HR Activities and Talent Resourcing: Supporting Organizational Strategy and Success

The given paragraphs discuss various aspects related to HR activities and talent resourcing in an organization. The HR and L&D activities support the organization's strategy and goals by focusing on recruitment, training, development, and employee engagement. The role of HR and L&D functions in supporting line managers and staff is described, including activities like recruitment, training, and employee engagement initiatives. The importance of resourcing and retaining a diverse workforce is highlighted, along with factors impacting talent resourcing and legal/ethical issues. Additionally, methods of recruitment and selection are contrasted. The learning process involved gaining knowledge about HR and L&D functions and their importance in organizational success.

I want to use my company as a basis for the CIPD
The below is a brief about my company
Guardian Industries is a glass manufacturing private
company which purpose is to provide the highest value and
highest performance in glass manufacturing focusing on
float and fabricated glass products for a wide areas of use
such as commercial, residential and transportation.
Questions
HRP52D
3HRCB
Part B (ACs 3.1, 3.2) (600 words)
Prepare and submit a report, summarising how the HR activities support your organisation.
1.
Describe how 3 of your organisation's HR and L&D activities support its strategy, goals and
business objectives. (AC3.1) (approx 250 words)
The HR and L & D departments are designed to create successful business through the
people after ensuring that the organization has got the right people having right roles and right
skills. The HR and the L & D department covers a broad range of activities. Three of the most
important roles are recruitment and talent planning, learning training and development of the
employees and increasing the employee engagement. The HR of an organization helps to create
the value by the people (Agarwal, Chawla, and Singh). The works of HR can also include
protection of the employee rights. It also helps to shape the organizational culture and
ultimately focus on the colleagues staying engaged and product8ive at work. The L & D on the
other hand stands for the learning and development and helps to learn new skills to retain the
talented people in the organization. The L& D professional in the company are also involved in
the coaching and training of the line managers and support the team (Al-Haddad, Serina and
Kotnour). They focus on the developing learning and building an equally agile and responsive
organizational culture. The L & D strategies also help to empower the organization in many
ways. It is a vital tool for this company to align the business activities and the objectives. The
staff learning and development supports the organizational efficiencies. It also concentrates on

the senior management skill requirements for further development (Alvesson, Mats and
Sveningsson).
2.
Explain the role of your HR and L&D functions in supporting line managers and staff. Give 3
examples of activities that HR and L&D undertake to support these colleagues. (AC3.2) (approx
250 words)
The HR and the L & D mangers help the organization in many ways. The staffs and the
line managers of the company are facilitated by the initiatives taken by them. The three ways
through which they support the staffs and the line managers are the recruitment, training and
development and increasing the employee engagement. Recruitment is the process by which
the selection and appointment of the suitable candidates for jobs in the company in the most
cost effective manner and also within a short span of time. This particular process includes the
analysis of the job requirements, attracting the employees for the job, selecting and screening
the candidates, integrating the employees in the organization (Amarakoon et al, ). Through the
proper structuring of this process, the organization receives the best talents. Through the
earning and development, the workforce capabilities are enhanced along with the competencies
and skills required for running a successful business. The functions of the HR help to support the
business in its evolution. It enables to gain the competitive advantage over the market rivals in
order to adapt the economic circumstances. The L & D department of the company achieves this
by the conduction of the seminars, master classes, boot camps along with the incorporation of
social media. The strategy selects the exceptionally high –performing staffs for their long term
development. The employee engagement on the other hand is designed for ensuring that
employees are properly committed to the goals and values being motivated towards the
success. The HR and the L & D staffs are able to examine the key drivers of the business
activities which have greater impact on the employees (Valerie ). The employee engagement is
done by arranging for the cultural events, the charity run, the mentoring activities, company
lunch and many others.
3.
A description of the learning process you went through in order to write this assignment; what
you knew about your HR and L&D functions before you attended Module 1, what you learned
during the module, and as a result of carrying out this report. (approx 100 words)
You should also include 3-5 references from up-to-date and relevant sources in order to
support your findings. Please ensure that all reference sources are acknowledged correctly.
The learning process I went through in order to write this assignment was related to human
resource management. The learning process involved the reading, the practical examination,
planning and monitoring. I had some vague conception about the functions of the HR and L & D
functions before going through the module. Earlier I confused between the roles of HR
professional and the L & D professionals. However, after going through the module, I learnt
about the individual roles along with the shared responsibilities for the performance

management system. Moreover, during the module, I have learnt that without proper HR and L
& D activities an organization cannot develop or survive in the industry.
HRP52D
3RTOB
Part B (AC 1.1, 1.2, 1.3, 2.1, 2.2) 800 words
Assess the way your organization resources talent to meet its vision, mission, values, goals and
objectives.
1.
Identify 3 organisational benefits of resourcing and retaining a diverse workforce. (AC
1.1) (approx 150 words)
The individuals from diverse backgrounds can support a selection of different skills,
talents and experiences too. a) It can benefit the organization in terms of work performance and
productivity. In order to fit each of the responsibilities of the organization, people should be
hired from different areas and genres. An environment of innovation is also facilitated by
diverse workforce (Catherine, et al.) b) It can help to collaborate with colorful ideas different
from each other. The innovative culture in the workforce helps to strengthen the competitive
advantage of the company in the market scenario and at the same time helps to collaborate
with the others in a team. c) The language variety in the diverse workforce can open ways of
new opportunities for business expansion (Mathew and Balu). The company becomes able to
address the requirements of diverse customers.
2.
Consider the organisation’s overall business objectives and economic environment, identifying
4 factors that may impact on resourcing talent. (AC 1.2) (approx 200 words)
The Guardian Glass industries is one of the largest glass producers. They are aimed at
creating a kind of work environment which recognizes and celebrates the teamwork,
individuality and the success too. Their entrepreneurial spirit helps the employees to create
opportunities, with few of the best skills in the industry (Evan M. et al.). The purpose of the
company is to produce high performance glass around the entire world. In today’s extremely
competitive marketing environment, it is found that the resourcing and managing the talents is
a major concern in an organization. There are some of the economic environment factors which
can affect the recruitment of talents (Lynne). The factors are the economic environment, the
laws, the branding and the culture. The Guardian Glass industries is in a good economic position
spread around almost 148 areas. There are almost 17,000 employees working in the company

and it also holds good investments and assets in the market (Chris, Chung, and Sparrow).
Hence, the company can become more successful by recruiting and hiring new talents.
Examine the legal and ethical issues that may arise during this process. Describe the factors
that affect your organisation's talent resourcing policy. (AC 1.3) (approx 100 words)
4 The talent resourcing is a crucial part of the organizational culture that contributes to the
growth and development of the company. However, it is a completely complex process where
there can be many legal and ethical implications ( Niall). The legal and ethical implications can
be in the job posting, pre –employment assessment, interviews, checking the references, the
final offering and other legal mechanisms. The ethical implications are the discriminations in the
workplace, altering a candidate’s resume, presenting an “expiring offer” to a particular
candidate, requiring the candidates to pay for their services, altering the description of the job
and also the creation of faking relationships with an employer ( Jonathan, Budhwar, and Davis,
eds. ). The organization’s talent resourcing policy is affected by the size of the firm, the budget,
the age and reputation of the firm. Along with this, the labor laws, the unemployment rate and
the demand can also affect the policies.
Recruitment and Selection are critical components of resourcing talent within an organisation.
Describe and contrast 3 methods of recruitment. (AC 2.1) (approx 125 words)
The recruitment and selection along with the various methods and strategies are highly
important for the identification of a true talent. the business managers make use of many
strategies through many approaches. Taken for example, the online and print job
advertisements, the government job centers are good examples of resourcing the talents. The
business people also use the internal bulletins and personal recommendations, social and new
media for increasing the talent pool in the organization. The most effective ones are the local
and national print with online publication (David, Stephen P. Robbins, and L. Verhulst). It
makes advertises in places which can find out the type of candidate the organization is seeking.
The internal bulletins are also useful as it alerts the staffs to available positions. It helps to
isolate few of the best job candidates. The news and social media is another fruitful resource
which connects the professionals on the worldwide basis through the help of social media.
5.
Describe and contrast 3 methods of selection. (AC 2.2) (approx 125 words)
The business organizations go through different processes for the selection and
recruitment of people eligible for the organization. The skills, abilities, talents and qualifications
of the employees are taken into considerations. There are few common methods through which
the talents of the employees are tested ( Michael, Brewster, and Sparrow). The ability tests are
an assessment method which helps to know about the employees and showcases an individual’s
abilities for future endeavors. These tests comprise of the reasoning, multiple choice questions.
The integrity tests are also there which help to show the employee his /her own abilities in a
positive manner. The attitude and experience of an employee is measured through these tests.
The personality describing tests are extremely important used to assess certain traits in the

