Resourcing and Talent Planning


Resourcing and Talent Planning

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Registered office: Landmark House, Hammersmith Bridge Road, London, W6 9EJ. VAT Registration number: 918560018.
Authorized and regulated by the Financial Conduct Authority – Interim Permission Number 611566
Candidate Assessment Activity
Title of unit/s Resourcing and Talent Planning
Unit No/s 5RST
Level 5
Credit value 6
Assessment method(s) Typed responses
Learning outcomes:
1 Understand key contemporary labour market trends and their significance for workforce planning.
2 Be able to undertake talent planning and recruitment activities.
3 Understand how to maximise employee retention.
4 Know how to manage dismissal, redundancy and retirement effectively and lawfully.
Assessment brief/activity
This assessment is broken down into 5 key areas, The Labour Market, Recruitment and
Selection, Talent Planning, Downsizing and Turnover. You need to explore and
research these key topic areas and provide your findings in a written document using
the category headings for the CEO of your chosen organisation.
Key Area 1 – Labour Market
Your business is looking to expand into another country and therefore you need to
provide a comparison of two countries
This comparison must include the following information :
• Contemporary labour market trends in different country contexts
• Review the concept of Tight and Loose labour market conditions in
your chosen countries
Key Area 2 – Recruitment and Selection
Having found out about the labour market conditions from an international perspective,
you have now been tasked with running a recruitment project. You are looking for a
customer service team with specific skills. You are continuing to build your reputation
and become an “employer of choice”. This next part of the assessment asks you to
carry out the following research:
• Explain the main legal requirements in relation to recruitment and
selection
• Prepare an example of a job descriptions, a person specification and a
competency framework linked to a chosen job role i.e. customer service
operative
• Assess the strengths and weaknesses of different 2 methods of
recruitment and selection.
• Discuss the strengths and weaknesses of different approaches to
retaining talent and how becoming an Employer of Choice can improve
the organisations position in competitive labour markets
Key Area 3 – Talent Planning
As part of future development plans for your new team you need to provide information
on ensuring future skills are met in the workplace , for this you need to provide
information on the following :
Assessment
Criteria
1.1
1.3
2.5
2.4
2.6
3.2, 1.2
AVADO Learning Limited. Registered in England with number 06177616.
Registered office: Landmark House, Hammersmith Bridge Road, London, W6 9EJ. VAT Registration number: 918560018.
Authorized and regulated by the Financial Conduct Authority – Interim Permission Number 611566
• Describe the role of government, employers and trade unions in
ensuring future skills needs are met.
• Describe the principles of effective workforce planning and the tools
used in the process; provide an example of a basic succession and
career development plan
Key Area 4 – Downsizing
Unfortunately part of your business has become to struggle in the UK and is no longer
making a profit, you have been tasked with working with this part of the business and
organise the downsizing and restructure which has resulted in redundancies being
made.
• Provide an example of how HR would contribute to the plans for
downsizing an organisation
• Advise organisations on good practice in the management of
redundancies and retirements that complies with current legislation.
Key Area 5 – Turnover
One of your new team members of the customer department, has been
dismissed due to high absenteeism; this is classed as “involuntary turnover
“.Please, describe the legally compliant procedure and best practice for
dismissal
Also as part of this process you need to provide the following information on:
• Explain why people choose to leave or remain employed by
organisations and the costs associated with dysfunctional employee
turnover.
1.4, 2.1
2.2, 2.1
2.3
4.1
4.1
3.1
Evidence to be produced/required
A typed word document divided into the five key areas as outlined above equating to 4500 words in total
You should relate academic concepts, theories and professional practice to the way organisations operate, in
a critical and informed way, and with reference to key texts, articles and other publications and by using
organisational examples for illustration.
All reference sources should be acknowledged correctly and a bibliography provided where
appropriate (these should be excluded from the word count)
5RST Learning Outcomes Assessment Criteria
1 Understand key contemporary labour
market trends and their significance for
workforce planning.
1.1 Assess the major contemporary labour market trends in
different country contexts.
1.2 Explain how organisations position themselves
strategically in competitive labour markets
1.3 Explain the significance of tight and loose labour market
conditions.
1.4 Describe the role of government, employers and trade
unions in ensuring future skills needs are met.
AVADO Learning Limited. Registered in England with number 06177616.
Registered office: Landmark House, Hammersmith Bridge Road, London, W6 9EJ. VAT Registration number: 918560018.
Authorized and regulated by the Financial Conduct Authority – Interim Permission Number 611566
2 Be able to undertake talent planning and
recruitment activities.
2.1 Describe the principles of effective workforce planning and
the tools used in the process
2.2 Develop basic succession and career development plans.
2.3 Contribute to plans for downsizing an organisation.
2.4 Contribute to the development of job descriptions, person
specifications and competency frameworks.
2.5 Explain the main legal requirements in relation to
recruitment and selection.
2.6 Assess the strengths and weaknesses of different methods
of recruitment and selection.
3 Understand how to maximise employee
retention.
3.1 Explain why people choose to leave or remain employed
by organisations and the costs associated with dysfunctional
employee turnover.
3.2 Assess the strengths and weaknesses of different
approaches to the retention of talent.
4 Know how to manage dismissal,
redundancy and retirement effectively and
lawfully.
4.1 Advise organisations on good practice in the management
of dismissals, retirements and redundancies that complies with
current legislation.

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