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Human Resource Management: Essay On Labour Market, Recruitment, Talent Planning, Downsizing, And Turnover.

5,916 Words Published On: 11-11-2020

Labour Market Conditions in the UK and Africa

Assessment brief/activity This assessment is broken down into 5 key areas, The Labour Market, Recruitment and Selection, Talent Planning, Downsizing and Turnover. You need to explore and research these key topic areas and provide your findings in a written document using the category headings for the CEO of your chosen organisation. Key Area 1 - Labour Market Your business is looking to expand into another country and therefore you need to provide a comparison of two countries This comparison must include the following information :

• Contemporary labour market trends in different country contexts

• Review the concept of Tight and Loose labour market conditions in your chosen countries Key Area 2 - Recruitment and Selection Having found out about the labour market conditions from an international perspective, you have now been tasked with running a recruitment project. You are looking for a customer service team with specific skills. You are continuing to build your reputation and become an “employer of choice”. This next part of the assessment asks you to carry out the following research:

• Explain the main legal requirements in relation to recruitment and selection

• Prepare an example of a job descriptions, a person specification and a competency framework linked to a chosen job role i.e. customer service operative

• Assess the strengths and weaknesses of different 2 methods of recruitment and selection.

• Discuss the strengths and weaknesses of different approaches to retaining talent and how becoming an Employer of Choice can improve the organisations position in competitive labour markets Key Area 3 - Talent Planning As part of future development plans for your new team you need to provide information on ensuring future skills are met in the workplace , for this you need to provide information on the following :

Assessment Criteria 1.1 1.3 2.5 2.4 2.6 3.2, 1.2 AVADO Learning Limited. Registered in England with number 06177616. Registered office: Landmark House, Hammersmith Bridge Road, London, W6 9EJ. VAT Registration number: 918560018. Authorized and regulated by the Financial Conduct Authority – Interim Permission Number 611566

• Describe the role of government, employers and trade unions in ensuring future skills needs are met.

• Describe the principles of effective workforce planning and the tools used in the process; provide an example of a basic succession and career development plan Key Area 4 - Downsizing Unfortunately part of your business has become to struggle in the UK and is no longer making a profit, you have been tasked with working with this part of the business and organise the downsizing and restructure which has resulted in redundancies being made.

Recruitment and Selection Laws in the UK

• Provide an example of how HR would contribute to the plans for downsizing an organisation

• Advise organisations on good practice in the management of redundancies and retirements that complies with current legislation. Key Area 5 - Turnover One of your new team members of the customer department, has been dismissed due to high absenteeism; this is classed as “involuntary turnover “.Please, describe the legally compliant procedure and best practice for dismissal Also as part of this process you need to provide the following information on:

• Explain why people choose to leave or remain employed by organisations and the costs associated with dysfunctional employee turnover. 1.4, 2.1 2.2, 2.1 2.3 4.1 4.1 3.1 Evidence to be produced/required A typed word document divided into the five key areas as outlined above equating to 4500 words in total You should relate academic concepts, theories and professional practice to the way organisations operate, in a critical and informed way, and with reference to key texts, articles and other publications and by using organisational examples for illustration. All reference sources should be acknowledged correctly and a bibliography provided where appropriate (these should be excluded from the word count) 5RST Learning Outcomes Assessment Criteria 1 Understand key contemporary labour market trends and their significance for workforce planning. 1.1 Assess the major contemporary labour market trends in different country contexts. 1.2 Explain how organisations position themselves strategically in competitive labour markets 1.3 Explain the significance of tight and loose labour market conditions.

1.4 Describe the role of government, employers and trade unions in ensuring future skills needs are met. AVADO Learning Limited. Registered in England with number 06177616. Registered office: Landmark House, Hammersmith Bridge Road, London, W6 9EJ. VAT Registration number: 918560018. Authorized and regulated by the Financial Conduct Authority – Interim Permission Number 611566 2 Be able to undertake talent planning and recruitment activities.

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

2.2 Develop basic succession and career development plans.

2.3 Contribute to plans for downsizing an organisation.

2.4 Contribute to the development of job descriptions, person specifications and competency frameworks.

2.5 Explain the main legal requirements in relation to recruitment and selection.

2.6 Assess the strengths and weaknesses of different methods of recruitment and selection.

3 Understand how to maximise employee retention.

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

3.2 Assess the strengths and weaknesses of different approaches to the retention of talent. 4 Know how to manage dismissal, redundancy and retirement effectively and lawfully.

4.1 Advise organisations on good practice in the management of dismissals, retirements and redundancies that complies with current legislation.

The human resource management is a term that is used to describe the formal systems that includes managing the people inside the organization. The person who is responsible to manage this field must be able to manage the departments that would include staffing, employee compensation and benefits and scheming the works. It aims towards maximizing the productivity of the employees. In this report the five areas have been discussed that includes labour market, the process of recruitment and selection, the talent planning, the factor of downsizing and the turnover process. These are some of the basic factors that comprise the human resource management (Heyes 2013).

Key area 1 – Labour market:

Contemporary labour market trends in different country contexts:

The two counties that have taken into account for the comparison of the labour market are UK and Africa. It has been observed in the statistical reports that the labour market in UK has improved. The estimates that have been extracted from the labour force survey shows that in the increasing years the number of unemployment in UK have decreased and the job opportunity have increased (Andersen 2012). It has been observed that mostly the people whose age was between 16 years to 64 years were working and formed a basic part of the economy of UK. It was observed that everybody whose age was 16 years and above shared the three types of economic status. They were either employed, unemployed or they were economically inactive. This was a mixture of full-time workers as well as part-time workers (Hinrichs and Jessoula 2012).

On the other hand the situation was completely a contrasting one in Africa. In the past an innumerable amount of policy was formed as a growth-oriented developmental strategy. It was believed that the long-term and the sustained high rates of the economic growth would facilitate the opportunities that could be offered to the labours. The development of policies has made no major change in the contemporary scenario of Africa (Bernal-Verdugo, Furceri and Guillaume 2012). The rate of the wages of the workers has not increased. However it has been observed that the government took steps to engage in direct employment creation, regulate the wages, and improve the labour market information system, to operate employment exchange programs and to provide technical training areas that can be employed as a means of promoting the employment creation (Røed and Schøne 2012).

Review the concept of Tight and Loose labour market conditions in your chosen countries:

The market performance of the labours in the United Kingdom has changed during the great recession as compared to the flexible labour markets. The labour market condition of the United Nation is tight compared to Africa (Bernal-Verdugo, Furceri and Guillaume 2012). The labour market in UK is generally flexible compared to the other countries. Africa has a strict labour market and it is away from being flexible. The labour market adjustment following the economic downturn in the UK has been the most evident in the response of wages, whereas the response in the US has been more evident in employment.

In UK it is easy to hire the workers and the labours are occupationally mobile (Agnello et al. 2014). The intervention of the government does not twist the market. In the past as well as in the recent years the labour market of UK has gone through a lot of changes. This is the reason it can be termed as tight labour market. Africa has always remained as an underdeveloped country and this is the reason it has loose labour market. The poor educational facilities, the poor policies formed by the government and the inequality led to the decline of the potential labour market in the region. This is the region it can be said to have an unbalanced and a loose labour market (Muffels 2014).

Key Area 2 - Recruitment and Selection:

The main legal requirements in relation to recruitment and Selection:

The main legal requirement that is essentially required in the recruitment and selection process are Equality Act 2010, data Protection Act and GDPR. The equity Act 2010 is a legal way of protecting people from the discrimination in the workplace and in the society. In the process of recruiting and selection it is important to treat all the applicants equally. The Equity Act would protect all the employees and every individuals in a workplace. It was found to replace all the other anti-discrimination laws. The next act that is essential in the process of recruitment is the data protection act 2018. This controls the use of the personal information in an organization. After a recruitment is done the organization must ensure that the personal data of the employees are used fairly, lawfully and transparently. It should be used for specific reason.

