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Solution
Task One – Written Advice Questions
| Explain each stage of the employee life cycle and the role of the people professional in it. (AC1.1)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 300 words
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| According to CIPD’s research, there are five stages in the employee lifecycle (ELC). They include;
Recruitment-Specialised roles in ELC enrollment rely heavily on the recruitment process. Organisational success is dependent on recruiting and retaining personnel who possess the necessary expertise. People professionalsin the field of Clean Quarter LTD would do this using mechanisms of internal advancement and succession planning. The ability to do so is crucial to the success of their work. This is because their industries, such as accounting, finance, and nursing, are extremely competitive. This is because their industries, such as clean and maintain living quarters used by employees to ensure hygiene and habitability for staff housing are extremely competitive Onboarding– This strategy is more all-encompassing in its search for and selection of top talents. According to the CIPD (2021), an organisation’s capacity to make a good first impression on its employees has a multiplicative influence on the productivity and satisfaction of its employees and their teams. At this stage, it is the responsibility of people professionals to help new employees integrate and get acclimated during the onboarding process through training and orientation. to draft a comprehensive job description. All parties involved can now refer to this document for a summary of the rules. They also make certain that the organisation’s values and reputation correspond with their own behavior. Aspect of People performance-According to CIPD (2022h), performance management assesses and enhances employee performance to fulfill organisational goals, performance criteria, feedback, and growth opportunities. People professionals create performance management systems, measurements, and appraisals. They advise managers and staff on goal-setting, training, and performance issues. Performance management fairness, impartiality, and compliance foster ongoing improvement and employee engagement. Development– As CIPD (2022h) demonstrates, this stage entails working to ensure that firms succeed. Human resource managers keep an eye on the company’s training and development requirements, using a variety of interventions to close skill gaps and evaluate the results. Therefore, creating a successful L&D strategy at work is currently the biggest challenge facing experts in people practices. Exit- This is the final step before the former employee is completely cut off from the company. Exit interviews provide valuable insight for HR professionals looking to understand why workers are leaving their positions. According to Personion (2021), People professionals Coordinate exit process, conduct exit interviews, and gather feedback to improve during the employee exit stage.
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| Explain different ways in which you can prepare information for specified roles. (AC1.2)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 200 words
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| The information is a vital aspect of the process of hiring experts in the field of organisational practice, according to CIPD (2021b).
Job description-The purpose of a job description is to clearly define the roles, responsibilities, and requirements of a specific job position. Key Information- According to CIPD (2021c), it is important for the job description report to include information about the job’s title, purpose, duties, and responsibilities. The information is useful because it will help the Clean Quarter LTD to reveal the extent to which workers expect to be acknowledged and compensated for their efforts. Personal Specification- A personal specification is a document used to describe the qualities, abilities, and experiences of an ideal employee. Content- HRDrive (2018) states that the technical, organisational, communicational, creative, and able-bodied skills of the ideal applicant are part of the person specifications. This is guided by the ability to ascertain what kind of training are required to perform various tasks. Work and volunteer experience are included if applicable. Job Analysis– In order to make use of this data, it must be possible to zero in on a certain job role to identify the relevant responsibilities and duties. The credentials for a specific function and the working conditions play a significant influence in determining the applicability of previous employment (van Vulpen, 2020). Job analysis Job analysis is crucial for developing job descriptions and personal specifications (Atlantic Iternational University, 2023). By systematically collecting information about a job’s tasks, responsibilities, and required skills, job analysis provides a detailed understanding of the role as evidenced by the University of Nebraska (2019). This data informs job descriptions by clearly defining job titles, purposes, duties, and responsibilities, ensuring clarity and alignment with organizational needs (CIPD, 2021c). For personal specifications, job analysis identifies the necessary qualities, abilities, and experiences, helping Clean Quarter LTD set realistic and specific criteria for ideal candidates. This ensures employees’ expectations are met and that they are appropriately recognised and compensated for their contribution.
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| Explain (two) different recruitment methods and when it is appropriate to use them. (AC1.3) Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 250 words
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| Recruitment methods for sales Assistance vacancy
Advertising-Advertising attracts many sales assistant applicants. The Clean Quarter LTD can reach a wide audience through online job boards, social media, and print media. According to CIPD HE-inform (2021), candidates can apply immediately provided the job post lists the necessary skills, credentials, and experience. This strategy increases the chances of discovering competent salespeople by exposing the vacancy. Sales assistants need good communication, customer service, product knowledge, and a goal-oriented mindset. The reason why this method is appropriate is that it clearly states these qualifications, allowing interested applicants to self-select based on their suitability. Advertising can be customised to attract candidates that share the company’s values and culture. It showcases the company’s brand, values, and career opportunities, attracting sales assistants. Job Fairs-Job fairs are great for meeting sales assistant applicants. In Clean Quarter LTD, employers have booths at job fairs to interact with job seekers. These events allow employers to analyse sales assistant candidates’ interpersonal skills, confidence, and presentation in person as evidenced by Pavlou (2017). Sales assistants must talk to consumers, answer questions, and explain products. Job fairs give recruiters a more complete picture of candidates’ communication, appearance, and consumer engagement skills.
