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- CIPD Assignment Advice: Conducting Research, Preparation and Referencing
Start a new career in HR with a CIPD qualification
16 July 2020 - 3 min read
How to conduct research for your CIPD assignment?
For CIPD level 3, 5 and 7 use CIPD factsheets and core textbooks as a starting point. It is vital you purchase the recommended core text as these have been written to help with the content areas of the assessment itself.
Both the CIPD factsheets and the core textbooks will provide an overview of the key theories and importantly will signpost you to other valid and reliable sources (the CIPD factsheets have links within the text) and importantly will provide a list of references at the end. It is the links (within the factsheets) and the list of references at the end of the factsheets and textbooks which will enable you to provide a further exploration of the available sources.
Learners should also read the details for the CIPD unit/module, on the Acacia Student Hub, to familiarise themselves with the topic beforehand.
For CIPD Level 5 and particularly, CIPD Level 7
A number of these sources can then be found within respected search engines. On this point, avoid just typing in details of what you want to research within a general ‘Google’ search. Use respected ‘academic’ search engines. For example, Google does provide a search engine for ‘academic literature’, including journals known as Google Scholar with a useful guide on research tips and using citations.
Importantly, the CIPD provides research reports on their Knowledge Hub , usually written by respected academics, professionals, and practitioners. For all level 5 and 7 learners, just like Google Scholar, the CIPD’s EBSCO: Business publications and journals site provides an extensive range of academic and professionals journals (more extensive than Google Scholar), for research which critically evaluates the theory in more depth (important at level 5, but vital at level 7). The CIPD provides lots of help on using this site and exploring further.
We discourage you from using Wikipedia as a source, after all this is an open site, where anyone can contribute. The contributions are anonymous so we don’t know the source, so how can we claim that the research is coming from valid and reliable sources if we don’t know these (the same can be said if we just find ‘random’ sites, with unknown named sources via Google). However, Wikipedia is good for background reading (along with other sources) on the subject. Also, of vital importance, Wikipedia does cite references within the text and provides details in their list of references at the end. Consider these citations and references (determining who wrote them) as a way of identifying further research sources.
On a final point, whilst, reports from professional consultancy organisations (i.e. KPMG, PwC, Deloitte, Accenture, Ernst & Young) do provide up to date research and valuable insights on the industry, you need to be aware that the reports may not have been written by independent named academics who have scrutinised the research in terms of the methods used and conclusions provided. Whilst, these reports can be used, make sure you analyse the results taking this into account and the fact that the research has been written by a commercial organisation, who may benefit commercially from the findings.
In terms of the above points, the CIPD Knowledge Hub (see link above) provides excellent guidance on conducting and scrutinising the research evidence. One report that is particularly useful is the CIPD’s excellent In search of the best available evidence (2016) , which investigates why evidence-based practice is so important, the principles that underpin it, how it can be followed and how challenges in doing so can be overcome Outside of the CIPD core texts and sources the books by Stella Cottrell provide very useful help:
The Study Skills Handbook (Macmillan Study Skills) Paperback – 18 Mar. 2019 >
Critical Thinking Skills: Effective Analysis, Argument and Reflection (Macmillan Study Skills) Paperback – 17 Mar. 2017 >
Preparation: How do I prepare? How should I manage my time?
Applies to all CIPD levels. Download all the assessments right from the start and provide an initial scan over these, so you can start scoping, from the very start, what is involved for each unit. Some learners seem surprised at what is involved within the assessment when they attend their first session for the unit. Preparation beforehand will almost certainly take away the element of surprise (or unexpected shocks).
If you know the timetable for the units/modules, start putting the deadline dates in the diary. Remember these are deadline dates, you can submit beforehand. Try to put a completion date in your diary of when you intend to complete the assignment, maybe 3-5 days before the deadline date. This gives you time to read over the assessment and reflect on this. We find there is a strong correlation between people not passing an assessment if they submitted the assessment very close to the deadline date and time (with only minutes, sometimes seconds to spare).
Just before starting the new unit/module, read over the requirements thoroughly and then start identifying key chapters/texts that relate to the assessment criteria.
Once you have read over the assessment activity and criteria, start preparing a list of questions (of where you may be confused and/or want further clarification) in readiness for the sessions.
Start the assignment as soon as possible after the session. This is advisable, as information is fresh in your mind. Dedicate time in your diary to work progressively on the assessment (maybe an hour a day). This means you can go away and reflect on what you have written, and then revisit the assessment with a fresh perspective. Do not wait for the last minute for inspiration, it rarely happens, particularly when we are feeling stress and anxiety.
Structure: What format should I use for my assignment?
Applies to all levels: This will vary depending on the assessment activity. Make sure you read the requirements of the assessment activity/criteria carefully and importantly follow the guidance of the tutor. If in doubt, do not ‘suffer in silence’ or make ‘assumptions’ ask the tutor within the sessions, or email them as soon as possible, at least a week before the deadline date.
Referencing: How do I reference different sources?
Applies to all levels: In two words use Harvard Referencing. As well as help on the learning hub and the handbooks. Many of the universities have guides on Harvard referencing (written by academics). For example, a very useful interactive guide has been written by Anglia University along with a PDF summary guide. Google Scholar and the CIPD’s EBSCO site provides a ‘citation’ button/link to help with this. Also, there are numerous tools to help with referencing/citations including Microsoft Word and Neil’s ToolBox .
