| INTERMEDIATE ASSIGNMENT Resourcing and Talent Planning (5RST) – Student name: | |||
| CRITERIA | MET/ NOT YET MET | COMMENTS | |
| LO1: 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. | |||
| LO2 Be able to undertake talent planning activities 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. | |||
| LO3: 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. | |||
| LO4: 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. | |||
| ASSESSMENT OUTCOME | |||
Students should please note that the above Assessment Outcome for this Unit is provisional and is subject to Internal Acacia Learning verification (IQA) and external CIPD Verification (EQA).
Marked by (tutor): Date
CIPD Candidate Assessment Activity
| Title of unit/s | Resourcing and Talent Planning | |
| Unit No/s | 5RST | |
| Level | 5 | |
| Credit value | 6 | |
| Assessment method(s) | Written answers and appropriate evidence of activity as specified in the questions | |
| Expiry date | ||
| Learning outcomes: Understand key contemporary labour market trends and their significance for workforce planning.Be able to undertake talent planning and recruitment activitiesUnderstand how to maximise employee retentionKnow how to manage dismissal, redundancy and retirement effectively and lawfully. | ||
| Assessment brief/activity You
are required to provide written responses to each of the following nine
questions: Question 1 Your
organisation is based in two different countries (the UK and another country
of your choice). Write a short account which briefly assesses the labour
market trends in each country. In your account, briefly explain the
significance of tight and loose labour market conditions and how
organisations position themselves strategically in competitive labour
markets. Question 2 Give a brief description of the role of government, employers and trade unions in ensuring future skills needs are met. Question 3 Briefly describe the main principles of effective workforce planning and give some examples of any tools that may be used for this. Question 4 Develop and provide a basic succession and career development plan. Question 5 Provide evidence to show your contribution to plans for downsizing an organisation. Question 6 Provide evidence to show your contribution to the development of job descriptions, person specifications and competency frameworks. Question 7 Explain some of the main legal requirements in relation to recruitment and selection and briefly assess the strengths and weaknesses of at least two different methods of recruitment and selection. Question 8 Briefly explain briefly why people leave or remain with organisations and provide a summary of some of the costs associated with dysfunctional employee turnover. Go on to assess the strengths and weaknesses of at least two different approaches to retaining talent. Question 9 Provide a brief summary of the advice you would provide to your organisation on good and lawful practice for managing dismissal, retirement and redundancies. | Assessment Criteria 1.1, 1.2, 1.3 1.4 2.1 2.2 2.3 2.4 2.5 2.6 3.1 3.2 4.1 | |
| Evidence to be produced/required Answers to each of the nine questions of approximately, 3600 words in total (divided appropriately across the questions). 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 (the bibliography is excluded from the word count). | ||
Assessment Guidance
| Resourcing and Talent Planning (5RST)
– LOs 1, 2, 3 & 4 Candidates should provide written answers to each of the six questions of approximately 3900 words in total (divided appropriately across the questions). Candidates 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). | |
| Question 1 AC 1.1, 1.2, 1.3 | Candidates should briefly compare different labour market conditions in the UK and another country of their choice. For the comparison they could include some of the following: tight and loose labour market conditions and levels of employment/unemploymentinequalities in wage levelspublic and private sector differencesdifferent types of employment contract |
| Question 2 AC 1.4 | Candidates should outline briefly the role of government, employers and trade unions in ensuring future skills needs are met. They could include some of the following: government funding for more apprenticeships; development of employer-led professional standards e.g. ‘trailblazers’, contribution of union learning representatives. |
| Question 3 AC 2.1 | Candidates should briefly describe the main principles of effective workforce planning. They could include some of the following: setting strategy, key stakeholder involvement, determining key skills and competencies required, gap analysis, building human capacity. They should give some examples of the tools that can be used in workforce planning e.g. they could briefly define some of the following: workforce strategy maps, scenario planning, span and gap analysis, organisational benchmarking, role fit etc. |
| Question 4 AC 2.2 | Candidates should give a brief account of the role of HR in: developing basic succession planning process e.g. they could include from the following: identifying positions for which succession is required, identifying future job requirements, identifying possible successors; helping with building competencies; assessing progressadvising on career development options e.g. job enrichment, coaching and mentoring, training assignment, rotation etc |
| Question 5 AC 2.3 | Candidates should give a brief account of the role of HR in: contributing to downsizing plans e.g. communicating, educating, providing leadership, ensuring equity and fairness, maintaining a managed approach |
| Question 6 AC 2.4 | Candidates should give a brief account of the role of HR in: contributing to the development of job descriptions, person specifications and competency frameworks. They could include advising and supporting managers, ensuring compliance with the law and good practice, providing appropriate frameworks and templates. |
| Question 7 AC 2.5, 2.6 | Candidates should give examples of some of the main pieces of relevant legislation and may cite: Equality Act (2010), General Data Protection Regulations (GDPR) (2018). They should give examples of the relative merits of two different recruitment and selection methods e.g. advertising in the media v using a recruitment agency; individual interviewing v assessment centres. |
| Question 8 AC 3.1, 3.2 | Candidates should give examples of why people leave or stay with organisations and summarise the costs associated with dysfunctional employee turnover e.g. increased costs in advertising for replacements, selection costs and costs to the business if productivity is affected. They should assess the relative merits of at least two different approaches to retaining talent e.g. financial benefits v other approaches e.g. flexible working, job enrichment. |
| Question 9 AC 4.1 | Candidates should cover all the three areas (dismissals, retirements and redundancies) and deal with both ‘good’ and legal practice and indicate that strict legal compliance may not equate to good practice referencing current UK legislation in relation to each area. |