employee that paves the way to success (Frederick, and Lock). Traditionally this test is
conducted through the pen and paper method.
6.
You should also include 3-5 references from up-to-date and relevant sources in order to
support your findings. Please ensure that all reference sources are acknowledged correctly
within the text and on a reference list provided.
A description of the learning process you went through in order to write this assignment: what
you knew about resourcing, recruitment and selection before you attended module 1; what
you learnt during the module; and what you learnt in preparing the presentation. (approx 100
words) The learning process which I went through included both the visual and practical lectures
and the course materials too. The supervisor was highly supportive and the I am obliged to him
at lot for preparing this presentation. Previously, I was only aware of the concepts of resourcing,
selection, recruitment before attending the module after going through all the aspects of it, I
have gathered more knowledge regarding the interrelations. I have learnt that if the talent
management of an organization is not proper or seriously considered, the path to success
become difficult for that particular organization.
HRP52D
3RTOC
Part C (AC 4.1, 4.2) 700 words
Assess the way your organisation uses onboarding, induction and probation to meet its vision,
mission, values, goals and objectives.
1.
Describe 3 benefits of the induction process to the organisation. (AC 4.1) (approx 75 words)
The induction processes help the employees to save a lot of money and time. It is the first
training program that makes the employees participate after joining the organization. The
induction trainings help the employees to adapt to the new job role. Moreover, it reduces the
turnover rates of the employees (Henry A). The staff retention becomes easy for the
organization after clearing up the confusion among the employees.
Describe 3 benefits of the induction process to individuals. (AC 4.1 (approx 75 words)
The induction process helps the new hire to feel that he is respected and valued in the
organization. The individual is facilitated to clear all the doubts and work easily with the

organization (Herbert). The employees are made to establish good communication with the
supervisor, the leads, the employees along with the directors of the organization.
Describe 3 purposes of the induction process. (AC 4.1) (approx 75 words)
The purpose of the induction process is to leave a significant impact on the integration within
the team and increase the level of job satisfaction. It aims at creating higher levels of job
satisfaction. It is also designed to avoid the turnover rates, the employer brand and the
absenteeism (John and Stredwick). The most significant aspect is welcome the newcomers and
make them settle and ensure their role.
2.
Produce an induction plan for the successful candidate of the recruitment and selection
process you worked through in 3RTO Practical Assignment A, which identifies the essential
areas to be covered, with a 12-week timeline and the managers, staff and other stakeholders
who should be involved in the process. (AC 4.2) (approx 375 words)
Week Session Suggested content of
session
Stakeholders
1st week The introduction to
the organization and
the new hire.
It will cover the
mission, vision,
objectives of the
organization and its
position in the
market. It will also
comprise of all the
key operational and
social areas the
organization has
visited.
The new hire, the
manager
2nd week Introduction to the
other teams
It will reveal the
activities and
efficiencies of other
teams and describe
how these fit in the
particular work area.
Same
3rd week Introduction with the
terms and conditions
It will be designed in
such a way that the
new employee
understands the
information
necessary for
working in the
organization.
Same
4th week The performance
standards
It will outline the
specifics of the job
role. It will define the
same

objectives, the goals,
the expectations. It
will also review the
performance
development, the
probation and
appraisal process.
5th week The culture of the
work
It will make the new
hire aware of the
local arrangements,
the holiday requests,
the dress code, the
arrangements of
lunch, working
hours , sickness
procedures and
others. It will also
comprise of the
email usage, the
parking and
transportation
procedure
same
6th week The office systems It will review the
processes for using
equipment of office
such as the
telephone,
computer, fax,
printer, voicemail,
photocopier and
others. It will also
review the security of
computer and usage
of software. The
environmental
efficiencies will be
talked about.
same
7th week Job specific training
and development
It will describe the
roles specifically
required for the
fulfillment of the
organizational goals.
It will align the core
duties of the
organization and the
individual skills. The
duties of the staff
same

with the line
managers will be
clarified and also
outline the use of
annual performance
and development
reviews. It will
further review the
use of personal
development tools.
8th week Health and safety It will make the
people aware of the
physical hazard
safety such as the
fire exits, the fire
alarms, the fire
training, manual
handling, fire
evacuation and any
others. It will
describe the use of
VDU usage, and first-
aid arrangements
too.
The health and safety
co-ordinator / the
line manager.
9th to 10th week Monitoring and
evaluation
The induction
program will be
monitored and
reviewed
. There will be
regular review
meetings to find the
gaps and make the
adjustments.
The manager
11th to 12th week Probation The probation policy
will be applied for
the new staffs
The line managers
and the staffs
3.
A description of the learning process you went through in order to write this assignment: what
you knew about your onboarding, induction and probation in your organisation before you
attended module 1; what you learnt during the module; and what you learnt in preparing the
assignment. (approx 100 words)

The learning process which I went through included both the visual and practical activities and
the course materials too. The supervisor was highly supportive and the I am obliged to him at lot
for preparing this presentation. Previously, I was aware of the concepts only. I knew that in the
induction, the employee orientation is done and onboarding is done interchangeably. The
induction is the process of filling the forms and getting an overview of the employee benefits.
About the probation I knew that it is a particular time period in which the employees are
observed and evaluated to be confirmed later. After going through the module, I have come to
know that there are many intricacies interlinked with each-other.
You should also include 3-5 references from up-to-date and relevant sources in order to
support your findings. Please ensure that all reference sources are acknowledged correctly
within the text and on a reference list provided.
HRP52D
4DEPA
Part A (AC 1.1) (800 words)
Prepare and submit a report of 800 words, summarising the principles illustrated in the CIPD
Profession Map and My CPD Map, which can be found
at www.cipd.co.uk/learn/career/profession-map:
. You need to choose ONE of the Professional Areas from the Profession Map and:
1.
Describe 3 activities/tasks that a Practitioner will undertake at either Band 1 or 2 in your
chosen Professional Area and the skills that they will need to undertake these activities/tasks.
(AC 1.1) (approx 200 words)
My chosen professional area is learning and development and the practitioner in this area is
called the learning and development manager. In the Band 1, the activities will be undertaken
related to delivering the fundamentals, providing information, managing data, process delivery.
It also embodies the execution excellency, the accuracy, flexibility(Agarwal, Chawla, and Singh).
1) The manager will arrange for the fundamentals delivery program for delivering the
fundamental and he will need the essential managerial skills such as greater self-awareness and
confidence (Andrew). 2) The second objective will be to provide information and manage the
data. For this, the manager will provide the information through practical sessions or online
sources. The manager will need exceptional communicating skills. 3) The third activity will be
executing the tasks with proper excellency. The practitioner will follow the method of holding

people accountable. It is powerful for ensuring that the people in the workforce are focused on
the right type of actions (Raina, Bhavna, and Kalse). The practitioner will need to have
exceptional project management skills.
Give 3 examples of knowledge that the Practitioner will be expected to show at either Band 1
or 2 in your chosen Professional Area. (AC 1.1) (approx 200 words)
The Learning and development practitioner is required to show the knowledge of the advanced
research skills. One of the most important skills that an L & D manager should possess is the
internet research. He will also have to show the flexible organizational skills along with the
enthusiasm for the lifelong learning (Mohammed-Aminu). 1) Apart from this he will have to
show the ability to assess and measure the staff training needs. The importance and necessity of
being aware of the training needs is more than conducting the training program. 2) He will have
to show the passion for the continuous learning process. The agility and passion to establish an
atmosphere of learning in the workforce is a mandate (Scott-Jackson, William, and Michie). 3)
The has to hold the ability to embrace efficiency. He will have to have the knowledge of how to
manage the trainings through the online processes and software that saves both the time and
money. Hence, the knowledge of all the latest technologies are required.
Explain 3 Behaviours that you would expect a Practitioner to show at either Band 1 or 2 in
your chosen Professional Area. (AC 1.1) (approx 150 words)
The three behaviors expected of an L & D practitioner is as follows
1) Skilled influencer- The practitioner needs to influence the people at all the levels
irrespective of the internal and external atmosphere. There are many of the HR
initiatives which succeed through the partnership. The practitioner needs to win over
the consensus, commitment and plans.
2) Collaborative - The practitioner needs to be collaborative and able to work effectively in
an all-inclusive manner. He should be able to include the colleagues, clients, customers,
stakeholders, individuals, teams both inside and outside of the organization (Scott-
Jackson, William, and Michie).
3) He must have the courage to challenge the traditional points of view and support a
distinctive perspective that elevates the quality of the debate. It is a useful strength to
challenge the entrenched view.
Explain why Insights, strategy and solutions and Leading HR sit at the heart of the HR and L&D
profession. (AC 1.1) (approx 150 words)
An HR or L & D practitioner must ensure that his role as a practitioner is contributing towards a
sustainable organizational performance. This is a particular professional area that underpins the
direction of the profession with people and the organization specialism as an applied business
discipline (Jonathan, Budhwar, and Davis, eds. ). An HR and L & D is only able to provide a
sustainable organizational performance when it works from organizational understanding in

