How to Write a CIPD Level 5 Assignment(with Examples)

Student writing a CIPD level 5 assignment

  • October 28, 2023
  • CIPD Level 5
  • 4 Mins Read

Writing a CIPD Level 5 project may be a pleasant and demanding experience for both HR professionals and students. The Chartered Institute of Personnel and Development (CIPD) Level 5 qualification is intended to help individuals advance their knowledge of HR and L&D. It is critical to grasp how to produce good assignments in order to succeed in this program. We will walk you through the process of creating a CIPD Level 5 assignment in this blog article, including examples and recommendations to help you succeed.

Recognizing the Assignment Brief

It is critical that you properly comprehend the assignment brief before beginning to write your assignment. Identifying the important needs, such as word count, submission standards, and assessment criteria, is part of this. Consider the following assignment brief:

“Analyse the impact of employee engagement strategies on organizational performance in a case study company of your choosing.” Discuss the relevant theories and make suggestions for improvement. Your task should not be longer than 2,500 words.”

In this case, you must guarantee that your assignment is no more than 2,500 words long, that it focuses on employee engagement techniques and organizational success, and that it incorporates relevant ideas and recommendations.

Information Gathering and Research

Gather pertinent information and study materials next. This could contain academic articles, textbooks, industry reports, and case studies for a Level 5 assignment. Make certain that the sources you utilize are reliable and up-to-date. Here’s an example of how you could organize your research:

Review Academic Literature on Employee Engagement

Begin by studying academic literature on employee engagement and its impact on organizational performance. Cite applicable ideas and models, for example, Maslow’s Hierarchy of Needs or Herzberg’s Two-Factor Theory.

Choose a real-world company to serve as your case study. Collect information on their employee engagement strategies, such as surveys, policies, or success stories.

Interviews or Surveys

If possible, conduct interviews or surveys to collect primary data about the employee engagement activities of the case study company.

Organizing Your Assignment

A well-organized assignment is easy to read and evaluate. Consider the framework below for your CIPD Level 5 assignment:

Introduction (About 10% of Total Word Count)

Introduce the topic briefly and clarify the goal of the task.

Give a summary of the case study company and its significance.

Review of Literature (About 30% of Total Word Count)

Discuss pertinent theories and models concerning employee engagement and its impact.

Examine major discoveries from scholarly sources.

Methodology (About 10% of Total Word Count)

Describe your research methodologies, such as data gathering and analysis.

Justify your case study and research tools selection.

Case Study Analysis (About 30% of the Total Word Count)

Give a thorough examination of the case study company’s employee engagement practices.

Highlight their strengths and limitations in reference to the evaluated literature.

Recommendations (About 15% of the Total Word Count)

Provide ideas for the case study company to improve their employee engagement initiatives based on your investigation.

  • Make sure your suggestions are practical and actionable.
  • Conclusion (about 5% of total word count):
  • Summarise the most important aspects of your assignment.
  • Highlight the importance of your results and recommendations.

Use the appropriate referencing style (e.g., Harvard, APA, or Chicago) to cite all sources. Some tips that will help you;

Learn the Citation Style: Become acquainted with the citation style required by your discipline or institution. APA, MLA, Chicago, Harvard, and other styles are common. Get a style guide or use internet resources to learn about the rules and conventions of your preferred style.

Citation Management Software: Use citation management software such as EndNote, Zotero, Mendeley, or RefWorks. These tools let you automatically organize and cite your references, saving you time and eliminating errors.

Regular Practice

The more you practice referring, the better you’ll get. To hone your skills, create sample references and citations. It is advisable to practice with authentic materials such as articles, books, and websites.

When in doubt, consult style guidelines or instructions pertaining to your preferred citation style. These manuals contain detailed instructions on how to format references, in-text citations, and other aspects.

Use Online Reference Generators: Online reference generators can assist you in swiftly creating properly styled citations. Citation generators, such as Citation Machine and BibMe, can generate citations depending on the information you provide.

Check Your References: Before submitting your work, double-check your references to confirm they are correct. Author names, publication dates, page numbers, and URLs should all be double-checked. Errors can result in misunderstandings or lower grades.

Cite as You Write: Don’t wait until the end of your paper to add all of your sources. In order to keep your writing flowing, provide in-text citations as you write. This also aids in keeping track of your sources.

Examples to Consider

Some of the examples that I came across while working with CIPD level 5 assignment help are as under;

“Herzberg’s Two-Factor Theory suggests that both hygiene factors and motivators are critical for understanding employee satisfaction and performance (Herzberg, 1959).”

“According to a Gallup report, organizations with highly engaged employees experience 21% higher profitability (Gallup, 2020).”

“We conducted semi-structured interviews with 10 employees at XYZ Company to gain insights into their perceptions of the company’s engagement initiatives.”

“Based on our analysis, XYZ Company should consider implementing regular feedback mechanisms, such as quarterly surveys, to ensure ongoing employee engagement.”

“CIPD Report (2023) showed that you get the best input from the employees when they are adequately rewarded in a transparent way”.

A CIPD Level 5 assignment needs careful planning, extensive research, and excellent organization. You may design an engaging assignment that showcases your HR and L&D knowledge by comprehending the assignment brief, completing rigorous research, and adhering to a defined framework. Remember that real-world examples, case studies, and current research can help you create an impressive CIPD Level 5 project. Best wishes for your studies!

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  • CIPD Assignment Advice: Conducting Research, Preparation and Referencing

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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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How to Write a CIPD Level 5 Assignments with Examples

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Table of Contents

Evidence-based practice is a systematic decision-making model that emphasises informed decisions on a robust evidence-based basis alongside effective reasoning (Young, 2022). It involves employing skills encompassing critical thinking alongside analysis for evaluating available data to ensure that the results are defendable to others and have proper justifications. This approach encourages individuals to incorporate the best data available with professional know-how (Young, 2022). It enhanced the choices’ credibility and quality by emphasising evidence-based judgments and applying critical thinking, leading to more responsible and effective decision-making procedures.

Decision-making models

The rational model

This entails a systematic procedure in which decisions are made based on rigorous examination of the available information to optimise the results. Nevertheless, the concept’s drawbacks become apparent in a complicated work atmosphere (Indeed Editorial Team, 2023). For instance, a people professional picking a new training program might face restrictions, including inadequate knowledge of employee learning preferences, diverse skill levels and time limits. The rational approach assumes that ideal conditions seldom exist, leading to judgments that may ignore complicated elements impacting learning efficacy and employee engagement. In such situations, a more adaptable approach, including limited rationality, could be more appropriate for the evolving workplace realities.

Bounded rationality

This is a decision-making approach that considers cognitive limits besides environmental restrictions. Following cognitive constraints, time and information, judgments under the approach strive for adequate instead of optimum outcomes (The Decision Lab). For instance, a people professional applying evidence-based practice could be entrusted with rising employee engagement. Bounded rationality could encompass reviewing the current research on engagement approaches while maintaining time restrictions alongside resource availability. Even if it fails to meet the threshold of being the best answer, the people professional could adopt an evidence-based initiative corresponding with the entity’s restrictions and context.

Application of evidence-based practice

The following are ways in which evidence-based practice can be applied

Recruiting and talent acquisition

People professionals could utilise evidence-based practice in identifying and understanding evidence on various recruiting tactics (Boatman, 2021). For instance, businesses could use data regarding the success rates of different sourcing avenues, including social media, referrals and job boards, in making informed judgments concerning areas to invest resources for an optimal efficacy.

Performance appraisals

People professionals could use evidence-based practice to conduct performance assessments by studying the research on performance evaluation approaches (Boatman, 2021). They could assess the effectiveness of various approaches, such as goal setting and 360-degree feedback, and customise their assessment procedure based on evidence-based information.

