CIPD 5CO04 Assignment Example | Essentials of People Practice

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CIPD 5CO04 Essentials of people practice

TASK ONE. Briefing Paper (1,500 words)
AC 1.1 Explain each stage of the employee lifecycle and the role of the people professional in it.

Employee life cycle is defined as every stage an employee goes through until they leave a job (Gupta, 2019). Employee lifecycle has 6 key stages; attraction, recruitment, on boarding, development, retention and separation (Cattermole, 2019).

1.Attraction: A company will fail if they do not possess the right skilled labor no matter how good their product is. You need to promote and show your organization in such a way that people would feel content to work in such a place. As a people professional, my aim would be to ensure brand awareness is high, as a technology company endorsements with celebrities can also keep The organisation in limelight, making it as an ideal place to work.

2.Recruitment: in this stage, you start your interviewing and assessing session, where you will include top skilled labor for your company.

My part would be to refer a suitable candidate with problem solving and management skills to ensure the best for the organisation.

3.On boarding: this involves training, orientation and providing overall support throughout the employees’ early days. Also induction and on boarding is necessary to ensure that the employees get familiar with their new role and the culture.
4.Development: In this stage, the employee’s professional development is encouraged where the emphasis is on growth and skills advancement. Opportunities within the company are much appreciated.
5.Retention: An important stage where the organization must ensure that the employees are satisfied and willing to work for long. In this regard, devising best strategies and performance appraisal would be an important aspect that I must cater to.
6.Separation: the final stage where the employee concludes his journey in the organization can be due to retirement, or personal reason.
My main role in this lifecycle would be focused more on attraction and recruitment stage in order to filter out the high skilled management for the organisation.

AC 1.2 Explain different ways in which you can prepare information for specified roles

It is important to understand that recruitment is the process through which an organization’s HR department locates, attracts, selects, and recruits candidates to fill a position. Information is prepared in the different stages of recruitment. There are three ways that are used to collect information:

Job analysis: information is collected during the job analysis process, which encompasses about the skills required, the roles, responsibilities as well as the processes for a complete understanding of the position under perspective. This information is collected through direct observation of the most competent incumbents, through questionnaires from them or interviews. Information may also be collected from work diaries, checklists, and review of the critical incidents from the current team.

Person specification- A person specification is required that provides a description of the personal attributes that an organisation is seeking from the potential employees. It lays emphasis on the personal attributes of the ideal candidate. This information may also be collected from the incumbents and observation from the market leaders. It is also collected from research as profiled in journals and books. (CIPD, Recruitment 2020).

Job specification- this information outlines the qualities that are of interested for the person to succeed in the position. Specification identifies the skills that are required, the traits, the level of education, and the experience of the candidate (CIPD, Recruitment, 2020).

AC 1.3 Explain different recruitment methods and when it is appropriate to use them

There are different recruitment methods that have been documented and they are used differently:

Utilizing staffing agencies: this is the practice of outsourcing the recruitment process to a third-party agency on behalf of the employer. This strategy is appropriate for businesses without a dedicated human resources department. Additionally, it is ideal when a firm requires knowledge of a certain topic in order to finish the recruiting process (CIPD, Recruitment 2020). The procedure may not fulfill the organization’s personnel requirements.
Internal recruiting: this is the practice of employing employees from inside a company. This method is useful since it increases employee motivation, morale, and retention when they are aware of opportunities for career advancement. The strategy gives personnel who are already familiar with the company’s cultural practices. However, the method impedes the development of fresh ideas by external individuals.
Online recruiting using social media networks. Social Network Sites such as LinkedIn, a candidate monitoring system, or software-assisted interviews. This method is effective for recruiting candidates from a variety of areas. Additionally, it is a cheaper way of recruiting (CIPD, Recruitment 2020).

AC 1.4 Explain factors to consider when deciding on content of copy used in recruitment methods.

The content of copy that is used in the recruitment methods depends on numerous factors. Audience whether internal or external: First, the content depends on the nature of recruitment, whether it is intended for internal or external audience. For the internal audience, the information could contain some privileged information that relate to the organisation. For instance, the mode of application could be sending a direct email that is different from the external one and the applicants may be required to quote a certain memo number (CIPD, 2020 Recruiment). In addition, the content for the internal audience may require that workers to have passed through some previous training as opposed to one that was external intended.
Cost of Recruitment: the content of the copy may also depend on the cost that is associated with the process of recruitment. For every recruitment method, there is a budget ceiling. As such, by sharing more information, it would mean that the cost would be higher (CIPD, 2020 Recruiment).

Other ACs for CIPD 3CO04

AC 2.1 Explain different selection methods and when it is appropriate to use them.
AC 2.4 Explain the selection records that need to be retained.
AC 2.5 Write letters of appointment and non-appointment for an identified role

TASK THREE. Guidance Document (1,250 words)

AC 3.1 Explain the importance of work-life balance within the employment relationship and how it can be influenced by legislation.
AC 3.2 Explain the concept of wellbeing in the workplace and why it is important
AC 3.3 Summarise the main points of discrimination legislation
AC 3.4 Explain what diversity and inclusion mean and why they are important
AC 3.5 Explain the difference between fair and unfair dismissal.

TASK TWO. Simulated Interview

AC 2.2 Develop selection criteria and shortlist candidate applications for interview for an identified role.
AC 2.3 Participate effectively in a selection interview and the decision-making process for an identified role

TASK FOUR. Briefing Paper (1,500 words)

AC 4.1 Explain the purpose and components of performance management.
AC 4.2 Explain factors that need to be considered when managing performance (Approximately 250 words)
AC 4.3 Explain different methods of Performance Review
AC 5.1 Explain the key components of an effective Total Reward System.
AC 5.2 Explain the relationship between reward and performance
AC 5.3 Explain the reasons for treating employees fairly in relation to pay

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