5OS04
People Management in an International Context
This unit is designed to give those practitioners working in people management in an international context the opportunity to focus on the complexities and considerations essential to this.
CIPD’s insight
Multinational companies are moving towards greater integration in how they organise themselves globally, motivated by the potential to exploit cross-national differences in business. Modern multinationals are seeking a more flexible form of global integration.
Organisational culture is an important concept for the people profession. The work of HR, L&D and OD influences and is influenced by organisational culture because every organisation is made up of human relationships and human interactions. Culture is therefore central to the role of the profession and must be managed and developed accordingly.
Organisations need to take targeted action as part of their D&I strategies, recognising that inclusion is relevant to everyone in the business. Indeed, research suggests that there are five areas where action needs to be taken:
- employee behaviour
- line manager capability
- senior leadership
- policies and wider people management practices
- organisational culture, climate, and values.
And, organisations must consider the broader picture; inclusion is more than simply ‘including’ diversity – it is about individual experience and work, and creating a positive environment in which everyone can influence, share knowledge, and have their perspectives valued.
Key Resources
www.cipd.co.uk/knowledge/strategy/resourcing/international-talent-factsheet
www.cipd.co.uk/knowledge/culture/working-environment/international-culture-factsheet
www.cipd.co.uk/knowledge/strategy/resourcing/international-factsheet
www.cipd.co.uk/knowledge/journals
Case study
You are the HR manager for Terra-Wide, an International Property Development company.
Terra-Wide has long demonstrated particular success in the remit of its people management in an international context, and is widely respected among peer organisations.
Having gained this reputation, People Management magazine has approached Terra-Wide to offer the opportunity to have an article published by them about this area of people management.
As the HR manager, you have been tasked with writing said article.
In addition, an invitation has been extended to a group of People Management magazine contributors, to visit the HR headquarters for a presentation, which you will create.
Preparation for the Tasks:
- Refer to the indicative content in the unit to guide and support your evidence.
- Pay attention to how your evidence is presented, remember you are working in the People Practice Team for this task.
- Ensure that the evidence generated for this assessment remains your own work.
You will also benefit from:
- Reflecting on your own experiences of learning opportunities and training and continuing professional development.
- Reading the CIPD Insight, Fact Sheets, and related online material on these topics.
- You should relate academic concepts, theories, and professional practice to the assessment task(s), in a critical and informed way, and with reference to key texts, articles and other publications.
Don’t forget to:
- Complete the front cover sheet, sign with a “wet signature” and place at the front of your assessment.
- Use the bullet points below each task as headings and sub-headings so your marker can see where your answer begins.
Task One – Journal Article
You are required to write an article for People Management magazine, sharing the experience and expertise of your company. This must contain information on people practice from an international perspective, the importance of people practice in an international context, and the challenges of people practice in an international context. The article should be formal in style.
The article can be broken down into three sections:
Section 1
- Examine the contextual factors of an international organisation. (AC 1.1)
- Assess the drivers and benefits of employment in an international context. (AC 1.2)
- Explain convergent or divergent approaches to inform people management policy and practice choices. (AC 1.3)
Section 2
- Evaluate the function of people practice in an international context. (AC 3.1)
- Consider the practices and policies that are shaped by the international context. (AC 3.2)
Section 3
- Evaluate the factors to be considered when selecting and resourcing for international assignments. (AC 2.1)
- Explain why people practices can vary across international boundaries. (AC 2.2)
- Evaluate the cultural and institutional differences to be considered when managing international people practice. (AC 2.3)
Task Two – Presentation Pack
You are required to create a presentation pack – with slides and presenter notes – covering the process and the benefits of managing expatriates. The slide content and presenter notes should be formal in style.
The presentation pack should:
- Evaluate the reasons that companies use expatriates for international working. (AC 4.1)
- Explain the process for selecting, preparing, and managing expatriates for overseas relocation for work. (AC 4.2)
- Explain how people practice can support re-entry and resettlement of overseas workers. (AC 4.3)
Assessment Grading
The grid below shows the range of results you could achieve based on total number of marks awarded across all assessment criteria.
To pass the unit assessment you must achieve a 2 (Low Pass) or above for each of the assessment criteria.
