cipd level 5 uin assignment examples

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

• October 28, 2023
• 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.

Table of Contents

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!

What is the Difference Between CIPD Level 5 Certificate & Diploma?

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• Using Information in Human Resources 5UIN

Unit Using Information in Human Resources 5UIN is based on the significance of the information added by the student in their research and assignments. The students who are pursuing level 5 of CIPD must require the topic of Human Resource Management within the industry because of is part of their syllabus. Student must conduct the research in between the evaluation of this unit with analysis of the versatile research material sources to improve their topic understanding. Therefore, all courses of this level will increase the understanding of the learners to utilize their knowledge and skills. Moreover, the assessment of the unit using information in human resources 5uin will also permit students to have a glance at significant information resources. Then generate a conclusion to support the HR improvement including the issues faced by the company.

Every learner should generate a document that elaborates on the key components of the research with particular subheadings that explain all requirements covered by the learners in research. The learning through which information communication from research conduction is significant to certify that the learners got at their goal. It also generates a meaning that learners must utilize the outline provided by the tutor as a guide they conduct in their Research and it should be prepared from a structural standpoint.

Generally, the main emphasis of the unit Using Information in Human Resources 5uin is that the instructor also provides the information needed for catering to all pages such as the name of a student`s instructor name and the number of words in the document, and other details. This section comprises the introductory page where the information of the student is a very essential factor in analyzing the quick-witted condition of the student. The main purpose behind the topic is to keep the readers aware of the main emphasis and the research title should not be comprised of vagueness it should be normal not complicated or short. The well-stated title and question statement always increase the marks and understanding of the reader.

Objectives of unit

The objectives that the unit Using Information in Human Resources 5uin has emphasised are demonstrated underneath:

• An identification of the important learning and development in workers` performance promotion at any organization.
• Monitor the selection and recruitment method in the industry of healthcare for hiring appropriate candidates.
• Monitor the way through which turnover and absence data can impact the well-being of employees in the company.

Learning outcomes

The learning outcomes of the unit Using information in human resources 5uin are designed to make the learners capable of acquiring the appropriate knowledge in the field of learning and development in terms of getting information about employees of an organization.

LO1: Enable to explicitly analyze research problems that influence a business. Explain the reason for selecting the issue of research.

Lo3: enable to justify the reason which is important in the research topic., lo4: possess the potential to generate explicit objectives of research to support your research., lo5: elaborate the strengths and weaknesses of the versatile sources reviewed to explain the issue of research required to be investigated., lo6: enable to generate conclusions from the resource information which are meaningful to search out the topic of the research., lo7: get a position to generate a report of the business with a mix of narrative format of presentation information., assessment criteria.

The assessment criteria of the unit using the information in human resources 5uin is completely comprised of the main precise topics of the learning outcome. To check out the understanding and ability of the learners in terms of the knowledge of a particular unit assessment criteria have been designed.

In this learning outcome, the main role of the students is to search out the reason which made them select a particular area of research. They have to examine the causes behind taking their research topic to explore. The phenomenon of understanding the individual prior to starting a project grouping them with the concern to their level of participation interest and influence in the project. Moreover to define the way through which the best communication can include these stakeholders. Stakeholder identification is significant for all projects. Here is the list of the stakeholders who addressed the report.

• finance department
• HR managers
• Project management team

All the key stakeholders mentioned above included activities in the interest and their project because it might be influenced by the completion of the project and execution of it.

LO1: Possess the potential to analyze the information from secondary sources to the weight through which these issues might be resolved.

The main secondary resources utilized for the information analysis include journal articles that are published.

LO2: Possess the potential to analyze the information from secondary sources to the ways through which these issues might be resolved.

There must be some secondary sources to collect data for the research information. These issues might be resolved with diverse methods.

The method of justification is utilised for consuming less time and less expense phenomena which is needed data that is easily accessible and do not comprised of the cost that is extracted from the authentic resources.

The reliability and validity are significant to all designs of the research and crucial concentration with the second data. Moreover, it is also a degree that is in terms of the Research question and the way through it reliable the accurate answer.

The strengths of any research survey include generalizability versatility reliability and cost-effectiveness. On the other hand, the weaknesses in survey research include a lack of potential detail and inflexibility.

The preparation of the conclusion provides an outcome to your research study. It is a great way of conveying and summarizing your thoughts with the great significance of the study.

