3CO04 Essentials of people practice W34 3CO04

Learner Assessment Brief

Assessment ID / CIPD_3CO04_22_01

Level 3 Foundation Certificate in People Practice

 

 

Please write clearly in block capitals.
Centre number:	8		7			5
Centre name:	Oakwood International
Learner number (1st 7 digits of CIPD Membership number):
Learner surname:
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Unit code:	3CO04
Unit title:	Essentials of people practice
Assessment ID:	CIPD_3CO04_22_01
Assessment start date:
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First resubmission date for centre marking – if applicable
Second resubmission date for centre marking – if applicable
Declared word count
Assessor name (1ST Submission):
Assessor electronic signature:
Assessor name (2nd Submission)
Assessor electronic signature:
Assessor name (3rd Submission)
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IQA name (if applicable):
IQA signature (if applicable):

 

 

 

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 (Nov 2021)

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 business goals and strategic objectives. To be effective, it needs to align with business goals and strategic objectives. By managing talent strategically, organisations can build a high-performance workplace, foster a learning climate in the organisation, add value to their employer brand, and improve diversity management.

For these reasons, people professionals consider talent management to be among their key priorities. 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#7248

Inclusion and diversity in the workplace (May 2021)

Promoting and supporting diversity in the workplace is an important aspect of good people management – it’s about valuing everyone in the organisation as an individual. However, to reap the benefits of a diverse workforce it’s vital to have an inclusive environment where everyone feels able to participate and achieve their potential. While UK legislation – covering age, disability, race, religion, sex and sexual orientation among others – sets minimum standards, an effective inclusion and diversity strategy goes beyond legal compliance and seeks to add value to an organisation, contributing to employee wellbeing and engagement.

https://www.cipd.co.uk/knowledge/fundamentals/relations/diversity/factsheet

Recruitment – an introduction (Oct 2021

 

https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/factsheet#7047

 

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 a member of the People Practice team for this task.
• Ensure that the evidence generated for this assessment remains your own work.

You will also benefit from:

• 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.

 

Case study

You have recently been appointed as a member of the people practice team of Healthcare on Hand, a rapidly growing home healthcare company. Founded in 2017, Healthcare on Hand provides healthcare to adults and children with complex needs in their own homes. From start-up, the owners took pride in being involved in all aspects of people management, including interviewing all new employees. Now the organisation has grown, they realise they cannot continue to be involved in all activities and want to formalise many people practices. To this end, a small people team will be responsible for all aspects of people management.

Task One – Briefing paper

The People Manager asks you to prepare a briefing paper that will be used when they meet with line managers and introduce the services the new team will provide. The briefing paper should explain:

• the different stages of the employee lifecycle and the role of the people professionals in the lifecycle. (AC 1.1)
• different ways in which information for specified roles can be prepared. (AC 1.2)
• different recruitment methods and when is it appropriate to use them. (AC 1.3)
• factors to consider when deciding on the content of copy used in recruitment methods. (AC 1.4)
• different selection methods and when it is appropriate to use them. (AC 2.1)
• the selection records that need to be retained. (AC 2.4)

In addition, your manager is keen that standard letters of appointment and non-appointment are used going forward. Your manager has asked you to draft a copy of each of these letters.

• Write letters of appointment and non-appointment for an identified role. (AC 2.5)

Your evidence must consist of: §  Briefing paper (approximately 1500 words, refer to CIPD word count policy). §  Letters of appointment and non-appointment (excluded from word count). §  Important note: At Foundation Level you must provide a reference where you have drawn from a secondary source, Harvard Referencing is preferable. §  Upload this Learner Assessment brief document with the completed templates and all tasks completed, through the Assignments option in the Oakwood Learner Hub. §  Please note you can only complete tasks 1 & 2 after attending module 2 and the remaining tasks after attending module 3. DO NOT ATTEMPT to upload this brief unless all tasks are completed and you have attended modules 2 and 3. You can work on tasks 1 & 2 and save this brief for completion after module 3.

Task One – Briefing paper

Explain each stage of the employee life cycle and the role of the people professional in it. (AC1.1) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 300 words.