Development and training

Decisions on training programs could be guided by evidence-based practice. People professionals could research to determine the training approaches that produce the greatest outcome, considering factors including skill transfer and learning retention (Boatman, 2021). For instance, they may research the best balance of in-person training and e-learning for a particular skill set.

Porters Five forces

This is a popular analysis tool which assesses an industry’s competitive dynamics. It assesses five vital impacts on an entity: competitive rivalry, suppliers, new entrants, substitutes and buyers (Vaidya, 2022). It offers insights into the industry’s attractiveness alongside potential hindrances by thoroughly assessing the elements. It could detect threats, including replacement products or new entrants, chances, buyer or supplier power and competition intensity for entity diagnosis. The approach gives a comprehensive perspective regarding an entity’s competitive atmosphere. The various aspects it considers help firms comprehend the dynamics determining their sector’s attractiveness. Besides, the framework assists strategic decision-making by identifying critical elements that impact an entity’s sustainability and profitability (The Investopedia Team, 2023). Nevertheless, the model oversimplifies particular circumstances or sectors. Not all the sectors fall into these categories, and the model might not adequately depict the complexity of fast technological growth, globalisation and new disruptive breakthroughs. 

These qualitative analysis tools encompass direct contact with people to get information and insights. They offer deeper comprehension, context-rich facts, and the ability to ask follow-up queries to elicit details. Interviews are advantageous for diagnosing organisational opportunities, difficulties and challenges since they allow stakeholders, workers or consumers to express their issues, share their encounters and recommend improvements (Obsidian HR, 2021). They offer contextual information that could reveal underlying perspectives or issues that quantitative data could overlook. Besides, the interviewers could adjust queries based on interviewee feedback, allowing for deeper investigations on particular subjects (Prasanna, 2023). However, they can be subjective and biased. Biases from the interviewee and interviewer could impact interviews, leading to incomplete or distorted information. Besides, interviews are cost and time-intensive to prepare, implement and analyse, which makes them unfeasible for large-scale data gathering. 

Critical thinking is the objective assessment, evaluation and synthesis of information, circumstances and ideas to reach reasoned conclusions and judgments (CIPD, 2019). It encompasses the capacity to challenge assumptions, explore optional perspectives and apply facts and reasoning to produce well-reasoned and educated answers or judgments

Principles of critical thinking

The validity of evidence

This core principle deals with the validity, usefulness and dependability of data or information applied in support of conclusions and arguments. Critical thinkers assess proofs’ context, approaches and sources to ensure their reliability and correctness. Valid proof strengthens thinking, permitting informed decision-making alongside the development of well-reasoned and logical perspectives (O’Reilly, n.d.). Critical thinkers encourage intellectual integrity while pursuing reasonable conclusions based on trustworthy and objective information by respecting evidential validity.

I applied the principle when suggesting a new employee wellness program to decrease stress levels. Using the principle, I collected data on productivity measures, absence rates and employee surveys to support the program’s necessity and ensured all my sources were updated and peer-reviewed. By presenting this credible evidence, I increased the credibility of my proposition by emphasising the program’s possible influence on employee well-being and corporate success. The method exhibited critical thinking by ensuring that my plan was based on credible evidence, raising the chance of garnering support and implementing an efficient solution.

Awareness of bias

The principle encompasses the identification of personal biases that could affect judgements and having alertness to potential biases on other individuals’ information sources and viewpoints (Masterclass, 2021). Critical thinkers admit that biases could affect decision-making and thinking. They actively seek various perspectives, scrutinise potential bias sources, and constantly check their cognitive preferences. The concept encourages open-mindedness, objectivity and dedication to base the conclusions on unbiased and trustworthy data, leading to more reasoned and well-rounded outcomes in critical thinking (Masterclass, 2021).

Application of others’ ideas

I applied the principle when a coworker considered creating a new performance assessment strategy during a people professional meeting. I attentively listened to their idea and examined any biases that could impact my opinion against them before objectively assessing the proposal. I promoted an open debate by encouraging the team members to critically explore any biases in the proposed system, which led to a well-rounded assessment. The approach indicated my dedication to spotting biases in other individuals’ ideas, promoting a more objective and inclusive decision-making procedure that considers various points of view and adds to the general success of the team’s aims. 

De-bono six thinking hats

This is a decision-making approach which facilitates the methodical considerations of various perspectives. It has six hats, each of which symbolises a particular thinking way. The white hat symbolises facts; black is negative/cautious, green is creative, red is emotions, blue is management/overview and yellow is positive (Bhasin, 2020). By wearing every hat consecutively, decision-makers could rigorously investigate a subject, enhancing critical thinking and reducing cognitive biases. This approach guarantees that diverse perspectives are considered, leading to more successful and balanced conclusions. For instance, applying the red hat could expose emotional concerns, but the green hat generates imaginative solutions. The approach helps in making informed, well-rounded judgments by combining several perspectives.

Pros and cons

The six thinking hats model is a structured approach that drives talks, ensuring that several views undergo a thorough examination, which could lead to a more complete judgment. In addition, it decreases bias. By encouraging various thought modes, the model assists the participants in recognising and separating personal biases, leading to more objective decision-making and analysis (Bhasin, 2020). However, the model’s simplicity could oversimplify complicated subjects, which leaves out deeper details. Besides, following a predefined hat sequence could stifle free-flowing talk alongside the natural ideas movement.

Action learning approaches

This is a decision-making framework emphasising learning through action and reflection. It encompasses a group of individuals operating together in solving complicated concerns or making choices (Indeed Editorial Team, 2023). The participants act and reflect on the results before adjusting their methodologies to respond to the new insights. The framework encourages continued growth besides hands-on learning. Entities could apply it to ensure results by fostering experimentation, learning from errors and adapting to actual adaptation. The approach enables the teams to apply various abilities, assess challenges holistically, and collaborate to find successful solutions and promote collective and individual growth (Indeed Editorial Team, 2023).

Action learning encourages the participants to acquire knowledge by permitting them to acquire practical insights through actual world experimentation, which enhances decision-making abilities and problem-solving skills (Indeed Editorial Team, 2023). However, it is time-consuming following its iterative nature, which makes it inappropriate for time-sensitive judgments. 

Best-fit model

This approach posits that decisions should be made according to a circumstance’s outstanding goals, restrictions and context. It argues for judgments that are tailored to the particular situations. It considers elements including external atmosphere, resources and culture. The approach involves conducting a comprehensive study on the challenge, assessing optional possibilities besides choosing one that best satisfies the outstanding requirements (MBA Knowledge Base, 2021). The model enhances the chances to succeed and acquire optimal outcomes by aligning decisions with the situation, recognising that efficient decision-making deals with appropriateness instead of universality. 

The approach guarantees that the decisions have contextual relevance, which enhances the opportunity to succeed and adapt to particular circumstances (MBA Knowledge Base, 2021). However, it is subjective, which calls for objectivity maintenance and inclusion in the decision-making procedure.

This refers to an unselfish care for others’ well-being, even if it insinuates foregoing personal gain. It embodies a noble part of human nature and is critical to moulding moral decision-making (Waters, 2021). Understanding the theory encourages individuals to recognise the value of social responsibility, compassion and empathy in their ethical decisions. It can encourage individuals to favour the greater benefit over their selfish interests, which impacts actions benefiting society. People embracing altruism are more likely to make ethically right decisions that benefit others, developing collaboration and building a just and peaceful community (Waters, 2021). This altruistic consciousness is a guiding principle supporting ethical behaviours and builds a more thoughtful and caring society.

