CIPD Level 5 Assignment Example | 5HR02: Talent Management and Workforce Planning

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CIPD Level 5 Assignment Example | 5HR02: Talent Management and Workforce Planning

Task 1: The presentation must include:

  • An explanation of how organizations strategically position themselves in competitive labor markets. (AC 1.1)
  • An explanation of the impact of changing labor market conditions on resourcing decisions. (AC 1.2)
  • A discussion on the role of government, employers, and trade unions in ensuring future skills needs are met. (AC 1.3)
  • An examination of turnover and retention trends and the factors that influence why people choose to leave or remain (AC 3.1)

Sample Answer: Talent Management and Workforce Planning Slides

Task Two

  •  Workforce PlanningAn analysis of the impact of effective workforce planning. (AC 2.1)
  • An evaluation of the techniques used to support the process of workforce planning (AC 2.2)
  • Explain approaches to succession and contingency planning aimed at mitigating workforce risks. (AC 2.3)
  • Assess the strengths and weaknesses of different methods of recruitment and selection to build effective workforces (AC 2.4)

Talent Management

  • Compare different approaches to developing and retaining talent on an individual and group level. (AC 3.2)
  • Evaluate approaches that an organization can take to build and support different talent pools. (AC 3.3)
  • Evaluate the benefits of diversity in building and supporting talent pools (AC 3.4)
  • Explain the impact associated with dysfunctional employee turnover. (AC 3.5)

Contractual Arrangement and Onboarding

  • Assess suitable types of contractual arrangements dependent on specific workforce needs. (AC 4.1)
  • Differentiate between the main types of contractual terms in contracts. (AC 4.2)
  • Explain the components and benefits of effective onboarding. (AC 4.3)


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Sample Answer Task 2 (Section 2.1)

Chapter 1

AC 2.1: Impact of Effective Workforce Planning:

Workforce planning is part of the workforce management practices that are used for the prediction of the number of employees that are needed in an organization at some point for the appropriate action to manage them to attain organizational goals. Workforce planning is applied in organizations to solve numerous long-term and short-term goals.

Cost Reduction:  Through analysis of the different future scenarios, workforce planning helps to determine the most appropriate and cost-efficient method to hire local talent and place them at the working site or outsource operations to contingent service providers and freelancers. With proper workforce planning, it becomes possible to reduce the cost of unexpected attrition for better talent recruitment and management.

Efficient Talent Recruitment and Management: When the organization is able to plan and recruit staff in an appropriate manner, it becomes possible to have the right workforce. On the same note, it allows for the organization to conduct the appropriate training for them to master applications and adopt new strategies.

Improves Business Agility:  Proper workforce planning helps to build flexibility in the workforce and avoid uncertainties. Workforce planning helps organizations to practice well in a manner that allows assessment of filling of gaps based on the prevailing conditions

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AC 2.2: Technique for Workforce Planning

AC 2.3: Succession and Contingency Planning AC 2.3

AC 2.4: Strengths and Weaknesses of Recruitment and Selection


Chapter 2: Talent Management

AC 3.2: Developing and Retaining Talent

AC 3.3: Build and Support Different Talent pools

AC 3.4: Benefits of Diversity in Building and Supporting Talent Pools

Chapter 3 – Contractual Arrangements and Onboarding

AC 4.3 Types of Contractual Arrangements Dependent on Specific Workforce needs

AC 4.4: Components and Benefits of effective onboarding

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