The employee life cycle is made up of six stages that show how workers work with their employers.. ·       Recruitment ·       • Onboarding: ·       Onboarding: ·       Development: ·        Retention: Separation

 

Explain different ways in which you can prepare information for specified roles. (AC1.2) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 200 words.

 

Explain c. (AC1.3) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 250 words.

Talent pool databases Employee referrals Organisations Recruitment agencies

 

Explain factors to consider when deciding on content of copy used in recruitment methods. (AC1.4) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 250 words.

The audience in mind: The job distinction: The company culture: Benefits of the job: Voice of the copy: The method of recruiting:

 

Explain different selection methods and when it is appropriate to use them. (AC2.1) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 250 words

Resume sorting In-person interviews, Job knowledge evaluations: Background checks Cognitive strength

 

Explain the selection records that need to be retained. (AC2.4) If you use secondary sources, you should include your short references in the narrative here. Wordcount: Approximately 250 words

.

 

 

Write letters of appointment and non-appointment for an identified role. (AC2.5) If you use secondary sources you should include your short references in the narrative here. There is no word count for this task

 

 

Task Two – Simulated interview

 

Appointment to the newly formed people team is not yet complete and your manager is keen to involve you in the selection of a People Assistant and has asked you to work as part of a team to:

• Devise selection criteria for the post of People Assistant using the job description (Appendix A). Use the selection shortlisting matrix (Appendix B page 34) to shortlist applications against the selection criteria to determine candidates to be interviewed. (AC 2.2)
• Interview one applicant and decide whether they meet the criteria for the post. The interview could be a panel or one-to-one interview. The interview could be conducted face-to-face, by telephone or by web conferencing. (AC 2.3)
• If working as a panel, it is essential that each member of the team actively takes part in devising the criteria, shortlisting, interviews and decision-making and that your contributions are clearly and uniquely identified through comments from your assessor on the Assessor Observation Feedback Form. 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 an observation statement from your assessor as to your part in shortlisting. (not included in word count)
• Some form of record of the interview process, for example audio or video recording, photographic evidence.
• Important note: At Foundation Level you must provide a reference where you have drawn from a secondary source, Harvard Referencing is preferable.
• Upload this Learner Assessment brief document with the completed templates and all tasks completed, through the Assignments option in the Oakwood Learner Hub.
• Please note you can only complete tasks 1 & 2 after attending module 2 and the remaining tasks after attending module 3. DO NOT ATTEMPT to upload this brief unless all tasks are completed and you have attended modules 2 and 3. You can work on tasks 1 & 2 and save this brief for completion after module 3.

 

 

 

 

 

 

Task Two – Simulated interview

 

Develop selection criteria and shortlist candidate applications for interview for an identified role (AC2.2). Devise selection criteria for the post of People Assistant using the job description (Appendix A). Use and complete the selection shortlisting matrix (Appendix B page 34) to shortlist applications against the selection criteria to determine candidates to be interviewed

Selection Criteria

Participate effectively in a selection interview and the decision-making process for an identified role (AC2.3). This task is covered by your practical assessment and the skills observation sheet completed by the assessor.

Choosing the right interviewer: Techniques and Skills

 

Task Three – Guidance document

 

The guidance document must include:

• An explanation of the importance of achieving work-life balance within the employment relationship with an overview of the regulations relevant to work-life balance. (AC 3.1)
• An explanation of what is meant by, and the importance of, wellbeing in the workplace. (AC 3.2)
• A summary of the main points of discrimination legislation. (AC 3.3)
• An explanation of what diversity and inclusion mean and why they are important. (AC 3.4)
• An explanation of the difference between fair and unfair dismissal. (AC 3.5)

 

 

Your evidence must consist of:

• A guidance document (approximately 1250 words, refer to CIPD word count policy).
• Important note: At Foundation Level you must provide a reference where you have drawn from a secondary source, Harvard Referencing is preferable.
• Upload this Learner Assessment brief document with the completed templates and all tasks completed, through the Assignments option in the Oakwood Learner Hub.

 

 

 

 

Task Three – Guidance document

Explain the importance of work-life balance within the employment relationship and how it can be influenced by legislation. (AC3.1) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 250 words

 

Explain the concept of wellbeing in the workplace and why it is important. (AC3.2) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 250 words.