order to develop an actionable insight. The insight enables them to understand the gaps based
on which the strategies are established. The HR and L & D strategies helps to establish a
compelling case for the change. The strategies function as solutions to the respective issues
within the organization. The steps are- building a picture > developing an actionable insight>
delivering the situational HR solutions which stick > building capacity and capability > working
with agility.
2.
Describe the learning process you went through in order to write this assignment: what you
knew about the CIPD Profession Map and the need for CPD before you attended module 1;
what you learnt during the module; and what you learnt in preparing the report. (approx 100
words)
The module has provided me insight into the CIPD profession map and the need for the CPD.
Previously I knew that it is a collaborative map of the HR and the L & D where their roles,
responsibilities, skills and behaviors are outlined. After going thor8gh the module I came to
know that it is a standard set out in the year 2013, developed in collaboration of the senior
business people. They have set the standards determining what the HR and L & D professionals
are doing in the organizations and must do in the future. Overall, it is a great experience to
know about the four bands too.
You should also include 3-5 references from up-to-date and relevant sources in order to
support your findings. Please ensure that all reference sources are acknowledged correctly
within the text and on a reference list provided.
HRP52D
4DEPB
Part B (AC 2.1, 2.2, 2.3) 600 words
Write a report that identifies and describes:
1.
Three (3) needs of those who use a HR or L&D service within an organisation and how you
would prioritise these and other needs to avoid conflict and deliver a timely service. (AC
2.1) (approx 200 words)

The three needs of those (especially the line manager) who use an HR and L & D services are as
follows –
1) The first need is the timely service
2) The second need is to organize training programs for the employees
3) The third need is to build a healthy and effective working environment.
For the timely delivery of the services, the customer needs for 3 different customers of HR
will be understood first. The three different customers of HR are employees, the managers
and the applicants. The employees require the information on the employment contracts,
the managers require the staffs who can fulfill their particular job role efficiently and meet
the targets of performance (Scott-Jackson, William, and Michie). The applicants on the
other hand require a clear induction and training plan. The needs of the customers will be
prioritized which might sometimes pose as conflicting(Andrew). The HR is expected to
ascertain which demands have higher urgency taking into account the subject of demand.
After the assessments, the plans would be reviewed at regular intervals in order to check
progress and initiate change where necessary.
2.
Three (3) methods of communication to respond to your internal customer’s needs, and for
each method explain its advantages and disadvantages (AC 2.2) (approx 150 words)
The three methods are as follows
1) Employee trainings- The L & D mangers are expected to train the employees based on
the importance of meeting the customer needs. It also covers a raised awareness of
how looking into the needs of the employees has a direct impact on the external
customer experiences. Advantage- It is a good opportunity to set the standards of
service and address the issues related to meet the standards. Disadvantage- If the
training is not all-inclusive and the monitoring is not done, the results might not be that
much fruitfu(Al-Haddad, Serina and Kotnour)l.
2) Managing the performance - The management of performance is important in order to
hold the employees accountable for the behavior expected of them. It helps to find out
what the expectations of the employees are and how they can be improved. Advantage-
The performance review is important as it incorporates the expectations of the
employees along with the objectives of the organization and the pay and reward
systems. Disadvantage- The performance management can often be misunderstood
based on mis-interpretations of the reviews and biasness.
3) Job swap – It is a useful method that helps the employees to meet and explain their job
roles and the purpose of doing it. Taken for example, the employees who work for the
patient billing department will work at the patient billing department. It is a part of the
training. Advantage- It leverages employee orientation. Disadvantage- It might
welcome errors in the works (Jonathan, Budhwar, and Davis, eds.). The employee must
need to understand how they can affect the organization through their actions.
3.

How you would gather feedback and service performance data in order to provide
management information on HR service levels and how you would use this data to
continuously improve your service. (AC 2.3) (approx 150 words)
The employee feedback is necessary for the smooth organizational management. There
are many implications related to the smart organization. There are many processes by which
the feedbacks and the service performance data can be gathered. It can be gathered by taking
regular employee performance reviews. The management can talk one –to-one with the
employees which is a great way the engage with the employees, know their satisfaction level
and feedbacks. The team meetings can also be conducted for sharing the inputs in a group-
settings. The use of team meetings can be helpful for encouraging the employees to speak up
when necessary. The use of suggestion box can also help to gather feedbacks having considered
that the feedbacks are kept autonomous. It lets the employees to know about other’s opinions
apart from the formal feedback collection method. After collecting the feedbacks and the data
through various methods, the service can be continuously improved by considering the data,
finding the gaps and mending them with proper strategy. Brilliant changes can be made by
focusing on the collected data.
4.
Write a short description of the learning process you went through in order to write this
assignment: what you knew about the services provided by HR, and service level agreements
(SLAs) before you attended module 1; what you learnt during the module; and what you
learnt in preparing this assignment. (approx 100 words)
While ding this module, I have gone through both the visual, theoretical and practical
learning process. Previously I knew that HR services included the recruitment, training of the
employees, organizational culture management and others. I was aware that the roles of HR
also include the implementation of the organizational policies, procedures and monitoring of
the results for a better outcome. I also knew that an HR is responsible for the convenience of the
employees, the customers and the organization as a whole. After going through the module I
have come to know that the HR is an undeniable part of an organization. Regarding the SLA I
knew that it is type of contract which helps to manage the customer expectations of both the
internal and external customers. The module has helped me with a practical knowledge of the
concepts.
You should also include 3-5 references from up-to-date and relevant sources in order to
support your findings. Please ensure that all reference sources are acknowledged correctly
within the text and on a reference list provided.
HRP52D
4DEPC

Part C (AC 3.1, 3.2, 3.3, 3.4, 3.5) 700 words + Plan and Record
Explain the concept and importance of Continuing Professional Development (CPD) and develop
your own CPD self-assessment and plan.
Use the CPD Record and Plan Template found on your Home Page on Online services.
1.
Explain the concept of CPD and its importance for a HR or L&D Practitioner. (AC 3.1) (approx
350 words)
The CPD is the continuing professional development is the process that helps to develop
the professional skills through an interactive, participative and independent learning. It helps
the learners to develop their professional capabilities proactively by the self –guided learning
methods. It also involves the setting of objectives for the long-term progression along with a
structured and goal –specific plan. Those people who are engaged in the CPD are required to
keep the records. The developments should be established on technical and the non-technical
skills. Hence, the learners gain the expertise an understanding needed to handle the
professional situations from different perspectives. It has been found that many professions
have set the needs for the CPD, where it becomes easy to the people to show that they are
capable of sticking to the essential standards. For example, the accounting role, the legal and
the medical issues. For a learner, the CPD helps to benefit the personal skills and different skills
of individuals(Mohammed-Aminu). It helps to keep the academic and all the practical
qualifications. It opens pathways for the progression in career or redirecting potentially.
Furthermore, it enhances the ability to learn regularly and improve the self. In the business of a
particular organization, it facilitates the HR and the L & D department. It ensures that the quality
standards of product or services is high in the organization and the efficiency is improved
always. It helps the staffs to stay motivated and efficiently contributing to the productivity of the
business. The reputation of the company is enhanced along with the clients, customers and
potential employees. A healthy culture of learning is established throughout the organization.
The employees are retained better than before and valued by the company(Valerie ). A useful
benchmark is provided for the annul reviews and the appraisals. The company is facilitated
towards reacting positively and adopt the current trends with shifts in the industry. Hence, the
organizations always must encourage the employees for the CPD and allow to make use of the
opportunities. The companies must keep in mind that there are dozens of different types of
CPD.
2.
Individually undertake a self-assessment against a specification of the knowledge, skills and
behaviours required of an HR or L&D practitioner, identifying your own strengths and any
gaps in your current level of knowledge and skills. You could use the CIPD Profession Map

