Description
Assignment 3CO04
Unformatted Attachment Preview
3CO04
Essentials of people practice
Learner Assessment Brief
Assessment ID / CIPD_3CO04_23_01
Level 3 Foundation Certificate in
People Practice
•
•
Version 1 – Released June 2023
Expires June 2024
Please write clearly in block capitals. (You MUST complete all highlighted fields)
Centre number:
8
Centre name:
7
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Oakwood International
Learner number (1st 7 digits of CIPD
Membership number):
8
Learner surname:
Noor
Learner other names:
Lamyaa
Declared total word count (You MUST
provide your wordcount for each
submission)
5470 Words
Unit code:
3CO04
Unit title:
Essentials of people practice
Assessment ID:
CIPD_3CO04_23_01
Assessment start date:
31 August 2023
Assessment submission date:
31 August 2023
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2
6
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9
First resubmission date for centre marking
– if applicable
Second resubmission date for centre
marking – if applicable
Assessor name (1st Submission):
Assessor Electronic signature:
Assessor name (2nd Submission):
Assessor Electronic signature:
Assessor name (3rd Submission):
Assessor Electronic signature:
IQA name (if applicable):
IQA signature (if applicable):
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Level 3 Foundation Certificate in People Practice
3CO04
Essentials of people practice
This unit assignment introduces the fundamentals of people practice, ranging from the employee lifecycle
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.
CIPD’s insight
Talent management (Oct 2022)
Talent management seeks to attract, identify, develop, engage, retain and deploy individuals who are
considered particularly valuable to an organisation. To be effective, it needs to align with strategic business
objectives. By managing talent strategically, organisations can build a high-performance workplace, foster a
learning climate, add value to their employer brand, and improve diversity management.
For these reasons, people professionals consider talent management to be a key priority. The CIPD
Profession Map also recognises talent management as one of the special knowledge areas within the
people profession and sets out the expected standards to follow.
https://www.cipd.co.uk/knowledge/strategy/resourcing/talent-factsheet
Equality, diversity and inclusion (EDI) in the workplace (Nov 2022)
Promoting and delivering EDI in the workplace is an essential aspect of good people management. To reap
the benefits of EDI, it’s about creating working environments and cultures where every individual can feel
safe, a sense of belonging and is empowered to achieve their full potential. Whilst legal frameworks vary
across different countries, in the UK the Equality Act 2010 provides legal protection for nine protected
characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy and
maternity, race, religion or belief, sex and sexual orientation. However, an effective EDI strategy goes
beyond legal compliance and seeks to take an intersectional approach adding value to an organisation,
contributing to the wellbeing and equality of outcomes and impact on all employees.
https://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/factsheet
Recruitment – an introduction (Dec 2022)
Good recruitment is vital, especially when labour markets are tight. 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 impacting the long-term success of the business, using
workforce planning data to understand the skills needed for organisational performance
https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/factsheet
Please note that the purpose of this insight is to link you to CIPD’s research and evidence within the subject area, so
that you can engage with the latest thinking. It is not provided to replace the study required as part of the learning
or as formative assessment material.
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Preparation for the Tasks:
▪
At the start of your assignment, you are encouraged to plan your assessment work with your Assessor
and where appropriate agree milestones so that they can help you monitor your progress.
▪
Refer to the indicative content in the unit to guide and support your evidence.
▪
Pay attention to how your evidence is presented, remember you are advising Clean Quarter Ltd for
this task.
▪
Ensure that the evidence generated for this assessment remains your own work.
You will also benefit from:
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Completing and acting on formative feedback from your Assessor.
▪
Reflecting on your own experiences of learning opportunities and continuing professional
development.
▪
Reading the CIPD Insight and Fact Sheets and related online material on these topics.
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Case study
Clean Quarter Ltd is a small start-up business that will open to the public in two months’ time. Friends
Jaspreet and Caroline felt there was a gap in the market for a retailer to sell plastic free food products,
many of which are also organic. In addition, a range of cleaning and cosmetic products will be sold.
