Samples of CIPD level 3

In CIPD level 3, 3CO04 Essentials of People Practice is an important topic of this module, CIPD level 3 students must get educated about essential human resources practices that are necessary for an organization. This includes training and development, recruitment, performance management and retention. By understanding these key points, students can create an effective public dealing strategy for business and organization.

The first step of this diploma is to start by learning and introducing the key elements that HR managers must consider when they start the recruitment. While doing this one must consider the following point, privacy and time, create healthy working environment, and understand the job specification of job description.

Some samples of the assignments related to module 1 for people practice in UK, USA and KSA are as follows:

Table of Contents

1) 3CO04 CIPD Level 3 Assignment Task: Get proper knowledge and understanding of lifecycle of an employee and different factors within it.

·  1.1 Get educated about the role of people professionals in the lifecycle of an employee.

·  1.1.1 Main six stages an employee’s lifecycle.

·  1.2 Describe the different ways in which information can be prepared for specified roles.

·  1.3 Define recruitment method and which type of method is appropriate to use when.

·  1.4 What factors do we consider while deciding on content of copy used in recruitment methods.

2) CIPD Level 3 3CO04 Assignment Activity: a people professional must be able to contribute to the effective selection while appointment of individuals.

·  2.1 Describe different types of selection methods to use it appropriately.

·  2.2 Create a shortlisting criteria for applicants according to their roles for interview.

·  2.3 Participate effectively in a selection interview and the decision-making process for an identified role.

·  2.3.1 While taking part in selecting candidates for interview one should consider the following aspects:

·  2.3.2 After the interview process you should do following things:

·  2.4 Write appointment and non-appointment and identified their roles:

·  2.4.1 Appointment Letter

·  2.4.2 Non-Appointment Letter

3 CIPD 3CO04 Learning Outcome: Get proper knowledge of Employment relations.

·  3.1 Describe role of employment relations and work-life balance, also hoe legislation influenced it.

·  3.2 Why it is important to establish well-being in a workplace, explain briefly.

·  3.3 Describe briefly the discrimination legislation.

4 Level 3 CIPD 3CO04 Task: get educated about important factors of performance management in motivating and retaining individuals.

·  4.1 Describe components and of performance management.

·  4.2 Define factors relating to needs to be considered when managing performance.

·  4.3 Explain performance review and their methods.

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1) 3CO04 CIPD Level 3 Assignment Task: Get proper knowledge and understanding of lifecycle of an employee and different factors within it.

·  1.1 Get educated about the role of people professionals in the lifecycle of an employee.

The lifecycle of employee refers to the whole journey of an employee that he goes through during the time they serve in the company, from their recruitment to retirement. IT is up to the people professionals to manage each of these stages for client so that they can proceed to next step effectively, this can create a great experience between employer and employees.

·  1.1.1 Main six stages an employee’s lifecycle.

·  Recruitment: The process of attracting, screening, and selecting employees for a company is called recruitment. It is up to the people professionals to find such people who are hardworking and have a keen knowledge of the post on which they are being selected. People professionals must select such people who are responsible and beneficial for them and the organization.

·  On boarding: The process of orienting and acclimating new employees to the company is called on boarding. It’s is up to the people professional to hire the selected candidates and make sure to take them on board swiftly, and make their experience as comfortable as possible.

·  Development: Providing proper skills and training for their development is up to the people professional, that they can properly provide such things to the employees so they can flourish in their field for the betterment of themselves and the organization.

·  Performance Management: The process of setting goals, measuring progress of an employee, providing feedback, taking correct action and proposing effecting solutions is called people management. It is up to people professional to do all these tasks for employ management so that they can work better.

·  Engagement: This can be defined as the process of creating a good work environment and make engaging experience of employees better. It is people professional’s task to do such things for the betterment of an organization.

·  Retention: to make employees happy and provide them with encouraging things can be defined as retention, so that they can stay in an organization for a long time. It is the duty of a people professional to identify any issue faced by any employee and resolve it on urgent basis, to prevent any employee to take decisions such as leaving the company.

1.2 Describe the different ways in which information can be prepared for specified roles.

There are multiple ways to gather information and create job descriptions for specified rules. Some common methods are mentioned below:

·  Creating Job Descriptions.

·  Writing Employee Handbooks.

·  Conducting Training.

·  Providing Performance Reviews.

·  Creating Development Plans.

1.3 Define recruitment method and which type of method is appropriate to use when.

Recruitment is mainly to hire a person do specific tasks. There are plenty of things and methods which are included in the recruitment process. Some of them are mentioned below:

·  Job Postings.

·  Employee Referrals.

·  Recruitment Fairs.

·  Headhunting.

·  Social Media.

1.4 What factors do we consider while deciding on content of copy used in recruitment methods.

There are a few important factors that one must consider while deciding on the content of copy used in recruitment methods, main steps are mentioned below:

·  The company’s brand and image.

·  The target audience.

·  The job role.

·  The company’s culture.

·  The company’s values.

2) CIPD Level 3 3CO04 Assignment Activity: a people professional must be able to contribute to the effective selection while appointment of individuals.

2.1 Describe different types of selection methods to use it appropriately.

There are tons and thousands of selection methods for the selection of employees, but each method contains its own advantage and disadvantage. Some common methods are defined as interviews, aptitude tests and work samples which are defined below.

·  Interviews

Interviews are one of the most common type of selection methods for hiring of an employee. This methods allows selector to know about the personality of the candidate properly. However it can be biased as the people with better communication skills have an advantage in this method.

