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• CIPD Level 3 assignments are designed to provide a foundational understanding of HR practices and principles. These assignments typically cover topics such as recruitment and selection, performance management, employee relations, and employment law.
• To succeed in CIPD Level 3 assignments, students must be able to demonstrate an understanding of these topics and their practical application in the workplace. Assignments will typically involve the analysis of case studies and the development of HR policies and procedures.
• CIPD Level 5 assignments are designed to provide a deeper understanding of HR practices and principles. These assignments typically cover topics such as talent management, diversity and inclusion, HR strategy, and leadership development.
• To succeed in CIPD Level 5 assignments, students must be able to demonstrate a high level of critical thinking and analysis. Assignments will typically involve the development of HR strategies and policies, as well as the analysis of case studies and the application of HR theories to real-world scenarios.
• CIPD Level 7 assignments are designed for HR professionals who are looking to further develop their knowledge and skills. These assignments typically cover topics such as strategic HR management, organizational development, and coaching and mentoring.
• To succeed in CIPD Level 7 assignments, students must be able to demonstrate a deep understanding of HR practices and their application in complex organizational settings. Assignments will typically involve the development of HR strategies and policies, as well as the analysis of case studies and the application of HR theories to complex organizational scenarios.

In summary, CIPD assignments at Levels 3, 5, and 7 require a strong understanding of HR practices and principles, as well as the ability to apply this knowledge to real-world scenarios. Seeking professional help can be a valuable way to overcome the challenges associated with these assignments and achieve academic and professional success.

Level 3 CIPD assignments typically focus on introducing learners to the fundamentals of HR and L&D. Assignments may cover topics such as the role of HR and L&D in organizations, employment law, performance management, and learning and development strategies.

When completing level 3 assignments, it is important to demonstrate your understanding of the key concepts and theories covered in the course, and to use relevant examples to illustrate your points.

Level 5 CIPD assignments are designed to develop learners' understanding of HR management and L&D practices. Assignments may cover topics such as managing employee relations, managing HR information, and developing and implementing HR strategies.

When completing level 5 assignments, it is important to demonstrate your ability to apply HR and L&D concepts and theories to real-world scenarios, and to critically analyze and evaluate HR practices and strategies.

Level 7 CIPD assignments are designed for HR professionals who wish to develop their strategic management skills. Assignments may cover topics such as leadership and management, organizational development, and strategic HRM.

When completing level 7 assignments, it is important to demonstrate your ability to analyze and evaluate complex HR issues and develop effective strategic solutions. You should also be able to demonstrate your understanding of the wider business context and how HR can contribute to organizational success.

Regardless of the level of CIPD assignment you are completing, it is important to read the assignment brief carefully, conduct thorough research, and use credible sources to support your arguments. You should also follow any formatting and referencing guidelines provided by your course instructor. If you need further assistance, consider seeking guidance from an expert in the field.

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• Read the assignment brief carefully: Make sure you understand what the assignment requires you to do and the specific questions you need to answer.
• Research: Conduct research using a variety of sources to gather information about the topic. Use credible sources such as academic journals, books, and industry reports to support your arguments.
• Plan your work: Create a plan for your assignment that includes key points you want to cover, the order in which you will present them, and the evidence you will use to support your arguments.
• Structure: Make sure your assignment is well-structured and easy to read. Use headings and subheadings to break up the text and make it more visually appealing.
• Use examples: Use relevant examples to illustrate your points and support your arguments. This can help demonstrate your understanding of the key concepts and theories covered in the course.
• Referencing: Make sure you follow the referencing guidelines provided by your course instructor. Use a consistent referencing style throughout your assignment.
• Proofread: Proofread your work carefully to ensure it is free from errors and typos. Consider using a spell checker and asking someone else to review your work.

If you are struggling with your CIPD level 3 assignment, consider seeking guidance from an expert in the field. This can help you to better understand the key concepts and theories and develop effective strategies for completing your assignment

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Getting expert help for CIPD (Chartered Institute of Personnel and Development) assignments is important for several reasons:

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Writing a CIPD (Chartered Institute of Personnel and Development) assignment typically involves the following steps:

• Understand the Assignment Brief: Read and understand the requirements and expectations of the assignment brief.
• Analyze the Information: After collecting the necessary information, analyze and evaluate it to determine its relevance to the assignment requirements.
• Develop an Outline: Develop a clear outline that highlights the main sections of the assignment and the key points to be covered.
• Write the Assignment: Use the outline to write the assignment, ensuring that you present ideas logically, clearly, and concisely. Use proper citation and referencing to avoid plagiarism.
• Edit and Proofread: Review the assignment, making necessary corrections and ensuring that it meets the assignment requirements. Check for spelling, grammar, and punctuation errors.
• Submit the Assignment: Submit the assignment before the deadline, ensuring that you have followed the submission guidelines.

It's important to note that the structure and format of a CIPD assignment may vary depending on the specific requirements of the assignment brief. Therefore, it's important to follow the instructions given in the assignment brief to ensure that you meet the expectations of the tutor or assessor

The word count for CIPD (Chartered Institute of Personnel and Development) Level 5 assignments may vary depending on the specific requirements of the assignment brief. Typically, the word count for a CIPD Level 5 assignment ranges from 2,500 to 3,500 words.

However, it's important to note that the word count may also depend on the type of assignment and the specific requirements of the CIPD unit. Therefore, it's important to carefully read and understand the assignment brief to determine the word count requirements.

Additionally, it's essential to ensure that the assignment is not under or over the word count limit, as this may affect the overall grade or assessment of the assignment.

The CIPD (Chartered Institute of Personnel and Development) qualifications are not just a pass or fail. The CIPD offers a range of qualifications that are designed to enable learners to develop and demonstrate their knowledge, skills, and competencies in HR and L&D. The qualifications are assessed through a variety of methods, including written assignments, case studies, exams, presentations, and practical activities.

CIPD qualifications are awarded a grade, which indicates the level of achievement. The grades awarded for CIPD qualifications are:

• Distinction

The grades are based on the assessment criteria, which are designed to reflect the level of knowledge, skills, and competencies required to achieve the qualification..

The specific assessment criteria and grading structure may vary depending on the level and type of qualification. Therefore, it's important to carefully read and understand the assessment criteria to ensure that you meet the expectations of the tutor or assessor..

If you fail a CIPD (Chartered Institute of Personnel and Development) assessment, you will have the opportunity to resit the assessment. The CIPD offers resit options for all of its qualifications.

The specific resit options and requirements may vary depending on the level and type of qualification. Generally, you will be allowed to resit the assessment on a scheduled resit date, which is typically a few weeks or months after the initial assessment. You will be required to pay a resit fee for the assessment.

It's important to note that the maximum grade you can achieve for a resit assessment is a Pass, even if you achieve a higher grade in the resit. Additionally, there may be a limit to the number of times you can resit an assessment, depending on the specific qualification.

If you fail a CIPD assessment, it's essential to review the feedback provided by the assessor and identify the areas that require improvement. You may need to revise your study plan, seek additional support, or improve your exam technique to improve your chances of success in the resit assessment.

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5CO03 Assignment Example

• December 18, 2021
• Posted by: Harry King
• Category: CIPD Level 5

Task One – Conference Presentation on ethical practice in business

Your manager has asked you to prepare a presentation in readiness for delivery to colleagues on the importance of ethical practice and the business case for such people practices. Your Presentation Pack must include presentation slides, the evidence you have gathered, and presenter notes. It is expected that your presentation pack is aimed at the appropriate audience and is of business format.

You should ensure that your presentation includes a review of the various influences on ethical practice as well as details of a robust business case for the ethical people practices. You also need to provide a Briefing paper as a handout for delegates covering the main points of the presentation in an accessible, easy to read way.

Your presentation should include the following and should refer to the CIPD Profession Map wherever appropriate:

• Define the term professional and explain the requirements of a people professional. (1.1)
• To help explain what is meant by ethical values, give at least three examples of your own personal values and how this affects how you work and develop working relationships. (1.2)
• Contributed to discussions to ensure people practices are
• How you can effectively communicate to engage and influence
• How you might raise issues with situations such as organisational policies or the approach to leadership that conflict with legislation or ethical values. (1.3, 5)
• Drawing on relevant theory provides a robust argument that includes both the business and human benefits of people at work feeling included, valued and that they are being treated fairly (2.1)
• Identify a people practice initiative that has been put in place in response to some form of internal or external feedback, set out the purpose of this initiative and explain how you would evaluate the impact of this initiative paying particular attention to levels of engagement within the organisation. (2.2, 3)

Task Two – CPD portfolio

The purpose of this task is to evidence your approach to Continuous professional development as a people practice professional in conjunction with the CIPD Profession Map. The task combines a number of activities which should be presented as a CPD portfolio.

