5HRF CIPD Assignment Help Examples |5HRF CIPD Assignment Help Samples

What is CIPD 5HRF Assignment Help Examples?

CIPD 5HRF is a professional qualification in Human Resource Management. The qualification is designed for individuals who wish to develop their skills and knowledge in HR and advance their career in the field. The course consists of various modules, including HR analytics, employment law, employee engagement, and talent management.

The CIPD 5HRF assignment help examples refer to the different tasks and projects that students are required to complete as part of the qualification. These assignments are designed to help students apply the theories and concepts learned in class to real-world situations.

Examples of CIPD 5HRF assignments may include conducting an analysis of employee engagement within a specific organization, developing a talent management strategy for a company, or analyzing the impact of employment law on an organization’s HR policies and procedures.

Completing these assignments requires students to conduct research, critically evaluate information, and develop practical solutions to complex HR issues. Through the assignments, students develop their analytical, problem-solving, and communication skills, which are essential for a successful career in HR.

5HRF CIPD Assignment Help Examples as Explained by our Experts

(AC1.1, 1.3, 2.1, 2.2, 3.1, 4.1 and 4.2) (2200 words) You are required to conduct some research into how HR supports organisational performance. For task 4, you will need to access an article from your Home Page on Online Services (downloads/HRM MODULE 1 – Article for Review 5HRF Part B_.pdf), that discusses 3 organisations, and how their HR practices link with positive organisational outcomes. You are required to research and write-up your findings covering the sections below:
	Assessor Comments	PASS / REFER
1.
Provide a brief business justification for managing HR in a professional, ethical and just manner (AC1.3) (approx 100 words)	30.9.21 Your revisions are accepted Previous comments Abdulrahman: your answer does not related to the task. Please delete and write a new justification for why HR functions need to behave professionally, ethically and in a just manner.	Pass
Referred Work Date Work Assessor Comments 2021-08-17 16:11:30 Evidence of a general connection between employee engagement and business results is essential to build the initial business case for investing in an engagement strategy. However, an organization must measure its own performance and explicitly link its employee engagement activities to tangible business results if it expects leaders to continue to allocate time and money to ongoing engagement objectives. Abdulrahman: your answer does not related to the task. Please delete and write a new justification for why HR functions need to behave professionally, ethically and in a just manner. It is imperative to manage human resources in an ethical, professional and justified manner due to various business benefits. Ethical treatment of the employees increases the level of motivation among the employees and they trust the organization more. It is important to make sure that HR treats the employees professionally without any forms of discrimination (Buyens and De Vos, 2001). Otherwise, this leads to dissatisfaction of the employees, and therefore affect the loyalty of the employees to the organization. In addition, ethical and just treatment of the employees enables for a good image of the brand and positioning in the labor market. A company which does not treat its employees ethically and treats employees unjustly, often faces many challenges in business.
Explain how these have evolved/are evolving in contemporary organisations. (AC1.2) (approx 200 words)	30.9.21 Your revisions are accepted Previous comments Abdulrahman: this is too short and seems to be based on the article you are required to read and discuss below. Please delete and write a new narrative describing how the HR function has changed over the last 10 to 20 years.	Pass
Referred Work Date Work Assessor Comments 2021-08-17 16:11:30 – In 3M there are correlations between engagement and business outcomes, most notably innovation. For example, the organization conducted a study among its business laboratories to measure the relationship between engagement and innovation. – Measurement efforts at Infosys have demonstrated a link between employee engagement and customer satisfaction. – Schlumberger reviews monthly service quality statistics organized by client, geography, and type of service. Abdulrahman: this is too short and seems to be based on the article you are required to read and discuss below. Please delete and write a new narrative describing how the HR function has changed over the last 10 to 20 years. – IThe functions which the HR management employees perform has evolved a lot over the years. This can be attributed to the evolution of the organizations and the manner in which the business objectives are met in the contemporary business landscape. However, the functions which were delivered about 50 years ago in organization by the HRM, was quite different and limited to basic aspects only. Before 1900s, the workers were subjected to tough working conditions and were considered to be expendable. The idea associated with the wellbeing of the workers and its link to the productivity had emerged only after 1890. This led to a shift in the role of the employees from mere recruiters, to have a holistic approach towards the betterment of the employees. After 1950s, the importance of the psychological wellbeing of the workers also became important and this made it essential for the HR to ensure better management of the human resources and ensure their wellbeing. In addition, advent of the various new technologies, caused the HR to evolve with regards to training and development, performance management and reward distribution systems, and incorporate these latest technologies into their work processes. This is how the role of the HR in the organizations have evolved.