Customers will be able to bring their own containers to the store, which can be filled with products of their
choice. An online delivery service will also be available. To reduce carbon emissions, products will be
sourced locally where possible. Jaspreet and Caroline are confident their business plan will work and have
an excellent understanding of their market and products but are less confident about the people side of the
operation. They are aware you are studying the CIPD Foundation Certificate in People Practice and have
asked for your help. As you are their friend and would like to develop your practice, you agree to help and
provide advice in a number of ways.
Task one – written advice (recruitment and selection)
▪
You feel you can contribute and offer advice in relation to different stages of the employee lifecycle.
You decide to explain the stages of the employee lifecycle and how a people practitioner could
contribute to each stage. (AC1.1)
As Clean Quarter Ltd does not yet have any employees, you decide first to advise Jaspreet and Caroline on
how to recruit and select their new employees. You have ascertained that, initially, they will employ three
sales assistants.
▪
Explain the purpose and key content of a job description and person specification. Explain how job
analysis cand be used to decide on the content of these documents. (AC 1.2)
▪
Explain two different recruitment methods that Jaspreet and Caroline could use for the sales assistant
vacancies and why the two methods are appropriate for the role. (AC 1.3)
▪
Explain factors to consider when deciding on the content of copy used in the recruitment methods
you have explained above. You could consider factors such as budget, balance between providing an
accurate and positive image, space available, corporate image. (AC 1.4)
▪
Explain two different selection methods that Jaspreet and Caroline could use for the sale assistant
vacancies and why the two methods are appropriate for the role. (AC 2.1)
▪
Explain what selection records Clean Quarter Ltd should retain and why they should retain these
records. (AC 2.4)
You decide it would be useful for Jaspreet and Caroline to have template letters of appointment and nonappointment for the sales assistant roles.
▪
Write letters of appointment and non-appointment for the sales assistant role. (AC 2.5) There is no
requirement to include evidence of the use of references to wider reading to achieve a high pass for
AC2.5.
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Task One – Written Advice
Your evidence must consist of:
▪
▪
▪
A written response, clearly responding to the 7 questions above.
Approximately 1500 words, refer to CIPD word count policy
Letters of appointment and non-appointment (excluded from word count).
▪
IMPORTANT NOTE: Use of secondary sources is not mandatory at this level. If you use a
secondary source you must include both long and short references. Please use the Reference box
provided to record all your long references. Short references should be included within the
narrative. We advise you read the guidance on how to set out your references on the Oakwood
Learner Hub
Upload the completed Learner Assessment brief, with all 5 tasks completed, through the
Assignments option in the Oakwood Learner Hub.
Please note you can only complete tasks 1 & 2 after attending module 1 and the remaining tasks
after attending module 2. DO NOT ATTEMPT to upload this brief unless all tasks are completed, and
you have attended modules 1 and 2. You can work on tasks 1 & 2 and save this brief for completion
after module 2.
▪
▪
Task One – Written Advice Questions
Explain each stage of the employee life cycle and the role of the people professional in it. (AC1.1)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 300 words
Employee life cycle has various stages: Recruitment and onboarding involve attracting, sourcing, and
selecting suitable candidates for job openings within our organization. Our dedicated team of people
professionals create comprehensive job descriptions, advertise positions, review applications, conduct
interviews, and ultimately make informed hiring decisions. Once a candidate is selected, the onboarding
process plays a crucial role in helping them integrate seamlessly into our organization. This includes
providing necessary paperwork, offering guidance on company policies, and making them feel welcome
from the very beginning. Orientation and training oversee the development and implementation of
training programs that enable our employees to acquire the skills and knowledge necessary to excel in
their roles. This includes both initial training to familiarize them with our processes and ongoing
professional development opportunities to support their growth. Performance management is also a key
aspect of this stage, as we work closely with employees and their managers to set clear goals and
objectives that align with our overall organizational strategy. Regular performance evaluations ensure
continuous improvement and provide valuable feedback. Compensation and benefits responsible for
designing and managing our compensation structure. This includes determining competitive salaries,
bonuses, incentives, and other forms of monetary rewards. Additionally, they administer employee
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benefits such as health insurance, retirement plans, leave policies, and other perks that contribute to the
well-being of our valuable workforce.