As an introduction to your portfolio it is important to set the scene to your personal learning journey.

Activity 1 – The Context of Professional Development (3.1)

Explain the following;

• How the role of a people professional is changing?
• What impact are these changes having on our CPD?
• What are the key characteristics of a good-practice CPD?

Activity 2 – Self Assessment

The first stage of your CPD should be to understand where you’ve come from, where you are and where you want to be.

• Using the Standards from the CIPD Professional Map, carry out a self-assessment of your competency against the core behaviours identified, a suggested format is provided. this can be in any format, but evidence is required to support this activity took place (an example template is provided in Appendix 1 ).
• From this Self-assessment, plus other forms of feedback identify your strengths and weaknesses setting personal development objectives to be included within a Professional Development Plan (3.2).
• You now need to consider how you can meet these development objectives, to complete your PDP. Consider the range of learning opportunities available to you and for each development objectives decide on the most appropriate initiative to support your learning journey. (3.3)

Activity 3 – Reflective practice

A key element of our PD is reflecting on our everyday experiences to learn from these, capturing what went well or not so well and how we can learn from such situations.

Your reflections should focus on the following scenarios.

• Identify times when you have taken responsibility for your work/actions, paying particular attention to recognising any mistakes you might have made, how you rectified these mistakes and what you believe you learnt from these experiences. (1.4).
• Identify at least two examples that highlight your approach to working inclusively, plus how you have built positive working relationships with others. Your reflections need to focus on what you did, and the skills and behaviours demonstrated. (2.4)

Activity 4 – assessing the impact of your learning and CPD.

The final part of our CPD is to measure the overall impact of our learning. To achieve this, you need to think about and capture the impacts, covering positive as well as negative. What was the impact on you, your team, your colleagues, your customers, your stakeholders, the organisation or your

department? To support this assessment, you will need to complete a record of your learning for the last 12 months (3.4).

Conference Presentation on Ethical Practice in Business

Welcome to this presentation on the ethical practices in business. This is an issue that highlights the significant issues, behaviours, norms, and practices that people professionals should relate to in their career goals.

I will start by defining professionalism; this is a term describing people who have gone through training and gained formal education experience. People gain credibility in their profession, which is an attribute that results to individual improved performance in their different professional areas.

The requirements of people professionals are that it enable development of people, people practices, and increases experiences of work among the employees. People professionals and other professionals are guided by the CIPD Professional map, which identifies the core knowledge, core behaviours, and specialist knowledge areas that guide them in their careers and the next strategic actions. These aspects champion for a good work and working environment for the people and within the organisation. People professionals are therefore required to be fully involved in the process of influencing others to build better work experiences for all people.

The requirements of a people professional are;

• They uphold professional ethical standards
• They take a strategic expert approach
• Work with teams and recognizes their contributions to performance and achievement of organisational goals.

After explaining the people professionalism concept, the next section will develop insight on the ethical values among professionals in the business. Ethical values define behaviour among professionals, evaluate the rightfulness or morality of decisions made, determine the norms that guide professionals to right behaviours and culture in their places of work. Ethical values determine the support taken to address dilemmas and different organisational issues. Ethical values are meant to ensure that professionals follow the standards and integrity expected of them in delivery of the right practices in workplace. The ethical values help explain the extent to which action is taken to support all the different people professional functions and ensure that employees are not discriminated, harassment, of treated unfairly. Ethical values guide professionals’ behaviours and engagement in delivery of their practices and different organisational functions.

My personal values and how they are applied in context of professionalism include:

• Value of integrity
• Empowering others
• Responsible leadership

These values are applicable in the context of professionalism where I take responsibility in ensuring that I am honest and truthful in all the actions that I engage in. I demonstrate integrity when working with others, which allows me to develop right ethical behaviours that help me navigate through the ethical dilemmas I experience in my line of work. Empowering others involves engaging others in the decision-making process. This is a value that creates opportunities for people to voice their issues and ideas that affect them and their work. Responsible leadership is an ethical value that determines my capability in influencing others. I am a person who leads by example, encourages others, and holds them accountable for the actions that they engage in. I am a person who accepts responsibility when I make mistakes, and I consider this to be an attribute that promotes my capability to becoming the best role model to others. With these personal values, I have been able to effectively complete my work duties and responsibilities.

I make use of the above mentioned and explained personal values to apply to people practices to ensure that I follow the code of ethics, communicate with others to improve levels of engagement and influence others to promote people capability to work and deliver best results. The application of professional integrity to people practices determines the values, norms, and behaviours that shape an ethical culture. Organisation’s code of ethics guides people’s behaviours and actions. Engaged and motivated workforce is led by people with leadership qualities and effective management of organisational policies that create value for the people and for the organisation.

Having discussed the concepts of professionalism and ethical values, I will focus on explaining the issue of inclusion in organisations. Inclusion means accommodating, respecting, and appreciating all people without looking into their protected characteristics. It is a professional role in ensuring that all people are treated equally and fairly. Inclusion allows professionals to perform to their full potential without discriminating against anyone based on the protected characteristics. The benefits associated to creating an inclusive culture include; creating an environment where

Employee retention is enhanced and building a positive corporate reputation. Inclusion eliminates negative behaviours that experiences that people might face is their places of work. Leaders should take advantage of the diverse groups of people who work together to deliver the different organisational goals and objectives. Leaders in supporting a diverse culture benefit from personnel who by supporting diversity and inclusion become more committed to working in the organisation. People inclusion creates a positive organisational brand that attracts qualified and competent talent and helps organisations gain competitive advantage.

External and internal feedback affects the organisational operations as well as the decisions made by different professionals. Initiatives that people professionals should consider include communicating on the relevant issues. Feedback determines the relations between the employers and employees, and the manner in which employers treat employees determine the professionalism impact in organisations (Shanock et al., 2019). Communication is a process where information is exchanged, and the respondent have to act on it and ensure that they provide the relevant feedback. Communication gives all professionals in an organisation an opportunity to voice their concerns. Through this they get to react to the information that is passed on to them. Good communication platforms improve engagement levels. People professionals respond to external and internal organisational feedback by accepting the trends experienced as a result of the changed nature of work. For example, on the issue of coronavirus, people professionals should be ready to adapt to the new work patterns and people relations to support the organisation and people. The initiative to comply with legal regulations and organisational policies is significant in helping people professionals respond to external and internal feedback. This is important in helping professionals respond to the legal needs of the employees within and out of the organisation.

• Professionalism: this is a term describing people who have gone through training and gained formal education experience. People gain credibility in their profession, which is an attribute that results to individual improved performance in their different professional areas. The role of HR is in continuous development cause to social progress, economic and work condition changes. In the last few years, the role of Strategic Partner was born. It is an HR professional that through knowledge, behaviours, and professional skills, can influence the board of director’s decisions and the business direction.
• Professional is a term used to describe people who have gone through training and gained formal education experience. The HR Professional is defined as a Thinking performer, who proposes new ideas based on his knowledge and the principles: added value, improvement, cost reduction, and efficiency. This model was developed from the CIPD in which the levels of effectiveness and efficiency are combined, and a Thinking performer has a high level of both characteristics.
• A profession is a job that an individual works in after going through training, and professionals get a living from the job that they work in.
• Individuals develop and gain credibility in their profession, which is an attribute that results to individual improved performance in their different professional areas.

People professionals are guided by core knowledge, core behaviours, and specialist knowledge areas that guide them in their careers and the next strategic actions.

• Work with teams and recognizes their contributions to performance and achievement of organisational goals.  

• Ethical values are the conduct, practices and techniques that define behaviour among professionals in the organisation.
• Ethical behaviour is a core concept that determines the rightfulness or morality of decisions made.
• Ethical values influence norms that determine the right behaviours and culture that professionals develop in their places of work.
• Ethical values determine the support taken to address dilemmas and different organisational issues.