Retaining Talent in a Competitive Market

It should be used in a way that it remains adequate and relevant. It should be used only for some amount of necessary purpose. The confidentiality of the identity of the employee should be maintained by the organization. The final legal aspect that is essential in the recruitment and the selection procedure is the GDPR. This is the general data protection regulation. It seeks to create a harmonised data protection law framework and it aims to give back to the subjects of the data and control their personal data (Costen 2012).

These acts give the employees the right to have their data confidential. This would enable them to have a safe environment to work. Apart from this these acts will enable all the employees to get equal treatment and stay away from discrimination. The legal acts makes it necessary for the employers to treat all the employees in an equal manner and to maintain the confidentiality of the employees. This leave a positive impact on the recruitment and the selection process. It would make the entire process a well-structured one. In case the organization does not comply with the legal factors they would face the problem of the lack of good candidates that would be an asset for their organizations (McGraw 2013).

Prepare an example of a job descriptions, a person specification and a competency framework linked to a chosen job role i.e. customer service operative:

Example of job descriptions:

Job title: customer service operative

Job type: corporate job. It is a front desk job.

Location: the location of the job is in 21 Ellis St, Belgravia, London SW1X 9AL, UK. The operation of the job is supposed to be inside the office premises.

Main duties and responsibilities:

To provide the essential needs of the customers
To collect information and analyse the needs of the customers.
Prepare the product or service report by analysing the customer information.

Skills and experience: The person applying for the job should have the skill of marketing management. The person should hold the degree of business management. He should have at least three years’ experience in other organizations.

Salary: It shall not be disclosed before the interview

Personal specifications:

The customer service operative is supposed to keep a track of the services that are related to the customers. The person needs to deal the internal as well as the external factors of the organization. He should be enthusiastic who will listen to the issues that are faced by the customers and offer innovative solution to each problem. The individual for this job role is supposed to have a good command of the service policies of the customers and he should have good training on the product knowledge that can be accurate and critical for offering accurate assistance to the customers (Board 2017).

Competency framework:

In case of the job of customer service operator, there are few factors that forms an essential part of the framework. This includes critical success factors under which is the predispositions and motivations under which includes the aspects like organizational structure, behaviours and processes that envelops the factors related to business performance (Coller, Cordero and Echavarren 2018).

Assess the strengths and weaknesses of different 2 methods of recruitment and selection:

The two methods of recruiting is putting advertisements of the job vacancy on the social media and recruitment done in any particular assessment centres.

Strengths: The social media is a strong medium through which the right candidates for the job can be selected. The online job sites enables the interested candidates to upload their resume and the employers can short list the candidates (Brewster and Hegewisch 2017).

Weakness: The weakness of this process is that it have the risk of leaking the confidentiality of the identity of the candidates. The online media have some threats of hacking the profile.

Strength: The strength recruiting from the assessment centre is that the organizations are able to get the fresh talent for their company and they are able to get the genuinely interested candidates.

Weaknesses: The weakness of this process is that it is costly and it is a lengthy process.

The two process of selection are, short listing the CV and taking interview.

Strength: The strength of this process that the skills and the knowledge of the candidates are being tested through a face-to-face interview which is a reliable form.

Weakness: It is a time-consuming process and sometimes the candidates are not prepared for it. The candidates who does not have good oral skills will not be able to pass in this round.

Strength: The short-listing of the CV makes the work easier. It enables the recruiter to select the best candidate that have the highest degree.

Weakness: Based on the CV taking decision on the capabilities of the candidate is not a practical decision. Sometimes the personality of the candidate can be more interesting than his CV.

Discuss the strengths and weaknesses of different approaches to retaining talent and how becoming an Employer of Choice can improve the organisations position in competitive labour markets:

In the competitive market attracting and retaining the talent of the employees has become one of the major concerns of the organizations. The different approaches of retaining the talent have both advantages as well as the disadvantages (Zaharie and Osoian 2013).

Strength: The application of different approaches of retaining the employees can lead the organization to achieve their goals and missions. The employers are the strength of the organization. This is the reason they should be preserved in the organization. This will assist the organization to sustain in the competitive labour market. It helps to build the brand of the organization and thus communicate the benefits of using a product or service to potential customers. It communicates the benefits of the employment to potential employees. The unique name and image of the product acts as a benefit or the organization (Gamage 2014).

Weakness: The failure of the application of different approaches of retaining the employees might cause a downfall for the organization. The organization will not get the strength to perform well as they will lose potential manpower. This might have an adverse effect on the revenue of the organization. In case the employers are not satisfied they will not stay in the organization and this will lead the organization to a great loss (Ash, Hodge and Connell 2013).

2.4 development of job description, person specification:

The job description should be brief and it should be specific. It should be distributed evenly and it should contain the description of all the requirements that is necessary for the job. Apart from this, the qualification of the person who is required for the job should be clearly mentioned .

Identification of the competency level between the employees as well as in the market will allow an organization to manage their workforce properly.

Key area 3: Talent Planning

1.4 &2.1 Description of the role of government, employers and trade union in ensuring future skill needs are met in the workplace

Government plays an important role in developing the skills of individuals and to meet the future skill needs in a workplace. However, the government is responsible to set the policies and practices in a country to meet the needs of the employees. Skills are vital for the future growth and to gain a sustainable development, improvement of the skill is required (Bohlanderet al. 2017). UK government has taken necessary steps to develop the skills of the individuals in this country.

The department of HM government is involved in developing the skill of the UK people. UK government has found that to enhance the economic growth of the country it is important to provide training to the individuals by developing their skills. UK government has developed Further Education program, which allows the employees to boost their knowledge. Therefore, the government has introduced a new funding system, which gives loan to the employees as well as the students to carry out their further education (Assets.publishing.service.gov.uk 2018). This approach of UK government allows the individuals to get higher apprenticeships. This funding approach encourages the employer ownership to improve the skills of the engineer in the business organization.

The new funding system of the government allows the employees to be more ambitious and increase their skills. Hence, the employees are able to get better development in their workplace. In the recent years, UK government is involved in fostering a stronger link between the universities and colleges. This is done by developing internship work, providing work experience opportunity and integrated workplace training to support the learners to develop their basic skills. This will lead the learners to survive in the highest professional levels (Ec.europa.eu 2018). On the other hand, implementation of National Apprenticeship Service is another effective approach of UK government to provide resources to the individuals to boost their skills. On the other hand, the government has established the Employment Act and the employer should follow this Act. According to this Act, each employee should get sufficient training in the workplace, which ensures the skill development in the workplace.

Employer plays an important role in meeting the future skill needs in the workplace. In UK maximum employers are involved in sectoral skill development approach. This sectoral skill development system has two aspects one is the employer-led system and other is the employee-led system. In an employer-led system, the employers are able to identify the skill needs of the employees and in the employee-led system; the employees are able to choose which skill they want to adopt ( Ira.le.ac.uk 2018 ). Both UK and Africa focus on the sectoral skills development approach. As for example, Sewport is a popular fashion brand of UK. They manufacture fashionable clothes. In the recent years this organization follows the sectoral skills development approach to improve the skills of the employees. The employer-led professional standard in this organization is the trailblazers, which ensures the new ideas and approaches for employee development. By following this approach the employers are able to reduce the skill gap and improve the productivity. However, learning supply, higher education, and development of the apprenticeships are the major aspects of this program. The employer provides training to the employees based on their need, which meet the future skill needs of the organization.

Trade union is also responsible to improve the skill of the employees in the workplace. However, the British Trade Union plays an active role in promoting skill development and learning in the workplace (Ec.europa.eu 2018). They support the workers to access the learning and to improve of the quality of the learning in the workplace. Their main goal is to provide lifelong learning facilities to the employees based on the quality standards.

