CIPD Assessment Activity
Ref No 5RTPI105003
CIPD Assessment ActivityTitle of unit/s / Resourcing and Talent Planning
Unit No/s / 5RTP
Level / 5
Credit value / 6
Assessment method / Answers to questions
1. Understand key contemporary labour market trends and their significance for
different kinds of organisation in different country contexts
3. Know how to contribute to the development of resourcing strategies
5. Understand how to maximise employee retention
XXX and ZZZ are two of the biggest companies competing in the relatively new online gambling industry. Both are run by largely British management teams and are headquartered in Gibraltar where most of their staff are employed.
The industry has grown five fold over the past ten years and is now estimated to be worth around $US 15 million worldwide. These two companies between them, enjoy around half of the market at present, having grown very rapidly in the last few years.
They are based in Gibraltar for two reasons. First, because online gambling is legal and regulated in the territory, and secondly because tax is virtually nil provided no services are provided to Gibraltarians.
Both companies operate dozens of websites and are continually developing their offerings technically in order to retain existing users and attract new ones. Their reach is international, but a significant proportion are based in the USA where online gambling is currently illegal, meaning that the companies face little competition from US-based rivals.
Both XXX and ZZZ have recently appointed HR Directors for the first time. Hitherto they simply operated recruitment and payroll departments to carry out administrative roles. They have few HR policies in place and have traditionally operated a pretty relaxed and informal management style. Little investment has been made in organisational or employee development.
The two headquarters offices in Gibraltar employ around 200 people each, mainly in call-centre type roles taking calls about technical difficulties, rules of games and other customer support matters. There is a need for all these employees to speak English and at least one other language fluently.
Staff turnover is the biggest current problem. The people required are quite highly skilled, but the jobs are not hugely exciting. Moreover, living in Gibraltar doesn't suit everyone. Living standards are high because taxes are low and pay high, and the climate is lovely. But the territory is only eight square kilometres in area and houses only 29,000 people. It in effect a relatively is a small town, with a reasonably good night life, but not much else. Property is very expensive, making it difficult for families.
Both companies face considerable uncertainties, but in the short term at least are likely to enjoy very considerable further growth.
1. What labour markettrends make it hard for these companies to
recruit and retain the staff they need? What developments might change
2 a. Recommend two differing approaches that could be taken in the short term as
means of improving their ability to retain staff effectively.
2 b. What cost savings could be realised as a result?
3 a. Over the longer term what should be the key features of the resourcing
strategies that the companies establish?
3 b. What steps should they take to ensure that future skills needs are met?
3 c. Explain how the companies are positioned strategically and to what extent
their actions affect one another.
4. Explain why these companies would want to become employers of choice. To
what extent would it be possible for them to achieve this?
Draw on examples you have read or know about when responding and take care to justify your answers. / Assessment Criteria
Evidence to be produced/required
Answers to questions equating to approximately 3000 words in length together with a list of cited references.
Assessment guidanceGuidance for Assessors for 5RTP (LO 1, 3, 5)
This guidance is for assessors only and should not be handed out to candidates.
To achieve a pass, candidates should produce work equating to approximately 3000 words, which reflects the guidance given below.
Candidates should relate academic concepts and theories and professional practice to the way organisations operate, in a critical and informed way, and with reference to key texts, articles and other publications and by using organisational examples for illustration.
AC 1.1, 1.2 / Here the candidate should demonstrate some understanding of the relatively tight nature of the labour markets these organisations are competing in. First, the skill set they require is specific, requiring a good level of education, a high level of customer-handling ability and, most importantly, fluency in another relevant language as well as English. In addition, because the jobs are based in Gibraltar, job applicants must be able to pass residency requirements and be in a position to work legally in the colony. In practice, because the territory is so small, to enjoy any kind of a satisfactory lifestyle, the right to enter Spain on a regular basis would also be a requirement. Another point to make concerns the rapid growth of the industry and the continual need to source willing, able and appropriate new recruits. Many points can be made in answer to the second part of the question. It is not necessary to be too prescriptive here. Any developments that might increase the size of the potential labour market or limit demand are acceptable for example, the euro zone crisis, youth unemployment and regulation.
AC 5.1, 5.2, 5.3 / A variety of points could be made here. It is important that the proposals made are not overly ambitious in terms of their cost and that justification is provided as well as the suggested action. Answers are likely to focus on pay, improved training and career development opportunities, better induction, greater formality and fairness across the range of HR policies, realistic job previews, steps to enhance job quality and improved management skills. Evidence of cost of labour turnover/training new staff should also be included. Provided a range of recommendations of this kind are set out and justified and an indication of cost savings realised given, a pass mark should be awarded.
AC 1.3, 3.1, 3.2 / Candidates should develop ideas about resourcing strategies and fulfilling future skills needs. Candidates should in some way focus on the professionalisation of people management in the companies and on the development of a more robust and effective employee value proposition. There is a need for these organisations to take steps actively to manage their labour market reputations and to develop more sophisticated recruitment and retention practices. Candidates may also focus on employer branding exercises alongside targeted PR activity, investment in training and development, and effective workforce planning. Reference needs to be made to the fact that both companies are going to be competing for the same talent and may well attract staff from one another’s establishments.
AC 3.3 / Candidatesshould make clear what they mean by what is meant by the team employer of choice. Namely an employer with a strong, positive and distinct labour market reputation. If steps of the kind discussed above are taken, there is every chance that these companies could achieve employer of choice status in their industry.
National Assessment Bank – Intermediate level – Version 1 September 2012