Career development play a crucial role in helping employees plan their career paths within our
organization. They identify opportunities for advancement and growth, provide guidance on necessary
skills or qualifications, and support employees in reaching their full potential. Employee relations, another
facet of this stage, involves resolving conflicts and fostering a positive work environment. Our team
mediates and resolves any issues that may arise between employees and management, ensuring a
harmonious atmosphere that keeps our workforce engaged and motivated.
Personio, 2021
Verlinden, 2020
Explain different ways in which you can prepare information for specified roles. (AC1.2)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 200 words
A job description serves as a crucial document that outlines the scope of a specific role within an
organization. It provides detailed information about the responsibilities, tasks, and objectives associated
with the position. A well-written job description serves as a foundation for various HR processes such as
recruitment, performance evaluation, and setting employee expectations. Clean Quarter LTD’s
Operations Manager role, a comprehensive job description would include elements such as the job title
and department, a summary of the role, specific responsibilities and duties, and information about the
reporting structure. This document outlines the desired attributes, skills, qualifications, and experience
required for an ideal candidate for a particular position. By defining the key criteria, a person’s
specification helps in selecting candidates whose qualifications align with the organization’s needs. Clean
Quarter LTD’s Operations Manager role, the person specification would include details about the required
educational background, necessary experience, skills and competencies, technical qualities, personal
qualities, and even qualities related to teamwork. Lastly, leveraging job analysis techniques can
significantly enhance the accuracy and completeness of job descriptions and person specifications. Job
analysis involves gathering, documenting, and analysing information about a particular job to determine
its duties, responsibilities, qualifications, and expectations.
Indeed, 2023
University of London, 2022
Signeasy, 2021
Explain (two) different recruitment methods and when it is appropriate to use them. (AC1.3)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 250 words
Online job advertisement plays a crucial role in reaching a wide audience and attracting candidates from
diverse backgrounds and locations. By posting job vacancies on LinkedIn CLEAN QUARTER LTD page,
Internal requisition we can effectively communicate the job role, responsibilities, qualifications, and
application process. Firstly, the wide reach allows us to tap into a larger pool of potential candidates.
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Secondly, utilizing targeted keywords ensures that our ad appears to candidates actively searching for
customer service roles. Additionally, the online application process enables candidates to easily submit
their resumes and cover letters, making it convenient for both the candidates and our company. Another
effective method we are considering is implementing an employee referral program. This program
encourages our current employees to refer suitable candidates for open positions within the company. By
incentivizing successful referrals through rewards or bonuses, we can harness the power of our
employees’ network and their knowledge of our company culture and requirements. There are several
reasons why this method is appropriate for Sales Assistant position vacancy at CLEAN QUARTER LTD.
Firstly, employee referrals often bring in high-quality candidates who are most likely to align well with
our company values and work environment. Employees are inclined to refer individuals whom they
believe will fit our company culture and excel in the role. Moreover, this method can yield significant cost
savings in terms of reduced recruitment costs and a faster recruitment process.
Indeed, 2022
Explain factors to consider when deciding on content of copy used in recruitment methods. (AC1.4)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 250 words
Two important aspects of our recruitment strategy: online job advertisements and our employee referral
program. When it comes to online job advertisements, it is crucial for us to consider our target audience
and craft tailored messaging that resonates with them. By doing so, we can attract the specific group of
candidates we are looking for and avoid attracting individuals who may not fit the role well. Failure to
consider this factor may result in a low-quality applicant pool and wasted time and resources for both the
hiring team and the applicants. Therefore, I highly recommend that we invest time and effort into
creating content that addresses the target candidates’ specific needs, preferences, and aspirations.
Moving on to our employee referral program, it is essential for us to clearly communicate the incentives
to our employees. Without clear communication, confusion may arise, and employees may be
discouraged from actively participating in the referral process. By clearly outlining the incentives, such as
monetary rewards, bonuses, or recognition, we can motivate our employees to actively refer qualified
candidates. This will not only strengthen our recruitment efforts but also enhance employee engagement.