available at http://www.cipd.co.uk/cipd-hr-profession/profession-map/ for this, and/or
another specification such as your own organisation’s CPD framework. (AC 3.2) (approx 350
words)
After going through the CIPD professional map, I have gained knowledge about the skill,
knowledge and behavior specifications required in an L & D practitioner that is my specialization.
I have known that and L & D practitioner must have the understanding of the foundation level
models and theories which can facilitate effective group behavior and adult learning. Taken for
example they must know the group dynamics, the learning cycle and how the different learning
channels such as the blended, face-to face or digital contribute to the effective learning. He will
have to be familiar with the latest practices of learning along with the way diversity impacts on
the planning and delivery of L & D interventions. He is expected to know the role of data in
order to analyze the learning requirements for ensuring effective delivery. He should also know
how the internal information system supports the learning. He must be an expert in applying
technologies to support the learning which includes the understanding of digital platforms as
relevant. As far as the skills are concerned, he, must be able to recognize and analyze the needs
of learning, develop the teams and capability per person. It is in combination with the
organizational performance. He should be able to use sound questioning and have excellent
listening skills for realizing the requirements. After the self –assessment I have undergone, there
are the strength and weaknesses within me which I have found out. The strengths will be useful
for me in the long run whereas the weaknesses will be focused on by me for improvement. I
have found that I am a little less efficient in using effective analytical skills in order to seek
information and analyze it. I will also have to work on the ability to escalate complex situation
where necessary. I feel confused while selecting appropriate methods of delivery of the learning
design or training. I am also a little backward in designing with creativity, engaging people, do
inclusive learning activities such as the group sessions because my communication skills are
quite weak. The confidence level of mine needs working in the future. On the other hand, my
strengths are monitoring the learner’s progress and deliver the motivational feedback which are
developmental too. I also can use the effective coaching skills in order to enable the learners to
attain their career objectives. I can also build trust and strong relationships with the learners,
the colleagues or the customers.
HRP52D
3PRMB
Part B (AC 1.1, 1.2, 1.3, 2.1, 2.2, 3.1, 3.2, 4.1) (2100 words)
The Managing Director of your organization has requested the HR department to provide a
Board report which outlines the process of linking organisational performance with reward and
motivation. You have been asked to provide the following within the report:

1.
Outline the purpose of performance management and its relationship to business objectives.
(AC 1.1) (approx 200 words)
The aim of the performance management is to improve the overall corporate performance
having enhanced the individual performance with the team framework. It helps to optimize the
performance by setting the right type of expectations, defining the clear roles, communicating it
effectively after setting achievable objectives in the organization. The main importance of the
performance management system is to benefit the organization by enhancing the abilities of the
employees. There are big names in the organization such as CEO, the directors who are found
responsible for the performance management system ( Anderson and Valerie). It reviews the
ongoing workplace performance by the performance management system. It facilitates the
effective performance management through either formal or informal process. It aligns the
resources, the employees and other systems in order to meet the strategic objectives.
2.
Highlight the components of performance management systems. (AC 1.2) (approx 200 words)
Thera are few basic components of the performance management system. These are as follows:
The reviews of the manager – It is a process by which an employee can easily assess the
potential and strengths along with the needs of the mangers. It gives the managers the
opportunity to gain constructive feedback from the employees (Crawshaw, Budhwar and Davis).
360 feedback- It is one of the most valuable characteristics of a performance management
system. It is a special tool through which the employees receive the scope to give constructive
feedback to their peers.
Engagement surveys- he engagement surveys in the organizations helps to gain a better insight
into the interests of the employees. The primary reason for executing the engagement surveys
helps to uncover whether an employee is engaged or not (Henry) .
Goal setting - In an organization, the goal setting is highly important which leads to higher
performance. Hence it is a crucial component of the performance management(Herbert).
Goal alignment - It is the process by which the employees work towards the collective goals.
The goal setting is not enough. The alignment of the goal to the performance management in
future is more important (Agarwal et al.).
3.
Explain the process and frequency of performance reviews and why they are important. (AC
4.1) (approx 200 words)
he employees are the most important asset in an organization. They do play a crucial role I order
to ensure that success is achieved in the organization. The companies take extra efforts for
streamlining their performance. With the correct performance management system companies
extract the best out of their potential. All these efforts collaboratively improve the bottom line

of a particular organization (Alvesson, Mats and Sveningsson). It is recommended by few of the
established organizations that the performance appraisals should be conducted on the
frequency of 6 -12 months. The frequency of the performance management system helps to
evaluate the quality standards of the employee and improve it when necessary (Valerie). It also
provides the opportunity to the managers to communicate with the employees as a process to
improve their performance and develop the employees.
4.
Outline 2 motivational theories and explain how they can be used in performance
management systems. (AC 1.3) (approx 400 words)
In the current business scenario, the businesses are increasing in their complexities. The
performance management is rather a concept that establishes a comprehensive management in
the business. It is a continuous process that clearly identifies the , measures and develops the
individual performance and align them to the strategic goals of the organization.
The expectancy theory- This theory helps the individuals to behave in a certain manner as it
enhances their motivation. The individual’s performance should be aligned with the
expectations of the organization in achieving the specific goals in the future. This motivation
leaves impact on the individuals and expects them to behave in a particular manner. The
expectancy theory can be applied in the performance management system and in other aspects
of the employment relationships. It is used to analyze the organizational outcomes of training
and the assessments of the performance of employees.

The goal setting theory- The goal setting theory on the other hand is used in terms of the
personal goals and workplace goals too. It can be applied in the places where there is a desire of
the effective outcomes. In order to apply the goal setting, there should be a commitment
analysis in order to draw the objectives. It continuously improves the performance standards.
The commitment analysis further helps to determine the continuous chasing of the objectives
and further improves the productivity. The goal setting motivates the employees towards taking
initiatives and relevant activities for the future betterment. There are other factors too which
are connected such as the self-efficacy, social influences, past performance. The efforts make
the goals to be achieved with intensity and positive working. The efforts do allow the
commitment to impact the performance of the organization either directly or indirectly.

5.
Explain the purpose of reward within a performance management system. (AC 2.1) (approx
200 words)
The organizations today are stressing more on the reinforcement of the reward practices. They
are committed towards the alignment of the HR practices with the goals of HR in order to
attract, retain and motivate the employees. The effective reward practices help to attract those
professionals who are result driven. The reward practices are a crucial motivator and can also
contribute to the enhancement of the employee productivity when properly implemented. The
reward systems when linked with the performance management system focuses on the pay
based on performance and offers huge learning opportunities with a healthy work environment.
The efficient reward system can positively effect on the performance in many ways. It instills a
sense of ownership in the employees. It may also facilitate long term focus with persistent
improvement and reduces the costs of operations.
6.

Outline the pros and cons of using financial and non-financial rewards, providing 3 examples
for each (AC 2.2). (approx 300 words)
The are many advantages and dis-advantages of using financial rewards:
advantages
 It is a straightforward way of influencing the specific behaviors. It often helps to obtain
short term goals for the businesses. For example, it increases the productivity and
decreases the problematic behaviors.
 An incentive scheme helps to improve the attitudes of the employees and atmosphere
of the workplace. It is a way of giving extra compensation to the topmost performers.
 It is considered to be a fairer way where extra effort is linked with extra money. It is
unlike other systems where all the employees receive the payments regardless of the
efforts they put.
 It is also a recruiting tool that makes the employees feel that they also have a control
over their income.
disadvantages
 After several use of the financial rewards, it seems to be an entitlement rather than a
motivator.
 This types of program are often de-motivating and sometimes these incentive schemes
do not work as per the expectations.
 The implementation of the financial rewards system comes with huge costs. It also
requires proper time and effort to ensure that the payments are paid accurately.
There are many advantages and disadvantages of using the non-financial rewards too:
advantages
 Since money is not always the motivating factor for all the employees, the on-financial
rewards can motivate the employees upto greater extent.
 It increases the loyalty of the employees towards the organizations.
 They feel and realize that the organization understands and values their interest. They
put more effort to reach the goals.
Disadvantages
 The non-financial rewards include the gifts and other rewards. It inevitably increases the
costs. It subsequently cuts down the business profits.
 It takes huge time to plan and execute rewarding with non-financial rewards. Before
gifting huge time is spent on employee performance evaluation.
 It can create some motivational issues in the workforce. The employee who does not
receive a gift might feel de motivated and give less effort in the work.
7.
Outline and assess the options available to the organisation seeking to review good and poor
staff performance (AC 3.1). (approx 200 words)