Give examples of the main organisational objectives that the HR function is responsible for delivering. (AC1.1) (approx 200 words)	30.9.21 You have made progress here and this narrative does have value but unfortunately you have focused it on HR objectives not organisational ones. Please delete from “the main notable functions……” and replace this with a narrative explaining the organisational objectives that HR are expected to deliver. You may want to consider the following: Alignment of HR activities to organisational strategy and individual performance objectives Promoting good employment relations Developing careers and skills Organisation and job design n development Previous comments Abdulrahman: this is a good start but is too short and lacking in analytical detail. Please expand and explain your argument. Then resubmit.	Refer
Referred Work Date Work Assessor Comments 2021-09-30 09:54:19 There are many organizational objectives which the HR department is expected to perform. One of the main organizational functions is to help the organization deliver on its main corporate strategy. The HR function helps the company with their corporate strategy by ensuring that good talents are recruited to the company. Basically, the functions of the HR personnel begin from the attracting and recruitment of the employees all through the entire employee lifecycle. HR performs a variety of functions throughout the employee lifecycle and in this way, HR provides support to the various employees (Vickers, 2005). The main notable functions which are performed by the HR personnel include recruitment and selection, performance management, engaging with the employees, reward management and payroll. These are among the most important aspects which are performed by HR function. HR function also includes understanding the labor market trends and also help the organization in positioning the company appropriately in the labor market. This is one of the most important roles performed by the HR department, and accordingly enables the organization to get good talents and maintain a strong workforce. In addition, performance management and based on the performance outcomes, training and development are also among the important functions of the HRM. 30.9.21 You have made progress here and this narrative does have value but unfortunately you have focused it on HR objectives not organisational ones. Please delete from “the main notable functions……” and replace this with a narrative explaining the organisational objectives that HR are expected to deliver. You may want to consider the following: Alignment of HR activities to organisational strategy and individual performance objectives Promoting good employment relations Developing careers and skills Organisation and job design n development Previous comments Abdulrahman: this is a good start but is too short and lacking in analytical detail. Please expand and explain your argument. Then resubmit. Referred Work Date Work Assessor Comments 2021-08-17 16:11:31 retention the employees to stay longer by attraction and motivation. Examples on the motivation: Performance management, Rewards and recognition, Work /life balance. Examples on the Attraction: Reputation management, Work force selection and Organizational orientation Examples on the Retention: Daily satisfaction, Effective senior leadership, Ethics, diversity, and safety Abdulrahman: this is a good start but is too short and lacking in analytical detail. Please expand and explain your argument. Then resubmit. There are many organizational objectives which the HR department is expected to perform. One of the main organizational functions is to help the organization deliver on its main corporate strategy. The HR function helps the company with their corporate strategy by ensuring that good talents are recruited to the company. Basically, the functions of the HR personnel begin from the attracting and recruitment of the employees all through the entire employee lifecycle. HR performs a variety of functions throughout the employee lifecycle and in this way, HR provides support to the various employees (Vickers, 2005). The main notable functions which are performed by the HR personnel include recruitment and selection, performance management, engaging with the employees, reward management and payroll. These are among the most important aspects which are performed by HR function. HR function also includes understanding the labor market trends and also help the organization in positioning the company appropriately in the labor market. This is one of the most important roles performed by the HR department, and accordingly enables the organization to get good talents and maintain a strong workforce. In addition, performance management and based on the performance outcomes, training and development are also among the important functions of the HRM.
2.
