(Solution) CIPD 5C003 how to measure the impact and value of people practice using a variety of methods. (AC3.2)


People professional value creation refer to activities that HR manager supports to make a significant impact in the workplace. There are different ways people professionals adds value:

Learning and development

Once of the specialist knowledge in the CIPD Profession Map is learning and development. People professional’s role is to establish the right environment and culture for employees and organisation to learn, develop and grow (CIPD, 2022). HR professional carry out need analysis to understand employees’ current and future capabilities and then create a learning culture that drives motivation and engagement in ongoing professional development. Furthermore, learning helps people to improve their skills and knowledge and help organisation to achieve its goals.


HR professional designs and implement strategies that ensure employees are rewarded in line with the expectations, their value and relative to the market environment (CIPD, 2022). They introduce rewards and benefit package to motivate employees to continue working hard. This in turn increases organisation reputation and retention rate.

How to measure the people practice value

Kirkpatrick evaluation model – This model is used to measure the impact of learning and development in the organisation. It provides that HR managers can use four levels; reactions, learning, behaviours and results to understand the value of people practice L&D programme (Singh et al., 2022). Reaction level measures how well people found learning engaging and satisfying by asking questions and self-assessments. Learning assess the knowledge acquired during learning. Observation and self-assessment test can help in this level. Behaviour is how well people are transferring knowledge and result include revenue, satisfaction, reduced costs and increased performance.

Brinkerhoff success case method – This method measures the value of people practice by analysing success and non-success areas (Hayden, 2022). Success areas could be increased employee satisfaction and motivation due to fair rewards and career growth opportunities. Non-success areas are areas that require further improvement.

Staff surveys – Employee surveys are effective methods to gain insights about employee engagement, level of satisfaction and ways to make improvement. Surveys are issued and employees are encouraged to comment their perspectives about L&D programme and rewards available in the organisation.

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