·  Aptitude test

The second best type of selecting method is aptitude test. It properly measures technical ability of a candidate and their theoretical knowledge about the post. However aptitude test is expensive and time consuming and always a theoretically more knowledge person have an upper hand in this type of selection.

·  Work samples

Work samples are 3rd most used selection method, it involves giving a proper task to the candidate and properly monitor the candidate while he is completing a task. This gives a brief idea of the candidate that how capable he is. By this a people professional can decide who they should hire.

2.2 Create a shortlisting criteria for applicants according to their roles for interview.

The selection criteria must never be biased, and it should be based on the capabilities of a candidate. There should be no favouritism while the selection. Some important aspects that you should consider while selecting a candidate are defined as follows:

·  The experience of the candidate.

·  Their education whether it is theoretical or diploma.

·  Their quality of work according to their previous experience.

·  Their communication skills.

2.3 Participate effectively in a selection interview and the decision-making process for an identified role.

2.3.1 While taking part in selecting candidates for interview one should consider the following aspects:

·  Be an active participant in the interview, ask questions according to the post that you is being interviewed for.

·  Describe your knowledge and role that you are playing in the organization.

·  Highlight only those experience, skills that can be beneficial for that role.

·  Always be honest and openly responsive about every question.

·  Show your interest in the vacancy by asking questions about the role.

2.3.2 After the interview process you should do following things:

·  Appreciate and thank the interviewing panel for their time.

·  Send a letter or e-mail showing your interest in the vacancy.

·  Show your continued interest in the organization by keeping in touch with the organization.

·  Give proper and relevant references.

2.4 Write appointment and non-appointment and identified their roles:

Appointment letter is the necessity to hire a new candidate, it is the final letter from the organization that the person is hired. By sending the letter you are approving that Appointment letters are essential to the process of hiring.

2.4.1 Appointment Letter

Dear __________,

Congratulations! We are pleased to offer you the role of __________ with our company. This is a full-time position, and your start date will be __________.

Your salary will be __________ per year, and you will be eligible for our standard benefits package. These benefits include health insurance, 401k, and paid vacation.

This offer is contingent upon the successful completion of a background check. Once we have received your signed offer letter and background check release form, we will begin the process.

We are excited to have you on board, and we think that you will be a valuable asset to our team. If you have any questions, please do not hesitate to contact us.

Thank you.

__________

2.4.2 Non-Appointment Letter

Dear __________,

Thank you for your interest in the role of __________ with our company. We appreciate the time and effort that you put into your application and interview process.

Unfortunately, we have decided to pursue other candidates for this position. We wish you the best of luck in your job search, and we hope that you will keep our company in mind for future opportunities.

Thank you.

3) CIPD 3CO04 Learning Outcome: Get proper knowledge of Employment relations.

3.1 Describe role of employment relations and work-life balance, also hoe legislation influenced it.

The importance of employment relationship within work-life of an employ depends on two factors mainly: employee retention and employee relation.

·  Employee productivity.

·  Employee retention.

3.2 Why it is important to establish well-being in a workplace, explain briefly.

The main concept is that employee should maintain healthy balance between their personal and work life. In this way employees can work in a healthy way and more productive way.

There are many reasons why wellbeing is important in a workplace.

·  When an employee feel good physically and mentally he can work in a more productive way and can be beneficial for themselves and the organization.

·  Good workplace wellbeing also helps in creating positive company environment, all the employees gets positive vibes in a culture than they work more effectively.

·  Providing a range of programs for creating wellness it can help to reduce cost of healthcare in an organization.

3.3 Describe briefly the discrimination legislation.

There are plenty of laws and regulations which are designed to protect any individual being a victim of discrimination. Although these laws vary from country to country so you should keep in mind the laws of that country in which your organization is working. There should be no discrimination in any country on the basis of cast, religion, colour or gender.

There are many other aspects that you should keep in mind while getting knowledge of learning and empowerment of employee such as the importance of inclusion, diversity and fair and unfair dismissal etcetera.

4) Level 3 CIPD 3CO04 Task: get educated about important factors of performance management in motivating and retaining individuals.

4.1 Describe components and of performance management.

The main purpose of employee management is to improve the performance of individual and organization. This includes defining the proper expectations, goals, providing genuine feedback and must reward when an employee do his work up to the mark and meat his target. The main points in which these decisions are made are as follows:

·  Document employee performance

·  Recognize employee contributions

·  Coach employees to improve their performance

·  Provide feedback on employee performance

·  Plan work and set expectations

When these key components are successfully meat only then can you implement a successful management system in an organization.

4.2 Define factors relating to needs to be considered when managing performance.

There are a variety of factors that need to be considered when managing performance.

Perhaps the most important factor is setting expectations. It is important to set realistic goals and objectives and make sure that employees are aware of these standards. If employees are not meeting expectations, it may be necessary to provide additional training or coaching.

Additionally, it is important to monitor employee progress and give feedback on a regular basis.

Employee motivation is another key factor in performance management.

Recognizing employee achievements and offering rewards for good performance can help motivate employees to maintain high levels of productivity.

Finally, effective communication is essential in managing performance.

Employees should be kept informed of company objectives and policies, and managers should be available to answer questions and address concerns.

4.3 Explain performance review and their methods.

There are some methods to carry out performance reviews which are mentioned below:

·  The annual review

·  The periodic review

·  The spot check –

·  The 360-degree review

·  The self-review

You can apply any of these methods which suits your company policy, there is no right method to conduct performance review it vary from organization to organization.

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