning opportunities and continuous professional
development.
•
Reading the CIPD Insight, Fact Sheets and related online material on these topics as well as
key research authors on the subject.
Level 5 Associate Diploma
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.
1. New entrants to the parcel delivery market and other labour market competitors have
adversely affected ImportantParcel’s ability to compete in labour markets. Explain how
ImportantParcel can strategically position themselves in competitive labour markets. (AC
1.1)
2. Explain the impact of changing labour market conditions on resourcing decisions at
ImportantParcel. (AC 1.2)
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. (AC 2.1)
4. To strengthen your argument to introduce workforce planning, evaluate techniques that
can be used to support the process of workforce planning. (AC 2.2)
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.
(AC 2.3)
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. (AC
3.1)
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. (AC 3.2)
8. To influence the senior leadership team to accept that employee turnover should be
addressed, explain the impact of dysfunctional employee turnover. (AC 3.3)
9. ImportantParcel employs the majority of employees on permanent, full-time contracts.
You feel these contracts have their place, but it is time to consider whether other types of
contractual arrangements could be beneficial to the organisation, especially when demand
for delivery services increases and decreases. Assess the suitability of permanent, full-time
contracts for delivery drivers as well as two other types of contracts. (AC 4.1)
10. At present, an ad hoc approach is taken to onboarding and typically involves the line
manager ensuring new starter forms are completed and health and safety training
provided. You identify that onboarding can be improved but first need to convince others
that investment in this area is worthwhile. Explain the benefits of effective onboarding.
(AC 4.2)
Level 5 Associate Diploma
Your evidence must consist of:
•
Written responses to each of the 10 questions with reference to the scenario above.
•
Approximately 3900 words in total, refer to CIPD word count policy.
Level 5 Associate Diploma
Assessment Criteria Evidence Checklist
You may find the following checklist helpful to make sure that you have included the required
evidence to meet the task. This is not a mandatory requirement as long as it is clear in your
submission where the assessment criteria have been met.
Assessment criteria
1.1 Explain how organisations strategically
position themselves in competitive
labour markets.
1.2 Explain the impact of changing labour
market conditions on resourcing
decisions.
2.1 Analyse the impact of effective
workforce planning.
2.2 Evaluate the techniques used to support
the process of workforce planning.
2.3 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.
3.2 Compare different approaches to
retaining people.
3.3 Explain the impact of dysfunctional
employee turnover.
4.1 Assess suitable types of contractual
arrangements dependent on specific
workforce need.
4.2 Explain the benefits of effective
onboarding.
Evidenced
Y/N
Evidence reference
Level 5 Associate Diploma
5HR02
Talent management and
workforce planning
Assessment Criteria marking descriptors.
Assessors will mark in line with the following assessment criteria (AC) marking descriptors, and
will indicate where the learner sits within the marking band range for each AC.
Assessors must provide a mark from 1 to 4 for each assessment criteria within the unit. Assessors
should use the mark descriptor grid as guidance so they can provide comprehensive feedback that
is developmental for learners. Please be aware that not all the mark descriptors will be present in
every assessment criterion, so assessors must use their discretion in making grading decisions.
The grid below shows the range for each unit assessment result based on total number of marks
awarded across all assessment criteria.
To pass the unit assessment learners must achieve a 2 (Low Pass) or above for each of the
assessment criteria.
The overall result achieved will dictate the outcome the learner receives for the unit, provided
NONE of the assessment criteria have been failed or referred.
Please note that learners will receive a Pass or Fail result from the CIPD at unit level. Referral
grades can be used internally by the centre.
Overall mark
Unit result
0 to 19
Fail
20 to 25
Low Pass
26 to 32
Pass
33 to 40
High Pass
Level 5 Associate Diploma
Marking Descriptors
Mark Range
Descriptor
1
Fail
The response DOES NOT demonstrate sufficient knowledge,
understanding or skill (as appropriate) to meet the AC.
Insufficient examples included where required to support answer.
Insufficient or no evidence of the use of wider reading to help
inform answer.
Presentation or structure of response is not appropriate and does
not meet the requirement of the question/assessment brief.