2.2 & 2.1. Description of the principles of effective workforce planning and tools in the process and Example of a basic succession and career development plan

In order to sustain the business and to increase the productivity effective workforce planning is required for every organization. However, the human resource management department needs to evaluate the principles of the effective workforce planning and tools in their people management process (Vanceand Paik 2014). One of the major principles of workforce planning is the involvement of the top managers and other shareholders to develop the strategic plan . However, the top managers and stakeholders can generate the ideas by proposing new strategy for the workforce planning. They need to build an effective communication with the employees to influence the people in their work by managing their needs. The next principle is to identify the critical skill and the competencies to gain a significant result from the business. In order to manage the workforce employee development is crucial and to develop the employees identification of the critical skill is required based on which the employees will be trained.

The third principle of workforce management is the development of the proper strategy to address the gap in an organization. In the context of Sewport they follow strategic gap analysis process to identify whether it is getting the best result out of it capabilities and the resources (McIveret al. 2018). In order to carry out the strategic gap analysis, they use 360-degree reviews. It enables this organization to identify the skill gap by gathering feedback. In this process, the feedback on an employee's performance is gained from the managers and peers during the appraisal process. This involves the managers and identifies the skill gap in this organization. T he fourth principle of workforce planning is to build the capacity to address the administrative, educational and other requirements of an organization to give shape the workforce strategies. It is important to identify the important resources to implement a workforce planning in an organization as without arranging the resources it is difficult for an organization to give shape workforce planning. The fifth and last principle is the monitoring and evaluation of the progress . This allows an organization to measure the effectiveness of their proposed workforce planning.

Succession plan

Sewport has developed a career development and succession planning in their administrative section. The first step of succession planning is to identify the critical task. In this section, the finance director of this company has developed a list of tasks and activities, which need to perform (Sewport.com 2018). The second step is to identify the future needs of the employees to improve their skill. Therefore, in the third step, the organization needs to linking the current staffs to future role by transferring knowledge. Finally, the fourth step is to identify the competencies and the skill.

Career development plan

Step one includes goal setting. However, for an organization it is important to set the goal before taking a career development plan. Step two includes communicating with the goal by using proper method. Sewport has developed a 3 months training program to improve the technical skill of the employees (Sewport.com 2018). This will boost the existing knowledge of the employees.Step three includes development of the knowledge transfer plan. In order to this the HRM department has proposed a collaborative work between the employees as this will help them to share the ideas and knowledge. Therefore, they have established a weekly workshop to transfer the knowledge among the employees. Step three is the last step of career development plan. In this step the employees are able to boost their knowledge by getting training. On the other hand, the management has proposed a compensation planning for the employees to learn and acquire new skill in this organization, which boosts their exiting skill.

Key area 4-Downsizing

2.3 Role of HR in downsizing in an organization

Downsizing is a process to reduce the number of employees from the operating system of an organization (Suneand Lopez 2017). However, the HR plays an important role in controlling the downsizing in an organization. Downsizing allows the business to make their business more realistic and manageable size. In order to provide a high quality service and to cut the operating cost downsizing is followed by many organizations. The HR has a major contribution in downsizing process. As for example, communication is a big responsibility of the HR during the downsizing process. The HR of an organization needs to communicate with the employees who are affected by this decision. In the context of Sewport the HR needs to provide alternative offer to the employees to manage the downsizing. As for example, the HR can give incentive for the early retirement and transfer the employees to another subsidiary, which will help the employees to accept this decision. Therefore, the HR needs to educate their team to deal with the downsizing process. Proper training program allows the team members to adapt the downsizing process and to understand the importance of downsizing.

Often the employees become resistant to the downsizing process. Hence, by providing proper training Sewport will be able to influence the employees to adapt this decision. On the other hand, the HR needs to ensure the fairness and equity in the downsizing process (Nègre et al. 2017). In order to this, the HR should follow the guidelines of ACAS. ACAS is considered as the workplace experts. In the recent years, ACAS has launched a new guideline for the downsizing process. The employees get a video guideline about how to deliver the news of redundancies. Based on this guideline the HR needs to provide counselling and offer advice to support the employees while they are at risk of losing their job. ACAS guideline helps the employers to understand the situation that is faced by the line managers.

According to ACAS the HR needs to provide right training to the teller to cope with the demand of the employees who are leaving their job. Therefore, the teller needs to deliver the news in a proper way. Moreover, alternative options should be given to the employees who are leaving their job. Therefore, the HR needs to maintain and manage the approach of downsizing (Linton 2017). As for example, the HR manager of Sewport offers a good incentive to the employees for early retirement. This is a good downsizing approach of this organization. The next activity of the HR is to provide leadership support to the employees during the downsizing. In Sewport the HR follows transformational leadership theory to manage the changes during downsizing. However, downsizing is the change in an organization and to manage any change transformational leadership is crucial. This leadership style will allow the HR to support the employees during this critical situation.

4.1 Good practice of the management in managing the redundancies and retirements that complies with current legislation

The management of an organization needs to execute a fair reason for the redundancies in their organization. In the context of Sewport they want to make a manageable size business for which they have conducted downsizing. On the other hand, this organization wants to increase the productivity besides cutting the cost of the business. However, the operating cost is too high, which needs to reduce (McCullagh 2018). Thus, they have implemented downsizing process. Therefore, they have followed ACAS guidelines by providing training to the tellers to cope with the demand of the employees who are leaving the organization. The different timeframes for different sizing is as follow:


3-6 months	Newly recruited employees	50
2 months	Poor skilled Middle group managers	10
1 months	Line managers	4

Table 1: Timeframe for different sized redundancies

(Source: Author)

From the above timeframe, it has found that in Sewport has decided to provide training to the employees based on the ACAS guideline. As per the ACAS guideline training should be provided to the employees during the downsizing process. Hence, it has been found that 50 new employees will get 3 to 6 months training after that they will get back to their work. Similarly, 10 middle and 4 line managers will get 2 months and 1 months training after that they can come back to their position.

In order to carry out the retirement process smoothly the organization needs to follow the law. However, there is no law to force the employees to retire before their age of retirement (Agwu 2018). However, Sewport needs to follow Pension Schemes Act 2017. Based on this Act the organization needs to give compensation to their employees, which will allow the organization to provide a golden goodbye to their employees during the downsizing. Therefore, by providing attractive incentives for the early retirement this organization will be able to facilitate a smooth retirement process. On the other hand, the organization needs to follow the Equality Act 2010 during the retirement. According to this Act, the organization needs to maintain equality during the retirement. Every employee should get proper facilities during their retirement process. Hence, by following this Act Sewport will be able to carry out smooth redundancy and retirement process in their organization.

According to Employment Rights Acts 1996, an employee may be dismissed on grounds of redundancy on the following grounds:

if the employer has ceased to carry out business in the place where employee was employed;
if the employer has ceased to carry out the business in which he hired the employee;
the needs of the business for which employee was hired had finished; or
the needs of the business for employee to carry out its responsibilities in a particular place had ceased to exist.

Under the UK Equality Act 2010, employers, 65 is not the default retirement age and not a ground for unfair dismissal. This is because workers may retire when they are ready instead when the employers decide to dismiss them provided employers have justification for disissing such employees and establish that it is a proportionate means of attaining a legal aim.

