7HR02 Resourcing and talent management to sustain success
Learner Assessment Brief
Assessment ID / CIPD_7HR02_22_01
Level 7 Advanced Diploma in
- Strategic People Management
Introduction
Level 7 Advanced Diploma
Your knowledge and understanding of the material covered in this specialist unit will be assessed by the submission of an assessment.
You will write four answers of approximately 1000 words to the questions posed and submit them together in a single document. This constitutes your assessment for this unit. The total word count for the assessment will therefore be 4000 words, plus or minus 10%. The bibliography, list of references and essential appendixes (if applicable) are not included in the total word count – but the latter must be kept to a minimum across all assessments.
You must demonstrate within the submitted evidence (through headings and sub-headings) which learning outcomes and assessment criteria have been cited. We are unable to moderate your work if this is not included. Critically evaluate your organisation’s employer brand and make recommendations on how this can be improved to ensure a more compelling employee value proposition is offered, securing an enhanced reputation for the organisation in the labour market
As this is an Advanced Diploma, it is important that you are able to demonstrate not only good knowledge and understanding of the material associated with each learning outcome, but also the ability to develop an original argument and justify it persuasively with reference to wider reading. Examples of approaches taken in a range of organisations are also an effective means by which to justify your arguments.
The six main criteria that CIPD requires centres to use when marking the assignments are outlined below, but it may be that not all these criteria are present in every question.
(1) focus
(2) depth and breadth of understanding
(3) strategic application and professional advice
(4) research and wider reading
(5) persuasiveness and originality
(6) presentation and language
Assessment Questions
Level 7 Advanced Diploma
In recent months, the UK has seen record levels of job vacancies across a variety of sectors. Recent CIPD research has found that, three quarters of UK employers are reporting hard–to-fill vacancies, whilst globally, it is reported that employers are heading for a talent shortage perfect storm, attributed to the ‘Great Resignation’, remnants of the pandemic, low levels of unemployment and an increasing need for new skills.
Attracting and retaining talent is becoming increasing difficult, and as a result has moved further up the people management agenda, as organisations struggle to remain competitive.
In response to this situation, you recognise the need to review your organisation’s resourcing and talent strategy (for the purpose of this assessment you can either focus on your own organisation or one with which you are familiar). To achieve this, you need to address the following:
Question 1 (AC 1.4)
Critically evaluate your organisation’s employer brand and make recommendations on how this can be improved to ensure a more compelling employee value proposition is offered, securing an enhanced reputation for the organisation in the labour market.
Question 2 (AC 2.3)
Critically analyse how technologies can be utilised to improve employee selection, drawing upon examples to illustrate.
Question 3 (AC 3.3)
Recommend two interventions that could be designed to improve the retention of staff, justifying why they are appropriate to your organisation.
Question 4 (AC 4.1)
Drawing upon research evidence, provide a justified argument for the adoption of collaborative as opposed to punitive approaches to managing and enhancing employee performance.
Marking Grid
Level 7 Advanced Diploma
Learners will receive a Pass, Merit, Distinction or Refer/Fail result at unit level.
Assessors must provide a mark from 1 to 4 for each Learning Outcome in the unit. Assessors should use the generic grade descriptor grid as guidance so they can provide comprehensive feedback that is developmental for learners. Please be aware that not all of the generic grade descriptors will be present in every learning outcome for all the assignments, so assessors must use their discretion in making grading decisions.
To pass the unit assessment learners must achieve a 2 (Pass) or above for each of the learning outcomes.
The overall mark achieved will dictate the Grade the learner receives for the Unit, provided NONE of the learning outcomes have been failed or referred. A detailed marking grid will be released once the 4 questions are published.
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Overall mark
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Unit result
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0 to 7
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Refer / Fail
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8 or 9
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Pass
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10 to 13
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Merit
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14 to 16
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Distinction
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Learners’ result should be recorded in a marking grid similar to the example below.
Marking grid:
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Learning outcome
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Mark
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LO1
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2
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LO2
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3
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LO3
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3
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LO4
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2
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Overall mark
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10
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Unit Result
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Merit
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Generic grade descriptors
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REFER/FAIL / 1
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PASS / 2
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MERIT / 3
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DISTINCTION / 4
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Focus
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Fails to address all the questions either sufficiently fully or directly.
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An adequate attempt to address all the questions fully and directly.
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A good attempt to address all the questions relatively well and directly.
