5HR02 TALENT MANAGEMENT AND WORKFORCE PLANNING GUIDE

This is a comprehensive guide to the CIPD 5HR02 Talent management and workforce planning Unit. It outlines the assessment criteria with concise examples, deconstructing each question step-by-step to allow the 5HR02 learner craft an adequate response to their 5HR02 Talent management and workforce planning assignment thus ensuring that learners meet all requirements effectively.

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5HR02 Assignment Help/Guide

(AC 1.1) How can organisations strategically position themselves in competitive labour markets?

You should explain the practical steps organisations take to position themselves in competitive markets.

Explain: To make something clear to someone else, and to give a reason to enable them to understand better.

• Consider key factors such as 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, and how these can be applied to the case organization.
• You could draw on examples from the further reading to demonstrate where organisations have strategically positioned themselves in competitive labour markets, for example, SAP, Google, etc. You don’t need to practically apply the models and theories; only discuss how they could be strategically used.
• There is also a need to consider the term EVP, what this means, and what exactly is included in it.
• Your answer MUST be clear, concise, well-argued, and directly respond to what has been asked. The presentation of the assignment is well structured, and coherent, and focusses on the need of the question.
• Include clear evidence of the use of references to wider reading to help inform the answer or a confident application and link to workplace practice.

(AC 1.2) What is the impact of changing labour market conditions on resourcing decisions?

You MUST explain the impact of changing market conditions on resourcing decisions.

Explain: To make something clear to someone else, and to give a reason for something that will enable them to understand better.

• Start by defining tight and loose labour markets and explain how resourcing decisions are impacted. A clear link should be made between these market conditions and how they impact resourcing decisions taken by a business.
• Some factors to consider include trends in the demand and supply of labor and skills; and reasons for trends using analytical models such as political, economic, social, technological, legal, and environmental a good example could be COVID-19 and the change to hybrid working. Resourcing decisions: may be taken concerning employer branding, recruitment methods, retention strategies, reorganisations, development decisions and long-term planning, critical incidents, national, international, and global pressures, crises, changing faces, and methods of working.
• Ensure that you have also included stats to demonstrate this. References should be included to help support your answer including strong examples that illustrate the point being made, that link and support the answer well.
• The answers should be applied to the case organisation or an alternative organisation. The answers are clear, concise, well-argued, and directly respond to what has been asked and the presentation of the assignment be well structured, coherent, and focused on the need of the questions.

(AC 1.3) What is the role of government, employers, and trade unions in ensuring future skills needs are met?

You must provide a discussion on the role of government, employers, and trade unions in ensuring future skills needs are met.

Discuss: To talk or write about a subject, while providing your ideas and opinions on the subject matter. Investigate or examine by argument and debate, giving reasons for and against

• You MUST debate or present an argument that covers all three areas (government, employers, and trade unions). You should critique and form a judgment using a range of research, data, and opinions.
• Areas you could cover include apprenticeships, skills development, union learning representatives, etc.
• Government: in developing skills strategies that may include literacy, numeracy, IT skills, skills development, policies that provide employers with funding for skill development and analysis of future skills needs; supporting changes in workforce requirements and availability.
• Employers: role in identifying needs and providing skill development in the workplace through training and development, training programs such as apprenticeships, role in providing quality work experience placements.
• Trade unions: union-led agendas to improve access to learning and training, the role of union learning representatives where applicable.
• Include strong examples that illustrate the point being made, that link and support the answer well. Your answers should be applied to the case organisation or an alternative organisation.
• Make sure that the answers are clear, concise, and well-argued, and directly respond to what has been asked. The presentation of the assignment should be well-structured, coherent, and focused on the needs of the questions.
• Indicate clear evidence of the use of references to wider reading to help inform answer or a confident application and link to workplace practice.

(AC 2.1) I am new to people practice and have heard that workforce planning is important. Before I try to convince others of this, I welcome the views of someone with more experience. Could you analyse the impact of effective workforce planning?

You must produce an analysis of the impact of effective workforce planning.

Analyse: Break the topic down into separate parts and examine each part with thoughts and judgements. Show how the main ideas are related and why they are important.