Overall, outside of the CIPD core texts the books by Stella Cottrell provide very useful help:
The Study Skills Handbook (Macmillan Study Skills) >
Critical Thinking Skills: Effective Analysis, Argument and Reflection >
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CIPD Level 3
This qualification is ideal for individuals at the entry-level of their career in the people profession.
CIPD Level 5
This level of qualification is ideal for people professionals seeking to develop their skills further in organisational learning, development and people management.
CIPD Level 7
CIPD Advanced Qualifications (Level 7) are equivalent to master’s and postgraduate degree qualifications.
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Welcome to HelpCIPD, your dedicated partner in navigating the intricate world of professional development and Human Resources excellence. HelpCipd is a premier Human Resource Research Agency specialising in CIPD (Chartered Institute of Personnel and Development) certification assignment assistance. HelpCipd is committed to empowering individuals and organisations to achieve unparalleled HR management success.
At HelpCIPD, we understand that obtaining a CIPD certification is a significant milestone in one’s career journey, and the accompanying assignments can be both challenging and demanding. Our mission is to alleviate the stress and ensure success by offering comprehensive and tailored help for your CIPD certification assignments.
Our commitment extends beyond mere academic support; we strive to foster a dynamic learning environment where individuals can enhance their HR skills, critical thinking abilities, and overall professional competence. HelpCIPD is committed to supporting and providing help towards achieving excellence in academia and the practical application of HR principles in real-world scenarios.
Embark on your CIPD certification journey confidently, knowing that HelpCIPD is here to provide unwavering help in CIPD assignments through support, personalised guidance, and the resources you need to excel. Let’s navigate the path to success together as you elevate your HR expertise and contribute to advancing your career and the field of human resource management.
The HELPCIPD Team of professionals
With a team of seasoned HR professionals, educators, and experts, HelpCipd brings knowledge and experience to guide and provide personalised CIPD assistance through every facet of your CIPD journey.
Whether you are pursuing Level 3, Level 5, or Level 7 qualifications, HelpCipd is dedicated to providing top-notch assignments that align with the curriculum and the rigorous criteria set by the Chartered Institute of Personnel and Development. Our writers rigorously proofread the assignments to ensure errors are alleviated. Our quality assurance department then reviews the CIPD Assignments before submitting the final assignment.
Our services are competitively priced and affordable for everyone, fulfilling our vision of empowering people to pursue professional development without financial assistance. Join us in achieving success without breaking the bank! Also, get a discount on your first order.
The Chartered Institute of Personnel Development is a globally recognised professional body for Human Resources, Learning and Development. CIPD is responsible for ensuring human resource professionals have the qualifications to earn a membership at various levels.
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HelpCipd assures that our team of experts and professionals does all assignments will be accompanied by a plagiarism report as proof of originality in line with CIPD requirements. HelpCipd has a NO Artificial Intelligence (AI) use policy to ensure the originality and uniqueness of your assignments. HelpCipd ensures all CIPD Module assignments are researched, written, and structured from scratch by our qualified experts and professionals based on the requirements of each CIPD module/course. All CIPD Module Assignments are edited, proofread and revised by our Quality Assurance department team to ensure your papers stand out.
HelpCipd remains committed to ensuring 100% success rates for the assignments submitted by our clients. We, therefore, provide free revisions; as such, you bear no additional costs to ensure the assignments are redone to pass as per CIPD requirements.
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HelpCipd is dedicated to ensuring your success with round-the-clock customer service support. Our professionals are available 27/7 to address any inquiry, provide guidance, and help with your CIPD Assignments.
Level Three – Foundation Certificate in People Practice
This qualification is ideal for individuals at the entry-level of their career in the people profession. The Foundation Certificate makes an individual become a CIPD Foundation Member.
Level 5- CIPD Associate Diploma qualifications
This level of qualification is ideal for people professionals seeking to develop their skills further in organisational learning, development and people management. This qualification allows an individual to become a CIPD Associate Member (Assoc CIPD). The Associate Diploma qualifications are designed for individuals with some level of HR Experience or those who have completed their CIPD Level 3 Foundation Certificate. The Qualification may also be pursued by professionals looking to progress in human resource management and learning & development by applying for senior management positions.
CIPD Level 7- CIPD Advanced qualifications
CIPD Advanced Qualifications (Level 7) are equivalent to master’s and postgraduate degree qualifications. Individuals pursuing CIPD Advanced qualifications attain two qualifications: the CIPD Advanced Diploma in Strategic People Management and the CIPD Advanced Diploma in Strategic Learning & Development. CIPD Level 7 is ideal for professionals seeking to advance to strategic senior management roles by acquiring new specialist knowledge and strategic skills.
Get Help in CIPD Assignments and Modules
Level Three – Foundation Certificate in People Practice
Get CIPD Assignment Help in level 3 modules including;
- 3CO01 Business, Culture and Change in Context
- 3CO02 Principles of Analytics
- 3CO03 Core Behaviours for People Professionals
- 3CO04 Essentials of People Practice
This level of Qualification is ideal for people professionals seeking to develop their skills further in organisational learning, development and people management. This Qualification allows an individual to become a CIPD Associate Member (Assoc CIPD). The Associate Diploma qualifications are designed for individuals with some level of HR Experience or those who have completed their CIPD Level 3 Foundation Certificate. The Qualification may also be pursued by professionals looking to progress in human resource management and learning & development by applying for senior management positions.
