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assessment: submitted:
CIPD
Unit code(s): 3CO04
Membership No:
Tutor delivering Kevin Haslam Essentials of people practice
Unit title(s):
course:
Learner Assessment Report – Level 3
Foundation Certificate in People Practice
Centre name: Acacia Learning
Qualification title: Foundation Certificate in People Practice

Unit title(s): Essentials of people practice Unit code(s): 3CO04

Please write clearly in block capitals.

Assessor Name KEVIN HASLAM

Assessor electronic signature

Internal quality assurer name

Internal quality assurer electronic signature

Assignment start date

Assignment end date

Assignment submission date

Assignment re-submission date for centre marking

(only one re-submission allowed)

Assessment Criteria Evidence Checklist

Use the following as checklists to make sure that you have included the required evidence to meet
each task.
Task 1 – Standards operation guide Evidenced Y/N Evidence reference
Assessment criteria Page number and location
1.1 Assess each stage of the employee Y
lifecycle and your current role within it.

1.2 Explain the stages and different methods Y

within the recruitment process and when it’s
appropriate to use them.
1.3 Explain different ways in which you can Y
prepare information for specified roles.

1.4 Assess different material and methods used Y

to attract talented individuals for a range of
roles.
Feedback Sheet – 3CO04
Task 1 – Assessment criteria Mark (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 when it’s
1.2
appropriate to use them.

1.3 Explain different ways in which you can prepare information for specified roles.

Assess different material and methods used to attract talented individuals for a range
1.4
of roles.

Total for this task

/16

Assessor Feedback

Summary

Strengths

Development Points

Assessor Signature Date

Internal Quality Assessor (complete if sampled)

Confirmed Grade

Comments

IQA Signature Date

Contents
Task 1..........................................................................................................................................................5
 Introduction.............................................................................................................................................5
AC 1.1......................................................................................................................................................5
AC 1.2......................................................................................................................................................6
AC 1.3......................................................................................................................................................7
AC 1.4......................................................................................................................................................8
References.............................................................................................................................................10

Task 1
Introduction
This task entails an evaluation of the employee lifecycle and the associated activities.
Simons and Brad (2020) defines employee lifecycle as all that organisational approach of
visualising how the individual engages with the firm. The lifecycle commences with
when the individual learns about the position or opening up to when the person leaves the
organisation (Holliday, 2021). Key areas in this task include the employee lifecycle
stages, recruitment and selection methods, the appropriateness of the approaches,
obtaining information for particular roles, and attracting roles.

AC 1.1
The employee lifecycle entails six stages as shown in figure 1 below. The lifecycle starts
by attraction and ends with separation.

 Figure 1: Employee Lifecycle

 The activities for each step include;

Attraction: This step entails the potential candidate awareness about the company.
Attraction is achieved through several aspects, including a positive brand image and
marketing. This sparks the individual’s interest in working at the company.

Recruitment: This phase entails the initial interaction with the prospective employee to
inform the individual about the culture and the job roles and responsibilities. It involves a
kick start of the process to seek qualified individuals.

On-boarding: This involves providing a smooth experience to the employee about the

organisation. This ensures that the selected candidate is effectively assimilated to the
company, connects with the team members, and has understood the organisational values
and culture.

Development: This step is continuously conducted and entails enhancing the individual’s

skills and competencies. It may involve growth and development opportunities or
climbing the promotion ladder. Development is also associated with adequate rewards.
Retention: This step comprises of empowering the employees and increasing their
intention to stay at the company. It also involves ensuring they are engaged and are
contented with their routine, preventing the rate of turnover.

Separation: This step involves the termination of the engagement and relationship

between the organisation and the employee. It may involve dismissal, redundancy, and
retirement, among other aspects.

The role of a r role as an outsourced people practice professional within the lifecycle is unique to
every step. Some of the responsibilities include;

 Ensuring that the organisation follows the set structure, values, and culture in
hiring the right individual.
 Developing an effective approach in recruitment and selection.
 Ensuring that the hired individual has similar values as those of the company.

 Developing effective engagement approaches to ensure the person stays at the

company.
 Interact with the employees, identifying their needs and how they can be averted.
 Determine the reasons for the individual leaving the organisation.
 Ensuring that the employees have adequate resources and support throughout their
lifecycle.

