ATHE Level 3 Assignments


Unit 9 Human Resources ATHE Level 3 Assignment Answer UK

Unit 9 Human Resources ATHE Level 3 Assignment Answer UK

Unit 9 of the ATHE Level 3 course in Human Resources unit is designed to provide you with a comprehensive understanding of the principles and practices involved in human resources management within organizations. Human resources management plays a crucial role in ensuring that an organization’s most important asset – its employees – are managed effectively, efficiently and with due consideration to their needs and aspirations. In this unit, you will explore key concepts such as recruitment, selection, training and development, performance management, employee relations and legal compliance.

Throughout this unit, you will develop a broad range of skills that are essential for a career in human resources management, including communication, problem-solving, critical thinking, and decision-making. You will also have the opportunity to explore a range of case studies and scenarios to help you understand how human resources management is applied in practice.

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At Diploma Assignment Help UK, we provide a wide range of assignment samples for Unit 9 Human Resources ATHE Level 3 course. Our aim is to assist students in understanding the requirements and structure of their assignments, as well as to provide them with a reference for their own work. By reviewing these samples, you can gain a better understanding of the subject matter and structure your own assignments accordingly.

In this section, we describe some assignment objectives. These are:

Assignment Objective 1: Understand the role of the Human Resource Function (HR).

Explain the role of the HR function.

The HR (Human Resources) function plays a crucial role in organizations, and its primary responsibility is to manage the company’s workforce. The HR function is responsible for various tasks related to personnel management, including hiring, training, compensation, benefits administration, employee relations, and compliance with employment laws and regulations.

Some of the specific roles and responsibilities of the HR function include:

  1. Recruitment and selection: The HR function is responsible for identifying staffing needs, attracting and hiring qualified candidates, and ensuring a diverse and inclusive workforce.
  2. Training and development: The HR function is responsible for providing employees with the necessary skills and knowledge to perform their jobs effectively. This may include training on new technologies, processes, and procedures, as well as professional development opportunities.
  3. Compensation and benefits: The HR function is responsible for setting and administering employee compensation and benefits programs, such as salary structures, bonuses, health insurance, retirement plans, and paid time off.
  4. Employee relations: The HR function is responsible for promoting positive employee relations by fostering a respectful and inclusive work environment, managing conflicts, and addressing employee concerns.
  5. Compliance: The HR function is responsible for ensuring compliance with employment laws and regulations, such as equal employment opportunity, minimum wage, and overtime rules.

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Outline key legislation impacting the HR function in a named country.

  1. Fair Labor Standards Act (FLSA): This act establishes minimum wage, overtime pay, recordkeeping, and child labor standards affecting full-time and part-time workers in the private sector and in Federal, State, and local governments.
  2. Civil Rights Act (Title VII): This act prohibits employment discrimination based on race, color, religion, sex, or national origin.
  3. Americans with Disabilities Act (ADA): This act prohibits discrimination against individuals with disabilities in all areas of public life, including jobs, schools, transportation, and all public and private places that are open to the general public.
  4. Family and Medical Leave Act (FMLA): This act requires covered employers to provide eligible employees with unpaid, job-protected leave for specified family and medical reasons.
  5. Equal Pay Act: This act prohibits sex-based wage discrimination between men and women in the same establishment who perform jobs that require equal skill, effort, and responsibility.
  6. Age Discrimination in Employment Act (ADEA): This act prohibits employment discrimination against individuals 40 years of age or older.
  7. Occupational Safety and Health Act (OSHA): This act requires employers to provide a safe and healthy workplace for employees.
  8. Immigration Reform and Control Act (IRCA): This act requires employers to verify the identity and employment eligibility of all employees hired to work in the United States.

These are just some of the key legislation that impacts the HR function in the United States. Other important laws include the National Labor Relations Act, the Worker Adjustment and Retraining Notification Act, and the Uniformed Services Employment and Reemployment Rights Act.

Assignment Objective 2: Understand HR responsibilities when recruiting employees or terminating employee contracts.

Explain the steps needed for effective recruitment and selection of employees.

The recruitment and selection of employees is a crucial process for any organization to ensure that it hires the best-fit candidates for the job. Below are the steps needed for effective recruitment and selection:

  1. Define the job: The first step is to define the job and its requirements. This involves identifying the necessary qualifications, skills, and experience needed for the job.
  2. Plan the recruitment process: Determine the recruitment methods that will be used to attract candidates. This can include job postings, recruitment agencies, employee referrals, or social media advertising.
  3. Advertise the job: Develop an effective job description and post it on various job boards, social media, and company website.
  4. Screen resumes: Review resumes and cover letters to identify the most qualified candidates.
  5. Conduct initial interviews: Conduct initial interviews to evaluate the candidates and their suitability for the job.
  6. Conduct background checks: Conduct background checks to verify education, employment history, and criminal records.
  7. Conduct additional interviews: Conduct additional interviews to further evaluate the candidates’ qualifications, skills, and experience.
  8. Make a job offer: Offer the job to the most qualified candidate and negotiate salary and benefits.
  9. Onboard the new employee: Provide the necessary training and orientation to help the new employee transition into their new role and the company.