Altruism encourages individuals to comprehend others’ well-being. This fosters a sense of interconnectivity alongside empathy, which could lead to increased support and collaboration alongside community bonding (Waters, 2021). Organisations or people with ill motives could take advantage of the model. This can encompass taking advantage of others’ kindness for their benefit.


This political and moral framework stresses the community’s responsibility alongside shared ideals in impacting ethical judgments. It stresses the interconnection of individuals within a society and implies that moral judgments should consider the general community’s well-being. Understanding the model assists individuals in making better decisions since it teaches them ways of balancing their interests with the overall good. It encourages comprehension of ways a person’s activities impact the community and fosters responsibility towards others. People could make ethical choices that emphasise community benefit above personal interests through adapting communitarian ideas, building social cohesiveness, and contributing to a more just and peaceful society that values mutual assistance and collaboration (Gotelli, 2015).

Communitarianism stressed the significance of communal links and shared values, which could enhance collaboration and social ties, generating a sense of belonging and togetherness (Gotelli, 2015). However, balancing social needs and individual desires could be challenging, resulting in ethical difficulties and moral dilemmas.

This refers to an ethical framework emphasising the value of adhering to moral standards and principles during decision-making, regardless of the results. It has the implication that behaviours are acceptable on the basis of their adherence to ethical rules instead of the results they establish (Regoli, 2019). Understanding the approach could assist one in making moral decisions by emphasising moral principles’ universality, honesty and obligation. It encourages individuals to assess their acts’ ethical consequences, regardless of prospective downsides or rewards (Regoli, 2019). People embracing deontological concepts could make morally sound judgments and act according to widely recognised ideals. The strategy promotes ethical conduct, builds trust and contributes to a principled and just society.

Deontology provides a clear approach for judgment-making on a universal principle basis, enhancing moral consistency and eliminating ethical relativism. Nevertheless, deontology’s thorough commitment to principles and norms might only sometimes accommodate the complicated real-world activities needing trade-offs, resulting in morally challenging conclusions (Regoli, 2019). 

Financial performance

This refers to examining an entity’s general monetary effectiveness and health in utilising its resources to establish profits and attain its aims (CFI Team, 2021). It entails various measurements alongside indicators that reveal an entity’s ability to produce income, manage stress, reduce expenses, and establish stakeholder value. It can be measured by return on investment and cash flow.

Return on Investment (ROI)

This popular monetary statistic measures an investment’s profitability in relation to its cost. It calculates the percentage of ROI in relation to the initial investment. It is calculated as net profit divided by initial investment multiplied by one hundred (Net profit/initial investment *100). A higher ROI shows superior monetary success since it represents efficient resource allocation to establish profits (CFI Team, 2021).

This denotes the money movement out of and into a corporation over time. It represents an entity’s capacity to earn cash from operations and its liquidity to satisfy financial commitments. Positive cash flow shows more money coming in than going out, showing a powerful financial condition (CFI Team, 2021). An entity’s cash flow could be calculated through tracking its financing, investing and operating operations.

Non-financial performance

This measures an entity’s accomplishments and efficiency in areas without financial relations (Indeed Editorial Team, 2023). It involves assessing customer satisfaction, social responsibility, operational efficiency and environmental impact to measure its general performance and contribution to its stakeholders. 

Customer satisfaction

This vital non-financial performance assesses how efficiently an entity satisfies its customers’ demands and expectations (Indeed Editorial Team, 2023). It can be done through surveys, customer assessments, and comments. Businesses evaluate customer sentiment by utilising tools including NPS, net promoter score, or CSAT, and customer satisfaction score (Indeed Editorial Team, 2023). For instance, a corporation could conduct post-purchase surveys to gauge consumers’ satisfaction with its services or products. Greater customer satisfaction shows that the entity offers value and effectively addresses customer requests. Positive customer encounters could enhance brand reputation, customer loyalty and repeat business. Besides, companies could get insights into their non-financial performance and make needed adjustments to enhance customer associations and general success by evaluating customer happiness. 

Value refers to the advantages, benefits and worth that an entity’s projects, services and goods bring to its stakeholders (DecisionWise, 2018). It could encompass factors such as satisfaction, utility and quality, contributing to financial gains, market competitiveness and client loyalty.

Contrarily, impact refers to the repercussions, outcomes and effects of an entity’s decisions, activities or initiatives regarding several factors, including stakeholder interactions, environmental sustainability and social responsibility (Waters, 2021).

Ways people practice create value.

Enhanced productivity and performance

Efficient people practices encompass employee engagement programs, skill growth, and adequate training that contribute to enhanced entity productivity and performance. Employees with the requisite expertise and skills may conduct their roles more efficiently, leading to better work quality and increased productivity. Besides, strategies that promote employee recognition, involvement and a favourable work atmosphere assist in boosting motivation and morale (Komm et al., 2021). The enhanced motivation results in better role devotion, enhanced teamwork, and a willingness to go the extra mile in achieving corporate goals.

Acquiring and attracting talent

Investment in excellent people practices, including a supportive work tradition, career growth chances and competitive salary, result in excellent recruitment and retention. Employees are more likely to stay with a firm that acknowledges their contributions and offers chances for growth. This decreased turnover expenses (Komm et al., 2021). Furthermore, excellent comments from pleased employees could assist the firm in attracting new talent. Engaged and skilled employees contribute to knowledge exchange, innovation and an excellent work atmosphere, which establish value through strengthening organisational capabilities and presenting the firm as an employer of choice in a competitive labour market.

Checking and ensuring that goals are attained

Value measurement helps entities determine if their defined goals and objectives are being achieved. Companies could establish whether their plans produce the expected outcomes by reviewing KPIs (key performance indicators) and comparing them to predetermined goals. This process encourages informed decision-making and permits modifications if the objectives must be fulfilled. Besides, it guarantees that resources are effectively allocated to the events that contribute the most to business success, enhancing effectiveness and efficiency (Komm et al., 2021).

Ensuring a people practice contribution

Evaluating the effect of people’s practice efforts on employee performance, happiness, and entity outcomes forms part of value measurement. Entities could assess the effect of people practice strategies on general entity success through quantifying elements, including training efficacy, retention rates and employee engagement (Komm et al., 2021). This data-driven initiative offers insights into the efficacy of various people-focused initiatives, permitting the people professionals to modify their approaches to positively impact the workforce, consequently raising entity performance, employee morale and productivity.

Methods of measuring value

Cost-benefit analysis

This refers to a systematic approach that involves weighing the potential costs and advantages of an action, project and decision (Hayes, 2023). It measures particular actions’ benefits, goods, costs, and adverse effects. Entities could analyse the total costs against the benefits by giving monetary values to such aspects to recognise if the activity has financial sustainability. This analysis enhances decision-making by providing an official approach for determining if the prospective benefits outweigh the expenses, permitting businesses to prioritise strategies that offer the greatest return on investment. 

This is validating a system’s efficacy, dependability and correctness. It entails acquiring evidence, information or data to show that a given outcome or strategy attains the desired requirements or goals (Drouin-Rousseau et al., 2023). Validation guarantees that a process or system consistently generates the needed outcomes and adheres to the applicable standards. It is vital in several industries since it raises the general work’s credibility, minimises risks and prevents errors.

Reference list

Bhasin, H. (2020). Six Thinking Hats: Definition, Benefits & Framework Explained . [online] Marketing91. Available at: [Accessed 24 Aug. 2023].

Boatman, A. (2021). What is Evidence-Based HR? Examples, Benefits, and Process . [online] AIHR. Available at: [Accessed 24 Aug. 2023].

CFI Team (2022). Financial Performance . [online] Corporate Finance Institute. Available at: [Accessed 24 Aug. 2023].

CIPD (2019). CIPD | Critical thinking | Podcast . [online] CIPD. Available at: [Accessed 24 Aug. 2023].