Get CIPD Assignment Help in level 5 modules including;
- 5C001 Organisational Performance and Culture in Practice
- 5CO02 Evidence Based Practice
- 5CO03 Professional behaviours and valuing people
- 5HR01 Employment relationship management
- 5HR02 Talent management and workforce planning
- 5HR03 Reward for performance and contribution
- 5OS01 Specialist employment law
- 5OS02 Advances in digital learning and development
- 5OS03 Learning and development essentials
- 5OS04 People management in an international context
- 5OS05 Diversity and inclusion
- 5OS06 Leadership and management development
- 5OS07 Well-being at work
CIPD Advanced Qualifications (Level 7) are an equivalent of masters and post graduate degree qualifications. Notably, individuals pursuing CIPD Advanced qualifications attain two qualifications including; CIPD Advanced Diploma in Strategic People Management and CIPD Advanced Diploma in Strategic Learning & Development. CIPD Level 7 is ideal for professionals seeking to advance to strategic senior management roles through acquisition of new specialist knowledge and strategic skills.
Get CIPD Assignment Help in level 7 modules including;
- 7CO01 Work and working lives in a changing business environment
- 7CO02 People management and development strategies for performance
- 7CO03 Personal effectiveness, ethics and business acumen
- 7co04 Business research in people practice
- 7LD01 Organisational design and development
- 7LD02 Leadership and management development in context
- 7LD03 Designing learning to improve performance
- 7OS01 Advanced employment law in practice
- 7OS03 Technology enhanced learning
- 7OS04 Advanced diversity and inclusion
- 7OS05 Managing people in an international context
- 7OS06 Well-Being at work
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CIPD Assignment Help
Not all students are alike when it comes to doing CIPD assignments. Getting good grades needs academic skills, smart thinking, and experience. But if you don’t have these skills, you can still do well with our CIPD Assignment Help Services.
Our expert writers are here to assist you with any kind of assignment you have.
What is CIPD?
CIPD means Chartered Institute of Personnel and Development. It’s a group of professionals in the UK who focus on human resources. They have members all over the world. CIPD researches HR and learning issues. They work with employers and governments to make workplaces better.
CIPD also gives qualifications for HR jobs at different levels. They offer training for HR professionals at all career stages. When you finish a CIPD qualification, you can become a member. This means you get ongoing support and guidance from CIPD, depending on the qualification you have.
How Do You Write Your CIPD Assignment?
If you want to do well in your CIPD assignments and get good grades, follow these steps. Our skilled writers use these steps to create excellent CIPD assignments for our clients.
- Plan and Research: Don’t rush. Take time to plan and do thorough research before writing. Planning helps you feel confident about tackling the assignment.
- Make Draft and Notes: Before starting the main assignment, jot down a draft and rough notes. This helps ensure you cover all points in your argument.
- Proofread and Edit: After writing, check for errors. Our writers can help with proofreading and editing to make sure your assignment is top-notch, free of mistakes.
- Reference: Include a reference page with your assignment. Make sure your references are genuine and related to the information you’ve provided.
- Seek Help: If you’re struggling with your CIPD assignment, don’t hesitate to ask for help. Our team of professional writers can create the best solution for your assignment and deliver it on time.
What CIPD Level Assignment Are You Pursuing? Types of CIPD Assignment Levels We Can Help
The 2021 CIPD qualifications have changed, and many students are still figuring out what these changes mean, especially when it comes to writing assignments. Now, there’s only one qualification at each level, making things simpler.
You can’t start with a CIPD Award or Certificate and then upgrade to a Diploma later on the same level anymore. This new setup has made it tough for students to deal with assignments under these new qualifications. But don’t worry, we’re here to provide you with the best assistance in writing quality assignments, no matter which level you’re studying at..
CIPD Assignment Help: Level 3 Foundation Certificate in People Practice
The CIPD Level 3 qualification is your first step into Human Resource (HR) and Learning and Development (L&D) practice. If you’re working as an HR or L&D administrator, or aiming for a career in this field, this level is perfect for you. And we’re here to assist you with CIPD Level 3 Assignment help all the way through.
Our tutors will help you understand how HR and L&D fit into organizations and the external factors that influence them. They’ll also guide you in developing skills like talent management, recruitment, reward systems, and people development—everything covered in this Level 3 qualification.
If you’re struggling with understanding the content or tackling assignments at this level, don’t hesitate to contact our CIPD assignment writers for assistance.
- 3CO01 Business, Culture and Change in Context
- 3CO02 Principles of Analytics
- 3CO03 Core Behaviours for People Professionals
- 3CO04 Essentials of People Practice
CIPD Assignment Help: Level 5 Associate Diploma in People Management/ Organisational Learning and Development
CIPD Level 5 is for those who already have experience in HR/L&D and want to advance in their careers. Even if you have a degree but lack work experience, you can still take this course. Our CIPD assignment help writers can help you understand human resource management or Learning and Development in your workplace better.
They’ll provide top-notch CIPD assignment writing services at this level, showing you’re capable of evaluating models and practices and thinking strategically to improve your organization’s performance.