An example of my personal values and how they are applied in context of people practice,

• Value of integrity , Empowering others  and Responsible leadership

1.3 & 1.5

People practices are guided by organisation’s code of ethics, Communicating to engage and influence others is an aspect that determines people capability to work and deliver best results to support organizational success. Discussin the concepts of professionalism and ethical values, and focus on explaining the issue of inclusion in organisations. Inclusion means accommodating, respecting, and appreciating all people without looking into their protected characteristics. It is a professional role in ensuring that all people are treated equally and fairly. Inclusion allows professionals to perform to their full potential without discriminating against anyone based on the protected characteristics. The benefits associated to creating an inclusive culture include; creating an environment where employee retention is enhanced and building a positive corporate reputation. Inclusion eliminates negative behaviours that experiences that people might face is their places of work. Leaders should take advantage of the diverse groups of people who work together to deliver the different organisational goals and objectives. Leaders in supporting a diverse culture benefit from personnel who by supporting diversity and inclusion become more committed to working in the organisation. People inclusion creates a positive organisational brand that attracts qualified and competent talent and helps organisations gain competitive advantage.

Ensuring employee satisfaction makes them produce more and better, reduces staff turnover, increases team engagement, makes the work environment lighter, and attracts new talent to your company, among others. Moreover, an engaged staff contributes a lot to the evolution of the company’s organizational structure.

Inclusion is the acknowledgement of people’s differences. It is about creating a culture and an environment where all professionals feel they belong. Inclusion allows professionals to perform to their full potential without discriminating against anyone based on the protected characteristics.

Benefits of diversity and inclusion are:

• Enhances retention of talent to support organizational performance
• Builds a positive corporate reputation.

2.2 & 2.3

• People professionals should make communication more relevant and keep being focused on people
• Accept new trends from the changing nature of work. Ensure that HR comply with legal regulations and organisational policies.
• Feedback determines the relations between the employers and employees, and the manner in which employers treat employees determine the professionalism impact in organisations (Shanock et al. 2019). The initiative to comply with legal regulations and organisational policies is significant in helping people professionals respond to external and internal feedback. This is important in helping professionals respond to the legal needs of the employees within and out of the organisation.
• People professionals respond to external and internal organisational feedback by accepting the trends experienced as a result of the changed nature of work. For example, on the issue of coronavirus, people professionals should be ready to adapt to the new work patterns and people relations to support the organisation and people. The initiative to comply with legal regulations and organisational policies is significant in helping people professionals respond to external and internal feedback. This is important in helping professionals respond to the legal needs of the employees within and out of the organisation.

Changing role of people professionals

Changing professional roles of people professionals in the contemporary world have been as a result of the changing nature of work as well as modernisation and the improved roles that this group of professionals is assigned to. The changing technologies also contribute to changing people professional roles. Technological disruptions have affected HR decisions in completing different HR functions. For instance in recruitment and selection process, people professionals have been adopting to a more focused approach to online recruitment. The recruitment process (Green, 2020), has change the manner in which people professionals attract and select talent from the labour market. The contemporary organisation and significance of digital working is an attribute that has contributed to helping people professionals improve the levels of employee engagements, and at the same time promote links between organisational strategies and organisational success. As opposed to the traditional engagement of the people professionals being involved in the process of hiring and firing employees, organisations have considered changes in the 4extent to which the professionals are engaged and involved in decision-making. Different HR models have been introduced to fit in different organisational platforms because no one specific model can fit all organisations. The implementation of models in organisations. People professionals are becoming advisors and strategic partners to other organisational functions to enhance delivery of the organisational objectives.

Impact of changing roles on CPD

Continuous Professional Development (CPD) is a strategic plan that helps professionals become updated with the knowledge and skills that would help them become fully competent in completing current and future professional roles. CPD is linked to learning to allow professionals go through the development process, make the professionals more confident and strengthen their credibility to completing roles that might even seem challenging to them. Through CPD, professionals learn their weaknesses and develop options to effectively manage the weaknesses. It is a plan that helps professionals gain self-improvement.

  Characteristics of a good-practice CPD

A good-practice CPD is reflective because it creates an environment for professionals to reflect on their current professional position, and the learning opportunities that would help them progress in their careers.

Individuals should develop their CPD records and plans to identify the actions they have taken to direct their actions and choose the best learning opportunities. The employers should not be involved in developing CPD plans for their employees. The reason behind this is that the employers are responsible in only responsible in supporting the employees through the development process, but they do not make decisions on behalf of the employees.

CPD should have specific development goals set to help find out the learning actions and opportunities that the professional should take to gain more skills and knowledge, and record progress in their careers. The professionals act on these development goals to ensure that they improve and progress on their careers. The goals developed should be specific, measurable, achievable, relevant, and time bound. This means that individuals should be focused enough to make the right decisions and deliver the right objectives relevant to creating progress in their careers.

CPD should provide opportunities for formal and informal learning. Professionals should engage in all forms of learning, which are platforms to gaining more skills. The employers should provide opportunities for professionals to get access to the different learning opportunities. Leaning is important because it enhances development of more skills and knowledge, which are needed in completing the assigned duties. Organisations that uphold a learning culture relate well with the employees because they feel that the opportunities given to them to learn make them become more responsible. They feel valued and contribute significantly to organisational progress.

• My personal administration in the company and basic skills are good and my detailed knowledge is generally sound for my level of training
• I gained confidence from previous experience weather in life or work and that’s reflect to my work, Able to identify and define problems, analyse problems to find causes.
• Having the ability and the opportunity to lead a big team and manage them and be under pressure with them
• It is difficult for me to make a balance between personal life and work life,
• I have issue for asking someone for help, as I feel myself independent it’s difficult for me to ask for help when I need it.
• Wants tasks completed quickly, May be too critical of other’s contributions and work and focus so much in the details.

Development objectives to Complete PDP

• I will have my support from my manager to achieve and get over my weakness.
• Prove to my manager that I have had both structured management and leadership and experience of leading teams to achieve specific tasks.
• Set aside time to complete your evaluation and find your original plan, complete with goals and activities.

One of the areas where I would want to improve on is on the communication skills. I find this to be a weakness especially because I work with professionals who are from different backgrounds. Failure to acquire good communication skills night lead to disagreements. On the same, I intend to work with employees and create a culture where diversity and inclusion are valued. To achieve this, developing exchange programs where people can share about their backgrounds would be an opportunity to achieve my objective to valuing diversity.

Interacting and working with different people with different beliefs and different patterns of work, I intend to identify and adapt to the different methods of resolving conflicts. Finally, I intend to identify platforms to create high levels of employee engagement and create learning opportunities for all employees to gain knowledge that will help me progress in my career.

References :

Cambridge Dictionary – Definition of Professionalism [online] [Accessed on 22 May 2021], available at. https://dictionary.cambridge.org/dictionary/english/

CIPD Professional Map, 2018. [online] [Accessed on 22 May 2021], available at. https://peopleprofession.cipd.org/profession-map

CIPD Championing better work and working lives, 2020. Code of Professional Conduct – Ref: 7460 [online][Accessed on 23 May 2021], available at. https://www.cipd.co.uk/about/what-we-do/professional- standards/code

Gifford, J. and Young, J., 2021. Employee engagement and motivation, available from https://www.cipd.co.uk/knowledge/fundamental/relations/engagement/factsheet#gref [Accessed 22 nd May 2021]

Green, M., 2020. Recruitment process overview, available from https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/factsheet#gref [Accessed 22 nd May 2021]

Green, M. and Russell, T., 2021. Ethical practice and the role of people professionals, available from https://www.cipd.co.uk/knowledge/culture/ethics/role-hr-factsheet#gref [Accessed 22 nd May 2021]

Shanock, L.R., Eisenberger, R., Heggestad, E.D., Malone, G., Clark, L., Dunn, A. M., … and Woznyj, H., 2019. Treating employees well: The value of organizational support theory in human resource management.  The Psychologist-Manager Journal ,  22 (3-4), 168.

Wahab A. and Green, M., 2021. Inclusion and diversity in the workplace, available from https://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/factsheet#gref [Accessed

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• CIPD Assignment Advice: Conducting Research, Preparation and Referencing

Start a new career in HR with a CIPD qualification

16 July 2020 - 3 min read

How to conduct research for your CIPD assignment?