The main analysis of the analytical report is on the situation of the company`s relevant information, presentation, Conclusion and explanation also assists in providing the mixture of which was the narrative that simply emphasizes the tables, pictures, design, template, presentation and reports.

You can also read a sample  Employee Engagement 5ENG .

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Referencing is an inevitable part of the student’s life and our writers are well-trained with the versatile styles of referencing. They can put referencing in your assignment in any style with accurate In-text citations. Some of the frequently utilized referencing styles by our writers include APA, MLA, Chicago, Harvard, Oxford, Oscola, etc.

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Research is the most important part of academic writing and when it comes to preparing the assignment our writers are Cognizant of the genuine resources from which they can collect accurate information for preparing your assignment. Some of the genuine resources utilized by our writer for preparing the assignment include article journals, books, and websites such as Google Scholar.

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Using Information in Human Resources (5UIN)

• June 13, 2020
• Posted by: Harry King
• Category: CIPD Level 5 Level 5 Diploma in Human Resource Management

Introduction to the unit

As part of the programme to complete CIPD Level 5, learners are expected to carry out research investigating a HR topic within a particular industry. Learners taking this unit should show their capability in carrying out research, with evaluation of different research materials to enhance good understanding of the research topic. The research is meant to help the learners understand how to use the knowledge and the skills gained through the CIPD level 5 courses. The assessment helps learners review information sources that are relevant to the research topic, and through this, come up with conclusions to support improvement of the HR issue affecting the business.

Structure of the document

Learners have to produce a document explaining the key elements of the research, with specific subheadings well developed to show that the learner has completed all the elements needed in the research. This is important to ensuring that the learners get to effectively communicate information gathered from the research on the research topic being investigated. The document should be well structured, and in this perspective, the learners should pay attention to the outline and structure produced by the tutor, and uses this as a guide to carry out the research.

The main structure in the research should have the following

Cover page; in most instances, the information that has to be included in the cover page is provided by the instructor, including the details related to the name of student, name of instructor, number of words in the document among others. However, the most important issue that the learner should take into consideration is the research topic, which should be well developed by the learner. The title of the research should not be vague, and neither should it be too short nor complicated in any way. The research topic guides the audiences on what the research focus is all about. Titles should be in form of well clearly stated statement, or in form of questions. The following are some of the examples that show how well developed research titles read;

• Evaluating the significance of learning and development in promoting performance of workers at ABC organisation
• Identifying the effectiveness of recruitment and selection methods in the hiring the right candidates for the job within the healthcare industry
• The impact of using absence and turnover data in impacting employee well-being within the organisation, case study of XYZ Company

Abstract/executive summary; this is the part that summarises what the report is all about, paying attention to the purpose of the study, method, findings, results, conclusions and recommendations. This part helps the busy executives get to understand what the researcher has done in the research, and its significance to bringing about results that promote good understanding and improvement of the research issue.

Content page; this highlights the main topics and subtopics used in the research. The research audiences can easily and quickly locate the information from the content page

Introduction; this is the first part of the research where the researcher introduces the research topic and helps the learners understand the context to which the research is being carried out. The aim and objectives of the research, as well as the identification of key stakeholders should be a subtopic in the introduction part of the assessment.

Literature review; this is the second part of the research, where the researcher identifies different secondary resources to review what has already been studied regarding the subject topic.

Critique of literature review; this helps differentiate the secondary sources used in the literature review, by proving the similarities and differences in the research methods used. Under this topic, the first subheading should be justification of the selected research, to explain why the source of research is significant in the research. The second subheading is the identification of the advantages and disadvantages of the research methods used. The third subheading is the application of the information collected from the research, to the business or industry under study.

Proposed presentation or findings; from the review and critique of the method used, the findings from the research should be presented in line graphs, bar charts or pie charts.

Conclusion and recommendation; this is the final part of the research, where the conclusion of the research is well developed, and recommendations provided to improve the area of investigation based on the findings obtained from the research.

References; this provides the sources used to enhance completion of the research. The sources should be up to date, credible, and reliable. They should be formatted using the Harvard referencing format that has approved by the CIPD.

After completing the course, the audiences or the readers should be in a position to evaluate the research that has been carried out by the learners completing this level of education. The research document should be presented in a manner to attract the attention of the audiences, and at the same ensure that it is convincing to the audiences. Therefore, the information presented has to be persuasive to the readers, that all elements of the research have been effectively developed, to bring about findings that support improvement of the research topic.

