Samples for CIPD Level 3 Assignments - 3CO04 - Essentials of People Practice: Part 1

CIPD Assignment Help Samples for Level 3 - Part 1 Guide

3CO04: Essentials of People Practice

Task 1

This task entails an evaluation of the employee lifecycle and the associated activities. () defines employee lifecycle as all that organisational approach of visualising how the individual engages with the firm. The lifecycle commences with when the individual learns about the position or opening up to when the person leaves the organisation (Holliday, 2021). Key areas in this task include the employee lifecycle stages, recruitment and selection methods, the appropriateness of the approaches, obtaining information for particular roles, and attracting roles.

AC 1.1 Assess Each Stage of the Employee Lifecycle and Your Current Role Within It

The employee lifecycle entails six stages as shown in figure 1 below. The lifecycle starts by attraction and ends with separation.

Figure 1: Employee Lifecycle

The activities for each step include;

Attraction: This step entails the potential candidate awareness about the company. Attraction is achieved through several aspects, including a positive brand image and marketing. This sparks the individual’s interest in working at the company.

Recruitment: This phase entails the initial interaction with the prospective employee to inform the individual about the culture and the job roles and responsibilities. It involves a kick start of the process to seek qualified individuals.

On-boarding: This involves providing a smooth experience to the employee about the organisation. This ensures that the selected candidate is effectively assimilated to the company, connects with the team members, and has understood the organisational values and culture.

Development: This step is continuously conducted and entails enhancing the individual’s skills and competencies. It may involve growth and development opportunities or climbing the promotion ladder. Development is also associated with adequate rewards.

Retention: This step comprises of empowering the employees and increasing their intention to stay at the company. It also involves ensuring they are engaged and are contented with their routine, preventing the rate of turnover.

Separation: This step involves the termination of the engagement and relationship between the organisation and the employee. It may involve dismissal, redundancy, and retirement, among other aspects.

The role of a HR practitioner in the lifecycle is unique to every step. Some of the responsibilities include;

v Ensuring that the organisation follows the set structure, values, and culture in hiring the right individual.

v Developing an effective approach in recruitment and selection.

v Ensuring that the hired individual has similar values as those of the company.

v Developing effective engagement approaches to ensure the person stays at the company.

v Interact with the employees, identifying their needs and how they can be averted.

v Determine the reasons for the individual leaving the organisation.

v Ensuring that the employees have adequate resources and support throughout their lifecycle.

AC 1.2 Explain the Different Methods and Stages Within the Recruitment Process and When it is Appropriate to Use Them

The recruitment process follows four stages as exhibited in figure 2 below.

Figure 2: Recruitment Process

Defining roles: This is a crucial step in the recruitment process. It involves specifying the organisational needs and expectations for the person. It involves the job and person specification. Defining the roles is essential in determining several other aspects, including the salary.

Attracting candidates: This step involves prompting the prospective individuals to apply for the position. Attraction is easy for well-known brands. This implies that building a positive brand for the company is a vital aspect. Besides, it is challenging to hire an individual if they have never heard about the firm.

Managing the selection process: This entails choosing the right candidate from the group that has expressed their interests in working at the company. Besides using the CV and certificates, other approaches of managing the selection process include interviewing and conducting tests to determine the individual’s suitability for the position and the organisation.

Making appointment and employment offer: This step involves notifying the successful candidate about the confirmed position. The employment offer involves the details of the job and contractual agreement.

Recruitment methods include;

Direct advertisements: This involves placing the advertisements on the social media, job boards, and career sites. This recruitment approach is selected to reach a wide pool and promote the organisational reputation.

Employee referral: The majority of organisations have a referral program. This involves the use of existing staff for the vacancies. It is a cost-effective, quick, and trustworthy process (Smith, 2021).

Recruitment agencies: This involves the use of organisations specialising in the recruitment process on the behalf of the company. This approach is mainly used to fill the challenging positions and companies that do not have internal recruitment resources.

For a Full Paper as a Sample or a unique, high-quality, and customised paper or assignment, kindly reach through:

Email: Pallasbrill@gmail.com

WhatsApp: +44 7424 771433

AC 1.3 Explain Different Ways in Which You Can Prepare Information for Specific Roles

During the recruitment process, it is essential to use data and evidence to make decisions in various aspects, including recruiting the right individual. Ways through which the information can be collected and prepared include;

Job Description: This involves the describing the specific elements of a position or job in the company. For instance, the HR job description entails an outline of the position’s roles and responsibilities.

Person Specification: This involves a description of the skills, qualifications, knowledge, experience, and other aspects that a candidate should possess for consideration in the position. These attributes are crucial for the person’s ability to perform a certain job. 

Observation: This involves observing the person to determine if they are suited for the position. It involves taking notes or recording the individual’s activities and helps in better understanding of the job or the positon.

Interviews: This entails engagement with the candidate for the position for a better understanding of the person’s skills and competencies. Interviews are essential in obtaining more information about the position.

Conducting Background Check: During the recruitment process, it is essential to countercheck the individual’s information and data provided. Background checks help in identifying any unmentioned information by the candidate, including criminal record. This information is important in making the decision about the person.

AC 1.4 Assessment of the Different Materials/Methods that Can Be Used to Attract Talent Internally and Externally for a Range of Roles

Attracting the prospective candidates for a position requires a consideration of various materials and approaches. These strategies are essential in prompting the potential individuals to express their interests for working at the company. Materials and methods for attracting talent include;

Attractive Job Advertisement: An attractive job advertisement is characterised by comprehensive details of the vacancies for the applicants. The objective is to convince the candidates to apply for the job for the firm to get the right individual that meet the needs. The advertisement can be shared via the social media, newspaper, or the employment boards.

Reward Package: The reward package entails the offer that the company is providing for the employee’s services, roles, and responsibilities. An attractive reward package involves the monetary and non-financial aspects to attract the employee. The non-monetary elements include the benefits, insurance, and holidays.

Positive Corporate Brand Image: A positive brand image involves the perception or view of the customer about the organisation. It is a combination of ideas, beliefs, and impressions that the client attribute the company. Every individual would like to work in a company that has positive reputation.

Effective Marketing: Marketing is vital in attracting the potential candidates to the company. Besides sharing about the company’s products and services, marketing is vital in promoting the company’s brand image, essential in attracting talent internally and externally.

References

Holliday, M. 2021. 11 stages in the employee lifecycle: How to measure and optimise. Available [online] at: https://www.netsuite.com/portal/resource/articles/human-resources/employee-life-cycle.shtml [Accessed December 23, 2021].

Smith, A. 2021. 12 recruitment methods you need to know about. Available [online] at: https://recruitee.com/articles/recruitment-methods [Accessed December 23, 2021].

For a Full Paper as a Sample or a unique, high-quality, and customised paper or assignment, kindly reach through:

Email: Pallasbrill@gmail.com

WhatsApp: +44 7424 771433