The overall result achieved will dictate the outcome you receive for the unit, provided
NONE of the assessment criteria have been failed or referred.
| Overall mark | Unit result |
| 0 to 21 | Fail |
| 22 to 28 | Low Pass |
| 29 to 35 | Pass |
| 36 to 44 | High Pass |
Marking Grid
| Mark | Range | Descriptor |
| 1 | Fail | Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC. Insufficient examples included, where required, to support answers. Presentation and structure of assignment is not appropriate and does not meet the assessment brief. |
| 2 | Low Pass | Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC. Sufficient and acceptable examples included, where required, to support answers. Required format adopted but some improvement required to the structure and presentation of the assignment. Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way. |
| 3 | Pass | Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC. Includes confident use of examples, where required, to support each answer. Presentation and structure of assignment is appropriate for the assessment brief. Answers are clear and well expressed. |
| 4 | High Pass | Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate). Includes strong examples that illustrate the point being made, that link and support the answer well. Answers are applied to the case organisation or an alternative organisation. Answers are clear, concise, and well argued, directly respond to what has been asked. The presentation of the assignment is well structured, coherent and focusses on the need of the questions. Includes clear evidence of the use of references to wider reading to help inform answer. |
| Task 1 – Journal Article | |||||
| Evidence required: Article required for People Management magazine.Formal style.2,900 words +/-10. | |||||
| AC | Marking Guidance | Fail (1) | Low Pass (2) | Pass (3) | High Pass (4) |
| 1.1 | Task 1 – Section 1, a) / AC 1.1 Examine the contextual factors of an international organisation. CIPD Indicative content Definition of an international organisation; understanding of organisational structure, type, size, multinational companies, centralised, decentralised, national domestic, international resourcing, language, law, customs, national difference, technical capability/ infrastructure, economic situation, dominant culture and local awareness, Hofstede’s cultural diversity and difference. Marking guidance Answers should demonstrate understanding of: The definition of an international organisation.Organisational structure – type, size, centralised/decentralised.Considerations of language, law, and customs.Technical capability/infrastructure.Considerations of economic situation. A strong answer will mention Hofstede. | Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC. Insufficient examples included, where required, to support answers. Presentation and structure of assignment is not appropriate and does not meet the assessment brief. | Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC. Sufficient and acceptable examples included, where required, to support answers. Required format adopted but some improvement required to the structure and presentation of the assignment. Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way. | Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC. Includes confident use of examples, where required, to support each answer. Presentation and structure of assignment is appropriate for the assessment brief. Answers are clear and well expressed. | Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate). Includes strong examples that illustrate the point being made, that link and support the answer well. Answers are applied to the case organisation or an alternative organisation. Answers are clear, concise, and well argued, directly respond to what has been asked. The presentation of the assignment is well structured, coherent and focusses on the need of the questions. Includes clear evidence of the use of references to wider reading to help inform answer. |
| AC | Marking Guidance | Fail (1) | Low Pass (2) | Pass (3) | High Pass (4) |
| 1.2 | Task 1 – Section 1, b) / AC 1.2 Assess the drivers and benefits of employment in an international context. CIPD Indicative content Appreciation of the transferral of technological and business knowledge, skills and behaviours for the organisation and individual, enhanced diversity, facilitation of control, improved communications, competitive advantage, talent management, increased cultural awareness, enhanced business growth, career, networking and expansion of professional connections, financial and non-financial benefits. Marking guidance Answers should demonstrate understanding of: Transferrable business and technological knowledge.Enhanced diversity.Competitive advantage.Business growth. | Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC. Insufficient examples included, where required, to support answers. Presentation and structure of assignment is not appropriate and does not meet the assessment brief. | Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC. Sufficient and acceptable examples included, where required, to support answers. Required format adopted but some improvement required to the structure and presentation of the assignment. Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way. | Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC. Includes confident use of examples, where required, to support each answer. Presentation and structure of assignment is appropriate for the assessment brief. Answers are clear and well expressed. | Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate). Includes strong examples that illustrate the point being made, that link and support the answer well. Answers are applied to the case organisation or an alternative organisation. Answers are clear, concise, and well argued, directly respond to what has been asked. The presentation of the assignment is well structured, coherent and focusses on the need of the questions. Includes clear evidence of the use of references to wider reading to help inform answer. |
| AC | Marking Guidance | Fail (1) | Low Pass (2) | Pass (3) | High Pass (4) |
