CMI 508 Assessment Tasks: Developing a Skilled and Talented Workforce for Organisational Success

KEY INFORMATION FOR LEARNERS

Overview of assessment tasks

Each task in this assessment brief has been developed to enable you to evidence achievement of the learning outcomes and assessment criteria for CMI 508: Principles of Developing a Skilled and Talented Workforce. Each of the assessment criteria must gain a pass outcome for you to successfully achieve the unit.

Preparation for the assessment

• Before you begin the assessment brief please read the CMI 508 unit specification thoroughly as only the content related to the achievement of the assessment criteria will be assessed.
• Research the topics being assessed. Suggested reading/web resources are provided on the CMI 508 unit specification.

Completing the assessment brief

• The assessment brief contains a series of tasks which are clearly referenced to the relevant assessment criteria and indicative content.
• Refer to the Assessment Guidance Table at the end of the assessment brief which outlines the requirements for a Pass or Refer.
• Additional work based evidence such as plans or documentation (which has been referred to within the main text) should be included at the end of the booklet marked ‘Work Based Evidence’. Appendices are not a requirement of this assessment brief. If appendices are included these will not be marked or moderated by the CMI.
• Work based evidence must be accompanied by a supporting statement in the learner evidence box, to explain the link to the assessment criteria. Work based evidence (where required by the task) must not exceed SIX (6) pages. Files embedded in the booklet must not exceed 10MB.
• The evidence booklet must be completed in a professional manner (e.g. applying business conventions for writing formal reports) and by using Microsoft Word, Rich Text Format or another compatible software programme and not in a PDF format.
• An appropriate referencing system (such as Harvard Referencing) must be used to ensure the original source(s) of quotations or models can be verified.

INTRODUCING ASSESSMENT BRIEF CMI 508

Having a skilled and talented workforce is fundamental if an organisation is to succeed. As responsibility for individual and team development becomes increasingly devolved to managers, it is essential they have the knowledge, skills and capabilities to ensure development needs are successfully met.

Assessment brief CMI 508 has been designed to enable the learner to understand the role of the manager in workforce development, and the scope and purpose of development activities. They will also have opportunity to explore innovative approaches for delivering workforce development and how well-chosen learning and development activities can contribute to a talent management strategy.

Assessment brief CMI 508 features the following assessment tasks. Further detail is provided against each assessment task within the brief.

The following are excluded from inclusion in word count, if used and not required by the assessment brief: an introduction to a job role, organisation or department, index or contents pages, headings and sub headings, diagrams, charts and graphs, reference list or bibliography, reflective statement drawn from undertaking the assignment and how this has impacted on the learner’s work.

Benefits of Developing a Skilled and Talented Workforce

It is imperative for managers to understand the impact of workforce development on organisations and stakeholders as well as the benefits for individuals and teams.

A manager who has an in-depth understanding of talent development will have the knowledge to develop and retain individuals and teams in a variety of organisational settings.’

You are a manager with responsibilities for learning and development in an organisation which makes a range of luxury goods.

Currently, the organisation operates as a trade-only supplier, but the new Director has ambitious plans to expand its business. There are plans to launch a new product line which will be sold directly to the general public via retail outlets, a printed catalogue and the company’s own website.

The organisation is planning to commit a significant budget to this expansion and the range will be marketed and sold using direct sales, building affiliate partnerships with well known online retailers, as well as building the organisation’s profile using social media.

The directorate is open to innovative ideas and is keen to engage the staff fully with this initiative and has stated that a skilled and talented workforce will be required to realise the organisation’s ambitions.

You have been asked to lead a programme of new training opportunities for your department. As a minimum, the learning and development must meet the needs of:

• new staff who will need to be on-boarded
• existing staff who will need to develop the technical ability to fulfil new or changing roles
• team leaders who will be required to lead their teams through a period of change
• all team members who must be trained to comply with legal and regulatory frameworks

You are a manager of a large department in the public sector offering services and support to customers.

Following a detailed internal review and a public consultation to reduce costs, the services and support offered to customers will be streamlined. This will be achieved by working in close partnership with a number of charitable organisations and the implementation of new technology, which will enable customers to access services and support with greater ease and efficiency.