• Provide a confident analysis of the impact of workforce planning in terms of forecasting demand for labour utilising both internal and external sources of supply.
• You should break down the impact and bring in current and relevant sources/ references to support your analysis. You must focus their attention on effective workforce planning.
• Factors to consider here include; forecasting demand, forecasting internal and external supply, analysing gaps between supply and demand of labour; strategies to address the gaps between supply and demand.
• Include strong examples that illustrate the point being made, that link and support the answer well. Your answers should be applied to the case organisation or an alternative organisation.
• Ensure that your answers are clear, concise, and well-argued, directly respond to what has been asked and the presentation of the assignment is well structured, coherent, and focused on the need of the questions.

 (AC 2.2 ) I want to introduce workforce planning in my organisation but I’m unsure which technique/s to use. Could you evaluate the techniques used to support the process of workforce planning?

You should provide an evaluation of the techniques used to support workforce planning.

Evaluate: Make an appraisal of the value (or not) of something, its validity, reliability, and applicability.

• Your assessor would expect to see at least two techniques mentioned in this section.
• Look at the positive and negative elements of each technique and form a judgment 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.
• Techniques to consider in this section include managerial judgment, working back from costs, and systemic approaches. Consider the data used to forecast demand and supply such as the effectiveness of promotion/demotion rates, transfer rate, employee turnover rate, factors affecting external supply, and critical incident analysis which are used to support the process of workforce planning.
• Includes strong examples that illustrate the point being made, that link and support the answer well. Your answers should be applied to the case organisation or an alternative organisation.
• Ensure your answers are clear, concise, well-argued, and directly respond to what has been asked and the presentation of the assignment is well structured, coherent, and addresses the needs of the questions.
• Provide clear evidence of the use of references to wider reading to help inform answer or a confident application and link to workplace practice.

(AC 2.3) Could you explain two approaches to succession and contingency planning aimed at mitigating workforce risks?

You must explain approaches to succession and contingency planning to mitigate workforce risks.

Explain: To make something clear to someone else, and to give a reason for something that will enable them to understand better.

• Discuss a minimum of two approaches covering both areas: succession and contingency. Since it is only an explanation, there is no requirement to produce in-depth analytical answers to this question. However, doing so could help you achieve a higher grade.
• You could consider approaches such as Managing contingency and mitigating risk through developing talent pools; using appraisals to identify who is interested in progression; assessing current abilities and building development plans to address gaps between current ability, interests, skills, knowledge, and behaviors needed to progress; balancing internal progression.
• Include strong examples that illustrate the point being made, that link and support the answer well. Your answers should be applied to the case organisation or an alternative organisation.
• Ensure that your answers are clear, concise, well-argued and directly respond to what has been asked. The presentation of the assignment should be well structured, and coherent and focus on the need of the questions.
• Includes clear evidence of the use of references to wider reading to help inform answer or a confident application and link to workplace practice.

(AC 2.4) I tend to advertise all vacancies on our organisation’s website, then managers interview applicants. I would like to consider other recruitment and selection methods. Could you briefly assess the strengths and weaknesses of these methods as well as one other recruitment method and one other selection method?

You must assess the strengths and weaknesses of different methods of recruitment and selection to build effective workforces.

Assess: Evaluate or judge the importance of an issue and use available information to make a reasoned judgment.

• You are expected to provide at least two methods of both recruitment and selection covered (so a minimum of four in total) to bring out a detailed assessment. Use sub-headings or bold feature to highlight the chosen methods. You should include organisation’s websites and interviews in your answer. You are also expected to provide strengths and weaknesses for each method in the assessment. Include a minimum of 2 strengths and 2 weaknesses for each of the methods.
• Recruitment methods may include internal and external methods, informal and formal methods; and advertising through different media such as employment agencies; educational liaisons; social media, intranet sites, websites, newsletters, job bulletins, job boards, job centers, etc.

Selection methods

• may include application screening, selection interviews, ability, and personality testing, job references, work samples, trial shifts, assessment centers, etc; ‘
• There should also be a link between the methods and their ability to build effective workforces. For instance; how to conduct a fair and objective assessment; the impact of new and emerging technologies on recruitment and selection; diversity and fair access of opportunities for all; and evaluation of the effectiveness, validity, and reliability of recruitment and selection practices.
• Includes strong examples that illustrate the point being made, that link and support the answer well. Answers must be applied to the case organisation or an alternative organization.
• Make your answers clear, concise, well-argued, and directly respond to what has been asked. The presentation of the assignment should be well structured, and coherent and focus on the need of the questions. •
• Include clear evidence of the use of references to wider reading to help inform the answer or a confident application and link to workplace practice.