 

 

 

 

Summarise the main points of discrimination legislation. (AC3.3) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 250 words.

1.     Discrimination Against An Individual: 2.     Discrimination in an indirect manner 3.     HarassmentVictimization:

 

Explain what diversity and inclusion mean and why they are important. Short references should be added into your narrative below. (AC3.4) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 250 words.

Diversity Inclusion:

 

Explain the difference between fair and unfair dismissal. Short references should be added into your narrative below. (AC3.5) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 250 words.

3. Redundancy. 4. Limitations set by the law, such as a worker’s immigration situation. There is, however, no discrimination based on any of the nine protected traits (age, disability, gender, marriage or civil partnership, pregnancy and maternity/paternity, ethnicity/race, religion or belief, gender, or sexual orientation) that is unacceptable as an unfair dismissal. To keep from getting sued, it’s important to follow fair layoff rules and be reasonable when you fire someone. Also, the worker is sure to get all of his rights and won’t have any problems.

 

 

 

Task Four – Briefing paper

Prepare a briefing paper, aimed at providing Healthcare on Hand’s management team with essential knowledge and understanding of performance management and reward. You need to ensure that you include an explanation of:

• the purpose and components of performance management. (AC 4.1)
• the main factors that need to be considered when managing performance. (AC 4.2)
• different methods of performance review. (AC 4.3)
• key components (financial and non-financial) that are required to achieve an effective total reward system. (AC 5.1)
• the relationship between reward and performance, and the links to motivation. (AC 5.2), and provide
• at least two reasons for treating employees fairly in relation to pay. (AC 5.3)

 

Your evidence must consist of:

• Briefing paper (Approximately 1500 words, refer to CIPD word count policy).
• Important note: At Foundation Level you must provide a reference where you have drawn from a secondary source, Harvard Referencing is preferable.
• Upload this Learner Assessment brief document with the completed templates and all tasks completed, through the Assignments option in the Oakwood Learner Hub.

 

 

 

 Task Four – Briefing paper

Explain the purpose and components of performance management. (AC4.1)  If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 250 words.

 

Explain factors that need to be considered when managing performance. (AC4.2) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 250 words.

 

Explain different methods of performance review. (AC4.3) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 250 words.

Self-evaluation: Behavioural checklists 360-degree feedback Management by objectives Rating scale

 

Explain the key components of an effective total reward system. (AC5.1)If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 250 words.

Compensation Benefits: Flexibility Recognition: Opportunity:

 

Explain the relationship between reward and performance. (AC5.2)  If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 250 words.

To motivate, retain the employees: To Reduce the turnover costing:

 

Explain the reasons for treating employees fairly in relation to pay. (AC5.3)If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 250 words.

.

 

Task Five – Fact sheet

Employee development is important for both existing employees and new starters at Healthcare on Hand and falls under the remit of the People Team. To date, learning and development (L&D) has been limited to training courses that were necessary to ensure legal compliance. You have been asked to develop a fact sheet for managers to raise awareness of the benefits of L&D, different types of learning needs, L&D approaches, individual requirements and preferences and how L&D can be evaluated.

Your factsheet should:

• Explain why learning and development activities are of benefit to individuals and (AC 6.1)
• Describe different types of learning needs and reasons why they arise for individuals and (AC 6.2)
• Summarise different face-to-face and blended learning and development approaches, including: facilitation, training, coaching, and mentoring. (AC 6.3)
• Explain how, in the design and delivery of learning and development initiatives, individual requirements and preferences must be accommodated. (AC 6.4)
• Discuss at least two methods of evaluating learning and development and its impact (AC 6.5).

Your evidence must consist of:

• Fact sheet (approximately 1250 words, refer to CIPD word count policy).
• Important note: At Foundation Level you must provide a reference where you have drawn from a secondary source, Harvard Referencing is preferable.
• Upload this Learner Assessment brief document with the completed templates and all tasks completed, through the Assignments option in the Oakwood Learner Hub.

 

 

 

Task Five – Fact sheet

Explain why learning and development activities are of benefit to individuals and organisations. (AC6.1) If you use secondary sources, you should include your short references in the narrative here. Wordcount: Approximately 250 words.