Give a brief summary of two different ways HR objectives can be delivered in organisations. (AC1.1) (approx 250 words)	30.9.21 Your revisions have been accepted Previous comments Abdulrahman: you do not appear to understand the instructions for this task. Please describe two of the following ways in which the HR function can be delivered: HR generalists, business partners, specialists, shared services, centres of expertise, outsourcing, offshoring, consultancy, and interim management. In terms of the work of individual HR employees, you could also consider various models of flexible working as well as virtual, home-based working.	Pass
Referred Work Date Work Assessor Comments 2021-08-17 16:11:32 Attraction & retention for example: Create a targeted recruitment plan then Synchronize recruitment and engagement and consider branding as part of recruitment and remember that an engaged workforce is also a diverse workforce where the Organizations that merely say “diversity matters” without any foundational efforts will not be successful in talent retention. Abdulrahman: you do not appear to understand the instructions for this task. Please describe two of the following ways in which the HR function can be delivered: HR generalists, business partners, specialists, shared services, centres of expertise, outsourcing, offshoring, consultancy, and interim management. In terms of the work of individual HR employees, you could also consider various models of flexible working as well as virtual, home-based working. The HR objectives may be delivered using various ways and these include the following: HR shared services: This is one way of delivering the HR functions and is mainly associated with concentrating the administrative roles into a central hub inside an organization. This system is service focused and enables the customers to specify the level of the service required. This makes HR shared services quite flexible, and fit to the needs of the business in general. The origins of the shared services is mainly from finance departments, but there are various models for providing centralized services in organizations. The shared service approach is a very good way of organizing all the different activities in a broader HR operating model. HR shared services are exceptionally important for providing typical services such as routine administrative tasks, like recruitment, leavers, payroll, new joinees, and changes in various roles of the employees and their contracts. HR outsourcing: This mainly involves establishing a contractual relationship with a third party organization which offers HR related services to the organization. This was the organization, is able to assign some of the HR activities to these third-party service providers, such as recruitment, payroll, and rewards (Adler, 2003). This is one of the most important methods of delivering HR services, and is adopted by many small companies. The most important benefit of HR outsourcing is that specialized skills can be availed, and the organization can direct their workforce for more critical tasks. HR outsourcing also enables the companies to gain cost and time efficiencies. This was service delivery by the HR function is also improved significantly in the organization.
Analyse how the HR function varies between organisations in different sectors and of different sizes. (AC2.2) You should examine three of the following types of organisation. 1. A public authority (Government Sector) 2. A national private company 3. An SME 4. A voluntary (Third Sector) organisation (approx 250 words)	30.9.21 Your revisions are accepted Previous comments Abdulrahman: you answer is much too short and needs to relate to the material I have asked you to add to your answer above. Please delete, rewrite and resubmit. For example, for each of the four different types of organisation, do they tend to use HR Business Partners, or Outsourcing or another delivery method, and why?	Pass
Referred Work Date Work Assessor Comments 2021-08-17 16:11:32 In public authority we have to measured carful the quality of the service and beneficiaries’ satisfaction. In a national private company , we have to focused on training and development the national manpower skills. In an SME we have to focuses on hiring the right talents to help the organization to grow up. In a voluntary organization it’s better to give the retired people the opportunity to serve their community by hiring them on the jobs available. Abdulrahman: you answer is much too short and needs to relate to the material I have asked you to add to your answer above. Please delete, rewrite and resubmit. For example, for each of the four different types of organisation, do they tend to use HR Business Partners, or Outsourcing or another delivery method, and why? 1. A public authority: These are organizations which are run by the government and often vary in their sizes. These types of organizations mainly include the educational institutions, healthcare institutions, and other forms of emergency services. A plethora of services are provided by such organizations for the betterment of the public. Many authorities are also responsible for providing licenses such as driving license to the people, and therefore, it is important that the human resources in such organizations are maintained appropriately (Hunter, 1999). Considering the variable nature of the services which the employees in these organizations may be required to provide, the HR services may be delivered through HR generalist or HR specialist. This way proper management of the HR can be ensured in such organizations. 2. National private organization: National private organizations may vary in their sizes and may be national, global or local companies. Depending on their sizes the companies would have their HR function would vary. In case of large multinational organizations, it is better to use HR shared services. This helps in concentrating the various functions in a simple hub and the basic functions such as recruitment, rewards and payroll may be performed by the HR shared services. This enables for better delivery of the services to the private companies. It also depends on the mode of operation such as private limited, public limited, sole proprietorship etc. 3. SME: SMEs are companies which have a total number of employees less than 250, and therefore, the HR delivery systems and their functions would differ from private and public companies. Such companies generally have very less resources and generally use HR outsourcing. 4. Third sector: These are voluntary organizations or charity organizations, which generally have less than 50 employees. The HR functions in such organizations are generally delivered by a standalone HR personnel.