Under the employment law prevalent in the UK, the organisation may dismiss any employee on the following 5 grounds as it shall be considered as fair dismissals:

Conduct/Misconduct- if the employee has been continually missing out on work or has been engaged in alcohol or drug abuse or has been accused of theft or the employee has committed a gross misconduct;
Performance/Capability- capability may include permanent sickness such as cancer, which is likely to make it difficult for the employee to perform their job responsibilities. However, dismissal for poor performance may include not being able to cooperate with colleagues or carry out the delegated responsibilities;
Illness- Usually in case an employer suffering from any illness, the employer must make adjustments or changes necessary to enable the employee carry out his or her reposnbilities prior to dismissing teh employee. Howeve, if the illness is such that no adjustments or changes would enable the employee to continue with the necessary job requirements, the employee may be dismissed;
Redundancy- it refers to a situation where an employer would dismiss employees to reduce the workforce and may be considerd as fair if the employee dismissed has been replaced by new technology or his responsibilities no longer exist within the organisation.
Statutory restriction- a dismissal is fair if continuation of job would amount to violation of law.

Notice period

If the employer has employed the employee being dismissed continuously for more than one month but less than two years, one week notice should served to the employee. In case the employment is for two years, two weeks’ notice should be served. However, in case employees are dismissed for misconduct or in case of fixed-term contract, no notice is served upon the employee.

Key area 5-Turnover

3.1 Reasons for why people choose to leave or remain employed by an organization and the cost associates with the dysfunctional employee turnover

Several reasons are associated with the leaving and staying of the employees in an organization. By using push and pull factor concept the reasons of employee retention and termination can be discussed. As for example, poor performance and high operating cost are the push factors of employee termination. Many organizations often want to reduce their operating cost by reducing their employee number. On the other hand, if the employees fail to follow the company policy then they are chosen to leave by the organization.

Apart from this poor leadership is another push factor that forces the employees to leave the organization. In the context of Sewport they reduce the number of employees to cut the cost. High performance and excellent skill are the major pull factors that help the employees to retain in an organization (Rissanen 2017). Therefore, the reward package often helps the organization to retain their employees in the organization. In order to reduce the hiring cost of the new employees often leads the organization to retain their employees. Therefore, every organization wants to retain their experienced employees as they have good knowledge about the work and policy of the organization.

Dysfunctional employees refer to the employees who have personality disorder and need to improve their behaviour (Fiolleau et al. 2017). However, dysfunctional employees are not able to maximize the productivity of the organization. On the other hand, employee turnover includes two types of cost such as direct and indirect cost. Direct cost refers to replacement cost and cost of employee leaving. Indirect cost refers to the cost of reduction of employee morale and performance. Often the organization faces high cost of turnover as they have to hire new employees and replace them. As a result, such employees need training to carry out the work for a particular designation. Therefore, the organization has to give compensation to the employees who are leaving the organization. Therefore, due to the turnover of the employees the performance becomes lower, which also hampers the profit. In the context of Sewport the cost of dysfunctional employee turnover are as follow:


Replacement cost	£10,000	£44,000
Leaving cost	£25,000
Reduction in morale and performance	£9,000

Table 2: Cost of Turnover

From the above table it has been found that the total cost of dysfunctional employee turnover in Sewport is £44,000

The entire study deals with the different aspects of human resource management department. However, recruitment and selection are the major functions of HRM. They need to hire skilled employees to maximize the productivity. Therefore, talent management is the crucial area of the HRM department. In the context of Sewport it has been found that government funding, employer strategy and trade union play an important role in developing skill. Therefore, to carry out an effective workforce planning identification of the competencies and skill is required. Moreover, an organization needs to maintain a fair process during the downsizing. Therefore, both direct and indirect costs are associated with the dysfunctional employee turnover that may hamper the profit margin of a business.

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McCullagh, R., 2018. Property and elder law: Retirement villages: A reality check. LSJ: Law Society of NSW Journal, (41), p.88.

McGraw, P., 2013. Recruitment and selection. na, p.205.

McIver, D., Lengnick-Hall, M.L. and Lengnick-Hall, C.A., 2018. A strategic approach to workforce analytics: Integrating science and agility. Business Horizons, 61(3), pp.397-407.

Muffels, R.J. ed., 2014. Flexibility and employment security in Europe. Edward Elgar Publishing.

Nègre, E., Verdier, M.A., Cho, C.H. and Patten, D.M., 2017. Disclosure strategies and investor reactions to downsizing announcements: A legitimacy perspective. Journal of Accounting and Public Policy, 36(3), pp.239-257.

Rissanen, A., 2017. An investigation into voluntary employee turnover and retention factors in sport organizations.

Røed, M. and Schøne, P., 2012. Does immigration increase labour market flexibility?. Labour Economics, 19(4), pp.527-540.

Sewport.com. (2018). Sewport.

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Vance, C.M. and Paik, Y., 2014. Managing a global workforce: challenges and opportunities in international human resource management. Routledge.

Zaharie, M. and Osoian, C., 2013. Job recruitment and selection practices in small and medium organisations. Studia Universitatis Babes-Bolyai, 58(2), p.86.

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CIPD 5RST Assignment Examples: Resourcing and Talent Planning Answers, UK

Resourcing and Talent Planning (5RST) is the unit of the CIPD Level 5 that provides an understanding of the HR function to enhance workforce mobilisation. This unit focuses on ensuring that HR professional should be in a position to attract, recruit and retain the right individual to carry out the organizational roles to meet their goals. In attracting the right staff members within the organisation, learners have to learn different approaches and practices. In learning this unit, students develop their skills to incorporate approaches to ensure that they can select the right employees from the labour market.

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Due to high labour market competition between the organizations, HR professionals should learn how to meet the recruitment goals to attract the right talent. Also, they have to ensure that every selected employee must support the growth of the organization. Thus, this unit teaches the right strategies towards recruitment and selection to make talented staff and provide an understanding of the succession planning for talent management to which contribute the organizational growth.

Here we are going to show some important assignment sample from each learning outcome of this unit. Students from the University of London, Manchester, Edinburgh or oxford who is pursuing CIPD level 5 will get help in academic writing from the topics discussed under each section. We will discuss only the assignment examples which assist you to choose the topic for essay writing , case study, report writing and more. Let’s take a look at the assignment sample for all activities and objectives of the unit 5RST resourcing and talent planning assignment brief.

CIPD Level 5RST Learning Outcome 1: Be able to explain the link between organisational success, performance management and motivation.

1.1 a description of the purpose of performance management and its relationship to business objectives and the organisation’s success..

Performance management is the process of ensuring that employees are meeting the organisation’s performance standards and working towards its objectives. It involves setting targets, assessing progress and giving feedback to employees. Performance management can help to improve employee motivation and productivity, and ultimately lead to better organisational success.

1.2 An explanation of the key components of performance management systems.

A performance management system (PMS) typically contains four key components:

1. Objectives and Goals – a PMS typically starts with setting objectives and goals, which are usually aligned with the company’s strategy.

2. Performance Measurement – once objectives and goals have been set, then performance needs to be measured in order to track progress and identifies areas of improvement.

3. Feedback and Coaching – providing feedback on individual performance is an important part of a PMS, as is coaching employees on how to improve their performance.

4. Recognition and Rewards – recognizing and rewarding employees for good performance is a key motivator for most people.

1.3 An explanation of how performance management processes relate to staff motivation.

Staff motivation is a key element in any organization and is essential for the success of the company. Performance management processes are put in place to ensure that all staff within an organization are meeting or exceeding set standards and objectives. Staff who meet or exceed expectations are rewarded, while those who do not may be subject to disciplinary action.

The goal of any performance management process is to motivate staff to achieve desired results. It is a way for employers to measure employee productivity and set goals that will improve performance. Staff who understand what is expected of them and how their work contributes to the overall success of the company are more likely to be motivated and productive. Conversely, employees who feel undervalued or unsupported are less likely to be productive or engaged in their work.

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CIPD Level 5RST Assignment Activity 2:Be able to explain the relationship between performance management and reward.

2.1 an explanation of the purpose of reward within a performance management system..

