CIPD Level 5 Assignments: How to Structure Your Answers

The CIPD Level 5 Associate Diploma in People Management represents a significant step up from Level 3. With 420 Total Qualification Time hours across seven units, the expectations for analysis, evaluation and practical application increase substantially.

Understanding the Level 5 Assessment Requirements

At Level 5, the CIPD expects you to demonstrate:

Practical, theoretical and technological knowledge: to address complex contexts

Analysis, interpretation and evaluation: of relevant information and ideas

Understanding of different perspectives: and the reasoning behind them

Appropriate methods and skills: to address broadly defined, complex problems

Use of research: to inform your actions

Evaluation of actions, methods and results:

Notice the shift from Level 3's "examine" and "explain" to Level 5's emphasis on "analyse", "evaluate" and "assess". Your writing must reflect this deeper level of critical thinking.

The Level 5 Qualification Structure

You'll complete seven units in total:

Three Core Units:

• 5CO01: Organisational Performance and Culture in Practice (7 credits)
• 5CO02: Evidence-Based Practice (6 credits)
• 5CO03: Professional Behaviours and Valuing People (5 credits)

Three Pathway Units (HR route):

• 5HR01: Employment Relationship Management (6 credits)
• 5HR02: Talent Management and Workforce Planning (6 credits)
• 5HR03: Reward for Performance and Contribution (6 credits)

Plus One Optional Unit from choices including Specialist Employment Law, Equality Diversity and Inclusion, Leadership and Management Development, or Wellbeing at Work.

Breaking Down the Core Units

5CO01: Organisational Performance and Culture in Practice

This unit examines connections between organisational structure, strategy and the business environment.

Key assessment areas:

• Evaluating advantages and disadvantages of different organisational structures
• Analysing connections between strategy, products, services and customers
• Assessing external factors and trends impacting organisations
• Understanding the scale of technology and its impact on work
• Explaining theories of organisational culture and human behaviour (Schein, Hofstede, Handy)
• Assessing how people practices impact organisational culture
• Explaining change management approaches (Lewin, Kotter)
• Discussing how change is experienced (Kubler-Ross, Tannenbaum and Hanna)
• Assessing the importance of wellbeing at work

Structuring tip: Use analytical frameworks like PESTLE and SWOT but go beyond description—evaluate their usefulness and limitations for your specific organisational context.

5CO02: Evidence-Based Practice

This unit focuses on critical thinking, ethical decision-making and measuring impact.

Key assessment areas:

• Evaluating evidence-based practice concepts and application
• Evaluating analysis tools (Porter's Five Forces, fishbone diagrams, force field analysis)
• Explaining principles of critical thinking and applying them
• Assessing ethical perspectives influencing decision-making
• Analysing and interpreting people practice data
• Presenting data-driven insights to stakeholders
• Evaluating benefits, risks and financial implications of solutions
• Explaining how to measure impact of people practice contributions

Structuring tip: Always triangulate your evidence—use multiple data sources and acknowledge limitations in your analysis.

5CO03: Professional Behaviours and Valuing People

This unit covers ethical practice, professional development and influencing skills.

Key assessment areas:

• Demonstrating professional and ethical behaviours
• Contributing to discussions and planning
• Championing inclusive and collaborative working
• Building positive relationships with stakeholders
• Reflecting on your own development needs
• Influencing others through evidence-based approaches

Structuring tip: This unit requires significant self-reflection. Use models like Gibbs' Reflective Cycle or Kolb's Learning Cycle to structure your reflective writing.

How to Structure Level 5 Assignment Responses

Decoding Command Words

Level 5 uses more demanding command words:

Evaluate: = Assess strengths, weaknesses, advantages, disadvantages and make a judgement

Analyse: = Break down into components, examine relationships, identify patterns

Assess: = Make a judgement based on evidence and criteria

Critically discuss: = Consider multiple perspectives and make reasoned conclusions

The PEEL Framework for Analytical Writing

For each major point in your assignment, use PEEL:

1. Point – State your main argument or finding
2. Evidence – Support with theory, research or data
3. Explanation – Analyse what the evidence means and why it matters
4. Link – Connect back to the assessment criterion and your overall argument

Using Theory Effectively at Level 5

At Level 5, you're expected to engage critically with theory, not just describe it.

Weak approach:

"Kotter's 8-Step Model suggests that change should be managed through eight sequential steps, beginning with creating urgency..."

Strong approach:

"While Kotter's (1996) 8-Step Model provides a structured framework for managing change, its linear approach has been criticised for oversimplifying the iterative nature of organisational transformation (Burnes, 2017). In practice, organisations often need to revisit earlier stages, suggesting that change management is more cyclical than Kotter's model implies..."

Key Theorists and Models for Level 5

Organisational Culture: Schein's Three Levels of Culture, Hofstede's Cultural Dimensions, Handy's Culture Types

Change Management: Lewin's Three-Step Model, Kotter's 8-Step Model, Kubler-Ross Change Curve

Motivation and Behaviour: Expectancy Theory (Vroom), Psychological Contract (Rousseau), Self-Determination Theory

Strategy and Analysis: PESTLE Analysis, Porter's Five Forces, SWOT Analysis, McKinsey 7S Framework

Referencing at Level 5

Harvard referencing remains the standard, but expectations are higher:

• 10-15 credible sources per unit
• Mix of academic textbooks, journal articles and CIPD resources
• Recent sources (within last 5-7 years where possible)
• Critical engagement with sources, not just citation

Recommended core texts:

• Taylor and Woodhams: Studying Human Resource Management
• Armstrong and Taylor: Armstrong's Handbook of HRM Practice
• Cameron and Green: Making Sense of Change Management
• Boxall and Purcell: Strategy and Human Resource Management

Common Mistakes at Level 5

1. Too much description, not enough analysis – Move beyond "what" to "so what?"
2. Superficial use of theory – Engage critically, don't just name-drop
3. Weak organisational application – Generic examples won't suffice
4. Ignoring counterarguments – Evaluate means considering multiple perspectives
5. Poor data interpretation – Numbers need context and insight
6. Inconsistent referencing – Maintain Harvard style throughout

Getting Support With Your Assignments

Level 5 assignments demand more sophisticated writing and analysis. People Study Pro provides:

Intelligent guidance: tailored to each assessment criterion

Harvard reference generator: for accurate academic citations

AI writing assistant: to help develop analytical arguments

Plagiarism and AI checker: to ensure academic integrity

Curated learning materials: mapped to 5CO01, 5CO02, 5CO03 and all pathway units

Our platform understands the specific requirements of Level 5 and guides you toward the analytical depth expected at this level.

Progression After Level 5

Successfully completing your CIPD Level 5 Associate Diploma opens the door to:

CIPD Associate Membership: – demonstrating professional credibility

CIPD Level 7 Advanced Diploma: – for strategic people management roles

Career progression: – into people manager and HR business partner positions