 

Describe different types of learning needs and reasons why they arise for individuals and organisations. (AC6.2) If you use secondary sources, you should include your short references in the narrative here. Wordcount: Approximately 250 words.

Individual Learning Needs Communication skills: Organisational Learning Needs Example Of Need: Change Management,

 

 

 

Summarise different face-to-face and blended learning and development approaches including (AC6.3): §  coaching §  mentoring §  facilitation §  training If you use secondary sources, you should include your short references in the narrative here. Wordcount: Approximately 300 words.

Facilitation Getting trained: Service for coaching: Service for mentoring:

 

Explain how individual requirements and preferences must be accommodated in the design and delivery of learning and development. (AC6.4) If you use secondary sources, you should include your short references in the narrative here. Wordcount: Approximately 250 words.

 

Discuss how learning and development can be evaluated. (AC6.5) If you use secondary sources, you should include your short references in the narrative here. Wordcount: Approximately 200 words.

a)     Reaction: b) Learning: c) Assessment:      d) Results:

 

 

 

References

 

 

 

Assessment Criteria Evidence Checklist

You may find the following checklist helpful to make sure that you have included the required evidence to meet the task. This is not a mandatory requirement as long as it is clear in your submission where the assessment criteria have been met.

 

Task 1 – Briefing paper Assessment criteria		Evidenced Y/N	Evidence reference
1.1	Explain each stage of the employee life      cycle and the role of the people professional in it.
1.2	Explain different ways in which you can prepare information for specified roles.
1.3	Explain different recruitment methods and when it is appropriate to use them.
1.4	Explain factors to consider when deciding on content of copy used in recruitment methods.
2.1	Explain different selection methods and when it is appropriate to use them.
2.4	Explain the selection records that need to be retained.
2.5	Write letters of appointment and non-appointment for an identified role.

 

 

Task 2 – Simulated interview Assessment criteria		Evidenced Y/N	Evidence reference
2.2	Develop selection criteria and shortlist candidate applications for interview for an identified role.
2.3	Participate effectively in a selection interview and the decision-making process for an identified role.

 

 

Task 3 – Guidance document Assessment criteria		Evidenced Y/N	Evidence reference
3.1	Explain the importance of work-life balance within the employment relationship and how it can be influenced by legislation.
3.2	Explain the concept of wellbeing in the workplace and why it is important.
3.3	Summarise the main points of discrimination legislation.
3.4	Explain what diversity and inclusion mean and why they are important.
3.5	Explain the difference between fair and unfair dismissal.

 

 

Task 4 – Briefing paper Assessment criteria		Evidenced Y/N	Evidence reference
4.1	Explain the purpose and components of performance management.
4.2	Explain factors that need to be considered when managing performance.
4.3	Explain different methods of performance review.
5.1	Explain the key components of an effective total reward system.
5.2	Explain the relationship between reward and performance.
5.3	Explain the reasons for treating employees fairly in relation to pay.

 

 

Task 5 – Fact sheet Assessment criteria		Evidenced Y/N	Evidence reference
6.1	Explain why learning and development activities are of benefit to individuals and organisations.
6.2	Describe different types of learning needs and reasons why they arise for individuals and organisations.
6.3	Summarise different face-to-face and blended learning and development approaches including: • facilitation • training • coaching • mentoring.
6.4	Explain how individual requirements and preferences must be accommodated in the design and delivery of learning and development.
6.5	Discuss how learning and development can be evaluated.

 

 

 

Declaration of Authentication

Declaration by learner

I can confirm that this assessment is all my own work and where I have used materials from other sources, they have been properly acknowledged and referenced.

Learner name:

Learner signature:     We cannot accept a typed or e-signature. You need to scan or photograph your handwritten signature and insert the image here.

Submission Date 1: Submission Date 2: Submission Date 3:

Declaration by Assessor

 

I confirm that: §  The learner’s work was conducted under any conditions laid out by the assessment brief. §  I am satisfied that to the best of my knowledge, the work produced is solely that of the learner.

1st submission Assessor name:   Assessor signature:     Date:   2nd submission Assessor name:   Assessor signature:     Date:   3rd submission Assessor name:   Assessor signature:     Date:

 

 

3CO04
Essentials of people practice

Assessment Criteria marking descriptors.