1) The organization can create standards and goals. The good or poor performance must
be evaluated on the basis of performance standards. The standards of performance
describe that the workers are wanted in a particular job role in order to accomplish
tasks. The goas should be tailored o every employee.
2) The employee performance track must be kept. The performance of each of the
employees should be tracked throughout the year.
3) The evaluation must be done by giving the deadlines, being realistic, performance based
not personality based.
4) The employees also must be involved in the process.
8.
Outline the tools and information necessary to carrying out an effective performance and
reward management process. (AC 3.2) (approx 300 words)
There are many tools for the performance management.
 The key performance indicators.
 The performance appraisals
 the 360-degree feedback
 the MBO or management by objectives
 personal development plans (PDP)
There are many tools for the reward management
 The HRMS or HRIS.
 The performance solutions
 The recruiting software
 The payroll service
 benefit management platform
 employee engagement tools.
9.
Write a description of the learning process you went through in order to write this
assignment: what you knew about your organisation’s performance and reward management
systems before you attended module 2; what you learnt during the module; and what you
learnt in preparing the assignment. (approx 100 words)
The learning process which I went through included both the visual and practical activities and
the course materials too. The supervisor was highly supportive and the I am obliged to him at lot
for preparing this presentation. Previously, I was aware of the concepts only. I knew that in the
induction, the employee orientation is done and onboarding is done interchangeably. The
induction is the process of filling the forms and getting an overview of the employee benefits.
About the probation I knew that it is a particular time period in which the employees are
observed and evaluated to be confirmed later. After going through the module, I have come to
know that there are many intricacies interlinked with each-other.

You should also include 3-5 references from up-to-date and relevant sources in order to
support your findings. Please ensure that all reference sources are acknowledged correctly
within the text and on a reference list provided.
HRP52D
3MERA
Part A (AC 1.1, 1.2, 1.3) (1100 words)
You have been asked to provide guidance to a local water park. This is a relatively small
organisation, with just 25 permanent employees. However, during the cooler months the
number of employees increases three times – due to the extra work that comes from tourists
visiting the park. This scenario applies to 3MER Written Assignments A, B and C.
A number of issues have arisen, and you are required to advise on each.
With the significantly increased workforce during the cooler months, it is always difficult to
predict what the actual workforce needs will be. So:
1.
Describe 4 factors, 2 internal and 2 external, which impact on the employment relationship.
(AC1.1) (approx 400 words)
The employment relationship occurs between the employer and the employee. It can often be
dynamic. There are various internal and external factors which are connected with the
employment relationships. The environment in which the employees and the employers deal is
a subject of constant flux. The employment relationships can develop effective employee
engagement, human resource and leadership. It can rather be called the legal link between the
employee and the employer. It occurs when a person works under certain conditions and get
paid for the service provided. The employment relationship always needs to be clear and
transparent.
Internal Factors
1) The management style - When the management style in an organization allows the
matters to percolate until there is an occur of crisis, the rates of burnouts increases. The
burned out employee disappear instead of confronting the problem. It happens when
the management style consists of blame-shifting or abrasive encounters instead of
brainstorming solutions. The employees ask for the necessary information and at the
same time feel respected when the managers encourage honest, open communication.

It also provides caring and supportive responses to the questions (Crawshaw, Budhwar
and Davis).
2) The employee engagement- The enthusiastic employee motivates themselves and
require regular boosts from the part of the leaders and the managers. The employees
feel double motivation when their service is acknowledged in the organization and
reward is provided for the excellence in work. The trust level increases when the
employees feel that their work is valuable and feel proud to serve the organization.
External factors
1) The work life balance - When the organization gives flexibility to work regarding time
and place, a good work life balance is maintained. The payments for continuing
education is another factor that keeps the work life balance.
2) The lifestyle issues also do contribute in managing the employment relationships. The
prescription of the drug abuse, the lack of leisure and financial literacy along with the
lack of skill and also affect the relationships. An organization should provide training to
the employees in these areas. These also affect the decision-making skills.
2.
The employer is not sure whether the individuals who work on a temporary basis during the
cooler months are employees or not. Explain the difference between an employee, a worker
and a self-employed individual. (AC1.2) (approx 300 words)
An employee is a member of the staff who has a contract of employment that is open ended. He
is a permanent member of the organization. The employer makes an employee understand the
job role, the importance of the job role and along with it pays tax to the government on behalf
of him/her. An employee enjoys the statutory sick pay, maternity, paternity, adoption and the
shared parental leave. He also enjoys the right to request flexible working, redundancy pay, and
can protest against the dismissal process that is unfair.
A worker on the other hand will have a personal contact with the employer over a period of
time. However, the employer does not have the right to control the place and time of the work
done by the worker. The workers enjoy some fixed rights such as the right of National Minimum
Wage. They also have the working time rights, the health and safety protection rights, right to
associate with a union and protection act against the workplace discrimination.
The self-employed people re those who are free to decide the time, place and way of work.
He /she can make own holiday arrangements and pay the taxes by self. He/she can only enjoy
the health and safety protection acts.
3.
Explain to the employer why it is important to determine the employment status of the
individuals working at the park. (AC1.3) (approx 300 words)

The employment status of an individual is defined by the law and not based on the employer’s
or the individual’s preferences. There are many legal tests that includes the personal service,
the mutuality of obligation and control to The determination of the employment stats is
complex and no employment legislation helps to do this. However, there are various tests of
employment which have evolved over the period of time. The employment status has been a
serious issue in the recent times. As a business owner it is necessary to know the difference
between the three main categories of employment (Crawshaw, Budhwar and Davis). It is
necessary to focus on the rights afforded to few individuals. There are some specific rights and
the business owner should be aware of that. It needs to be applied on a case basis. Hence, it is
important to know the reality of the employment relationships beyond what is written on the
agreement. The employee status determination is required to be reflected on the current role.
In the large scenario, those individuals who undertake the activity must belong to the following
employment status.
 Open ended employee
 Fixed term employee
 Worker with the registration agreement
 self employed
 Agency worker
4.
Write a short description of the learning process you went through in order to write this
assignment: what you knew about employment status before you attended module 2; what
you learnt during the module; and what you learnt in preparing this assignment. (approx 100
words)
The course module has been of great help to me as it has enabled me to know the about the
employment relationships and what is the reason and importance of knowing the employment
status of a particular employee. I have known that The environment in which the employees
and the employers deal is a subject of constant flux. The employment relationships can develop
effective employee engagement, human resource and leadership. It can rather be called the
legal link between the employee and the employer. I have also become aware that it is
important to know the reality of the employment relationships beyond what is written on the
agreement. The employee status determination is required to be reflected on the current role.
You should also include 3-5 references from up-to-date and relevant sources in order to
support your findings. Please ensure that all reference sources are acknowledged correctly
within the text and on a reference list provided.
HRP52D
3MERB
Part B (AC 2.1, 2.2, 2.3, 2.4, 2.5) (1100 words)

This assignment concerns the same water park scenario as 3MER Written Assignments A and C.
The work can be very demanding during the cooler months. There have been occasions in the
past when some of the permanent employees have argued that those working on a temporary
basis do not seem to care about the work that they are doing:
1.
One possible problem which has been identified is that the individuals are working very long
hours. Explain the legal requirements that address working time. (AC 2.1) (approx 200 words)
The working time regulation (1998) has been implemented by the European working time
directive in the GB law. According to the laws, an employee cannot work more than 48 hours a
week on average. This law is also called the “working time directive’ or the ‘working time
regulations’. When the employee is under 18 years, he/she cannot work more than 8 hours in a
single day or 40 hours in a week. An organization is bound to present the statement that it
holds the right to change the policy related to the working hours. It must also state that the
polices does not affect the employment status. The policies must be write the procedures and
re-tell the employees the importance of the procedures. The procedures should be made easily
accessible and reward the compliance.
2.
Amongst those working at the water park there are parents of young children. Explain the law
that protects such individuals. (AC 2.2) (approx 200 words)
In the United Kingdom, the working parents enjoy the laws made for the protection of their
rights. The law enables them to have flexible working hours. Those workers who have young
children at home have the right to work at flexible hours. They are to work at a set number of
hours that is slight less than the formal structure. They are also allowed to take the maternity
and the paternity leave. These can be accessible after the bird of a baby and also in cases of
child upbringing or child sickness. The father also receives such leaves to spend some time with
their children. This leave is for two weeks.
3.
It is important to ensure that the individuals are not demotivated due to issues relating to
pay. Explain two legal issues that must be considered when determining the pay levels. (AC
2.3) (approx 200 words)
While determining the wage and the salary structure in an organization, the employees must be
aware to consider few legal factors. Two of them are as follows:
1) The government has an influence on the salary structure or wage paid to the
employees. The wages cannot be set under the level fixed by the government. The laws

