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In Human Resource Management, resourcing and talent planning is a level 5 CIPD unit. In developing this unit, the sole purpose was to teach resource and talent management. The primary focus of the module is mobilising a workforce so that an organization can access the skills it needs at a particular moment and place. Its purpose is to ensure that the organization can attract the right personnel to perform the right organizational roles to meet its goals. Students will learn about resourcing and talent planning, which involves attracting, retaining, and managing employee turnover. This unit will provide insight into the strategic and operational aspects of resourcing and talent planning.
Primary objectives of 5RST
- This course will introduce students to the strategic approaches organizations use to position themselves as employers.
- Learning abou
- t the methods, techniques, and methods organizations use to select, maintain, plan, dismiss, and retire their employees.
- Aims to introduce students to the different ways of recruiting and planning talent.
The organization’s Resourcing and Talent Planning unit are responsible for attracting, recruiting, and retaining the best staff members. Four main lessons willFour main lessons will be taught based on the unit objectives. The content of this section is indicative of the expected learning outcome for the unit. Although the content described in this section is neither prescriptive nor exhaustive, it is adequate to describe the expected learning outcomes.
In the first lesson, students will learn about basic contemporary market trends and their impact on workforce planning. This lesson focuses on tight and loose labour market conditions. There are fewer employees available for the jobs due to the tight labour market, so the competition to get the right candidate is high. A loose labour market, on the other hand, is characterized by a large number of employees with fewer job opportunities.
We will discuss demand and supply trends, demographic profiling, talent availability, and labour supply, among other topics. Furthermore, learners will learn about the characteristics and dynamics of the market. Human resource practitioners need to understand the language of business and possess the skills necessary for sustainable organizational performance when planning resourcing and talent. The lesson goes on to discuss market and stakeholder analysis, as well as other variables that contribute to an employer’s competitive advantage and business sustainability.
In the second lesson, we discuss the process of talent planning and recruiting. Students will analyze and interpret trends, metrics, and patterns of supply and demand for skills during this lesson. Identifying the available supply of skills suitable for a company’s current and future success is an important lesson that students will learn here.
In addition, students will learn about the internal and external factors that affect selection and recruitment. During this course, students will learn about the major recruitment methods, which can be either internal or external, formal or informal. Additionally, the major selection methods will be covered, ranging from application procedures to selection interviews. The second lesson covers both the recruitment and selection process in both local and international markets, which is a broad topic.
The third and fourth lessons are about increasing employee retention and handling dismissal, redundancy, and retirement. The lesson will cover the most effective tips for increasing employee retention rates. In this course, students will learn how to create a retention plan that reduces employee turnover.
This lesson will evaluate and detail the current legal requirements across both national and international borders. It will be expected of students to understand international jurisdiction on issues of dismissal, redundancy, and retirement. In conclusion, this unit covers both resourcing and talent management as they apply to organisations.
All individuals seeking a career in human resource management will benefit from this unit. Those in the field of human resource management and development can enroll in this unit to improve their knowledge and skills. Persons responsible for implementing HR policies in an organization are also eligible for the unit. Nonetheless, any student who is seeking information on how resourcing and talent planning work is eligible to enroll for the unit.
Expected learning outcome
After completing this unit, learners should be able to:
- Analyze the key trends affecting the labour market today.
- Engage in
- talent planning and recruitment in practice
- Understands employee retention techniques
- Know how to handle redundancy, retirement, and dismal in both local and international organizations
This unit will be covered in 60 hours. Each student spends equal time on guided and self-directed learning. The student is expected to attend all the lessons and complete the assessments to complete the unit.
Summary and Assessment
Those pursuing careers in human resources management, talent development, and resourcing will find the unit Resourcing and Talent Planning essential. Using examples from existing organizations, students gain an understanding of resourcing and talent planning activities. A 4000-word assignment is used to assess learners’ understanding of the unit at the end of each lesson. A solid conceptual understanding should be demonstrated in the answer by the use of examples that demonstrate the concepts.
Assessment is designed to measure the students’ ability to analyze and think critically. As a result, students must apply theoretical knowledge learned in class, as well as practical skills to answer questions. Students are expected to apply academic concepts, theories, and practices to organisational operations. Learning and researching for this unit will require the use of a variety of resources. Online sources, articles, books, journals, and websites are among the resources. The tutors will provide specific learning materials for guided learning.