Drawing upon specific examples, analyse the benefits and potential impact of learning and development initiatives, which could be included within a business case to gain senior stakeholder support for additional investment in this area.
|
7OS02 Learning and development practice |
|
Student Assessment Brief |
|
Assessment ID / 534_7OS02_24_01 |
Advanced Diploma in
- Strategic People Management
Introduction
Your knowledge and understanding of the material covered in this specialist unit will be assessed through your written answers to four questions.
You will write four answers of approximately 1000 words to the questions posed and submit them together in a single document. This constitutes your assessment for this unit. The total word count for the assessment will therefore be 4000 words, plus or minus 10%. The bibliography, list of references and essential appendices (if applicable) are not included in the total word count – but the latter must be kept to a minimum.
You must demonstrate within the submitted evidence (through headings and sub-headings) which learning outcomes and assessment criteria have been cited. We are unable to moderate your work if this is not included.
As this is an Advanced Diploma, it is important that you are able to demonstrate not only good knowledge and understanding of the material associated with each learning outcome, but also the ability to develop an original argument and justify it persuasively with reference to wider reading. Examples of approaches taken in a range of organisations are also an effective means by which to justify your arguments.
The six main criteria that CIPD requires centres to use when marking your assessment are outlined below, but it may be that not all these criteria are present in every question.
(1) focus
(2) depth and breadth of understanding
(3) strategic application and professional advice
(4) research and wider reading
(5) persuasiveness and originality
(6) presentation and language
Assessment questions
Your manager has recently returned from a business conference enthused about the content of the keynote speech ‘Learning that Drives Success’ but is still unsure how some of the ideas could be applied in your organisation. To address this, as you have a particular interest in learning and development, you have been asked to answer the following questions.
For the purpose of this assessment, you need to apply your answers to either your own organisation or one with which you are familiar.
It is essential that your reading of the published literature is used to inform your responses to all questions.
Question 1 (AC 1.4)
Drawing upon specific examples, analyse the benefits and potential impact of learning and development initiatives, which could be included within a business case to gain senior stakeholder support for additional investment in this area.
Question 2 (AC 2.3)
Critically evaluate how two different learning and development initiatives can be designed and delivered within the organisation to achieve maximum impact, recommending how this impact could be measured.
Question 3 (AC 3.4)
Examine how organisations can develop a learning culture, recommending at least two ways this can be achieved within your organisation.
Question 4 (AC 4.1)
Critically analyse the key factors that will influence the use of technology to enable the meeting of learning needs within your organisation and the possible barriers to its application.
Marking Grid
Learners will receive a Pass, Merit, Distinction or Refer/Fail result at unit level.
Assessors must provide a mark from 1 to 4 for each Learning Outcome in the unit. Assessors should use the generic grade descriptor grid as guidance so they can provide comprehensive feedback that is developmental for learners. Please be aware that not all of the generic grade descriptors will be present in every learning outcome for all the assessments, so assessors must use their discretion in making grading decisions.
To pass the unit assessment learners must achieve a 2 (Pass) or above for each of the learning outcomes.
The overall mark achieved will dictate the Grade the learner receives for the Unit, provided NONE of the learning outcomes have been failed or referred.
|
Overall mark |
Unit result |
|
0 to 7 |
Refer / Fail |
|
8 or 9 |
Pass |
|
10 to 13 |
Merit |
|
14 to 16 |
Distinction |
Learners’ result should be recorded in a marking grid similar to the example below.