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- 5C001 Organisational Performance and Culture in Practice
- 5CO02 Evidence-Based Practice
- 5CO03 Professional behaviours and valuing people
- 5HR01 Employment relationship management
- 5HR02 Talent management and workforce planning
- 5HR03 Reward for performance and contribution
- 5OS01 Specialist employment law
- 5OS02 Advances in digital learning and development
- 5OS03 Learning and development essentials
- 5OS04 People management in an international context
- 5OS05 Diversity and inclusion
- 5OS06 Leadership and management development
- 5OS07 Well-being at work
CIPD Assignment Help: Level 7 Advanced Diploma in Strategic People Management and Strategic Learning and Development
The CIPD Level 7 Advanced Diplomas are the highest level you can achieve with CIPD, similar to postgraduate study. This level focuses on giving you the knowledge to create strategic and innovative solutions to help organizations grow and perform better, especially if you’re working in HR or L&D.
Our CIPD tutors can help you understand important skills like business leadership and managing people, which are crucial at this level. We’ll also assist you in writing your Level 7 CIPD assignments, ensuring you get top grades that prepare you for Chartered membership with CIPD.
If you’re aiming for high grades in your CIPD assignments, no matter the level you’re studying, our CIPD assignment writing services can help you achieve exceptional results. And if you’re swamped with other assignments and don’t have time for your CIPD papers, we’re here to assist you too.
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How to Write an Academic Essay With CIPD
Our guide to helping you write effective academic essays.
An academic essay is a piece of writing in a formal style which answers the question or statement posed in the essay title. The essay will be based on your research and, possibly, your own experience. You’ll need to reflect on your findings and present your ideas in an analytical or critical style.
The essay marker will be looking for your ability to read around a topic, evaluate what you’ve read, and present a coherent argument. You’ll be expected to be make connections between the different ideas and practices relevant to the subject, and to add your own views and conclusions within the context of the question. For example, if the question relates to recruitment and asks you to evaluate current methods of recruitment practice and the methods used by your own organisation, it would be expected that you had read a number of articles, texts, journals and course materials, as well as considering discussions during your face-to-face course sessions, and be able to compare and contrast the views and practices you discover.
The key differences between an academic essay and a business report are:
- An essay may be more free-flowing than a structured report, although it will still be broken into relevant sections to explore the topic and lead the reader through the ‘story’ you’re building.
- As an academic piece of writing, you’ll be expected to ‘cite’ all the sources you’ve used to support your ideas and list them at the end as a reference list or bibliography.
- An essay is usually written solely as an assignment as part of a course, not for a wider audience.
On this page
Planning your essay, writing your essay, presenting your essay, useful contacts and books.
Read the question carefully – what are the outcomes required? What supporting evidence will be needed? What are the action words? Are you being asked to describe something, evaluate several different approaches, or compare and contrast a couple of concepts or practices, or a range? Refer to the question on the assignment brief, but also to the criteria for the unit which often give more clues on what is required in terms of detail. Lastly, review any student guidance provided either written, or from your notes from the Unit session. If you’re unsure what the question is requiring you to do, ask your personal tutor.
It’s important that you know what the expectations are for word count, and whether this is exact, or within a range (this should be stated clearly on the assignment brief). There may also be particular requirements on layout and formatting of your essay.
Specific requirements for a r eferences list (which lists sources you have used or quoted from directly) and/or a b ibliography (which lists other material you have found useful but not drawn on specifically) will be highlighted on the assignment brief.
In our guide: How to study effectively , it’s suggested that you have a system in place to gather your notes, your references, and the materials, textbooks and various website resources to hand when you sit down to plan. You’ll also need the assignment brief and any guidance sheets provided. Make sure you have a good hour at least for this ’thinking‘ work, as it will form the basis for your research and initial writing.
Note the deadline, and work backwards, planning for an initial draft, a second draft, and then time to tidy up your final draft. Leave plenty of time if you’re working in a busy environment, as unexpected work pressures may overturn your plan.
Taking into account the question and the requirements for evidence or examples, start to consider your current knowledge, your latest learning, your knowledge of your organisation’s approach to the topic (or where you may get this from if you’re not employed or you can’t use information from your organisation), and any comparative views you heard, read or are aware of from wider research. What practices does your organisation have, and what do competitors or relevant third parties do? What is the context in which you are responding to the question – internal and external factors? Start with broad considerations, then narrow down to the precise issues and approach to be discussed.
What other sources (journals, texts, internal documents) will you need to refer to, and how might your appendix (if permitted) support your essay? It’s essential that you make a full record of anything you read when researching your topic, or you can waste valuable time looking for that perfect quote you found, but didn’t write down the page number or source document! While researching for your essay, you’re likely to do a lot of reading and note-taking – our guide on How to study effectively has more on reading and note-taking skills.
The introduction will start with a brief summary of the context of the question, with an outline of the topic, and a statement of how you intend to address the question; whether you’ll be using primary or secondary research or both, and referring to other sources of key information which you’ll rely on.
The main body of the essay will be your findings, your personal views, and the views of others (from your reading or quotes from individuals if you’re using primary research). You may break this into relevant sub sections, and you may decide to use some subheadings to guide the reader through your ideas. Any sources you refer to and any quotes you use should be given in the appropriate format in your essay text – see more on citing sources in the paragraph below on references.
Finally, the conclusion will contain a summary of the outcomes and the reasons why you’ve reached your viewpoint. If recommendations are required, they would usually be given after the conclusion – there is often guidance on whether recommendations are part of your essay requirements.
