CIPD Level 3 Assignment Help
The CIPD Level 3 Foundation Certificate in People Practice is an introductory qualification designed for those starting a career in Human Resources (HR) or Learning and Development (L&D). It is suitable for beginners with limited or no experience in these fields, and it appeals to career changers seeking entry-level roles in HR or L&D.
To be awarded CIPD Level 3, learners must complete all four mandatory core units.
CIPD Level 3 HR Modules
A.Business Culture and change in context
This is about the external influences that impact internal culture. All businesses operate within a vortex and react to the external environment, but the internal environment is the culture of the organization. This particular unit focuses on the primary components that can impact businesses and contexts.
For example, if you have done business studies in the past, you know that certain models, such as PESTLE or SWOT models, are used by businesses to understand their environment. These models examine factors like the political situation, economic situation,
social situation, technological situation, legal impacts, and environmental factors, all of which shape workplace culture.
The unit is divided into three parts.
1. Business environment
The first part focuses on understanding the business environment, primarily the external nature of working as an HR professional. It involves examining how internal goals and planning relate to the external environment. In HR, the internal customers are the company's employees or managers, while the end customer is the one who buys the company's products and services. Therefore, HR activities should ultimately link internal and external customer needs.
2. How people’s behavior in the workplace influences culture
The second area addresses how people's behavior in an organization impacts culture. This part of the unit examines how systems, people, structures, and hierarchies come together to form a culture. While organizations may have several subcultures, they often have a dominant culture driven primarily by leaders and managers.
3. Importance of effective management of change
The third part involves making sense of and understanding how to manage change effectively, focusing on planning and managing change effectively.
Therefore, this particular unit will examine how systems, people, structures, and hierarchies come together to create a culture.
And yes, every organization has several cultures and subcultures, but in the round, organizations do tend to have a dominant culture. This will be driven primarily by leaders and managers who understand how to manage change, plan and manage change
effectively, and how HR professionals play their part within that change, along with an understanding of the impact of change on people.
Principles of analytics
Principles of analytics are often something people might not associate with HR.
Some may think, "Oh, I have never thought about analytics as something an HR professional would do."
While analytics might traditionally be driven in other areas, it is absolutely important in HR. HR professionals need to propose changes, and change often requires budgets. Securing these budgets involves gaining support from leaders within the organization, which means understanding the impact and evidence supporting the change.
Furthermore, the principles of analytics are two main strands in this unit. First, you must understand how evidence-based practice informs organizational measures and outcomes. There is a strong emphasis on factual information and how to use data to evaluate and format this information correctly to make informed decisions. Monitor trends to monitor the impact of strategies such as attendance records, sickness, how many learning hours people are doing, the level of engagement in a company, and satisfaction.
Therefore, analytics can play a part in many areas here. In this section, certainly, the first part will look at common calculations and basic financial information that you can draw out of organized data, procedures and policies that will help you ensure an evidence-based approach.
The second strand here will be how you can create value benefits for employees, for customers, and for the wider stakeholders, and therefore using various analytics to do this. What does value mean, and where does value come from, and how do you define value in that sense?
We will also touch on social media here, its growing impact and emergence not just on life but also on working life, and how HR professionals need to be aware of social media both internally and externally because they will have to manage the risks in this area.
Hence, as a people professional, what are you adding value to the organization, and how can you analyze that? There are some interesting points there, and for many, it is quite a revelation to get into analytics and understand how you need analytics in HR to show your worth and the benefit of the strategies and techniques.
B.Core behaviors for people professionals
The next unit is core behaviors for people professionals, and this talks about and focuses primarily on ethical practice and creating value. Ethics is becoming more and more important to HR professionals as the world changes and people's views and perspectives change with it. Hence, you are going to learn the different approaches to customer focus, whether that be employees or customers who are purchasing products and services, and look at it within the framework of the law. Yes, some things companies have to do because it is the law; other things may not fall within the remit of the law, but it is important if you are adopting an ethical approach actually to abide by standards that may not necessarily be illegal. So, looking at the two, informal ethics and formal legal responsibilities.
This will break down here, as you can see, into two main threads. One is understanding insightful approaches to supporting and maintaining ethics and professional practices. You will consider ethical principles here, how they can be of value to forming a culture within an organization, and how HR needs to conform consistently with the law, with regulations, and with external regulatory bodies. You could argue that the CIPD is an external regulatory body for the HR profession, and therefore, if you are a member of the CIPD, you will have to abide by their regulations and guidance. That is just one example of the areas that will be
looked at in this particular unit, but also picking out the positive aspects of working relationships and building team morale.
The second is about promoting respect and inclusivity, and this is where sometimes professional courage is necessary. Passion is required because HR professionals often have to step up and challenge managers around specific areas, making sure that there is an equal approach to the decisions that are made. Therefore, again, this will look at ethics, it will look at how you can model ways to create a respectful and conducive working environment, and it gives opportunities for individuals to reflect on their values and practices in this particular area, highlighting the importance of inquisitiveness in today's environment.
It is so important today, with changes all around us. We live in a very volatile, uncertain, complex, and ambiguous world, and sometimes, you need your core values to make intuitive decisions.
C.Essentials of People practices
This unit starts to look at the fundamentals of people's practice. We see whether it has to do with the employee life cycle, the employee journey throughout the organization, and, in relation to that, the policies, regulations, and laws. This is where we start to explore the more detailed aspects of HR.
