HR9534 Resourcing and Development for Diversity Assessment Brief 2026 | Northumbria University
HR9534 Resourcing and Development for Diversity Assessment Brief
| Category | Details |
|---|---|
| Programme: | Business and HRM (core) ; Business Management (option) |
| Module Code: | HR9534 |
| Module Title: | Resourcing and Development for Diversity |
| Distributed on: | First week of teaching |
| Submission Time and Date: | To be submitted by – tbc – please see BB site |
| Word Limit: | 3000 |
| Weighting | This coursework accounts for 100% of the total mark for this module |
| Submission of Assessment | Electronic Management of Assessment (EMA): Please note that if your assignment is submitted electronically, it will be submitted online via Turnitin by the given deadline. You will find a Turnitin link on the module’s eLP site. It is your responsibility to ensure that your assignment arrives before the submission deadline stated above. See the University policy on late submission of work. |
Instructions on Assessment
This assessment accounts for 100% of your HR9534 module mark and is in two parts.
Part 1 requires you to write a 2000-word report reviewing and evaluating the ChatGPT response to an essay question on Resourcing and Development for Diversity.
Part 2 requires you to reflect critically on two scenarios during the specified seminar sessions and on your overall learning related to the overarching topic of Resourcing and Development for Diversity.
Further information is provided below.
Part 1: Report – 2000 words (70%)
[MLO 1, 2 and 3] – Minimum 15 references. academic literature: 10 yrs; journal article: 5 years. NO I, WE. ALWAYS USE 3RD PERSON WRITING
a) Review the ChatGPT response (we will provide) to the following question:
“Please write a 2000-word university essay, with references, analysing and critically evaluating the importance of resourcing and development for diversity in organisations.”
Read and make notes about the strengths and weaknesses – your annotated answer will be included in your appendices. (Make notes by inserting the comment and highlighting)
b) Write a 2000-word essay that evaluates the ChatGPT answer against the assessment criteria, and uses additional academic literature to discuss up to two of the 10 module topics, e.g., Discrimination & Wellbeing at work. Include a summary also
Your answer must include relevant subject literature from academic journals and books, and a critical evaluation of the strengths and weaknesses of the ChatGPT answer.
Part 2: Individual reflections – 1000 words (30%)
[MLO 3, 4 and 5] – CAN USE 1? Minimum 7 references
This section of the assessment requires you to complete a 1000-word individual reflection examining key knowledge and skills you have developed in terms of managing a diverse workforce.
Specifically, we ask you to:
a) Write two 250-word reflections (500 words total) on the debates in week two (Meritocratic Recruitment versus Positive Action) and week seven (Targets Versus Behaviours Reward strategies). WATCH THE TWO VIDEOS. 2 referencing. Means part A, 4 referencing
b) Draw on your two reflections, write an additional 500-word reflective statement on what you have learned about the complexity and challenges of resourcing for a diverse workforce. You must critically reflect on what practices could be effective to address these challenges (using academic literature). (Combined reflection, evidence from academic literature to support). Mean 3 referencing.
c) Include a summary table of what knowledge (2) and skills (2) you have developed in relation to resourcing for diversity at the end of the reflection. (Just 4 bullet points will do)
Mapping to Programme Goals and Objectives
This assessment will contribute directly to the following undergraduate goals and objectives:
Knowledge & Understanding:
- To develop an understanding of key contemporary diversity trends and the significance of resourcing and development for diversity [MLO 01]
- To develop the knowledge and understanding required to analyse and evaluate the resourcing and development needs of an organisation from a diversity management perspective [MLO 02]
Intellectual / Professional skills & abilities:
- To develop the skills required to contribute to the resourcing and development of a diverse workforce in an organisational context [MLO 03]
Personal Values Attributes (Global / Cultural awareness, Ethics, Curiosity) (PVA):
- To build an awareness of diverse cultures and the requirements of a multicultural workforce [MLO 04]
- To understand the ethical aspects of managing a diverse workforce. [MLO 05]
HR9534 Assessment Criteria & Marking Rubric
Resourcing and Development for Diversity Assessment Marking Criteria
| Performance Area | 0-29% | 30-39% | 40-49% | 50-59% | 60-69% | 70-79% | 80-89% | 90-100% |
|---|---|---|---|---|---|---|---|---|
| 2000-word report (70%) | Does Not Meet Standards | Does Not Meet Standards | Meets Standards | Meets Standards | Exceeds Standards | Exceeds Standards | Exceeds Standards | Exceeds Standards |
| Analysis and critical evaluation of the importance of resourcing and development for diversity | The review of the literature is completely insufficient. Showing no understanding of current research, debates, theories/ models regarding the issues and challenges for individuals in the workplace and organisations. | Shows little/ limited understanding and review of relevant literature, current research, debates, theories/ models regarding the issues and challenges for individuals in the workplace and organisations. | Adequate review of literature that shows some descriptive understanding of current research, debates, theories/ models regarding the issues and challenges for individuals in the workplace and organisations in encouraging and advancing D&I efforts. | Good critical review of relevant literature, but largely descriptive. Showing good understanding and, at times, good critical discussion of current research, debates, theories/ models regarding the issues and challenges for individuals and organisations in encouraging and advancing D&I efforts. | A very good critical review of relevant literature throughout. Showing very good critical discussion and understanding of current research, debates, theories/ models regarding the issues and challenges for individuals and organisations in encouraging and advancing D&I efforts. | An excellent critical review of a range of relevant quality literature throughout. Showing an excellent critical discussion and understanding of current research, debates, theories/ models regarding the issues and challenges for individuals in the workplace and organisations in encouraging and advancing D&I efforts. | An outstanding critical review of a wide range of relevant quality literature throughout. Showing strong critical discussion and understanding of current research, debates, theories/ models regarding the issues and challenges for individuals and organisations in encouraging and advancing D&I efforts. | An exemplary critical review of a wide range of relevant quality literature throughout. Showing exemplary critical discussion and an exemplary understanding of current research, debates, theories/ models regarding the issues and challenges for individuals and organisations in encouraging and advancing D&I efforts. |
