CIPD 3CO04 Videos – Essentials of people practice
83 learning videos across 6 learning outcomes, one for each assessment criteria in 3CO04.
This unit introduces the fundamentals of people practice, ranging from the employee lifecycle to policies, regulation and law. It further explores a diverse array of specialist subjects such as recruitment, talent management, reward and learning and development, essential to a career in people practice. Importantly, this unit enables practitioners to apply their knowledge and skills, building their confidence and ability to practise progressively.
Learning Outcome 1
Induction, Onboarding, and Employee Development
AC 1.1 – Explain each stage of the employee lifecycle and the role of the people professional within it.
Retention Strategies and Managing Employee Exit
AC 1.1 – Explain each stage of the employee lifecycle and the role of the people professional within it.
Introduction to the Employee Lifecycle and Recruitment Stage
AC 1.1 – Explain each stage of the employee lifecycle and the role of the people professional within it.
Recruitment and candidate experience
AC 1.1 – Explain each stage of the employee lifecycle and the role of the people professional within it.
Development, progression and succession planning
AC 1.1 – Explain each stage of the employee lifecycle and the role of the people professional within it.
Methods for gathering job information
AC 1.2 – Explain different ways in which you can prepare information for specified roles.
Job descriptions and their purpose
AC 1.2 – Explain different ways in which you can prepare information for specified roles.
Person specifications and essential versus desirable criteria
AC 1.2 – Explain different ways in which you can prepare information for specified roles.
Essential versus desirable criteria: distinctions and implications
AC 1.2 – Explain different ways in which you can prepare information for specified roles.
From job analysis to a completed job description and person specification
AC 1.2 – Explain different ways in which you can prepare information for specified roles.
Internal recruitment methods and when to use them
AC 1.3 – Explain different recruitment methods and when it is appropriate to use them.
External recruitment methods and channels
AC 1.3 – Explain different recruitment methods and when it is appropriate to use them.
Managing applications and choosing recruitment methods
AC 1.3 – Explain different recruitment methods and when it is appropriate to use them.
Overview of Recruitment Methods and Selection Criteria
AC 1.3 – Explain different recruitment methods and when it is appropriate to use them.
Agencies, Headhunters and Specialist Recruiters: Roles and Use Cases
AC 1.3 – Explain different recruitment methods and when it is appropriate to use them.
Writing Style, Structure and Inclusive Language
AC 1.4 – Explain factors to consider when deciding on content of copy used in recruitment methods.
Internal vs External Audiences and Platform Considerations
AC 1.4 – Explain factors to consider when deciding on content of copy used in recruitment methods.
Accuracy, Detail Levels and Visual Presentation
AC 1.4 – Explain factors to consider when deciding on content of copy used in recruitment methods.
Learning Outcome 2
Competency-based approaches and assessment methods
AC 2.1 – Explain different selection methods and when it is appropriate to use them.
Traditional and modern selection methods
AC 2.1 – Explain different selection methods and when it is appropriate to use them.
Selection policies, processes and screening
AC 2.1 – Explain different selection methods and when it is appropriate to use them.
Understanding selection criteria and person specifications
AC 2.2 – Develop selection criteria and shortlist candidate applications for interview for an identified role
Shortlisting processes and best practice
AC 2.2 – Develop selection criteria and shortlist candidate applications for interview for an identified role
Documentation, collaboration, and organising next steps
AC 2.2 – Develop selection criteria and shortlist candidate applications for interview for an identified role
Listening, Note-Taking, and Making Fair Decisions
AC 2.3 – Participate effectively in a selection interview and the decision-making process for an identified role.
Building Rapport and Questioning Techniques
AC 2.3 – Participate effectively in a selection interview and the decision-making process for an identified role.
Interview Formats and Effective Structure
AC 2.3 – Participate effectively in a selection interview and the decision-making process for an identified role.
Interview notes, assessment records, and final decision documentation
AC 2.4 – Explain the selection records that need to be retained.
Standards for selection records and legal requirements
AC 2.4 – Explain the selection records that need to be retained.
Introduction to selection records and shortlisting documentation
AC 2.4 – Explain the selection records that need to be retained.
Introduction to appointment letters and their purpose
AC 2.5 – Write letters of appointment and non- appointment for an identified role.
Writing with clarity and professional tone
AC 2.5 – Write letters of appointment and non- appointment for an identified role.
Letters of non-appointment and practical considerations
AC 2.5 – Write letters of appointment and non- appointment for an identified role.
Learning Outcome 3
Define Work‑Life Balance and Its Importance in Employment
AC 3.1 – Explain the importance of work-life balance within the employment relationship and how it can be influenced by legislation.
Core Legislation Shaping Work‑Life Balance: Working Time and Rest
AC 3.1 – Explain the importance of work-life balance within the employment relationship and how it can be influenced by legislation.
Leave Entitlements: Holidays, Maternity, Paternity and Parental Leave
AC 3.1 – Explain the importance of work-life balance within the employment relationship and how it can be influenced by legislation.
Homeworking: Legal Considerations and Practical Arrangements
AC 3.1 – Explain the importance of work-life balance within the employment relationship and how it can be influenced by legislation.
Organisational Practices to Promote Balance and Ensure Compliance
AC 3.1 – Explain the importance of work-life balance within the employment relationship and how it can be influenced by legislation.