The purpose of rewards within a performance management system is to encourage employees to achieve the goals and objectives of the organization. Rewards can take many different forms, such as cash bonuses, gift cards, paid time off, or even public recognition. Whatever form the reward takes, it should be something that employees find meaningful and motivating.

One important thing to keep in mind is that rewards should not be given indiscriminately. They should only be given to employees who have demonstrated exceptional performance and met or exceeded expectations. This ensures that the rewards are seen as being valuable and that they are only given to those who have earned them.

2.2 An exploration of the components of an effective total reward system.

An effective total reward system should include the following key components:

1. Base pay – A fair base pay is essential to ensure employees feel valued and are able to support themselves and their families.

2. Benefits – Employees appreciate a good benefits package, which can include healthcare, dental care, vision care, 401(k) matches, paid vacation time, etc.

3. Recognition/Awards – Employee recognition programs are a great way to show appreciation for a job well done and can help boost employee morale.

4. Training & Development – Ongoing training and development opportunities allow employees to continue learning and growing in their roles.

5. Flexible Work Arrangements – Employees appreciate the ability to have a flexible work schedule, which can include telecommuting, flex time, and compressed work weeks.

6. Performance-Based Bonuses – Bonuses that are based on individual or team performance provide an incentive for employees to excel in their roles.

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5RST CIPD Level 5 Assignment Brief3: Be able to contribute to effective performance and reward management in the workplace.

3.1 an identification and explanation of at least five factors that need to be considered when managing performance..

When managing performance, it is important to consider a number of factors in order to ensure that employees are motivated and productive. These include:

Setting clear and achievable goals: Employees need to know what is expected of them in order to be able to meet performance expectations. Goals should be specific, measurable, achievable, relevant and time-bound.
Providing regular feedback: Feedback is essential in order to let employees know how they are doing and identify areas for improvement. It should be given frequently and constructively, in a way that motivates employees to continue performing at their best.
Encouraging employee development: Employees should be given opportunities to develop their skills and knowledge in order to improve their performance. This can be done through training, mentoring and job rotation programmes.
Recognising and rewarding good performance: Employees need to feel that their hard work is appreciated. Recognition can be given through verbal praise, bonuses, promotions or other forms of recognition.
Dealing with poor performance: It is important to address poor performance in order to maintain high standards of work. This can be done through coaching, counselling or formal disciplinary procedures.

3.2 A description of the data required by individuals that are involved within a performance and reward management process.

There are a number of data requirements for individuals involved in performance and reward management. This includes:

Performance data: This includes information on how individuals or teams have performed against specific goals or targets. It can be collected through observations, self-evaluations, customer feedback or other methods.
Reward data: This includes information on the types of rewards that have been given to employees in the past. This can be used to identify what motivates employees and what types of rewards are most effective.
Employee data: This includes information on individual employees, such as qualifications, experience, skills and training. This can be used to identify development needs and match employees to suitable roles.

CIPD 5RST Task 4: Be able to conduct and reflect upon a performance review.

4.1 an explanation of the frequency, purpose and process of performance reviews..

Performance reviews are an important part of any organisation’s performance management process. They provide a structured opportunity for managers and employees to discuss progress, identify development needs and set future objectives.

Reviews should be conducted regularly – typically once or twice a year – and the frequency will depend on the organisation’s culture and approach to performance management. Some organisations conduct informal reviews on a more regular basis, while others only review performance at set intervals such as annual appraisals.

The purpose of a performance review is to identify areas of strength and development need, and to agree objectives for the coming period. It is also an opportunity to discuss any wider issues that may be affecting performance.

The performance review process usually involves the following steps:

Preparation: Both the manager and employee prepare for the meeting, collecting any relevant information and paperwork.
Review: The manager and employee meet to discuss performance, identify development needs and agree objectives.
Feedback: The manager provides feedback to the employee on their performance.
Action planning: The manager and employee agree on a plan of action to address any development needs.
Follow-up: The manager and employee agree on a date for a follow-up meeting to review progress.

4.2 Provide short a written reflective review, outlining the strengths and weaknesses of your handling of the performance review meeting, and the learning points and actions for you when undertaking such meetings in the future.

I conducted the performance review meeting with my team member on time and as planned. I started by asking them how they felt the last quarter had gone, and what their thoughts were on their progress. I then provided feedback on their performance, both positive and negative. I was clear and concise in my feedback, and gave specific examples to illustrate my points. I ended the meeting by thanking them for their time, and asked if they had any questions or concerns.

Overall, I felt that the meeting went well. I was able to provide feedback that was both positive and negative, without coming across as overly critical. I was also able to listen to my team member’s thoughts and concerns, and address them accordingly. However, there are always areas for improvement. In the future, I will make sure to allow more time for discussion, and to ask more probing questions to get a better understanding of my team member’s thought process. I will also make sure to follow up after the meeting to ensure that any action points are being met.

Summative assessment for Resourcing and talent planning (5RST 05) : Downsizing organizations

This unit helps students to understand the different reasons for organization downsize and equip them with the right practices to resolve related issues. HR professional learn about strategies of letting the talent from an organization with the methods of communication with the employees during downsizing. Learners are able to achieve the responsibility of handling employees in worst-case scenarios. This unit develops the decision making of HR to retain the employees while promoting equity and fairness.

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Are you looking for reliable and affordable help with 5RST Resourcing and Talent Planning assignments in UK? Then studentsassignmenthelp.co.uk is the best place for you. We are an online assignment helper in UK who is providing CIPD assignment help at all levels. We have expert writers working for us to make assignments accurately on the wide ranges of topics in resourcing and talent planning.

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Resourcing and Talent Planning (5RST)

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

Resourcing and talent planning is a unit that explains the HR function in enhancing workforce mobilisation. The unit is meant to ensure that the organisation gets to attract the right personnel to carry out the right organisational roles to meet the goals set. It is a unit that explains the need to attract, recruit, and retain the staff members within the organisation. Organisations compete for talent in the labour market, and in learning this unit, the students get to learn the approaches taken to ensure that the right employees are selected from the labour market. Students taking the unit should learn that the organisation that they will be working for will have to recruit the staff members towards ensuring that they support the growth of the organisation. Thus, they should take note of this unit to ensure that they incorporate the right strategies towards recruitment and selection of the staff members, understand the succession planning, as well as the talent management aspects that contribute to organisational growth.

Labour market conditions

The students taking the course should understand the different between the tight and loose labour market conditions. This is important in determining the nature of labour competition, to which the organisation gets to select the right candidate for the job. Gumata and Ndou (2017) provides a description on the differences between the labour market conditions. The author explains the tight labour market condition as that which the employees available for the jobs are less and thus the competition is high towards getting the right candidate for the job. Loose labour market on the other hand is the condition where employees are many with less job opportunities. For example, China has a loose labour market condition and United Kingdom has a tight labour market condition.

Strategic positioning of organisations in the competitive labour market

Organisations should position themselves to identifying with the policies and legal requirements followed in the recruitment and selection of the employees. Planning for the organisation workforce requires the practitioners to follow strategies that help in the attraction of talent to the organisation. In addition, organisations should position themselves in a way that they promote the careers of the employees by developing learning and development opportunities, as well as ensuring that the employees experience a sense of satisfaction and commitment to working in the organisation.

Development of future employee skills

The organisations should relate with the hiring of the employees who will get involved in the process of delivering organisational goals, and this can only be made possible in cases when the future skills of the employees are developed. Different stakeholders have a role to play in ensuring that the future skills are met. The stakeholders include the government, trade unions, and the employers.

Workforce planning

The unit provides information on the principles of workforce planning, and these principles include; having the HR involve the organisational stakeholders in the workforce planning process, determining the expertise of the employees in carrying out organisational roles by identifying with their skills, knowledge, and competence, and monitoring the planning process to enhance development of the capital gains.