3.
Discuss the main criteria and methods used to evaluate the contribution of the HR function (AC3.1) Your response should consider (briefly) the following: 1. HR metrics used to evaluate HR function contribution 2. SLA’s and KPI’s 3. Staff surveys 4. Benchmarking with other organisations 5. Return on Investment (ROI) 6. How a ‘balanced scorecard and/or ‘HR dashboard’ might be used to present HR metrics (approx 500 words)	30.9.21 Your revisions are accepted Previous comments Abdulrahman: this is a good start but is too short. Please rewrite and expand to discuss each of the six areas in more detail.	Pass
Referred Work Date Work Assessor Comments 2021-08-17 16:11:32 The HR Management should play a proactive role in any organization to enhance the commitment and increase the loyalty of the employees to their organization, to enable HR department to play such role then we have to have the matrix authorization system (MAS) to have full clarity for us and others about the limitations in our movements , also we have to develop an strategy of HR then take the indicators of HR performance from that strategy and convert them in balanced score cards as KPIs for each function under HR umbrella using the smart objectives approach, for our internal or external customer it’s essential that we have an SLA for HR Services clarify the time frame for each service and its cost. We have also to maintain the employee satisfaction by launching the satisfaction survey every year to collect the employee concerns then do the necessary analyzes to recommend to the higher management the best way to increase the satisfaction in the environment to achieve the goal of retention the employees for reasonable time. For Benchmarking with other organisations we have to be careful in what we are giving our employees as compensation and benefits and make sure that we offered a competency wage to our employees comparing with the competitor in the market. Turnover ratio will be the must clear indicator that we have a good internal procedures and satisfaction or not so we have to review this indicator on monthly basis. For the ROI we have to play a great role to selecte the best training and learning program that will provide our employees with the necessary skills they need in their daily operation or technical jobs and then we can see the ROI in the organization as reducing the required time to do the daily operation jobs. Balanced score cards will give the management a clear vision about the progress of HR jobs since the KPIs is summarized the achievement of HR in simple figures and numbers. Abdulrahman: this is a good start but is too short. Please rewrite and expand to discuss each of the six areas in more detail. 1. HR metrics which are used to evaluate the HR function and contribution: HR metrics are the various measures which are utilized for evaluating the HR functions and their overall contribution to the organization. Some of the important metrics which help in understanding the contribution of HR function, include the cost per hire, employee turnover, employee engagement (understood through employee surveys), etc. Employee turnover for example helps understand how well the HR function is performing to ensure wellbeing of the employees. On the other hand, cost per hire would indicate how well the employees have been able to recruit the employees and the amount spent for retaining the employee. 2. SLA and KPI: The SLAs establish the clear expectations from the employee and the performance of the HR function can be measured against the initial service level agreements. The key performance indicators also help in measuring the level of excellence of the HR function (Lawler, Levenson and Boudreau, 2004). However, these indicators may vary from one context to another. Performance indicators may be in areas such as recruitment, training and development etc. One example of performance indicator is the “number of employees appraised” in a given time. 3. Staff surveys: The surveys are often conducted across the various departments and the employees complete the survey on whether or not they are satisfied with the HR function. These surveys also include tracing whether the employees are actually satisfied with their work environment and the level of support they are receiving from the HR department. This is therefore, an important aspect which must be taken into consideration while evaluating the HR function. 4. Benchmarking: This helps in understanding whether the HR function is performing at par with the industry leader. Benchmarking with other companies also helps in understanding the various new functions which the HR department may need to perform. By comparing with the benchmark company, the performance of the HR can be evaluated. This is an effective method of evaluating the performance of the HR function. 5. Return on Investment (ROI): This method of evaluation is quite straight forward and involves understanding the amount of money invested on the HR functions and the returns which has been yielded. This may include investment of the organization on any new HR initiative by the HR department, and evaluating the amount of revenue generated by the initiative. This is a financial measure of performance and helps in evaluating the financial performance of the HR function. 6. Balanced scorecard and HR dashboard: Balanced scorecard is an important tool for measurement of performance. Also referred to as BSC, this tool enables measurement along four main areas of business. These include measure of customer relation, learning and growth, internal processes, and financial aspects. This is therefore a holistic method for evaluation. On the other hand HR dashboard is a form of business intelligence tool and helps the HR teams to track, analyze and report various HR related KPIs. There are modern interactive dashboards which help in HR analytics platform. This is a good way of evaluating the performance of the HR.
