HR Assessment

 Resourcing and talent planning 

5RSTIHR105001(17)

1

Assessment Bank – Intermediate level – August 2017

CIPD Candidate Assessment Activity

Title of unit/s Resourcing and Talent Planning

Unit No/s 5RST

Level 5

Credit value 6

Assessment method(s) Written answers and appropriate evidence of activity as specified
in the questions

Learning outcomes:
1 Understand key contemporary labour market trends and their significance for workforce

planning.
2 Be able to undertake talent planning and recruitment activities
3 Understand how to maximise employee retention
4 Know how to manage dismissal, redundancy and retirement effectively and lawfully.

Assessment brief/activity Assessment
You are required to provide written responses to each of the following seven Criteria
questions:

Question 1

Your organisation is based in two different countries (the UK and another

country of your choice). Write a short account which briefly assesses the 1.1, 1.2, 1.3
labour market trends in each country. In your account, briefly explain the

significance of tight and loose labour market conditions and how organisations

position themselves strategically in competitive labour markets.

Question

2

Give a brief description of the role of government, employers and trade unions

in ensuring future skills needs are met. 1.4

Question 3

Briefly describe the main principles of effective workforce planning and give

some examples of any tools that may be used for this. 2.1

Question 4

1. Develop and provide a basic succession and career development plan

2. Provide evidence to show your contribution to plans for downsizing an 2.2
organisation 2.3

3. Provide evidence to show your contribution to the development of job

descriptions, person specifications and competency frameworks. 2.4

Question 5

Explain some of the main legal requirements in relation to recruitment and

selection and briefly assess the strengths and weaknesses of at least two 2.5, 2.6,

different methods of recruitment and selection.

Question 6

Briefly explain briefly why people leave or remain with organisations and

provide a summary of some of the costs associated with dysfunctional 3.1
employee turnover. Go on to assess the strengths and weaknesses of at least 3.2

two different approaches to retaining talent.

5RST IHR105001(17)

2
Assessment Bank – Intermediate level – August 2017

Question 7
Provide a brief summary of the advice you would provide to your organisation
on good and lawful practice for managing dismissal, retirement and
redundancies.

4.1

Evidence to be produced/required

Answers to each of the seven questions 3900 words +/-10% (divided appropriately

across the questions).

You should relate academic concepts, theories and professional practice to the way
organisations operate, in a critical and informed way, and with reference to key texts, articles
and other publications and by using organisational examples for illustration.

All reference sources should be acknowledged correctly and a bibliography provided where

appropriate (these should be excluded from the word count).

Resourcing and talent planning
(5 RST)

Tutor Support Session 1

Tutor – Stuart Haden

Objective of session:

By the end of this session you will
understand the requirements for 5RST
Assignment

What will I gain from this unit?
This assessment will explore and review the following areas of HR:

Questions Topic

1 Labour Market

2 Future Skills

3 Workforce Planning

4 HR Planning & Documentation

5 Legal Requirements in Relation to Recruitment & Selection

6 Retention & Turnover

7 Lawful Practice for Managing Dismissal, Retirement & Redundancies

A typed Word document divided into these areas 3900 words +/- 10%

Assignment Layout: questions 1 – 4
Front Cover

Table of Contents (as per subheadings below)

Question 1 – Labour Market – (AC 1.1, 1.2 and 1.3)

Assessment criterion: 1.1 Assess the major contemporary labour market trends in different country contexts

Assessment criterion: 1.2 Explain how organisations position themselves strategically in competitive labour markets

Assessment criterion: 1.3 Explain the significance of tight and loose labour market conditions

Question 2 – Future Skills – (AC1.4)

Assessment criterion: 1.4 Describe the role of government, employers and trade unions in ensuring future skills needs
are met

Question 3 – Workforce Planning – (AC2.1)

Assessment criterion: 2.1 Describe the principles of effective workforce planning and the tools used in the process

Question 4 – HR Planning & Documentation (AC2.2, 2.3 and 2.4)

Assessment criterion: 2.2 Develop basic succession and career development plans

Assessment criterion: 2.3 Contribute to

plans for downsizing an organisation

Assessment criterion: 2.4 Contribute to the development of job descriptions, person specifications and competency
frameworks

Assignment Layout: questions 5 – 7
Question 5 – Legal Requirements in Relation to Recruitment and Selection – (AC2.5, AC2.6)

Assessment criterion: 2.5 Explain the main legal requirements in relation to

recruitment and selection

Assessment criterion: 2.6 Assess the strengths and weaknesses of different methods of recruitment and selection

