Level 3 Foundation Certificate in People Practice
Level 3 Foundation Certificate in People Practice
Level 3 Foundation Certificate in People Practice
Please tick whether you are submitting a draft or your summative assessment:
Draft ☐ Summative ☒
Complete the first part of the table below and sign the declaration on the next page. Place both at
the front of your draft / summative assessment.
Word count
Word count
Word count
I can confirm that this assessment is all my own work and where I have used materials from other
sources, they have been properly acknowledged.
Date 30/01/2022
I confirm that:
The learner’s work was conducted under the conditions laid out by the assessment brief.
I am satisfied that to the best of my knowledge, the work produced is solely that of the
learner.
Assessor Name
Assessor Signature
Date
IQA Name
IQA Signature
Date
Candidate declaration:
I confirm that the work/evidence presented for assessment is my own unaided work. It is not copied
from any other person’s work (published or unpublished).
I confirm that I have read the plagiarism policy and understand that if plagiarism is detected I will
receive a written warning, and this can be escalated to formal disciplinary action.
I confirm that my assignment meets the word count stated on the assignment
Brief (where a word count is stated on the brief there is a +/ - 10% allowance, where a word count range
is stated the word count needs to be within that range. The following aspects are excluded from the
word count; the declaration page, marking feedback sheet, title/cover page, index/contents page, list
of references/bibliography and appendices.)
I understand there are only two opportunities to submit an assignment per module sitting.
I understand that my work may be used for future academic/quality assurance purposes (this may
include being shared with other students anonymously) in accordance with the GDPR 2018.
I understand that the work/evidence submitted for assessment may not be returned to me and that I
have retained a copy for my records.
I understand that until such time as the assessment grade has been ratified through internal and
external quality assurance processes it is not final.
By submitting my assignment, I confirm that I agree to the above statements in the candidate
declaration.
Must be completed by candidate (all fields are compulsory):
CIPD
Unit code(s): 3CO04
Membership No:
Mark
Task 1 – Assessment criteria
(1-4)
1.1 Assess each stage of the employee lifecycle and your current role within it.
Explain the stages and different methods within the recruitment process and
1.2
when it’s appropriate to use them.
Explain different ways in which you can prepare information for specified
1.3
roles.
Level 3 Foundation Certificate in People Practice
Assess different material and methods used to attract talented individuals for
1.4
a range of roles.
Mark
Task 2 – Assessment Criteria
(1-4)
2.1 Contrast different selection methods and when it is appropriate to use them.
Mark
Task 2 & 3 – Assessment Criteria
(1-4)
Discuss the selection records that need to be retained and write letters of
2.4
appointment and non-appointment for an identified role.
Mark
Task 3 – Assessment criteria
(1-4)
Develop selection criteria and shortlist candidate applications for interview for
2.2
an identified role.
Mark
Task 4 – Assessment criteria
(1-4)
3.2 Explain the concept of wellbeing in the workplace and why it is important.
3.3 Assess how employee engagement impacts the way people feel at work.
3.5 Explain what diversity and inclusion mean and why they are important.
Mark
Task 5 – Assessment criteria
(1-4)
5.3 Explain the reasons for treating employees fairly in relation to pay.
Mark
Task 6 – Assessment criteria
(1-4)
Describe different types of learning needs and reasons why they arise for
6.1
individuals and organisations.
Describe different types of learning needs and reasons why they arise for
individuals and organisations:
• facilitation
6.2 • consulting
• training
• coaching
• mentoring
Unit Grade (your grade is provisional until moderated and confirmed by the CIPD)
/96
Assessor Feedback
Summary
Strengths
Development Points
Confirmed Grade
Comments
Develop clear role definitions, expectations and goals, Increase employee engagement,
Develop managerial leadership and coaching skills, Boost productivity through improved
performance, and develop a performance reward program that incentivizes accomplishment.
Training, top management commitment, Employee engagement, Reward management, and Enterprise
resource planning.
Culture and behaviour influence the effectiveness of a Performance management System adoption in
organisation. Dr. Assish Jugmohun
Job descriptions should be an integral part of all performance reviews. Without them,
the review may not reflect an accurate appraisal of the employee's performance.
When job descriptions are incorporated, they can be used as a checklist to determine
whether the employee has fulfilled the requirements of the job. Editor's Choice
AC4.2
Slid 2
Level 3 Foundation Certificate in People Practice
• Provide positive feedback to team members: positive feedback can have an impact on team
performance. High-performing teams share nearly six times more positive feedback than
average teams. In comparison, low-performing teams share nearly twice as much negative
feedback than average teams.
• Highlight team member strengths: It is important to highlight team member strengths in order to
generate a sense of accomplishment within the team.
Slide 3
Level 3 Foundation Certificate in People Practice
Slide 4
Level 3 Foundation Certificate in People Practice
Salary raises.
Extra allowances.
Bonuses.
Non-financial rewards:
Slide 5
• Paying employees fairly: can helps attract and retain talent. It can also
prevent internal strife, low morale and turnover if employees discover they're
being paid differently for the same roles.
• Providing equal pay for all employees will also reduce the risks of
facing an equal pay claim and help avoid:
Expensive legal fees which could cost thousands of pounds.
Lost productivity as management gather evidence and deal with tribunal
hearings.
Damaged employee relations and low staff morale.
Level 3 Foundation Certificate in People Practice
References
1. CARLA TARDI, 20,Sep,2021, BUSINESS > BUSINESS LEADERS,
performance management,
https://www.investopedia.com/terms/p/performance-
management.asp#:~:text=Performance%20management%20is%20a
%20corporate,work%20most%20efficiently%20and%20effectively.
2. Dr. Assish Jugmohun, FACTORS THAT INFLUENCE THE EFFECTIVENESS
OF PERFORMANCE MANAGEMENT SYSTEM ADOPTION IN
ORGANISATION.
3. Editor's Choice, Top Reasons Why You Should Link Job Descriptions to
Performance Reviews, https://gethppy.com/hrtrends/top-reasons-why-you-
should-link-job-descriptions-to-performance-reviews#:~:text=Job
%20descriptions%20should%20be%20an,the%20requirements%20of%20the
%20job.
Level 3 Foundation Certificate in People Practice