For CIPD level 3, 5 and 7 use CIPD factsheets and core textbooks as a starting point. It is vital you purchase the recommended core text as these have been written to help with the content areas of the assessment itself.

Both the CIPD factsheets and the core textbooks will provide an overview of the key theories and importantly will signpost you to other valid and reliable sources (the CIPD factsheets have links within the text) and importantly will provide a list of references at the end. It is the links (within the factsheets) and the list of references at the end of the factsheets and textbooks which will enable you to provide a further exploration of the available sources.

Learners should also read the details for the CIPD unit/module, on the Acacia Student Hub, to familiarise themselves with the topic beforehand.

For CIPD Level 5 and particularly, CIPD Level 7

A number of these sources can then be found within respected search engines. On this point, avoid just typing in details of what you want to research within a general ‘Google’ search. Use respected ‘academic’ search engines. For example, Google does provide a search engine for ‘academic literature’, including journals known as  Google Scholar  with a useful  guide  on research tips and using citations.

Importantly, the CIPD provides  research  reports on their  Knowledge Hub , usually written by respected academics, professionals, and practitioners. For all level 5 and 7 learners, just like Google Scholar, the CIPD’s EBSCO: Business publications and  journals site  provides an extensive range of academic and professionals journals (more extensive than Google Scholar), for research which critically evaluates the theory in more depth (important at level 5, but vital at level 7). The CIPD provides lots of help on using this site and exploring further.

We discourage you from using Wikipedia as a source, after all this is an open site, where anyone can contribute. The contributions are anonymous so we don’t know the source, so how can we claim that the research is coming from valid and reliable sources if we don’t know these (the same can be said if we just find ‘random’ sites, with unknown named sources via Google). However, Wikipedia is good for background reading (along with other sources) on the subject. Also, of vital importance, Wikipedia does cite references within the text and provides details in their list of references at the end. Consider these citations and references (determining who wrote them) as a way of identifying further research sources.

On a final point, whilst, reports from professional consultancy organisations (i.e. KPMG, PwC, Deloitte, Accenture, Ernst & Young) do provide up to date research and valuable insights on the industry, you need to be aware that the reports may not have been written by independent named academics who have scrutinised the research in terms of the methods used and conclusions provided. Whilst, these reports can be used, make sure you analyse the results taking this into account and the fact that the research has been written by a commercial organisation, who may benefit commercially from the findings.

In terms of the above points, the CIPD Knowledge Hub (see link above) provides excellent guidance on conducting and scrutinising the research evidence. One report that is particularly useful is the CIPD’s excellent  In search of the best available evidence (2016) , which investigates why evidence-based practice is so important, the principles that underpin it, how it can be followed and how challenges in doing so can be overcome Outside of the CIPD core texts and sources the books by Stella Cottrell provide very useful help:

The Study Skills Handbook (Macmillan Study Skills) Paperback – 18 Mar. 2019  >

Critical Thinking Skills: Effective Analysis, Argument and Reflection (Macmillan Study Skills) Paperback – 17 Mar. 2017 >

Preparation: How do I prepare? How should I manage my time?

Applies to all CIPD levels. Download all the assessments right from the start and provide an initial scan over these, so you can start scoping, from the very start, what is involved for each unit. Some learners seem surprised at what is involved within the assessment when they attend their first session for the unit. Preparation beforehand will almost certainly take away the element of surprise (or unexpected shocks).

If you know the timetable for the units/modules, start putting the deadline dates in the diary. Remember these are deadline dates, you can submit beforehand. Try to put a completion date in your diary of when you intend to complete the assignment, maybe 3-5 days before the deadline date. This gives you time to read over the assessment and reflect on this. We find there is a strong correlation between people not passing an assessment if they submitted the assessment very close to the deadline date and time (with only minutes, sometimes seconds to spare).

Just before starting the new unit/module, read over the requirements thoroughly and then start identifying key chapters/texts that relate to the assessment criteria.

Once you have read over the assessment activity and criteria, start preparing a list of questions (of where you may be confused and/or want further clarification) in readiness for the sessions.

Start the assignment as soon as possible after the session. This is advisable, as information is fresh in your mind. Dedicate time in your diary to work progressively on the assessment (maybe an hour a day). This means you can go away and reflect on what you have written, and then revisit the assessment with a fresh perspective. Do not wait for the last minute for inspiration, it rarely happens, particularly when we are feeling stress and anxiety.

Structure: What format should I use for my assignment?

Applies to all levels: This will vary depending on the assessment activity. Make sure you read the requirements of the assessment activity/criteria carefully and importantly follow the guidance of the tutor. If in doubt, do not ‘suffer in silence’ or make ‘assumptions’ ask the tutor within the sessions, or email them as soon as possible, at least a week before the deadline date.

Referencing: How do I reference different sources?

Applies to all levels: In two words use Harvard Referencing. As well as help on the learning hub and the handbooks. Many of the universities have guides on Harvard referencing (written by academics). For example, a very useful interactive guide has been written by  Anglia University  along with a PDF summary guide. Google Scholar and the CIPD’s EBSCO site provides a ‘citation’ button/link to help with this. Also, there are numerous tools to help with referencing/citations including  Microsoft Word  and  Neil’s ToolBox .

Overall, outside of the CIPD core texts the books by Stella Cottrell provide very useful help:

The Study Skills Handbook (Macmillan Study Skills) >

Critical Thinking Skills: Effective Analysis, Argument and Reflection  >

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CIPD Level 3

This qualification is ideal for individuals at the entry-level of their career in the people profession. 

CIPD Level 5

This level of qualification is ideal for people professionals seeking to develop their skills further in organisational learning, development and people management.

CIPD Level 7

CIPD Advanced Qualifications (Level 7) are equivalent to master’s and postgraduate degree qualifications.

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Welcome to HelpCIPD, your dedicated partner in navigating the intricate world of professional development and Human Resources excellence. HelpCipd is a premier Human Resource Research Agency specialising in CIPD (Chartered Institute of Personnel and Development) certification assignment assistance. HelpCipd is committed to empowering individuals and organisations to achieve unparalleled HR management success. 

At HelpCIPD, we understand that obtaining a CIPD certification is a significant milestone in one’s career journey, and the accompanying assignments can be both challenging and demanding. Our mission is to alleviate the stress and ensure success by offering comprehensive and tailored help for your CIPD certification assignments.

Our commitment extends beyond mere academic support; we strive to foster a dynamic learning environment where individuals can enhance their HR skills, critical thinking abilities, and overall professional competence. HelpCIPD is committed to supporting and providing help towards achieving excellence in academia and the practical application of HR principles in real-world scenarios.

Embark on your CIPD certification journey confidently, knowing that HelpCIPD is here to provide unwavering help in CIPD assignments through support, personalised guidance, and the resources you need to excel. Let’s navigate the path to success together as you elevate your HR expertise and contribute to advancing your career and the field of human resource management.

The HELPCIPD Team of professionals

With a team of seasoned HR professionals, educators, and experts, HelpCipd brings knowledge and experience to guide and provide personalised CIPD assistance through every facet of your CIPD journey. 

Whether you are pursuing Level 3, Level 5, or Level 7 qualifications, HelpCipd is dedicated to providing top-notch assignments that align with the curriculum and the rigorous criteria set by the Chartered Institute of Personnel and Development. Our writers rigorously proofread the assignments to ensure errors are alleviated. Our quality assurance department then reviews the CIPD Assignments before submitting the final assignment. 

Our services are competitively priced and affordable for everyone, fulfilling our vision of empowering people to pursue professional development without financial assistance. Join us in achieving success without breaking the bank! Also, get a discount on your first order. 

The Chartered Institute of Personnel Development is a globally recognised professional body for Human Resources, Learning and Development. CIPD is responsible for ensuring human resource professionals have the qualifications to earn a membership at various levels. 

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HelpCipd assures that our team of experts and professionals does all assignments will be accompanied by a plagiarism report as proof of originality in line with CIPD requirements. HelpCipd has a  NO  Artificial Intelligence (AI) use policy to ensure the originality and uniqueness of your assignments. HelpCipd ensures all CIPD Module assignments are researched, written, and structured from scratch by our qualified experts and professionals based on the requirements of each CIPD module/course. All CIPD Module Assignments are edited, proofread and revised by our Quality Assurance department team to ensure your papers stand out.

