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5ENG IHR108001 (QCF)

CIPD Candidate Assessment Activity


Title of unit/s

Employee Engagement

Unit No/s

5ENG

Level

Credit value

Assessment method(s)

Briefing paper and presentation

Learning outcomes:
1
2
3

Understand the concept and components of employee engagement and evidence showing its
contribution to achieving business outcomes.
Understand the importance of employee engagement as a contributor to positive corporate
outcomes.
Know how to implement HR strategies and practices to raise levels of employee engagement in a
specific organisational context.

Assessment brief/activity

Assessment
Criteria

Your Chief Executive is committed to having a more engaged workforce and has asked
you to brief the executive team on how this could be accomplished. She has informed
you that not all of the executive team understand what it means, what the benefits are
and what is involved. You have been asked to develop and deliver an informative and
persuasive presentation which includes:

An analysis of the meaning, principal dimensions and components of employee


engagement and how it differs, if at all, from related concepts such as
organisational commitment, employer involvement, job satisfaction.
An identification of the principal drivers and business benefits of having an
engaged workforce and a signposting of some of the steps an organisation can
take to create a culture of employee engagement e.g. through job design,
discretionary behaviour etc,
A brief explanation of the need for aligning engagement practices with other
corporate components.
An evaluation of suitable diagnostic tools for measuring employee attitudes and
levels of employee engagement.
An example of an employee value proposition (EVP) to promote levels of
employee engagement making reference to what makes a good EVP.
Examples of relevant HR strategies to raise levels of employee engagement and
address barriers.

1.1
2.1, 2.2

1.2

3.1
3.2
3.2, 3.3

Evidence to be produced/required
A written brief of approximately 2,000 2,500 words in total plus a short set of summary slides. Please
note that you do not have to give the presentation.
You should relate academic concepts, 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.
All reference sources should be acknowledged correctly and a bibliography provided where
appropriate (these should be excluded from the word count).
Assessment Bank HR Intermediate Level Version 1.0 September 2015

5ENG IHR108001 (QCF)


Guidance for Assessors for: Employee Engagement (5ENG) LOs 1, 2, & 3
This guidance is for assessors only and should not be handed out to candidates.
To achieve a pass, candidates should provide a written briefing paper of approximately 2,000 2,500
words in total and a short set of slides which reflects the guidance given below. They do not have to
give the presentation.
Candidates should relate academic concepts, 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.
All reference sources should be acknowledged correctly and a bibliography provided where
appropriate (these should be excluded from the word count).

AC 1.1

Candidates should offer a brief definition of employee engagement and include the
principal dimensions intellectual, affective, social. They should explain if and how it
differs from organisational commitment, job involvement and job satisfaction illustrating
their explanation with examples.

AC 2.1, 2.2

Candidates should list the principal drivers e.g. opinions on management, employee
voice, meaningfulness of work, employee well-being etc. and offer an brief analysis of
the business benefits for key stakeholders customers, employees, managers

AC 1.2

Candidates should briefly explain the need for aligning employee engagement with
components e.g. organisations purpose, values and mission and business strategy.

AC 3.1

Candidates should briefly evaluate different diagnostic tools e.g. employee attitude or
climate surveys, focus groups, metrics e.g. employee turnover, absenteeism rates

AC 3.2

Candidates should give an example of an employee value proposition (or brand


promise). This may be their own organisations or from another organisation. They
should list the hallmarks of a good employee value proposition e.g. unique, relevant
and compelling.

AC 3.3

Candidates should give examples of relevant HR strategies to raise levels of employee


engagement e.g. sounding boards, focus groups, think tanks, inputs to strategy and a
few examples of measures to address any barriers e.g. methods of influence and
persuasion, evidence-based arguments.

Assessment Bank HR Intermediate Level Version 1.0 September 2015