Question 6 – Retention & Turnover

Assessment criterion: 3.1 Explain why people choose to leave or remain employed by organisations and the costs
associated with dysfunctional employee turnover

Assessment criterion: 3.2 Assess the strengths and weaknesses of different approaches to the

retention of talent

Question 7- Lawful Practice for Managing Dismissals, Retirement and Redundancies

Assessment criterion: 4.1 Advise organisations on good practice in the management of Dismissals, redundancies and
retirements that

complies with current legislation

Reference List

Appendix
Appendix I – Succession Plan (AC2.2) (using template)

Appendix II – Career Plan (AC2.2) (using template)

Appendix III – Flowchart of how HR contributes to downsizing (AC2.3)

Appendix IV – Job Description, Person Specification and Competency Framework (AC2.4) (using template)

Assignment Tasks, Week Numbers and Approx Word

Count

Question

and AC

Task Week

Number

Approx

Word

Count

One

AC1.1, 1.2, 1.3

Your organisation is based in two different countries (the UK and another country of your choice)

.

Write a short account which briefly assesses the labour market trends in each country.

In your account, briefly explain the significance of tight and loose labour market conditions and how organisations position themselves

strategically in competitive labour markets.

One (AC1.1 and

AC1.2)

Two (AC1.3)

1200

Two

AC1.4

Give a brief description of the role of government, employers and trade unions in ensuring future skills needs are met. Two 400

Three

AC2.1

Briefly describe the main principles of effective workforce planning and give some examples of any tools that may be used for this. Three 400

Four

AC2.2, 2.3 2.4

Develop and provide a basic succession and career development plan

Provide evidence to show your contribution to plans for downsizing an organisation

Provide evidence to show your contribution to the development of job descriptions, person specifications and competency frameworks.

These template will be covered in more depth during study week.

Three

(AC2.2, 2.3)

Five

(AC2.4)

These are

appendices and

you have to

CREATE these

documents as per

the scenario

SEE TEMPLATES

Five

AC2.5, 2.6

Explain some of the main legal requirements in relation to recruitment and selection and briefly assess the strengths and weaknesses of

at least two different methods of recruitment and selection

Five (AC2.5)

Six (AC2.6)

800

Six

AC3.1, 3.2

Briefly explain briefly why people leave or remain with organisations and provide a summary of some of the costs associated with

dysfunctional employee turnover. Go on to assess the strengths and weaknesses of at least two different approaches to retaining talent.

Six (AC3.1,

AC3.2)

800

Seven

AC4.1

Provide a brief summary of the advice you would provide to your organisation on good and lawful practice for managing dismissal,

retirement and redundancies.

Six (AC4.1) 400

https://campus.avadolearning.com/mod/resource/view.php?id=239896

Question 1 : Labour Market

AC 1.1 Assess the major contemporary labour market trends in

different country contexts
Compare (identify and explain similarities and differences) different labour market trends (changes over time)

in the UK and another country (any other country). You should assess the impact these trends have on the

labour market of those countries from an employers perspective – i.e. average wage levels, contract types, etc.

• Select and compare 2 trends – the same for both countries.

VLC Week 1

Employment Rate Working population Comparison

United Kingdom Provide overview information Provide overview information Similarities/differences

Saudi Arabia Provide overview information Provide overview information Similarities/differences

✓ Employment/unemployment rates

✓ GDP

✓ Average earnings

✓ Workforce population i.e. age, region, sex etc

https://tradingeconomics.com/countries

Summarise – from the findings above summarise (2 paragraphs either headed
by country or chosen areas) focus on the trends found

https://tradingeconomics.com/countries

Question 1 : Labour Market

AC 1.2 Explain how organisations position themselves

strategically in competitive labour markets
What does ‘employer of choice’ mean? (1 paragraph)

• Definition plus a couple of sentences in your own words

How to become an employer of choice? (1-2 paragraphs)

• What are the key characteristics?

• Provide working examples if appropriate to your organisation, if not have a look online for
organisations that fall within this category – you could look at the Times 100 companies

How does becoming an employer of choice improve labour market position? (1-3 paragraphs)

You could include a discussion around the following:

• Becoming more attractive to top talent,

• improving organisation’s position amongst competition,

• making the organisation leaders in the industry

Useful links

:

How to be an employer of choice in an increasingly competitive jobs market

https://www.cipd.co.uk/search?q=employer+of+choice (lots of interesting articles)
VLC Week 1

How to be an employer of choice in an increasingly competitive jobs market

https://www.cipd.co.uk/search?q=employer+of+choice

Question 1 : Labour Market

AC 1.3 Explain the significance of tight and loose labour market

conditions
• Define the two terms, tight and loose labour markets.