4.
With reference to the article you have accessed from Online Services, what are the key messages from the report? (AC4.1) (approx 150 words)	30.9.21 Your revisions are accepted Previous comments Abdulrahman: this is too short and does not contain sufficient detail about the article to demonstrate that you have read and understood it. Please rewrite and expand.	Pass
Referred Work Date Work Assessor Comments 2021-08-17 16:11:32 HR management should be play proactive role and not wait the issues until come , we have to collect the data and information, analyzes , plan then implement with a time frame for each step in our overall plan. Abdulrahman: this is too short and does not contain sufficient detail about the article to demonstrate that you have read and understood it. Please rewrite and expand. The key messages which have been derived from the report include the importance of employee engagement practices. These are essential as the employees are important assets for the company and a strong workforce is important. Attraction, motivation and retention are important elements associated with Hold’em model of workforce engagement. These enable positive business outcomes as the desired stage of highly engaged workforce is reached. The report further exemplifies these with three companies namely 3M, Infosys, and Schlumberger. 3M generally looks at the immediate correlation between the engagement and business outcomes and most importantly innovation. Infosys have identified a clear link between the employee engagement and customer satisfaction. Schlumberger monthly statistics on service quality as organized by the clients, geography and service types. In the study conducted by 3M, higher levels of job satisfaction have been found to be related to lower levels of absenteeism among the employees. Therefore, the report mainly emphasizes on the importance of employee engagement.
How convincing do you think these findings are and why? (AC4.1) (approx 150 words)	30.9.21 Your revisions are accepted Previous comments See above.	Pass
Referred Work Date Work Assessor Comments 2021-08-17 16:11:32 These findings are reasonable as we are dealing with human nature and cannot make a 100% control on the individual actions. See above. The findings are significantly convincing as these are consistent with the available research on the employee engagement and various theoretical findings from the employees. Engaging effectively with the employees is critical for retaining the valuable talents and is essential for employee satisfaction. Disengaged employees are more likely to leave their jobs and therefore, would be a problem for the company. According to forbes, good engagement practices have a good effect on the employee wellbeing and allows for strategic alignment with the vision and goals of the employer. Therefore, good engagement practices lead to the employee retention and optimal productivity. Satisfied and motivated employees perform well in their jobs and also adhere to the company while upholding its values. Therefore, the findings in the report are convincing as these are consistent with the information in the existing literature, based on research.