Marking grid:
|
Learning outcome |
Mark |
|
|
LO1 |
2 |
|
|
LO2 |
3 |
|
|
LO3 |
3 |
|
|
LO4 |
2 |
|
|
Overall mark |
10 |
|
|
Unit Result |
Merit |
|
|
Generic grade descriptors |
REFER/FAIL / 1 |
PASS / 2 |
MERIT / 3 |
DISTINCTION / 4 |
|
Focus |
Fails to address all the questions either sufficiently fully or directly. |
An adequate attempt to address all the questions fully and directly. |
A good attempt to address all the questions relatively well and directly. |
An excellent attempt to address all the questions very well and directly. |
|
Depth & breadth of understanding |
Inadequate knowledge and understanding in respect of one or more of the questions. Limited depth and breadth of analysis. |
Adequate knowledge and understanding across the questions. Satisfactory breadth and depth of analysis. |
Full and solid knowledge and understanding across all the questions. Good breadth and depth of analysis. |
Very full knowledge and understanding across all the questions. Excellent breadth and depth of analysis. |
|
Strategic application & professional advice |
Fails to provide appropriate or well-justified advice and/or recommendations. Lacks a strategic approach. |
Provides adequately justified advice and informed recommendations Some strategic application. |
Provides solid and thoughtful advice and well-informed recommendations. Clearly strategic in orientation. |
Provides excellent advice and very well-informed recommendations. Strategically oriented in all respects. |
|
Research & wider reading |
Limited original research and/or appropriate wider reading for the assignment. Limited or no referencing. |
Evidence of sufficient research and appropriate wider reading for the assignment. Satisfactory in- text referencing. |
Evidence of significant research and thoughtful, appropriate wider reading for the assignment. A good standard of in-text referencing. |
Evidence of considerable research and excellent, appropriate wider reading for the assignment. An excellent standard of in-text referencing |
|
Persuasiveness & originality |
Limited development of persuasive and original arguments. Inadequate use of examples. |
An adequate attempt to develop original arguments and to justify these persuasively. Includes appropriate examples. |
Some strong original arguments are presented which are mainly justified persuasively. Good use of examples. |
Mostly strong original arguments are presented and justified very persuasively. Excellent use of examples. |
|
Presentation & language |
An inadequate standard of presentation or language. The assignment is poorly written and/or poorly structured. It is not at the level required for a management presentation. |
A solid standard of presentation and use of language. The structure and ideas are satisfactory for a management presentation. |
A strong and professional standard of presentation and use of language. The structure and ideas are well crafted for a management presentation. |
An outstanding standard of presentation and use of language. The structure and ideas are very well crafted for a management presentation. |
Sample Answer of 7OS02 Learning and Development Practice Assignment
Drawing upon specific examples, analyse the benefits and potential impact of learning and development initiatives, which could be included within a business case to gain senior stakeholder support for additional investment in this area.
Introduction
Following the keynote speech ‘Learning that Drives Success’, senior management is interested in how learning and development (L&D) initiatives could support our organisation`s strategic goals. As someone with a strong interest in L&D, I’ve analysed the potential benefits and impacts of investing more in this area, using specific examples and research to support the case for action.
Business Context
Let’s consider this analysis in the context of our organisation, a mid-sized IT services firm with around 200 employees. We’ve grown quickly over the past five years, but several challenges have emerged:
-
High employee turnover (18% annually)
-
Inconsistent client satisfaction scores
-
Skills gaps in project management and cybersecurity
-
Low uptake of internal development programmes
The business case for additional L&D investment must focus on tangible returns — such as improved employee retention, customer satisfaction, and enhanced capability.
Key Benefits and Impacts of L&D Initiatives
1. Improved Employee Retention and Engagement
Research by CIPD (2023) shows that employees who receive regular learning opportunities are more likely to stay with their employer. By introducing targeted learning paths, such as leadership development for team leads and technical certifications for IT specialists, we can:
-
Reduce turnover rates by creating clear career pathways
-
Improve morale and engagement as staff feel invested in
-
Save costs related to recruitment and training of new staff (currently estimated at £3,000–£5,000 per hire)
Example: IBM launched a personalised learning platform that reduced voluntary attrition by 22% in key departments (IBM, 2021). A similar approach using platforms like LinkedIn Learning or internal LMS could support our team development.
2. Increased Productivity and Performance
Effective L&D initiatives can boost productivity by closing key skills gaps. For example, offering agile project management training can help our delivery teams improve client outcomes and work more efficiently.
Impact:
-
Fewer project delays
-
Increased billable hours
-
Improved customer satisfaction
Example: After implementing Scrum training, a tech firm in London reported a 15% improvement in delivery speed and a 10% rise in customer ratings.
3. Supporting Digital Transformation
As we increasingly rely on digital tools, staff must be confident using systems like MS Teams, project dashboards, and cybersecurity protocols. Digital skills training can help reduce downtime, prevent security breaches, and support remote collaboration.
Example: A 2022 PwC survey found that companies with strong digital learning support were 2.5x more likely to lead their sector in innovation.
Continued...
