3CO04 Essentials of People Practice

Introduction to 3CO04 Essentials of People Practice

This unit provides insights on the fundamentals of people practice from the lifecycle of employee to policies, laws and regulations. Learners will be able to understand how practitioners can apply their skills and knowledge in an organisation how to build their confidence and gradually improve their ability. Also, learners will be able to understand various arrangements of specialists in such areas like:

  • Recruitment
  • Talent management
  • Learning and development
  • Essential to a career
  • Rewards

Learning objectives

Learners will also be able to acquire skills on:

  • Effective recruitment, selection and selection process. They will be able to understand ways of recruiting and appointing the right people for an organisation. The different ways includes assessing the lifecycle of an employee and using different methods of recruitment. An effective recruitment process helps in reducing costs and enhances employer brand.
  • Various methods of recruitment and selection such as interviews, references and application. They will also learn how to prepare job role materials that will help attract the right candidates.
  • The importance of diversity and inclusion in an organisation when recruiting. Diversity and inclusion in recruitment helps in eliminating bias, reduced employee turnover and attracting diverse talent hence increased creativity for an organisation.
  • The different factors related with performance management and the role of appraisal in an organisation. Different factors such as development training, job security and employee engagement influence performance at work. The role of appraisal is also importance as it helps in giving feedback on employee performance.

The lifecycle of an employee and their roles

There are various stages used to understand the lifecycle and role of an employee which include assessing their every stage and your present role within it. These stages includes;

  • Recruiting and their experience during the recruitment process
  • Induction
  • Orientation
  • learning and getting information about employees roles in an organisation
  • change of roles
  • promotion
  • advancement in skills
  • retention
  • Exit and the reason for leaving.

Recruitment methods, their stages and when they can be appropriately used

The recruitment stages includes;

  • Giving job description
  • Giving specifications of the candidate an organisation want to recruit
  • Giving specific requirements in terms of documentations that a candidate needs to provide
  • The various recruitment channels include advertisements both internal and external, websites advertisements, electronic, applications, agencies and head job hunters.

Preparing information for specified roles in an organisation.

There are various techniques used to decide the type of content, job description and candidate specification to be used. These includes;

  • Job analysis
  • Task analysis
  • Comprehensive job analysis
  • Job analysis interview
  • Job analysis questionnaire
  • Observations of the heading in job description and candidate description
  • Difference in important criteria

Identifying materials and methods that are used to attract talented candidates for specific roles

Materials for both internal and external audience need to be balanced in terms of accuracy and positive image of an organisation. There is need to assess and decide how much organisational  information is going to be provided in relation to;

  • A candidate roles in an organisation
  • The reward packages
  • Font to be used
  • Use of organisation’s logo

Contribution to effective selection and appointment of employees

The various ways that can be used for an effective selection includes;

Applying different selection methods that include;

  • Traditional and modern approaches
  • Use of selection policies
  • Use of selection process
  • Screening and shortlisting candidates
  • Competence based approaches
  • Assessing the candidates
  • Tests
  • Interviews either one on one, telephone, or online

Selecting and shortlisting candidates to proceed for an interview for specific roles

This diverse selection process using the shortlisting criteria is practised as follows;

  • Analysis the associated documentations
  • Giving managers advice on selection
  • Shortlisting the candidates
  • Organising interviews
  • Organising assessments

Actively taking part in selection interview and decision making process for specified roles

Effective contribution to interviews either one on one, telephone or online can be achieved through;

  • Use of appropriate interview structure such as opening and closing the interview
  • Effectively planning of time
  • Establishing rapport
  • Effective verbal and non-verbal communication
  • Applying appropriate questioning skills such as open, closed, multiple, probing, leading, hypothetical and competence based questions
  • Applying appropriate listening skills
  • Effectively taking notes
  • Appropriately scoring responses against pre-determined criteria

 

Assessing the selection records that need to be retained and wring letters of appointment and non-appointment for specified roles.

Effects of legislation and organisational practices on employment relationships

Ways used to know the effects are:

Impact of work life balance in an employment relationship and how it is influenced by legislation

It is important to understand that employees have the right to life work balance during such incidence as;

  • Holidays
  • Maternity/paternity leaves
  • Working at night
  • Working from home
  • Minimum wage
  • Specified working hours

Importance of employee wellbeing in an organisation

If concept of wellbeing is not properly taken care of, it can lead to;

  • Both physical and mental issues
  • Both organisational and environmental problems
  • Ethical and business cases . when wellbeing is taken care of, an organisation will have minimal sick offs, reduced stress, better employee engagement hence improvement in performance and a culture of inclusion.
  • Affected relationship between workload, job design and quality of work done

Impact of employee engagement on how employees feel in an organisation

Employee engagement includes taking part in;

  • All major engagement dimensions such as emotional, physical and cognitive areas.
  • Locus of engagement in such aspects as managers, colleagues, job and organisation.
  • Positive engagement in an organisation which makes employees feels happy at work. This leads to improved wellbeing, reduced employee turnover, reduced sick leaves, loyalty, non-engagement, reduced burn out, feeling proud of being an employee in that organisation and high productivity.

