3CO04 Essentials of People Practice Assignment – UK

Module Code :- 3CO04
Assignment Title :- Essentials of People Practice
Assessment Type :- Assignment
This unit assignment introduces the fundamentals of people practice, ranging from the employee life cycle to policies regulation and law. It further explores a diverse array of specialist subjects such as recruitment talent management reward and learning and development essential to a career in people practice. Importantly this unit enables practitioners to apply their knowledge and skills building their confidence and ability to practice progressively.
3CO04 Essentials of People Practice Assignment – UK

3CO04 Essentials of People Practice Assignment

Recruitment – an introduction :-
Good recruitment is vital for every organisation finding the right people for the right roles at the right time. It ensures that the workforce has the relevant skills and abilities for the organisation’s current and future needs. Effective resourcing is not just about filling an immediate vacancy but about having an impact on the long-term success of the business using workforce planning data to under stand what skills are needed for organisational performance.

This fact sheet looks at what recruitment and resourcing involves and outlines the UK law affecting recruitment activities. It describes the stages of the recruitment process: defining the role including job analysis and job description attracting the applicants using both internal and external methods managing the selection process and finally making the appointment and employment offer.

Performance Management – an introduction
If people are the greatest creators of value in organisations then good performance management is critical for an organisation’s success. Employees need to understand what’s expected of them and to achieve those goals they must be managed so that they’re motivated have the necessary skills resources and support and are accountable. Performance management aims to monitor main tain and improve employee performance in line with an organisation’s objectives. It’s a not a single activity but rather a group of practices that should be approached holistically.

3CO04 Essentials of People Practice Assignment – UK

This fact sheet explores critical aspects to get right in performance management, as well as recent changes in thinking. It summarises some of the main tools used in performance management including objective setting performance ratings performance appraisals and feedback learning and development and performance related pay.

Case study :-
You have recently been appointed as a member of a People Practice outplacement company. One of your first assignments is to support a client called Technow a rapidly growing technology company started four years ago by a brother and sister partnership.

In your first meeting with the partners they inform you that they are planning to recruit a new management team which will consist of 5 section heads and 10 line managers many of whom will be new to the company. The partners main concern is that as the company evolves they can no longer have personal control over people matters They request that you take responsibility for raising awareness of people practices to the new management team such as recruitment work/life balance and engagement key legislation diversity performance management reward and learning and development. The intention is that the values and practices that the partners hold dear will not be lost in the expansion.

Preparation for the Tasks:
1. Spend time planning your answer. You should attend the Assessment Q&A session if you have any questions about the assessment tasks.
2. Refer to the indicative content in the unit to guide and support your evidence.
3. Pay attention to how your evidence is presented, remember you are working in the PeoplePractice Team.
4. Make sure that the evidence generated for this assessment remains your own work.

You will also benefit from:

1. Reflecting on your own experiences of learning opportunities and continuing professional development.
2. Reading the CIPD Insight Fact Sheets and related online material on these topics.

3CO04 Essentials of People Practice Assignment – UK

Don’t forget to:

i. Complete the front cover sheet and place at the front of your assessment.
ii. Use the bullet points below each task as headings and sub headings so your marker can see where your answer begins.

Task One – Standard Operations Guide for Technow Recruitment.

In preparation for recruitment of Technow’s new management team you are required to produce a standard operations guide to provide the partners and their organisation with a step-by-step easy to under stand set of instructions so they can achieve formalisation of the recruitment practice. It must include and consider:

1. An assessment of each of the different stages of the employee life cycle illustrated where appropriate by your role as an outsourced people practice professional within the lifecycle.
2. An explanation of the stages and different methods available within the recruitment process and when it is appropriate to use each of them.
3. An explanation of the different methods and techniques that can be used to prepare and provide information for the various parts of the recruitment process for specific roles.
4. An assessment of the different materials and methods that can be used to attract talented individuals internally and externally for a range of roles.

Your evidence must consist of:
1. Standards Operations Guide

Task Two – Interview Preparation Pack.

In readying Technow for interviews create an interview preparation pack to advise on different types of selection methods that can be used and when it is appropriate to use each of these.