Therefore, I suggest we emphasize the importance of effectively communicating the incentives to our
employees. In conclusion, the success of our recruitment method relies on two key factors: tailored
messaging in online job advertisements and clear communication of incentives in our employee referral
program. By investing in these areas, we can attract the right candidates and maximize our recruitment
efforts.
Indeed, 2022
Undercover Recruiter, 2014
Explain (two) different selection methods and when it is appropriate to use them. (AC2.1)
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Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 250 words
Interviews are a common and widely used selection method in which a candidate directly interacts with
an interviewer or a panel of interviewers. They can take various formats, such as structured,
unstructured, behavioural, and situational interviews. Interviews are suitable for assessing soft skills, such
as interpersonal skills, communication abilities, and cultural fit, which may not be evident from a
candidate’s resume or application. Assessment centres, on the other hand, involve a series of job-related
exercises and simulations that candidates perform while being observed by assessors. These exercises can
include group discussions, presentations, role-playing, in-tray exercises, and case studies. They are
particularly effective in evaluating multiple competencies, such as teamwork, leadership, decisionmaking, and analytical thinking. For roles that require leadership and managerial skills, assessment
centres can provide valuable insights into a candidate’s ability to lead, delegate, and manage teams.
Interviews are particularly appropriate as they provide an opportunity to assess whether a candidate’s
values and behaviours align with the company’s culture. Moreover, if there are any gaps or ambiguities in
a candidate’s application or resume, interviews can help clarify and verify the information provided.
Additionally, situational or behavioural interview questions can be used to gauge a candidate’s problemsolving skills and their approach to challenges. Assessment centres, on the other hand, are effective for
evaluating a larger number of candidates simultaneously, making them especially useful for recruitment
drives or bulk hiring. They allow for the assessment of a wide range of competencies and skills required
for the job, providing a comprehensive evaluation of each candidate.
Indeed, 2022
Explain the selection records that need to be retained. (AC2.4)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: Approximately 250 words
Selection records play a pivotal role in documenting the steps taken to select a candidate for a job role.
They serve multiple purposes, including legal compliance, transparency, and accountability. By retaining
these records, organizations ensure fairness and maintain a thorough record of the recruitment process.
Firstly, it is essential to keep copies of job advertisements and postings, along with details of where they
were published and their active dates. These records demonstrate how the job was presented to potential
candidates and help ensure transparency in the recruitment process. Additionally, they provide evidence
of fairness in reaching a qualified and diverse applicant pool. Moreover, retaining copies of all
applications received for the job, including resumes and cover letters, is crucial. These documents provide
valuable insight into the applicant pool and showcase how candidates’ qualifications were assessed. The
next set of records to keep are related to the shortlisting and interview process. This includes
documenting the criteria used for shortlisting candidates for interviews. It is also important to maintain
records of interview scheduling, interview questions asked, interviewers’ notes, and assessments of
candidates’ performance throughout the interview process. If any assessments, tests, or exercises were
administered, the results and scores should be documented as well. This includes technical tests,
personality assessments, or skill evaluations. In addition, it is necessary to retain records of any reference
checks or background checks conducted on the selected candidate. This includes documentation of
communication with references, their responses, and any findings from background checks.
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Duke, 2023
Write letters of appointment and non-appointment for an identified role. (AC2.5)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. Word count: NO WORD COUNT
Letter of Appointment
Clean Quarters Ltd
29 August 2023
Adam Burns
adamburns@gmail.com
Dear Adam,
Subject: Appointment as Sales Assistant at Clean Quarter LTD
We are delighted to extend this formal offer of employment for the position of Sales Assistant at Clean
Quarter LTD. Your application and interview performance were impressive, and we believe your skills and
experience align well with our requirements. We are excited to have you join our team, and your start
date will be 15 September 2023. You will report directly to Mr. Jon Smith, who will provide the necessary
onboarding and training to ensure a smooth integration into our company.
