3CO04 Essentials of People Practice
- March 3, 2022
- Posted by: admin
- Category: CIPD Level 3
3CO04 Introduction to People Practice
Throughout this unit, you’ll gain a better understanding of the fundamentals of people practice, including employer and employee policies, laws, and regulations. As a result, practitioners will gain a deeper understanding of how to apply their skills and knowledge in the workplace and improve their abilities and gradually build their confidence. Additionally, learners will gain an understanding of various arrangements for specialists, including:
- Talent management
- Learning and development
- Essential to a career
Additionally, learners will be able to acquire skills in:
- Recruitment, selection, and evaluation processes that work. Upon completion, they will understand how to recruit and hire the right people for an organisation. Different ways of recruiting and assessing an employee’s lifecycle can be found in these methods. A good recruitment process will reduce costs and increase employee loyalty.
- Interviews, recommendation letters, and application forms are some of the methods used for recruitment and selection. As well as how to prepare job role materials that attract the right candidates, they will also learn how to conduct interviews.
- Diversity and inclusion in recruitment are essential for an organisation. Increasing diversity and inclusion in recruiting eliminates bias reduces turnover, and attracts diverse talent, resulting in a more creative organisation.
- An examination of the various factors associated with performance management and appraisal in an organisation. Employee engagement, development training, and job security all contribute to performance at work. Additionally, employee appraisals serve as a tool for providing feedback to employees.
Roles and responsibilities of an employee
As part of understanding a person’s life cycle and role, various stages include assessing the different stages and figuring out what your current role is. The stages include;
- Recruitment and their experiences during the recruitment process
- Learning about the roles of employees in an organisation
- Changing roles
- Developing new skills
- The reason for leaving and the reason for leaving.
Methods of recruitment, their stages, and when they are appropriate
Recruitment stages include;
- Providing a job description
- Giving details about the candidate that an organisation is looking for
- Specifying the type of documentation a candidate must submit
- Many recruitment channels include internal and external advertisements, websites, electronic advertising, applications, agencies, and head hunters.
Providing information for specific roles within an organisation.
The type of content, job description, and candidate specification to be used is determined by various techniques. Examples include;
- Job analysis
- Task analysis
- Comprehensive job analysis
- Job analysis interview
- Job analysis questionnaire
- Job description and candidate description heading observations
- Disparities in important criteria
Determine what materials and methods are used to attract talent for specific positions
It is essential to balance accuracy with a positive image of an organisation when producing materials for internal and external audiences. The amount of organisational information to be provided; must be assessed and determined.
- The role of a candidate within an organisation
- Reward packages
- The font to be used
- Use of the organisation’s logo
Contribution to effective employee selection and appointment
Some of the methods that can be used for an effective selection include;
Using different selection methods that include;
- Both traditional and modern approaches
- The use of selection policies
- Using a selection process
- Candidate screening and shortlisting
- Approaches based on competence
- Examining the candidates
- Interviews conducted one-on-one, by telephone, or online
Shortlisting and selecting candidates for interviews for specific roles
A diverse selection process using shortlisting criteria is conducted as follows;
- Analysis of the associated documentation
- Providing selection advice to managers
- The shortlisting of candidates
- Conducting interviews
- Conducting assessments
Actively participating in selection interviews and decision-making processes
Contributing effectively to individual interviews, telephone interviews or online interviews can be accomplished by;
- Structure the interview appropriately, including how to open and close it
- Planning your time effectively
- Establishinga relationship
- Communication that is effective on both a verbal and nonverbal level
- The use of appropriate questioning techniques, such as open, closed, multiple, probing, leading, hypothetical, and competency-based questions
- Using appropriate listening skills
- Taking notes effectively
- Assessing responses following predetermined criteria
Assessment of the selected records that need to be retained and generation of letters of appointment and non-appointment for specific roles.
Legislation and organisational practices that affect employment relationships
Effects are determined in the following ways:
Legislation influencing work-life balance in employment relationships
It is important to understand that employees have the right to work-life balance in situations such as;
- The holidays
- Maternity and paternity leaves
- Working late at night
- Home-based work
- The minimum wage
- Working hours specified
The importance of employee wellbeing in an organisation
When the concept of wellbeing is not properly addressed, it may result in;
- Physical and mental problems
- Both environmental and organisational problems exist
- Business and ethical cases. Taking care of employee wellbeing will result in fewer sick days, reduced stress, improved performance, and a culture of inclusion in the workplace.
