Talent management and workforce planning
Reading the labour market, planning the workforce against it, and what turnover costs when it goes wrong.
Level 5 People Management · 10 assessment criteria
Learning outcome 1
Understand key contemporary labour market trends and their significance for workforce planning.
- AC1.1explain
Explain how organisations strategically position themselves in competitive labour markets.
What that asks for: Make it clear how or why something works. Description is enough here — you are not being asked to judge it.
- AC1.2explain
Explain the impact of changing labour market conditions on resourcing decisions.
What that asks for: Make it clear how or why something works. Description is enough here — you are not being asked to judge it.
Learning outcome 2
Understand the purpose and importance of workforce planning.
- AC2.1analyse
Analyse the impact of effective workforce planning.
What that asks for: Break it into parts and show how they connect. Listing the parts is not analysing them.
- AC2.2evaluate
Evaluate the techniques used to support the process of workforce planning.
What that asks for: Weigh it up and reach a judgement. Both sides, then a position — an answer with no verdict does not meet this.
- AC2.3evaluate
Evaluate the strengths and weaknesses of different methods of recruitment and selection to build effective workforces.
What that asks for: Weigh it up and reach a judgement. Both sides, then a position — an answer with no verdict does not meet this.
Learning outcome 3
Understand the impact of employee turnover and the benefits of retention.
- AC3.1discuss
Discuss factors that influence why people choose to leave or remain in organisations.
What that asks for: Set out more than one view and show how they relate. A one-sided answer is the usual miss.
- AC3.2compare
Compare different approaches to retaining people.
What that asks for: Set two or more things side by side. Similarities and differences, not one then the other.
- AC3.3explain
Explain the impact of dysfunctional employee turnover.
What that asks for: Make it clear how or why something works. Description is enough here — you are not being asked to judge it.
Learning outcome 4
Understand the importance of managing contractual arrangements and effective onboarding.
- AC4.1assess
Assess suitable types of contractual arrangements dependent on specific workforce need.
What that asks for: Judge the significance or extent of something. Close to evaluate, but the emphasis is on how much it matters.
- AC4.2explain
Explain the benefits of effective onboarding.
What that asks for: Make it clear how or why something works. Description is enough here — you are not being asked to judge it.
Learning outcomes and assessment criteria are quoted from the CIPD CIPD Level 5 Associate Diploma in People Management qualification specification, version 2.6 (February 2026), © CIPD. MarkReady is not a CIPD approved centre and is not affiliated with or endorsed by the CIPD.
- 5CO01Organisational performance and culture in practice
- 5CO02Evidence-based practice
- 5CO03Professional behaviours and valuing people
- 5HR01Employment relationship management
- 5HR03Reward for performance and contribution
- 5OS01Specialist employment law
- 5OS02Advances in digital learning and development
- 5OS03Learning and development essentials
- 5OS04People management in an international context
- 5OS05Equality, diversity and inclusion
- 5OS06Leadership and management development
- 5OS07Wellbeing at work
Stuck on something? Start a chat.
Tell us what you're working on and what's going wrong. We'll tell you what would help, what it costs, and how long it takes — before you commit to anything.
Replies in under 2 hours. No account needed to ask.