Learning objectives;

By the end of the assessment, the learners should;

• Be able to clearly identify research problems that affect businesses. And clearly explain the reason for choosing the research issue
• Have the ability to identify information from the secondary sources to help evaluate how those issues can be solved
• Be able to justify why the research topic is important
• Have the ability to develop clear research objectives to support the research
• Explain the weaknesses and strengths of the different sources reviewed to justify the research issue has to be investigated
• Be able to draw conclusions from the information sources, which are meaningful to investigating the research topic.
• Be in a position to formulate a business report with a mix of narrative and diagrammatic formats of information presentation.

Winding up;

By the end of the assessment, the learners should be able to meet the criteria developed in the course outline by the tutor. This helps ensure that all information required is well presented, and the concepts of the subject topic being discussed in the research are well presented to enhance good understanding of the topic.

[…] Using information in human resources (5UIN)  […]

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Level 5 CIPD Assignment Samples

The Chartered Institute of Personnel and Development (CIPD) Level 5 qualifications are designed for HR practitioners looking to enhance their skills and knowledge in the field of human resource management. These qualifications focus on developing HR professionals who can provide strategic leadership, drive change, and support the organization’s goals and objectives.

The Level 5 CIPD assignments are typically more complex and challenging than the Level 3 and Level 4 assignments, as they require candidates to demonstrate a deeper understanding of the concepts and theories of HRM. These assignments are designed to assess a candidate’s ability to apply their knowledge and skills to real-world situations and provide evidence of their learning and development.

Some sample Level 5 CIPD assignments may include topics such as:                   

Managing and Coordinating the HR Function: This assignment may require candidates to demonstrate their understanding of the key responsibilities of the HR function, such as talent management, employee engagement, and workforce planning.

Understanding Organizational Culture and Change: This assignment may require candidates to explore the role of HR in facilitating organizational change and how to create a culture that supports the organization’s goals and objectives.

Developing Leadership and Management Skills: This assignment may require candidates to demonstrate their understanding of the different leadership styles and how to develop and implement effective management strategies.

Reward Management:

This assignment may require candidates to evaluate different approaches to reward management, such as performance-based pay, bonuses, and benefits.

To successfully complete these assignments, candidates will need to conduct research, analyze data, and apply critical thinking skills. They will also need to demonstrate effective communication skills and be able to present their findings in a clear and concise manner.

In conclusion, the Level 5 CIPD assignments are challenging and require candidates to demonstrate a deep understanding of the concepts and theories of HRM. However, by successfully completing these assignments, candidates can enhance their skills and knowledge in the field of HR and advance their careers.

What is Level 5 Assignment Samples Modules Covered

The Chartered Institute of Personnel and Development (CIPD) Level 5 qualification is designed for HR professionals looking to develop their knowledge and skills in the field of human resource management. The Level 5 CIPD assignment samples are typically more challenging than the Level 3 and Level 4 assignments as they require a deeper understanding of HRM concepts and theories. Here are some modules covered in the Level 5 CIPD assignment samples.

Managing and Coordinating the HR Function: This module is designed to provide an understanding of the key responsibilities of the HR function such as talent management, employee engagement, and workforce planning. The module helps learners to develop their skills and knowledge to manage the HR function effectively.

Understanding Organizational Culture and Change:

This module focuses on the role of HR in creating a culture that supports the organization’s goals and objectives. It covers topics such as organizational culture, change management models, and the role of HR in change management.

Developing Leadership and Management Skills:

This module provides an understanding of different leadership styles and management approaches. It aims to help learners develop and implement effective management strategies in organizations. Topics covered include leadership theory, management models, and team-building strategies.

This module covers the different approaches to reward management such as performance-based pay, bonuses, and benefits. It aims to help learners develop and implement effective reward management strategies that align with the organization’s goals and objectives.

Employment Law:

This module covers the key principles of employment law such as discrimination law, employment contracts, and termination of employment. The aim of this module is to provide learners with an understanding of the legal framework that governs the employment relationship and how to apply it in practice.

Organizational Design and Development:

This module covers the process of designing and developing organizations that are fit for purpose and align with the organization’s goals and objectives. Topics covered include organizational structure, design models, and change management.

Employee Relations:

This module focuses on the management of employee relations including the resolution of workplace disputes, employee engagement, and the development of effective employee relations policies and procedures.

Investigating a Business Issue from an HR Perspective: This module requires learners to conduct an independent research project on a business issue of their choice and present their findings in a written report. This module provides learners with an opportunity to apply their skills and knowledge to a real-world business issue.