HelpCipd remains committed to ensuring 100% success rates for the assignments submitted by our clients. We, therefore, provide free revisions; as such, you bear no additional costs to ensure the assignments are redone to pass as per CIPD requirements.

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HelpCipd is dedicated to ensuring your success with round-the-clock customer service support. Our professionals are available 27/7 to address any inquiry, provide guidance, and help with your CIPD Assignments. 

  Level Three – Foundation Certificate in People Practice

This qualification is ideal for individuals at the entry-level of their career in the people profession. The Foundation Certificate makes an individual become a CIPD Foundation Member.

Level 5- CIPD Associate Diploma qualifications

This level of qualification is ideal for people professionals seeking to develop their skills further in organisational learning, development and people management. This qualification allows an individual to become a CIPD Associate Member (Assoc CIPD). The Associate Diploma qualifications are designed for individuals with some level of HR Experience or those who have completed their CIPD Level 3 Foundation Certificate. The Qualification may also be pursued by professionals looking to progress in human resource management and learning & development by applying for senior management positions.

CIPD Level 7- CIPD Advanced qualifications

CIPD Advanced Qualifications (Level 7) are equivalent to master’s and postgraduate degree qualifications. Individuals pursuing CIPD Advanced qualifications attain two qualifications: the CIPD Advanced Diploma in Strategic People Management and the CIPD Advanced Diploma in Strategic Learning & Development. CIPD Level 7 is ideal for professionals seeking to advance to strategic senior management roles by acquiring new specialist knowledge and strategic skills. 

Get Help in CIPD Assignments and Modules

Level Three – Foundation Certificate in People Practice

Get CIPD Assignment Help in level 3 modules including;

• 3CO01 Business, Culture and Change in Context
• 3CO02 Principles of Analytics
• 3CO03 Core Behaviours for People Professionals
• 3CO04 Essentials of People Practice

This level of Qualification is ideal for people professionals seeking to develop their skills further in organisational learning, development and people management. This Qualification allows an individual to become a CIPD Associate Member (Assoc CIPD). The Associate Diploma qualifications are designed for individuals with some level of HR Experience or those who have completed their CIPD Level 3 Foundation Certificate. The Qualification may also be pursued by professionals looking to progress in human resource management and learning & development by applying for senior management positions. 

Get CIPD Assignment Help in level 5 modules including;

• 5C001 Organisational Performance and Culture in Practice
• 5CO02 Evidence Based Practice
• 5CO03 Professional behaviours and valuing people
• 5HR01 Employment relationship management
• 5HR02 Talent management and workforce planning
• 5HR03 Reward for performance and contribution
• 5OS01 Specialist employment law
• 5OS02 Advances in digital learning and development
• 5OS03 Learning and development essentials
• 5OS04 People management in an international context
• 5OS05 Diversity and inclusion
• 5OS06 Leadership and management development
• 5OS07 Well-being at work

CIPD Advanced Qualifications (Level 7) are an equivalent of masters and post graduate degree qualifications. Notably, individuals pursuing CIPD Advanced qualifications attain two qualifications including; CIPD Advanced Diploma in Strategic People Management and CIPD Advanced Diploma in Strategic Learning & Development. CIPD Level 7 is ideal for professionals seeking to advance to strategic senior management roles through acquisition of new specialist knowledge and strategic skills. 

Get CIPD Assignment Help in level 7 modules including;

• 7CO01 Work and working lives in a changing business environment
• 7CO02 People management and development strategies for performance
• 7CO03 Personal effectiveness, ethics and business acumen
• 7co04 Business research in people practice
• 7LD01 Organisational design and development
• 7LD02 Leadership and management development in context
• 7LD03 Designing learning to improve performance
• 7OS01 Advanced employment law in practice
• 7OS03 Technology enhanced learning
• 7OS04 Advanced diversity and inclusion
• 7OS05 Managing people in an international context
• 7OS06 Well-Being at work

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CIPD  Level 3 Assignment Help & Example

In pursuit of CIPD Level 3 qualification, individuals will acquire a diverse range of fundamental HR skills and knowledge. This program delves into HR’s crucial role in organizational success, equips learners with the ability to navigate complex employment laws, and fosters expertise in recruitment and talent selection.

Moreover, it imparts strategies for effective employee learning and development, guides in cultivating harmonious employee relations, and enhances skills in managing and improving employee performance.

Additionally, the curriculum emphasizes research skills for data-driven decision-making, ethical conduct, professionalism, and effective communication within HR. Practical CIPD assignment help is also available to reinforce these concepts and prepare students for success in the dynamic HR field.”

What are the key Learning Objectives of CIPD Level 3?

The CIPD Level 3 qualification encompasses a set of core concepts, each designed to equip you with essential HR skills and knowledge. The following are the key attributes of CIPD Level 3.

• Understanding HR – Delve into the heart of HR and grasp its significance in organizational success.
• Employment Law – Navigate the complex world of employment laws, contracts, and regulations.
• Recruitment and Selection- Master the art of attracting, assessing, and selecting top talent.
• Learning and Development – Discover effective strategies for employee growth and training.
• Employee Relations- Learn to foster harmonious workplace relationships and resolve conflicts.
• Performance Management- Understand how to motivate, evaluate, and enhance employee performance.
• Reward Management- Design compensation and benefits packages that attract and retain talent.
• HR in Context – Explore how HR fits into an organization’s broader strategy and goals.
• Research Skills- Develop the ability to gather and analyze HR data for informed decision-making.
• Ethics and Professionalism – Embrace ethical standards and professionalism as the cornerstones of your HR career.
• Communication Skills- Hone your communication skills for effective HR practice.
• Business Acumen : Gain insight into how HR contributes to an organization’s bottom 

CIPD  Level 3 Assignment Examples

In this section, we will explore a selection of CIPD Level 3 assignment examples, offering you valuable insights into the practical applications and diverse topics covered within the Chartered Institute of Personnel and Development (CIPD) Level 3 curriculum. These assignments serve as illustrative guides to help you better understand the depth and breadth of knowledge essential for HR professionals at this certification level. 

CIPD 3CO01 Example 

This CIPD 5CO01 assignment example, titled “Organizational Performance and Culture in Practice,” provides a comprehensive insight into the critical aspects of managing and improving organizational performance and culture. It delves into the practical application of theories and strategies discussed within the Chartered Institute of Personnel and Development (CIPD) Level 5 curriculum, making it an invaluable resource for students aiming to grasp the complexities of HR management in real-world contexts. Whether you’re a CIPD candidate seeking guidance or an HR practitioner looking to refine your skills, this example offers a practical illustration of how to navigate the intricacies of organizational culture and performance management. 3CO01 Assignment Example

CIPD 3CO02  Example

The CIPD 3CO02 module, “Principles of Analytics,” is a pivotal component of the Chartered Institute of Personnel and Development (CIPD) Level 3 curriculum, offering a comprehensive exploration of the fundamental principles and practical applications of HR analytics. This module equips students with a solid foundation in data-driven decision-making within the realm of human resource management. It covers key topics such as data collection, analysis, and interpretation, providing essential skills and knowledge for harnessing the power of data to inform HR strategies and drive organizational success. Whether you are a student aspiring to excel in HR analytics or an HR professional looking to enhance your analytical capabilities, this module serves as a crucial stepping stone in understanding and applying analytics in the field of human resources 3CO02 Assignment Example

CIPD 3CO03 Example 

The CIPD 3CO03 module, “Core Behaviors for People Professionals,” plays a pivotal role in shaping the competencies and ethical standards of individuals pursuing a career in human resources. This module explores the essential behaviors and attributes required for success in the field, emphasizing the importance of professionalism, integrity, and ethical decision-making. It provides students with a deep understanding of the ethical dilemmas and challenges faced by HR professionals and equips them with the tools to navigate these situations responsibly. Whether you are a student aspiring to enter the HR profession or a seasoned practitioner looking to reinforce your core behaviors, this module serves as a valuable guide to becoming a skilled and principled people professional in today’s dynamic workplace 3CO03 Assignment Example. 