| 1.3 | Task 1 – Section 1, c) / AC 1.3 Explain convergent or divergent approaches to inform people management policy and practice choices. CIPD Indicative content Nature and factors that affect convergent and divergent approaches to managing the range of people practice choices across different countries or regions, for example shaping and standardisation of key people practices that are implemented across international organisations. Advantages and disadvantages of applying a ‘one country’ approach. Factors that affect the acceptance of divergence practices to allow national subsidiaries to implement their own country’s people practices accommodating localisation, including handling conflicting requirements. Marking guidance Answers should demonstrate understanding of: What convergent and divergent management approaches are.Factors affecting them.Advantages and disadvantages of applying a ‘one country’ approach. | Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC. Insufficient examples included, where required, to support answers. Presentation and structure of assignment is not appropriate and does not meet the assessment brief. | Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC. Sufficient and acceptable examples included, where required, to support answers. Required format adopted but some improvement required to the structure and presentation of the assignment. Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way. | Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC. Includes confident use of examples, where required, to support each answer. Presentation and structure of assignment is appropriate for the assessment brief. Answers are clear and well expressed. | Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate). Includes strong examples that illustrate the point being made, that link and support the answer well. Answers are applied to the case organisation or an alternative organisation. Answers are clear, concise, and well argued, directly respond to what has been asked. The presentation of the assignment is well structured, coherent and focusses on the need of the questions. Includes clear evidence of the use of references to wider reading to help inform answer. |
AC | Marking Guidance | Fail (1) | Low Pass (2) | Pass (3) | High Pass (4) |
| 3.1 | Task 1 – Section 2, a) / AC 3.1 Evaluate the function of people practice in an international organisational context. CIPD Indicative content Knowledge and ability to apply supporting strategies across regional boundaries; differing role expectations between countries, for example administrative, supportive, guiding, executive; supporting leadership and management; developing and operating people practice systems; refining and developing policies and practices to support international working practices. Marking guidance Answers should demonstrate understanding of: Supporting strategies across regional boundaries.Developing and operating people practice systems to support international working practices. | Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC. Insufficient examples included, where required, to support answers. Presentation and structure of assignment is not appropriate and does not meet the assessment brief. | Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC. Sufficient and acceptable examples included, where required, to support answers. Required format adopted but some improvement required to the structure and presentation of the assignment. Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way. | Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC. Includes confident use of examples, where required, to support each answer. Presentation and structure of assignment is appropriate for the assessment brief. Answers are clear and well expressed. | Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate). Includes strong examples that illustrate the point being made, that link and support the answer well. Answers are applied to the case organisation or an alternative organisation. Answers are clear, concise, and well argued, directly respond to what has been asked. The presentation of the assignment is well structured, coherent and focusses on the need of the questions. Includes clear evidence of the use of references to wider reading to help inform answer. |
| AC | Marking Guidance | Fail (1) | Low Pass (2) | Pass (3) | High Pass (4) |
| 3.2 | Task 1 – Section 2, b) / AC 3.2 Consider the practices and policies that are shaped by the international context. CIPD Indicative content Awareness of applying a range of policies and practices to consider cultural and institutional differences, range of factors and choices affecting use of parent company HRM policies and practices being adopted by subsidiary companies, partnership, or supplier/customer organisations. Marking guidance Answers should demonstrate understanding of: Cultural and institutional considerations when applying policies and practices.Factors affecting use of parent company HRM policies and practices. | Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC. Insufficient examples included, where required, to support answers. Presentation and structure of assignment is not appropriate and does not meet the assessment brief. | Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC. Sufficient and acceptable examples included, where required, to support answers. Required format adopted but some improvement required to the structure and presentation of the assignment. Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way. | Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC. Includes confident use of examples, where required, to support each answer. Presentation and structure of assignment is appropriate for the assessment brief. Answers are clear and well expressed. | Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate). Includes strong examples that illustrate the point being made, that link and support the answer well. Answers are applied to the case organisation or an alternative organisation. Answers are clear, concise, and well argued, directly respond to what has been asked. The presentation of the assignment is well structured, coherent and focusses on the need of the questions. Includes clear evidence of the use of references to wider reading to help inform answer. |
| AC | Marking Guidance | Fail (1) | Low Pass (2) | Pass (3) | High Pass (4) |