Assessors will mark in line with the following assessment criteria (AC) marking descriptors, and will indicate where the learner sits within the marking band range for each AC.

Assessors must provide a mark from 1 to 4 for each assessment criteria within the unit. Assessors should use the mark descriptor grid as guidance so they can provide comprehensive feedback that is developmental for learners. Please be aware that not all the mark descriptors will be present in every assessment criterion, so assessors must use their discretion in making grading decisions.

The grid below shows the range for each unit assessment result based on total number of marks awarded across all assessment criteria.

To pass the unit assessment learners must achieve a 2 (Low Pass) or above for each of the assessment criteria.

The overall result achieved will dictate the outcome the learner receives for the unit, provided NONE of the assessment criteria have been failed or referred.

Please note that learners will receive a Pass or Fail result from the CIPD at unit level. Referral grades can be used internally by the centre.

 

Overall mark	Unit result
0 to 49	Fail
50 to 64	Low Pass
65 to 82	Pass
83 to 100	High Pass

 

Marking Descriptors

Mark	Range	Descriptor
1	Fail	Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC. Insufficient examples included, where required, to support answers. Presentation and structure of assignment is not appropriate and does not meet the assessment brief.
2	Low Pass	Demonstrates an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC. Sufficient and acceptable examples included, where required, to support answers. Required format adopted but some improvement required to the structure and presentation of the assignment. Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way.
3	Pass	Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC. Includes confident use of examples, where required, to support each answer. Presentation and structure of assignment is appropriate for the assessment brief. Answers are clear and well expressed.
4	High Pass	Demonstrates a wide range and confident level of knowledge, understanding or skill (as appropriate). Includes strong examples that illustrate the point being made, that link and support the answer well. Answers are applied to the case organisation or an alternative organisation. Answers are clear, concise and well argued, directly respond to what has been asked. The presentation of the assignment is well structured, coherent and focusses on the need of the questions. Includes clear evidence of the use of references to wider reading to help inform answer.

 

Marking grid and feedback for learner

Unit 3CO04: Assessor Feedback to Learner
Centre number	875
Centre name	Oakwood International
Learner number (1st 7 digits of CIPD Membership number)	Please enter the learner number here. Must be 1st 7 digits of CIPD membership number
Learner surname	Please enter learner surname here
Learner other names	Please enter learner other names here e.g., first name and middle name(s)

 

 

TASK 1
AC Number	Assessment Criteria	Date	Markers Initials	Mark 1-4
1.1	Explain each stage of the employee life cycle and the role of the people professional in it.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
1.2	Explain different ways in which you can prepare information for specified roles.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
1.3	Explain different recruitment methods and when it is appropriate to use them.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
1.4	Explain factors to consider when deciding on content of copy used in recruitment methods.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
2.1	Explain different selection methods and when it is appropriate to use them.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
2.4	Explain the selection records that need to be retained.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
2.5	Write letters of appointment and non-appointment for an identified role.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
Total marks for TASK 1				Enter total marks here
Total marks for TASK 1 (resubmission 1 if applicable)				Enter total marks here
Total marks for TASK 1 (resubmission 2 if applicable)				Enter total marks here

 

 

TASK 2
AC Number	Assessment Criteria	Date	Markers Inititals	Mark 1-4
2.2	Develop selection criteria and shortlist candidate applications for interview for an identified role.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
2.3	Participate effectively in a selection interview and the decision-making process for an identified role.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
Total marks for TASK 2				Enter total marks here
Total marks for TASK 2 (resubmission 1 if applicable)				Enter total marks here
Total marks for TASK 2 (resubmission 2 if applicable)				Enter total marks here

 

 

TASK 3
AC Number	Assessment Criteria	Date	Markers Initials	Mark 1-4
3.1	Explain the importance of work-life balance within the employment relationship and how it can be influenced by legislation.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
3.2	Explain the concept of wellbeing in the workplace and why it is important.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
3.3	Summarise the main points of discrimination legislation.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
3.4	Explain what diversity and inclusion mean and why they are important.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
3.5	Explain the difference between fair and unfair dismissal.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
Total marks for TASK 3				Enter total marks here
Total marks for TASK 3 (resubmission 1 if applicable)				Enter total marks here
Total marks for TASK 3 (resubmission 2 if applicable)				Enter total marks here