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An excellent attempt to address all the questions very well and directly.
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Depth & breadth of understanding
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Inadequate knowledge and understanding in respect of one or more of the questions. Limited depth and breadth of analysis.
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Adequate knowledge and understanding across the questions. Satisfactory breadth and depth of analysis.
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Full and solid knowledge and understanding across all the questions. Good breadth and depth of analysis.
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Very full knowledge and understanding across all the questions. Excellent breadth and depth of analysis.
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|
Strategic application & professional advice
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Fails to provide appropriate or well-justified advice and/or recommendations. Lacks a strategic approach.
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Provides adequately justified advice and informed recommendations Some strategic application.
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Provides solid and thoughtful advice and well-informed recommendations. Clearly strategic in orientation.
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Provides excellent advice and very well-informed recommendations. Strategically oriented in all respects.
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Research & wider reading
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Limited original research and/or appropriate wider reading for the assignment. Limited or no referencing.
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Evidence of sufficient research and appropriate wider reading for the assignment. Satisfactory in- text referencing.
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Evidence of significant research and thoughtful, appropriate wider reading for the assignment. A good standard of in-text referencing.
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Evidence of considerable research and excellent, appropriate wider reading for the assignment. An excellent standard of in-text referencing
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Persuasiveness & originality
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Limited development of persuasive and original arguments.
Inadequate use of examples.
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An adequate attempt to develop original arguments and to justify these persuasively. Includes appropriate examples.
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Some strong original arguments are presented which are mainly justified persuasively. Good use of examples.
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Mostly strong original arguments are presented and justified very persuasively. Excellent use of examples.
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Presentation & language
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An inadequate standard of presentation or language. The assignment is poorly written and/or poorly structured. It is not at the level required for a management presentation.
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A solid standard of presentation and use of language. The structure and ideas are satisfactory for a management presentation.
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A strong and professional standard of presentation and use of language. The structure and ideas are well crafted for a management presentation.
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An outstanding standard of presentation and use of language. The structure and ideas are very well crafted for a management presentation.
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Useful Information
In contemporary business landscapes, the effective management of human resources is paramount for sustained success. This essay delves into the intricacies of resourcing and talent management, exploring their significance and strategies for ensuring organisational prosperity.
Resourcing Strategies
An organisation`s resourcing strategy serves as the foundation for acquiring, deploying, and retaining talent. It involves meticulous planning to ensure the alignment of workforce capabilities with organisational objectives. One prevalent approach is strategic workforce planning (SWP), which anticipates future skills requirements and identifies gaps that need addressing. By leveraging SWP, organisations can proactively tailor their recruitment, training, and development efforts to meet evolving business needs.
Recruitment and Selection
Recruitment and selection constitute crucial components of resourcing, influencing the caliber and composition of the workforce. Effective recruitment strategies involve attracting diverse talent pools through various channels, including online platforms, job fairs, and networking events. Simultaneously, robust selection processes, such as competency-based interviews and psychometric assessments, help identify candidates who align with the organisation`s culture and values. By prioritising inclusivity and fairness, organisations can enhance their employer brand and foster a culture of diversity and inclusion.
Talent Development and Retention
Talent development is indispensable for nurturing employee potential and ensuring long-term organisational success. It encompasses initiatives like training programs, mentorship schemes, and career progression opportunities. By investing in continuous learning and development, organisations empower employees to enhance their skills and adapt to evolving job requirements. Moreover, offering clear pathways for advancement fosters a sense of loyalty and commitment among employees, reducing turnover rates and preserving institutional knowledge.
Performance Management
Performance management systems play a pivotal role in aligning individual goals with organisational objectives. Through regular feedback, goal setting, and performance appraisals, managers can evaluate employee contributions and provide constructive guidance for improvement. Additionally, performance-based incentives and recognition programs incentivise high performance and reinforce desired behaviors. By fostering a culture of accountability and transparency, organisations can optimise individual and collective performance, driving sustained success.
Resourcing and talent management are indispensable pillars for organisational success in today`s dynamic business environment. By formulating comprehensive resourcing strategies, implementing robust recruitment and selection processes, investing in talent development, and fostering a culture of performance excellence, organisations can effectively harness human capital to achieve their strategic goals. Embracing these principles not only enhances competitiveness but also cultivates a conducive work environment where employees thrive and contribute meaningfully to the organisation`s journey towards sustained success