on the hours of work, minimum wages, payment of allowances, bonus cannot go
beyond the structure set by the government. The law has been enforced for the
compensation of the working class bringing fairness to their activities.
2) It also should concern the existence of the labor unions. The labor union also regulates
the supply of labor and the payments made to the employees. When the management
of an organization fails to raise the wages, the labor union collectively conduct strike.
4.
There is some concern that the recruitment processes are sometimes rather chaotic. Not only
might this mean that the wrong people are recruited, but there is the possibility that there
could be allegations of discrimination. Explain the main requirements of discrimination
legislation. (AC2.4) (approx 300 words)
The Equality Act enforced in the year 2010 brings 116 legislations into a single piece. In a
combined manner, it provides a legal framework for protecting the rights of the individuals and
advances the equality and opportunity for all people in the organization. The act strengthens
the legislation on workplace discrimination. It protects the individuals from unfair treatment and
promote an equal and moral society. It also protects employees from discrimination. The
discrimination applies to the discrimination by age, gender, race, religion, belief, the sexual
orientation, civil partnership or marriage and physical disability. The main features of the
disability act 2010 is that it also includes the maternity and pregnancy based discrimination.
There are certain conditions of the Equality Act 2010. The conditions are as follows:
 Cancer patients
 HIV infections
 Multiple sclerosis
 Severe disfigurement
 certified blind
 severely sight impaired certified by ophthalmologist.
5.
You suggest to the employer that there is the possibility of a breach of the psychological
contract, but the employer does not understand what this means. Explain it to the employer.
(AC2.5) (approx 100 words)
The psychological contract is the unwritten set of expectations from the employee by
the employer. It is distinct from the codified, formal contract of employment. Tis contract
defines the relationship of the employee and the employer. This contract is highly important as
it refers to the perceived expectations of the employee and what benefits they can get from the
organization. The breach in the psychological contract occurs when the employee feels that the
company as failed to pay r provide what it promised at the beginning. It leaves impact in the
productivity and motivation of the employees.
6.

Write a description of the learning process you went through in order to write this
assignment: what you knew about employment relations before you attended module 2; what
you learnt during the module; and what you learnt in preparing this assignment. (approx 100
words)
The course materials and the modules have revealed many factors of which I was
completely unaware before. Moreover, the lecturer has made me aware of the legislative and
regulatory concerns regarding the dismissal of an employee from an organization. I have known
that While determining the wage and the salary structure in an organization, the employees
must be aware to consider few legal factors. The Equality Act enforced in the year 2010 brings
116 legislations into a single piece. In a combined manner, it provides a legal framework for
protecting the rights of the individuals and advances the equality and opportunity for all people
in the organization. The act strengthens the legislation on workplace discrimination. It protects
the individuals from
You should also include 3-5 references from up-to-date and relevant sources in order to
support your findings. Please ensure that all reference sources are acknowledged correctly
within the text and on a reference list provided.
HRP52D
3MERC
Part C (AC 3.1, 3.2, 3.3) (1100 words)
This assignment concerns the same water park scenario as 3MER Written Assignments A and B.
The last season brought about some significant problems relating to the permanent employees.
The employer is concerned that the issues were not addressed correctly. Advise the employer
about the following:
1.
One employee was dismissed for being rude to customers. The employer is concerned that the
dismissal might have been unfair. What are the differences between fair and unfair dismissal?
(AC3.1) (approx 400 words)
The fair dismissal of the employee is an important topic so is the unfair dismissal. In the
UK, the employer must know how to act fairly and reasonably while dismissing and employee
from the organization. In case of conduct or employee performance, the training programs,
coaching, counselling and other positive approaches can be helpful. These aspects should be

considered before dismissing and employee. When it comes to the unfair and the fair dismissal,
adopting wrong ways and reasons can leave an employer under employment tribunal. Hence, it
is important to understand the mounts of unfair and fair dismissal along with the automatic
unfair dismissal. The key aspects of a fair dismissal are to have a valid ground to act reasonably
in adverse circumstances. The principal of a fair dismissal are as follows
 It is related to the conduct of the employees such as reports of theft.
 It is related to the capability of the employee or qualification for the job role. (long
terms of absence or sickness)
 It is the case of redundancy or the case of business closure.
 It is a statutory restriction which prevents the continuation of the employment.
 It is related to some other serious issues such as prison sentence of the employee.
On the other hand, the principles of an unfair dismissal of the employees suggest:
 It is out of the fair reasons discussed above.
 The fair dismissal process is not followed by the employer.
 The misconduct or poor performance can be handled by the procedures listed in the
codes of practice on the disciplinary and grievance procedures.
 The employment tribunals can take care of the issue when the employer acts
reasonably.
 In the redundancy cases, the situation can be handled by warning the employees about
the closure of the organization.
 It can also create a non-discriminating scoring criteria.
 The consultation with the employees is also a good method.
2.
During the season, 5 of the permanent employees resigned. Why might it have been useful to
carry out exit interviews with these employees? (AC3.2) (approx 300 words)
The aim of the exit interviews is to focus on the employees who are leaving the organization. Its
main purpose is to get feedback from the employees regarding their reasons for leaving so that
they can improve it and retain them. The employees are always assets for an organization. The
exit interview helps to retain the employees and reduce the rates of employee turnover. The
organization might have retained the leaving employees, had they conducted the exit
interviews. During the peak season, the leaving of 5 permanent employees is a huge loss which
can be reflected on their production and profits. The conduction of the exit interview might
have helped the organization to enhance their culture and their performances. The manager
could have gained insights about the company as the exit interviewees are usually more
impartial. The exit interviews also might have helped the organization to measure the
difference between the employee expectation and the criteria of the job role. The complaints or
the dissatisfactions of the exit interviewees could have helped to improve the job descriptions
for better outcomes in the future.

3.
Finally, the employer has a question for the future. The water park has been struggling
financially. If it were to make up to 10 employees redundant what process should it follow?
(AC3.3) (approx 300 words)
Everything has a particular procedure. When an organization thinks about downsizing the
business and make redundancies, it must do that ethically to defend itself from tribunal claims.
An employee gets dismissed when there is an issue of business closure or reduced requirement
of the employees due to certain reason such as struggling financial condition. At first they
should communicate the reasons for their redundancy. They must explain in details the
condition the organization is going through. Then they must pay all their payments along with
the statutory redundancy payments. Those employees who have worked in the company for
two years are eligible for receiving the statutory redundancy payments. It is an overall cap of 14,
670 Euros. The organization also should consult with the individual. The consultation period is
almost two weeks. The organization must also search for alternative roles within the
organization or out of the organization so that the employee dies not face the problems of
unemployment. There must also be the collaborative consultation.
4.
Also, write a description of the learning process you went through in order to write this
assignment: what you knew about dismissal, redundancy and exit interviews before you
attended module 2; what you learnt during the module; and what you learnt in preparing this
assignment. (approx 100 words)
The course materials and the modules have revealed many factors of which I was completely
unaware before. Moreover, the lecturer has made me aware of the legislative and regulatory
concerns regarding the dismissal of an employee from an organization. I have learned that an
employee cannot randomly dismiss an employee There are certain principles of the fair
dismissal of the employee. When employer goes beyond the rules, he is answerable to the
tribunal laws. Overall, it was an extremely useful way of gaining knowledge about the concepts.
You should also include 3-5 references from up-to-date and relevant sources in order to
support your findings. Please ensure that all reference sources are acknowledged correctly
within the text and on a reference list provided.
HRP52D
3RAIA
Part A (AC 3.1, 3.2) 700 words

Choose ONE of the following areas and obtain data from your organisation or one with which
you are familiar:
 The turnover of staff over the last 3 years broken down into departments, job families
and occupational groups, reasons for leaving and peaks and troughs through each year -
OR
 The levels of absence over 3 years broken down into occupational groups, reasons for
absence and the absence rates for each key part of the organisation (e.g. administration
production, sales, shop floor workers) - OR
 The outcomes from a recent staff survey indicating the level of job satisfaction and
motivation for different occupational groups or departments, the main areas for
dissatisfaction.
You may wish to speak to key personnel in your organisation to obtain their views on the
recommendations from your research and analysis. This data must be based on one, specific
organisation.
You then need to do the following:
1.
Present the data in 3 different visual formats (chart, graph, etc), with appropriate headings,
that will help to inform decision making on the topic you have chosen. (AC3.2) (approx 200
words)
The chosen area is The turnover of staff over the last 3 years broken down into departments, job
families and occupational groups, reasons for leaving and peaks and troughs through each year.
Image 1 – Work hours and stress increases burnout rates in Medicare