(AC 3.1) I am aware employee turnover rates vary from one organisation to another but what turnover and retention trends exist and what factors influence why people choose to leave or remain?

You must examine turnover and retention trends and examine the factors that influence why people choose to leave or remain.

Examine: To look at something in detail, ‘putting it under a microscope’

• Ensure you cover all 3 points: *Turnover trends, *Retention trends, *Factors influencing why people choose to leave or remain.
• Bring in, and reference current, relevant, and contemporary trends found from reputable sources such as government data, professional body reports, or other leading journals and articles.
• Turnover and retention trends: influencing factors such as ethical issues, cultural expectations, motivational issues, management style issues, job satisfaction and job design, recognition and reward, and changes in legislation.
• Trends in areas such as why people leave or remain in organisations: differences between voluntary and involuntary turnover; differences between avoidable and unavoidable turnover; push and pull factors; statistical analysis such as crude turnover rate, stability analysis, and cohort analysis.
• Your answers MUST be clear, concise, well-argued, and directly respond to what has been asked. The presentation of the assignment should be well-structured, coherent, and focused on the needs of the questions. Link your answer to the case organization.
• Provide clear evidence of the use of references to wider reading to help inform answer or a confident application and link to workplace practice.

(AC 3.2) I want to compare different approaches to developing and retaining talent on an individual and group level? Could you give me some pointers?

You must compare different approaches to developing and retaining talent on an individual and group level.

Compare: Identify similarities and differences for an activity, leading to an informed conclusion based upon evidence available

• You could start defining talent before proceeding to discuss the approaches
• You are expected to give a comparison of two examples that can be used at an individual and two that can be used at a group level.
• Approaches to retention may include appraisal, training and development, lateral moves, flexible working and work-life balance, workplace characteristics, fair and equitable rewards, career breaks, realistic job previews, job enrichment, etc.
• Include strong examples that illustrate the point being made and link and support the answer well. The answers should be applied to the case organisation or an alternative organisation.
• Ensure your answers are clear, concise, well-argued and directly respond to what has been asked. The presentation of the assignment should be well structured, and coherent and focus on the need of the questions.
• Includes clear evidence of the use of references to wider reading to help inform answer or a confident application and link to workplace practice

(AC 3.3) Could you evaluate approaches that an organisation can take to build and support different talent pools?

You must evaluate approaches that an organisation can take to build and support different talent pools.

Evaluate: To judge or decide the importance, value, or amount of something using evidence, information, and knowledge. A recommendation can then be made based on this information.

• Begin with a definition of the talent pool then proceed to discuss the approaches
• You are expected to provide at least two approaches with both positive and negative factors weighed up and a judgment formed. These could include coaching and mentoring, performance reviews, etc.
• Some approaches to consider include inclusive recruitment and selection approaches; learning and development initiatives including coaching and mentoring; the role of performance reviews; use of analytical tools
• Include strong examples that illustrate the point being made, that link and support the answer well. Your answers should be applied to the case organisation or an alternative organisation.
• Ensure your answers are clear, concise, well-argued and directly respond to what has been asked. The presentation of the assignment should be well-structured, and coherent. Highlight the approaches by using sub-headings or formatted text.
• Includes clear evidence of the use of references to wider reading to help inform answer or a confident application and link to workplace practice.

 (AC 3.4) Could you evaluate two benefits of diversity in building and supporting talent pools?

You should evaluate two benefits of diversity in building and supporting talent pools.

Evaluate: To judge or decide the importance, value, or amount of something using evidence, information, and knowledge. A recommendation can then be made based on this information.

• Provide at least two benefits of diversity with both positive and negative aspects weighed up and a judgment formed. Your answer MUST be supported by research, current thinking, and contemporary trends.
• Some factors to consider include Enriched perspectives; increased creativity; lower employee turnover; positive impact on employer brand; improved decision-making; improved knowledge and understanding; reduced language barriers; higher engagement; reduced risk of discrimination, and awareness of potential pitfalls and difficulties.
• Include strong examples that illustrate the point being made, that link and support the answer well. Ensure that your answers are applied to the case organisation or an alternative organisation.
• Answers need to be clear, concise, well-argued, and directly respond to what has been asked. The presentation of the assignment should be well-structured, and coherent and focus on the need of the questions.
• Includes clear evidence of the use of references to wider reading to help inform answer or a confident application and link to workplace practice.

