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This subject offers insights into the principles of people`s practice, including employee lifecycles, legislation, and regulations. Students will be able to comprehend how professionals may use their abilities and expertise in an organization to progressively increase their confidence and competence. Additionally, students will be able to comprehend different arrangements of experts in fields like:
Hiring
Management of talent
Education and growth
Crucial to professional success
Learning Outcomes
After completing this module, students will be capable of performing activities through the learning outcomes:
LO1 Understand the employee lifecycle and different roles within it.
LO2 Be able to contribute to the effective selection and appointment of individuals.
LO3 Know how legislation and organisational practices affect employment relationships.
LO4 Know the importance of performance management in motivating and retaining individuals.
LO5 Know the importance of reward in attracting, motivating and retaining individuals.
LO6 Understand how to support others to develop the skills and knowledge required to meet both individual and organisational objectives.
Assessment Criteria
Assessors will use the following evaluation requirements marking descriptors to guide their marking, noting the learner`s position within each AC`s marking band range.
LO1 Understand the employee lifecycle and different roles within it.
1.1 Explain each stage of the employee lifecycle and the role of the people professional within 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 the content of copy used in recruitment methods.
LO2 Be able to contribute to the effective selection and appointment of individuals.
2.1 Explain different selection methods and when it is appropriate to use them.
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.
2.4 Explain the selection records that need to be retained.
2.5 Write letters of appointment and nonappointment for an identified role.
LO3 Know how legislation and organisational practices affect employment relationships.
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 well-being 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 differences between fair and unfair dismissal.
LO4 Know the importance of performance management in motivating and retaining individuals.
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.
Lo5 Know the importance of reward in attracting, motivating and retaining individuals.
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.
LO6 Understand how to support others to develop the skills and knowledge required to meet both individual and organisational objectives.
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.
The Life Cycle of a Worker and their Responsibilities
Understanding an employee`s lifecycle and function involves many steps, one of which is evaluating each stage of the employee`s journey and your current position within it. Among these phases are hiring and their involvement with the hiring process.
During an induction orientation, workers learn about their positions within the company.
Shift in responsibilities, advancement in skill retention, and promotion
Exit and the rationale behind it.
Recruitment techniques: phases and relevant applications
The phases of recruiting consist of:
Providing a job description
Providing the qualifications that a company is looking for in a candidate
Stating the precise documentation criteria that a candidate must meet
The numerous routes for hiring include electronic applications, agencies, headhunters, websites, internal and external ads, and applications.
Assembling data for designated positions inside an organization.
Choosing the right approach for a job description, applicant specifications, and content type involves many steps. Among them are;
Work analysis
Analyzing tasks
thorough task analysis
Interview for job analysis
Questionnaire for Job Analysis
Notes on the job description and applicant description headings
Variation in significant criterion
Determining the resources and strategies utilized to entice qualified applicants for particular positions
Materials must strike a balance between accuracy and a favourable organizational image for both internal and external audiences. Determining the appropriate level of organizational information to provide on a candidate`s job inside an organization is necessary.
The prize bundles
The font to be applied
Using the organization`s logo
contribution to the efficient hiring and selection of staff
Among the several strategies for making a wise choice are:
using a variety of selection techniques, such as
Conventional and contemporary methods.
Using rules for selection.
Using the selection procedure.
Candidate screening and shortlisting.
Competency-based strategies.
Evaluating the applicants.
Examinations.
one-on-one, over-the-phone, or online interviews.
choosing and reducing the number of applicants to interview for particular positions.
It is customary to use the following varied selection procedure using the shortlisting criteria:
Examining the related documents.
Advising managers on the process of selecting.
Creating a short list of applicants.
Setting up interviews.
Setting up evaluations.
actively participating in the hiring process, including the selection and interview stages, for designated jobs.
One can effectively contribute to in-person, phone, or internet interviews by doing the following:
Using the proper interview framework, which includes starting and ending the session.
Time management is done well.
Building a relationship.
Both verbal and nonverbal communication that works.
utilizing effective masking techniques, such as hypothetical, competency-based, open-ended, closed-ended, probing, and leading questions.
Using the right listening techniques.
Taking notes efficiently.
evaluating answers according to pre-established standards.