The reason why this method is appropriate is that it highly attracts job-seekers. Employers can target sales and retail professionals at job fairs. This increases the odds of discovering salespeople or candidates with similar experience. Job fairs help employers to swiftly assess candidates’ enthusiasm, confidence, and agility. |
| Explain factors to consider when deciding on content of copy used in recruitment methods. (AC1.4)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 250 words
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| Corporate Image- Corporate image is how the public—including potential candidates—views the company (Reference for Business, 2014). Corporate image impacts applicant interest and employer perception. The positive corporate image helps attract high-quality individuals who share the company’s values, culture, and reputation.
A supportive work environment, growth prospects, employee benefits, and a strong market position can be communicated in recruitment literature by considering corporate image. Incorporating corporate image into recruitment material creates a consistent and attractive employer brand, improving the company’s reputation and chances of attracting top personnel (Mack, 2023). It also ensures that applicants are really engaged in the business and its ideals by setting clear expectations. Recruitment copy that ignores company image can give negative results. A poor business image may deter applicants. It may discourage applicants or attract undesirable candidates. Reward Package– Employee rewards include pay, benefits, and incentives. The reward package affects job appeal and helps recruit and retain top sales assistants. In the competitive job market, candidates evaluate possible jobs based on the entire worth of the compensation package. In the job fairs recruitment material, it is essential to emphasise competitive and appealing aspects of the price package. At job fairs, highlighting a competitive base salary, commission structure, performance bonuses, and complete perks might attract prospects (Triance, 2017). It shows the company’s commitment to competitive pay and benefits, which can boost job fair appeal. Ineffectively communicating and failing to consider reward packages in job fair advertisements can deter qualified applicants from applying. Candidates may want greater pay or benefits. Failing to highlight rewards and incentives may make candidates view the position as less appealing or competitive than comparable chances.
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| Explain (two) different selection methods and when it is appropriate to use them. (AC2.1)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 250 words
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| Clean Quarter LTD, a cleaning firm, needs effective sales assistant recruiting. Interviews and application screening suit this function.
Interviews- Sales assistant interviews benefit Clean Quarter LTD. Interviews examine candidates’ communication, interpersonal, and sales skills, which are essential for engaging potential consumers and marketing the company’s cleaning services (Indeed Editorial Team, 2023). Clean Quarter LTD can assess candidates’ communication skills, customer focus, and sales presentation in interviews. Sales assistants must successfully describe the company’s services and build trust with potential clients. Face-to-face or virtual interviews allow the organisation to assess candidates’ body language, confidence, and objection-handling skills, which are crucial for sales. Interviews also let Clean Quarter LTD evaluate candidates’ enthusiasm and motivation. Clean Quarter LTD might ask focused questions to assess candidates’ interest in the cleaning sector, knowledge of its services, and alignment with its goal and values. This ensures that sales assistant applicants are passionate about the job and want to expand the company. Applicant Screening- Clean Quarter LTD’s sales assistant position benefits from applicant screening. Applicant screening allows the organisation to efficiently evaluate and filter qualified individuals from a large number of applications. Clean Quarter can screen applicants for sales or customer service expertise, cleaning industry knowledge, and fast-paced employment. Applicant screening helps Clean Quarter identify applicants with sales-related qualifications or training, demonstrating their commitment to sales professional growth. Candidates have a solid sales background and can contribute to the company’s sales goals. Also, it helps Clean Quarter handle the enormous number of applications and focus on the best applicants. It saves time and resources by limiting applicants to those who meet initial qualifications.
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| Explain the selection records that need to be retained. (AC2.4)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: Approximately 250 words
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| Shortlisting decision notes- Clean Quarter LTD must document shortlisting decisions. These notes describe shortlisting individuals for subsequent selection. The company may be transparent and accountable by recording its candidate selection and exclusion reasons.
Retaining Shortlisting decision notes is essential since they aid selection process conversations and audits. According to Ideal (2016), they prove the organisation selected candidates for the following round fairly and objectively. These documents can prove that Clean Quarter LTD considered candidates based on their qualifications, talents, and fit for the sales assistant post, preventing bias or discrimination accusations. Interview notes- Clean Quarter LTD should record interview talks, observations, and evaluations in writing. Interview notes record candidates’ answers, nonverbal indications, and overall impressions. The organisation can remember each candidate’s skills, limitations, and sales assistant fit by taking extensive interview notes ((Nibley, 2022). These comments allow the organisation to objectively compare prospects, making informed selection decisions. Retaining Interview notes assures applicant feedback. Interview notes can provide specific examples and constructive criticism to candidates who want feedback. This keeps candidate dialogue professional and fair, boosting employer brand image. Test Scores-Keep test scores if Clean Quarter LTD uses sales aptitude or personality tests during the hiring process. Test scores quantify candidates’ evaluation performance as evidenced by Hammond (2018). The employer can evaluate sales assistant candidates based on exam scores. It helps evaluate prospects, recognise top performers, and make evidence-based judgments. Test scores help validate prospects for final selection or when debating their suitability with other hiring decision-makers. Retaining test scores assures selection uniformity and fairness. Clean Quarter LTD can address questions, explain judgments, and support assessment results if test scores are available.
