Emerging Developments in Employee Voice and Engagement
5HR01 Employment Relationship Management Specialist Learner Assessment Brief and Feedback Sheet 1123_5HR01_21_1 Level 5 Associate Diploma in ▪ People Management 1123_5HR01_21_1 Level 5 Associate Diploma Please write clearly in block capitals. Centre number Learner number Learner surname Learner other names Assessor name Assessor signature Internal quality assurer name Internal quality assurer signature Assignment start date Assignment end date Assignment submission date Assignment re-submission date for centre marking (only one re-submission allowed) Level 5 Associate Diploma Declaration of Authentication Declaration by learner I can confirm that this assessment is all my own work and where I have used materials from other sources, they have been properly acknowledged. Assessor name: Assessor signature: Date: Declaration by Assessor I confirm that I am satisfied that to the best of my knowledge, the work produced is solely that of the learner. Assessor name: Assessor signature: Date: Level 5 Associate Diploma 5HR01 Employment Relationship Management This unit examines the key approaches, practices and tools to manage and enhance the employee relationship to create better working lives and the significant impact this can have on organisational performance. “A positive employee relations climate and high levels of employee engagement have the potential to lead to enhanced business outcomes, better health and well-being. Here we provide a collection of resources covering employee relations and the psychological contract; employee communication and employee voice; employee engagement; mediation and conflict; absence management; diversity in the workplace; and flexible working practices” https://www.cipd.co.uk/knowledge/fundamentals/relations Follow the link above to access the CIPD resources to help you to gain the knowledge, information and tools to manage the employment relationship with topics on absence management, diversity, gender pay gap reporting, flexible working and employee engagement. Preparation for the Tasks: ▪ At the start of your assignment, you are encouraged to plan your assessment work with your Assessor and where appropriate agree milestones so that they can help you monitor your progress. ▪ Refer to the indicative content in the unit to guide and support your evidence. ▪ Pay attention to how your evidence is presented, remember you are working in the People Practice Team for this task. ▪ Ensure that the evidence generated for this assessment remains your own work. You will also benefit from: ▪ Acting on formative feedback from your Assessor. ▪ Reflecting on your own experiences of learning opportunities and training and continuing professional development. ▪ Reading the CIPD Insight, Fact Sheets and related online material on these topics. https://www.cipd.co.uk/knowledge/fundamentals/relations Level 5 Associate Diploma Task One – Information document As your information document is being prepared for a formal senior management meeting (SMT), it should be clear and well supported by appropriate theory and legislation. Please provide clear guidance on where your resources can be found in the form of a comprehensive bibliography. You can use the AC numbers as your headings for each section. Your information document is to be provided to SMT for their forthcoming planning meeting where the main priority is to identify ways to improve business performance. The SMT don’t normally deal with day-to-day employment relationship matters so will need to have clear guidance from you. Your CEO has asked that your document should include an understanding of the connections between the employee relationship and organisational performance. The document must therefore include: Identify the distinction between organisational conflict and misbehaviour, and between informal and formal conflict within the organisation. (AC 2.1) Discuss the distinction between official and unofficial employee action. (AC 2.2) Research and assess emerging trends in the types of conflict and industrial sanctions that affect organisational performance. (AC 2.3) Distinguish between third-party conciliation, mediation and arbitration to help SMT understand the differences including the benefits and constraints of each (AC 2.4) Explain the principles of legislation relating to unfair dismissal in respect of capability and misconduct issues. (AC 3.1) Analyse and present the key causes of employee grievances (AC 3.2) and explain the skills required for effective grievance and discipline-handling procedures. (AC 3.3) Advise on the importance of handling grievances effectively. (AC 3.4) Help SMT understand the main provisions of collective employment law (AC 4.1) Compare the types of employee bodies, union and non-union forms of employee representation (AC 4.2) Evaluate the purpose of collective bargaining and how it works (AC 4.3) Your evidence must consist of: ▪ Information Document with appropriate references and a bibliography (approximately 3000 words) refer to CIPD wordcount policy. Level 5 Associate Diploma Task Two – Presentation pack Your CEO has asked you to prepare a power point presentation with supporting notes to help SMTto understand Employee voice, engagement and practices to support better working lives within the organisation. The focus is to give them theoretical understanding of how Employee Engagement strategies couldhelp improve organisational performance and reduce conflict within the workplace. The presentation must include: • A review of emerging developments to inform approaches to employee voice and engagement. (AC 1.1) • Differentiate between employee involvement and employee participation and discuss how it buildsrelationships. (AC 1.2) • Assess a range of employee voice tools and approaches to drive employee engagement and increase organisational performance and advise SMT which tools and approaches you would recommend. (AC 1.3) • Critically evaluate the interrelationships between employee voice and organisational performance. (AC 1.4) • Explain the concept of better working lives and how this can be designed. (AC 1.5) It is essential that you refer to academic concepts, theories and professional practice for the tasks to ensure that your work is supported by analysis. Please ensure that any references and sourcesdrawn upon are acknowledged correctly and supported by a bibliography. Please use the AC number as your slide heading to ensure it is clear which Assessment Criteria is being evidenced. Your evidence must consist of: ▪ Slide deck and presenter notes (approximately 1000 words, refer to CIPD word count policy) Level 5 Associate Diploma Assessment Criteria Evidence Checklist Use this as a checklist to make sure that you have included the required evidence to meet the task. Please enter the evidence title and where it can be referred to. An example has been provided for you. Task 1 – Information document 2.1 Assessment criteria Distinguish between organisational conflict and misbehaviour, and between informal and formal conflict. 