 (AC 3.5) I am trying to persuade managers in my organisation to take employee turnover more seriously but have been unsuccessful. Could you explain the impact associated with dysfunctional employee turnover?

You must explain the impact associated with dysfunctional employee turnover.

Explain: To make something clear to someone else, and to give a reason for something that will enable them to understand better.

• You are expected to cover both direct and indirect costs in your answer. Give examples for each cost. As the answer seeks 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.
• Costs associated with dysfunctional employee turnover: methods of measuring employee turnover; direct costs such as recruitment and selection costs, time to process leaver and starter, induction and initial training costs; indirect costs such as loss of productivity by leaver and new starter, loss of skills, knowledge, and morale in the team, loss of return on any investment for the leaver.
• Includes strong examples that illustrate the point being made, that link and support the answer well. Answers should applied to the case organisation or an alternative organisation.
• Ensure your answers are clear, concise, well-argued and directly respond to what has been asked. The presentation of the assignment should be well structured, and coherent and focuses on the need of the questions.
• Include clear evidence of the use of references to wider reading to help inform the answer or a confident application and link to workplace practice.

(AC 4.1) Could you assess suitable types of contractual arrangements dependent on specific workforce need?

You must assess suitable types of contractual arrangements dependent on specific workforce needs.

Assess: Evaluate or judge the importance of an issue and use available information to make a reasoned judgment.

• You are expected to mention a few specific workforce needs first, then an assessment of suitable types of contract arrangements based on those needs.
• Offer a range of examples of current situations for businesses. You are expected to assess both positive and negative aspects weighed up and a judgment formed on the suitability of contract arrangements.
• Matching workforce needs to contractual arrangements. How work can be delivered through different contracts: employee, worker, contractor; permanent, temporary, full-time, part-time, zero-hours; how work can be delivered and resourced in different ways including the ‘gig economy’. Financial terms, work practice terms, behavioural terms, attendance and sickness, and reporting.
• Include strong examples that illustrate the point being made, that link and support the answer well. Answers should be applied to the case organisation or an alternative organisation.
• Ensure your answers are clear, concise, well-argued, and directly respond to what has been asked. The presentation of the assignment should be well-structured, and coherent, and address the needs of the question.
• For a good well-presentation consider the following pattern: Type of contractual agreement – specific workforce need/ its applicability – merits – demerits – form a judgment/ conclusion.
• Includes clear evidence of the use of references to wider reading to help inform answer or a confident application and link to workplace practice.

(AC 4.2) I have heard there are different types of terms in contracts – surely a term is a term. Can you differentiate between express terms and implied terms?

Clients must differentiate between the express and implied terms in contracts.

Differentiate: Identify the aspects that make things different from each other

• You are expected to give key terminology explained and differences outlined between them. An example could be expressed terms and implied terms and the differences between them in contracts.
• Include strong examples that illustrate the point being made, that link and support the answer well. Apply the answer to the case organisation or an alternative organisation.
• Ensure your answers are clear, concise, well-argued and directly respond to what has been asked. • The presentation of the assignment should be well structured, and coherent and address the needs of the question
• Includes clear evidence of the use of references to wider reading to help inform answer or a confident application and link to workplace practice.

 (AC 4.3)  Could you explain the components and two benefits of effective onboarding?

You must explain the components and two benefits of effective onboarding.

Explain: To make something clear to someone else, and to give a reason for something that will enable them to understand better.

• You are expected to give both components and then two benefits. As the question seeks 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.
• Explain the benefits of onboarding in terms of appreciation of the organisation’s culture and norms and employee effectiveness.
• Components: pre-employment information, organisational and departmental information, role information, clarification, expectations, socialisation, support, and development availability. A good way to go about answering this question would be to explain each component and attach multiple benefits to it.
• Ensure your answers are applied to the case organisation or an alternative organisation. The answers should be clear, concise, well-argued, and directly respond to what has been asked. The presentation of the assignment MUST be well-structured, coherent and focusses on the need of the questions.
• Include clear evidence of the use of references to wider reading to help inform the answer or a confident application and link to workplace practice

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