Apart from the principles, the learners should also understand the workforce planning tools, and some of those that have been identified for research in the unit include benchmarking, role fit, gap analysis, and scenario analysis.

Succession and career development plan

The unit teaches the students on the succession plans, and the career development plans, which are considered important attributes to having talented employees working to meet organisational goals. Succession planning involves identifying the employees who would replace those who are leaving the organisation, and the students should learn as HR professionals, it is their responsibility to ensure that the right candidate replaces a vacant job position for strategic talent management. The career development plans are considered to be HR roles in determining how the employee skills would be promoted to fit in a certain job position.

Downsizing organisations

Students taking the unit are expected to understand that organisations downsize for different reasons, and when this happens, the HR has to let some of the talent go from the organisation. As professionals students learn the importance of communicating with employees on the reasons why the organisation has to downsize, and prepare them for the outcome. In most cases, the employees become anxious, angry, scared, and uncertain. HR professionals in this case have the responsibility of supporting them. When making the decisions to retain the employees, the HR should focus on ensuring that they promote equity and fairness, and should also provide the employees to make decisions on whether they want to freely leave the organisation (Redman, 2016).

Job description, specification, and competency framework

Talent planning involves developing job descriptions to attract talent from the pool of candidates in the market. Learners taking the unit should learn how to develop the tool by clearly explaining the purpose of the job, and the responsibilities that the candidate is expected to carry out after being hired. Job specification follows job description, and it is considered to bring about the essential and desirable attributes that the candidate should have in order to fit in the job position. The competency framework provides the skills needed by the candidates to complete the job roles.

Learning outcomes

By the end of the unit, learners should;

Be able to analyse the labour market in the different countries, and provide a comparison of how the markets influence workforce planning
Learn the legal requirements that the HR and professionals should take into account in planning for the organisation workforce.
Be in a position to understand the skill requirements needed by the workforce in carrying out different organisational tasks
Have the ability to develop job descriptions and person specification requirements for candidates seeking for a job position in the organisation
Understand the different selection and recruitment methods and how and 3when they are used
Understand the retention strategies developed within organisations to facilitate effective talent management and workforce planning

The unit is for the students who want to be professionals in the fields of HR, L&D, and those willing to become consultants in HR field. The knowledge gained after completing the unit helps the learners become experts in carrying out their roles and responsibilities, towards ensuring that they promote the right mechanisms to retaining talented and skilled employees in the organisation.

[…] Resourcing and talent planning (5RST) […]

Essay Papers Writing Online

Ultimate guide to writing a five paragraph essay.

Are you struggling with writing essays? Do you find yourself lost in a sea of ideas, unable to structure your thoughts cohesively? The five paragraph essay is a tried-and-true method that can guide you through the writing process with ease. By mastering this format, you can unlock the key to successful and organized writing.

In this article, we will break down the five paragraph essay into easy steps that anyone can follow. From crafting a strong thesis statement to effectively supporting your arguments, we will cover all the essential components of a well-written essay. Whether you are a beginner or a seasoned writer, these tips will help you hone your skills and express your ideas clearly.

Step-by-Step Guide to Mastering the Five Paragraph Essay

Writing a successful five paragraph essay can seem like a daunting task, but with the right approach and strategies, it can become much more manageable. Follow these steps to master the art of writing a powerful five paragraph essay:

Understand the structure: The five paragraph essay consists of an introduction, three body paragraphs, and a conclusion. Each paragraph serves a specific purpose in conveying your message effectively.
Brainstorm and plan: Before you start writing, take the time to brainstorm ideas and create an outline. This will help you organize your thoughts and ensure that your essay flows smoothly.
Write the introduction: Start your essay with a strong hook to grab the reader’s attention. Your introduction should also include a thesis statement, which is the main argument of your essay.
Develop the body paragraphs: Each body paragraph should focus on a single point that supports your thesis. Use evidence, examples, and analysis to strengthen your argument and make your points clear.
Conclude effectively: In your conclusion, summarize your main points and restate your thesis in a new way. Leave the reader with a thought-provoking statement or a call to action.

By following these steps and practicing regularly, you can become proficient in writing five paragraph essays that are clear, coherent, and impactful. Remember to revise and edit your work for grammar, punctuation, and clarity to ensure that your essay is polished and professional.

Understanding the Structure of a Five Paragraph Essay

When writing a five paragraph essay, it is important to understand the basic structure that makes up this type of essay. The five paragraph essay consists of an introduction, three body paragraphs, and a conclusion.

Introduction: The introduction is the first paragraph of the essay and sets the tone for the rest of the piece. It should include a hook to grab the reader’s attention, a thesis statement that presents the main idea of the essay, and a brief overview of what will be discussed in the body paragraphs.

Body Paragraphs: The body paragraphs make up the core of the essay and each paragraph should focus on a single point that supports the thesis statement. These paragraphs should include a topic sentence that introduces the main idea, supporting details or evidence, and explanations or analysis of how the evidence supports the thesis.

Conclusion: The conclusion is the final paragraph of the essay and it should summarize the main points discussed in the body paragraphs. It should restate the thesis in different words, and provide a closing thought or reflection on the topic.

By understanding the structure of a five paragraph essay, writers can effectively organize their thoughts and present their ideas in a clear and coherent manner.

Choosing a Strong Thesis Statement

One of the most critical elements of a successful five-paragraph essay is a strong thesis statement. Your thesis statement should clearly and concisely present the main argument or point you will be making in your essay. It serves as the foundation for the entire essay, guiding the reader on what to expect and helping you stay focused throughout your writing.

When choosing a thesis statement, it’s important to make sure it is specific, debatable, and relevant to your topic. Avoid vague statements or generalizations, as they will weaken your argument and fail to provide a clear direction for your essay. Instead, choose a thesis statement that is narrow enough to be effectively supported within the confines of a five-paragraph essay, but broad enough to allow for meaningful discussion.

Tip 1:	Brainstorm several potential thesis statements before settling on one. Consider different angles or perspectives on your topic to find the most compelling argument.
Tip 2:	Make sure your thesis statement is arguable. You want to present a position that can be debated or challenged, as this will lead to a more engaging and persuasive essay.
Tip 3:	Ensure your thesis statement directly addresses the prompt or question you are responding to. It should be relevant to the assigned topic and provide a clear focus for your essay.

By choosing a strong thesis statement, you set yourself up for a successful essay that is well-organized, coherent, and persuasive. Take the time to carefully craft your thesis statement, as it will serve as the guiding force behind your entire essay.

Developing Supporting Arguments in Body Paragraphs

When crafting the body paragraphs of your five paragraph essay, it is crucial to develop strong and coherent supporting arguments that back up your thesis statement. Each body paragraph should focus on a single supporting argument that contributes to the overall discussion of your topic.

To effectively develop your supporting arguments, consider using a table to organize your ideas. Start by listing your main argument in the left column, and then provide evidence, examples, and analysis in the right column. This structured approach can help you ensure that each supporting argument is fully developed and logically presented.

Additionally, be sure to use transitional phrases to smoothly connect your supporting arguments within and between paragraphs. Words like “furthermore,” “in addition,” and “on the other hand” can help readers follow your train of thought and understand the progression of your ideas.

Remember, the body paragraphs are where you provide the meat of your argument, so take the time to develop each supporting argument thoroughly and clearly. By presenting compelling evidence and analysis, you can effectively persuade your readers and strengthen the overall impact of your essay.

Polishing Your Writing: Editing and Proofreading Tips

Editing and proofreading are crucial steps in the writing process that can make a significant difference in the clarity and effectiveness of your essay. Here are some tips to help you polish your writing:

1. Take a break before editing: After you finish writing your essay, take a break before starting the editing process. This will help you approach your work with fresh eyes and catch mistakes more easily.