2
Low Pass
The response demonstrates an acceptable level of knowledge,
understanding or skill (as appropriate) to meet the AC.
Sufficient acceptable examples included where required to support
answer.
Sufficient evidence of appropriate wider reading to help inform
answer. Satisfactory in-text referencing.
Answer is acceptable but could be clearer in responding to the
question/task and presented in a more coherent way.
Required format adopted but some improvement required to the
structure and presentation of the response.
3
Pass
The response demonstrates a good level of knowledge,
understanding or skill (as appropriate) to meet the AC.
Includes confident use of examples, where required to support the
answer.
Good evidence of appropriate wider reading to help inform
answer. A good standard of in-text referencing.
Answer responds clearly to the question/task and is well expressed.
Presentation and structure of response is appropriate for the
question/task.
4
High Pass
The response demonstrates a wide and confident level of
knowledge, understanding or skill (as appropriate) to meet the AC.
Includes strong examples that illustrate the points being made and
support the answer.
Considerable evidence of appropriate wider reading to inform
answer. An excellent standard of in-text referencing.
Answer responds clearly to the question/task and is particularly well
expressed or argued.
Presentation and structure of response is clear, coherent, and
responds directly to the requirements of the question/task.
5HR02 – Talent Management and Workforce Planning
Unit Guide
________________________________________________________________
Contents
________________________________________________________________
Contents
Contents……………………………………………………………………………………………………………………………….. 2
1.
Unit Aims and Outcomes ………………………………………………………………………………………………… 3
2.
Learning Outcomes and Assessment Criteria …………………………………………………………………….. 4
3.
How To Approach The Unit ……………………………………………………………………………………………… 5
4.
Support …………………………………………………………………………………………………………………………. 6
5.
Assessment Questions and Tips……………………………………………………………………………………….. 7
6.
Marking Descriptors and Marking Grid …………………………………………………………………………… 16
7.
Submitting Your Assessment …………………………………………………………………………………………. 18
8.
Unit Disclaimer and Updates …………………………………………………………………………………………. 19
9.
Appendix ……………………………………………………………………………………………………………………… 20
_______________________________________________________________
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:
Guided Learning Hours (GLH):
Additional Learning Time:
Version:
5
25 hours
35 hours
(24)
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.
____________________________________________________________________________________________________
2. Learning Outcomes and Assessment Criteria
____________________________________________________________________________________________________
Learning
Outcome 1
Learning
Outcome 2
Understand contemporary labour
market trends and their
significance for workforce planning.
Understand the purpose and
importance of workforce planning.
Assessment Criteria 1.1
Analyse the impact of effective
workforce planning.
Assessment Criteria 2.1
Explain how organisations
strategically position themselves
in competitive labour markets.
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.
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 2.2
Evaluate the techniques used to
support the process of workforce
planning.
Assessment Criteria 3.2
Compare different approaches to
retaining people.
Assessment Criteria 1.2
Explain the impact of changing
labour market conditions on
resourcing decisions.
Assessment Criteria 2.3
Evaluate the strengths and
weaknesses of different methods
of recruitment and selection to
build effective workforces.
Assessment Criteria 3.3
Explain the impact of
dysfunctional employee turnover.
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. By taking your time and reading each resource in each section,
it gives you a greater chance of achieving success.
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. By completing these activities,
you should have a full understanding of what the brief is asking you to do and how you are going to
do it.
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
Information around this process can be found in your programme guide and on the course site.
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
Word Count
Submit
CIPD Insight Links
Written Responses to
Questions
Professionals – Answers
supported with Harvard
referencing.
3,900 words (+/10%)
A word document with front cover
sheet attached and signed.
Workforce Planning (2023)
Strategic Workforce Planning (2023)
Assessment Questions and Tips
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.
New entrants to the parcel
delivery market and other
labour market competitors
have adversely affected
ImportantParcel’s ability to
compete in 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.
Some mention of competitor analysis should be included
as well as other key factors. You could consider employer
branding, employer of choice, etc.
Answer must relate to the case study organisation.
However, you could also draw on examples from further
reading to further demonstrate your understanding.