Your compensation package includes a starting salary of $ 85,000 annually, payable fortnightly, and
standard company benefits, including health insurance, retirement plans, and employee discounts.
Attached is a copy of our Employee Handbook, which provides information about company policies,
procedures, and expectations. We kindly ask that you review it before your start date.
To formally accept this offer, please sign and return a copy of this letter by 6 September 2023. You can
also contact Ms. Alex McTominay at cleanquartershr@gmail.com if you have any questions or require
further clarification.
We are thrilled to have you join Clean Quarter LTD and look forward to your contributions to our team.
Sincerely,
[Student’s Name]
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Managing Director of Operations
Clean Quarter LTD.
Letter of Non-Appointment
Clean Quarters Ltd
29 August 2023
Alex Dexe
Alexdexe@gmail, com
Dear Alex,
Subject: Re: Application for Sales Assistant Position at Clean Quarter LTD
Thank you for your interest in the Sales Assistant position at Clean Quarter LTD and for taking the time to
interview with us. We appreciate the effort you put into the application process and the chance to get to
know you better. After careful consideration, we regret to inform you that we have chosen to move
forward with another candidate for the Sales Assistant role. Our decision was not easy, as we had the
opportunity to interview many qualified individuals.
We were truly impressed by your qualifications and skills; however, we believe another candidate’s
experience and alignment with our current needs better meet our requirements for this position. We
genuinely appreciate your interest in Clean Quarter LTD and wish you every success in your job search.
Please do not hesitate to apply for future positions within our company, as your skills and experience are
notable.
Thank you again for considering Clean Quarter LTD, and we wish you the best in your career endeavours.
Sincerely,
[Student’s Name]
Managing Director of Operations
Clean Quarter LTD.
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References
Please provide your full long reference list here. The Harvard method is preferable. Please refer to the
guidance on the Learner HUB.
Reference list
Duke (2023). Retention of Search & Selection Records | Human Resources. [online] hr.duke.edu.
Available at: https://hr.duke.edu/policies/hiring/retention-search-selection-records
Indeed (2022). How to write an effective job advertisement (with examples). [online] Indeed
Career Guide. Available at: https://uk.indeed.com/career-advice/career-development/jobadvertisement
Indeed (2022). 12 Modern Recruitment Techniques for Your Hiring Process. [online] Indeed
Career Guide. Available at: https://www.indeed.com/career-advice/career-development/modernrecruitment-techniques
Indeed (2023). How to write a job description. [online] www.indeed.com. Available at:
https://uk.indeed.com/hire/how-to-write-a-job-description
Personio (2021). The Employee Life Cycle: Success In 6 Stages. [online] Personio. Available at:
https://www.personio.com/hr-lexicon/employee-life-cycle-model-uk/
Signeasy (2021). The ultimate guide to job analysis that every HR professional needs to know |
Signeasy. [online] signeasy.com. Available at: https://signeasy.com/blog/business/the-ultimateguide-to-job-analysis-that-every-hr-professional-needs-to-know/
Undercover Recruiter (2014). 5 Tips for Writing an Effective Job Advertisement. [online]
Undercover Recruiter. Available at: https://theundercoverrecruiter.com/writing-effective-jobadvertisement-tips/
University of London (2022). Human Resources Department at SOAS: Person specifications.
[online] SOAS. Available at: https://www.soas.ac.uk/about/governance/policies-andprocedures/recruitment/recruitment-and-selection-supporting/human-1
Verlinden, N. (2020). The Employee Life Cycle: 19 Tips to Get it Right. [online] AIHR. Available
at: https://www.aihr.com/blog/employee-life-cycle/
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Task two – Simulated interview
To support Jaspreet and Caroline, and develop your own knowledge and skills, you:
▪
Devise selection criteria for the post of Sales Assistant using the job description already written
(Appendix A). Use the selection shortlisting matrix (Appendix B) to shortlist applications against
the selection criteria to determine candidates to be interviewed. Your assessor will provide you
with completed, sample application forms. (AC 2.2) There is no requirement to include evidence of
the use of references to wider reading to achieve a high pass for AC2.2.