CIPD 3CO04 Example

The CIPD 3CO04 module, “Essentials of People Practice,” represents a foundational cornerstone in the Chartered Institute of Personnel and Development (CIPD) Level 3 curriculum, designed to equip individuals with the fundamental knowledge and skills required for success in the field of human resources. This module covers a wide array of essential topics, ranging from HR policies and procedures to employee relations and workforce planning. It provides students with a comprehensive understanding of the core functions and responsibilities of HR professionals, preparing them to navigate the dynamic challenges of modern workplaces effectively. Whether you are a novice looking to embark on an HR career or a seasoned practitioner seeking to enhance your foundational expertise, this module serves as a crucial stepping stone in establishing a strong foothold in the field of people practice 3CO04 Assignment Example

What is the role of HR in organizations?

The role of HR in organizations, particularly within the context of a CIPD qualification, is multifaceted and critical to an organization’s success. HR professionals are responsible for managing various aspects of the employee lifecycle, including recruitment, training and development, employee relations, and performance management. They ensure compliance with employment laws and regulations, support organizational strategy by aligning HR practices with business goals, and contribute to fostering a positive workplace culture. In the context of CIPD Level 3, individuals gain a foundational understanding of these HR functions, preparing them to make meaningful contributions to their organizations by effectively managing human resources to drive performance and meet organizational objectives.

Why is understanding employment law important in HR?

Understanding employment law is of paramount importance in HR, as it forms the cornerstone of ethical and legally compliant HR practices. CIPD Level 3 coursework equips individuals with the knowledge and skills needed to navigate the complex landscape of employment legislation. This understanding is crucial as HR professionals are responsible for ensuring that their organizations operate within the boundaries of the law when it comes to recruitment, employment contracts, workplace policies, and employee rights. Compliance with employment law not only mitigates legal risks and potential liabilities for an organization but also fosters a fair and equitable work environment, essential for maintaining employee trust and contributing to overall organizational success.

How do you create effective job descriptions?

The creation of effective job descriptions is a skill honed to align with best HR practices. CIPD Level 3 equips individuals with the knowledge and tools needed to craft job descriptions that serve as valuable HR documents. This process involves collaborating with key stakeholders to clearly outline job roles, responsibilities, and qualifications, using precise and inclusive language. Effective job descriptions are crucial not only for successful recruitment but also for guiding performance management, employee development, and compliance with employment regulations. Furthermore, within a CIPD framework, students learn to ensure that job descriptions promote diversity and inclusivity while fostering a positive workplace culture, addressing the broader ethical considerations of HR practice.

What are the key steps in the recruitment process?

Understanding the key steps in the recruitment process is fundamental to HR expertise. At the CIPD Level 3, individuals are equipped with comprehensive knowledge of the recruitment process, which typically includes stages such as job analysis and description, sourcing and attracting candidates, screening and interviewing, and ultimately selecting the right candidate for the role. Moreover, CIPD emphasizes the importance of adhering to legal and ethical standards throughout the recruitment process, promoting fairness, diversity, and equal opportunity. Understanding these key steps not only ensures successful talent acquisition but also contributes to organizational effectiveness and compliance, aligning HR practices with best industry standards and ethical considerations.

What are the elements of a fair interview process?

A fair interview process is founded on principles of ethics and inclusivity. CIPD Level 3 equips individuals with a comprehensive understanding of the elements that constitute a fair interview process, which includes clear and consistent communication with candidates, unbiased questioning and evaluation, adherence to equal opportunity and anti-discrimination laws, and the use of structured assessment criteria to fairly evaluate each candidate’s qualifications and potential. Moreover, it emphasizes the importance of providing feedback to candidates and maintaining transparency throughout the process, ensuring that all individuals are given a fair and equal chance to demonstrate their suitability for the role. In essence, within the CIPD framework, a fair interview process not only selects the best candidates but also upholds ethical standards, diversity, and the organization’s reputation for fairness in talent acquisition.

How can you assess training needs for employees?

In the context of a CIPD qualification, assessing training needs for employees is a critical skill that involves a systematic approach. At the CIPD Level 3, individuals learn various methods and techniques to conduct a comprehensive training needs analysis. This process typically includes gathering input from employees and managers, conducting performance evaluations, identifying skill gaps, and considering future organizational goals and industry trends. The CIPD framework emphasizes the importance of aligning training needs with business objectives to ensure that investments in employee development contribute directly to organizational success. Moreover, students are guided to consider various assessment tools and approaches, promoting a holistic understanding of employee development requirements. By mastering these skills, HR professionals can effectively tailor training programs to address specific needs, foster employee growth, and enhance overall organizational performance.

What strategies can be used for employee development?

Strategies for employee development are a vital aspect of HR expertise. At the CIPD Level 3, individuals gain insights into a range of effective employee development strategies, including formal training programs, mentorship and coaching, job rotation, on-the-job learning, and e-learning platforms. The curriculum emphasizes the importance of aligning these strategies with both individual and organizational goals, ensuring that employees acquire the skills and knowledge necessary for career growth and to meet the evolving needs of the business. Moreover, ethical considerations, inclusivity, and diversity are integral elements, highlighting the significance of promoting equal access to development opportunities for all employees. By mastering these strategies, HR professionals can contribute to a motivated and skilled workforce, enhancing organizational agility and competitiveness.

How do you handle workplace conflicts effectively?

Effectively handling workplace conflicts is a crucial skill emphasized within the curriculum. At the CIPD Level 3, individuals learn a comprehensive approach that involves conflict prevention, early intervention, and resolution. This includes promoting open communication, active listening, and empathy to understand the root causes of conflicts. CIPD emphasizes the importance of adhering to ethical and legal standards while facilitating mediation, negotiation, and conflict resolution techniques. Additionally, the curriculum encourages HR professionals to create a supportive and inclusive workplace culture that fosters conflict resolution skills among employees, ultimately contributing to a harmonious work environment and enhanced organizational performance. By mastering conflict resolution strategies within the CIPD framework, HR practitioners can play a pivotal role in mitigating disputes and promoting a positive workplace atmosphere.

What is the process for addressing employee grievances?

The process for addressing employee grievances is a critical component of HR knowledge. At the CIPD Level 3, individuals learn a structured approach that includes various steps, such as encouraging open communication, providing multiple channels for employees to voice their concerns, and ensuring confidentiality and impartiality throughout the grievance process. CIPD emphasizes adherence to legal and ethical standards while conducting thorough investigations, involving relevant stakeholders, and seeking mutually agreeable resolutions. Additionally, the curriculum underscores the significance of maintaining detailed records and feedback mechanisms to continually improve the grievance-handling process. By mastering these procedures within the CIPD framework, HR professionals can effectively address employee grievances, promote fairness, and contribute to a positive workplace culture that values employee feedback and well-being.

What is  the importance of setting performance goals?

In the context of a CIPD qualification, recognizing the importance of setting performance goals is integral to effective human resource management. At the CIPD Level 3, individuals learn that well-defined performance goals provide employees with clear expectations and objectives, which are essential for enhancing motivation and engagement. These goals also serve as benchmarks for measuring employee performance, aiding in the identification of strengths and areas for improvement. Moreover, aligning individual goals with organizational objectives ensures that employees’ efforts contribute directly to the achievement of broader business goals, promoting overall organizational success. Within the CIPD framework, setting performance goals is not only a tool for performance management but also a means to cultivate a culture of accountability, continuous improvement, and professional development, all of which are crucial for HR professionals to master.

What is the purpose of conducting performance appraisals?

At the CIPD Level 3, individuals learn that performance appraisals are instrumental in providing employees with feedback on their performance, recognizing their achievements, and identifying areas for improvement. These appraisals also facilitate the setting of clear performance goals and expectations, fostering alignment with organizational objectives. Additionally, performance appraisals offer opportunities for career development discussions, enhancing employee engagement and retention. Moreover, they serve as a basis for making decisions related to compensation, promotions, and training needs. In essence, within the CIPD framework, conducting performance appraisals is a strategic and comprehensive approach to managing and optimizing employee performance while contributing to organizational success and employee well-being.

How can you provide constructive feedback to employees?

Providing constructive feedback to employees is a skill that embodies principles of effective human resource management. At the CIPD Level 3, individuals learn to deliver feedback that is specific, timely, and actionable. This feedback should focus on behaviors and outcomes rather than personality traits, fostering a growth-oriented mindset. Moreover, the CIPD curriculum emphasizes the importance of maintaining a supportive and open communication environment, where employees are encouraged to ask questions and engage in a constructive dialogue about their performance. Feedback sessions are approached with empathy and active listening, ensuring that employees feel valued and motivated to implement improvements. By mastering these techniques within the CIPD framework, HR professionals can provide feedback that contributes to individual growth, enhances job performance, and promotes a positive workplace culture.