You don’t need to practically apply the models and
theories; only discuss how they could be strategically
used.
1.2
2.1
Explain the impact of
changing labour market
conditions on resourcing
decisions.
Analyse the impact of
effective workforce
planning.
Explain the impact of
changing labour market
conditions on resourcing
decisions at
ImportantParcel.
You are aware that
workforce planning has
not been carried out in the
past and decide to
persuade the senior
leadership team that this
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, reorganisations,
development decisions and
long-term planning, critical
incidents, national,
international and global
pressures and crises,
changing faces and
methods of working.
Impact of forecasting
demand for labour;
forecasting internal and
external supply of labour;
identifying and analysing
gaps between supply and
You must explain the impact of changing market
conditions on resourcing decisions.
You could define tight and loose labour markets and
explain how resourcing decisions are impacted. We would
expect a clear link to be made between market conditions
and how they impact resourcing decisions taken by a
business. You must link your answer to the case study
organisation.
You don’t need to apply models in this section, but you
should refer to them.
You must produce an analysis of the impact of effective
workforce planning.
You should breakdown the impact and bring in current
and relevant sources to support your analysis. It is
activity is worth doing.
Analyse the impact of
effective workforce
planning, making clear
how ImportantParcel could
benefit from this activity.
2.2
2.3
Evaluate the techniques
used to support the
process of workforce
planning.
Evaluate the strengths and
weaknesses of different
methods of recruitment
and selection to build
effective workforces.
To strengthen your
argument to introduce
workforce planning,
evaluate techniques that
can be used to support the
process of workforce
planning.
Currently, vacancies are
advertised on
ImportantParcel’s website.
Line managers then
interview shortlisted
applicants. You feel that
demand of labour;
strategies to address the
gaps between supply and
demand.
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.
Recruitment methods may
include internal and
external methods, informal
and formal methods;
advertising through
different media such as
important that you focus your attention on effective
workforce planning.
You could consider forecasting demand, forecasting
internal and external supply, analysing gaps, etc.
You must relate your answer to the case study
organisation.
You should provide an evaluation of the techniques used
to support workforce planning.
We would expect to see at least two techniques
mentioned in this section. You should look at the positive
and negative elements of each technique and form a
judgement on their suitability.
A good evaluation will focus on application across a
different range of contexts, scenarios and settings. The
techniques chosen should be linked to workforce
planning.
You must relate your answer to the case study
organisation.
You must evaluate the strengths and weaknesses of
different methods of recruitment and selection to build
effective workforces and form an overall judgement.
We would expect to see at least two methods of both
recruitment and selection covered (so a minimum of four
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.
3.1
Discuss factors that
influence why people
choose to leave or remain
in organisations.
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,
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.
Differences between
voluntary and involuntary
turnover; differences
between avoidable and
unavoidable turnover;
push and pull factors.
in total) to bring out a detailed assessment. You must not
include organisation’s websites and interviews in your
answer.
We would also expect strengths and weaknesses for each
method to be present in the assessment. To fully evaluate
the methods, you need to make a judgement on the
suitability of the method.
You must discuss the factors that influence why people
choose to leave or remain in organisations.
Your answer should include an explanation of each.
However, you also need to differentiate between
avoidable and unavoidable turnover and push and pull
discuss differences
between avoidable and
unavoidable turnover and
differences between push
and pull factors.
3.2
3.3
Compare different
approaches to retaining
people.
Explain the impact
associated with
dysfunctional employee
turnover.
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.
To influence the senior
leadership team to accept
that employee turnover
should be addressed,
explain the impact of
dysfunctional employee
turnover.
factors. Answer needs to show clear distinction between
each pair of terms:
Avoidable and unavoidable turnover;
Push and pull factors.
Approaches to retention
may include appraisal,
training and development,
lateral moves, flexible
working and worklife
balance, workplace
characteristics, fair and
equitable reward, career
breaks, realistic job
previews, job enrichment,
etc.
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
Your answer must compare different approaches to
retaining talent.