▪
Interview one applicant and decide whether they meet the criteria for the post. The interview
could be a panel or one-to-one interview (as determined by your centre). The interview could be
conducted face-to-face or by web conferencing. (AC 2.3) There is no requirement to include
evidence of the use of references to wider reading to achieve a high pass for AC2.3.
[If working as a panel, it is essential that each member of the team actively takes part in devising
the criteria, shortlisting, interviewing and decision-making.
A copy of CIPD STARR Model Interview Questions (Appendix C) has been included, that can be
used when developing interview questions.]
Your evidence must consist of:
▪
The criteria that you devised. (Not included in word count).
▪
Your notes from the shortlisting process or a skills observation feedback form completed by your
assessor as to your part in shortlisting. (Not included in word count).
▪
A video recording of the interview and either a video of the subsequent decision-making process or
notes from the decision-making process. (Not included in word count).
▪
Upload this Learner Assessment brief document with the completed templates and all 5 tasks
completed, through the Assignments option in the Oakwood Learner Hub.
▪
Please note you can only complete tasks 1 & 2 after attending module 1 and the remaining tasks after
attending module 2. DO NOT ATTEMPT to upload this brief unless all tasks are completed, and you
have attended modules 1 and 2. You can work on tasks 1 & 2 and save this brief for completion after
module 2.
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Note to assessors.
Please ensure that all video recordings are retained and, if selected for moderation, uploaded to Rogo
along with other materials for 3CO04. Please ensure that each learner is identified by name in the
recording.
Please ensure that an individual Skills Observation Feedback Form (Appendix D) is completed for each
learner regardless of whether an individual or panel interview is carried out. If a panel interview is
conducted, individual contributions must be clearly and uniquely identified through comments on the Skills
Observation Feedback Form. Each panel should comprise no more than 3 panel members.
Task Two – Simulated interview
Develop selection criteria and shortlist candidate applications for interview for an identified role. (AC2.2)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. No word count for this task.
Complete the selection shortlisting matrix (Appendix B) to shortlist applications against the selection
criteria to determine candidates to be interviewed. You must fill in this document.
You MUST also submit your notes from the shortlisting process – these should be added to the end of the
Learner Assessment brief and labelled clearly with AC2.2
Job Description
Job Title
Sales Assistant
Reporting to
Retail Manager
Main purpose of job
To Provide a friendly and helpful customer
service to retail and online customers
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1. Provide high quality, excellent customer
service.
2. Handle cash and card payments in
accordance with company standards.
3. Prepare orders for online delivery.
4. Unpack supplier deliveries.
5. Check supplier deliveries against
delivery notes.
6. Replenish shelves and fill product
dispensers.
7. Ensure high standards of hygiene are
maintained and products are not crosscontaminated.
8. Clean up spillages.
9. Clean containers ready for return to
suppliers.
Key tasks
Selection Shortlisting Matrix
Candidate Name:
Attributes
Essential
Desirable
Qualification
Experience
Knowledge
BS, Business Administration
3 years of assistants
Customer service system
3
3
3
Skills
Communication, attention to
detail, well-structured storge
system
Good appearance
Convince with customers
Marketing
3 years of assistants
Customer service system,
Customer satisfaction
Communication, attention to
detail,
Good appearance
Convince with customers
3
3
18
Y
Personal qualities
Additional Requirements
Total-Score
Interview-Y/N
Total
3
Scoring:
0123-
Does not meet criteria
Partly meets
Fully meets
Exceeds
Participate effectively in a selection interview and the decision-making process for an identified role. (AC
2.3)
Short references should be added into your narrative below. Please remember to only list your long references in
the reference box provided at the end of this section. No word count for this task.
A recording and observation sheet of your skills will be evidenced by your tutor.
Start Model Interview Questions
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Situation
How would you handle this situation: customer enters the store looking for a specific product,
but its currently out of stock
Task
Action
Result
Reflect
friendly and helpful behavior, apologize for the inconvenience
How could you react with it: offer an alternative solution, providing the support for the cus