DecisionWise (2018). Impact: Seeing Positive and Worthwhile Outcomes and Results for Your Work . [online] DecisionWise. Available at: [Accessed 24 Aug. 2023].

Drouin-Rousseau, S., Fernet, C., Austin, S., Fabi, B. and Morin, A., J.S. (2023). Employee human resource management values: validation of a new concept and scale . [online] Available at: [Accessed 24 Aug. 2023].

Gotelli, E. (2015). Communitarianism: Pros and cons . [online] Available at: [Accessed 24 Aug. 2023].

Hayes, A. (2023). What Is Cost-Benefit Analysis, How Is it Used, What Are its Pros and Cons? [online] Investopedia. Available at: [Accessed 24 Aug. 2023].

Indeed Editorial Team (2023a). 6 examples of non-financial measures of performance . [online] Available at: [Accessed 24 Aug. 2023].

Indeed Editorial Team (2023b). What Is Action Learning? (And How To Use It at Work) . [online] Available at:,to%20reflect%20on%20each%20solution. [Accessed 24 Aug. 2023].

Indeed Editorial Team (2023c). What Is the Rational Model of Decision-Making? (With Steps) . [online] Indeed Career Guide. Available at: [Accessed 24 Aug. 2023].

Jean, J. (2023). Weighing The Pros And Cons Of Remote Work . [online] eLearning Industry. Available at: [Accessed 24 Aug. 2023].

Komm, A., Pollner, F., Schaninger, B. and Sikka, S. (2021). The new possible: How HR can help build the organization of the future | McKinsey . [online] McKinsey & Company. Available at: [Accessed 24 Aug. 2023].

MasterClass (2021). How to Identify Cognitive Bias: 12 Examples of Cognitive Bias . [online] Available at: [Accessed 24 Aug. 2023].

MBA Knowledge Base (2021). Best Fit and Best Practice Approaches in Strategic HRM . [online] MBA Knowledge Base. Available at: [Accessed 24 Aug. 2023].

Obsidian HR (2021). Pros & Cons of 6 Different Types of Interviews . [online] Obsidian HR. Available at: [Accessed 24 Aug. 2023].

O’Reilly (n.d.). Chapter 9: Valid and Sound Arguments – An Introduction to Critical Thinking and Creativity: Think More, Think Better [Book] . [online] Available at: [Accessed 24 Aug. 2023].

Prasanna (2022). Interviews Advantages And Disadvantages | What is an Interview? 6 Merits and Demerits of Interview . [online] A Plus Topper. Available at: [Accessed 24 Aug. 2023].

Regoli, N. (2019). 12 Pros and Cons of Deontological Ethics . [online] ConnectUS. Available at: [Accessed 24 Aug. 2023].

The Decision Lab (2022). Bounded Rationality – Biases & Heuristics | The Decision Lab . [online] The Decision Lab. Available at: [Accessed 24 Aug. 2023].

The Investopedia Team (2023). Porter’s 5 Forces Explained and How to Use the Model . [online] Investopedia. Available at: [Accessed 24 Aug. 2023].

Vaidya, D. (2022). Porter’s Five Forces . [online] WallStreetMojo. Available at: [Accessed 24 Aug. 2023].

Waters, S. (2021). What is altruism (and is it important for work)? | BetterUp . [online] Available at: [Accessed 24 Aug. 2023].

Young, J. (2022). CIPD | Evidence-based practice for effective decision-making | Factsheets . [online] CIPD. Available at: [Accessed 24 Aug. 2023].


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CIPD Level 5 Assignments – Exploring the Writing Tips and Tricks Along With The Examples!

How to Write a CIPD Level 5 Assignments with Examples

  • February 6, 2024
  • 5 Mins Read

Are you writing your CIPD level 5 assignments for the first time? And, now you are stuck because you need to figure out what to write about. Is that why, while searching for this, you accidentally stumbled upon our guide on purpose? Well, then you are at the correct place. We know how gruesome it can be to tackle CIPD level 5 assignments especially as a beginner. And that is why we have created this guide so that you can quickly write your assignments without any worries. Also, below, we will give you some examples that will erase all of your confusion. So, what are you waiting for? Come on! Let’s explore the blog in-depth!

CIPD Level 5 – Tips For Assignment Writing With Examples

CIPD LEVEL 5 consists of practical work. So, if you focus on your task you can get notable grades. But it takes work to achieve your goal. Well, you don’t have anything to be worried about, as this guide is here to become your saviour. Below, we will share with you guys our top-secret assignment writing tips along with examples that will give you an outlook on how you can create one by yourself. So, hold on tight because this is going to be an educational ride. Let’s go!

CIPD Assignments: Understanding the Guidelines

Here comes the foremost tip. You need to know what your requirements and topic are to be able to get your words on paper. Hence, first of all, what you need to do is skim through the assignment brief given to you by your professor. Determine what they are asking you to do. This will act as a guiding map to help you learn about the focus areas and goals. Look closely at the words for clues on the main theme and goals. For Example: Imagine your topic is based on employee relations where you have to analyse the problems and suggest solutions for tackling the issues and enhancing employee engagement.

Research: Brainstorm What You Are Going to Write

Now that you are aware of the guidelines and the topic, you know what you have to do. Yep! You guessed it right. It is time for you to research the topic. In fact, we would suggest that you dive deep into the research material to collect authentic information. Also, choose trustworthy sources like reputable books, scholarly journals, and official CIPD stuff, which provide solid insights. For this, if you want you can even connect with the CIPD Level 5 assignment help UAE . They will help you with the research process. Also, here is a pro tip for you guys: As you read, jot down vital data and highlight standout points to stay organised and grasp the essence of the topic. A well-made base leads to a robust task, so take your time, sift through details, and get ready to shine.

Outlining – Structure Matters A Lot

Here comes the next trick. Remember the structure of your CIPD assignment matters a lot. Thus you need to pay attention to it carefully. Wondering how you should structure your assignment? Well, look below. We have crafted a small example for you!

⦁ Introduction

First comes the introduction. Here you have to state the main objectives and the reasons why you have chosen the topic. For example, if your topic is on employee relations, then you need to tell the audience about the importance of this, its implications and problems all in one paragraph.

⦁ Main Body

Moving forward, you need to write about the topic you have chosen in-depth. Let’s take the above topic as an example: Here you are going to tell the audience about the legal implications of the employee laws. Its impact and how you can enhance the engagement among the individuals.

⦁ Conclusion

Lastly, you need to end your CIPD assignment with a solid conclusion where you summarise all of the things you have written previously in a small paragraph.

Critical Thinking – Demonstrate Reflection

Going deep into a topic means more than facts. It is vital to examine the sources closely by asking “Is this reliable?” It helps stay accurate when making opinions. However, it is not just about others’ findings. Your unique ventures and words enrich the dialogue. Reflecting on personal insights gives new angles on a well-covered topic. While it is key to use reliable means, also weave in your own story. This allows a balanced, thoughtful study.

Referencing – Avoid Plagiarism

Yep! You heard it correctly. Your CIPD level 5 assignment is top-tier in this field. Hence, the reason why you must reference your work. By doing so, you can give respect to the authors you have taken information from and also it helps in avoiding plagiarism. Well, there are many referencing styles, so use the one that your professor has assigned you. Also, if you feel like you are having difficulty, then go to CIPD Assignment Writing Service . They have know-how about every citation style including APA, Harvard, MLA, etc. Thus, these CIPD services will guide you on which one you should opt for.

Editing – Refine Your Work For Perfection

Lastly, if you want to excel in your CIPD assignments, then refining them to perfection is the key. For that, what you have to do is to look for sneaky grammatical errors and mistakes. Here is what you can do. Read aloud your work and check whether it sounds good to hear. Next, check for inconsistencies and if they are found, then make sure to correct them. We would also advise that you get feedback from a second pair of eyes.