What factors should be considered in reward management?

At the CIPD Level 3, individuals learn to consider a multitude of factors, including market benchmarks to ensure competitive salaries, internal pay equity to maintain fairness within the organization, and alignment with the organization’s strategic goals to motivate and retain talent effectively. CIPD underscores the importance of considering diverse reward elements, such as financial incentives, non-monetary rewards, and recognition programs, all of which contribute to a comprehensive and motivating reward strategy. Moreover, ethical considerations, legal compliance, and the organization’s culture and values are integral aspects of reward management, ensuring that employees are fairly compensated while supporting the organization’s broader objectives. Within the CIPD framework, mastering reward management is key to attracting, retaining, and motivating a high-performing workforce while adhering to ethical and legal standards.

How does HR contribute to an organization’s strategy?

HR plays a pivotal role in shaping and executing an organization’s strategy. At the CIPD Level 3, individuals learn that HR professionals contribute to strategy formulation by aligning HR practices with the organization’s goals and objectives. This involves workforce planning, talent acquisition, and development strategies that ensure the right talent is in place to execute the strategy effectively. HR also helps in creating a supportive and inclusive culture that fosters innovation and employee engagement, critical for strategy execution. Additionally, HR ensures compliance with legal and ethical standards, mitigating risks that may hinder strategic progress. Through these multifaceted contributions within the CIPD framework, HR professionals become strategic partners, enabling the organization to achieve its mission and long-term success by leveraging its most valuable asset—its people.

Why is ethical behavior important in HR?

Individuals learn that ethical conduct is essential because HR professionals are entrusted with sensitive employee data, confidential information, and critical decisions that impact individuals’ livelihoods and well-being. Upholding ethical standards ensures fairness, equity, and transparency in HR processes, such as recruitment, performance management, and compensation. Moreover, ethics in HR promotes a positive workplace culture, trust among employees, and organizational reputation. By adhering to ethical principles and CIPD’s Code of Conduct, HR practitioners demonstrate integrity, promote diversity and inclusivity, and contribute to a workplace that values ethical behavior, which is vital for the organization’s long-term success and sustainability.

What are the key components of a job contract?

Individuals learn that a job contract typically includes several fundamental elements, such as the job title, a clear and concise job description outlining roles and responsibilities, terms of employment including working hours and location, salary and benefits details, and notice periods for termination. Additionally, HR practitioners are taught to consider legal and ethical aspects, ensuring compliance with employment laws and regulations, as well as principles of fairness and equity in contractual agreements. By mastering the creation and management of job contracts within the CIPD framework, HR professionals can help establish clear and mutually beneficial employment relationships while mitigating potential disputes or legal issues.

What is the concept of workplace discrimination?

Individuals learn that workplace discrimination refers to the unfair and unjust treatment of employees or job applicants based on certain protected characteristics, such as age, gender, race, religion, disability, or sexual orientation. Discrimination can take various forms, including direct discrimination, indirect discrimination, harassment, and victimization, all of which are illegal and unethical. HR practitioners are trained to recognize and prevent discrimination, ensuring that all employees have equal opportunities and are treated with dignity and respect. Moreover, CIPD underscores the importance of creating inclusive workplace policies and fostering a culture that values diversity, promoting a fair and equitable work environment that complies with legal requirements and aligns with best HR practices.

How can HR professionals address workplace harassment?

At the CIPD Level 3, individuals learn a comprehensive approach that involves establishing clear anti-harassment policies and procedures within organizations. HR practitioners are trained to create a safe environment for reporting harassment, conduct thorough investigations, and take appropriate corrective actions in accordance with legal and ethical standards. Additionally, CIPD emphasizes the importance of providing support to victims and raising awareness through training and education programs to prevent harassment. HR professionals within the CIPD framework play a pivotal role in fostering a culture of respect, dignity, and inclusivity, ensuring that all employees are protected from harassment and promoting a positive workplace environment conducive to organizational success.

What is the role of HR in resolving disputes?

At the CIPD Level 3, individuals learn that HR professionals act as mediators and facilitators, helping to identify, address, and resolve workplace disputes through open communication and conflict resolution techniques. They play a pivotal role in ensuring that disputes are managed impartially, ethically, and in compliance with legal standards, safeguarding the rights and well-being of all parties involved. HR practitioners are trained to conduct thorough investigations, gather relevant information, and propose fair and equitable solutions to conflicts, promoting a harmonious work environment. Moreover, they work proactively to implement preventive measures and policies that reduce the occurrence of disputes. By mastering dispute resolution within the CIPD framework, HR professionals contribute to a positive workplace culture and mitigate potential legal and organizational risks.

How does HR align with an organization’s mission?

Within the context of a CIPD qualification, aligning HR with an organization’s mission is fundamental to HR professionals. At the CIPD Level 3, individuals learn that HR plays a crucial role in ensuring that an organization’s mission, values, and strategic goals are reflected in its HR policies, practices, and workforce planning. This involves aligning recruitment and talent development strategies to secure the right talent that embodies the organization’s mission and values. HR professionals also contribute to fostering a culture that supports and reinforces the mission through employee engagement, communication, and leadership development. Moreover, HR ensures that HR metrics and key performance indicators (KPIs) are tied to organizational objectives, enabling the measurement of progress toward fulfilling the mission. By mastering the alignment of HR with an organization’s mission within the CIPD framework, HR practitioners contribute to the organization’s long-term success and sustainability by ensuring that its people practices are in harmony with its overarching purpose and goals.

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5CO03 PROFESSIONAL BEHAVIOURS AND VALUING PEOPLE TASK ONE GUIDELINE

• October 18, 2022
• Posted by: Fletcher Samuel
• Category: CIPD Level 5

A brief introduction to the 5CO03 unit

In 5CO03 Professional Behaviours and Valuing People, the role of the people professional in fostering productive working relationships is discussed. They accomplish this by examining their ethical standards and other fundamental behaviours that raise employee productivity. The unit offers insight into how human resources professionals should apply their moral principles to build an ethical workplace culture and make wise choices that will benefit both the organization and its stakeholders. The unit has discussed workplace inclusivity and collaboration issues as well as their advantages for both the organization and the workforce. The unit also emphasizes analyzing how individuals develop over time within an organization. Professionals should be dedicated to learning to increase their skill sets and enhance their work output.

Ethical Practices in Business: Task One

The first task is a presentation with one to two slides for each criterion of evaluation and presenter notes. The purpose of the presentation is to highlight how crucial ethical behaviour is to foster positive working relationships.

AC 1.1 Define the term professional and explain the requirements of a people professional.

The guideline

Learners are asked to define the word “professional” in the question. A professional is someone who competes for their duties by practising, using their knowledge, and using their skills. People managers are experts at motivating and inspiring others, and they help others use the CIPD Professional Map’s core behaviours to direct their own behaviour.

The design and development of the CIPD Professional Map should be mentioned by learners. This framework has been developed to clarify the ideas, data, and results that human resources professionals must promote to enhance productivity and coworker relations.

AC 1.2 To help explain what is meant by ethical values, give at least three examples of your values and how this affects how you work and develop working relationships.

The following are some examples of personal values that students should discuss:

• Inclusivity
• decision-making based on facts
• professional ethics

Learners describe how their values guide their work and decision-making, enabling them to add value to the job. These individual values also shed light on the attitudes and principles that influence professional interactions. Learners should also discuss respecting cultural diversity and varying expectations.

AC 1.3, 1.5 Drawing upon work or personal examples, analyse how you could/have;- Contributed to discussions to ensure people practices are applied, How you can effectively communicate to engage and influence others, and how you might raise issues with situations such as organisational policies and approaches to leadership that conflict with legislation or ethical values.

Learners are expected to justify the need for professionals to be informed in AC 1.3 and to use their values to participate courageously in discussions. To ensure that the concepts of human resources, organizational design, and learning and development are fulfilled to create value for all workers, people professionals should have a voice and should speak up. How organizations interact with businesses, economies, and society while promoting better working conditions is an important topic to discuss.

Establishing appropriate communication platforms and styles in the workplace is a key component of engagement. Tone and pacing, paying attention while communicating, taking communication skills into account, and using evidence when communicating and making decisions are all significant variations to take into account.

