People Management & Development
CIPD Professional Development Scheme Assignment Document
Consolidated Assignment Document
CIPD ConsAss v3.2 9/09
2
Contents
Introduction 5 Section 1 General Guidance 7
CIPD Assignment Guidance for Students General Guidance from your Tutors What Assignments must Demonstrate Suggested Approach for Putting an Assignment Together Generic Report Layout Marking Scheme Assignment Grading 7 10 13 14 15 16 21
Section 2 Assignments 29
Introduction 29
Leadership and Management Assignments 31
General Notes Managing for Results Assignments Managing in a Strategic Business Context Assignments Managing Information for Competitive Advantage Assignments Managing and Leading People Assignments 31 31 34 38 42
People Management and Development Assignments 45
General Brief 45
Consolidated Assignment Document
3
Generalist Electives Assignments 47
People Resourcing Assignments Employee Relations Assignments Employee Reward Assignments 48 53 57
Learning and Development Electives Assignments 63
Managing Organisational Learning and Knowledge (MOLK) Assignments Learning and Development (L&D) Assignments Managing the Training & Development Function (MTDF) Assignments Management Development (MD) Assignments L&D Electives Additional Assignment 63 67 72 76 78
Employment Law Elective Assignment 81
Consolidated Assignment Document
CIPD ConsAss v3.2 9/09
4
Introduction
The CIPD assessment strategy for the Professional Development Scheme (PDS) consists of a mix of assignments, workshops, continuing professional development (CPD) and examinations for each subject. This qualification is at postgraduate (Masters) level, and is aimed at producing ‘thinking performers’, as defined by the CIPD
The thinking performer typically plays an active role at any level in the business and has a sustained capacity for efficiency in performance. He or she is always ready to challenge current procedures to achieve continuous improvement and maintain a clear
Consolidated Assignment Document
CIPD ConsAss v3.2 9/09
2
Contents
Introduction 5 Section 1 General Guidance 7
CIPD Assignment Guidance for Students General Guidance from your Tutors What Assignments must Demonstrate Suggested Approach for Putting an Assignment Together Generic Report Layout Marking Scheme Assignment Grading 7 10 13 14 15 16 21
Section 2 Assignments 29
Introduction 29
Leadership and Management Assignments 31
General Notes Managing for Results Assignments Managing in a Strategic Business Context Assignments Managing Information for Competitive Advantage Assignments Managing and Leading People Assignments 31 31 34 38 42
People Management and Development Assignments 45
General Brief 45
Consolidated Assignment Document
3
Generalist Electives Assignments 47
People Resourcing Assignments Employee Relations Assignments Employee Reward Assignments 48 53 57
Learning and Development Electives Assignments 63
Managing Organisational Learning and Knowledge (MOLK) Assignments Learning and Development (L&D) Assignments Managing the Training & Development Function (MTDF) Assignments Management Development (MD) Assignments L&D Electives Additional Assignment 63 67 72 76 78
Employment Law Elective Assignment 81
Consolidated Assignment Document
CIPD ConsAss v3.2 9/09
4
Introduction
The CIPD assessment strategy for the Professional Development Scheme (PDS) consists of a mix of assignments, workshops, continuing professional development (CPD) and examinations for each subject. This qualification is at postgraduate (Masters) level, and is aimed at producing ‘thinking performers’, as defined by the CIPD
The thinking performer typically plays an active role at any level in the business and has a sustained capacity for efficiency in performance. He or she is always ready to challenge current procedures to achieve continuous improvement and maintain a clear