Well, to end the guide, these are some of the tips along with the examples that you can follow while crafting your CIPD level 5 assignments. These tips work like a charm and will help in making your work stellar. Lastly, there is no harm in being curious especially in the field of HR and CIPD because here you can learn new things every day. Thus, always be open to gaining knowledge on the recent trends within the industry.

CIPD Level 5 Certificate And Diploma – Exploring the Key Differences Between Them To Help You Make A Better Choice!

Essential tips for writing a perfect cipd assignment.

cipd level 5 assignment examples

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CIPD Level 5

  • October 20, 2022
  • Posted by: Fletcher Samuel
  • Category: CIPD Level 5

CIPD Level 5

The Chartered Institute of Personnel and Development (CIPD) Level 5 qualification is a professional-level human resource (HR) or learning and development (L&D) qualification. It is designed for individuals who want to develop their knowledge and expertise in HR and L&D and progress to more senior roles within their organisations. The CIPD Level 5 qualification covers various topics, including talent management, employee engagement, HR strategy, and L&D design and delivery. It combines theoretical and practical learning, combining academic study with workplace application. The qualification is awarded at two levels, either as a Level 5 Diploma or a Level 5 Advanced Diploma, depending on the depth and breadth of study. The Diploma focuses on the core knowledge and skills required for effective HR and L&D, while the Advanced Diploma provides more in-depth coverage of specialised areas. Holding a CIPD Level 5 qualification is widely recognised as a benchmark of professional competence in HR and L&D and demonstrates a commitment to professional development. It is also a requirement for many senior HR and L&D roles and can be valuable for individuals seeking to progress in their careers. Overall, the CIPD Level 5 qualification is an excellent investment for anyone who wants to deepen their understanding of HR and L&D and advance their career in these fields.

Here are some examples of CIPD Level 5 units.

  • 5CO02 Assignment Example
  • 5HRO1 Assignment Example
  • 5HR02 Assignment Example
  • 5LD01 Supporting Self-Directed and Social Learning
  • 5LD02 Learning and Development Design to Create Value
  • 5LD03 Facilitate Personalised and Performance Focused Learning

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CIPD Level 5 Assignments Answer Sample for UK Students

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What Is Level 5 CIPD Assignment Examples?

A level 5 CIPD assignment could involve a range of topics related to HR management, such as talent management, employee engagement, leadership development, diversity and inclusion, or change management. For example, a level 5 assignment could ask you to analyze the role of HR in supporting organizational change, and to develop a change management plan for a specific case study.

One possible example of a level 5 CIPD assignment could be to explore the issue of diversity and inclusion in the workplace, and to design a diversity strategy for a hypothetical organization. This assignment could involve the following steps:

Conduct a literature review of current research and best practices related to diversity and inclusion in the workplace. This could include reviewing academic articles, reports, case studies, and HR publications.

Analyze the current state of diversity and inclusion in the organization, using data such as employee demographics, recruitment and retention rates, promotion and pay gaps, and employee feedback.

Identify the key challenges and opportunities for improving diversity and inclusion in the organization, based on your analysis and research.

Develop a diversity strategy that includes specific goals, objectives, and action plans to address the identified challenges and opportunities. This strategy could cover areas such as recruitment, training and development, leadership development, communication and engagement, and monitoring and evaluation.

Present your strategy in a professional report format, including a clear executive summary, an introduction to the issue, a review of the literature, an analysis of the organization’s current state, a detailed strategy with action plans, and a conclusion with recommendations for implementation.

To ensure a plagiarism-free write-up, it is important to properly cite all sources and to use your own words to express your ideas and arguments. You can use tools such as Turnitin or Grammarly to check for plagiarism and to improve your writing style. It is also recommended to seek feedback from your tutor or peers to improve the quality of your work.

What does Level 5 CIPD Assignment Examples module Covered?

A level 5 CIPD assignment typically covers a range of modules related to HR management, leadership, and business strategy. Below are some examples of modules that a level 5 CIPD assignment may cover:

Organizational Performance and Culture: This module covers the key factors that influence organizational performance, such as culture, values, leadership, and motivation. An assignment in this module may ask you to analyze the organizational culture of a company and recommend strategies to improve performance.

Resourcing and Talent Planning: This module covers the processes involved in attracting, selecting, and retaining the right talent for an organization. An assignment in this module may ask you to design a recruitment and selection process for a specific role or to develop a talent management strategy for a company.

Learning and Development: This module covers the importance of continuous learning and development in organizations, including the role of training, coaching, and mentoring. An assignment in this module may ask you to design a leadership development program for a specific level of managers or to analyze the impact of a training program on employee performance.

Managing Employment Relations: This module covers the legal, ethical, and practical aspects of managing employee relations in organizations, including the role of unions, mediation, and negotiation. An assignment in this module may ask you to analyze the impact of a particular HR policy on employee relations or to develop a grievance and disciplinary policy for a company.

Business Issues and the Context of HR: This module covers the broader business environment in which HR operates, including the impact of globalization, technology, and economic factors on organizations. An assignment in this module may ask you to analyze the strategic implications of a business issue for HR, such as a merger, acquisition, or market disruption.

Leading, Managing, and Developing People: This module covers the skills and competencies required for effective leadership and management in organizations, including communication, motivation, and performance management. An assignment in this module may ask you to analyze the leadership style of a CEO or to develop a performance management system for a company.

Understanding Organizations and the Role of HR: This module covers the fundamental principles of organizational behavior, including the role of HR in managing people and achieving business objectives. An assignment in this module may ask you to analyze the HR function of a company and make recommendations for improvement or to develop an HR strategy that aligns with the overall business strategy.

To successfully complete a level 5 CIPD assignment, it is important to understand the key concepts and theories covered in each module and to apply them to real-world situations. It is also important to use a variety of sources to support your arguments, such as academic journals, reports, and case studies. Finally, it is important to follow the assignment brief and structure your assignment in a clear and concise manner, using appropriate headings and subheadings, and referencing all sources correctly to ensure a plagiarism-free write-up.

CIPD Level 5  Assignment Examples along with other Level Examples for Reference

·   5CO01 CIPD Assignment Help Examples Online

·   5CO02 CIPD Assignment Help Examples Online

·   5UIN CIPD Assignment Help Examples Online

·   5CHR CIPD Assignment Help Examples Online

·   5ODG CIPD Assignment Help Examples Online

·   5ODT CIPD Assignment Help Examples Online

·   5DVP CIPD Assignment Help Examples Online

·   5HRF CIPD Assignment Help Examples Online

·   3CO02 CIPD Assignment Help Examples Online

·   3CO03CIPD Assignment Help Examples Online ·   5HR01 CIPD Assignment Help Examples Online

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5CO02 Assignment Example

  • December 19, 2021
  • Posted by: Harry King
  • Category: CIPD Level 5

5CO02 Assignment Example

Task One: Briefing Paper

You have been asked to prepare a briefing paper that is to be given to people practitioners at a regional event, to share insights and good practice. The paper needs to provide understanding of approaches that can be taken to support effective critical thinking and decision-making within the HR remit.