Discrimination legislation

It is very essential to understand the impact of discrimination in the major points which includes;

  • Before the beginning of employment relationship
  • After engaging in an employment relationship
  • After the end of an employment relationship

Meaning and importance of diversity and inclusion

It is important to understand diversity and inclusion and note that it is different from between given equal opportunities in an organisation and diversity and inclusion social justice and business cases.

Difference between fair and unfair dismissal

Learners should also understand how people who are directly involved and those that are indirectly involved perceive fairness.

Impact of performance management in employee motivation and retention

Performance management

Performance management evaluates the following;

  • Productivity and factors that affects the performance of either a team or an individual
  • Job description and more especially in performance review
  • Plans of training and development
  • Reviews both formal and informal
  • Policies and procedures in an organisation
  • Data of performance management

Factors that impacts performance management

The following factors needs to be considered when managing performance;

  • Level and type of influence on performance of either a team or an individual.
  • Competency and the level of skills one has
  • The level motivation to work or achieve goals
  • Having clear organisational goals
  • Type of leadership and support from the management
  • The resources available at work

Role and purpose of appraisal in performance management

There are different types of appraisals which include;

  • Self-assessment
  • Annuals verses continuous review appraisal
  • Skills required appraisals
  • Formal reviews and informal conversation appraisals
  • Appraiser bias

How rewards impacts employee attraction, motivation and retention.

Components of an effective total reward system.

These components includes;

  • Pensions
  • Base pay
  • Performance appraisal pay
  • Role that financial and financial rewards plays
  • Incentives
  • Growth and development opportunities
  • Appreciation both verbal and public
  • Bonuses

Relationship between reward and performance

Rewards help in creating awareness of the rationale in various reward systems. They both play a major role in recruitment, retention and motivation. The types of motivation they give includes;

  • Intrinsic and extrinsic motivation
  • Motivational theories. There are different types of theories namely; content theories and process theories,
  • Satisfaction
  • Explains how the role of reward promotes work productivity
  • They act a link between organisation productivity and theories

Why employees need to be treated fairly in relation to pay

These reasons includes;

  • The need to compliance with legal standards
  • The need for protection against claims of equal pay
  • Transparency and inclusivity
  • Consistency
  • It help am organisation in employee retention
  • It helps boost motivation at work
  • It portrays fairness
  • Brings about internal equity

Impact of employee support in developing skills and knowledge essential for personal and organisational goals and objectives.

Types of learning needs and the reason for the needs for both organisations and individuals

The different types of learning needs arise due to;

  • The gaps in skillsets against performance in different employees
  • The gaps in current performance and the need for development
  • Internal and external factors such as change in legislation or government intervention
  • Organisation changes of strategies, products or services and processes
  • Organisational maintenance for upgrading the skillsets and knowledge of their employees
  • The need for professional development
  • Supporting talents and aspirations of individuals.

Learning and development approaches

Learning approaches may either be one on one or blended. There are various learning and development approaches namely;

  • Facilitation
  • Consulting
  • Trainings which could be either on or off job training or internet learning.
  • Coaching which can be either internal or external development programmes. There are varieties of models, types and styles that can be used in coaching.
  • Mentoring

Designing and delivering learning and development

People have different needs that need to be incorporated and accommodated in learning and development. These needs includes;

  • Specified needs such as individuals learning history, there preferences in learning, their location flexibility and availability in time and their preferred mode of delivery.
  • How to accommodate their Ethics and equality in learning and development. This includes cultural expectations and differences.
  • The level of their experience, skills and will to take part in learning and development.
  • The impact of having a variety of techniques and monitoring individual learning within a team.

Evaluating the impact of learning and development to an organisation and individuals. Evaluation is defined as:

  • The level and approach that has been to use to do evaluation
  • Timing
  • Models that are relating to the evaluation
  • Purpose of doing the evaluation for instance an evaluation can be done to assess customer satisfaction
  • Giving feedback for an organisation. This can be continuous improvements.

There are various types of evaluation information on learning and development. They include;

  • Qualitative and quantitative
  • Feedbacks either from learners, trainers and opinions and comments from other people.
  • Links between the information needed and the criteria used in evaluation

There are various methods of collecting information on learning and developments.  These methods include;

  • Asking how to organise and manage tasks. This can be done through discussions, interviews, surveys and assessments.
  • Enquiring how an organisation and individuals are benefiting. They could be benefiting by improving their skills, putting into using the knowledge acquired to improve on work performance, enhances effectiveness in communication, improved behaviour change, effectiveness and efficiency at work, improves team work and collaboration hence enhancement on organisational culture.

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