Students responding to AC 1.5 should raise concerns by taking the organization’s policies into account and analyzing the various leadership philosophies that could lead to conflict. People specialists should research the various conflict styles, legal considerations, and ethical principles that govern when and how to raise issues. When organizations face the challenge of whistleblowing, for instance, human resources professionals should bring up issues that run counter to ethical principles.

AC 2.1 Drawing on relevant theory, provide a robust argument that includes both the business and human benefits of people at work feeling included, valued and treated fairly

The following advantages come from including, valuing, and treating others fairly:

• an increase in job satisfaction
• positive reputation for the company
• retaining personnel
• better methods for resolving disputes
• decreased absences and illness
• increased productivity and efficiency

Learners should explain pertinent theories that emphasize valuing and including people after outlining the advantages of doing so in the workplace. The following are some theories that students should discuss:

• Maslow’s hierarchy theory
• Worker engagement
• Worker wellbeing
• McLelland theory
• David Rock theorist

AC 2.2, 2.3 Identify a people practice initiative that has been put in place in response to internal and external feedback, set up the purpose of the initiative and explain the impact of the initiative.

The learning and development initiative, which grows from employee feedback and engagement, is an illustration of a people practice initiative. People specialists collaborate with partners to design solutions to the issues and initiatives looked at to provide the most efficient solutions.

The students should discuss how feedback, both formal and informal, affects workplace engagement. Professionals use a variety of engagement techniques, including emails, professional discussions, and documentary exchanges that help identify feedback and consultations.

The evaluation of how solutions affect influencing and engaging people in an organization leads to the realization that;

• Make a change in perception
• help people realize they must accept change
• Drive alterations as required

Students then complete the assessment by analyzing how solutions take into account various organizational needs and the needs of different people to have a positive organizational impact. The students should be ready to complete task two of the 5CO03 assignment after finishing the assessment.

• 5co03 Assignment Example
• 5CO03 Professional Behaviours and Valuing People

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How to Write an Academic Essay With CIPD

Our guide to helping you write effective academic essays.

An academic essay is a piece of writing in a formal style which answers the question or statement posed in the essay title. The essay will be based on your research and, possibly, your own experience. You’ll need to reflect on your findings and present your ideas in an analytical or critical style.

The essay marker will be looking for your ability to read around a topic, evaluate what you’ve read, and present a coherent argument. You’ll be expected to be make connections between the different ideas and practices relevant to the subject, and to add your own views and conclusions within the context of the question. For example, if the question relates to recruitment and asks you to evaluate current methods of recruitment practice and the methods used by your own organisation, it would be expected that you had read a number of articles, texts, journals and course materials, as well as considering discussions during your face-to-face course sessions, and be able to compare and contrast the views and practices you discover.

The key differences between an academic essay and a business report are:

• An essay may be more free-flowing than a structured report, although it will still be broken into relevant sections to explore the topic and lead the reader through the ‘story’ you’re building.
• As an academic piece of writing, you’ll be expected to ‘cite’ all the sources you’ve used to support your ideas and list them at the end as a reference list or bibliography.
• An essay is usually written solely as an assignment as part of a course, not for a wider audience.

On this page

Planning your essay, writing your essay, presenting your essay, useful contacts and books.

Read the question carefully  – what are the outcomes required? What supporting evidence will be needed? What are the action words? Are you being asked to describe something, evaluate several different approaches, or compare and contrast a couple of concepts or practices, or a range? Refer to the question on the assignment brief, but also to the criteria for the unit which often give more clues on what is required in terms of detail. Lastly, review any student guidance provided either written, or from your notes from the Unit session. If you’re unsure what the question is requiring you to do, ask your personal tutor.

It’s important that you know what the expectations are for word count, and whether this is exact, or within a range (this should be stated clearly on the assignment brief). There may also be particular requirements on layout and formatting of your essay.  

Specific requirements for a r eferences list (which lists sources you have used or quoted from directly) and/or a b ibliography (which lists other material you have found useful but not drawn on specifically) will be highlighted on the assignment brief.

In our guide: How to study effectively , it’s suggested that you have a system in place to gather your notes, your references, and the materials, textbooks and various website resources to hand when you sit down to plan. You’ll also need the assignment brief and any guidance sheets provided. Make sure you have a good hour at least for this ’thinking‘ work, as it will form the basis for your research and initial writing. 

Note the deadline, and work backwards, planning for an initial draft, a second draft, and then time to tidy up your final draft. Leave plenty of time if you’re working in a busy environment, as unexpected work pressures may overturn your plan. 

Taking into account the question and the requirements for evidence or examples, start to consider your current knowledge, your latest learning, your knowledge of your organisation’s approach to the topic (or where you may get this from if you’re not employed or you can’t use information from your organisation), and any comparative views you heard, read or are aware of from wider research. What practices does your organisation have, and what do competitors or relevant third parties do? What is the context in which you are responding to the question – internal and external factors? Start with broad considerations, then narrow down to the precise issues and approach to be discussed. 

What other sources (journals, texts, internal documents) will you need to refer to, and how might your appendix (if permitted) support your essay? It’s essential that you make a full record of anything you read when researching your topic, or you can waste valuable time looking for that perfect quote you found, but didn’t write down the page number or source document! While researching for your essay, you’re likely to do a lot of reading and note-taking – our guide on How to study effectively has more on reading and note-taking skills. 

The introduction will start with a brief summary of the context of the question, with an outline of the topic, and a statement of how you intend to address the question; whether you’ll be using primary or secondary research or both, and referring to other sources of key information which you’ll rely on. 

The main body of the essay will be your findings, your personal views, and the views of others (from your reading or quotes from individuals if you’re using primary research). You may break this into relevant sub sections, and you may decide to use some subheadings to guide the reader through your ideas. Any sources you refer to and any quotes you use should be given in the appropriate format in your essay text – see more on citing sources in the paragraph below on references. 

Finally, the conclusion will contain a summary of the outcomes and the reasons why you’ve reached your viewpoint. If recommendations are required, they would usually be given after the conclusion – there is often guidance on whether recommendations are part of your essay requirements. 

The way you refer to your sources in your essay text (known as ‘citing’ your sources) and your list of references and/or bibliography needs to done in a specific way. The majority of CIPD courses use the Harvard referencing style – see our guide on How to set out references . The guidance in  Cite them Right!  also follows the Harvard style and is used by many colleges and universities. Marks are often awarded for good referencing as they show how widely you have read as well as allowing others to check your sources. They are also important to avoid claims of plagiarism (presenting other people’s work as your own). 

Where your essay refers to a particular report, or key document, you may choose to include a small amount, often in diagrammatic form, in an appendix to your essay, if this will provide relevant information which cannot be contained in the word count. You should refer to the appendix at a relevant point in the main body of the essay, and make sure you state the source clearly in the appendix and include the source in your references list. 

A poorly presented piece of work may distract the marker from the points you are making, or indeed make it difficult for them to follow your thinking. 

Some key tips:

• Always get someone else to read your work. Can they follow it? If no, why not? 
• Check your spelling and grammar – this is important when writing business documents as well. 
• Check consistency of headings and text layout. 
• Have you referred to anything in the essay which needs to be numbered, or put into a matching appendix? 
• Where you have used quotes, tables or diagrams from elsewhere, have you quoted your source and put it into the Reference list? 
• Using a front page for your essay is usually recommended as it allows you to state your essay title, course, name or candidate number, date of submission as well as word count and any other information required. 
• Last but not least; don’t leave it to the last minute, as this final preparation all takes time. Keep the submission date in mind, and plan to finish several days beforehand. Submitting late can carry penalties, and may lead to your work only being marked once, with no opportunity for improvement.

Open University – skills for study

Palgrave Macmillan Study Skills

COTTRELL, S. (2013) The study skills handbook. 4th ed. Basingstoke: Palgrave Macmillan. 

HORN, R. (2009) The business skills handbook. London: Chartered Institute for Personnel and Development. 

HORN, R. (2012) Researching and writing dissertations: a complete guide for business and management students. 2nd ed. London: Chartered Institute for Personnel and Development. 

MCMILLAN, K. and WEYERS, J. (2007) How to write essays and assignments. Harlow: Pearson Education. 

SOLES, D. (2005) The academic essay. Bishops Lydeard: Studymates Ltd. 

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