3CO04 Assignment Guide June 2026

About this package

The 3CO04 Assignment Guide June 2026 supports learners working on the Essentials of People Practice assessment brief released in June 2026. It follows all 25 questions across five tasks, explaining what each question requires and how to connect answers to the Dubris Law case study. The emphasis is on interpreting assessment criteria and command verbs, rather than giving generic descriptions of people practice. Introductory guidance also addresses clear presentation, question headings and compliance with the brief’s word count requirements.

Task 1 focuses on recruiting lawyers for an international law firm. It covers the employee lifecycle, job descriptions and person specifications, corporate careers pages and specialist legal jobs boards, recruitment advertising copy, selection methods and selection records. Learners also receive guidance on creating and critically reviewing AI-generated appointment and non-appointment letters. Task 2 moves into practical selection work for a Learning and Development Coordinator: devising job-related criteria, assessing three applications using shortlisting matrices, and preparing for a simulated interview and justified selection decision.

Task 3 addresses the employment relationship through working hours and rest, workplace wellbeing, discrimination in recruitment and promotion, diversity and inclusion, and fair and unfair dismissal. Each question is tied to a particular case-study issue, including demanding corporate legal work and a proposed all-female partner shortlist. Task 4 examines paralegal performance and reward, covering objectives, management support, organisational goals, monthly check-ins versus annual appraisals, flexible working, bonuses, motivation theory and perceptions of fair pay.

Task 5 uses mandatory discrimination training to explore learning and development. Guidance covers benefits for staff and the organisation, managers’ additional learning needs, face-to-face facilitation, blended coaching, inclusive and accessible training, and evaluation of learning and workplace impact. Throughout, learners are prompted to explain reasons, show cause and effect, and keep their responses specific to Dubris Law. The package includes video and is delivered through the organisation’s own LMS, making it suitable as assignment support alongside teaching and the assessment brief.

Who it’s for

This package suits learners preparing the June 2026 3CO04 Essentials of People Practice assignment. It also provides structured support for tutors helping learners interpret the brief and apply their knowledge to the case study.

What’s covered

1. Introduction and assessment requirements

   Introduces the June 2026 assessment brief, assessment criteria and reading list. Covers using the case study, presenting answers under question headings and following the stated word count requirements.

2. Task 1: Employee lifecycle and recruitment documents

   Questions 1–2 explain how to address the people professional’s role across the lawyer employee lifecycle at Dubris Law. Guidance then covers preparing and justifying a job description and person specification using the specified templates.

3. Task 1: Recruitment channels, advertising and selection

   Questions 3–5 cover recruitment through the firm’s website and specialist legal jobs boards, including why advertising copy may differ between channels. They also address the suitability of competency-based interviews and technical written exercises for selecting lawyers.

4. Task 1: Selection records and candidate letters

   Questions 6–7 focus on records retained from interviews and written exercises, including their contents and purpose. Learners are guided to create AI-generated appointment and non-appointment letter drafts, then justify what to retain, remove or amend.

5. Task 2: Practical shortlisting and interviewing

   Questions 8–9 address devising criteria for the Learning and Development Coordinator vacancy and applying them consistently to three sample applications. Guidance also covers the simulated interview, evidence gathering, STARR-based questioning and a defensible selection decision.

6. Task 3: Working hours, wellbeing and discrimination

   Questions 10–12 connect rest and working hours legislation to demanding corporate legal work, and explore the meaning and importance of workplace wellbeing. They also cover summarising discrimination legislation and applying it to a proposed all-female partner shortlist.

7. Task 3: Diversity, inclusion and dismissal

   Questions 13–14 distinguish diversity from inclusion and explain their relevance to Dubris Law. Guidance then addresses fair and unfair dismissal and applying that distinction to Sofia’s situation.

8. Task 4: Managing paralegal performance

   Questions 15–17 cover setting objectives, supporting improvement and holding people accountable. They examine the effects of management support and clear organisational goals, then compare monthly check-ins with annual appraisals.

9. Task 4: Reward, motivation and pay fairness

   Questions 18–20 explore why paralegals may value flexible working and bonuses. Guidance covers explaining the reward–performance relationship using motivation theory and identifying distinct reasons why perceived pay fairness matters.

10. Task 5: Learning benefits, needs and development methods

    Questions 21–23 use discrimination training to examine benefits for employees and the organisation, alongside managers’ additional learning needs. They also address how face-to-face facilitation and blended coaching can develop managers’ ability to recognise and deal with discrimination.

11. Task 5: Inclusive learning and evaluation

    Questions 24–25 cover making discrimination training inclusive and accessible through its design and delivery. They then explore evaluating learner reactions, longer-term behaviour and workplace outcomes, and using findings to judge effectiveness.

Learning outcomes

By completing this package, learners can:

• Interpret the assessment questions, command verbs and criteria, and plan responses grounded in the Dubris Law case study.
• Explain people professionals’ roles across the employee lifecycle and justify recruitment documents, channels and selection methods for lawyers.
• Identify appropriate selection records and critically review AI-generated appointment and non-appointment letters.
• Plan job-related shortlisting criteria, apply them to sample applications and prepare for a structured simulated selection interview.
• Apply employment relationship concepts and relevant legislation to working hours, wellbeing, discrimination, diversity, inclusion and dismissal scenarios.
• Explain factors affecting paralegal performance and compare approaches to performance review.
• Explain the relationship between reward, motivation, performance and perceptions of fair pay.
• Explain learning needs and development methods, and discuss inclusive training design, delivery and evaluation.

Frequently asked questions

Related training packages