Unit 19: Resource and Talent Planning
Unit code T/508/0531
Unit level 5
Credit value 15
This unit offers
students the opportunity to develop knowledge and understanding to ensure that an
organisation has the skills it requires, at the time it requires them, to meet its
strategic intent. Sustainable organisation performance and growth requires a
constant reassessment of skills, requirements which will then inform the
training and development of existing employees. However, there will always be the
need to recruit new staff to support organisational growth, or to replace those
who leave. This unit focuses on the latter, and students will engage in learning
that provides fundamental knowledge relating to recruitment, selection, succession
planning and talent management.
On successful completion
of this unit students will have the knowledge and skills to make a positive contribution
to the human resource function of an organisation.
Students will appreciate
the way different organisations are managed, thereby putting themselves in a position
to contribute to effective resource and talent planning in the context of diverse
and distributed locations.
By the end of
this unit a student will be able to:
- Analyse labour
market trends and appropriate legal requirements which influence workforce planning.
- Determine current
and anticipated skills requirements in varying contexts.
- Apply the appropriate
documents and processes which contribute to effective recruitment and selection.
- Evaluate how to
manage the human resource life-cycle within the context of a HR strategy.
LO1 Analyse labour
market trends and appropriate legal requirements which influence workforce planning
planning and talent management:
- What is HR
- What is talent
and talent management? What is workforce planning?
- Discuss the links
of a systematic approach to talent resourcing and strategic HRM.
trends and legal restrictions:
- Labour market
trends that influence HR processes, including demographics, the changing
economic, political composition of a population and social trends.
- Trend analysis and
analysis of labour demand and supply forecasting Analyse specific HR legislation
constraints and requirements.
- Contemporary HR
issues; the role of human and social capital, the rise in ethical awareness, increased
competitive intensity and globalisation, skills development to align with
advancements in new technologies and an emerging technological workforce culture.
current and anticipated skills requirements in varying contexts
What is job
- Methods of job analysis
and the collection of data and information. Applying skills requirement analysis
and supply and demand forecasts.
- The importance of
job analysis for creating appropriate job descriptions and job specifications.
What is job design?
- Considering job
responsibility, job variety and job enrichment.
- The application
of succession planning to identify and develop skills and abilities of employees.
- Methods of performance
management vs talent management to monitor, develop and manage employee contribution
to meeting overall business objectives.
LO3 Apply the appropriate
documents and processes which contribute to effective recruitment and selection
selection policies and processes:
- Recruitment and
selection processes and methods assessing their validity and reliability.
methods, including both the use of external and internal sources. Selection
methods for short listing and assessing applicants.
- The legal and
financial aspects and implications of different recruitment and selection
- How to
effectively administer recruitment and selection policies.
how to manage the human resource life-cycle within the context of a HR strategy
- The concept of
the HR/employee life-cycle and HR solutions for ensuring effective management
of key stages of the HR life-cycle: recruitment and selection, onboarding and
orientation, performance management, succession planning, and exit and
- Key HR
legislation considerations in relation to the HR life-cycle.
Outcomes and Assessment Criteria
LO1 Analyse labour market trends and appropriate
legal requirements which influence workforce planning
LO1 and LO2
D1 Critically analyse the impact of labour market trends
and skills requirements on workforce planning and make appropriate
recommendations for effective response to supply and demand forecasts,
succession planning and performance management.
P1 Analyse current
labour market trends that influence talent management and workforce planning.
M1 Analyse the
impact of labour market trends and legal requirements on the workforce planning
of a specific organisation.
P2 Explain the
different types of legal requirements an organisation must take into account
when workforce planning.
LO2 Determine current and anticipated skills requirements
in varying contexts
P3 Based on
current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples.
current and anticipated skills requirements in response to identified labour
market trends and legal requirements for a range of organisational examples.
LO3 Apply the appropriate documents and processes which
contribute to effective recruitment and selection
appropriate examples of job description and person specification documents
for effective recruitment and selection.
different recruitment and selection methods for effective talent resourcing
different processes and methods of recruitment and selection for effective talent
D2 Make valid judgements and recommendations on how
appropriate documents and processes can be improved for effective talent
LO4 Evaluate how to manage the human resource life-
cycle within the context of HR strategy
D3 Critically evaluate how stages of the HR life-cycle
can be applied separately and integrated to support strategic talent
P6 Evaluate the
stages of the HR life-cycle applied to specific HR contexts.
P7 Evaluate how
stages of the HR life-cycle are integrated within organisational HR strategy.
M4 Evaluate the
importance of the HR life- cycle in relation to strategic talent management.
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