To be completed by candidate and assessor(s):
CIPD Membership/ registration No:
Unique Learner No (ULN) (if applicable):
Assessment activity (and assignment title if applicable) and the learning outcomes addresses:
Date due for assessment:
Extension request date
Actual date evidence submitted:
Revised due date
I confirm that the work/evidence presented for assessment is my own unaided work.
I have read the assessment regulations and understand that if I am found to have ‘copied’ from published work without acknowledgement, or from other candidate’s work, this may be regarded as plagiarism which is an offence against the assessment regulations and leads to failure in the relevant unit and formal disciplinary action.
I agree to this work being subjected to scrutiny by textual analysis software if required.
I understand that my work may be used for future academic/quality assurance purposes in accordance with the provisions of the Data Protection Act 1998.
I understand that the work/evidence submitted for assessment may not be returned to me and that I have retained a copy for my records.
I understand that until such time as the assessment grade has been ratified through internal and external quality assurance processes it is not final.
AR1_Assessment report 1 V 1.0
To be completed by assessor(s):
Learning outcomes and Assessment criteria
Provide rationale for judgements against each assessment criterion and identify areas for development
Assessor feedback summary:
Internal Verifier name:
Action to be taken by assessor(s) following I/V sampling (specify):
AR1_Assessment report 1 V 1.0
CIPD Level 5 HR Management
Project Plan 4
Risk Assessment 5
Creative Thinking 7
Interpersonal Personal Conflict 9
Managing Political Behaviour 10
“A third of employees feel that their career development so far has failed to meet expectations; suggesting employers need to do more to retain talented staff” Churchard, C. (2014). Dissatisfaction with career training development hits talent retention.People Management online. [online] Available at: http://www.cipd.co.uk/pm/peoplemanagement/b/weblog/archive/2014/10/29/dissatisfaction-with-career-training-and-development-hits-talent-retention-survey-suggests.aspx [Accessed 29 Oct. 2014].
The purpose of this project is to investigate the organisation’s recruitment and selection processes to improve their cost-effectiveness and quality, reviewing the quality of people they bring into the company, and enhance the level of new recruits’ ‘engagement’ with the organisation. Looking at both recruitment and new recruits engagement in two parts and running concurrently.
By breaking the project into components it allows us to see what is required and what improvements can be made to ensure there is a robust talent management plan in place for future. When we look beyond our own business and start to look at others such as those discussed in the above article we begin to understand that these areas which are key motivators within the work place need robust strategies to retain talented employees.
All successful projects are thoroughly planned and designed, so that they not only consider initiations, key elements, those involved, and timescales.
There are various methods of