Question

Case study

You have recently been appointed as a member of the people practice team of Healthcare on Hand, a rapidly growing home healthcare company. Founded in 2017, Healthcare on Hand provides healthcare to adults and children with complex needs in their own homes. From start-up, the owners took pride in being involved in all aspects of people management, including interviewing all new employees. Now the organisation has grown, they realise they cannot continue to be involved in all activities and want to formalise many people practices. To this end, a small people team will be responsible for all aspects of people management.

Task One – Briefing paper

The People Manager asks you to prepare a briefing paper that will be used when they meet with line managers and introduce the services the new team will provide. The briefing paper should explain:

• the different stages of the employee lifecycle and the role of the people professionals in the lifecycle. (AC 1.1)
• different ways in which information for specified roles can be prepared.  (AC 1.2)
• different recruitment methods and when is it appropriate to use them. (AC 1.3)
• factors to consider when deciding on the content of copy used in recruitment methods. (AC 1.4)
• different selection methods and when it is appropriate to use them. (AC 2.1)
• the selection records that need to be retained. (AC 2.4)

In addition, your manager is keen that standard letters of appointment and non-appointment are used going forward. Your manager has asked you to draft a copy of each of these letters.

• Write letters of appointment and non-appointment for an identified role. (AC 2.5)

Solution

Task One – Briefing paper

Explain each stage of the employee life cycle and the role of the people professional in it. (AC1.1) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 300 words.

Employee lifecycle, as described by CIPD (2018), is the procedure undertaken from the moment an employee is recruited to an organization to the final phase when they exit. Experiences Attraction- Employees might gain their first exposure to an organization’s business environment, claims SpriggHR (2020). Recruitment- The procedure of attracting and choosing people for enrollment in particular job functions informs the experience of the employees here. Onboarding- This uses a comprehensive hiring process to find the top personnel. In the opinion of CIPD (2021), a successful team’s job satisfaction and performance are impacted by the first impression that an employee gains from their interactions with organizations. Development- This phase includes assisting organizations in reaching their goals, as shown by CIPD (2022). The staff members are in a position to gain pertinent knowledge about pursuing several L&D strategies, such as coaching, mentorship, and formal learning processes. Retention- Ensuring that the most productive and effective personnel stay on for a long time is a requirement of this phase. This is consistent with SHRM (2022), which notes that employee retention measures how long individuals are willing to stay with a company. Separation– In the final step, an employee ends their relationship with the company. When an employee ends their relationship with an organization, they may feel happy or sad. Role of people Professionals Onboarding– Creating a detailed job description is the role of people in practice professionals during this stage. Development- Professionals in the human resources field ensure that they take note of the Learning and Development (L&D) desires, putting up various interventions to cover obvious gaps with a full evaluation of the results. Retention- Professionals in the field of practice do this by ensuring that a positive work environment promotes employee retention. This is consistent with the point made by CIPD (2021a) in noting the 2020 Deloitte Global Millennial Survey that all staff needs must be met.

Explain different ways in which you can prepare information for specified roles. (AC1.2) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 200 words.

Job Description According to CIPD (2021b), a job description is a procedure for outlining the activities, responsibilities, and functions of a position. Since the work is connected to the organization’s mission and goals, the subject matter of this to particular duties includes information on who does specific sort of work, how the job is to be accomplished, frequency, and purpose of work. Person Specification/Role Profile This is used to describe the personal characteristics of a potential employee on which an organization is focusing as recorded by University of Essex (2023). It is used in conjunction with the job posting to outline the traits and credentials employers are looking for in candidates to ensure roles are suitable. Skills, knowledge, qualifications, and experiences are included in the material. Ways of Obtaining Job Information Job Analysis–  How efficiently this information is put to use will be directly proportional to the degree to which its user is able to zero in on a particular aspect of their job and identify specific duties and obligations that must be addressed. The qualifications for pursuing a particular role, as well as the working conditions, are ranked in order of importance based on how relevant they are to other employment. Observations- Employees must be observed while working and questioned in order to create an accurate job description. However, this is done so slowly that it interferes with how jobs are done normally. Key Task Analysis- This tactic includes learning first-hand details about the specifications of the desired job, as shown in CIPD (2022b). This is pertinent to specialized tasks and jobs with complex requirements.

Explain different recruitment methods and when it is appropriate to use them. (AC1.3) If you use secondary sources you should include your short references in the narrative here. Wordcount: Approximately 250 words.

Recruitment Agencies This includes locating the necessary information about the employment post and interacting with potential candidates for the job function, according to Keenan (2020). In light of Healthcare on Hand, this entails managing all of a candidate’s responses, screening, and their shortlist.  This approach is ideal when it’s necessary to obtain pertinent insights by using information and statistics from Glassdoor, Indeed.com, and CIPD HR-Inform. Internal and External Advertisements Effective resourcing is pursued by focusing on internal and external analysis or distinct positions (CIPD, 2022). Internally, advertisements are provided (through succession planning and referrals) or externally, using various media platforms. This approach is suitable when an organization needs to save enough time while using fewer resources. Additionally, this is more acceptable when a clear requirement for effective turnover management is present. This is done with the intention of enhancing their employer brand. Job Fairs Adopting the description from Pavlou (2017), job fairs are described as events when recruiters and employers are present and making informational presentations to potential employees. They provide chances for communication and connection with numerous parties and stakeholders that ensure a fruitful hiring procedure. These are carried out both individually and online, and they range in size and breadth. This method works particularly well for employing a large number of people at once or for regularly conducting searches for new candidates to fill positions that have been vacant for a significant amount of time. In addition to that, using this strategy is effective for filling low-level roles for open postings that are vacant. This is to provide an opportunity for recruiting in the open positions that have been made available.

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