From your understanding of the findings in the report, how can high performance working and investment in people impact on organisational performance? (AC4.2) (approx 200 words)	30.9.21 Your revisions are accepted Previous comments See above.	Pass
Referred Work Date Work Assessor Comments 2021-08-17 16:11:32 the investment in people requires some patience on them to have some time in studying and learning also we have to accept the risk level that we may face if we empower them to implement their skill acquired from the learning on the ground. See above. High performance working can be achieved by ensuring good investment in the people in any organization. People constitute the most essential part of the organization, and therefore are important for organizational productivity. This is the reason the organization must invest more on the people and ensure their wellbeing. Investments in the human capital is one of the factors which has a direct impact on the turnover rate of the employees. The investment on employees can mainly be in form of training and development, which would increase their skill levels and thus help increase their performance. In addition, investment can also include, providing better rewards and incentives which would increase the level of motivation of the employees and thus increase their performance. These forms of investment in turn helps in developing high performing teams. Thus, the organizational performance is increased due to the high performing workforce. The various practices which play a role in enhancing the human capital of an organization, are important to ensure that skills, attitudes and beliefs of the employees are shaped in accordance with the organizational goals and objectives. Therefore, investment in people has a positive effect on the manner in which the organizations perform, and ensures growth of the organizations.
5.
ADDITIONAL REQUIREMENTS: Please also comment on how you will transfer the new knowledge and skills gained during this assignment into working practices. You may also use this reflection for your CPD. (approx 200 words)	30.9.21 Your revisions are accepted Previous comments Please use this section, and the sections like it in other assignments, to describe your personal reflection on the specific learning in the unit. Begin by describing what you knew about the subject before participating in the qualification training programme. Then explain what you learnt during the unit and while researching the writing the assignment. Finally, identify how you will implement your learning in your job.	Pass
Referred Work Date Work Assessor Comments 2021-08-17 16:11:32 We can use this knowledge and skills gained to our work site by implement the new systems and approaches that we gained like preparing an HR strategy then make the balance score cards and identified the KPIs and KRIs for HR performance and closely read them and analyzes what we should do it to enhance the performance of HR department to achieve the organization strategy. Succession planning one of must important thing that we should give our priority to it to ensure the business continuity and employee satisfaction. Please use this section, and the sections like it in other assignments, to describe your personal reflection on the specific learning in the unit. Begin by describing what you knew about the subject before participating in the qualification training programme. Then explain what you learnt during the unit and while researching the writing the assignment. Finally, identify how you will implement your learning in your job. I have learnt many important aspects related to the HR function through this module. This module has also helped me in understanding what the basic HR functions are. I have also learnt the various ways in which the HR functions are delivered in the organizations. The nature of the organization also impacts the way in which these functions are delivered. I will transfer this knowledge gained while actually performing my duties at work in the professional field. I have also learnt about the importance of employee engagement. This knowledge would be important for me in the long run in my professional field.
You should also include at least one reference in each section of the report from up to date and relevant sources in order to support your findings	30.9.21 5 references have been provided. As mentioned below, for future development including the relevant references at the bottom of the appropriate sections of the assignment as well as here is good practice. Previous comments In this level 5 programme, you need to provide references to your sources sufficient to enable your readers and markers to find and read them. These references to sources need to appear in the main text and in this reference summary section. Harvard references are the necessary standard and your induction pack and slides give you information about how to construct Harvard references. Please go back through your entire assignment, find your sources and note their references here. Then resubmit.	Pass
Referred Work Date Work Assessor Comments 2021-08-17 16:11:32 Our company ARASCO launched a succession plan program to empower the employees to practice their skills and give them the opportunity to grow up with the company, also, implement the performance system recently to monitor the employee performance then awarded him at the end of the year based on his level of achievement, this practice increases the employee motivation and encourage him to learn more. Saudi ceramic company (SSC) implement a strict performance system to track employee performance, the performance of the employee should be set and reviewed on monthly basis and at the end of the year they will take the average of the performance score for whole year. This approach is good to reduce the emotional evaluation as the evaluation will be executed 12 times in the year. Almajouie group , has launched a risk management program and the HR department start to find the issues in the department which represents a high risk for the HR role and then to the whole group, immediately they developed an action plan to eliminate these risks or reduce them at least. In this level 5 programme, you need to provide references to your sources sufficient to enable your readers and markers to find and read them. These references to sources need to appear in the main text and in this reference summary section. Harvard references are the necessary standard and your induction pack and slides give you information about how to construct Harvard references. Please go back through your entire assignment, find your sources and note their references here. Then resubmit.

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