Image 2- Reasons for healthcare service provider burnouts in Medicare
Image 3- Stress found to be the biggest reason in Medicare
2.
Analyse and interpret the data, in a narrative that explains your images, and draws
conclusions. (AC3.1) (approx 400 words)
The selected organization for the chosen area is Medicare (Australia). It is a publicly funded
health care system in Australia which exists universally. It is operated by the department of
Human Services. The healthcare service in entire Australia is mostly provided by Medicare. The

residents of Australia receive rebate on their treatment from the nurse practitioners, the
medical practitioners and the allied health professionals. The reason for choosing the
healthcare sector for the turnover of staffs is that, there are always increased rates of staffs due
to work load, extra working hours and heightened stress(Anderson and Valerie). In the first
graph, it is evident that the extra working hour have increased the operational threats as
increased stress can initiate errors in the work. Healthcare operations are highly sensitive and
errors on the work can result in huge loss. The second pie chart shows that there are various
reasons behind the burnouts in Medicare and in other healthcare organizations. The pie-chart
suggests that 4.96 % staff turnovers take place due to excessive bureaucratic tasks. 4.29 %
occurs for spending too many hours at the work place. 4.04 % happens because of less pays,
3.86 % takes place for feeling like just a cog in a wheel. 3.52 % happens for the lack of
professional fulfillment (Wiegmann, Douglas A., and Shappell). The third visual presentation
shows that stress is the biggest threat to the workplace health. 70 % turnover rates due to tress
validates this point. Another big reason is the workplace harassment. However, there are other
reasons too but the rates are comparatively low.
Therefore, from the images and the description, it can be discerned that employee
turnover is a biggest threat in any organization. The disruptions in the work life balance can
increase the stress and consequently gets reflected in the performance. It can also end up to
heightened turnover rates. An organization should try their best to retain the employees as they
are the foundations of an organization. The employees must be asked to share their issues, the
queries which can improve their status.
3.
Also write a short description of the learning process you went through in order to write this
assignment: what you knew about these areas and data before you attended module 2; what
you learnt during the module; and what you learnt in preparing the assignment. (approx 100
words)
While doing this module, I have gone through both the visual, theoretical and practical learning
process. Previously I knew that HR services included the recruitment, training of the employees,
organizational culture management and others. I was aware that the roles of HR also include
the implementation of the organizational policies, procedures and monitoring of the results for
a better outcome. I also knew that an HR is responsible for the convenience of the employees,

the customers and the organization as a whole. After going through the module I have come to
know that the HR is an undeniable part of an organization.
You should also include 3-5 references from up-to-date and relevant sources in order to
support your findings. Please ensure that all reference sources are acknowledged correctly
within the text and on a reference list provided.
HRP52D
3RAIB
Part B (A.C. 1.1, 1.2, 2.1, 2.2) 1100 words
Compile a report on your organisation’s approach to recording, analysing and using HR data and
information, using your 3RAI Written Assignment A as an example.
1.
Give 2 reasons why it is necessary for an organisation to collect and record HR data. (AC
1.1) (approx 250 words)
There are many reasons. Two of them are as follows:
1) Sickness or the absence management- It is a serious concern of the managers. The absence
from work creates many problems and can cause the organization to go through any problems.
The records of individual absence due to sickness enables the company to monitor their
performances and recognize the area of problem and take necessary action according to that. In
this manner the problem can be resolved.
2) Another reason is to meet the legal requirements. The organizations keep the records for
having certain information. It helps to record the pay reports and use them when necessary.
The legislation requirements are met by keeping certain personal data and monitoring of the
employee records.
2.
Identify the range of HR data that your organisation collects and how this supports HR
practice. (AC 1.2) (approx 250 words)
There are many benefits of the HR analytics which helps the business organization to know and
understand more of their business along with the employees (Alvesson, Mats and Sveningsson).
The organization becomes more aware of the employee performances, their morale. It

facilitates them to know where they are and where can they go. In my organization there are
many types of HR data collected that supports the HR practices in many ways.
1) The employee churn or the turnover rates. It keeps the data of the turnover rates, their
reason , layoff, resignation and termination rates too. It helps to examine the causes and
resolve them one after another.
2) The absence rates . The reports of absenteeism help to make further investigation regarding
this 3) The annual revenue reports. It calculates the revenues per employee. The organization
understands the staffing ratio and measure the efficiency of the organization.
3.
Describe the systems used for recording the data and 2 methods of how the data was stored.
What are the benefits of using these systems? (AC 2.1) (approx 250 words)
The Human Resource Information System (HRIS ) is a special software used for the data entry,
tracking of data. It helps the organization regarding the accounting functions, the payroll , the
human resource and management of the business. The system are:
1 ) Management accounting system 2) ERP or the enterprise resource planning. Data storage is
the preservation of the data of the users. It also includes the information, data warehouses,
backup appliances and the cloud storage too. There are usually three types of storage such as
hard drive, USB flash drive and memory card. 1 ) The first methods to store the data is hard
drive which is the secondary storage and can be removed wither internal or external. 2)
Another method is the primary storage device or the RAM. The benefits of using the data
storage systems are huge in a particular organization. First of all, the users can easily drag the
files and also drop them in the cloud storage. It helps to recover the deleted files in the case of
emergency. It saves the costs, makes the sharing of data easy, collaboration easy too.
4.
Explain 2 legal requirements that your organisation must take into account when recording,
storing and accessing HR data. (AC 2.2) (approx 250 words)
All the organizations usually collect the data which is related to their employees. The HR records
keep such kind of data. It includes the sickness absence, the information on pay and also the
number of hours worked. However, it is important for the organizations to keep the data in a
well-organized manner. In the UK, there is legal position on keeping, accessing the records of
HR. The DATA PROTECTION ACT 2018 has implemented a General Data Protection Regulation
(GDPR) along with the codes of employment protection. According to this there are two legal
checklists. 1) Giving the statutory retention periods for information where there exist 2) giving
recommendations for the information keeping such as parental leave information or application
forms. The Data Protection Act 1998 ( UK) contains total of eight principles. 1 ) The data is
processed lawfully and fairly. 2) It is not kept longer than necessary.

5.
Describe the learning process you went through in order to write this assignment: what you
knew about your organisation’s approach to recording, analysing and using HR data and
information before you attended module 2; what you learnt during the module; and what you
learnt in preparing the assignment. (approx 100 words)
The learning of the HR recording, storing and accessing has helped me to clarify my earlier
doubts and gain deeper insight into the topics. The modules, the course material and the
lectures of the supervisor has enabled me to know the organizational approach towards the
data collection and the systems of data storing. I have become aware of the online data storage
systems useful for any type of organization.
You should also include 3-5 references from up-to-date and relevant sources in order to
support your findings. Please ensure that all reference sources are acknowledged correctly
within the text and on a reference list provided.
HRP52D
3SCOA
Part A (AC 1.1, 1.2, 2.1, 2.2) (1100 words)
Your HR Director is in the process of setting the HR strategy for the next 12 months, and has
identified that the HR team will need to upskill itself in order to be ready to support anticipated
organisational change. She has asked you to research and develop some resources to support
an Away Day for the HR team, in which she wants to discuss the ways that change might impact
on the organisation, and the role that HR might play in supporting employees through the
change process.
Develop a short report in which you:
1.
Consider 6 influences and drivers (including both internal and external factors) currently
affecting your organisation. Use a tool such as PESTLE and/or SWOT. (AC 1.1) (approx 300
words)
The political - There is predictable government policy, that is manufacturing friendly. The
policies are favorable for the glass industry.

