Assignment Briefs 09-10-2022

AC 1.1 An examination of the contextual factors of an international organisation

5OS04 People management in an international context

5OS04 People management in an international context

Learner Assessment Brief and Feedback Sheet

1123_5OS04_21_01

 

Level 5 Associate Diploma in

  • People Management
  • Organisational Learning and Development

Please write clearly in block capitals.

Centre number

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Learner number

 

 

 

 

 

 

 

 

 

 

Learner surname

 

Learner other names

 

 

 

Assessor name

 

Assessor signature

 

 

 

Internal quality assurer name

 

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Assignment start date

 

Assignment end date

 

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Assignment re-submission date for

centre marking (only one re-submission allowed)

 

5OS04 People management in an international context

 

This unit is designed to give those practitioners working in people management in an international context the opportunity to focus on the complexities and considerations essential to this.

CIPD’s insight

International talent management

Talent management seeks to attract, identify, develop, engage, retain and deploy individuals who are considered particularly valuable to an organisation. It should align with business goals and strategic objectives. By managing talent strategically, organisations can build a high-performance workplace, encourage a ‘learning’ organisation, add value to their employer brand, and improve diversity management. For these reasons, people professionals consider talent management to be among their key priorities. AC 1.1 An examination of the contextual factors of an international organisation. Examine the contextual factors of an international organisation

www.cipd.co.uk/knowledge/strategy/resourcing/international-talent-factsheet

International culture

A positive organisational culture allows employees to understand their organisation and feel that their voice matters in driving the business towards a common purpose. Continually evaluating culture is important because having shared, clearly defined values will influence the standard of an organisation’s customer service, as well as the satisfaction and retention of its people.

www.cipd.co.uk/knowledge/culture/working-environment/international-culture-factsheet

International resourcing and selection

Resourcing involves the attraction and recruitment of individuals into the right role at the right time and cost. It`s about using relevant workforce planning data and knowing the right sourcing approaches and digital tools to tap into diverse candidate pools.

Those involved in resourcing activities should be focused on understanding the candidate experience, designing effective assessment and selection approaches and, overall, how to make effective recruitment decisions.

Understanding the labour market, your market position, your unique people proposition and job analysis will ensure roles are engaging to a wide range of people.

www.cipd.co.uk/knowledge/strategy/resourcing/international-factsheet

Case study

You are a member of the recruitment team for a company, BMC that has recently purchased a large contemporary city centre food premises in Manchester adding to its growing portfolio of acquisitions in Leeds, London, Nottingham and Glasgow. Due to their continued growth and success, they are now considering branching out into the middle east. You have been asked to prepare a report for the CEO for their forthcoming Strategic Management Planning meeting on the complexities and considerations of people management and recruitment in an international context. You are also requested to make recommendations of ways to make this successful for members of the team relocating from the UK to the Middle East. AC 1.1 An examination of the contextual factors of an international organisation

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.

Task One – Report with recommendations

As your report is being prepared for your CEO, it should be written in formal business report format and style. Your report is to be provided to BMC’s CEO who knows nothing about the implications that the organisation will have to consider.

The report must therefore include:

  • An examination of the contextual factors of an international organisation. (AC 1.1)
  • An assessment of the drivers and benefits of employment in an international context. (AC 1.2)
  • An explanation of convergent or divergent approaches to inform people management policy and practice choices. (AC 1.3)
  • An evaluation of the factors to be considered when selecting and resourcing for international assignments. (AC 2.1)
  • An explanation of why people practices can vary across international boundaries. (AC 2.2)
  • An evaluation of the cultural and institutional differences to be considered when managing international people practice. (AC 2.3)
  • An evaluation of the function of people practice in an international organisational context. (AC 3.1)
  • Consideration of the practices and policies that are shaped by the international context. (AC 3.2)
  • A critical evaluation of the reasons that companies use expatriates for international working. (AC 4.1)
  • Outline and explain the process for selecting, preparing and managing expatriates for overseas relocation for work. (AC 4.2)
  • Explain how people practice can support re-entry and resettlement of overseas workers. (AC 4.3)

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 – Report with recommendations Assessment criteria

Evidenced Y/N

Evidence reference

1.1

Examine the contextual factors of an international organisation.

 Y

Page XX

1.2

Assess the drivers and benefits of employment in an international context.

 

 

1.3

Explain convergent or divergent approaches to inform people management policy and practice choices.

 

 

2.1

 

Evaluate the factors to be considered when selecting and resourcing for international assignments.

 

 

2.2

Explain why people practices can vary across international boundaries.

 

 

2.3

Evaluate the cultural and institutional differences to be considered when managing international people practice.

 

 

3.1

Evaluate the function of people practice in an international organisational context.

 

 

 

Evidenced Y/N

Evidence reference

3.2

Consider the practices and policies that are shaped by the international context.

 

 

4.1

Evaluate the reasons that companies use expatriates for international working.

 

 

4.2

Explain the process for selecting, preparing and managing expatriates for overseas relocation for work. 

 

 

4.3

Explain how people practice can support re-entry and resettlement of overseas workers. 

 

 

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.

Learner name:

Learner 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:

5OS04 People management in an international context

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

AC 1.1 An examination of the contextual factors of an international organisation

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 21

Fail

22 to 28

Low Pass

29 to 35

Pass

36 to 44

High Pass

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.

Marking grid

To be completed by assessor(s): Task 1:

Unit Code

Learning outcomes and Assessment criteria

Assessor comments

Provide rationale taken from the marking descriptors for judgements against each assessment criterion and identify further areas for development

Mark 1-4

1.1

Examine the contextual factors of an international organisation.

 

 

1.2

Assess the drivers and benefits of employment in an international context.

 

 

1.3

Explain convergent or divergent approaches to inform people management policy and practice choices.

 

 

2.1

Evaluate the factors to be considered when selecting and resourcing for international assignments.

 

 

2.2

Explain why people practices can vary across international boundaries.

 

 

2.3

Evaluate the cultural and institutional differences to be considered when managing international people practice.

 

 

3.1

Evaluate the function of people practice in an international organisational context.

 

 

3.2

Consider the practices and policies that are shaped by the international context.

 

 

4.1

Evaluate the reasons that companies use expatriates for international working.

 

 

4.2

Explain the process for selecting, preparing and managing expatriates for overseas relocation for work.

 

 

4.3

Explain how people practice can support re-entry and resettlement of overseas workers.

 

 

Total for this Task

 

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