ParcelCare is a long-established national parcel and package delivery service. ParcelCare is nowfinding it difficult to attract, recruit and retain staff throughout the organisation. You have juststarted in your new role of People Manager and have been asked to report to senior leaders onhow these issues can be addressed. In preparation, you write answers to the 10 questions below.
To help the reader, please make use of headings and assessment criteria references to signpostthe assessment criteria being addressed.
- New entrants to the parcel delivery market and other labour market competitors haveadversely affected ParcelCares ability to compete in labour markets. Explain howParcelCare can strategically position themselves in competitive labour markets. (AC 1.1)
- Explain the impact of changing labour market conditions on resourcing decisions atParcelCare. (AC 1.2)
- You are aware that workforce planning has not been carried out in the past and decide topersuade the senior leadership team that this activity is worth doing. Analyse the impactof effective workforce planning, making clear how ParcelCare could benefit from thisactivity. (AC 2.1)
- To strengthen your argument to introduce workforce planning, evaluate techniques thatcan be used to support the process of workforce planning. (AC 2.2)
- Currently, vacancies are advertised on ParcelCares website. Line managers then interviewshortlisted applicants. You feel that these are suitable recruitment and selection methodsto use but want to broaden the methods used. Evaluate the strengths and weaknesses oftwo different recruitment methods and two different selection methods. (AC 2.3)
- On examining employee turnover rates, you feel the rate is higher than it should be, andhigher than internal targets. To try to understand this further, discuss differences betweenavoidable and unavoidable turnover and differences between push and pull factors. (AC3.1)
- Retention of warehouse staff is an issue, as there are many labour market competitors.Compare the following retention approaches: realistic job previews; induction; jobenrichment; and reward. (AC 3.2)
- To influence the senior leadership team to accept that employee turnover should beaddressed, explain the impact of dysfunctional employee turnover. (AC 3.3)
- ParcelCare employs the majority of employees on permanent, full-time contracts. You feelthese contracts have their place, but it is time to consider whether other types ofcontractual arrangements could be beneficial to the organisation, especially when demandfor delivery services increases and decreases. Assess the suitability of permanent, full-timecontracts for delivery drivers as well as two other types of contracts. (AC 4.1)
- At present, an ad hoc approach is taken to onboarding and typically involves the linemanager ensuring new starter forms are completed and health and safety trainingprovided. You identify that onboarding can be improved but first need to convince othersthat investment in this area is worthwhile. Explain the benefits of effective onboarding.(AC 4.2)
Version 1 – June 2024 4
Level 5 Associate Diploma
Version 1 – June 2024 5
Level 5 Associate Diploma
Your evidence must consist of:
- Written responses to each of the 10 questions with reference to the scenario above.
- Approximately 3900 words in total, refer to CIPD word count policy.
Requirements: N/A
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