Assessment guidance This is a short guide to help you produce your assessment activities. It contains information about the different assessment criteria and some hints and tips on what to include for each of these criteria. The guidance also includes some examples you could use to improve your assessment. REMEMBER: All reference sources should be acknowledged correctly and a bibliography provided where appropriate (these should be excluded from the word count). Activity 1 written 1000 words +/- 10% Your HR Director would like clarification on the organisations current approach to strategic talent planning. Write a short report on talent planning in organisations which: Identifies and explains THREE organisational benefits of attracting and retaining a diverse and global workforce. Assessment criterion: 1.1: Explain the organisational benefits of a diverse workforce. Guidance: For this criterion, you need to consider the term “diversity and you need to explain THREE benefits of a diverse workforce. You may include and consider the increase in market share and customer satisfaction; reflecting the local community, being an employer of choice, the organisation’s reputation and brand. Also consider the increase in creativity and innovation of employees. Close Identifies and explains FOUR factors that affect a global organisations approach to attracting talent. Assessment criterion: 1.2: Explain the factors that affect an organisations approach to talent planning. Guidance: For this criterion, you need to consider and explain the internal and external factors that affect an organisations approach to attracting the right talent. You need to explain FOUR factors; for internal factors you may consider, culture, skills within the organisation, budgets, financial position of the business, business objectives, and branding. For external factors, you can reflect back using the PESTLE analysis model to help you youre your answer; consider the economic environment, labour markets, and legislation. Close Describes THREE factors that affect a global organisations approach to recruitment and selection. Assessment criterion: 1.3: Describe the factors that affect an organisations recruitment and selection policy. Guidance: For this criterion, you should again consider and describe the internal and external factors that affect an organisations recruitment and selection policy. You need to describe THREE factors and you may include; culture, legislation, methods of recruitment and selection, budget, skills required, fairness, ethical and geographical considerations. Close Describes the benefits of THREE different recruitment methods and when it would be appropriate for a global organisation to use them. Assessment criterion: 2.1: Describe different recruitment methods and identify when it is appropriate to use them. Guidance: For this criterion, you are required to describe THREE different methods of recruitment and identify when it is appropriate to use them. You could consider, utilising social media, notice boards, internal and external methods and provide an example of when each may be a suitable recruitment method. Please review the learning in week 5 to help you answer this criterion. Close Describes the benefits of THREE different selection methods and when it would be appropriate for a global organisation to use them. Assessment criterion: 2.2: Describe different selection methods and identify when it is appropriate to use them. Guidance: For this criterion, you are required to describe THREE methods of selection and identify when it is appropriate to use them. You could consider interviews, assessment centres and psychometric tests and provide an example of when each may be a suitable selection method. Please review the learning in week 1 to help you answer this criterion. Close Evidence to be produced: A written report (1000 words +/- 10%). ______________________________________________________ Activity 2 You currently work for a global organisation that is looking to recruit a generalist HR Officer who could be located in any of the global offices. It is imperative your recruitment methods reflect and attract candidates from the global talent pool. You are asking your candidates to send in video profiles alongside their application forms, detailing their experience and highlighting the skills and attributes they would bring to the role. Once these have been received you will undertake a selection exercise and a preferred candidate will then proceed to a telephone interview. To start the recruitment drive you will need to; Design a job description and person specification for your global generalist HR role. Assessment criterion: 3.1: Develop a job description and person specification for an identified role. Guidance: For this criterion, you are asked to develop a job description and a person specification for the role. An example of what should be included: The Job title The name of the organisation The name of the department in which the job is based The main duties that will be carried out within the role Key issues, such as salary and terms and conditions Any other relevant factors, such as career development The phrase “The job holder will do all tasks within his/her level of skill and ability”. Produce a separate Person Specification, consider a table for structure; it should include: Qualifications, Experience, Skill, Knowledge and Behaviours. Consider both Essential and Desirable Criteria. How each will be assessed; Application, Interview etc. Remember both documents must be professionally presented and literacy levels should be good. Close You should also compile a suitable job profile/brief/advert for your recruitment campaign this is to be an online campaign utilising professional social network). Assessment criterion: 3.2: Select appropriate recruitment channel(s) and draft material to attract talented individuals for an identified role. Guidance: Identify your chosen recruitment channel and produce a professional brief/advert based on the job description and the person specification. The brief/advert should be drafted to attract candidates whilst providing basic information, such as: Logo/Branding or imagery. Key details such as job title, salary, hours, contract type, location etc. Background information on the organisation. Key details about the position. How to apply. Contact details. Remember the advertisement must be professionally formatted and present the organisation as an employer of choice. Close Produce a shortlisting matrix – (You will need to complete this and add justifications as to your choice of preferred candidate from the video profiles received). Assessment criterion: 3.3: Develop selection criteria and shortlist candidate applications for interview for an identified role. Guidance: Produce a shortlisting matrix, using a consistent scoring methodology, to identify the most suitable candidate to