The way you refer to your sources in your essay text (known as ‘citing’ your sources) and your list of references and/or bibliography needs to done in a specific way. The majority of CIPD courses use the Harvard referencing style – see our guide on How to set out references . The guidance in Cite them Right! also follows the Harvard style and is used by many colleges and universities. Marks are often awarded for good referencing as they show how widely you have read as well as allowing others to check your sources. They are also important to avoid claims of plagiarism (presenting other people’s work as your own).
Where your essay refers to a particular report, or key document, you may choose to include a small amount, often in diagrammatic form, in an appendix to your essay, if this will provide relevant information which cannot be contained in the word count. You should refer to the appendix at a relevant point in the main body of the essay, and make sure you state the source clearly in the appendix and include the source in your references list.
A poorly presented piece of work may distract the marker from the points you are making, or indeed make it difficult for them to follow your thinking.
Some key tips:
- Always get someone else to read your work. Can they follow it? If no, why not?
- Check your spelling and grammar – this is important when writing business documents as well.
- Check consistency of headings and text layout.
- Have you referred to anything in the essay which needs to be numbered, or put into a matching appendix?
- Where you have used quotes, tables or diagrams from elsewhere, have you quoted your source and put it into the Reference list?
- Using a front page for your essay is usually recommended as it allows you to state your essay title, course, name or candidate number, date of submission as well as word count and any other information required.
- Last but not least; don’t leave it to the last minute, as this final preparation all takes time. Keep the submission date in mind, and plan to finish several days beforehand. Submitting late can carry penalties, and may lead to your work only being marked once, with no opportunity for improvement.
Open University – skills for study
Palgrave Macmillan Study Skills
COTTRELL, S. (2013) The study skills handbook. 4th ed. Basingstoke: Palgrave Macmillan.
HORN, R. (2009) The business skills handbook. London: Chartered Institute for Personnel and Development.
HORN, R. (2012) Researching and writing dissertations: a complete guide for business and management students. 2nd ed. London: Chartered Institute for Personnel and Development.
MCMILLAN, K. and WEYERS, J. (2007) How to write essays and assignments. Harlow: Pearson Education.
SOLES, D. (2005) The academic essay. Bishops Lydeard: Studymates Ltd.
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How to Write a CIPD Level 5 Assignments with Examples
Before delving into the topics of CIPD Level 5 assignments , we will first give a brief overview of what it is. The acronym stands for Chartered Institute of Personnel Development. It mainly focuses on the subjects of Human Resource and Learning and Development. This qualification is extremely valuable and is acceptable around the UK. Human Resources and training practices are aimed at private, public, and charity sectors.
Through the years, the certification attained recognition in further parts of Europe as well as Ireland. It also became acceptable in the Middle East, UAE, and some Asian regions. There are three basic levels of CIPD. Level 3 is aimed at beginners of the HR field and is meant to build a strong foundation. Level 5 teaches HR Learning and Development at the intermediate level. Candidates preparing for professional positions are eligible for this course. It is also equivalent to having an undergraduate degree. The final level is Level 7 , which is an advanced diploma in the field of HR. This comes equal to a master’s or postgraduate degree.
Now that we have gone through the details of a CIPD qualification, it is time to turn to our guide. We have some major tips to help everyone out there who is doing CIPD Level 5. Assignment writing is essential for any academic certification. However, it can also be pretty daunting when it is time to begin. You might find yourself unable to cope with the task. Or find yourself at a loss when it comes to inspiration. But, with the proper guidance, you can overcome these hurdles and more pass with flying colors.
Plan Everything Out
Be prepared, right from the start. Do not wait for deadlines to complete your assignment. In fact, double and triple check the due date to make sure you finish your work before it arrives. Read carefully through assignment criteria and any other attached instructions. Skim along with your texts, any reference material given, and write down notes to not miss out on anything. This also helps out in mapping down what is expected from you in the assignment. Remember to have an organized timeline. Give an ample period to each phase like outlining, research, drafting, and the final touches before you submit.
Do Not Limit Yourself
Writer’s block is a common ailment that can strike you at the most inconvenient of times. Your intellectual juices might stop flowing as soon as you sat down in front of a blank page. Do not stress yourself out even more though, by getting anxious over it.
To get the flow going, write any relevant idea that is coming to your mind then. Be it a weak and unpromising one. Even a false start is a good start as your brain will start catching up eventually. You just need to jog things a bit to get this muscle going. The more things you write, the clearer your concept will become.
It is important to stay away from the temptations of procrastinating at a time like this. If you hesitate to write anything down and keep waiting for a brilliant spark it might not ever happen. All you need to focus on is continuing to follow your writing schedule even when you don’t want to. This inspiration will hit when you least expect it.
Bring Out the Scholar in You
Academic essays are much different than publications of other styles. They are written formally and need critical thinking to research upon existing theories. When you are going through sources, the best options are peer-reviewed journals or similar academic papers. Other written material like blogs or non-academic articles is not valid resources for the most part. You will most likely need to read through multiple sources before getting the information you desire. Hence, be patient and observe carefully whatever you are read.
Citation is Very Important
Citing and referencing is an essential part of writing an amazing assignment. Academic articles and journals provide authenticity to your work. Therefore, it is important to cite your sources and have a complete list of references. This should be practiced even while taking notes. The Harvard system is used for referencing CIPD assignments. So, it is essential to get used to it earlier on in the assignment writing process.
Edit and Revise
The last stage of the paper is editing and reviewing, which is as important as writing. Make sure all the requirements are being met. Check for any grammar, spelling, or sentence structure errors. The readability of your assignment can also be examined with the help of a friend or CIPD tutor. Finishing a few days before the deadline gives you the time to do all these little yet necessary things.
