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5HR02 Talent Management and Workforce Planning

February 23, 2022
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Category: CIPD Level 5

An introduction to the unit 5HR02 Talent management and workforce planning

Learning 5HR02 helps learners understand labour market trends and how they relate to workforce planning to attract the best candidates to join an organisation. Participants examine employers’ role in positioning themselves in the labour market. To ensure that they are resourcing their organisations with the right people, professionals assess the labour market before making resourcing decisions.

Learners will gain insight into diverse workforce planning processes, techniques, and recruitment and selection methods throughout the course. These factors contribute to the retention of workers by improving the quality of the workforce built in an organisation. Additionally, the unit supports employers in improving employee retention and developing talent pools by providing information about employee turnover trends.

Guidelines for 5HR02 Assignments

In this assessment, we present the case study of OcMara Industries, a global company involved in energy. Students are expected to provide evidence to support their understanding of labour market trends. Our senior managers have developed people practice objectives to expand our use of sustainable energy sources and environmentally friendly processes. The objective is to recruit and retain staff with the skills and capabilities necessary to serve in the new development areas and protect them from the competition.

Students must read the CIPD factsheet articles as they prepare to complete the assessment. The resource and talent planning factsheet explains how to manage talent and explains talent management strategies. It is among the essential factsheets students can use when completing assessments. We identify why employees leave the organisation and develop strategies and practices to retain talent in the employee and turnover retention factsheet. CIPD Podcast “From surviving to thriving: key changes facing people practice in 2020” discusses factors that should be implemented at work, such as work-life balance to build a workplace that is fair, brave, and equal for everyone. The 5HR02 assignment is divided into three parts. It begins with a poster presentation on strategic positioning and the labour market, followed by a workplace planning and recruitment package, and finally a proposal presentation on talent retention.

The first task focuses on positioning and labour market issues

To present research on labour market trends in the UK, students will prepare posters to be presented to the people practice manager. This year’s Employer Brand Management Awards were won by SAP, a company students will discuss. Students will provide answers to the following sections of the assessment criteria:-

AC 1.1 An explanation of how SAP strategically positions itself in an increasingly competitive market

Guide

The objective of this course is to review SAP’s efforts in positioning itself in the labour market. Students provide evidence by analysing the organisation’s competitive environment and evaluating the strengths and weaknesses of the organisation’s positioning and employee experiences. Students should also consider the following characteristics in answering the question:-

Choosing SAP as an employer
Branding for employers
Ethics and reputation of organisations
Image of the organisation
SAP’s culture of rewarding

AC 1.2 Explains how the UK’s labour market is changing and how it affects the country. Guide In this lesson, learners demonstrate the differences between markets with tight and loose conditions, comparing examples of countries with tight and loose market conditions. Accordingly, the UK labour market is tight, while Saudi Arabia’s labour market is loose. After that, learners explain trends in supply and demand for labour in the energy sector and how the external business environment affects the identified trends.

rends. Politics, economics, society, technology, environment, and law all play a role in resourcing decisions by organisations operating in the energy sector. In addition, students discuss the effects of the economic crisis on employee retention and skills shortages in the energy industry.AC 1.3 Ensure future skill needs of the UK global energy sector are met by the government, employers, and unions.GuideGovernments fund numeracy, literacy, and IT skills to meet future skills needs. However, it is the government’s responsibility to ensure that organisations’ policies are implemented to assess the future skills requirements of employees in the energy industry. In addition, the government ensures that employers are meeting the workforce requirements that enable them to recruit skilled workers.Employers offer employees development opportunities and training programs to enhance their skills. Development programs improve an employee’s knowledge and work quality. The energy sector benefits from employers who offer opportunities to develop skills and provide experiences that support future skills development.Unions have agendas that support employees’ learning and development. They work with employers to implement agendas as authentic as possible and identify representatives to implement agendas.Task 2: Recruitment and planning of the workforceThe second task in the unit requires students to present a report on workforce planning a...