20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx
3CO02
Principles of analytics
Learner Assessment Brief
Assessment ID / CIPD_3CO02_23_01
Level 3
Foundation Certificate in
People Practice
• Version 1 – Released June 2023
• Expires June 2024
Version 1 - Released June 2023 1
20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx
,20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx
Please write clearly in block capitals. (You MUST complete all highlighted fields)
Centre number: 8 7 5
Centre name:
Oakwood International
Learner number (1st 7 digits of CIPD
Membership number):
Learner surname:
Learner other names:
Declared total word count (You MUST
provide your wordcount for each 2026
submission)
Unit code: 3CO02
Unit title: Principles of analytics
Assessment ID: CIPD_3CO02_23_01
Assessment start date:
Assessment submission date:
First resubmission date for centre
marking – if applicable
Second resubmission date for centre
marking – if applicable
Assessor name (1st Submission):
Assessor Electronic signature:
Assessor name (2nd Submission):
Assessor Electronic signature:
Assessor name (3rd Submission):
Assessor Electronic signature:
IQA name (if applicable):
IQA signature (if applicable):
Version 1 - Released June 2023 2
20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx
, 20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx
3CO02
Principles of analytics
This unit looks at how people professionals make both straightforward and complex choices as they perform
their roles. It focuses on how utilising a diverse range of analytics and evidence is essential to the
rationalisation and enhancement of working practices and situational decision making to create value.
CIPD’s insight
Technology and data use in HR functions (March 2023).
Is there an ideal ratio when it comes to the size of HR teams in organisations? There are plenty of variables
to consider. These include HR’s role in the business, the extent to which ‘HR responsibilities’ are delegated
elsewhere, the capability and capacity of those with said responsibilities, and of course, how technology
and data are used to support HR functions. In this article, we outline the findings from our survey of 1,174
UK-based HR bosses to shed light on HR’s operating model from a technology and data perspective.
Respondents were from organisations with 50 or more employees worldwide – the size we’d expect
technology like HR information systems (HRIS) to become crucial for keeping track of employee records.
https://www.cipd.co.uk/knowledge/work/technology/workplace-people-management/technology-
data-hr-functions
People analytics (May 2021)
People analytics is about analysing data about people to solve business problems. You can find people data
from HR systems, from other departments like IT, and from external sources such as salary surveys. You can
use insights from people data to drive organisational change. In this factsheet, we explain what people
analytics is, why it’s important and how it’s used. We introduce key terms such as correlation, causation,
predictive and prescriptive. We also discuss who is responsible for people analytics as well as the strategy
and process for doing people analytics.
https://www.cipd.co.uk/knowledge/strategy/analytics/factsheet
Evidence-based practice for effective decision-making (April 2022)
Evidence-based practice is about making better decisions, informing action that has the desired impact. An
evidence-based approach to decision-making is based on a combination of using critical thinking and the
best available evidence. It makes decision makers less reliant on anecdotes, received wisdom and personal
experience – sources that are not trustworthy on their own. It’s important that people professionals to
adopt this approach because of the huge impact management decisions have on the working lives and
wellbeing of people in all sorts of organisations worldwide.
This factsheet outlines the four sources of evidence considered key to effective evidence-based practice,
before highlighting the importance of combining these to ensuring actions have the greatest chance of
success. It outlines and refutes a number of misconceptions about evidence-based practice, before looking
at literature which demonstrates the effectiveness of evidence-based practice. Finally, the factsheet
explains the practical implications of applying evidence-based practice to real-life organisational scenarios.
https://www.cipd.co.uk/knowledge/strategy/analytics/evidence-based-practice-factsheet
Version 1 - Released June 2023 3
20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx
3CO02
Principles of analytics
Learner Assessment Brief
Assessment ID / CIPD_3CO02_23_01
Level 3
Foundation Certificate in
People Practice
• Version 1 – Released June 2023
• Expires June 2024
Version 1 - Released June 2023 1
20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx
,20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx
Please write clearly in block capitals. (You MUST complete all highlighted fields)
Centre number: 8 7 5
Centre name:
Oakwood International
Learner number (1st 7 digits of CIPD
Membership number):
Learner surname:
Learner other names:
Declared total word count (You MUST
provide your wordcount for each 2026
submission)
Unit code: 3CO02
Unit title: Principles of analytics
Assessment ID: CIPD_3CO02_23_01
Assessment start date:
Assessment submission date:
First resubmission date for centre
marking – if applicable
Second resubmission date for centre
marking – if applicable
Assessor name (1st Submission):
Assessor Electronic signature:
Assessor name (2nd Submission):
Assessor Electronic signature:
Assessor name (3rd Submission):
Assessor Electronic signature:
IQA name (if applicable):
IQA signature (if applicable):
Version 1 - Released June 2023 2
20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx
, 20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx
3CO02
Principles of analytics
This unit looks at how people professionals make both straightforward and complex choices as they perform
their roles. It focuses on how utilising a diverse range of analytics and evidence is essential to the
rationalisation and enhancement of working practices and situational decision making to create value.
CIPD’s insight
Technology and data use in HR functions (March 2023).
Is there an ideal ratio when it comes to the size of HR teams in organisations? There are plenty of variables
to consider. These include HR’s role in the business, the extent to which ‘HR responsibilities’ are delegated
elsewhere, the capability and capacity of those with said responsibilities, and of course, how technology
and data are used to support HR functions. In this article, we outline the findings from our survey of 1,174
UK-based HR bosses to shed light on HR’s operating model from a technology and data perspective.
Respondents were from organisations with 50 or more employees worldwide – the size we’d expect
technology like HR information systems (HRIS) to become crucial for keeping track of employee records.
https://www.cipd.co.uk/knowledge/work/technology/workplace-people-management/technology-
data-hr-functions
People analytics (May 2021)
People analytics is about analysing data about people to solve business problems. You can find people data
from HR systems, from other departments like IT, and from external sources such as salary surveys. You can
use insights from people data to drive organisational change. In this factsheet, we explain what people
analytics is, why it’s important and how it’s used. We introduce key terms such as correlation, causation,
predictive and prescriptive. We also discuss who is responsible for people analytics as well as the strategy
and process for doing people analytics.
https://www.cipd.co.uk/knowledge/strategy/analytics/factsheet
Evidence-based practice for effective decision-making (April 2022)
Evidence-based practice is about making better decisions, informing action that has the desired impact. An
evidence-based approach to decision-making is based on a combination of using critical thinking and the
best available evidence. It makes decision makers less reliant on anecdotes, received wisdom and personal
experience – sources that are not trustworthy on their own. It’s important that people professionals to
adopt this approach because of the huge impact management decisions have on the working lives and
wellbeing of people in all sorts of organisations worldwide.
This factsheet outlines the four sources of evidence considered key to effective evidence-based practice,
before highlighting the importance of combining these to ensuring actions have the greatest chance of
success. It outlines and refutes a number of misconceptions about evidence-based practice, before looking
at literature which demonstrates the effectiveness of evidence-based practice. Finally, the factsheet
explains the practical implications of applying evidence-based practice to real-life organisational scenarios.
https://www.cipd.co.uk/knowledge/strategy/analytics/evidence-based-practice-factsheet
Version 1 - Released June 2023 3
20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx20230927194539_65148663200e2_cipd_ans.docx