CIPD Level 5 Assignment Examples
- Assignment Topic: Developing Professional Practices
Objectives: Comprehend what is needed to be an efficient HR professional. Become capable of performing effectively. Gain knowledge about how to create, implement, and review a plan for personal development.
- Assignment Topic: Group Dynamics and Resolving Conflicts
Objectives: Selecting a model or theory to explain the aspects which affect group dynamics. Implementing it for team development. Describing examples of conflict resolving methods and applying them to a conflict situation
- Assignment Topic: Project Management
Objectives: Summarizing a business plan. Application of project management techniques. Analyzing or resolving an issue with the help of these methods.
- Assignment Topic: Effective HR professional
Objectives: Introducing and explaining the usage of a CIPD profession map. In the context of both HR organizations and professionals. Describing a range of related activities, knowledge, and behavior from selected professional sectors.
As any other academic assignment, CIPD Level 5 also takes considerable hard work and dedication. However, if you find things too overwhelming, our CIPD Assignment Help service is just what you need. We provide you with the most expert and experienced writers in the field to do the job for you. Our content is sure to help you get the diploma in no time, at the most affordable cost.
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5CO03 Assignment Example
- December 18, 2021
- Posted by: Harry King
- Category: CIPD Level 5
Task One – Conference Presentation on ethical practice in business
Your manager has asked you to prepare a presentation in readiness for delivery to colleagues on the importance of ethical practice and the business case for such people practices. Your Presentation Pack must include presentation slides, the evidence you have gathered, and presenter notes. It is expected that your presentation pack is aimed at the appropriate audience and is of business format.
You should ensure that your presentation includes a review of the various influences on ethical practice as well as details of a robust business case for the ethical people practices. You also need to provide a Briefing paper as a handout for delegates covering the main points of the presentation in an accessible, easy to read way.
Your presentation should include the following and should refer to the CIPD Profession Map wherever appropriate:
- Define the term professional and explain the requirements of a people professional. (1.1)
- To help explain what is meant by ethical values, give at least three examples of your own personal values and how this affects how you work and develop working relationships. (1.2)
- Contributed to discussions to ensure people practices are
- How you can effectively communicate to engage and influence
- How you might raise issues with situations such as organisational policies or the approach to leadership that conflict with legislation or ethical values. (1.3, 5)
- Drawing on relevant theory provides a robust argument that includes both the business and human benefits of people at work feeling included, valued and that they are being treated fairly (2.1)
- Identify a people practice initiative that has been put in place in response to some form of internal or external feedback, set out the purpose of this initiative and explain how you would evaluate the impact of this initiative paying particular attention to levels of engagement within the organisation. (2.2, 3)
Task Two – CPD portfolio
The purpose of this task is to evidence your approach to Continuous professional development as a people practice professional in conjunction with the CIPD Profession Map. The task combines a number of activities which should be presented as a CPD portfolio.
As an introduction to your portfolio it is important to set the scene to your personal learning journey.
Activity 1 – The Context of Professional Development (3.1)
Explain the following;
- How the role of a people professional is changing?
- What impact are these changes having on our CPD?
- What are the key characteristics of a good-practice CPD?
Activity 2 – Self Assessment
The first stage of your CPD should be to understand where you’ve come from, where you are and where you want to be.
- Using the Standards from the CIPD Professional Map, carry out a self-assessment of your competency against the core behaviours identified, a suggested format is provided. this can be in any format, but evidence is required to support this activity took place (an example template is provided in Appendix 1 ).
- From this Self-assessment, plus other forms of feedback identify your strengths and weaknesses setting personal development objectives to be included within a Professional Development Plan (3.2).
- You now need to consider how you can meet these development objectives, to complete your PDP. Consider the range of learning opportunities available to you and for each development objectives decide on the most appropriate initiative to support your learning journey. (3.3)
Activity 3 – Reflective practice
A key element of our PD is reflecting on our everyday experiences to learn from these, capturing what went well or not so well and how we can learn from such situations.
Your reflections should focus on the following scenarios.
- Identify times when you have taken responsibility for your work/actions, paying particular attention to recognising any mistakes you might have made, how you rectified these mistakes and what you believe you learnt from these experiences. (1.4).
- Identify at least two examples that highlight your approach to working inclusively, plus how you have built positive working relationships with others. Your reflections need to focus on what you did, and the skills and behaviours demonstrated. (2.4)
Activity 4 – assessing the impact of your learning and CPD.
The final part of our CPD is to measure the overall impact of our learning. To achieve this, you need to think about and capture the impacts, covering positive as well as negative. What was the impact on you, your team, your colleagues, your customers, your stakeholders, the organisation or your
department? To support this assessment, you will need to complete a record of your learning for the last 12 months (3.4).
Conference Presentation on Ethical Practice in Business
Welcome to this presentation on the ethical practices in business. This is an issue that highlights the significant issues, behaviours, norms, and practices that people professionals should relate to in their career goals.
I will start by defining professionalism; this is a term describing people who have gone through training and gained formal education experience. People gain credibility in their profession, which is an attribute that results to individual improved performance in their different professional areas.