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| Write letters of appointment and non-appointment for an identified role. (AC2.5)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. Word count: NO WORD COUNT
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| Appointment Letter
18th July 2023 Dear Mark, Receive our greetings, Congratulations! We’re writing to let you know that we’ve hired you for the position you applied for as a sales assistant. You made it beyond the test phase and will be joining the team. Working at Clean Quarter LTD, will make you a part of a team that is deeply invested in its mission and supported by a community of people who feel the same way. We are committed to your growth and success and are pleased to provide remote and part-time employment options. If you were selected to take this post, your responsibilities would consist of; · Discovering and recruiting top talent · Staff coaching and mentoring will be facilitated by conducting a learning needs analysis. · Develop a method for goal-setting, outlining both broad objectives and more detailed to-dos. · Promoting teamwork between HR professionals and business units · Ensure cleaning quarters used by staff are well-maintained. · Schedule cleaning, stock supplies, track repairs, inspect quarters for quality. · Assist staff with issues relating to their housing. You have till you furnish references, verify employment eligibility, and finish a two-week probationary period to accept the offer. Salary starting at $28,000 plus health insurance, paid time off, and retirement plan. In any case, we encourage you to start on August 1, 2023. In your reply to this letter, I would appreciate it if you would attach your most recent résumé and any relevant recommendation documents you may have. The deadline for responding to this letter is July 27, 2023. Sincerely yours Manager, Human Resources Non-Appointment Letter 18th July 2023 Dear Jane, Greetings, This letter will serve as formal notification of the outcome of your application and interview. Thank you for your interest in the Sales Assistant role and for applying. I have reviewed your application carefully and can see that you have good experience that would be valuable to many employers. Unfortunately, we have decided to offer the position to another candidate whose qualifications more closely match what we need at this time. Please do not be discouraged – your skills will serve you well in your career. I wish you the best moving forward in your job search. Feel free to check our website for any other opportunities that may arise. If a similar chance presents itself again, you can count on being given top billing. Thank you again for considering us as an employer. Our selection panel deliberated over the results of the interviews and settled on you as the best candidate for the position. Your qualifications made us certain that you would be a great asset to our team. But I do apologise that your resume was not selected for that position. If a similar chance presents itself again, you can count on being given top billing. Yours Sincerely, Manager, Human Resources
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Task two – Simulated interview
To support Jaspreet and Caroline, and develop your own knowledge and skills, you:
- Devise selection criteria for the post of Sales Assistant using the job description already written (Appendix A). Use the selection shortlisting matrix (Appendix B) to shortlist applications against the selection criteria to determine candidates to be interviewed. Your assessor will provide you with completed, sample application forms. (AC 2.2) There is no requirement to include evidence of the use of references to wider reading to achieve a high pass for AC2.2.
- Interview one applicant and decide whether they meet the criteria for the post. The interview could be a panel or one-to-one interview (as determined by your centre). The interview could be conducted face-to-face or by web conferencing. (AC 2.3) There is no requirement to include evidence of the use of references to wider reading to achieve a high pass for AC2.3.
[If working as a panel, it is essential that each member of the team actively takes part in devising the criteria, shortlisting, interviewing and decision-making.
A copy of CIPD STARR Model Interview Questions (Appendix C) has been included, that can be used when developing interview questions.]
Your evidence must consist of:
- The criteria that you devised. (Not included in word count).
- Your notes from the shortlisting process or a skills observation feedback form completed by your assessor as to your part in shortlisting. (Not included in word count).
- A video recording of the interview and either a video of the subsequent decision-making process or notes from the decision-making process. (Not included in word count).
- Upload this Learner Assessment brief document with the completed templates and all 5 tasks completed, through the Assignments option in the Oakwood Learner Hub.
- Please note you can only complete tasks 1 & 2 after attending module 1 and the remaining tasks after attending module 2. DO NOT ATTEMPT to upload this brief unless all tasks are completed, and you have attended modules 1 and 2. You can work on tasks 1 & 2 and save this brief for completion after module 2.
Note to assessors.
Please ensure that all video recordings are retained and, if selected for moderation, uploaded to Rogo along with other materials for 3CO04. Please ensure that each learner is identified by name in the recording.
Please ensure that an individual Skills Observation Feedback Form (Appendix D) is completed for each learner regardless of whether an individual or panel interview is carried out. If a panel interview is conducted, individual contributions must be clearly and uniquely identified through comments on the Skills Observation Feedback Form. Each panel should comprise no more than 3 panel members.
Task Two – Simulated interview
| Develop selection criteria and shortlist candidate applications for interview for an identified role. (AC2.2)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section. No word count for this task.
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Shortlisting Process and Selection Criteria Role: Sales Assistance Appendix A-Shortlisting process-Selection Criteria
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Please find attached the purchased assessment