• Explain the significance of tight and loose labour market conditions. In terms of levels of

employment/unemployment and how it impacts an organisations ability to recruit.

• Use examples to help you make your point.

https://www.ezyeducation.co.uk/ezyeconomicsdetails/ezylexicon-economic-glossary/892-

tight-labour-market.html

VLC Week 2

Tight Labour Markets result in markets or periods of time when there are

skills and knowledge shortages

Loose labour markets are when there is a result of surplus skills and

knowledge required to available roles

https://www.ezyeducation.co.uk/ezyeconomicsdetails/ezylexicon-economic-glossary/892-tight-labour-market.html

Question 2 : Future Skills

1.4 Describe the role of government, employers and trade unions in

ensuring future skills needs are met
You MUST provide 3 separate headings/sections:

1)Government: https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/571688/ER6_T
he_UK_skills_system_how_well_does_policy_help_meet_evolving_demand
Short discussion on how the government ensure future skills needs are met…..what initiatives or interventions are currently
happening?
Examples:
Government funding for apprenticeships
Infrastructure investment
Resource availability

2)Employers: Short discussion on how employers ensure future skills needs are met…..what initiatives or interventions are currently
happening?
Examples:
Professional standards such as Trailblazers https://www.instituteforapprenticeships.org/developing-new-apprenticeships/

3)Trade Unions: Short discussion on how trade unions ensure future skills needs are met…..what initiatives or interventions are
currently happening?
Examples:
Individual union development/training https://www.tuc.org.uk/resource/learning-and-skills

Overall useful link:
https://www.cipd.co.uk/knowledge/work/skills/skills-factsheet

VLC Week 2

https://assets.publishing.service.gov.uk/government/uploads/system/uploads/attachment_data/file/571688/ER6_The_UK_skills_system_how_well_does_policy_help_meet_evolving_demand

https://www.instituteforapprenticeships.org/developing-new-apprenticeships/

https://www.tuc.org.uk/resource/learning-and-skills

https://www.cipd.co.uk/knowledge/work/skills/skills-factsheet

Question 3 : Workforce Planning

2.1 Describe the principles of effective workforce planning and the tools

used in the process
Introduction/context (1 short paragraph)

• Provide a brief introduction to the criteria by explaining what workforce planning is and include a definition

Discuss ONE example of the main principles of workforce planning

Describe an example of one of the main principles of workforce planning, for example:

• Setting strategy

• Key stakeholder involvement

• Determining key skills, etc

Briefly discuss TWO tools that can be used in practice

Discuss two tools which could be used in workforce planning, for example:

• Workforce strategy maps,

• Scenario planning, etc

• Span and gap analysis

• Organisational benchmarking

Overall useful link
https://www.cipd.co.uk/knowledge/strategy/organisational-development/workforce-planning-
practice?gclid=CjwKCAiAlO7uBRANEiwA_vXQ-zpi_zt-ZNJofoaUaRVmbWAAmO0iTLe6UBGoGTb8EEWI9DYw_xpdaxoCpVgQAvD_BwE
https://www.cipd.co.uk/knowledge/strategy/organisational-development/workforce-planning-practice?

VLC Week 3

https://www.cipd.co.uk/knowledge/strategy/organisational-development/workforce-planning-practice?gclid=CjwKCAiAlO7uBRANEiwA_vXQ-zpi_zt-ZNJofoaUaRVmbWAAmO0iTLe6UBGoGTb8EEWI9DYw_xpdaxoCpVgQAvD_BwE

https://www.cipd.co.uk/knowledge/strategy/organisational-development/workforce-planning-practice

Question 4 : HR Planning & Documentation

2.2 Develop basic succession and career development plans
Succession Plan

Main body

• Provide a brief summary of the purpose of using a succession plan. The key element is to

demonstrate your understanding of the overall purpose of the document

Appendices

• You must insert an example of a succession plan, using the template provided – key areas to include

are: Future needs, Linking current staff to future roles, Competencies & Skills

Career Development Plan

Main body

• Provide a brief summary of the purpose of using a career development plan. The key element is to

demonstrate your understanding of the overall purpose of the document
Appendices

• You must insert an example of a career development plan, using the template provided – key areas

to include are: Methods, Goal setting, Pathways

• The plan is from an organisational viewpoint but with employee input

VLC Week 3

Question 4 : HR Planning & Documentation

2.2 Develop basic succession and career development plans

(continued)

VLC Week 3

The HR department of Organisation X has an HR

Director, HR Manager, HR Advisor and an HR

Assistant. The HR Director is retiring next year; you

need to plan for their successor.

