Resourcing and Talent Planning

Learning Outcomes

Competences:

At the end of the module/unit the learner will have acquired the responsibility and autonomy to:

• Formulate business strategies by identifying opportunities and HR constraints that may affect implementation
• Manage talent planning through identifying the organisation’s needs, analysing current and future needs, recognising supply and demand, carrying out gap analysis and evaluating surplus, developing and implementing a talent plan, communicating the latent plan and assessing it and carrying out follow ups
• Analyse reasons for labour turnover and its implications
• Develop the job description, employee eligibility criteria and application dates
• Look into employees’ competences and apply it to the new position
• Screen application forms and CVs
• Plan interviews by creating the right environment and decide whether the interview will be structured or unstructured
• Conduct interviews
• Avoid gut feelings, the halo effect, stereotyping, similar-to-me effect, contrast effect and first impressions affect the prospective candidates
• Eliminate bias by making a list of the job duties, prioritising tasks and selecting the person who can perform the tasks most efficiently
• Determine the right method to choose in selecting employees
• Manage the development of a quality assurance policy
• Consider ethical implications in recruitment, resourcing and talent planning by referring to legislation, stress the importance of confidentiality and avoiding discrimination
• Contribute to the induction programme by avoiding overloading the employee, instructing the employee how to prioritise tasks, explaining the importance of the new tasks, adapting teaching techniques and include other co-workers
• Manage the practices and challenges of a mentoring programme
• Build trust by frequent initial follow ups and feedback
• Manage first impressions, welcome and introduce the new employee
• Outline the employees’ contribution to the organisation
• Select the right mentor and encourage interaction
• Teach the new culture to the employees

Knowledge:

At the end of the module/unit the learner will have been exposed to the following:

• Analysing the processes involved in HR planning in achieving the organisation’s goals
• Model for HR management i.e. obtaining, rewarding, developing and retaining human resources
• Model for talent planning i.e. analysing and predicting, recognising supply and demand, gap analysis and evaluating surplus and developing and implementing a talent plan
• The monitoring and investigatory activities of HR planning
• Tools for effective talent planning i.e. SWOT analysis, supply/demand analysis, gap/surplus analysis and strategic talent plan
• Significance of labour turnover, its implications and alternatives
• The benefits and disadvantages of internal and external recruitment methods
• Comprehending career progression from the organisation’s point of view in terms of viewing career progression as a personal motivator and implications of managerial interest in the employees’ advancements
• Preliminaries to selection i.e. manpower planning, developing the job description, person specifications and screening the application forms
• Conducting interviews i.e. types of questions, interviewers, creating the right environment, taking notes, clarifications, concluding the interview, writing the report
• Psychometric tests i.e. defining psychometric tests, their uses and benefits, types of psychometric tests
• Aptitude vs Achievement tests – their uses and applications
• IQA systems – the development of a quality assurance policy and the features a quality assurance policy is composed of
• Exploring ethical considerations in recruitment, resourcing and talent planning
• Processes in successfully managing to integrate new team members i.e. communicating expectations, setting up meetings and managing the development of occupational relationships
• Implications of failing to integrate the new employees to the team
• Importance of building trust, consequences of lack of trust and key features in establishing trust
• Developing a mentoring programme; the benefits, challenges and practices of a mentoring programme, selecting the right mentor and key steps in the successful implementation of a mentoring programme
• Defining the aim and benefits of induction and onboarding i.e. faster integration of new employee, higher employee motivation and effective and efficient in one’s job

Skills:

At the end of the module/unit the learner will have acquired the following skills:

• Identify the skills ad competencies for unlocking the organisation’s potential i.e. matching resources to business needs, anticipating problems of possible surpluses and developing a flexible workforce adaptable to change
• Recall the models for HR management and talent planning
• Describe the tools for effective talent planning
• Describe labour turnover and its implications
• Illustrate cost-effectiveness in relation to internal recruitment
• Identify the benefits and disadvantages of internal and external recruitment
• Explain preliminaries to selection such as; manpower planning, utilising the job description and person specifications
• Identify how to screen application forms and CVs for experience, qualifications and the subjective requirements of prospective candidates
• Identify common mistakes to avoid and eliminating bias
• Describe issues in introducing new employees such as; cultural differences, lack of communication and organisational change
• Define different types of psychometric, aptitude and achievement tests and their uses
• Identify the features a quality assurance policy is composed of
• Recognise the benefits, challenges and practices of developing a mentoring programme
• Identify the characteristics a mentor
• Define the importance of trust building and ethical considerations

Module-Specific Judgment Skills and Critical Abilities:

The learner will be able to:

• Critically examine the aim of resourcing strategies in terms of gaining a competitive advantage, identifying opportunities and HR constraints that may affect implementation
• Analyse the significance and implications of HR turnover
• Evaluate the application of tools for effective talent planning such as; SWOT analysis, supply/demand analysis, gap/surplus analysis and strategic talent plan
• Assess the advantages and disadvantages of recruiting internally and externally
• Analyse application forms and CVs
• Critically examine the usage of psychometric tests; cognitive ability tests, personality questionnaires, aptitude and psychological tests, interviews, references, biodata and work-sample tests
• Critique common mistakes to avoid when choosing the ideal candidate
• Analyse the benefits of the induction process and onboarding
• Evaluate the criteria for choosing a good mentor
• Critically examine the practices and challenges of a mentoring programme
• Examine the implications of failing to integrate new employees to the team and the consequences of lack of trust
• Analyse the employee’s contribution to the organisation

Module-Specific Communication Skills:

The learner will be able to:

• Identify the benefits of HR planning in achieving maximum performance, improving efficiency and reaching the organisation’s aims
• Discuss the labour turnover index and the stability index
• Illustrate inhibitions in directly approaching management regarding career progression
• Promote external recruitment methods such as; job centres, advertising, government funded schemes, recruitment agencies, personal referrals and unsolicited applications
• Identify common mistakes to avoid such as; gut feeling, halo effect, stereotyping, similar-to-me effect, contrast effect and first impressions
• Illustrate the implications of failing to integrate new employees to the team such as; isolation, conflict and turnover leading to another recruitment process
• Illustrate the key steps in induction i.e. avoiding overloading, prioritising, acknowledging and the importance of new tasks, adapting teaching techniques to the employee and including other co-workers in the induction process
• Identify how to build trust and offer support to employees
• Promote the key steps in the successful implementation of a mentoring programme i.e. developing a trust relationship, facilitate the familiarisation of the employee with the job processes, provide frequent feedback, manage transfer of knowledge and acknowledge the employee’s success
• Identify ethical issues in selecting employees

Module-Specific Learner Skills:

The learner will be able to:

• Proceed to identify the skills and competencies for future organisational needs
• Proceed to encourage career progression discussions
• Evaluate own learning in the implications of managerial interest in employees’ advancements
• Undertake further studies in the benefits of HR resource planning
• Evaluate own learning on the development of a quality assurance policy
• Study the internal and external recruitment methods
• Undertake further studies on induction and onboarding processes
• Proceed to explore the ethical implications in recruitment, resourcing and talent planning
• Study the importance of developing and implementing a mentoring programme

Module-Specific Digital Skills and Competences:

The learner will be able to:

• Navigate through the online learning platform to benefit from assignments, discussion boards, literature, tutorials etc.