Job design, workload, and the case for promoting wellbeing
AC 3.2 – Explain the concept of wellbeing in the workplace and why it is important.
Definition and dimensions of workplace wellbeing
AC 3.2 – Explain the concept of wellbeing in the workplace and why it is important.
Physical and mental health, plus organisational pressures
AC 3.2 – Explain the concept of wellbeing in the workplace and why it is important.
Types of Discrimination
AC 3.3 – Summarise the main points of discrimination legislation.
The Equality Act 2010 and Protected Characteristics
AC 3.3 – Summarise the main points of discrimination legislation.
Discrimination Throughout Employment and Organisational Responsibilities
AC 3.3 – Summarise the main points of discrimination legislation.
Understanding Diversity and Its Dimensions
AC 3.4 – Explain what diversity and inclusion mean and why they are important.
The Social Justice and Business Cases for Diversity and Inclusion
AC 3.4 – Explain what diversity and inclusion mean and why they are important.
Understanding Inclusion and How It Differs from Equal Opportunities
AC 3.4 – Explain what diversity and inclusion mean and why they are important.
Introduction to dismissal and the legal framework for fair dismissal
AC 3.5 – Explain the differences between fair and unfair dismissal.
Perceptions of fairness and practical implications
AC 3.5 – Explain the differences between fair and unfair dismissal.
Unfair dismissal and the legal consequences
AC 3.5 – Explain the differences between fair and unfair dismissal.
Learning Outcome 4
Introduction to performance management and its core purposes
AC 4.1 – Explain the purpose and components of performance management
Policies, procedures, and performance data
AC 4.1 – Explain the purpose and components of performance management
Key components and tools of performance management
AC 4.1 – Explain the purpose and components of performance management
Introduction and Individual Factors Affecting Performance
AC 4.2 – Explain factors that need to be considered when managing performance.
Goals, Resources, and Leadership Support
AC 4.2 – Explain factors that need to be considered when managing performance.
Motivation and Work Systems
AC 4.2 – Explain factors that need to be considered when managing performance.
Appraiser Bias and the Importance of Objectivity
AC 4.3 – Explain different methods of performance review.
Introduction to Performance Review Methods
AC 4.3 – Explain different methods of performance review.
Continuous Review Versus Annual Appraisal
AC 4.3 – Explain different methods of performance review.
Learning Outcome 5
Designing Effective Total Reward Systems
AC 5.1 – Explain the key components of an effective total reward system.
Introduction to Total Reward and Financial Rewards
AC 5.1 – Explain the key components of an effective total reward system.
Non-Financial Rewards and Recognition
AC 5.1 – Explain the key components of an effective total reward system.
Motivation theories and the psychology of reward
AC 5.2 – Explain the relationship between reward and performance.
Reward, retention, and employer of choice status
AC 5.2 – Explain the relationship between reward and performance.
Introduction to reward systems and their strategic purposes
AC 5.2 – Explain the relationship between reward and performance.
Legal reasons for fair pay
AC 5.3 – Explain the reasons for treating employees fairly in relation to pay.
Retention, motivation, and building a fair pay culture
AC 5.3 – Explain the reasons for treating employees fairly in relation to pay.
Internal equity and consistency in pay
AC 5.3 – Explain the reasons for treating employees fairly in relation to pay.
Learning Outcome 6
Introduction to L&D and Benefits to Individuals
AC 6.1 – Explain why learning and development activities are of benefit to individuals and organisations.
Benefits of L&D to Organisations
AC 6.1 – Explain why learning and development activities are of benefit to individuals and organisations.
L&D and Talent Management Strategy
AC 6.1 – Explain why learning and development activities are of benefit to individuals and organisations.
Internal Factors That Create Learning Needs
AC 6.2 – Describe different types of learning needs and reasons why they arise for individuals and organisations.
Understanding Types of Learning Needs
AC 6.2 – Describe different types of learning needs and reasons why they arise for individuals and organisations.
External Factors and Responding to Learning Needs
AC 6.2 – Describe different types of learning needs and reasons why they arise for individuals and organisations.
Facilitation and Training Approaches
AC 6.3 – Summarise different face-to-face and blended learning and development approaches, including: facilitation; training; coaching; mentoring.
E-Learning and Blended Approaches
AC 6.3 – Summarise different face-to-face and blended learning and development approaches, including: facilitation; training; coaching; mentoring.
Coaching and Mentoring
AC 6.3 – Summarise different face-to-face and blended learning and development approaches, including: facilitation; training; coaching; mentoring.
Ethics, equality, and monitoring individual progress
AC 6.4 – Explain how individual requirements and preferences must be accommodated in the design and delivery of learning and development.
Understanding individual learning needs and preferences
AC 6.4 – Explain how individual requirements and preferences must be accommodated in the design and delivery of learning and development.
Practical considerations in L&D design and delivery
AC 6.4 – Explain how individual requirements and preferences must be accommodated in the design and delivery of learning and development.
Collecting and using evaluation data
AC 6.5 – Discuss how learning and development can be evaluated.
Evaluation models, levels, and timing
AC 6.5 – Discuss how learning and development can be evaluated.
Introduction to L&D evaluation and its purposes
AC 6.5 – Discuss how learning and development can be evaluated.