In response to the impending changes, a new department has been formed. The department will consist of a group of existing staff, who will be moving into new roles within the department, as well as two newly appointed staff members and a school leaver who has an apprenticeship contract.

A skilled and talented workforce is required to maintain service standards and achieve ambitious targets set by the senior leadership team.

As a result, you have been asked to lead a programme of new training opportunities for your department. As a minimum, the learning and development must meet the needs of:

• new staff who will need to be on-boarded
• existing staff who will need to develop the technical ability to fulfil new roles
• team leaders who will be required to lead their teams through a period of change
• team members who must be trained to comply with legal and regulatory frameworks and understand the role of the organisation’s partners

You are required to write a report entitled ‘The benefits of developing a skilled and talented workforce’.

The report must be presented in THREE (3) sections.

A. The impact of workforce development on organisations
To complete this section of the report, you are required to use examples to assess the impact of workforce development on organisations (AC1.1)

B. The impact of workforce development on an organisation’s external stakeholders
To complete this section of the report, you are required to examine the impact of workforce development on TWO (2) of an organisation’s external stakeholders (AC1.2)

C. The benefits of workforce development for individuals and teams
To complete this section of the report, you are required to discuss THREE (3) benefits of workforce development for individuals and teams (AC1.3).

Guidance for completion of Task 1

• Within the report you should include sub headings. You may choose to include tables and diagrams (as appropriate) to support your discussion.
• You may base your response on either Scenario A or Scenario B on page 3, your own experience of developing a skilled and talent workforce or using good practice examples from an organisation you know well or have researched.
• NB: your discussion for AC1.3 must consider benefits of workforce development for individuals and teams.
• Your discussion should be underpinned with relevant theoretical principles.
• Please refer to the indicative content for each of the assessment criteria (AC) outlined in the unit specification.

Write your report in the box below – approx. 1000 words

It is important that a manager has an understanding of their role in managing workforce development, approaches to identifying and managing challenges and barriers and the impact of legal and organisational factors on workforce development.

As part of the organisation’s strategy to develop a talent management programme, you have been asked to produce a briefing paper entitled ‘Factors which influence workforce development’.

The briefing paper will be used by managers in the organisation to support the development of their teams and must be presented in THREE (3) sections:

A. The impact of legal and organisational factors on workforce development
To complete this section of the briefing paper, you are required to examine the impact of ONE (1) legal factor and TWO (2) organisational factors on workforce development (AC2.1)

B. The role of the manager in workforce development
To complete this section of the briefing paper, you are required to analyse the role of the manager in workforce development (AC2.2)

C. Managing challenges and barriers to workforce development
To complete this section of the briefing paper, you are required to use examples to:
i. Analyse TWO (2) challenges and TWO (2) barriers to workforce development (AC2.3)
ii. Evaluate TWO (2) methods for overcoming challenges and barriers to workforce development (AC2.4)

It is important for a manager to understand the scope of learning and development activities in workforce development and the factors which influence their selection.

Basing your response on the scenario, or the development of a skilled and talented workforce in an organisation you know well or have researched:

You are a required to write a report entitled ‘The scope of learning and development as part of a workforce development strategy’.

Use examples to:

1. Analyse THREE (3) factors which influence the selection of learning and development activities (AC3.1)
2. Assess the scope of learning and development activities in workforce development (AC3.2)
3. Evaluate the use of technology in delivering workforce development (AC3.3)

Measuring the impact of any development is as important as the activity itself. Research has shown that effective development always takes account of the desired outcome and the evaluation process before the activity is started. Resources spent without a clear outcome in mind would be a reckless activity. It is therefore essential for managers to have the skills to evaluate any chosen learning and development activity.

As part of the organisation’s workforce development strategy you have been asked to contribute to the development of the evaluation strategy.

You have been asked to write a good practice guide entitled ‘Methods to measure and sustain the impact of workforce development’.

The proposal should use examples to:

1. Examine TWO (2) methods for measuring the impact of workforce development (AC4.1)
2. Analyse TWO (2) methods to sustain the impact of workforce development (AC4.2)