Your Briefing Paper needs to:

  • provide an evaluation of the concept of evidence-based practice and assess how evidence- based practice approaches can be used to support sound decision-making and judgments for people practitioners across a range of people practices and organisational issues. (1.1)
  • evaluate two micro and two macro analysis tools or methods that can be used in people practice to explore an organisation’s micro and macro environment, and how those identified might be applied to diagnose future issues, challenges and opportunities. (1.2)
  • explain the principles of critical thinking and give examples of how you apply these yourself when relating to your own and others’ ideas, to assist objective and rationale debate. (1.3)
  • assess at least two different ethical theories and perspectives and explain how an understanding of these can be used to inform and influence effective decision-making. (1.4)
  • explain a range of decision-making approaches that could be used to identify possible solutions to a specific issue relating to people practice. (2.3)
  • as a worked example to illustrate the points made in 2.3, take this same people practice issue, explain the relevant evidence that you have reviewed, and use one or more decision- making tools to determine a recommended course of action, explaining the rationale for that decision and identifying the benefits, risks and financial implications of the suggested solution. (2.2 & 4)
  • compare and contrast a range of different ways and approaches that are used to measure financial and non-financial performance within organisations. (3.1)

It is essential that you refer to academic concepts, theories and professional practice for the tasks to ensure that your work is supported by analysis. Please ensure that any references and sources drawn upon are acknowledged correctly and supported by a bibliography.

Task two: Data analysis and review

In preparing for the forthcoming department heads meeting your manager has asked you to prepare a range of information and interpretations for use at the meeting. Below are two sets of data that have been collected by a 360-degree review for Department ‘A’. Table 1, is the feedback that has been elicited from employees on their line-managers and table 2 is from the customers that use the services and goods from Department A.

Use one analytical tool to review the two data sets to reveal any themes, patterns and trends (2.1).

  • From this analysis, graphically present your findings using three or more different methods (3.3).
  • Identify the key systems and data used within effective people practices, to give insights by measuring work and people performance (3.2)
  • Explain how people practices add value in an organisation and identify methods that might be used to measure the impact of people practices (3.4)

The annual performance reviews for Department ‘A’ last year were scored using a ratings scale from 6 = high performer to 1= low performer.

Any employee scoring 4 and above received a £400.00 bonus in their monthly pay. The budget allocation per department for bonuses last year was £75,000.

Figures from Department ‘A’ for last year were:

  • 112 employees received a score of 6
  • 98 employees received a score of 5
  • 35 employees received a score of 4
  • 43 employees received a score of 3 or below  
  • Using a variety of measurement tools and techniques and the data provided in tables 1, 2 & 3, explain the likely impact and value of these aspects of people practice currently in place in Department ‘A’. What other people practice measures might usefully be employed in Department ‘A’? (3.4)

AC 1.1 provide an evaluation of the concept of evidence-based practice.

Evidence-based HR practice involves making a better decision and informing actions that have the desired outcome (Young, 2020). The concept of evidence-based practice entails finding solutions and approaches to dealing with people management practice based on a strong empirical basis. It is the process through which a decision is evaluated against data in an organisation. The evidence-based approach utilises critical thinking skills and the available evidence to decide on specific HR issues. According to Young (2020), a good decision-making process is based on critical thinking and drawing from the available evidence. Evidence-based decisions are more likely to result in the desired outcomes that will have a long-term impact on organisations practices.

Evidence-based practice also utilises different models of the decision-making process, such as the rational model. This model involves the use of factual information and step by step procedures to arrive at a decision (Uzonwanne, 2016). The figure below summarises the rational decision-making model.


How evidence-based approaches can be used to support sound decision-making and judgments

Evidence-based approaches are essential for supporting sound decision making because they reduce errors caused by judgements. Biased and unreliable management decisions are common in the absence of evidence. Managers are susceptible to bias and errors in their decision making when they base the decisions on previous experiences or popular management decisions. In an article published at the Center for Evidence-Based Management (CEBM), all individuals at all employment levels need to use the best available evidence when making decisions. Using evidence-based decisions is considered to be morally right (Rousseau et al., 2004).

An evidence-based approach can also be used to support sound decision making and judgement at an organisational level by increasing the accountability levels. Most of the decision made by managers have a positive or negative impact on the general organisational performance. Assessing the reliability and validity of evidence not only benefits individuals but also the organisation. This approach ensures that a manager takes the best available decision and can support the decisions with organisational data, professional expertise or insights from scientific research when called to justify the decision.

AC 1.2 Evaluate micro and macro analysis tools that can be used in people practice to explore an organisation’s micro and macro environment and how those identified might be applied to diagnose future issues, challenges and opportunities.

All organisations are affected by either internal or external factors. These factors are part of the general organisational environment, and they should be analysed to establish their impacts on the business. There is a range of tools used in people practice, and they include strategic reviews, future states analysis, SWOT analysis, Ansoff matrix, Fishbone analysis, among others. Analysis methods that can be used to assess an organisation’s micro and macro environments include observations, interviews, job analysis, work sampling and use of questionnaires.

An organisation’s micro-environment refers to the immediate factors or environment that comprises suppliers, customers, competitors and stakeholders (Summer, 2019). They are internal factors that are likely to impact an organisation. Micro-environments can be assessed using the microanalysis tools such as porter’s five forces analytical tool. Macro-environment, on the other side, refers to the more general factors influencing businesses (Summer, 2019). Macro- environments are external factors that impact an organisation’s activities and productivity, but that organisation has no control over it. The macro-environment factors include economic issues, political forces, technological advancements, natural and physical occurrences, and legal factors. An example of a tool used for the analysis of macro-environment factor is the PESTLE analysis tool.

The SWOT analysis tool evaluates both internal and external factors that can influence an organisation. SWOT stands for strength, weaknesses, opportunities and threats. While strengths and weaknesses focus on internal organisational aspects, threats and opportunities focus on external issues that can impact an organisation. The SWOT tool is simple to use and can be used in organisations making an entrance into new markets.

Porter’s five analysis tool was developed by Michael Porter to assess and evaluate the competitive strength of a business (Bruijl, 2018). The model is built on five principles that can be used to assess microenvironments within an organisation. Michael Porter described the five forces: Buyers bargaining power, the threat of entry, suppliers bargaining power, competition from rivalries, and threats by substitutes. Figure 1 below gives a summary of the five forces.


As the acronym suggests, the PESTLE analysis analyses the political, economic, social, technological, legal and environmental factors (Downey, 2007). Trade regulations and policies, and diplomatic tensions are some of the political factors likely to impact an organisation’s performance. It is essential to understand that organisations in the UK are governed by policies and regulations formulated by trade unions and other regulatory bodies. Therefore, the HR department must ensure that an organisation is compliant with all the regulations. HR should also be constantly updated on changes in regulations that are likely to impact an organisation.

One of the biggest external influences for any business is the state of the economy. HR should monitor the shifts in economic trends resulting from changes in global financial status. Economic factors such as inflation, demand and supply, interest rates and exchange rates have direct impacts on organisations. HR should notify the management of the existing economic trends to prepare them for any economic changes. Socially, an organisations performance can be affected by the availability of the workforce. It is HR’s responsibility to come up with a recruiting strategy that will attract the best talent to perform organisational duties. Technological factors include impacts of acquiring new technology, which may result in downsizing or recruiting a skilled workforce. HR is responsible for advising the management on the necessary changes that would make the technological changes beneficial to the organisation and retain a workforce that has adequate knowledge of the technological changes.

Legal factors comprise rules and regulations impacting people practice. HR practitioners should ensure that the organisation is compliant and the existing policies and procedures are compliant with the country’s regulatory standards (Friedman, 2013). The last ‘E’ of the PESTLE tool represents environmental factors, which refer to an all-natural occurring element that may influence people practice. The global market is stimulated to align with the sustainable development goals. It is the HR’s duty to ensure that the organisation is compliant and has environmental sustainability policies incorporated in its daily operations.

AC 1.3. Explain the principles of critical thinking and give examples of how you apply these yourself when relating to your own and others’ ideas to assist objective and rational debate.