In summary, the Level 5 CIPD assignment samples cover various modules that provide learners with the skills and knowledge they need to manage the HR function effectively. These modules cover areas such as organizational culture and change, leadership and management, reward management, employment law, organizational design and development, employee relations, and investigating a business issue from an HR perspective. To successfully complete the Level 5 CIPD assignments, learners need to apply their skills and knowledge to real-world situations, conduct research, analyze data, and develop evidence-based recommendations. Effective communication skills are also essential, as learners need to present their findings in a clear and concise manner. Overall, completing the Level 5 CIPD assignments can help HR professionals advance their careers by enhancing their skills and knowledge in the field of human resource management.

CIPD Level 5  Assignment samples  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

You can refer our cipd assignment examples and check our quality. If you need any CIPD assignment help , please contact us on WhatsApp +1-646-948-8918 or submit your request  here .

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5UIN Question and Answer Example

Assessment brief/activity.

Your CEO has asked each departmental head to undertake a critical review of their systems, processes and practices as part of a major organisational change agenda. You have been asked to review an area of HR practice and present a business report to key stakeholders with recommendations for improving practice. To provide the basis for your report, you have been asked to conduct a critical review of secondary sources relevant to the area of practice you have chosen. You should include a mix of narrative and diagrammatic forms, a description of your stakeholders and their needs from this report. You should:

• Select an area of HR practice and justify your choice
• Undertake a critical review of three secondary sources e.g. research digests, academic and professional literature, online databases, and key texts relevant to the selected area of practice.
• Summarise the stages of the research process.
• Highlight some of the different primary research approaches and comment on the advantages and disadvantages of these different approaches.
• Summarise the findings and draw meaningful conclusions from your review of the different secondary sources and make justified recommendations for sustaining and/or improving practice, including costs and time frames for implementation. Explain how you would present these to the identified stakeholders

Executive summary

Training and development is a HR practice that needs improvement especially because the employees need to improve on their knowledge and skills. The changing work environments require employees to adjust and this can only be achieved when more training programs are implemented. As a result, the development and implementation of new ideas would be easier, enhancing innovativeness and creativity, also making the organisation performs better. In selecting sources for evaluation, there is need to evaluate credibility and reliability to helping the CEO improves the practice to better support the employees.

To identify the role of HR in enhancing training and development programmes to improve employee performance

1.0 introduction.

Learning/training and development is a HR practice that has been found to have significance influence on the performance and productivity of the employees in the organisation. When learning becomes part of what the organisation does, the employees get motivated and involved a process that results to positive outcomes from the employees to the organisations they work for. Choosing the training and development practice for study and analysis in this report is important because employees always to learn new things. When implementing training and development programs, new skills are gained, and these help the employees gain knowledge on how they can address issues in the organisation as well as ensure that the goals and objectives are met. In relevance, adding new skills and knowledge to employees make them feel satisfied and appreciated, and they also become part of the organisation in meeting the strategic objectives. In order to improve performance, the CEO has to associate with improved means of promoting learning so as to facilitate better relations with the employees.

1.1 Aim and objectives of research

The research aims at explaining the role of the HR in promoting training and development within organisations to improve the performance of the employees. Specific research objectives include;

• To identify the extent that training and development enhances employee satisfaction
• To find out whether training and development enhanced employee innovativeness towards improving performance
• To find out whether training and development enhances change in employee behaviour

1.2 Key stakeholders

The stakeholders in this perspective are the people involved in the development of the training programmes within the organisation, and their role in ensuring that the employees learn and gain new knowledge and skills. The diagram below identifies with the group of stakeholders supporting the HR in development of the training and development programmes.

2.0 Review of literature

There are four specific groups of stakeholders. The most important group is the management, which takes charge of all training sessions for all the employees. The management may include the senior management and the HR involved in developing the training programmes to meet the needs of the employees. The other group is the sponsors. Who are identified and approached by the management to support the organisation by providing any form of support including the financial support and support with training resources. Other group of stakeholders is the training and development personnel or team, which includes the training and development manager or leader, and the training facilitators. The final group of stakeholders are the trainees. This group consists of employees who are expected to go through training. They are the employees whose training needs have been identified and have been scheduled for training to improve their performance.

2.1 Training and development in enhancing employee satisfaction

Khan et al. (2016) researched the impacts of employee training and development on the performance in the organisation. The authors also examined the relationship between training and employee satisfaction. The research was conducted among employees in the telecom sector in Pakistan, with the aim of ensuring that they deliver the best towards securing alternatives that would prepare the employees for the challenges that they would encounter in their line of work. The objectives for the research are to find out whether training and development would enhance performance of the employees in the organisation. The other objective is to investigate the relationship between training and satisfaction of employees towards enhancing employee development.