2. Read your essay aloud: Reading your essay aloud can help you identify awkward phrasing, grammar errors, and inconsistencies. This technique can also help you evaluate the flow and coherence of your writing.

3. Use a spelling and grammar checker: Utilize spelling and grammar checkers available in word processing software to catch common errors. However, be mindful that these tools may not catch all mistakes, so it’s essential to manually review your essay as well.

4. Check for coherence and organization: Make sure your ideas flow logically and cohesively throughout your essay. Ensure that each paragraph connects smoothly to the next, and that your arguments are supported by relevant evidence.

5. Look for consistency: Check for consistency in your writing style, tone, and formatting. Ensure that you maintain a consistent voice and perspective throughout your essay to keep your argument coherent.

6. Seek feedback from others: Consider asking a peer, teacher, or tutor to review your essay and provide feedback. External perspectives can help you identify blind spots and areas for improvement in your writing.

7. Proofread carefully: Finally, proofread your essay carefully to catch any remaining errors in spelling, grammar, punctuation, and formatting. Pay attention to details and make any necessary revisions before submitting your final draft.

By following these editing and proofreading tips, you can refine your writing and ensure that your essay is polished and ready for submission.

Tips for Successful Writing: Practice and Feedback

Writing is a skill that improves with practice. The more you write, the better you will become. Set aside time each day to practice writing essays, paragraph by paragraph. This consistent practice will help you develop your writing skills and grow more confident in expressing your ideas.

Seek feedback from your teachers, peers, or mentors. Constructive criticism can help you identify areas for improvement and provide valuable insights into your writing. Take their suggestions into consideration and use them to refine your writing style and structure.

Set writing goals for yourself and track your progress. Whether it’s completing a certain number of essays in a week or improving your introductions, having specific goals will keep you motivated and focused on your writing development.
Read widely to expand your vocabulary and expose yourself to different writing styles. The more you read, the more you will learn about effective writing techniques and ways to engage your readers.
Revise and edit your essays carefully. Pay attention to sentence structure, grammar, punctuation, and spelling. A well-polished essay will demonstrate your attention to detail and dedication to producing high-quality work.

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Level 7 CIPD Essay Examples

Level 7 essays are advanced academic papers that demonstrate a high level of critical thinking, analysis, and research. These types of essays require a comprehensive understanding of the subject matter and an ability to communicate complex ideas effectively.

An example of a level 7 essay might be a research paper on the impact of social media on mental health. This essay would begin with an overview of the research on the subject, including studies that have found a correlation between social media use and mental health issues such as anxiety, depression, and low self-esteem.

The essay would then delve deeper into the reasons behind this correlation, exploring the psychological mechanisms that underlie social media use and the ways in which these mechanisms can contribute to poor mental health outcomes. For example, the essay might discuss the role of social comparison and the tendency to present a curated and idealized version of oneself online, which can lead to feelings of inadequacy and inferiority.

The essay would also consider potential solutions to this problem, such as promoting positive social media behaviors, encouraging users to take breaks from social media, and developing interventions that address the underlying psychological issues that contribute to social media addiction.

To ensure that this essay is plagiarism-free, it is essential to properly cite all sources used in the research and writing process. This can be accomplished by using a citation style such as APA or MLA and ensuring that all quotes and paraphrases are accurately attributed to the original source.

Overall, a level 7 essay requires a deep understanding of the subject matter and the ability to communicate complex ideas effectively. By carefully researching and analyzing the topic, properly citing sources, and presenting a well-reasoned argument, a level 7 essay can provide valuable insights and contribute to the academic conversation on a particular subject.

What Level 7 CIPD Essay Examples Module Covered?

Level 7 CIPD essays cover a wide range of modules, each focusing on a particular aspect of HR management. These modules are designed to provide students with a comprehensive understanding of HR practices and principles and to equip them with the skills and knowledge needed to succeed in a senior HR role.

One such module is Strategic Human Resource Management, which focuses on the development and implementation of HR strategies that support the overall goals and objectives of an organization. This module covers a range of topics, including the role of HR in organizational strategy, the importance of aligning HR practices with business objectives, and the key competencies required to develop effective HR strategies.

Another important module is Employment Law, which covers the legal framework that governs the employment relationship. This module explores topics such as employment contracts, discrimination and equal opportunities, health and safety at work, and the rights and responsibilities of employers and employees. Students will learn how to apply employment law principles in a range of situations, from recruitment and selection to termination and dismissal.

A third module that is covered at Level 7 is Leadership and Management Development, which focuses on the skills and competencies needed to lead and manage teams effectively. This module covers topics such as motivation, communication, conflict resolution, and performance management, as well as the key leadership styles and theories that have been developed over time. Students will learn how to apply these concepts to real-world situations and how to develop their own leadership and management skills.

Organizational Design and Development is another important module at Level 7, which focuses on the structure, culture, and processes of organizations. This module covers topics such as organizational design principles, the impact of culture on organizational performance, and the role of HR in facilitating organizational change. Students will learn how to analyze organizational structures and identify areas for improvement, as well as how to develop and implement change management strategies.

Finally, another important module is Learning and Development, which focuses on the design, delivery, and evaluation of training and development programs. This module covers topics such as learning theory, training needs analysis, instructional design, and evaluation methods. Students will learn how to develop effective training programs that meet the needs of different learners and how to evaluate the effectiveness of these programs in terms of their impact on organizational performance.

To ensure that Level 7 CIPD essays are plagiarism-free, it is essential to properly cite all sources used in the research and writing process. This can be accomplished by using a citation style such as APA or MLA and ensuring that all quotes and paraphrases are accurately attributed to the original source. Additionally, students should be careful to use their own words and ideas and to avoid simply copying and pasting from other sources. By taking these steps, students can ensure that their Level 7 CIPD essays are both original and academically rigorous.

CIPD Level 7 Essay Examples along with other Level Examples for Reference

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Level 7 CIPD Essay Samples

Level 7 CIPD Essay Samples Level 7 CIPD essay samples typically demonstrate a high level of critical analysis and evaluation. These essays are expected to be well-structured, clearly written, and backed up by research and evidence. At this level, essays are typically required to explore complex issues in the field of HR and offer innovative…

Level 3 CIPD Essay Examples

Level 3 CIPD Essay Examples As an AI language model, I do not have access to specific examples of CIPD essays. However, I can provide you with general information about what you can expect from a Level 3 CIPD essay. Level 3 CIPD is the first level of the CIPD professional qualification, and it covers…

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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…

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Level 3 CIPD Assignment Answers Level 3 CIPD assignment answers refer to the responses provided by learners who are studying for their Certificate in Human Resources Practice. This qualification is designed to provide individuals with a foundation of knowledge and skills needed for a career in HR or for those who want to progress in…

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How to write an argumentative essay | Examples & tips

How to Write an Argumentative Essay | Examples & Tips

Published on July 24, 2020 by Jack Caulfield . Revised on July 23, 2023.

An argumentative essay expresses an extended argument for a particular thesis statement . The author takes a clearly defined stance on their subject and builds up an evidence-based case for it.

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When do you write an argumentative essay, approaches to argumentative essays, introducing your argument, the body: developing your argument, concluding your argument, other interesting articles, frequently asked questions about argumentative essays.

You might be assigned an argumentative essay as a writing exercise in high school or in a composition class. The prompt will often ask you to argue for one of two positions, and may include terms like “argue” or “argument.” It will frequently take the form of a question.

The prompt may also be more open-ended in terms of the possible arguments you could make.

Argumentative writing at college level

At university, the vast majority of essays or papers you write will involve some form of argumentation. For example, both rhetorical analysis and literary analysis essays involve making arguments about texts.

In this context, you won’t necessarily be told to write an argumentative essay—but making an evidence-based argument is an essential goal of most academic writing, and this should be your default approach unless you’re told otherwise.