The requirements of people professionals are that it enable development of people, people practices, and increases experiences of work among the employees. People professionals and other professionals are guided by the CIPD Professional map, which identifies the core knowledge, core behaviours, and specialist knowledge areas that guide them in their careers and the next strategic actions. These aspects champion for a good work and working environment for the people and within the organisation. People professionals are therefore required to be fully involved in the process of influencing others to build better work experiences for all people.
The requirements of a people professional are;
- They uphold professional ethical standards
- They take a strategic expert approach
- Work with teams and recognizes their contributions to performance and achievement of organisational goals.
After explaining the people professionalism concept, the next section will develop insight on the ethical values among professionals in the business. Ethical values define behaviour among professionals, evaluate the rightfulness or morality of decisions made, determine the norms that guide professionals to right behaviours and culture in their places of work. Ethical values determine the support taken to address dilemmas and different organisational issues. Ethical values are meant to ensure that professionals follow the standards and integrity expected of them in delivery of the right practices in workplace. The ethical values help explain the extent to which action is taken to support all the different people professional functions and ensure that employees are not discriminated, harassment, of treated unfairly. Ethical values guide professionals’ behaviours and engagement in delivery of their practices and different organisational functions.
My personal values and how they are applied in context of professionalism include:
- Value of integrity
- Empowering others
- Responsible leadership
These values are applicable in the context of professionalism where I take responsibility in ensuring that I am honest and truthful in all the actions that I engage in. I demonstrate integrity when working with others, which allows me to develop right ethical behaviours that help me navigate through the ethical dilemmas I experience in my line of work. Empowering others involves engaging others in the decision-making process. This is a value that creates opportunities for people to voice their issues and ideas that affect them and their work. Responsible leadership is an ethical value that determines my capability in influencing others. I am a person who leads by example, encourages others, and holds them accountable for the actions that they engage in. I am a person who accepts responsibility when I make mistakes, and I consider this to be an attribute that promotes my capability to becoming the best role model to others. With these personal values, I have been able to effectively complete my work duties and responsibilities.
I make use of the above mentioned and explained personal values to apply to people practices to ensure that I follow the code of ethics, communicate with others to improve levels of engagement and influence others to promote people capability to work and deliver best results. The application of professional integrity to people practices determines the values, norms, and behaviours that shape an ethical culture. Organisation’s code of ethics guides people’s behaviours and actions. Engaged and motivated workforce is led by people with leadership qualities and effective management of organisational policies that create value for the people and for the organisation.
Having discussed the concepts of professionalism and ethical values, I will focus on explaining the issue of inclusion in organisations. Inclusion means accommodating, respecting, and appreciating all people without looking into their protected characteristics. It is a professional role in ensuring that all people are treated equally and fairly. Inclusion allows professionals to perform to their full potential without discriminating against anyone based on the protected characteristics. The benefits associated to creating an inclusive culture include; creating an environment where
Employee retention is enhanced and building a positive corporate reputation. Inclusion eliminates negative behaviours that experiences that people might face is their places of work. Leaders should take advantage of the diverse groups of people who work together to deliver the different organisational goals and objectives. Leaders in supporting a diverse culture benefit from personnel who by supporting diversity and inclusion become more committed to working in the organisation. People inclusion creates a positive organisational brand that attracts qualified and competent talent and helps organisations gain competitive advantage.
External and internal feedback affects the organisational operations as well as the decisions made by different professionals. Initiatives that people professionals should consider include communicating on the relevant issues. Feedback determines the relations between the employers and employees, and the manner in which employers treat employees determine the professionalism impact in organisations (Shanock et al., 2019). Communication is a process where information is exchanged, and the respondent have to act on it and ensure that they provide the relevant feedback. Communication gives all professionals in an organisation an opportunity to voice their concerns. Through this they get to react to the information that is passed on to them. Good communication platforms improve engagement levels. People professionals respond to external and internal organisational feedback by accepting the trends experienced as a result of the changed nature of work. For example, on the issue of coronavirus, people professionals should be ready to adapt to the new work patterns and people relations to support the organisation and people. The initiative to comply with legal regulations and organisational policies is significant in helping people professionals respond to external and internal feedback. This is important in helping professionals respond to the legal needs of the employees within and out of the organisation.
- Professionalism: this is a term describing people who have gone through training and gained formal education experience. People gain credibility in their profession, which is an attribute that results to individual improved performance in their different professional areas. The role of HR is in continuous development cause to social progress, economic and work condition changes. In the last few years, the role of Strategic Partner was born. It is an HR professional that through knowledge, behaviours, and professional skills, can influence the board of director’s decisions and the business direction.
- Professional is a term used to describe people who have gone through training and gained formal education experience. The HR Professional is defined as a Thinking performer, who proposes new ideas based on his knowledge and the principles: added value, improvement, cost reduction, and efficiency. This model was developed from the CIPD in which the levels of effectiveness and efficiency are combined, and a Thinking performer has a high level of both characteristics.
- A profession is a job that an individual works in after going through training, and professionals get a living from the job that they work in.
- Individuals develop and gain credibility in their profession, which is an attribute that results to individual improved performance in their different professional areas.
People professionals are guided by core knowledge, core behaviours, and specialist knowledge areas that guide them in their careers and the next strategic actions.
- Work with teams and recognizes their contributions to performance and achievement of organisational goals.
- Ethical values are the conduct, practices and techniques that define behaviour among professionals in the organisation.
- Ethical behaviour is a core concept that determines the rightfulness or morality of decisions made.
- Ethical values influence norms that determine the right behaviours and culture that professionals develop in their places of work.