- The relationship between workload and job design and the quality of work completed
Employee engagement and how employees feel about their organisation
Participation in employee engagement includes;
- Engagement in all major dimensions, including emotional, physical, and cognitive.
- Engaged in aspects such as managers, colleagues, the job, and the organisation.
- Employees who feel happy at work because of a positive engagement in their employer. This leads to improved employee wellbeing, reduced employee turnover, reduced sick leave, reduced employee disengagement, reduced burnout, a sense of pride in working for the organisation, and high productivity.
It is essential to comprehend the impact of discrimination in the major areas, which include;
- Before the start of the employment relationship
- Engaging in an employment relationship
- When an employment relationship ends
Diversity and inclusion: meaning and importance
The importance of diversity and inclusion must be understood and noted as different from equal opportunities in an organisation, and social justice and business cases based on diversity and inclusion.
Distinguishing between fair and unfair dismissal
Furthermore, students need to appreciate how direct and indirect involvement people perceive fairness.
Motivation and retention of employees through performance management
The performance management process evaluates the following;
- Performance of teams and individuals and factors affecting their performance
- Job descriptions, especially performance reviews
- Plans for training and development
- Reviews both formal and informal
- Procedures and policies in an organisation
- Performance management data
Factors that affect performance management
When managing performance, the following factors should be considered;
- The type and level of influence individuals or teams have on performance.
- Competencies and skills one possesses
- Motivation to achieve goals or work
- Having clear objectives for the organisation
- Leadership and support provided by the management
- Resources available at work
The role and purpose of appraisals in performance management
There are different types of appraisals, including;
- Annual vs continuous review appraisal
- Appraisals of skills required
- Formal reviews and informal conversations
- Bias in appraisals
Rewards impact the attraction, motivation, and retention of employees.
The components of an effective total reward system.
Components of these include;
- Base pay
- Pay for performance appraisals
- The role of financial rewards and financial
- Opportunities for growth and development
- Public and verbal appreciation
The relationship between reward and performance
Different reward systems create awareness of the rationale behind them. They both play an important role in recruitment, retention and motivation. Motivating factors include;
- Extrinsic and intrinsic motivation
- Various motivational theories. These are categorised into two groups: content theory and process theory.
- Describes the role of rewards in promoting work productivity
- They serve as a link between organisational productivity and theories
Why employees should be treated fairly when it comes to pay
Among these reasons are;
- Complying with legal requirements
- Equal pay claims should be protected
- Transparency and inclusiveness
- It assists an organisation in retaining employees
- Motivation at work is boosted by it
- Fairness is portrayed
- Ensures internal equity
Employers support employees to develop skills and knowledge that are essential to organisational and personal success.
Both organisations and individuals have different types of learning needs
There are different types of learning needs because;
- Different employees’ skill sets compared to their performance
- Performance gaps and development needs
- A change in legislation or government intervention can be internal or external factors.
- Changes in strategies, products or services and processes
- Updating employee skillsets and knowledge through organisational maintenance
- Professional development is essential
- Supporting the talents and aspirations of individuals.
Methods of learning and development
An individual or a blended learning approach can be used. These are some of the learning and development approaches:
- These could be either on-the-job or off-the-job training, as well as online courses.
- Coaches can be employed in both internal and external development programmes. Coaching can use a variety of models, types, and styles.
Learning and development design and delivery
Learning and development must accommodate the different needs of individuals. Examples include;
- The learning history, preferences, availability and preferred delivery method of students will be considered.
- They need to be accommodated in learning and developing according to their ethics. Differences in cultural expectations must also be addressed.
- Level of experience, skills and willingness to participate in learning and development.
- The impact of monitoring individual learning within a team using various techniques.
Analysing the impact of learning and development on an organisation and its employees. An evaluation involves:
- How evaluation has been done and what approach has been used
- Models that relate to evaluation
- As an example, an evaluation can be conducted to determine customer satisfaction.
- Giving feedback to an organisation. Continual improvement is possible.
Various types of evaluation information are available on learning and development. These include;
- Qualitative and quantitative
- Feedback from learners and trainers and comments and opinions from other people.
- The relationship between the information needed and the evaluation criteria
There are many ways to collect information about learning and development. Some of them include;
- How to organise and manage tasks. This can be accomplished through discussions, interviews, surveys, and assessments.
- Assessing the effectiveness of an organisation and its members. By improving their skills and using the knowledge acquired, they could enhance their work performance, communication effectiveness, behaviour change, effectiveness and efficiency at work, and teamwork and collaboration, thereby improving organisational culture.