The pack must:
1. Compare and contrast different selection methods that are used to assess the suitability of candidates and when it is most appropriate to use each method
2. Discuss the records that need to be retained following a selection process contributes to

3CO04 Essentials of People Practice Assignment – UK

Your evidence must consist of:
1. Interview preparation (500 words) to include selection criteria matrix
2.The selection criteria matrix is excluded from the word count

Task Three – Simulated Interview with Peers

The owners of Tech now have asked that you are part of the interview panel to select the first of the line managers.

It is essential that you actively take part in devising the criteria shortlisting interviews decision making and follow up processes for the role and that your contributions are clearly and uniquely identified through comments from your assessor on the Assessor Observation Feedback Form. A CIPD STARR Model Interview Questions

You will need to demonstrate:
1. Devising selection criterion from the personal specification for the appointment of a line manager.
2. Shortlisting applications against the selection criteria to determine candidates to be interviewed.
3. Contributing to a face to face telephone or web conferencing interview as part of a panel using an appropriate interview structure.
4. Using interviewing skills and techniques effectively, making justified selection decisions
5. Writing a letter of appointment and a letter of non-appointment to candidates

Your evidence must consist of:
1. Assessor Observation Feedback Form
2. The criteria you devised
3. Your notes from the shortlisting process or an observation statement from your assessor as to your part in shortlisting
4. Some form of record of the interview process For example, an audio or video recording or photo graphic evidence

Task four Narrative – Legislation and Organisational Practices

Produce a narrative which can if you wish include illustrations images diagrams and flow charts in order to provide the managers at Technow with a funda mental under standing of employment legislation and organisational practices.

During the initial meeting the owners wanted an emphasis to be placed on clear explanation that high lights the importance of work life balance engagement diversity and inclusion and how these are influenced by legislation. In addition they wanted you to identify the main points relating to employee discrimination fair and unfair dismissal law since fairness was explained to be critical in driving Technow’s business values.

3CO04 Essentials of People Practice Assignment – UK

The narrative must include an:
I. explanation on the importance of achieving work life balance with in the employment relationship with an over view of the regulations relevant to work life balance.
II. explanation of what is meant by and the importance of well being in the workplace
III. assessment of how the positive and negative aspects of employee engagement can impact the way people feel at work, and the likely results.
IV. summary of the main points of discrimination legislation and the impact that discrimination can have throughout the employment relationship
V. explanation of what diversity and inclusion means how it differs from equal opportunities and the importance for business and for social justice
Vi. explanation of the difference between fair and unfair dismissal as defined in legislation and as perceived by those involved and not involved.

Your evidence must consist of:
2.You may use diagrams illustrations images and flow charts to support your narrative.

Task Five – Performance Management and Reward
Prepare a presentation to include slide deck and supportive notes aimed at providing Technow’s new management team with essential knowledge and under standing of performance management and reward. You need to ensure that you explain:

a. the purpose of performance management and the factors information and components that influence and affect performance management systems.
b. the main factors that need to be considered when managing the performance of teams and individuals.
c. the key types of appraisal and how they are used in performance management Include reference to the key skills needed by those holding the appraisal.

3CO04 Essentials of People Practice Assignment – UK
3CO04 Essentials of People Practice Assignment

Be sure to provide an:

1. explanation of the key components financial and non-financial that are required to achieve an effective total reward system.
2. exploration of the relationship between reward and performance, and the links to motivation.
3. explanation of at least two reasons for treating employees fairly in relation to pay.

Your evidence must consist of:
i. A set of presentation slides and supporting notes
ii. You don’t need to make this presentation – just prepare the documents above.

Task Six – Supporting Skills and
Knowledge Developments in the Workplace

Currently employee development at Technow is non-existent. This is an area of people practice that the two owners of Technow are keen to address. To this end they have asked you to develop a fact sheet to guide the new managers as they start to support others to develop the skills and knowledge to meet both individual and organisational objectives.

Your factsheet should include:

i.examples of different learning needs that might arise for individuals and organisations explaining how they might arise.
ii. a summary that briefly explains different approaches learning, which must include at least: facilitation consulting training coaching and mentoring.
iii. an explanation of how in the design and delivery of learning and development initiatives individual requirements and preferences must be accommodated.
iv. examples of at least two methods of evaluating learning and development and its impact and how evaluation benefits both individuals and organisations,

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