- Ethical values determine the support taken to address dilemmas and different organisational issues.
An example of my personal values and how they are applied in context of people practice,
- Value of integrity , Empowering others and Responsible leadership
1.3 & 1.5
People practices are guided by organisation’s code of ethics, Communicating to engage and influence others is an aspect that determines people capability to work and deliver best results to support organizational success. Discussin the concepts of professionalism and ethical values, and focus on explaining the issue of inclusion in organisations. Inclusion means accommodating, respecting, and appreciating all people without looking into their protected characteristics. It is a professional role in ensuring that all people are treated equally and fairly. Inclusion allows professionals to perform to their full potential without discriminating against anyone based on the protected characteristics. The benefits associated to creating an inclusive culture include; creating an environment where employee retention is enhanced and building a positive corporate reputation. Inclusion eliminates negative behaviours that experiences that people might face is their places of work. Leaders should take advantage of the diverse groups of people who work together to deliver the different organisational goals and objectives. Leaders in supporting a diverse culture benefit from personnel who by supporting diversity and inclusion become more committed to working in the organisation. People inclusion creates a positive organisational brand that attracts qualified and competent talent and helps organisations gain competitive advantage.
Ensuring employee satisfaction makes them produce more and better, reduces staff turnover, increases team engagement, makes the work environment lighter, and attracts new talent to your company, among others. Moreover, an engaged staff contributes a lot to the evolution of the company’s organizational structure.
Inclusion is the acknowledgement of people’s differences. It is about creating a culture and an environment where all professionals feel they belong. Inclusion allows professionals to perform to their full potential without discriminating against anyone based on the protected characteristics.
Benefits of diversity and inclusion are:
- Enhances retention of talent to support organizational performance
- Builds a positive corporate reputation.
2.2 & 2.3
- People professionals should make communication more relevant and keep being focused on people
- Accept new trends from the changing nature of work. Ensure that HR comply with legal regulations and organisational policies.
- Feedback determines the relations between the employers and employees, and the manner in which employers treat employees determine the professionalism impact in organisations (Shanock et al. 2019). The initiative to comply with legal regulations and organisational policies is significant in helping people professionals respond to external and internal feedback. This is important in helping professionals respond to the legal needs of the employees within and out of the organisation.
- People professionals respond to external and internal organisational feedback by accepting the trends experienced as a result of the changed nature of work. For example, on the issue of coronavirus, people professionals should be ready to adapt to the new work patterns and people relations to support the organisation and people. The initiative to comply with legal regulations and organisational policies is significant in helping people professionals respond to external and internal feedback. This is important in helping professionals respond to the legal needs of the employees within and out of the organisation.
Changing role of people professionals
Changing professional roles of people professionals in the contemporary world have been as a result of the changing nature of work as well as modernisation and the improved roles that this group of professionals is assigned to. The changing technologies also contribute to changing people professional roles. Technological disruptions have affected HR decisions in completing different HR functions. For instance in recruitment and selection process, people professionals have been adopting to a more focused approach to online recruitment. The recruitment process (Green, 2020), has change the manner in which people professionals attract and select talent from the labour market. The contemporary organisation and significance of digital working is an attribute that has contributed to helping people professionals improve the levels of employee engagements, and at the same time promote links between organisational strategies and organisational success. As opposed to the traditional engagement of the people professionals being involved in the process of hiring and firing employees, organisations have considered changes in the 4extent to which the professionals are engaged and involved in decision-making. Different HR models have been introduced to fit in different organisational platforms because no one specific model can fit all organisations. The implementation of models in organisations. People professionals are becoming advisors and strategic partners to other organisational functions to enhance delivery of the organisational objectives.
Impact of changing roles on CPD
Continuous Professional Development (CPD) is a strategic plan that helps professionals become updated with the knowledge and skills that would help them become fully competent in completing current and future professional roles. CPD is linked to learning to allow professionals go through the development process, make the professionals more confident and strengthen their credibility to completing roles that might even seem challenging to them. Through CPD, professionals learn their weaknesses and develop options to effectively manage the weaknesses. It is a plan that helps professionals gain self-improvement.
Characteristics of a good-practice CPD
A good-practice CPD is reflective because it creates an environment for professionals to reflect on their current professional position, and the learning opportunities that would help them progress in their careers.
Individuals should develop their CPD records and plans to identify the actions they have taken to direct their actions and choose the best learning opportunities. The employers should not be involved in developing CPD plans for their employees. The reason behind this is that the employers are responsible in only responsible in supporting the employees through the development process, but they do not make decisions on behalf of the employees.
CPD should have specific development goals set to help find out the learning actions and opportunities that the professional should take to gain more skills and knowledge, and record progress in their careers. The professionals act on these development goals to ensure that they improve and progress on their careers. The goals developed should be specific, measurable, achievable, relevant, and time bound. This means that individuals should be focused enough to make the right decisions and deliver the right objectives relevant to creating progress in their careers.
CPD should provide opportunities for formal and informal learning. Professionals should engage in all forms of learning, which are platforms to gaining more skills. The employers should provide opportunities for professionals to get access to the different learning opportunities. Leaning is important because it enhances development of more skills and knowledge, which are needed in completing the assigned duties. Organisations that uphold a learning culture relate well with the employees because they feel that the opportunities given to them to learn make them become more responsible. They feel valued and contribute significantly to organisational progress.
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