interview; it must include: All essential criteria from the Person Specification. All 5 provided candidates: Catherine, Dwayne, John, Marcia and Rajinder. No empty boxes; (score 0 for no evidence). A written justification for the selection of the best candidate. Remember you can begin with a template but it should be developed for your needs. Close Evidence to be produced: Job description, person specification, selection matrix and LinkedIn job profile ______________________________________________________ Activity 3 observation and written Supporting files: Catherine Jones CV Interview Dwayne Edwards CV Interview John Biddle CV Interview Marcia Thomas CV Interview Rajinder Kaur CV Interview Using your short-listing matrix, you should now choose a preferred candidate from the video profiles received. Contact your preferred candidate and arrange a suitable time for you to interview them. The interview should be conducted by telephone. You will need to have a suitable method to record the notes from the interview which may include a matrix and scoring system. The most important thing to consider when making your choice is that it is an organisational requirement that you record the interview as the Human Resource Director likes to review these and give feedback on your interviewing technique. You should conduct an interview with your preferred candidate. You will need to decide on whether to appoint or not and justify that decision. You must include a suitable method to record the notes from the interview . an Interview matrix and scoring system. Assessment criterion: : Participate effectively in a selection interview and the decision-making process for an identified role. Guidance: For this criterion, you are required to participate in a role-play telephone interview. You will need to ask a friend or colleague to act as the candidate that you have selected from conducting the shortlisting matrix exercise. The interview dialogue can be recorded using any digital audio device and must be no less than 10-mins and no more than 15-mins. Although your participation in the process is evidenced in part by your audio recorded interview you must provide some additional documentation as follows: A copy of your Observation Feedback (available from the Study Week submission area). A completed interview matrix or similar which must include: Written evidence of Questions AND Answers: Scoring of the candidates answers. Written justification to appoint or reject the candidate with reasoning. Like the shortlisting matrix you can use a template but it should be developed for your needs. Close After your interview, you should compile a letter for the successful candidate offering them the role and a letter that will also be sent to the unsuccessful candidates thanking them for their interest in the post. Finally, you need to provide written detail of the legal requirements for retaining and storing recruitment records on completion of the recruitment drive. Assessment criterion: : Identify the records that need to be retained and write letters of appointment and non-appointment for an identified role. Guidance: There are 2 parts to this criterion so ensure you cover both parts as follows: Part 1 2 draft letters, one for the successful and one for the unsuccessful candidate following interview. Letter to the successful candidate: Key details such as job title, salary, location etc. Where to report on the first day and start date. Reference to need to meet right to work in the UK and relevant visa requirements. Inclusion of privacy notices and confidentiality clauses to comply with GDPR. Letter to the unsuccessful candidate: Thank them for the interview. Offer feedback on request. How long the documents will be retained and for what purpose they will be used, and that they will be disposed of in GDPR compliant manner. Both letters must be fit for purpose; names and addresses can be created or placeholder text used. Research different formats and layouts using CIPD and ACAS resources. Part 2 A written account of the documents to be retained from the recruitment process and the associated legal requirements; this should include: A list of the documents to be retained, all of those used within this assessment. The length of time the documents are to be retained for both the successful and unsuccessful candidates. The reasons why these should be retained with reference to the Equality Act 2010. How the GDPR is relevant to the recording, storage and accessing of personal data. Close Evidence to be produced: Completed selection matrix and justification. Recorded telephone interview. Interview Matrix, scoring system and justification. Observation record. Letter to successful and unsuccessful candidates. A written account of the legal requirements for retaining records completion of the campaign. ______________________________________________________ Activity 4 Induction Schedule and 250-word summary +/- 10% The HR Director is keen to ensure once recruited the new candidate is inducted into the organisation efficiently and effectively. He would like you to complete the following to conclude the recruitment campaign. A summary of 250 words which explains: 3 purposes of induction How induction benefits both the employee and the organisation. Assessment criterion: : Explain the purpose, importance, and benefits of induction to individuals and organisations. Guidance: It is good to identify or define what induction is but you must check you have: Explained 3 different purposes of induction and why they are important. Provided a benefit of each purpose to the employee. Provided a benefit of each purpose to the employer. This criterion has a word limit of 250 words +/- 10%. Consider why the process of induction is needed within an organisation. Why are inductions part of the recruitment process? For further reading review ACAS. Close Devise a one day induction plan that identifies the areas that will be covered, who would deliver these topics and timelines involved for each area covered. Assessment criterion: : Identify areas to be covered by induction and the roles of those involved Guidance: For this criterion, you must provide an induction plan that includes the following: At least the first full day at work. Key inductions activities such as; introductions, H&S, Fire Procedures, breaks etc. Clear timings of each activity. The key personnel involved in the delivery of activities. This is a general induction and not specific to an organisation and should be produced in a table format for clarity. Close Evidence to be produced: 250-words +/- 10% written summary and an Induction schedule. Final Submission A single formatted word document containing all activities and required evidence. Student details; Name, Student Number, Group, Unit and Tutor on title page. Clear headings and subheadings where relevant.
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