The authors carried out a literature review of employee performance and how training facilitates such performance. The literature also reviews the changes in development of old skills to new skills, as well as changes in behaviours that facilitate changes and improve the morale of the employees. In addition, a review of job satisfaction and relationship to employee performance is also evaluate, which relates with the study of Guan and Frenkel (2019) that proves that improved satisfaction levels on employees has impact on performance of the employees.

Khan et al. (2016) used the quantitative research methodology in development of questionnaires. The researchers used self-administered questionnaires to get information from the respondents. The participants in the study were the management and the customer service representatives. The participants were from the Telecom sector, and convenience sampling was used where every individual participated voluntarily. There were only three variables used in the research, and they include training and development, performance of the employees, and job satisfaction.

2.2 Relationship between training and employee innovativeness

In a research conducted by Abdullah et al. (2014), the authors explained that as employees considered as backbone of organisation, their capabilities should be advanced by helping them gain more skills and knowledge through training. The main purpose of the article is to explain the relationships between training and innovations nature of employees in the small firms. The labour market in attain competiveness should be keen on identifying with the most basic aspects of innovativeness and creativity. This according to Camps et al. (2016) enhances flexibility of the employees in the effort to improve the working environment.

From the review of literature carried out by the authors, an evaluation of the employee innovativeness framework has been done, with emphasis on the stages of innovativeness. From the initiation sage, opportunities for exploration are identified, and ideas are generated. After initiation, the implementation stage follows, with significance to promoting ides and implementing them to influence social behaviours (Eldor and Harpaz, 2016). This is significant in addressing the issues experienced within businesses, and enhancing development of solutions to some of the challenges that the organisations may be experiencing.

The methodology that Abdullah and his colleagues used is the cross-sectional survey method. Through non-random sampling technique, respondents were identified questionnaires were administered and each questionnaire had 42 set of questions that the respondents had to answer regarding the relationship between training and innovation. The data analysis was conducted using SPSS. The results obtained from the analysis are that through training, employees develop innovative behaviours, and this makes it easier for them to work accordingly to the expectations and requirements of the work.

2.3 How training and development influences change in employee behaviour

Saleem, Shahid, and Naseem (2011) conducted a research on the influence of training on the employee behaviour development, and they first defined training as a process where employees gain skills that would help them in the future. The skills help in adapt to new technologies, and also gaining of knowledge that would help them meet future challenges and address them.  They added that trainers work together with the learners with the purposes of ensuring that they become experts in the work that they do for the organisation. In the study, Saleem, Shafid, and Naseem (2011) argued that when training is well done, the employees become more productive, they get to associate with the right knowledge that would help them achieve the best in the organisation, and they also become loyal to the organisation they work for. This means when making decisions to train employees, the HR has to make considerations of issues that would create a positive form of return on investments (Al Ali et al., 2014).

The authors used quantitative research where questionnaires were administered among employees from different sectors of the economy. The need to evaluate with this kind of methodology from the researchers was because the selected economic sectors (banks and financials, pharmacy, and Small and medium Enterprises (SMEs) require personnel who are well trained to carry out the tasks and obligations from the businesses they work for.  With 100 questionnaires, the researchers concluded that the employee training and development in organisations impacts change of behaviours among the employees, with high performances being recorded as compared to the performances before training. The results are similar to the opinions of An et al. (2018) who state that organisations that give employees trainings are in better positions of associating with employee changes in behaviours. Trainers should also take responsibility in giving feedback to employees.

3.0 Critique of literature review

3.1 justification of research selected.

The research by Khan et al. (2016) is effective because it provides information on what the management has to do to enhance improvement of employees’ performance after training. With the results obtained from Khan and his colleagues, the management has the responsibility of making sure that the lead the employees to adapt to the training and development program. The management analyses situations when performance is not in accordance to the expectations, and facilitate development of opportunities to which the learning needs have to be met. In order to accomplish this, the management has to get into contact with the employees, and this can be done through meetings.

The training perspective in the research carried by Abdulla et al. (2014) is explained in relation to its benefits among the employees and the small firms in general. This is therefore a good source in explaining the basics of training and the benefits it would have to employees. Some of the identified benefits to training include increased efficiencies, the high possibilities of organisations getting to adapt to technologies that continue to rapidly change, increased satisfaction levels among the employees who have gone through training and changes in behaviours of the employees.