2.2 Distinguish between official and unofficial employee action. 2.3 Assess emerging trends in the types of conflict and industrial sanctions. 2.4 Distinguish between third-party conciliation, mediation and arbitration. 3.1 Explain the principles of legislation relating to unfair dismissal in respect of capability and misconduct issues 3.2 Analyse key causes of employee grievances 3.3 Explain the skills required for effective grievance and discipline-handling procedures 3.4 Advise on the importance of handling grievances effectively 4.1 Explain the main provisions of collective employment law Evidenced Evidence reference Y/N Level 5 Associate Diploma 4.2 Compare the types of employee bodies, union and non-union forms of employee representation 4.3 Evaluate the purpose of collective bargaining and how it works Task 2 – Presentation – slide deck with supporting notes Assessment criteria 1.1 Review emerging developments to inform approaches to employee voice and engagement. . 1.2 Differentiate between employee involvement and employee participation and how it builds relationships. 1.3 Assess a range of employee voice tools and approaches to drive employee engagement. 1.4 Critically evaluate the interrelationships between employee voice and organisational performance. . 1.5 Explain the concept of better working lives and how this can be designed Evidenced Evidence reference Y/N Level 5 Associate Diploma 5HR01 Employment Relationship Management Assessment Criteria marking descriptors. Assessors will mark in line with the following assessment criteria (AC) marking descriptors, and will indicate where the learner sits within the marking band range for each AC. Assessors must provide a mark from 1 to 4 for each assessment criteria within the unit. Assessors should use the mark descriptor grid as guidance so they can provide comprehensive feedback that is developmental for learners. Please be aware that not all the mark descriptors will be present in every assessment criterion, so assessors must use their discretion in making grading decisions. The grid below shows the range for each unit assessment result based on total number of marks awarded across all assessment criteria. To pass the unit assessment learners must achieve a 2 (Low Pass) or above for each of the assessment criteria. The overall result achieved will dictate the outcome the learner receives for the unit, provided NONE of the assessment criteria have been failed or referred. Please note that learners will receive a Pass or Fail result from the CIPD at unit level. Referral grades can be used internally by the centre. Overall mark Unit result 0 to 31 Fail 32 to 41 Low Pass 42 to 52 Pass 53 to 64 High Pass Level 5 Associate Diploma Marking Descriptors Mark Range Descriptor 1 Fail Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC. Insufficient examples included, where required, to support answers. Presentation and structure of assignment is not appropriate and does not meet the assessment brief. 2 Low Pass Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC. Sufficient and acceptable examples included, where required, to support answers. Required format adopted but some improvement required to the structure and presentation of the assignment. Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way. 3 Pass Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC. Includes confident use of examples, where required, to support each answer. Presentation and structure of assignment is appropriate for the assessment brief. Answers are clear and well expressed. 4 High Pass Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate). Includes strong examples that illustrate the point being made, that link and support the answer well. Answers are applied to the case organisation or an alternative organisation. Answers are clear, concise and well argued, directly respond to what has been asked. The presentation of the assignment is well structured, coherent and focusses on the need of the questions. Includes clear evidence of the use of references to wider reading to help inform answer. Level 5 Associate Diploma Marking grid To be completed by assessor(s):Task 1: Unit Code Learning outcomes and Assessment criteria 2.1 Distinguish between organisational conflict and misbehaviour, and between informal and formal conflict. 2.2 Distinguish between official and unofficial employee action. 2.3 Assess emerging trends in the types of conflict and industrial sanctions. 2.4 Distinguish between third-party conciliation, mediation and arbitration. 3.1 Explain the principles of legislation relating to unfair dismissal in respect of capability and misconduct issues 3.2 Analyse key causes of employee grievances 3.3 Explain the skills required for effective grievance and discipline-handling procedures 3.4 Advise on the importance of handling grievances effectively Assessor comments Provide rationale taken from the marking descriptors for judgements against each assessment criterion and identify further areas for development Mark 1-4 Level 5 Associate Diploma 4.1 Explain the main provisions of collective employment law 4.2 Compare the types of employee bodies, union and non-union forms of employee representation 4.3 Evaluate the purpose of collective bargaining and how it works Total for this Task Task 2: Unit Code Learning outcomes and Assessment criteria 1.1 Review emerging developments to inform approaches to employee voice and engagement. 1.2 Differentiate between employee involvement and employee participation and how it builds relationships. 1.3 Assess a range of employee voice tools and approaches to drive employee engagement. 1.4 Critically evaluate the interrelationships between employee voice and organisational performance. 1.5 Explain the concept of better working lives and how this can be designed Total for this Task Total Marks for this Unit Assessor comments Provide rationale taken from the marking descriptors for judgements against each assessment criterion and identify further areas for development Mark 1-4 Level 5 Associate Diploma Assessor Feedback Summary: Assessor name: Signature: Low Pass Refer Fail Decision: High Pass Pass Low Pass Refer Fail Date: Internal Quality Adviser name: (if sampled) Signature: Decision: High Pass Pass Date:
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