The economic- The economic factor is open and investor friendly as per the growing economy.
The global expansion of the economic recession affects the consumption of the glass(Cook and
Niall). The inflation rates are concerning for the glass industry. As an overall view, the economic
conditions are somewhat favorable.
The environmental- It is known that glass in 100% recyclable and environment friendly too.
Notably, it is extremely energy intensive. The costs of energy include the consumption of power
and furnaces too. The average percentage of the energy cost in manufacturing is about 40 %.
The legal- There is no such legal issues that is glass industry specific. All the laws are applicable
to the companies in the glass industry. It also includes the safety standards and the waste
disposal.
The technological- It uses the primitive technology. There is scope for the improvement in
automation. There is also scope for the product development, the skills and training of the
people in the organization. It needs lots of investment(Crawshaw, Budhwar and Davis).
The social- The glass products are seen as symbol of status. The consumption of the glass
products is directly proportional to the income of people. As a whole, there is favorable social
condition for the glass industry.
2.
Identify 3 ways that your organisation might be impacted by these changes, referring to
models as appropriate. (AC1.2) (approx 200 words)
The change in the HR strategies will leave impact on the organization in the following manner.
1) The change in the organizational planning must be directed towards the fulfillment of
the organizational goals as well as the human resource goals. The HR contributes to the
inventory goals and supplies the best candidates for the business( DeCenzo et al.). These
people are motivated by the work, rewarded by the organization and led by the
appropriate management. Hence, the change in the HR strategies can impact the
workforce of the company.
2) The customers deeply rely on the human resource advices and information. The HR
professionals are trustworthy, knowledgeable with deep integrity in front of the
customers(Michael , Brewster and Sparrow ). Hence, the change in the HR strategies can
impact the faith the customers have on the department.
3) The HR department is also responsible for the achievements of the organizational goals
by the professionals. The HR identifies and measures the goals and supports to
accomplish them. the change in the HR Strategies might change the way the goals are
identified, measured and accomplished in the organization.
3.
Explain four factors that will be involved in the change process (AC2.1) (approx 300 words)
The HR department plays an important part in the organizational process. The HR not
only handles the recruitment of the eligible candidates but also dies various critical works. The

works include the record keeping, relational assistance, the issues related to the employee
performance (Harrison and Lock ). The restructuring of the HR strategies will help the company
to see improvement in the employees and the organizational development. The factors which
are involved in the change process are as follows:
1)The marketing conditions- The outputs of an organization are exported to the environment. It
faces many competitions in the market (Herbert). Two types of factors are there which affects
the position of the organization. The change should address the competitive factors in the
market and meet the requirements of the customers.
2)change in the managerial personnel- In the organizational change, the relationships among
the executives and the personnel are key role players. The change has to be conducted
accordingly.
3)The nature of the workforce- The nature of the work in the organization is ever changing and
there are different work values expressed by the various generations. The older employees
value the loyalty more (John and Stredwick). The younger generation is loyal to their own selves
and their career. The new generation has more educational qualification and provide greater
emphasis on the human values. The employee’s turnover is a crucial factor in the change.
4) Sometimes the organizational change takes place in order to avoid the inflexibility. This view
is taken by the organization where the singe method is not the best tool. Hence, the changes are
incorporated in order to make the personnel develop support for the change without resisting
during the major change in the organization.
4.
Explain and compare 3 different approaches your organisation could take in managing change
and the approach to change management you would recommend for your own organisation.
(AC2.2) (approx 200 words)
The organization could take 3 different approaches to manage the change .
1)Education and communication- The organization could have informed the employees
beforehand and involve in the change process. The training programs can also support the
communication. The employees will be facilitated with better understanding of the change
purpose and will be more cooperative and inclined.
2) The employees should be supported while adjusting with the issues during the change
process. The management needs to be supportive enough towards them(Mick). The fears can be
evaded during the period of transition and a wholesome environment can also be facilitated.
3) While managing the change, an environment of manipulation and co-optation must be there
within the organization. This particular approach is used when the other methods are too
expensive or ineffective(Andrew). It is a useful technique that co-opts with those people who
resist the change. This process influences the employees through the leadership role. It supports
the communication method and involves the symbolic role while making decisions in the change
process.

5.
Describe the learning process you went through in order to write this assignment: what you
knew about responses to change and the HR and L&D role in supporting individuals before
you attended module 3; what you learnt during the module; and what you learnt in preparing
the assignment. (approx 100 words)
The learning process included the theoretical knowledge along with the practical ones.
The supervisor made us go through the theories and models related to the change
management. Previously I knew that the change management only involves the people of the
organization for the betterment of the organization in future. I was unaware of the challenges
the change management poses to the HR and the L & D managers. The responsibilities of the HR
and the L &D is huge while an organization goes through significant change. I have also gathered
deep knowledge about how they can evade the challenge and conduct a smooth change
management.
You should also include 3-5 references from up-to-date and relevant sources in order to
support your findings. Please ensure that all reference sources are acknowledged correctly
within the text and on a reference list provided.
HRP52D
3SCOB
Part B (AC 3.1, 3.2) (850 words)
Write a report, in your own words, describing the different behavioural responses employees
may demonstrate when their organisations are experiencing change, and explaining how HR
supports staff during such a situation.
1.
Compare and contrast 3 different behavioural responses. (AC3.1) (approx 350 words)
The organizational change is an inseparable part of the business organizations. The
companies often go through organizational change which are designed for the growth,
development, expansion and improvement of the organization. The organizational change can
encompass the process, strategy and people of the organization (Ruona, Wendy EA. It has been
found that a change never occurs without the resistance. For most of the times. Due to the lack
of proper communication and implementation, the employees often resist the change. It is
because they go through multiple feelings regarding the change and present different
responses. 1) when the employees are asked to adopt themselves in a different job role, they

might respond by saying “not me “. They usually suggest someone else for the job role and tend
to deny the proposed job. It is a result of the employees’ satisfaction with the status quo and
the impending fear of the alien (Mohammed-Aminu). 2) The second response is the feeling of
insecurity regarding the job. It is quite natural from the part of the employees to see the
organizational change from the perspectives of their job security. It is likely that the employees
will wonder about what will happen to their job and the organization as a whole. They also keep
wondering about the consequences of the technological advancements that restructures the
organization. They do fear what benefit the change will bring along with the subsequent loss.
They are also at the same time concerned about the financial impact of the change (Smith and
Rees). 3) It has been also found that some of the employees view the change as frustrating.
They get angry which increases their levels of stress as they cannot show it in front of others. It
may sometimes result in emotional outbursts. The anger is a reaction when the employees feel
loss at work in the unsuitable environment and fee their career to be threatened.
2.
Explain the role of the HR and L&D functions in your organisation in supporting individuals
during organisation change. In particular, explain 3 ways HR and L&D support individuals.
(AC3.2) (approx 400 words)
As it is known the role of the HR and the L & D manager is to recruit, train and monitor
the employee performance and maintain the learning culture at the organization. The change
management is the foremost aspect in the organizational process which requires the
involvement of the HR and the L & D managers. 1) First of all, the HR and the L & D manager are
responsible for playing certain roles (Stone, Dianna et al). They must ensure that there is
motivation in the workforce suitable for undertaking the change and equally participate in the
program of change management. Hence, in order to make this happen, they must recruit the
right person who is capable of thinking out of the box and bring a new perspective in the
organization. 2) They should communicate about the change, the type of the change and its
importance among the workforce. It is the key to manage the change in the organization and
the resistance to change too (Taylor, Stephen and Woodhams). The organization should be
aware of the fact that the employees go through the change at different levels with variety of
speeds. They must be communicated about the change not by a single method but through
multiple methods such as emails, newsletters (Stone, Dianna et al.). It is also important to know
about what they think about the change and how they perceive it. When the change is
completely employee driven, the possibilities of resistance or risk reduces automatically. 3) The
HR and the L & d managers are expected to involve the employees from the very beginning. A
clear vision of the change must be spread among the employees. The HR and the L & D
managers must have the capability to describe why the change is better than the status quo.
They should connect with the employees at the emotional levels too (Wiegmann, Douglas A.,
and Shappell). They are supposed to provide the management training to the employee to
adopt the change and the new strategies, processes or technologies incorporated by the
change. Implementation of change is necessary but the management of the change is much
more difficult which the organizations should address positively.
3.

Describe the learning process you went through in order to write this assignment: what you
knew about responses to change and the HR and L&D role in supporting individuals before
you attended module 3; what you learnt during the module; and what you learnt in preparing
the assignment. (approx 100 words)
The learning process included the theoretical knowledge along with the practical ones.
The supervisor made us go through the theories and models related to the change
management. Previously I knew that the change management only involves the people of the
organization for the betterment of the organization in future. I was unaware of the challenges
the change management poses to the HR and the L & D managers. The responsibilities of the HR
and the L &D is huge while an organization goes through significant change. I have also gathered
deep knowledge about how they can evade the challenge and conduct a smooth change
management.
You should also include 3-5 references from up-to-date and relevant sources in order to
support your findings. Please ensure that all reference sources are acknowledged correctly
within the text and on a reference list provided.

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