The selected research by Saleem, Shahid, and Naseem (2011) is important because the authors wanted to identify the main purposes of training and the impacts that they have on employee performance. Through training, the employees become motivated and they get the morale to perform better. Thus, it is the role of the human resource development team, in the organisation to ensure that the right strategies are followed in identifying the right kinds of training needs for the employees.

3.2 Advantages and disadvantages of research selected

The research by Khan et al. (2016) is a recent study conducted by different authors and dedicated to a specific company for study. This is an advantage because it means that the researchers took time to evaluate the basic aspects enhancing successful completion of the studies. The disadvantage is that there were only three variables used in the research, meaning that the research was not detailed. Getting to consider more variables would be the best option to change the situation and ensure that the right results are obtained.

The advantages of the research conducted by Abdulla et al. (2014) is that the methodology used was very effective in collecting information relating to the topic of study. The dimensions of innovation as described in the article relates to exploration of opportunities, generation of ideas, promotion of ideas, and implementation of ideas. These are important aspects that the management and HR in organisation should identify with in order to bring out the best out of the employees. This is an advantage that the source would be of great help to our organisation. The disadvantage of the source is that the method of data analysis, that is the SPSS cannot be easily understood by everyone.

The selected research by Saleem, Shahid, and Naseem (2011) is significant because it identifies with the results showing change of behaviour from training and development of the employees. The disadvantage of the research is that the authors have not developed a good methodology to carry out the research. Another disadvantage is that the research was conducted more than five years ago, and there could be better results developed from the same in the recent past as opposed to the results by Saleem, Shahid, and Naseem (2011).

3.3 Application of research to the business

The research conducted by Khan et al. (2016) is very significant in helping the organisational stakeholders realise their potential and ensure that they deliver the best expectations, for the purposes of enhancing competitive advantage. The ideas from the authors are relevant in the current trends in the organisation where the employees have realised the need to improve their skills and knowledge. When this happens, new ways of performance will be achieved, and this also associates with new ways of solving business problems. Change through the implementation of training and development programs results to improved performances.

Research by Abdulla et al. (2014) focuses on explaining the impacts that training has on the employees’ nature of competitiveness and innovativeness. This is an important source in guiding the HR on the benefits of providing training with the purpose of ensuring that they develop new mechanisms to which changes in the performance and operations of work would be enhanced.

The research by Saleem, Shahid, and Naseem (2011) is an important source of study in determining the impact of training and development on employee behaviours, and the role of HR in enhancing such behavioural changes. Different training approaches including on the job and off the job trainings should also be considered to help employees gain skills needed to carry out organisation roles and better the future of organisations.

4.0 Proposed presentation of findings

The proposed findings will be presented to the stakeholders using the following materials as descried in the table because it will involve identifying with the information on how specific the HR should involve the employees on the different aspects of training to enhance performance.

5.0 Conclusion

When employees are well trained, they become satisfied. Satisfaction enhances employee motivation, and results to the development of new ways through which employees get to address issues in the organisation. Employees who go through training also become innovative and creative. They come up with ideas and implement them to ensuring that they deliver in accordance to the expectations. Training and development also enhances improved performances from the employees. This is a great issue that associates with improvements in the nature in which the behaviours of the employees get to change, in most cases positively. There are instances when the employees seek to generate new ways of doing things, and this enhances self-satisfaction and results to improved organisational performances. Thus, the CEO has to ensure that together with the senior management, they identify the right training programmes to support the employees and facilitate developments to support them in all ways possible.

5.1 Recommendations

The CEO has the responsibility of making sure that with the help of senior management and the supervisors, they survey the employees in order to identify the employee learning needs. This associate with the development of means through which learning gaps are identifies and programs are developed to help close the gap and ensure that the needs are well addressed. This is the first recommendation that would enhance higher levels of employee satisfaction and motivation, thus resulting to new means of higher employee performance.

The CEO should encourage the employees to continue innovating and son as to ensure that the performance is higher compared to the performance of competing firms. Thus, training has to be offered in line with the individual, team, and organisational objectives. When this happens, the CEO and senior managers will also feel motivated to support the employees by investing in training and development, with the fact that they would get return on investment on what they have done.

Finally, the CEO should improve the training and development practice by involving the HR in ways to support the employees. This involves identification of the various means through which a changed culture is identified, with new skills and knowledge to address the needs of the employees. When this is done, a culture of positive behaviours is developed, with positive mind set among the employees and all other organisational stakeholders.