These templates can be found in your Assessment Guidance page

Create a career development plan for one of the

more junior roles with the goal of progression.

Again, you will need to consider the most suitable

skills, knowledge and behaviours for this role to

complete the plan. You could link this section to

the CIPD profession map against the relevant

bands.

Create a guide based on the given scenario (available in assessment week) to outline

how can HR support the downsizing process.

This guide could include a range or all the following:

• Providing transparency

• Educating line managers, employees and wider stakeholders

• Providing leadership

• Ensuring equality and fairness

• Maintaining a managed approach.

• See next slide for an example…

Best practice: Restructuring your workforce

Question 4 : HR Planning & Documentation

2.3: Contribute to plans for downsizing an organisation

VLC Week 3

Best practice: Restructuring your workforce

Establish a transition team

Develop a communications

plan and

strategies

Conduct critical skills

analyses

Design severance plans, if

needed

Activate retention

strategies

HR will help to
establish a team to

manage the process

Educating line managers,

employee and wider

stakeholders of the need

to downsize. Ensuring the

process is well managed

and is compliant

HR can offer support
and implement
reengagement

strategies after any
downsizing has taken

place

Help to assess skill level

of current workforce

based on fair,

objective criteria

Help to support the
transition team

throughout the process,
offering education and

leadership support

Ensuring equality and

fairness are in place

and any decisions are

fair, compliant and

transparent

Question 4 : HR Planning & Documentation

2.3: Provide evidence (the guide is evidence) to show your contribution to

plans for downsizing an organisation
VLC Week 3

You will need to create the following THREE documents based on the scenario in

theassessment guidance. Using the template provided. Populate the templates as

required, think in terms of the skills, knowledge and behaviours required. (Perhaps look

at some advertised jobs to get some ideas).

• (1) Personal specification
• (1) Job description

• (1) Competency framework

Place the document/s in your appendices. In the main body of your report you should

provide a short discussion of each including for example, the purpose of the

documents, how they can be used, benefits, etc

Question 4 : HR Planning & Documentation

2.4 Contribute to the development of job descriptions, person

specifications and

competency frameworks

VLC Week 4

This template is available in your Assessment Guidance page

Question 4 : HR Planning & Documentation

2.4 Provide evidence to show your contribution to the

development of job descriptions, person specifications and

competency frameworks
VLC Week 4

Introduction/context

• Just a few sentences stating ‘recruitment and selection is governed by legal requirements’

and state the pieces of legislation you are going to discuss

Discuss two examples of the main pieces of legislation linked to recruitment and selection
• A short summary of both should be provided with an explanation of why they are

important to the recruitment and selection process

• You could consider the following points for discussion: what rights do they confer to

employees? What obligations do they impose on employers? how do they impact the

R&S process? What would happen if organisations do not comply?

Examples of key pieces of legislation you could choose from:
• Equality Act (2010)

• Data Protection Act (1998)

• May 2018 GDPR Update

Question 5 : Legal Requirements in Recruitment & Selection

2.5 Explain the main legal requirements in relation to recruitment

and selection.

VLC Week 4

Recruitment method Advantages Disadvantages

Social media

advertising

Wide reaching –

International – cost

effective – fast –

targeted

Time consuming –

risk of discrimination

– risk of breach of

GDPR

Selection method Advantages Disadvantages

Interview Bespoke – body

language can be

assessed – thorough

Risk of discrimination

– unsuitable for

certain roles – bias

• Select one method of recruitment and one method of selection (TOTAL OF TWO)

• Identify and discuss 2 or more strengths and 2 or more weaknesses of each

• A table could be used for this section, however you must provide a summary

underneath to fully support your ideas. (1 – 2 paragraphs)

Question 5 : Legal Requirements in Recruitment and Selection

2.6: Assess the strengths and weaknesses of different methods of

recruitment and selection
VLC Week 4

Remain or leave?

