Unit 19:   Resource and Talent Planning

Unit code         T/508/0531

Unit level         5

Credit value     15

Introduction

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.

Learning Outcomes

By the end of this unit a student will be able to:

1. Analyse labour market trends and appropriate legal requirements which influence workforce planning.
2. Determine current and anticipated skills requirements in varying contexts.
3. Apply the appropriate documents and processes which contribute to effective recruitment and selection.
4. 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

Workforce planning and talent management:

1. What is HR strategy?
2. What is talent and talent management? What is workforce planning?
3. Discuss the links of a systematic approach to talent resourcing and strategic HRM.

Labour market trends and legal restrictions:

1. Labour market trends that influence HR processes, including demographics, the changing economic, political composition of a population and social trends.
2. Trend analysis and analysis of labour demand and supply forecasting Analyse specific HR legislation constraints and requirements.
3. 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.

LO2 Determine current and anticipated skills requirements in varying contexts

Job analysis:

What is job analysis?

1. Methods of job analysis and the collection of data and information. Applying skills requirement analysis and supply and demand forecasts.
2. The importance of job analysis for creating appropriate job descriptions and job specifications.

What is job design?

1. Considering job responsibility, job variety and job enrichment.
2. The application of succession planning to identify and develop skills and abilities of employees.
3. 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

Recruitment and selection policies and processes:

1. Recruitment and selection processes and methods assessing their validity and reliability.
2. Recruitment methods, including both the use of external and internal sources. Selection methods for short listing and assessing applicants.
3. The legal and financial aspects and implications of different recruitment and selection methods.
4. How to effectively administer recruitment and selection policies.

LO4 Evaluate how to manage the human resource life-cycle within the context of a HR strategy

 The HR life-cycle:

1. 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 transition.
2. Key HR legislation considerations in relation to the HR life-cycle.