Critical thinking is a skill that enables people to think well and reflect on ideas, opinions and arguments objectively (Howlett and Coburn, 2019). It involves objectively analysing and evaluating people practice issues to form a judgement. Based on the definition, various critical thinking principles are based on rational, unbiased analysis evaluation of factual information and sceptical analysis. Objective, rational thinking relates to being logically correct. This principle allows for the differentiation between issues and statements that are logically true or false. Walters adds that rational, objective thinking utilises logic and other cognitive acts such as imagination, creativity, and insights.

In people practice, various principles of critical thinking can be applied to different situations. When applying critical thinking to the decision-making process, HR practitioners must ensure that they understand the issue and differentiate between facts and opinions. Evidence-based decisions are based on the critical thinking principle of validity of evidence to eliminate bias.

AC 1.4 Assess at least two different ethical theories and perspectives.

Utilitarianism ethical theory is used to determine right from wrong by focusing on the outcome (Driver, 2009). It is one of the most commonly used persuasive methods to normative ethics. This theory is based on the consequence, and it suggests that the most ethical choice is the one that will produce the greatest good. This theory can be used to inform and influence effective decision making when the decision made will result in a positive outcome for most employees or organisation at large. To illustrate this, Covid 19 pandemic has impacted many organisations and thus necessitated cheap labour. HR practitioners are faced with the dilemma of laying off employees and employees new employees at a cheaper cost. While this may not be ethically right, it will benefit organisational sustainability, especially for businesses affected by the pandemic.  This theory does not account for justice or any individual rights.

Kantianism or Kant’s moral theory, on the other hand, believes that certain actions are prohibited even if the consequence is happiness. It is an example of a deontological moral theory whose principle is not on the consequence of the action but on individual moral duty (Anscombe, 2005). The theory is based on an individual’s ability to act according to the categorical moral imperatives, which are universal. This theory suggests that decisions should be made based on the moral obligation to individuals and society. Thus the decision will be ethically correct (Chonko, 2012).

Use of Theories to inform and influence effective decision-making.

The decision making theories have a significant influence on the decision-making process. Sound ethical decisions need to be sensitive to good ethical practices. While the theories are divided into three frameworks, HR should be responsible for most ethical obligations in an organisation. The ethical frameworks built around ethical theories include the consequentialist framework, the duty framework and the virtue framework. Using the three frameworks to analyse a situation before making a decision allows the decision-maker to have a clearer perspective of the issue and thus come up with a sound decision sensitive to ethical implications and parties involved (Bonde and Firenze, 2011). The figure below gives a summary of different ethical theories, including their advantages and disadvantages.


AC 2.3 Explain a range of decision-making approaches that could be used to identify possible solutions to a specific issue relating to people practice

HR practitioners play a critical role in the decision-making process of an organisation. Based on HR practitioners’ different functions, different decision-making approaches could be used to find possible solutions for various problems. Some of the decision making processes used by HR include the best fit, future pacing, problem-outcome frame, action learning approaches and de Bono (Six Thinking hats). While one process can be used to solve various HR problems, different issues may require different decision-making approaches.

De Bono (six thinking hats) is a decision-making approach that Edward De Bono developed in 1985. It is a good decision-making approach for group discussions and personal thinking because it involves a combined parallel process. Each of the six hats is metaphors for six different ways of thinking. Mentally wearing different thinking hats results in people looking at problems differently and coming up with different solutions—the six different mind frames as elaborated by Edwards different shapes of the hat and different colours. The white colour represents decisions based on facts. The red colour represents decisions based on emotions. Black represents judgmental decisions, yellow positive view or decisions based on a positive perspective, green decisions based on creativity and blue are thinking decisions (Mulder, 2019). Managers and HR practitioners can switch from one hat to another during a decision making process. The thinking hats are essential for helping people think more deeply concerning specific issues and come up with informed decisions.

Framing problems and outcome is another decision-making approach that can be used to identify the various solution to people specific problems. Framing comprises a schema of interpretations that different individuals depend on to understand and respond to situations. Different diagnosis and framing of problems may result in difficulties when solving the problems. It is essential for HR practitioners to frame their organisational problems to achieve the desired outcome accurately. For example, turnover in an organisation may be framed as an individual problem, an HR problem or a management problem, depending on how it is evaluated.

AC 2.4 As a worked example to illustrate the points made in 2.3, take the same people to practice issues, explain the relevant evidence that you have reviewed and use one or more decision-making tools

Decision making in people practice is continuous throughout the employees’ lifecycle in an organisation. One issue in people practice that requires effective decision making is compensation. Increasing employee compensation is a decision that should be thought through because there are various factors that influence the decision. While performance analysis is essential for determining compensation, other factors such as minimum wage, external markets and industrial payment rates are other factors that should be considered.

Attracting and retaining talent is a people specific area that may face various challenges. Competition for the most talented and qualified employees is evident in both public and private industries. Recruiting a sustainable workforce is essential for effective organisational performance and sustainability. However, competitive wages and rewards may influence turnover and the loss of the best talent pool. The HR is tasked with tough decisions on the best approaches to enhance retention and attract the best talent pool during recruitment. The framing-outcome approach of decision making can be utilised to solve retention and recruitment challenges. The HR can identify specific issues causing turnover, ranging from salaries and wages, organisational culture to the need for career growth. Framing the cause of the problem will enable HR to develop a solution that will result in the desired outcome.

AC 3.1 Appraise different ways organisations measure financial and non-financial performance.

Good performance management is critical for an organisation’s success (Gifford, 2020). Performance management aims at monitoring, maintaining and improving employee performance and aligning them to organisational objectives. However, there are different ways through which organisations can measure their performance. Monitoring performance is essential for the decision-making process as it forms part of the evidence-based practice in people management.

Performance in an organisation can be measured by the use of financial and non-financial indicators. Financial indicators include revenues, gross and net profits, cash flows, return on investments, and productivity. Gross and net profit margins are profitability ratios used to identify a company’s profitability. The working capital is the measure of the available operating liquidity used to fund the daily operations. Cash flow is a financial indicator that indicates the amount of money a business has as a result of its operations. Operating cash flow is often found in the cash flow statements.

Non-financial performance indicators include customer feedback, legal compliance, sector ratings, employee feedback, among others. Customer feedback and customer retention are essential non-financial performance indicators because they directly impact customer retention. Customer retention is as necessary as customer attraction. Retention is essential for establishing the number of customers that are satisfied with a particular product or service, while feedback enables an organisation to identify areas for improvement. Human capital can also be used to measure organisational performance. Based on the employee survey, an organisation can establish its performance based on the skilled employees’ ratio against unskilled labour.

The primary advantage of using non-financial measures is that they result in better compliance with long-term corporate strategy. Non-financial measures take into account different intangible assets and provide adequate information on various operations’ effectiveness (Ahrens and Chapman, 2007). The disadvantages of no-financial measures are that they are expensive to conduct and can consume a lot of time. The advantages of using financial measures are that they are accurate and can be easily monitored. The disadvantage is that they are short –term in nature and are not effective for long term strategic planning.


AC 2.1 Use one analytical tool to review the two data sets to reveal any themes, patterns and trends.

There are various HR analytical tools that can be used to assess and evaluate data. This section utilised Microsoft excel to conduct a data analysis of the provided information. Graph 1 below is a summary of feedback obtained from employees on their line managers. Of the 256 respondents 250 disagreed that line managers delegated authority, 245 were of the opinion that line managers do not communicate reasons for change and decisions. Two hundred nineteen respondents said that the line managers were not approachable. The three categories mentioned above had the highest numbers of respondents giving a negative review concerning their line managers. As indicated in graph 1 below, the highest number of respondents disagreed with the most positive attributes that were accorded to their line managers.