| 2.1 | Task 1 – Section 3, a) / AC 2.1 Evaluate the factors to be considered when selecting and resourcing for international assignments. CIPD Indicative content Perlmutter’s orientation of international firms, polycentric, ethnocentric, geocentric and regional-centric orientations; different factors to include identification of qualities and behaviours, acceptance of diversity, difference, emotional resilience, ability to cope with long- and short-term change, wellbeing, duty of care, language, personal contexts, contractual terms and conditions, consideration of cross-national HRM dominant cultural viewpoint. Marking guidance Answers should demonstrate understanding of: Polycentric, ethnocentric, geocentric, and regional-centric orientations.Identifying desired qualities and behaviours.Considerations about diversity, emotional resilience, well-being. A strong answer will mention Perlmutter. | Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC. Insufficient examples included, where required, to support answers. Presentation and structure of assignment is not appropriate and does not meet the assessment brief. | Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC. Sufficient and acceptable examples included, where required, to support answers. Required format adopted but some improvement required to the structure and presentation of the assignment. Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way. | Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC. Includes confident use of examples, where required, to support each answer. Presentation and structure of assignment is appropriate for the assessment brief. Answers are clear and well expressed. | Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate). Includes strong examples that illustrate the point being made, that link and support the answer well. Answers are applied to the case organisation or an alternative organisation. Answers are clear, concise, and well argued, directly respond to what has been asked. The presentation of the assignment is well structured, coherent and focusses on the need of the questions. Includes clear evidence of the use of references to wider reading to help inform answer. |
| AC | Marking Guidance | Fail (1) | Low Pass (2) | Pass (3) | High Pass (4) |
| 2.2 | Task 1 – Section 3, b) / AC 2.2 Explain why people practices can vary across international boundaries. CIPD Indicative content Consideration of how core and specialist people practices are affected, modified, and disseminated in regard to local employment legislation and regulations. Differences in managing employee relations, diversity and ethical practice, discipline and grievance, performance, and reward, influences of customs and cultures. Marking guidance Answers should demonstrate understanding of: How local employment legislation and regulations affect core and specialist people practices.Differences in managing employee relations, performance, and reward.The influence of customs and cultures. | Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC. Insufficient examples included, where required, to support answers. Presentation and structure of assignment is not appropriate and does not meet the assessment brief. | Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC. Sufficient and acceptable examples included, where required, to support answers. Required format adopted but some improvement required to the structure and presentation of the assignment. Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way. | Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC. Includes confident use of examples, where required, to support each answer. Presentation and structure of assignment is appropriate for the assessment brief. Answers are clear and well expressed. | Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate). Includes strong examples that illustrate the point being made, that link and support the answer well. Answers are applied to the case organisation or an alternative organisation. Answers are clear, concise, and well argued, directly respond to what has been asked. The presentation of the assignment is well structured, coherent and focusses on the need of the questions. Includes clear evidence of the use of references to wider reading to help inform answer. |
| AC | Marking Guidance | Fail (1) | Low Pass (2) | Pass (3) | High Pass (4) |
| 2.3 | Task 1 – Section 3, c) / AC 2.3 Evaluate the cultural and institutional differences to be considered when managing international people practice. CIPD Indicative content Awareness of cross-cultural comparisons, strategies, policies and processes, isomorphic approaches; variations in national values, culture, belief, and behavioural patterns and how these affect decisions; understanding of approaches to communication, concepts, and social justice, pay systems and reward. Institutional differences to include the role of the state, financial sectors, law, approaches to education and training, labour force characteristics. Marking guidance Answers should demonstrate understanding of: Cross-cultural comparisons, strategies, policies, and processes.The impact of culture or belief on communication and making decisions.The role of the state and law. | Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC. Insufficient examples included, where required, to support answers. Presentation and structure of assignment is not appropriate and does not meet the assessment brief. | Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC. Sufficient and acceptable examples included, where required, to support answers. Required format adopted but some improvement required to the structure and presentation of the assignment. Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way. | Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC. Includes confident use of examples, where required, to support each answer. Presentation and structure of assignment is appropriate for the assessment brief. Answers are clear and well expressed. | Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate). Includes strong examples that illustrate the point being made, that link and support the answer well. Answers are applied to the case organisation or an alternative organisation. Answers are clear, concise, and well argued, directly respond to what has been asked. The presentation of the assignment is well structured, coherent and focusses on the need of the questions. Includes clear evidence of the use of references to wider reading to help inform answer. |
| Task 2 – Presentation Pack | |||||
| Evidence required: Presentation Pack with slides and presenter notes.Slides should be clear, but only presenter notes are assessed.Wordcount only applies to presenter notes, not slides’ text.Formal style.1,000 words +/-10. | |||||