 AC 1.2
The recruitment process follows four stages as exhibited in figure 2 below.

 Figure 2: Recruitment Process

Defining roles: This is a crucial step in the recruitment process. It involves specifying the
organisational needs and expectations for the person. It involves the job and person
specification. Defining the roles is essential in determining several other aspects,
including the salary.
Attracting candidates: This step involves prompting the prospective individuals to apply
for the position. Attraction is easy for well-known brands. This implies that building a
positive brand for the company is a vital aspect. Besides, it is challenging to hire an
individual if they have never heard about the firm.

Managing the selection process: This entails choosing the right candidate from the group
that has expressed their interests in working at the company. Besides using the CV and
certificates, other approaches of managing the selection process include interviewing and
conducting tests to determine the individual’s suitability for the position and the
organisation.

Making appointment and employment offer: This step involves notifying the successful
candidate about the confirmed position. The employment offer involves the details of the
job and contractual agreement.

Recruitment methods include;

Direct advertisements: This involves placing the advertisements on the social media, job
boards, and career sites. This recruitment approach is selected to reach a wide pool and
promote the organisational reputation.

Employee referral: The majority of organisations have a referral program. This involves

the use of existing staff for the vacancies. It is a cost-effective, quick, and trustworthy
process (Smith, 2021).

Recruitment agencies: This involves the use of organisations specialising in the

recruitment process on the behalf of the company. This approach is mainly used to fill the
challenging positions and companies that do not have internal recruitment resources.

 AC 1.3
During the recruitment process, it is essential to use data and evidence to make decisions
in various aspects, including recruiting the right individual. Ways through which the
information can be collected and prepared include;

Job Description: This involves the describing the specific elements of a position or job in
the company. For instance, the HR job description entails an outline of the position’s
roles and responsibilities.

Person Specification: This involves a description of the skills, qualifications, knowledge,

experience, and other aspects that a candidate should possess for consideration in the
position. These attributes are crucial for the person’s ability to perform a certain job. 
Observation: This involves observing the person to determine if they are suited for the
position. It involves taking notes or recording the individual’s activities and helps in
better understanding of the job or the position.

Interviews: This entails engagement with the candidate for the position for a better
understanding of the person’s skills and competencies. Interviews are essential in
obtaining more information about the position.

Conducting Background Check: During the recruitment process, it is essential to

countercheck the individual’s information and data provided. Background checks help in
identifying any unmentioned information by the candidate, including criminal record.
This information is important in making the decision about the person.

AC 1.4
Attracting the prospective candidates for a position requires a consideration of various
materials and approaches. These strategies are essential in prompting the potential
individuals to express their interests for working at the company. Materials and methods
for attracting talent include;

Attractive Job Advertisement: An attractive job advertisement is characterised by

comprehensive details of the vacancies for the applicants. The objective is to convince
the candidates to apply for the job for the firm to get the right individual that meet the
needs. The advertisement can be shared via the social media, newspaper, or the
employment boards.

Reward Package: The reward package entails the offer that the company is providing for
the employee’s services, roles, and responsibilities. An attractive reward package
involves the monetary and non-financial aspects to attract the employee. The non-
monetary elements include the benefits, insurance, and holidays.

Positive Corporate Brand Image: A positive brand image involves the perception or view
of the customer about the organisation. It is a combination of ideas, beliefs, and
impressions that the client attributes the company. Every individual would like to work in
a company that has positive reputation.

Effective Marketing: Marketing is vital in attracting the potential candidates to the

company. Besides sharing about the company’s products and services, marketing is vital
in promoting the company’s brand image, essential in attracting talent internally and
externally.
References
Holliday, M. 2021. 11 stages in the employee lifecycle: How to measure and optimise.
Available [online] at: https://www.netsuite.com/portal/resource/articles/human-
resources/employee-life-cycle.shtml [Accessed December 23, 2021].

Smith, A. 2021. 12 recruitment methods you need to know about. Available [online] at:
https://recruitee.com/articles/recruitment-methods [Accessed December 23, 2021].