You are required to produce a portfolio of evidence which demonstrates that you have achieved all of the learning outcomes for the module.

Assessment Overview

Assessment Format:

CW - Portfolio / Patchwork text

Mode of Submission:

Canvas: Assignment with Submission

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Large files are best submitted on a hardwired internet connection (i.e., not WiFi).

Weighting:

This assessment is worth 100% of the Module mark

Assessment Level:

5 Generic Assessment Criteria and Marking StandardsLinks to an external site.

Element Learning Outcomes:

The element learning outcomes for this assessment are: 1-4

Marking Approach:

Fine-graded

Feedback Release Date:

21/01/2025

Assessment Details

Assessment Task Detail and Instructions:

Portfolio

Weighting: 100%

Portfolio Instructions.

You are required to produce a portfolio of evidence which demonstrates that you have achieved all of the learning outcomes for the module.  In the portfolio you need to demonstrate your ability to think critically and independently.  You also need to draw on relevant literature and reference this appropriately using the Harvard system to support of your exploration.

The portfolio carries 100% of the marks for the module and the pass mark is 40%.

Your portfolio can be built up gradually during the module delivery and include a series of tasks given to you during the teaching. The portfolio assignment requires you to explore the practical aspects of a theory and to show evidence of module engagement and community. There are two parts of the portfolio.

1. Critical Reflection

The first part requires you to understand the kind of data that HR professionals can use to improve any two of the following – (40 marks for each)

• Resourcing
• Diversity and inclusion
• Learning and development
• Reward
• Talent management
• Employee relations

You are required to critically evaluate the data (identify four examples from each category, e.g. if you decide to select resourcing and reward then four examples of data from each) that HR can use specifying the following –

• whether the data is primary or secondary explaining these in detail e.g. if the HR professional needs to collect a specific data (assess culture and workforce representation) to improve diversity and inclusion within an organisation, then they might decide to conduct focus group discussions with employees. This would be primary data as the HR professional is collecting it themselves. If the HR professional decides to compare workforce representation to local, regional and global communities, then this would be secondary data from external sources like CIPD reports etc.
• whether the data is available internally or available from an external source outside the organisation giving examples of each. E.g. considering the above example focus group is internal data and CIPD report external data.
• state how HR can analyse this data both external and internal data, primary or secondary e.g. considering above example focus group data can be analysed using NVIVO, CIPD report data using excel.
• critically consider the advantages and disadvantages of each data – you can consider the process of collecting and analysing this data, methods involved, practicalities, time and money considerations etc. 
• specify the importance of each data collected in improving the chosen specialist area.

1. Personal Development Plan- 10%

In the second part, you are required to develop your own personal develop plan. You will need to review the new CIPD HR map and reflect on the key skills you require to address and develop your own Personal Development Plan (PDP). Create a PDP for yourself, which identifies 5 specific areas in your personal and professional life that you wish to develop.  Your plan also needs to provide details of timescales, resources and costs involved, and how you will measure your success in implementing each of the 5 areas of your plan. (This should be presented in a table).

Guidance Resources:

During your studies there are many resources to help and support you. These include,Study Skills PlusLinks to an external site.who are able to offer 1:1 and group support relating to academic writing, mathematics and presentation skills, and the Anglia Ruskin Employability Programme (Links to an external site.) , Links to an external site.as a few examples. The library has a wealth of support information including  referencing guidesLinks to an external site., information skills and personalised supportLinks to an external site.. Student AdvisorsLinks to an external site. and the Students` Union also have a large number of supportive resources, to help you during your studies. Group work assignments contribute to the Anglia Ruskin Employability Programme (Links to an external site.) .Links to an external site. Finally, remember your personal tutor can be contacted for support outside of the module.

Assessment Marking Criteria / Scheme:

Assessment Task Detail and Instructions:

Portfolio

Weighting: 100%

Feedback Arrangements:

Feedback will be provided upon completion of marking, 20 working days from the submission deadline (through Canvas)

Additional verbal feedback will be provided by your Module tutor if students need clarification on the tasks. 

Links to important regulations / advice about late submissions etc. 

Full details on Late Submissions are here: https://www.aru.ac.uk/latework

Re-Assessment Arrangements:

The arrangements will be the same for resits

This criterion is linked to a learning outcomeCritical evaluation (80 marks - 40 marks for each)

The first part requires you to understand the kind of data that HR professionals can use to improve any two of the following – (40 marks for each)

Resourcing
Diversity and inclusion
Learning and development
Reward
Talent management
Employee relations

You are required to critically evaluate the data (identify four examples from each category, e.g. if you decide to select resourcing and reward then four examples of data from each) that HR can use specifying the following –

whether the data is primary or secondary explaining these in detail e.g. if the HR professional needs to collect a specific data (assess culture and workforce representation) to improve diversity and inclusion within an organisation, then they might decide to conduct focus group discussions with employees. This would be primary data as the HR professional is collecting it themselves. If the HR professional decides to compare workforce representation to local, regional and global communities, then this would be secondary data from external sources like CIPD reports etc.
whether the data is available internally or available from an external source outside the organisation giving examples of each. E.g. considering the above example focus group is internal data and CIPD report external data.
state how HR can analyse this data both external and internal data, primary or secondary e.g. considering above example focus group data can be analysed using NVIVO, CIPD report data using excel.
critically consider the advantages and disadvantages of each data – you can consider the process of collecting and analysing this data, methods involved, practicalities, time and money considerations etc.
specify the importance of each data collected in improving the chosen specialist area.

80 pts

This criterion is linked to a learning outcomePersonal Development Plan (20 marks)

Review the new CIPD HR map and reflect on the key skills you require to address and develop your own Personal Development Plan (PDP). Create a PDP for yourself, which identifies 5 specific areas in your personal and professional life that you wish to develop. Your plan also needs to provide details of timescales, resources and costs involved, and how you will measure your success in implementing each of the 5 areas of your plan. (This should be presented in a table).

20 pts

Total points: 100