| AC | Marking Guidance | Fail (1) | Low Pass (2) | Pass (3) | High Pass (4) |
| 4.1 | Task 2 – Sub-section a) / AC 4.1 Evaluate the reasons that companies use expatriates for international working. CIPD Indicative content Identification of the benefits, for example short-term projects, requirement for specialist skills, speed and associated imperatives, commercial pressures, training, development and career advancement and ROI for using expatriates; disadvantages of using local employees, skills differences, timeframes, cultural requirements, etc. Marking guidance Answers should demonstrate understanding of: The benefits of using expatriates.The disadvantages of using local employees. | Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC. Insufficient examples included, where required, to support answers. Presentation and structure of assignment is not appropriate and does not meet the assessment brief. | Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC. Sufficient and acceptable examples included, where required, to support answers. Required format adopted but some improvement required to the structure and presentation of the assignment. Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way. | Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC. Includes confident use of examples, where required, to support each answer. Presentation and structure of assignment is appropriate for the assessment brief. Answers are clear and well expressed. | Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate). Includes strong examples that illustrate the point being made, that link and support the answer well. Answers are applied to the case organisation or an alternative organisation. Answers are clear, concise, and well argued, directly respond to what has been asked. The presentation of the assignment is well structured, coherent and focusses on the need of the questions. Includes clear evidence of the use of references to wider reading to help inform answer. |
| AC | Marking Guidance | Fail (1) | Low Pass (2) | Pass (3) | High Pass (4) |
| 4.2 | Task 2 – Sub-section b) / AC 4.2 Explain the process for selecting, preparing, and managing expatriates for overseas relocation for work. CIPD Indicative content Difference in selecting expatriates for domestic and overseas assignments; selection for different types of expatriation, including the use of performance management and appraisal, job skills, cultural suitability, personal knowledge, skills, aspirations and interest, and career planning. Preparing and managing the process; preparing staff for overseas working, identification of different contractual models for overseas working. Administration in preparation for the relocation programmes, providing appropriate learning and development support for expatriates to include knowledge, skills and behaviours required, social and domestic constraints, pay and benefits, health checks and packages, travel and accommodation provision, family support. Marking guidance Answers should demonstrate understanding of: Reasons for selecting candidates, and how they are appraised – skills, knowledge, suitability. Main elements involved in preparing expatriates for overseas working. | Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC. Insufficient examples included, where required, to support answers. Presentation and structure of assignment is not appropriate and does not meet the assessment brief. | Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC. Sufficient and acceptable examples included, where required, to support answers. Required format adopted but some improvement required to the structure and presentation of the assignment. Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way. | Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC. Includes confident use of examples, where required, to support each answer. Presentation and structure of assignment is appropriate for the assessment brief. Answers are clear and well expressed. | Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate). Includes strong examples that illustrate the point being made, that link and support the answer well. Answers are applied to the case organisation or an alternative organisation. Answers are clear, concise, and well argued, directly respond to what has been asked. The presentation of the assignment is well structured, coherent and focusses on the need of the questions. Includes clear evidence of the use of references to wider reading to help inform answer. |
| AC | Marking Guidance | Fail (1) | Low Pass (2) | Pass (3) | High Pass (4) |
| 4.3 | Task 2 – Sub-section c) / AC 4.3 Explain how people practice can support re-entry and resettlement of overseas workers. CIPD Indicative content Policies and processes to support the expatriate upon return; reintegration of assignees into organisational career systems; management of their wellbeing through their changing professional and personal contexts, job role, career direction, by providing practical advice, guidance, and support. Marking guidance Answers should demonstrate understanding of: Policies and processes involved in the return of expatriates. Supporting them with professional changes. | Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC. Insufficient examples included, where required, to support answers. Presentation and structure of assignment is not appropriate and does not meet the assessment brief. | Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC. Sufficient and acceptable examples included, where required, to support answers. Required format adopted but some improvement required to the structure and presentation of the assignment. Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way. | Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC. Includes confident use of examples, where required, to support each answer. Presentation and structure of assignment is appropriate for the assessment brief. Answers are clear and well expressed. | Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate). Includes strong examples that illustrate the point being made, that link and support the answer well. Answers are applied to the case organisation or an alternative organisation. Answers are clear, concise, and well argued, directly respond to what has been asked. The presentation of the assignment is well structured, coherent and focusses on the need of the questions. Includes clear evidence of the use of references to wider reading to help inform answer. |
