Purpose and Aim of Unit
This unit develops the learner’s understanding of the important contribution that accurate data, whether stored manually or electronically, can make to the human resources (HR) or learning and development (L&D) function. The unit is intended to span the remit of data management for all areas including but not limited to HR planning, recruitment and selection, performance and reward management, absence management, disciplinary and grievance procedures and electronic record management for L&D. It covers the legal implications of collecting, storing and using personnel data and will enable the learner to record data and information and to interpret, analyse and present information clearly and accurately in an appropriate format in support of decision making to meet organisation-wide objectives and support L&D solutions for individuals and groups within the organisation.
On completion of this unit, learners will:
- Understand what data needs to be collected to support HR practices.
- Know how HR data should be recorded and stored.
- Be able to analyse HR data and present findings to inform decision-making.
Purpose and aim of unit
Organisational success depends on having the right skill mix. This unit introduces the resourcing and talent planning process. Studying this unit will enable learners to understand the factors that impact on an organisation’s resourcing and talent planning activities. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, shortlisting, conducting face-to-face or telephone interviews and contributing to job offer and rejection letters. Key legislation pertaining to recruitment and selection will be covered. Finally, they will also learn more about good practice in employee induction and retention and the importance of collaborative working with other stakeholders.
On completion of this unit, learners will:
- Be able to explain the factors that affect an organisation’s talent planning, recruitment and selection policy.
- Be able to identify appropriate recruitment and selection methods.
- Be able to contribute to the recruitment and selection interviewing process for a job role.
- Understand the importance of effective induction.
Purpose and Aim of Unit
There are many different learning and development (L&D) roles and to be effective in any of them L&D practitioners require a wide range of skills and knowledge. Along with the essential technical skills of identifying learning needs, designing and delivering L&D activities and evaluating L&D, practitioners also need to understand the organisations they work for, or with, and the learners they support. Employer surveys also tell us that key work skills and behaviours are equally important, particularly communication skills, work- management behaviours, and collaborative working behaviours. This unit enables learners to develop a deep understanding of the knowledge, skills and behaviours required by L&D practitioners, and the importance of continuing professional development (CPD). It requires learners to undertake a self-assessment against identified requirements and devise their own personal/ professional development plan, detailing and justifying activities to facilitate their development as an L&D practitioner. To complete the plan, learners will update it with the outcomes of activities and their reflections on the learning gained.
On completion of this unit, learners will:
- Understand the knowledge, skills and behaviours required to be an effective HR or L&D practitioner.
- Know how to deliver timely and effective HR services to meet users’ needs.
- Be able to reflect on own practice and development needs and maintain a plan for personal development.
Purpose and Aim of Unit
This unit introduces the purpose and processes of performance and reward management and the role of human resources (HR) in promoting and supporting good practice. Studying this unit will enable learners to develop their understanding of how motivational theories and associated tools can be used within the context of performance and reward management and how these can have a positive impact
On completion of this unit, learners will:
- Be able to explain the link between organisational success, performance management and motivation.
- Be able to explain the relationship between performance management and reward.
- Be able to contribute to effective performance and reward management in the workplace.
- Be able to conduct and reflect upon a performance review.
Purpose and Aim of Unit
This unit introduces the role of human resources and learning and development (HR/L&D) within an organisation and the environmental context. By the end of this unit the learner will have developed their understanding of how HR activities support an organisation’s strategy and assist the achievement of business objectives and how these are shaped by internal and external factors.
On completion of this unit, learners will:
- Understand the purpose of an organisation and its operating environment.
- Understand the structure, culture and functions of an organisation.
- Understand how HR/L&D activities support an organisation.
Purpose and Aim of Unit
Managing the employment relationship effectively is a key part of the role of the human resources (HR) practitioner. This unit aims to introduce several aspects of this task and to introduce employment law within the context of employee relations. It starts with an explanation of the employment relationship and the key parties that are involved within it. It then focuses on different aspects of HR activity, looking at good practice and legal requirements within each activity. It is recognised that learners need to have a basic understanding of employment law to enable them to operate effectively, but given this is a broad and complex area, it is acknowledged that this unit only aims to provide learners with the basic knowledge and assumes no prior understanding of employment law.
On completion of this unit, learners will:
- Understand the impact of employment law at the start of the employment relationship.
- Understand the main individual rights that the employee has during the employment relationship.
- Understand the issues to address at the termination of the employment relationship.
Purpose and Aim of Unit
Research informs us that formal learning events are only part of an effective L&D strategy. Of equal importance are more informal learning opportunities, in the workplace, often supported through a coaching or mentoring relationship. This unit enables L&D professionals to develop the knowledge and skills required to be able to provide basic coaching and mentoring support themselves, as well as being able to support line-managers in coaching and mentoring team members. The unit begins with an introduction to the nature, purpose and practice of both coaching and mentoring, including the potential benefits to be gained by both parties. It continues with a practical exploration of some models and techniques and requires learners to demonstrate these within a coaching or mentoring conversation. Finally, learners will consider how, and the extent to which, coaching and mentoring activity should be recorded and effective formats for doing this.
On completion of this unit, learners will:
- Understand the nature, purpose and practice of coaching.
- Understand the nature, purpose and practice of mentoring.
- Be able to use coaching and mentoring models and techniques to support individual learning.
- Know how to record coaching and mentoring activity.
Purpose and Aim of Unit
This unit covers the main factors that need to be considered in the change process and will enable learners to understand why organisations need to change with reference to key internal and external factors. Change concepts and different ways of managing change will be introduced. People also respond to change in different ways and this manifest itself in variable behaviours. This aspect will be given attention along with the implications for the human resources (HR) function. Learners will develop a better understanding of the change process and enhance their ability to support the organisation and its employees.
On completion of this unit, learners will:
- Understand why organisations need to change and how change affects organisations.
- Understand the key factors involved in the change process and different approaches to managing change.
- Understand the impact of change on employees and the role of HR.