The following approaches must be covered:
Realistic job previews
Induction
Job enrichment
Reward
All four approaches need to be included in your answer
and some discussion on how the approaches are similar
and how they are different must be present to meet the
command verb ‘compare’.
You must explain the impact associated with
dysfunctional employee turnover.
We would expect to see much of this answer covered by
both formal and informal costs. You could cover
recruitment and selection costs, loss of productivity,
training costs, etc.
4.1
4.2
Assess suitable types of
contractual arrangements
dependent on specific
workforce need.
Explain the benefits of
effective onboarding.
ImportantParcel employs
the majority of employees
on permanent, full-time
contracts. You feel these
contracts have their place,
but it is time to consider
whether other types of
contractual arrangements
could be beneficial to the
organisation, especially
when demand for delivery
services increases and
decreases. Assess the
suitability of permanent,
full-time contracts for
delivery drivers as well as
two other types of
contracts.
At present, an ad hoc
approach is taken to
onboarding and typically
involves the line manager
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.
Matching workforce need
to contractual
arrangements. How work
can be delivered through
different contracts:
employee, worker,
contractor; permanent,
temporary, full-time, parttime, zero-hours; how
work can be delivered and
resourced in different ways
including the ‘gig
economy’. Financial terms,
work practice terms,
behavioural terms,
attendance and sickness,
reporting.
As we are looking for an explanation, there is no
requirement to produce in-depth analytical answers for
this question. However, doing so can help you to achieve
a higher grade.
Purpose of onboarding
such as successful
integration of new
employees and reduced
You should give an explanation of a minimum of two
benefits of effective onboarding. Benefits can be taken
from the indicative content, or can be from further
You must assess suitable types of contractual
arrangements dependent on specific workforce need.
Your answer should include a range of examples of
current situations for businesses. Therefore, your answer
should include a minimum of 3 types of contracts, one of
which must be permanent, full-time contracts. The other
2 types of contracts can be taken from the indicative
content, or can be from your own research.
We would expect to see both positive and negative
aspects weighed up and a judgement formed on the
suitability of contracts arrangements to meet the
assessment criteria.
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.
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.
research.
As we are looking for an explanation, there is no
requirement to produce in-depth analytical answers for
this question. However, doing so can help you achieve a
higher grade.
________________________________________________________________
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.
The grid below shows the range for each unit assessment result based on total number of marks
awarded across all assessment criteria.
To pass the unit assessment you must achieve a 2 (Low Pass) or above for each of the assessment
criteria.
Please note that you will receive a Pass or Fail result from the CIPD at unit level on your certificates.
Overall mark
Unit result
0 to 19
Fail
20 to 25
Low Pass
26 to 32
Pass
33 to 40
High Pass
Marking Descriptors
Low Pass
Pass
2
3
Contextualised Marking Descriptor
Grading Band
Mark for AC
Descriptor Category
Fail
1
Demonstration of
knowledge,
understanding or skills
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.
Examples
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. A good standard of intext referencing.
Considerable evidence of appropriate
wider reading to inform answer. An
excellent standard of in-text
referencing.
Required format
Answers
Use of references
High Pass
2
You should refer to this marking grid throughout your assessment to provide you guidance for each task. Your final marks will be generated from how well
you demonstrate your knowledge, skills and understand, 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. You will not lose a
submission attempt if your work cannot be marked due to the issues below, however it will delay your
feedback.
Criteria for Submission
Front cover sheet
CIPD
number
used
Wet
signature
included
Word count
declared in
range
Assessment
Word
document
(not PDF)
Formatted
as per brief
AC numbers
in headings
Academic Misconduct
We regard any attempt by a student to gain an unfair advantage in assessment as a serious academic
offence that undermines the academic standards of the both the centre and the CIPD.
If suspected of plagiarism, and any other academic offence, you will be required to explain why this
has happened and you may lose attempts, have to work on a new brief or the most serious of penalties
which can be withdrawal from the course.
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 you 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. We are required to change the briefs over to ensure that they
are relevant and current. There are plans to change over 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 there is a requirement to do so.
________________________________________________________________
9. Appendix
________________________________________________________________
No appendix for this unit and assessment
Purchase answer to see full
attachment