This could be recruitment, talent management, reward, and learning development, all of these areas. What you will have an opportunity to do here, even at the standard entry stage into the HR profession, is to start to think about which one of these topics you are guided towards or favor. Many of my students and many of my colleagues in the HR profession have stayed as a generic HR professional, which means they deal with everything, the full gamut of HR challenges.
For instance, the HR business partner and an HR manager, as such, have to really be generalists, whereas other colleagues and other students are keen to move in and be
specialists in terms of specific areas, such as recruitment and selection. Therefore, this particular unit will allow you to consider what it is you want to specialize in later. However, the main essence of this will be to give you a basic understanding of each one so that you will be able to assist a company in whatever way in these particular areas.
Employee life cycle
The first thread is understanding the employee life cycle and the different roles within it. In this particular area, you will look at the employee life cycle. We all have an employee life cycle, and we start by joining the company and going through the onboarding process. Then, we start training to develop ourselves, acquire more skills, and become more specialists. Therefore, we also become valued organizational members because we have been in the organization for a year or a few years.
Then, we may go on the promotion pathway. Generally, most people exit an organization dependent on their careers. Some people go through retirement with one company. Today that is rare, isn't it? Most people are forecasted in the world today to have at least seven to eight jobs in their lifetime. This will enable you to explain the different methods and stages at the start of this employee life cycle, recruitment, and selection, various methods for customizing information to specific roles, whether that be a job description or role description, and the different methods that you can use to attract people.
Recruitment is more about attraction, and selection is looking at the pool you have attracted and the people and making the right choice.
Selection and appointment of individuals
Secondly, this is about how you can contribute to effective hiring, the different selection methods that you can actually use, and when it is appropriate to use them. You need to think about the selection criteria. If you are looking for a new team member, what criteria will you shortlist them? There are legal challenges there, as well as ethical, to ensure equality
and diversity. These areas you do need to know about must be brought to the fore within the organizational perspective.
Furthermore, to participate effectively in a selection interview, one must understand how it can be conducted, its structure, and the documentation pertaining to the appointment and non-appointment of individuals to designated roles
Legislation
Then, you have the legislation in the third thread here, which is around employment practices and how they affect employment relationships. This examination will assess the crucial role of work-life balance in employment contexts and the extent to which legislation can contribute to its promotion. Hence, again, there is an underpinning aspect here of very important legislation Certainly, over the recent years, the concept has grown around wellbeing, resilience, and well-being in the workplace, how you can help your employees become more resilient, and how you can help them to have a good sense of well-being. There is a lot to that topic, and people really need HR to be able to create a culture that respects and understands the importance of well-being.
Employee Engagement is important to companies because the more engaged your people are in a company, the more you will achieve as a company and the more successful you will be. All of the research indicates that. Therefore, how do you actually understand your level of Engagement, and then, of course, what do you do about it once you know? How can you increase the level of Engagement, bringing in the impact of the relationships with the managers? HR professionals must work through, work with, and support managers to achieve all these things.
Of course, there is also a little bit of work around legislation, the specifics, the nuts and bolts, for example, discrimination legislation and the need to adopt a diverse, inclusive, and equal approach.
Performance Management
Thread four discusses the importance of Performance Management and rewards in employee motivation, retention, and attraction. It highlights the role of goal setting and contextual factors in effective performance management and the need for rewards to be aligned with performance. Then, how do you help people improve their performance? How do you help people maintain their performance?
That gives you an overview of the four mandatory units, and I hope it gives you enough to consider what you would enjoy doing.
Other chartered Institute of Personnel and Development Level 3 Subjects include
CIPD Level 3 Foundation Diploma in Human Resource Practice
CIPD Level 3 Foundation Award in Human Resource Essentials
CIPD Level 3 Foundation Certificate in Learning and Development
CIPD Level 3 Diploma Human Resource Practice
CIPD Level 3 Foundation Certificate in Human Resources Practice
CIPD Level 3 Foundation Diploma in Learning and Development Practice
CIPD Level 3 Certificate Human Resource Practice
CIPD Level 3 Award HR | Supporting Good Practice in Performance & Reward Management
CIPD Level 3 HR Management | Foundation Award
CIPD Level 3 HR | Supporting Change within Organizations | Foundation Award
CIPD Level 3 Understanding Organizations and the Role of HR | Foundation Award
IPD Level 3 HR | Resourcing Talent | Foundation Award
CIPD Level 3 HR | Supporting Change within Organizations | Foundation Award
CIPD Level 3 Foundation Diploma in Learning & Development (Online Learning)
CIPD Level 3 HR | Developing Yourself as an Effective HR Practitioner | Foundation Award
CIPD Level 3 Foundation Diploma in Learning & Development (Distance Learning)
CIPD Level 3 Foundation Diploma in Learning & Development
Why Choose US?
You can use the CIPD Level 3 qualification to become an HR assistant or administrator. Once you get experience in such a role, you can move up to an advisor, an officer, an HR Manager, or a business partner. We all start at a certain place and not forget the importance of Learning and Development. Maybe you like training and education or talent management, recruitment, and talent retention.
Other specialist roles include employee relationship specialists, dealing with unions, or even engagement of employees, OD (organizational development), lots of work around change, and change management. Then, there are reward, compensation, and benefits specialists. You may well, at the end of all this and a great career in HR, move into independent HR consultancy, or move into it earlier than I did.
All this achievement can be on the tip of your hands, if you choose to take advantage of our CIPD 3 Assignment help services.