By following these steps, organizations can ensure that they hire the most qualified and suitable candidates for the job.

Explain how HR manages the termination of employee contracts including the use of disciplinary procedures.

The termination of employee contracts can be a complex and delicate process, and it is the responsibility of HR (Human Resources) to manage this process in a fair and legal manner. HR must ensure that all relevant policies and procedures are followed, including those related to disciplinary action.

Disciplinary procedures are typically used when an employee’s behavior or performance is not meeting the required standards or when they have engaged in misconduct. The purpose of disciplinary procedures is to provide employees with the opportunity to improve their behavior or performance and to ensure that the organization’s standards are upheld. The specific steps of disciplinary procedures can vary depending on the organization’s policies, but they typically involve the following:

  1. Investigation: HR will conduct an investigation into the employee’s behavior or performance to determine if disciplinary action is necessary. This may involve gathering evidence, interviewing witnesses, and reviewing relevant documents.
  2. Informal action: If the behavior or performance issue is minor, HR may attempt to address it through informal action, such as a verbal warning or coaching session. The employee will be made aware of the issue and given the opportunity to improve.
  3. Formal action: If the behavior or performance issue is more serious, HR may initiate formal disciplinary action. This typically involves issuing a written warning or a more serious sanction such as suspension or demotion.
  4. Termination: In cases where the behavior or performance issue is severe or has not improved despite previous disciplinary action, termination may be necessary. HR must ensure that the termination process is carried out in accordance with relevant laws and regulations.

In managing the termination of an employee’s contract, HR must follow the organization’s policies and legal requirements. This may involve providing the employee with notice of termination, conducting an exit interview, and ensuring that final pay and benefits are processed correctly.

Throughout the process, HR must communicate effectively with all parties involved, including the employee, their manager, and any relevant stakeholders. HR should also keep accurate records of the disciplinary and termination process, in case of any future legal issues. Overall, the goal of HR is to manage the termination of employee contracts in a way that is fair, legal, and respectful to all parties involved.

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Assignment Objective 3: Understand how employees are supported and developed.

Compare and contrast training, coaching, mentoring and counselling methods.

Training, coaching, mentoring, and counselling are all methods of developing people in various areas. Although there are similarities among them, there are also distinct differences that set them apart. Here’s a comparison:


Training is a process of developing a specific set of skills or knowledge to perform a particular job or task. The focus is on enhancing an individual’s knowledge and technical abilities to do their job more efficiently and effectively. The trainer provides structured learning experiences and may use various methods, such as lectures, demonstrations, simulations, and hands-on exercises to impart knowledge and skills.


Coaching is a process of guiding an individual to identify their strengths, weaknesses, and goals, and then helping them to develop an action plan to achieve their goals. The focus is on performance improvement, and the coach provides feedback, encouragement, and support to the coachee. Coaching may be done in a one-on-one or group setting and is typically short-term.


Mentoring is a process of sharing knowledge, experience, and insights with an individual to help them develop their career and personal goals. The focus is on personal and professional development, and the mentor provides guidance, advice, and support to the mentee. Mentoring is typically long-term and may be informal or formal.


Counselling is a process of helping an individual deal with personal or emotional issues that are affecting their well-being. The focus is on addressing emotional or psychological challenges and helping the individual to develop coping mechanisms to manage them. Counselling is typically done in a one-on-one setting, and the counsellor provides emotional support, guidance, and advice to the client.

Analyse reasons why the need for workplace welfare has increased in recent years.

There are several reasons why the need for workplace welfare has increased in recent years. Some of the key factors contributing to this trend include:

  1. Changing work patterns: The traditional 9-to-5 work pattern is no longer the norm, and many employees are now working longer hours or have irregular schedules. This can lead to increased stress and burnout, making workplace welfare initiatives more important than ever.
  2. Mental health concerns: There is growing awareness of mental health issues in the workplace, and more employers are recognizing the need to provide support for employees who may be struggling with anxiety, depression, or other mental health conditions.
  3. Increased competition for talent: In today’s competitive job market, employers need to offer more than just a salary to attract and retain top talent. Workplace welfare initiatives can be a key differentiator in recruiting and retaining employees.
  4. Legal requirements: Many countries now have laws and regulations in place that require employers to provide certain types of welfare support to their employees, such as paid sick leave, parental leave, and workplace safety measures.
  5. Changing attitudes towards work-life balance: As more people prioritize work-life balance, employers are under increasing pressure to offer flexible working arrangements and other initiatives that support employees’ personal lives outside of work.