Examples of argumentative essay prompts

At a university level, all the prompts below imply an argumentative essay as the appropriate response.

Your research should lead you to develop a specific position on the topic. The essay then argues for that position and aims to convince the reader by presenting your evidence, evaluation and analysis.

Don’t just list all the effects you can think of.
Do develop a focused argument about the overall effect and why it matters, backed up by evidence from sources.
Don’t just provide a selection of data on the measures’ effectiveness.
Do build up your own argument about which kinds of measures have been most or least effective, and why.
Don’t just analyze a random selection of doppelgänger characters.
Do form an argument about specific texts, comparing and contrasting how they express their thematic concerns through doppelgänger characters.

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An argumentative essay should be objective in its approach; your arguments should rely on logic and evidence, not on exaggeration or appeals to emotion.

There are many possible approaches to argumentative essays, but there are two common models that can help you start outlining your arguments: The Toulmin model and the Rogerian model.

Toulmin arguments

The Toulmin model consists of four steps, which may be repeated as many times as necessary for the argument:

Make a claim
Provide the grounds (evidence) for the claim
Explain the warrant (how the grounds support the claim)
Discuss possible rebuttals to the claim, identifying the limits of the argument and showing that you have considered alternative perspectives

The Toulmin model is a common approach in academic essays. You don’t have to use these specific terms (grounds, warrants, rebuttals), but establishing a clear connection between your claims and the evidence supporting them is crucial in an argumentative essay.

Say you’re making an argument about the effectiveness of workplace anti-discrimination measures. You might:

Claim that unconscious bias training does not have the desired results, and resources would be better spent on other approaches
Cite data to support your claim
Explain how the data indicates that the method is ineffective
Anticipate objections to your claim based on other data, indicating whether these objections are valid, and if not, why not.

Rogerian arguments

The Rogerian model also consists of four steps you might repeat throughout your essay:

Discuss what the opposing position gets right and why people might hold this position
Highlight the problems with this position
Present your own position , showing how it addresses these problems
Suggest a possible compromise —what elements of your position would proponents of the opposing position benefit from adopting?

This model builds up a clear picture of both sides of an argument and seeks a compromise. It is particularly useful when people tend to disagree strongly on the issue discussed, allowing you to approach opposing arguments in good faith.

Say you want to argue that the internet has had a positive impact on education. You might:

Acknowledge that students rely too much on websites like Wikipedia
Argue that teachers view Wikipedia as more unreliable than it really is
Suggest that Wikipedia’s system of citations can actually teach students about referencing
Suggest critical engagement with Wikipedia as a possible assignment for teachers who are skeptical of its usefulness.

You don’t necessarily have to pick one of these models—you may even use elements of both in different parts of your essay—but it’s worth considering them if you struggle to structure your arguments.

Regardless of which approach you take, your essay should always be structured using an introduction , a body , and a conclusion .

Like other academic essays, an argumentative essay begins with an introduction . The introduction serves to capture the reader’s interest, provide background information, present your thesis statement , and (in longer essays) to summarize the structure of the body.

Hover over different parts of the example below to see how a typical introduction works.

The spread of the internet has had a world-changing effect, not least on the world of education. The use of the internet in academic contexts is on the rise, and its role in learning is hotly debated. For many teachers who did not grow up with this technology, its effects seem alarming and potentially harmful. This concern, while understandable, is misguided. The negatives of internet use are outweighed by its critical benefits for students and educators—as a uniquely comprehensive and accessible information source; a means of exposure to and engagement with different perspectives; and a highly flexible learning environment.

The body of an argumentative essay is where you develop your arguments in detail. Here you’ll present evidence, analysis, and reasoning to convince the reader that your thesis statement is true.

In the standard five-paragraph format for short essays, the body takes up three of your five paragraphs. In longer essays, it will be more paragraphs, and might be divided into sections with headings.

Each paragraph covers its own topic, introduced with a topic sentence . Each of these topics must contribute to your overall argument; don’t include irrelevant information.

This example paragraph takes a Rogerian approach: It first acknowledges the merits of the opposing position and then highlights problems with that position.

Hover over different parts of the example to see how a body paragraph is constructed.

A common frustration for teachers is students’ use of Wikipedia as a source in their writing. Its prevalence among students is not exaggerated; a survey found that the vast majority of the students surveyed used Wikipedia (Head & Eisenberg, 2010). An article in The Guardian stresses a common objection to its use: “a reliance on Wikipedia can discourage students from engaging with genuine academic writing” (Coomer, 2013). Teachers are clearly not mistaken in viewing Wikipedia usage as ubiquitous among their students; but the claim that it discourages engagement with academic sources requires further investigation. This point is treated as self-evident by many teachers, but Wikipedia itself explicitly encourages students to look into other sources. Its articles often provide references to academic publications and include warning notes where citations are missing; the site’s own guidelines for research make clear that it should be used as a starting point, emphasizing that users should always “read the references and check whether they really do support what the article says” (“Wikipedia:Researching with Wikipedia,” 2020). Indeed, for many students, Wikipedia is their first encounter with the concepts of citation and referencing. The use of Wikipedia therefore has a positive side that merits deeper consideration than it often receives.

An argumentative essay ends with a conclusion that summarizes and reflects on the arguments made in the body.

No new arguments or evidence appear here, but in longer essays you may discuss the strengths and weaknesses of your argument and suggest topics for future research. In all conclusions, you should stress the relevance and importance of your argument.

Hover over the following example to see the typical elements of a conclusion.

The internet has had a major positive impact on the world of education; occasional pitfalls aside, its value is evident in numerous applications. The future of teaching lies in the possibilities the internet opens up for communication, research, and interactivity. As the popularity of distance learning shows, students value the flexibility and accessibility offered by digital education, and educators should fully embrace these advantages. The internet’s dangers, real and imaginary, have been documented exhaustively by skeptics, but the internet is here to stay; it is time to focus seriously on its potential for good.

If you want to know more about AI tools , college essays , or fallacies make sure to check out some of our other articles with explanations and examples or go directly to our tools!

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An argumentative essay tends to be a longer essay involving independent research, and aims to make an original argument about a topic. Its thesis statement makes a contentious claim that must be supported in an objective, evidence-based way.

An expository essay also aims to be objective, but it doesn’t have to make an original argument. Rather, it aims to explain something (e.g., a process or idea) in a clear, concise way. Expository essays are often shorter assignments and rely less on research.

At college level, you must properly cite your sources in all essays , research papers , and other academic texts (except exams and in-class exercises).

Add a citation whenever you quote , paraphrase , or summarize information or ideas from a source. You should also give full source details in a bibliography or reference list at the end of your text.

The exact format of your citations depends on which citation style you are instructed to use. The most common styles are APA , MLA , and Chicago .

The majority of the essays written at university are some sort of argumentative essay . Unless otherwise specified, you can assume that the goal of any essay you’re asked to write is argumentative: To convince the reader of your position using evidence and reasoning.

In composition classes you might be given assignments that specifically test your ability to write an argumentative essay. Look out for prompts including instructions like “argue,” “assess,” or “discuss” to see if this is the goal.

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COMMENTS

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Saudi Arabia has a low unemployment rate also stagnating from 4.35% to 6.4% (Aydin & Alquayid, 2019). Over the last ten years, the unemployment rate has increased from 5.0% to 6.04%, which is relatively low. On the other hand, the ratio of the females to the total working force in Saudi Arabia is 15% in the year 2019 (Aydin & Alquayid, 2019).
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How to Write an Argumentative Essay
Make a claim. Provide the grounds (evidence) for the claim. Explain the warrant (how the grounds support the claim) Discuss possible rebuttals to the claim, identifying the limits of the argument and showing that you have considered alternative perspectives. The Toulmin model is a common approach in academic essays.
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