References:

Abdullah, NH, Oing, LL, Wahab, E & Shamsuddin, A. (2014), Perception on Training and Employee Innovativeness: An Evidence from small firms, IEEE

Al Ali, R. A. A. M., Yusoff, R. M., Ismail, F. B., & Kazi, A. G. (2018). The Effect of Training on Employees’ Productivity in Public Organizations in UAE.  International Journal of Entrepreneurial Research ,  1 (1), 15-18.

An, S. H., Meier, K. J., Bøllingtoft, A., & Andersen, L. B. (2019). Employee perceived effect of leadership training: Comparing public and private organizations.  International Public Management Journal ,  22 (1), 2-28.

Camps, J., Oltra, V., Aldás‐Manzano, J., Buenaventura‐Vera, G., & Torres‐Carballo, F. (2016). Individual performance in turbulent environments: The role of organizational learning capability and employee flexibility.  Human resource management ,  55 (3), 363-383.

Eldor, L., & Harpaz, I. (2016). A process model of employee engagement: The learning climate and its relationship with extra‐role performance behaviors.  Journal of Organizational Behavior ,  37 (2), 213-235.

Guan, X., & Frenkel, S. (2019). How perceptions of training impact employee performance.  Personnel Review .

Khan, AA, Abbasi, SB, Waseem, RM, Ayaz, M, & Ijaz, M. (2016), Impact of training and development of employees on employee performance through job satisfaction: A study of telecom sector of Pakistan. Business Management and Strategy 7 (1), pp 29-46

Saleem, Q, Shahid, M & Naseem, A (2011), Degree of influence of training and development on employee behaviour, International Journal of Computing and Business Research, 2 (3).

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5CO01 Assignment Example

• February 8, 2022
• Posted by: admin
• Category: CIPD Level 5

Task One – Strategic Planning Meeting Report

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• 5CO01 Assignment Guideline Task One
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• 5C001 Organisational Performance and Culture in Practice

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5co03 Assignment Example

• June 20, 2024
• Posted by: Fletcher Samuel
• Category: CIPD Level 5

This unit explores the application of core professional behaviours, such as ethical practice, courage, and inclusivity, in building positive working relationships and supporting employee voice and well-being. It examines how the development and mastery of new professional behaviours and practices can enhance performance.

This task requires you to evaluate the importance of professional and ethical behaviours for a people practitioner and the values that underpin the people practice profession. To complete the task, provide a written response to each of the questions below, incorporating academic theory and practical examples to elaborate on your points and illustrate key concepts.

Assessment Questions

AC 1.1 With reference to typical activities and behaviours, appraise what it means to be a ‘people professional’.

• Explain the types of activities a people professional performs and how they should align their behaviour with the core behaviours outlined in the CIPD Profession Map.
• Evaluate the importance of a people professional adhering to these behaviours, discussing the benefits of compliance and the potential consequences of non-compliance.

AC 1.2 Discuss how ethical values underpin the work of a people professional, including two examples of how ethical values might be applied in a people practice context.

• Define the term “ethical values.”
• Discuss why it is important for people professionals to act in accordance with these values, such as equality, valuing others, and fairness.
• Provide two examples from the workplace where ethical values have been applied in a people practice context.

AC 1.3 Consider the importance of people professionals being able to influence others and ensure that the ‘people practise voice’ is heard in an organisation, through informed, clear and confident communication.

• Explain why it is important for people professionals to influence others and ensure the ‘people practise voice’ is heard.
• Provide an explanation of three methods that people practitioners can use to influence others: one for being informed, one for being clear, and one for being confident. Examples include making an evidence-based argument, using facts and data to support contributions, adjusting volume, tone, and pace, summarising and checking understanding, and speaking up courageously.

AC 1.4 For each of the situations below (a & b), provide an example of an issue that would cause you to raise the matter to a manager (or other authority) – and describe how you would do this. 

a) where you consider something to be unethical (whether or not it is illegal), 

b) where you believe something contravenes legislation.

• Provide an explanation of different situations where you would raise an issue of concern with a manager or other authority, including the steps you would follow in the process, for the following two areas:

a) When you consider something to be unethical (whether or not it is illegal) 

b) When you believe something contravenes legislation

• Examples could relate to discrimination, harassment, or unfair dismissal processes. Include references to organisational policies, whistleblowing procedures, CIPD values, and the Code of Conduct.