• Discuss two examples of why people choose to remain employed within an organisation

• Discuss two examples why people choose to leave an organisation

• You can present your information in a table as below, however you must provide an overall

summary underneath

Costs associated with dysfunctional employee turnover

• Define DYSFUNCTIONAL turnover

• Provide a brief summary of the costs associated with dysfunctional employee turnover which

could include; Increased costs in replacing the member of staff, selection costs, costs to the

business if productivity is affected

• You could explain some of the direct and indirect costs

Remain Leave

Total Reward Package Poor Leadership

Career progression Culture

Question 6 : Retention & Turnover

3.1: Explain why people choose to leave or remain employed by

organisations and the costs associated with dysfunctional employee

turnover.

VLC Week 6

Assess the relative merits of two different approaches to retaining talent

• Identify any two approaches that organisations can implement to retain talent, some examples

you could use; financial benefits, flexible working, job enrichment, workplace environment,

recognition

• You could present in a table, for example:

• You need to include a minimum of one strength and one weakness is provided for both

approaches

.
Question 6 : Retention & Turnover

3.2: Assess the strengths and weaknesses of different approaches to the

retention of talent
VLC Week 6

Good and Legal practice

• You must cover how to deal with good and legal practice for all three areas; dismissals,

retirements and redundancies…….you could include:

– Keeping up to date with legislation and codes of practices such as ACAS

– Following legal process and guidelines

– Implementing fair and legally compliant policies and procedures ensuring the organisation is

aware of them and training manages to use them

– Conducting legally compliant, ethical and professional HR practice

You must also mention

• Redundancies: Fair reasons for redundancies; Retirement: No law linked to enforcing the

retirement age and relevant legislation such as Equality Act 2010 (discrimination); Dismissal: 5

fair reasons for dismissal.

Cite relevant legislation where possible

Question 7 : 4.1 Advise organisations on good practice in the

management of dismissals, retirements and redundancies that

complies with current legislation
VLC Week 6

Labour markets

https://tradingeconomics.com/

http://www.oecd.org/about/

http://www.worldbank.org/en/topic/labormarkets

https://www.cia.gov/the-world-factbook/references/guide-to-country-comparisons/

Succession Plans

https://www.cipd.co.uk/knowledge/strategy/resourcing/succession-planning-factsheet#7316

https://www.mindtools.com/blog/corporate/succession-planning/

http://www.sigmaassessmentsystems.com/succession-planning-template/

Career Development Plan

https://performancemanager.successfactors.com/doc/po/develop_employee/carguide.html

https://www.marsdd.com/mars-library/career-development/

Useful links

https://tradingeconomics.com/

http://www.oecd.org/about/

http://www.worldbank.org/en/topic/labormarkets

https://www.cipd.co.uk/knowledge/strategy/resourcing/succession-planning-factsheet#7316

https://www.mindtools.com/blog/corporate/succession-planning/

http://www.sigmaassessmentsystems.com/succession-planning-template/

https://performancemanager.successfactors.com/doc/po/develop_employee/carguide.html

https://www.marsdd.com/mars-library/career-development/

Key Dates

Tutor Support Session 2 Tuesday 30th March @ 12.30 & 18.30

5RST Submission deadline Sunday 11th April @ 23.55pm

(UK Local Time)

Release date before 1pm Monday 26th April

Resubmission Date Sunday 9th May @ 23.55pm
(UK Local Time)

Question Time

OrganisationX

Job Description, Person Specification, Competency Framework
Job Description
Department:	Human Resources
Post Title:	HR Assistant
Level/Salary Range
Posts Responsible to:
Posts Responsible for:
Job Purpose:

Key Accountabilities/Primary Responsibilities:

Person Specification (HR Assistant)
Criteria	Essential	Desirable	How to be assessed
Qualifications, Knowledge and Experience:
Planning and Organising:
Problem Solving and Initiative:
Management and Teamwork:
Communicating and Influencing:
Other Skills and Behaviours:

Behavioural Competencies (HR Assistant)

Customer Focus

Accountability

Communication & Influencing

Team work/ Collaboration

Seeks Excellence

Professional Development

Judgement/ Problem Solving

1

5RST Appendices for AC 2.4

Organisation X

HR Succession Plan

B Smith

C Brown

D Williams

Name	Position	Qualifications	Current time in role	Experience in sector	Planned Successor
A Jones	HR Director		B Smith
HR Manager		C Brown
HR Advisor		D Williams
HR Assistant	TBC

Career Development Plan for C Brown

Training Required	By whom	Benefit	Cost & Timescale	Review Period

5RST Appendices for AC 2.2