Explain how organisations provide workplace welfare using examples.

Workplace welfare refers to the various policies, programs, and benefits that organizations provide to ensure the health, safety, and wellbeing of their employees. These can include physical, emotional, and financial support. Here are some examples of how organizations provide workplace welfare:

  1. Health Insurance: Many organizations provide health insurance benefits to their employees to ensure they have access to medical care when needed. For example, a company may offer a group health insurance policy that covers regular check-ups, medical emergencies, and hospitalization expenses.
  2. Safety measures: Organizations may also provide safety measures to protect their employees from accidents or injuries in the workplace. This can include training on proper safety procedures, providing personal protective equipment (PPE) such as helmets, gloves, and safety shoes, and implementing safety protocols such as fire drills and evacuation plans.
  3. Mental health support: In recent years, there has been an increased focus on mental health in the workplace. Many organizations offer employee assistance programs (EAPs), which provide confidential counseling services to employees who may be struggling with stress, anxiety, or other mental health issues.
  4. Flexible work arrangements: Organizations may also offer flexible work arrangements such as remote work, flextime, or compressed workweeks to help employees achieve a better work-life balance. This can help reduce stress and improve employee morale.
  5. Retirement plans: Many organizations offer retirement plans such as 401(k)s or pensions to help employees save for their future. This can be a valuable benefit, especially for employees who may not have the means to save for retirement on their own.

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Assignment Objective 4: Understand how employees are monitored.

Explain the elements of effective appraisal practice.

Effective appraisal practices involve a systematic and objective evaluation of an employee’s performance and provide constructive feedback to help them improve. There are several key elements that contribute to effective appraisal practices:

  1. Clear and specific objectives: Effective appraisal practices start with clear and specific performance objectives that are established in advance. This allows both the employee and the appraiser to have a clear understanding of what is expected.
  2. Timeliness: Appraisals should be conducted regularly, usually on an annual or semi-annual basis. Conducting appraisals in a timely manner ensures that feedback is fresh and relevant and allows the employee to make adjustments in real-time.
  3. Open communication: The appraisal process should be an open and honest dialogue between the appraiser and the employee. It is important to create a non-threatening environment that encourages the employee to share their thoughts and ideas.
  4. Use of objective criteria: Effective appraisal practices rely on objective criteria for evaluating performance, rather than subjective opinions. This helps to eliminate biases and ensure a fair and consistent evaluation.
  5. Feedback: Feedback should be specific, constructive, and actionable. It should focus on both strengths and areas for improvement and provide clear guidance on how to make improvements.
  6. Goal-setting: Effective appraisal practices involve setting goals and objectives for the employee to work towards in the future. This helps to focus their efforts on areas that require improvement and provides motivation to continue to perform at a high level.
  7. Follow-up: Effective appraisal practices involve follow-up and ongoing support to help the employee meet their goals and objectives. This includes providing resources, training, and coaching to help the employee improve their performance over time.

Explain the use of KPIs when monitoring employee performance.

KPIs, or Key Performance Indicators, are metrics that help organizations measure and evaluate the progress and success of specific business objectives or processes. In the context of employee performance, KPIs can be used to assess the effectiveness of an employee in their role and to identify areas where improvement is needed.

When monitoring employee performance, KPIs can be used to:

  1. Set clear performance expectations: By defining specific KPIs that align with an employee’s role and responsibilities, managers can communicate clear performance expectations to their employees.
  2. Measure progress and success: KPIs provide a way to objectively measure an employee’s progress towards their performance goals and objectives, and to track their success over time.
  3. Identify areas for improvement: KPIs can help managers identify areas where employees may be struggling or underperforming, so that corrective action can be taken.
  4. Align employee performance with business objectives: By setting KPIs that are directly tied to broader organizational goals, managers can ensure that employees are contributing to the success of the business as a whole.

Some common KPIs used to monitor employee performance include:

  1. Sales targets: For employees in sales roles, KPIs might include monthly or quarterly sales targets.
  2. Customer satisfaction: For employees in customer service roles, KPIs might include customer satisfaction ratings or response times.
  3. Productivity: For employees in production or manufacturing roles, KPIs might include units produced per hour or efficiency metrics.
  4. Quality: For employees in quality control roles, KPIs might include defect rates or product inspection results.

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