AC 2.1 Discuss two theories or models relating to the human and business benefits of people at work feeling included, valued, and fairly treated, concluding your discussion with a summary of your own view of these benefits.

• Discuss two theories or models, such as those by Rock, Maslow, and Pink, and explain what they suggest about the human and business benefits of employees feeling included, valued, and fairly treated.
• Conclude your discussion with a summary of your own views on these benefits. Consider examples such as job satisfaction, enhanced worker well-being, reduced sickness, and increased retention.

AC 2.2 Discuss two ways in which a people professional can build inclusivity into a people practice initiative at the design stage and two ways of checking inclusivity after a people practice initiative is implemented.

• Using a people practice initiative such as introducing flexible working as an example, discuss two ways in which a people professional can incorporate inclusivity at the design stage. This could include methods such as discussions, email and document exchanges, research, or consultation activities.
• Additionally, discuss two ways to evaluate inclusivity after the initiative is first implemented. This could involve gathering informal or formal feedback and consulting to assess how well the practice addresses and embraces diverse agendas and needs.

This task requires you to demonstrate your commitment to professional development and performance improvement. To complete the task, you will engage in reflection, and self-assessment, and consider feedback from others to identify your strengths, weaknesses, and areas for development. Based on this assessment, you will formulate a range of formal and/or informal activities to address your development needs and support your continuous growth.

Next, you will take a retrospective approach, reflecting on the impact of development activities you have undertaken in the past 12 months.

All five activities below must be completed.

AC 2.3 Reflect on your own approach to working inclusively and building positive working relationships with others.

• Reflect on your approach to working inclusively and building positive working relationships. This includes valuing people as individuals, recognizing the benefits of diversity, actively seeking and listening to diverse views and opinions, building trust, and providing appropriate support when needed. Discuss the methods you use in these areas and evaluate your effectiveness.
• You may refer to your self-assessment and feedback collected from others.

AC 3.1 Explore how the role of a people professional (specialist or generalist) is evolving and the implications this has for your CPD

• Define Continuing Professional Development (CPD), highlighting characteristics of best practice.
• Explore how the role of a people professional is evolving, such as the shift from administrative tasks to strategic roles, increased focus on people and technology proficiency, emergence of new specialisations and job titles (e.g., Chief Happiness Officer, Chief Heart Officer, Lead People Data Scientist).
• Discuss how these changes impact your CPD, including the types of activities you engage in, the knowledge you require, and the technologies you need to learn.

AC 3.2 With reference to your responses for Q1 & Q2, and feedback on your behaviours or performance obtained from (at least) one other person, assess your current strengths, weaknesses, and development needs. Your response should include an explanation of the feedback received and how it has informed your self-assessment.

• You are required to gather feedback from at least one other person regarding your behaviours aligned with the core behaviours from the CIPD Profession Map. This feedback must be documented and included as an appendix, clearly stating the person’s identity and their relationship to you.
• Evaluate your current strengths, weaknesses, and development needs based on your previous responses to sections 2.3 and 3.1, as well as the feedback you have gathered. Your assessment should incorporate an analysis of the feedback received, discussing how it has influenced your self-assessment.

AC 3.3 In follow-up to your self-assessment, identify a range of formal or informal development activities you will undertake to support your ongoing professional development. Your response should include a brief description of your chosen activities and your reasons for selecting them.

• Formulate three continuing professional development (CPD) activities, which can be either formal or informal, to support your learning journey based on your self-assessment.
• Provide a rationale for each development activity chosen. For example, if one of your identified needs is to enhance communication skills, your development activities might include watching a Ted Talk on effective communication and participating in coaching sessions.

AC 3.4 Reflect on the impact of three previous learning activities (i.e., not the activities planned in Q4 above) on your behaviour and performance. The selected activities may be any formal/planned or informal/unplanned activities undertaken in the last 12 months, which you consider to have impacted your behaviour and performance.

Provide a reflective summary of three development activities undertaken over the past 12 months. Include the following details for each activity:

• Date of the activity
• Description of the activity completed
• Key learnings from the activity
• Impact of the activity on your behaviour and performance

Present your reflections in a format such as your own CPD record template (available in the resources area), edited to focus on the three selected activities, or utilise a report (or reports) from the CIPD ‘My CPD Reflections’ tool.

• 5 CO03 PROFESSIONAL BEHAVIOURS AND VALUING PEOPLE TASK ONE GUIDELINE

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