Question : This assessment tests the learning outcomes and module content of: Module: Driving Value through Procurement and Supply Module: Managing Expenditures with Suppliers Task Identify a product, service or category of spend and outline its importance and impact to your organisation’s stakeholders. Prepare a brief market analysis and demonstrate how your procurement function will produce value for money outcomes.  Your final submission should also review the current app...

Question: Your task Part 1 (1,000 words) CIPD Level 3 Designing Learning and Development Activities (3DES) Write a report in which you explain:                key legislative and organisational (2 of each) factors which can impact on the design of L&D activities (AC 1.1)Two adult learning principles which can inform the design of L&D activities (AC 1.2) the information you would need/want to kno...

Question: Your Task Part 1 (AC 1.1, 1.2, 2.1) Write a short report (1000 words) in which you:  explain the key reasons why learning needs may arise for individuals (at least two) and groups (at least two).explain two benefits for the individual and two benefits for the organisation of identifying learning needs. explain what information you should look to collect in order to carry out a learning needs analysis on an individual and a g...

Question: Activity 1 (AC 3.2, 3.3) (This is an activity you need to complete in order to successfully complete Part 2, so there is no word count allocation for this) Within different L&D activities, select and apply at least 2 strategies for engaging learners (e.g. enabling learners to see relevance of learning; encouraging learner choice & responsibility; agreeing ‘learning contracts’; using a variety of learning methods to meet different needs and preferences; taking creativ...

Question: To be most effective, L&D practitioners need to understand the organisations they work for and with. To demonstrate your understanding of organisations and the role of L&D within them, prepare a presentation (slides with related notes pages) which explain the points below: Note: you are not required to deliver the presentation, for this assessment. at least two different reasons why organisations are established and different ways of categorising them (e.g. private/p...

Question: Part 1 (AC 2.1, 2.2)                                                                          Undertake a self-asses...

Assessment brief/activity Your Chief Executive is committed to having a more engaged workforce and has asked you to brief the executive team on how this could be accomplished. She has informed you that not all of the executive team understand what it means, what the benefits are and what is involved. You have been asked to develop and deliver an informative and persuasive presentation which includes:  An analysis of the meaning, principal dimensions and components of employee enga...

Question: Assessment brief/activity You have been asked by an organisation which has recently diversified its business to help with the implementation of a coaching and mentoring programme. You have been asked to provide a brief to the executive team on current thinking around coaching and mentoring and some early ideas on how you might support them with implementing a robust programme of coaching and mentoring that meets their current and changing business needs. You have met with the HR...

Question: Assessment brief/activity Your CEO has asked each departmental head to undertake a critical review of their systems, processes and practices as part of a major organisational change agenda. You have been asked to review an area of HR/business practice and present a business report to key stakeholders with recommendations for improving practice. To provide the basis for your report, you have been asked to conduct a critical review of information sources relevant to the area of...

Solution/Answer: Activity 1: How to be an Effective HR Professional 1.1 Evaluation of what it means to be an HR professional with reference to CIPD’s most current Profession Map The CIPD map can be identified as a tool used by the HR professionals in dictating their operations in an organisation and their relationship with stakeholders (CIPD, 2018). The map is designed in a strategic way to guide the overall process, from recruitment to induction and interaction with all stakeholders. ...