Evaluating the records of selection that must be kept on file and identifying letters of appointment and non-appointment for designated positions.
Legislation and organizational procedures` effects on work relationships.
Work-life Balance`s Effects on a Working Relationship and How Laws Affect Them
It`s critical to recognize that workers have a right to a work-life balance in situations like these:
Vacations.
Parental and maternity leaves.
Working from home or late at night.
Minimum pay.
specific hours of operation.
The value of employee well-being in a company.
Neglecting the notion of wellness can result in both physical and mental health problems.
Problems with organizations as well as the environment.
Business and ethical arguments
An organization that prioritizes employee well-being will see fewer sick days, lower levels of stress, and higher levels of employee engagement, which will boost output and foster an inclusive culture.
Impacted the link between task design, workload, and completed quality of work.
Effects of employee involvement on workers` feelings inside a company.
Participating in all of the main engagement dimensions—such as the emotional, physical, and cognitive ones—is a component of employee engagement.
Points of interaction with coworkers, supervisors, jobs, and organizations, among other things.
Positive workplace involvement gives workers a sense of fulfilment at work. This results in increased productivity, decreased sick leave, employee turnover, loyalty, disengagement, and burnout as well as a sense of pride in working for that company.
Laws that discriminate.
It is crucial to comprehend the effects of discrimination in the following key areas:
Before the start of the work relationship.
Following the establishment of a working partnership.
Following the termination of a job relationship.
Significance and import of inclusivity and diversity.
It is critical to comprehend the differences between providing equal opportunities within an organization and diversity and inclusion, social justice, and business cases.
Distinguishing between an unfair and justified dismissal.
Additionally, learners ought to comprehend the perspectives of individuals directly and indirectly connected with fairness.
Performance management`s effects on employee retention and motivation.
Management of performance.
Performance management assesses the subsequent.
Productivity and elements influencing an individual`s or a team`s performance.
Specifically in the performance review and the job description.
Training and development plans.
Both official and informal reviews.
An organization`s policies and processes.
Performance management data.
Aspects influencing performance management.
Performance Management Requires Taking into Account the Following Factors:
Influence kind and degree on an individual`s or team`s performance.
Competency and one`s degree of skill
The degree of drive to work hard or accomplish goals
Having well-defined organizational objectives
Kind of managerial support and leadership
The tools at work
The function and goal of performance management appraisals
There are various kinds of evaluations, such as Self-evaluation
Annual vs. ongoing evaluation appraisal
Assessments requiring certain skills
Formal evaluations and conversational assessments
Bias among appraisers
The influence of rewards on employee motivation, attraction, and retention.
elements of a comprehensive reward system that work.
Among these are pensions and base salary.
Pay for performance reviews
The part that money and money rewards play
Rewards
Possibilities for growth and development
express gratitude in both public and verbal
Bonuses
The connection between performance and reward
Reward systems aid in raising knowledge of the reasoning behind different reward schemes. They are both very important in terms of motivation, retention, and recruiting. They provide two different kinds of motivation, intrinsic and extrinsic.
Human needs vary, and learning and development must consider that. These demands include particular needs such as the person`s learning background, learning preferences, location flexibility and time availability, and preferred form of delivery.
How to support their equality and ethics in terms of education and growth. This encompasses cultural norms and distinctions.
The extent of their expertise, aptitude, and readiness to engage in learning and growth.
The effects of monitoring individual learning within a team and employing a range of strategies.
Assessing How Learning and Growth Affect People and Organizations. The Definition of Evaluation is:
The assessment`s objective, for example, could be to gauge customer satisfaction by providing an organization with feedback. Continuous improvements may be made to this.
There are several kinds of learning and development evaluation data. Qualitative and quantitative are some of them.
Input from instructors, students, and other individuals` thoughts and remarks.
Relationships between the evaluation criteria and the information required
There are several ways to get data about advancements and learning. Among these strategies is to inquire about task management and organization. You can accomplish this using questionnaires, exams, interviews, and talks.
Finding out how a company and its members are benefiting. By honing their abilities and applying the knowledge they have gained to improve work performance, they stand to gain from improved communication effectiveness, improved behaviour modification, increased effectiveness and efficiency at work, improved teamwork and collaboration, and ultimately, improved organizational culture.
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