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A pie chart representation of data is a circular graph, as shown above. The slices of the pie represent variables that, when combined, should produce the total number. For example, the total number of employees who responded to questions was 256. On the issue of support by line managers, 156 employees disagreed, and 100 agreed. The graph above provides a visual representation of this information in percentile. Pie charts are easy to read and understand. They also visually represent data as part a fractional part of the whole.

Analysis of Employee Feedback

Of the 145 responses from customers, 143 respondents agreed that the products’ packaging was good and acceptable in protecting the goods. One hundred forty-two customers had issues with how their initial enquiries were handled; 114 felt that the range of goods and products was insufficient to meet their needs

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The general trend implied by the data collected indicates a performance gap between employees and their line managers. The gap impacts performance, as evidenced by customer feedback. Based on the findings, line managers need to incorporate employees in their decision-making process. Line managers should also promote a positive organisational culture where employees feel valued and appreciated.

AC 3.2 Identify the critical systems and data used within effective people practices to give insights by measuring work and people performance.

According to CIPD (2020), people data and analytics can help HR and other managers in an organisation to solve business problems and make decisions. There are different types of data that are effective for measuring and giving insight into people practice. Qualitative data contains information on the human observation of behaviours, habits, skills and other employee factors that may influence performance. This data offers an in-depth understanding of issues and descriptive information using words to express various issues. Qualitative data can be used to measure work and people performance by utilising tools such as brainstorming, surveys and interviews. Qualitative data on employee turnover can be obtained in brainstorming sessions or through exit interviews.

Quantitative data, on the other hand, uses numbers and figures to illustrate performance. While quantitative data may be more specific and dependable, it is short term in nature. Quantitative data can be used to establish and keep records of weekly work hours, retention rates, number of employees and their age.  This data can be collected by various HR analytical software’s that analyse the information.

AC 3.4 Explain how people practices add value in an organisation and identify methods that might be used to measure the impact of people practices.

The creation of value in an organisation may be influenced by the need to grow and expand, return on investment, or satisfy customer’s needs (Payal Sondhi, 2018). Creating value can be achieved by effectively utilising human potential. The primary objective of good people management practices is to create value for the organisation and its employees as well as the surrounding community. Value creation can be based on income earned or the development of a sense of purpose for the employees. The value created for the society could be attained as sustainability and high-quality life. Organisations capture the value they would like to attain in the organisations mission and strategy.  Real business value is captured in drivers that impact an organisation’s business objectives (Brugman and Dijk, 2020).

Other than 360 feedback, some other methods and tools can be used to measure the impact and value of people practice. Measuring value and impact is essential for ensuring that business objectives are being achieved. It can also ensure that there are people who practice contribution in an organisation, justify spending on various functions of HR, continuously improve people practice and identify organisational needs and gaps left to enable informed business decisions.

The cost-benefit analysis tool is essential for analysing the decision that should be implemented and should be foregone. It is the process that sums up potential rewards expected from an action then subtracts the total cost associated with that action (Hayes And Anderson, 2021). For example, all employees whose performance was considered high received a bonus of £400.00. According to the statistical data provided, a total of 245 employees are entitled to bonus payments. Therefore, the total amount of money that the company would spend on bonus is £ 98,000.00. However, the allocated budget was £75,000.00. If all employees received the bonus, the organisation would have spent £23,000.00 more than the intended amount.

Based on the cost-benefit analysis of the situation, the bonus amount should be reduced to fit the set budget. Alternatively, other reward packages, both intrinsic and extrinsic, can be used to reward high performing employees. The company can also enhance its performance by rewarding employees with a high five and six score. By doing so, employees with a score of five might enhance their performance, which influences organisational performance.

Return on investment is a measuring tool that can be used to measure the probability of gaining a return from a particular investment. ROI is a ratio that compares gains and losses in relation to cost. ROI is used for the evaluation of potential returns from an investment. In the case above, the return would be a loss because the allocated budget was exceeded. ROI is expressed as a percentage because it becomes easier to understand.

Ahrens, T. and Chapman, C.S. (2007) Management accounting as practice. Accounting, Organizations and Society , 32(1-2), pp.1–27.

Anscombe, E. (2005) Kantian Ethics . [online] Available at: [Accessed 10 Apr. 2021].

Bonde, S. and Firenze, P. (2011) A Framework for Making Ethical Decisions | Science and Technology Studies . [online] Brown University. Available at: [Accessed 10 Apr. 2021].

Brugman, T. and Dijk, R. van (2020) Creating Value With Fact-Based HR . [online] AIHR Analytics. Available at: [Accessed 11 Apr. 2021].

Bruijl, G.H.Th. (2018) The Relevance of Porter’s Five Forces in Today’s Innovative and Changing Business Environment. SSRN Electronic Journal , [online] 1(1). Available at:’s_Five_Forces_in_Today’s_Innovative_and_Changing_Business_Environment [Accessed 9 Apr. 2021].

Chonko, L. (2012). Ethical Theories . [online] . Available at: [Accessed 10 Apr. 2021].

CIPD (2020) People Data & Scientific Evidence . [online] CIPD. Available at: [Accessed 11 Apr. 2021].

Downey, J. (2007) Strategic Analysis Tools Topic Gateway Series Strategic Analysis Tools Topic Gateway Series No. 34 . [online] . Available at: [Accessed 9 Apr. 2021].

Driver, J. (2009) The History of Utilitarianism . [online] Stanford Encyclopedia of Philosophy. Available at: [Accessed 10 Apr. 2021].

Friedman, E. (2019) 4 External Factors That Affect Human Resource Management . [online] Workology. Available at: [Accessed 10 Apr. 2021].

Gifford, J. (2020) Performance Management | Factsheets . [online] CIPD. Available at: [Accessed 10 Apr. 2021].

Hayes, A. and Anderson, S. (2021) Cost Benefit Analysis | Better Evaluation . [online] Available at: [Accessed 11 Apr. 2021].

Howlett, W. and Coburn, T. (2019) Critical thinking | Podcast . [online] CIPD. Available at: [Accessed 9 Apr. 2021]. (2019) Rational Decision Making vs. Other Types of Decision Making | Principles of Management . [online] Available at: [Accessed 10 Apr. 2021].

Mulder, P. (2019) Six Thinking Hats by Edward De Bono, a decision making tool | ToolsHero . [online] ToolsHero. Available at: [Accessed 10 Apr. 2021].

Payal Sondhi (2018) 5 Important Guidelines to Increase HR Values In Your Organization . [online] Entrepreneur. Available at: [Accessed 10 Apr. 2021].

Rousseau, D., Bantz, C., Garman, A., Goodman, P., Griffin, R., Hinings, B., Hirsch, P., Mccarthy, S., Rynes, S., Weingart, L. and Zanardelli, J. (2004) Academy of Management Review. Walshe & Rundall , [online] 31(2), pp.256–269. Available at: [Accessed 10 Apr. 2021].

Summer (2019) Understanding Of Micro And Macro Factors That Affect Your Business . [online] Mageplaza. Available at: [Accessed 9 Apr. 2021].

Uzonwanne, F.C. (2016) Rational Model of Decision Making. Global Encyclopedia of Public Administration, Public Policy, and Governance , pp.1–6. (2020). Ethical Theories . [online] Available at: [Accessed 11 Apr. 2021].

Young, J. (2020) Evidence-based Practice for Effective Decision-Making | Factsheets . [online] CIPD. Available at: [Accessed 11 Mar. 2021].


Armstrong, M. (2020) Armstrong’s handbook of strategic human resource management. 7th ed. London: Kogan Page.

Walters, Kerry (1994) Re-Thinking Reason. Albany: State University of New York Press. pp. 181–98.

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