| Evaluation of resourcing strategies and practices to promote diversity | Completely insufficient evaluation. Little or no identification OR discussion of resourcing strategies/ practices. | Insufficient evaluation. Limited identification OR discussion of resourcing strategies/ practices. | Adequate evaluation. Some identification of how resourcing strategies/ practices can promote diversity. Text is descriptive and lacks critical evaluation. | Good evaluation. Resourcing strategies/ practices are identified and supported by relevant evidence/ literature. Text is largely descriptive but at times shows some good critical evaluation. | Very good evaluation. Resourcing strategies/ practices are identified and supported by a range of relevant evidence/ literature. Text demonstrates critical evaluation throughout. | Excellent evaluation. Resourcing strategies/ practices are identified and supported by a range of quality evidence/ literature. Text demonstrates excellent critical evaluation throughout and across all resourcing practices, which can promote diversity. | Outstanding evaluation. Resourcing strategies/ practices are identified and supported by a wide range of quality evidence/ literature. Evaluation conveys a clear critical argument at a high level throughout and across all resourcing practices, which can promote diversity. | Exemplary evaluation. Resourcing strategies/ practices are identified and supported by a wide range of quality evidence/ literature. Evaluation conveys a clear critical argument that integrates all resourcing strategies/ practices at a high level of debate. |
| Evaluation of the effectiveness of HR development strategies and practices to promote diversity and inclusion | Completely insufficient evaluation. Little or no consideration of the historic development of norms, OR evaluation of the role of leaders and managers in fostering inclusive organisations. | Insufficient evaluation. Limited consideration of the historic development of norms, how these impact practices and how they can be challenged. Little evaluation of the role of leaders and managers in fostering inclusive organisations. | Adequate evaluation. Some consideration of the historic development of norms, how these impact practices and how they can be challenged. Text is descriptive and lacks a critical evaluation of the role of leaders and managers in fostering inclusive organisations. | Good evaluation. Some good consideration of the historic development of norms, how these impact practices and how they can be challenged, supported by relevant evidence/ literature. Text is largely descriptive but at times shows some good critical evaluation of the role of leaders and managers in fostering inclusive organisations. | Very good evaluation. Identification of historic development of norms, how these impact practices and how they can be challenged, supported by a range of relevant evidence/ literature. Text demonstrates critical evaluation of the role of leaders and managers in fostering inclusive organisations, with some critical discussion of the diversity cases. | Excellent evaluation. Excellent evaluation of the historic development of norms, how these impact practices and how they can be challenged, supported by a wide range of quality evidence/ literature. Text demonstrates excellent critical evaluation of the role of leaders and managers in fostering inclusive organisations, as well as excellent critical discussion of the diversity cases. | Outstanding evaluation. A clear critical evaluation of the historic development of norms, how these impact practices and how they can be challenged is conveyed at a high level and supported by a wide range of quality evidence/ literature. Outstanding critical evaluation of the role of leaders and managers in fostering inclusive organisations, as well as excellent critical discussion of the diversity cases. | Exemplary evaluation. A clear critical evaluation of the historic development of norms, how these impact on practices and how they can be challenged is conveyed at a high level and supported by a wide range of quality evidence/ literature. Exemplary critical evaluation of the role of leaders and managers in fostering inclusive organisations, as well as outstanding critical discussion of the diversity cases. |
| The legal framework context | Completely insufficient. Little or no integration of the role of the legal framework. No consideration of the wider context of social, economic and demographic changes, nor local, national and global concerns. | Insufficient. Limited integration of the role of the legal framework regarding managing diversity. Little consideration of the wider context, OR local, national and global concerns. | Adequate integration of the role of the legal framework regarding managing diversity, supported by some evidence/ literature. Some consideration of the wider context, alongside local, national and global concerns. | Good integration of the role of the legal framework regarding managing diversity, supported by relevant evidence/ literature considering the wider context of social, economic and demographic changes, alongside local, national and global concerns. | Very good integration of the role of the legal framework regarding managing diversity, supported by a range of relevant evidence/ literature considering the wider context of social, economic and demographic changes, alongside local, national and global concerns. | Excellent integration of the role of the legal framework regarding managing diversity, supported by a range of quality evidence/ literature throughout, considering the wider context of social, economic and demographic changes, alongside local, national and global concerns. | Outstanding integration of the role of the legal framework regarding managing diversity, supported by a wide range of quality evidence/ literature throughout, considering the wider context of social, economic and demographic changes, alongside local, national and global concerns. | Exemplary integration of the role of the legal framework regarding managing diversity, supported by a wide range of quality evidence/ literature throughout, considering the wider context of social, economic and demographic changes, alongside local, national and global concerns. |
| Conclusion | Little or no evidence of conclusive remarks. | Limited evidence of conclusive remarks. | Adequate conclusive remarks. | Good conclusive remarks reflective of the discussion in the text. | Very good conclusive remarks, very well integrated with the discussion of the report. | Excellent, clear conclusive remarks, very well integrated with the discussion of the report. | Outstanding, clear conclusive remarks that integrate the discussion of the report to a high standard. | Exemplary, clear conclusive remarks that integrate the discussion of the report to a very high st |