 

 

 

 

 

TASK 4
AC Number	Assessment Criteria	Date	Markers Initials	Mark 1-4
4.1	Explain the purpose and components of performance management.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
4.2	Explain factors that need to be considered when managing performance.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
4.3	Explain different methods of performance review.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
5.1	Explain the key components of an effective total reward system.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
5.2	Explain the relationship between reward and performance.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
5.3	Explain the reasons for treating employees fairly in relation to pay.
	Please enter your Assessor feedback here			Enter mark here
	Please enter your Assessor feedback here for resubmission 1 (if applicable)			Enter mark here
	Please enter your Assessor feedback here for resubmission 2 (if applicable)			Enter mark here
Total marks for TASK 4				Enter total marks here
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TASK 5
AC Number	Assessment Criteria	Date	Markers Initials	Mark 1-4
6.1	Explain why learning and development activities are of benefit to individuals and organisations.
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6.2	Describe different types of learning needs and reasons why they arise for individuals and organisations.
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6.3	Summarise different face-to-face and blended learning and development approaches including:   • facilitation • training • coaching • mentoring.
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6.4	Explain how individual requirements and preferences must be accommodated in the design and delivery of learning and development.
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6.5	Discuss how learning and development can be evaluated.
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Appendix A – Job description

 

The following job description was produced by adapting the job description template produced by Acas  (available at https://www.acas.org.uk/job-description-templates).

 

Job title	People Assistant
Department	People Team
Reporting to	People Manager
Main purpose of job	To provide a professional administrative support service to the People Team
Key tasks	1.      Produce letters using standard templates. 2.      Manage end-to-end administration of recruitment and selection processes. 3.      Produce contracts of employment. 4.      Prepare new starter documentation and records. 5.      Liaise with managers to ensure timely inductions are scheduled. 6.      Provide reference request information. 7.      Run standard and ad-hoc reports using the HR information system. 8.      Maintain accurate employee records and filing systems. 9.      Manage relationships with stakeholders. 10.   Provide basic guidance on the application of policies and procedures. 11.   Provide meeting support, including taking accurate minutes.

 

 

 

 

Appendix B

 

 

SELECTION SHORTLISTING MATRIX

 

Candidate Name:                                         Job Title:

 

ATTRIBUTES	ESSENTIAL	DESIRABLE	TOTAL
TOTAL SCORE
Interview – Y/N

 

Scoring:

• Does not meet criteria
• Partly meets
• Fully meets
• Exceeds

This is a template that can be adapted as required. Examples should be removed from submission for assessment.

 

 

 

Appendix C – STARR Model Interview Questions

The model looks at:

Situation          –

Task                  –

Action               –

Result               –

Reflect              –

 

 

Situation
Task
Action
Result
Reflect

 

 

Turning competencies into questions using the STARR approach

Situation

Ask for an example of a situation in which the candidate was required to demonstrate the competence under review.

Task

Clarify what was the task that the candidate had to undertake in the specific situation identified.

Action

Find out very specifically what the candidate did.

Result

Find out the outcome or result and what happened.

Reflect

Find out what the candidate learned from the experience and/or what they would do differently when in the same or similar situation again.

 

Below are some suggested questions for STARR

Situation

• Tell me about a time where…
• Explain a time when…
• Describe an occasion when you…
• Give me an example of when you…
• Can you think of a time when you…
• Talk me through an experience when you…

Task

• What was the task?
• What was expected from you?
• What was your role?
• What were your responsibilities?
• What was your approach?
• Who else was involved?

Action

• How did you begin?
• What exactly did you do?
• What timescales were you working to?
• How did you go about…?
• What happened next?
• What did you consider?
• How did you monitor what you did?
• What obstacles did you have to overcome?

Result

• What was the outcome?
• What was the end-result?
• What happened in the end?
• What did you achieve?
• How do you know the outcome was a success?
• Did that work?

Reflect

• What did you learn?
• What did you discover about yourself?
• What insights has the experience given you?
• What would you do differently?
• Looking back, what was the most challenging aspect of…?
• What changes have you made since in your approach to…?