3CO04 Essentials of People Practice CIPD Level 3 Assignment Examples

Gain an understanding of the essentials of people practice for the HR learners have much importance in the CIPD level 3 course as it involves the complete book or module on this topic. This covers about 5 Units in the foundation level CIPD studies. Since, the module has various topics and question coming from this, the assignments are also given to students which demand both theoretical and practical skills to complete them on time.

In order to learn about this module, students need to focus on the understanding of the individual units and the questions covered in them. From the unit on effective recruitment processes in the 1st Unit to the diversity in the recruitment in the 5th Unit, the assessments can be made in very different forms. Students have asked to complete their assignments with the criteria of fail or pass.

To get pass in the assignments, every students need to understand each unit thoroughly and provide answers according to what has been asked.

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Some of the sample assignments questions from each unit of Module 1 essentials of people practice are discussed below:

Assignment Examples on CIPD Level 3 first objective of module 4: Effective recruitment of individuals through the assessment of employee lifecycles.

  1. What is Employee Lifecycle?

The student must be able to answer the following question in a way that explains not only the process of employee lifecycle but also some facts. The HR learner must have the competence to give the answer in the proper way that does not involve any specific organization or company. Employee lifecycle is an employee journey that starts from the day they enter for a job in the organization and ends when they leave the job. Thus, CIPD level 3 student should have an understanding and learning of the employee lifecycle in order to discuss fully the topic.

2. What are the stages of the Employee Lifecycle? Explain Each Stage briefly.

There are about seven major stages of the employee lifecycle which helps the company and employee with the business-critical feedback. To answer this question student should have an understanding of each stage of the employee journey. The student first starts by explaining the different stage and relate each stage with another. Showing the importance of each stage in each paragraph have much importance when a learner understands the goals of an HR. The stages of the employee lifecycle including

  • Attraction
  • Interviewing
  • Hiring
  • Onboarding
  • Performance Management
  • Leaning and Development
  • Exit

Thus, learning of the essentials of people practice must include a deep understanding of the employee lifecycle at every stage. Each stage has its own purpose in the journey of an employee. Therefore, students need to carefully answer this on their own or what has been taught in the institute.

  1. What are the methods of recruitment in the company?

The CIPD Level 3 HR leaner should have the appropriate understanding and learning to answer this question because there is no specific answer to recruitment methods. However, there can be around 12 to 13 major and innovative methods of recruitment that come under external and internal types of recruitment methods. The methods vary from company professionals to HR managers in the company. Thus, the answer should indicate the recruitment techniques taken by the HR professionals in the favor of the company and its culture. Students have to analyze the difference between each of the method and which process of recruitment has better results.

When mentioning the recruitment strategies, defining each method is as essential as providing some disadvantages and advantages of one method over another. No, this keeps in mind that student doesn’t overlap the idea of recruitment methods while answering it.

2. Discuss different Recruitment tools.

The leaner of the level 3 course of CIPD should also have an understanding of some recruitment tools for an HR department. While answering, the student is going to define what is recruitment tools and how these tools can help HR to select an employee. Therefore, knowing about the particular tool in depth is necessary for course pursuer.

HR professionals often consider these recruitment tools to make the process easy and have extensive knowledge of each tool. The recruitment tools can be any related software or an application in the hands of Hr individual to assist them with the hiring process and much more. Therefore, make use of these tools can become an effective way towards successful recruitment.

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Assigment Examples comprises in CIPD Level 3 third outcome of module 4:  Ways of preparing material for job roles and how to attract candidates   

  1. How employees prepare themselves for a Job?

This question includes all the major aspects of the job seeker. The HR Leaner should also know about how an employee or job seeker prepares themselves before they come to give an interview. CIPD Level 3 students must have an understanding of the steps taken by an employee to make their profile good in order to provide judgments to the company. Let’s say if an employee did not prepare himself better for the role of a job than another employee then this makes it easy for recruiters or HR professionals to make selection decisions fast.

2. What an HR professional does to prepare materials for different job roles?

Answering this pretty tough for those who don’t have a deep understanding of the roles of HR. An HR usually takes varieties of the way through which they can prepare materials required to hire for job roles. Thus, in order to give an answer to this question learner need to understand the theory of recruitment and how to prepare for that.

From posting on social media accounts to prepare company policy papers, everything comes in the hand of HR. Different materials that can be prepared for different job profiles have different importance in the selection and hiring of the right individual.

3. How to attract the right candidates?

HR has a major role in selecting the right individual for the company. To answer this question, CIPD Level 3 foundation course students have to prepare themselves to increase the understanding and learning in order to hire a perfect candidate according to the job profiles. This question comprises in-depth knowledge of the employee lifecycle, candidate culture and values, the skills carry by him and the understanding of the skill gap which tells the knowledge of the candidate in the particular skill. Defining the steps and methods taken by the HR managers and company seniors step by step or in the flow chart can help the learner to achieve high marks in this question.

Therefore, ways of attracting the perfect employee carry high marks in the questions of CIPD Level 3 exams.

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Assignments Examples covers CIPD Level 3 fourth outcome of module 4: How to shortlist candidates, hold interviews and the associated follow-up actions.

1. How to shortlist candidates?

To shortlist candidates according to their capabilities can be a daunting task for HR. When studying at the CIPD level 3 foundation course, the learner should be able to demonstrate the right answer to this question in the exams. It is a time-consuming process for an HR individual to shortlist candidates especially when they don’t have shortlisting strategy before. Learning and understanding how to shortlist employee for their best fits can help HR to create a more efficient recruitment strategy.

Screening is one of the ways through which Hr can understand the candidates very well. Thus, learning and implementing screening before face to face interview is the best way to shortlist candidates for different job roles. Also, demonstrate the steps of the complete process with factors that affects the effectiveness of the process is the essential aspect.

2. How to hold an interview as an interviewer?

This question must demonstrate about conducting the interview process successfully and all the steps should be included. The questions like how to prepare for the interview, understanding of the STAR process and how to explain the interview process to the interviewee should be covered in this question.

The learner is going to explain about the job roles, major questions asked by the interviewer, what the interviewer needs to do in order to gather more information by following questions and how the interviewer can take notes to help themselves to remember special points of the candidate.

A lot of questions and topics can easily be covered under this one question. Thus, preparing it well and provide an accurate answer is necessary for all the learners.

1. Why diversity is important in the workplace?

There is no better question that can be asked when discussing diversity in the company. To discuss this question leaner have to mention different perspectives and backgrounds of the candidates in the company who can help to increase the revenue of the business.

With showing the importance of the value of varieties of employees in the company, the students of CIPD level 3 also need to mention some benefits of the diverse employees. The diversity attracts different types of skills and fosters mutual respect among different caste and religions at the same workplace. Therefore, HR must develop an understanding of the significance of diversity and answer this question according to their point of views.

2. How to make recruitment more inclusive?

In this part of the unit question, learners going to discuss the process of connecting with candidates more effectively and how an HR can interview and hire a wide set of diverse employees to ensure recruitment more inclusive. Learners should also have an understanding of the functions, factors and features of inclusive recruitment to write more clearly about this question.

3. What is the Employee relationship and how it affects the company?

The learner can describe employee relations when they extensive knowledge about the roles of employee relationships, problems faced by employers to maintain relations with an employee and how it is essential for the company.

The HR or L&D student of this Level 3 course can increase capability when learning about employee-employer relationships. The employee relation tells about the practical, emotional and physical dimensions of the relationships between employer and employee. Thus, the HR department needs to manage this relationship so that they can master the understanding of this topic in depth.

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