7RTM Resourcing and Talent Management

7RTM Resourcing and Talent Management

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The  7RTM Resourcing and Talent Management course teaches students practical skills for managing talent in the labour market. According to CIPD (2020), talent management is defined as attracting the right employees, developing and engaging employees within the organisation, and retaining employees to increase organisational success. HR professionals enrolled in the Resourcing and talent management course should have the skills needed to mobilise workers. As a result, they should be held accountable for identifying employees with the right skills and attitudes influential in meeting the organisation’s goals and objectives. Mobilising an organisation’s workforce also implies that human resources must ensure that the right people are hired. This means that HR must be vigilant in ensuring that they hire suitable candidates who can effectively compete in the job market and have the necessary skills for the organisation. Retention also refers to the organisation keeping employees for a more extended period to avoid turnover and recruitment costs. As a result, the course is essential in determining the HR role in developing strategies for attracting and retaining employees to gain a competitive advantage.

The employment market

The course serves as the foundation for explaining how employment markets vary globally and the implications for HR practitioners and organisations. The demand for skills in the current labour market is expected to change, as is the supply, which means that employers will sooner or later be competing for talent critical to achieving organisational goals (Whysall, Owtram, and Brittain, 2019). In this regard, the course will provide insight into the competitive nature of the labour market and the strategic decisions made by HR practitioners to ensure that they identify the right talent.

Organisational competitiveness in resourcing and talent management

Because organisations seek to hire and retain skilled professionals to meet organisational needs, they must compete in the labour market to find and hire the right people (Pilbeam and Corbridge, 2010). Some of the factors identified in the course that will assist organisations in achieving their goals include:

  • The need for organisations to acquire people with the skills and knowledge required to meet the organisational objectives
  • The need to promote employment flexibility
  • The positioning of the organisation and its activities in the market, where the organisation will compete for talent in a similar market.
  • Achieving a work-life balance, which is essential in determining how HR promotes a balance between the employees’ personal and work lives
  • Job analysis, which is concerned with developing the appropriate job descriptions and specifications for the employees required in the organisation
  • Workplace flexibility
  • Employee and skill shortage management in the industry or the labour market
  • Management of diverse groups of employees and diverse skills in the market
  • Development of an ethical work environment in which ethical policies and practices are implemented to ensure that talent is well managed in the organisation.

Employee recruitment and selection

The course provides an understanding of the methods used in the organisation’s personnel recruitment. Learners are given information on how to recruit employees at both the national and international levels. This is regarded as part of resourcing, in which HR practitioners are expected to learn and relate to various forms of job administration, as well as the involvement of employment agencies in obtaining the right employees for a job position in the organisation (Whysall, Owtram, and Brittain, 2019). The learners also learn about the dependability and validity of various methods of candidate selection for a job.

The course also covers the various selection methods used to find the best candidates for the job. Various options are available, such as administering psychometric tests, interviewing job candidates, and utilising assessment centres to aid in the recruitment and selection. Following selection, the induction process takes place, which is also well developed in the module.

Workforce planning

The course also teaches about workforce planning. According to CIPD (2020), workforce planning is how changing organisational needs are effectively aligned with the people strategy. This relates to the development of helpful information in assisting HR practitioners in planning the appropriate actions to take. This specifically relates to succession planning, in which the best candidate is chosen to replace another employee, flexibility in carrying out organisational functions, subcontracting alternatives, and the use of external consultants in promoting workforce planning (Cannon and McGee, 2011)

Employee turnover

The course explains why and how employee turnover data is collected. This is critical in assisting HR practitioners in making decisions about the strategies to avoid unwanted turnovers within the organisation. There is also information on the role of human resources in developing effective strategies to ensure that employees stay with the organisation for a more extended period.

Redundancies, dismissals and retirement

Organisations are sometimes required to take action to ensure that some employees are terminated. As a result, this module provides information on the legal rights that employers should be aware of before dismissing employees from the organisation. Dismissals, as well as disciplinary actions and procedures, must adhere to legal and ethical guidelines. Information on retirement planning has also been provided to assist learners in becoming familiar with the subject.

Learning outcomes

By the end of this course, students should be able to:

  • Be able to analyse labour markets and the changes that occur as a result and identify sources of staff to ensure that current and future employee demands are met.
  • Develop effective strategies for improving employee resourcing and ensuring that talent management strategies are effectively developed.
  • Learn about recruiting skilled employees, selection, and induction to ensure that they have the right professionals to carry out organisational roles.
  • Be able to use turnover data obtained from the organisation to make strategic decisions that promote employee retention.
  • Effectively manage dismissals by adhering to employees’ legal rights, enforcing appropriate disciplinary actions, and developing legal and ethical retirement plans.

Wrap Up

The CIPD Level Resourcing and talent management course will assist professionals involved in making HR decisions, supporting HR functions, and those interested in furthering their HR careers.

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