Task 1: Evidence-based Practice Presenation

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TASK 2: DATA ANALYSIS

3CO03 - Core behaviours for people professionals

TASK ONE - BRIEFING PAPER

• AC 1.1 Different stages of the employee lifecycle and the role of people professionals in the lifecycle.
• AC 1.2 Different ways in which information for specified roles can be prepared.
• AC 1.3 Different recruitment methods and when it is appropriate to use them.
• AC 1.4 Factors to consider when deciding on the content of copy used in recruitment methods.

TASK TWO - SIMULATED INTERVIEW

TASK THREE - GUIDANCE DOCUMENT

• AC 3.1 An explanation of the importance of achieving work-life balance with the employment relationship with an overview of the regulations relevant to work-life balance
• AC 3.2 The concept of well-being in the workplace and why it is essential
• AC 3.3 A summary of the main points of discrimination legislation
• AC 3.4 An explanation of what diversity and inclusion mean and why they are important

TASK FOUR - BRIEFING PAPER

• AC 4.1 The purpose and components of performance management.
• AC 4.2 The main factors that need to be considered when managing performance
• AC 4.3 Different methods of performance review
• AC 5.1 Key components (financial and non-financial) that are required to achieve an effective total reward system

TASK FIVE - FACT SHEET

• AC 6.1 Explain why learning and development activities are of benefit to individuals and organisations.
• AC 6.2 Describe different types of learning needs and reasons why they arise for individuals and organisations.
• AC 6.3 Summarise different face-to-face and blended learning and development approaches, including; facilitation, training, coaching, and mentoring.
• AC 6.4 Explain how individual requirements and preferences must be accommodated in the design and delivery of learning and development initiatives.

References

5CO01: Organisational Performance and Culture in Practice

• AC 1.1 Advantages and Disadvantages of Two Types of Organisation Structures
• AC 1.2 Connections Between Organisational Strategy, Products, Services and Customers
• AC 1.3 External Factors and Trends and their Influence on Organisational Priorities
• AC 1.4: The Scale of Technology within Organisations and its Impact on Work

Task One

• Introduction
• AC 1.2 Evaluate Micro-and Macro-Analysis Tools that can be used in Human Resource practice to Investigate an Organisation's Micro and Macro Environment and How those Discovered can be used to Diagnose Future Issues, Challenges, and Opportunities.
• AC 1.1 Assesses the notion of Evidence-Based Practice.
• AC 1.4 At least two distinct ethical theories and views should be considered in decision making.

Task Two

• ANALYSIS AND REVIEW OF THE DATA

5CO03 – Professional Behaviours and Valuing People

Task One

• Define the term professional and explain what it means to be a ‘people practice professional’. (1.1)
• Discuss the concept of ‘ethical values’, and how at least three ethical values that you hold personally impact (or could impact) on your work as a people practice professional. (1.2)
• Drawing on work or personal examples, analyse how you would/have made an engaging and well-informed contribution to discussions to support the application of good people practice (1.3)
• Drawing on work or personal examples, analyse how you would/have taken responsibility for your work/actions, including recognising and rectifying mistakes (1.4)

Task Two

• Activity 1: The Context of Professional Development
• Activity 2 - Self Assessment
• Activity 3 – Reflective Practice

Section 1

• AC 1.1 A review of emerging developments to inform approaches to employee voice and engagement
• AC 1.2 Differentiate between employee involvement and employee participation and how it builds relationships
• AC 1.3 Assess a range of employee voice tools and approaches to drive employee engagement.
• AC 1.4 Critically evaluate the interrelationships between employee voice and organisational performance.

Section 2

• Explain the principles of legislation relating to dismissal in respect of capability and misconduct issues
• AC 3.2 Analyse Key Causes of Employee Grievances
• AC 3.3 Explain the skills required for effective grievance and discipline-handling procedures.
• AC 3.4 Advise on the importance of handling grievances effectively

Reference

Workforce Planning and Recruitment Pack

• Introduction
• AC 2.1 Analysis of the impact of workforce planning in terms of forecasting demand for labour utilising both internal and external sources of supply.
• AC 2.2 An evaluation of the effectiveness of promotion/demotion rates, employee turnover rates, and critical incident analysis techniques used to support workforce planning.
• AC 2.3 An explanation of how the appraisal can be used to identify who is interested in progression, managing contingency, and mitigating risks through OcMara developing their talent pools

Question 4

• What are the main causes of increased social inequality around the world? To what extent could changes in HR practice help to reduce social inequality? Provide examples to support your answer.

Question 8

• Explain how the management of people tends to vary depending on whether a labour market is tight or loose. Illustrate your answer with examples from your own observations and your reading.

Question 12

• Identify THREE distinct steps that managers can take to encourage greater innovation and creativity in their organisations. Which do you think would be most effective in your sector or industry? Justify your answer.

Question 15

• You have been asked to make recommendations to your senior management team about how your organisation might improve its record in the area of sustainability. You are asked to identify TWO distinct interventions that will not be too expensive to implement. What would you recommend and why?

Reference

Question 4

• Burke and Litwin (1992) define ‘organisational climate’ as being the ‘collective impressions, expectations, and feelings’ that employees currently have towards their employer. They go on to argue that policy and practice in the field of reward management plays a major role in influencing ‘organisational climate’. To what extent do you agree, and why? Justify your answer with reference to your reading and personal experience.
• Write a 1000 word briefing paper for your senior management team on how your organisation’s HR / L&D functions might usefully partner with either a major customer or a major supplier to share good practice in respect of a current challenge.

Question 5

• Your Chief Executive Officer (CEO) has e-mailed you following a networking webinar which included a brief presentation about ‘high commitment models of HRM’. She asks you to critically evaluate the pros and cons of either adopting this model for your organisation or making further use of it. Draft a 1000 word briefing paper on this topic for your CEO.

Question 11

• You are asked to critically evaluate management development activity in you organisation. What are its main strengths and weaknesses? What ONE proposal would you make to improve its effectiveness? Justify your answer.

1. Unit Aims and Outcomes

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