Resourcing and Talent Planning (RTP) ASSESSMENT
Unit Type: Core
Credit Value: 6 credits
Assessment Code: 5RTP (NAB I305001)
Background to Unit â€“ Resourcing and Talent Planning (RTP)
A fundamental part of the human resource (HR) management role is concerned with the mobilisation of a workforce, taking responsibility for ensuring that the organisation is able to access the skills it needs at the time and in the places that it needs them to drive sustained organisation performance. This involves attracting, retaining and, from time to time, managing the departure of staff from the organisation. Achieving this requires insight-driven strategic and operational activity. Organisations are obliged to compete with one another to secure the services of a workforce in labour markets that are continually evolving. One of the major aims of this unit is thus to introduce learners to the strategic approaches that organisations take to position themselves as employers in the labour market and to plan effectively so that they are able to meet their current and anticipated organisational skills needs. Another is to introduce the key operational tools, techniques and practices that organisations use to resource their organisations effectively. These encompass recruitment, selection, workforce planning, staff retention, succession planning, retirement and dismissal processes. The purpose of this unit is to provide an overview of the way different organisations are managing these activities and which are the most effective in the context of diverse and distributed locations.
On completion of this unit, learners will (those highlighted in bold pertain specifically to this assessment):
1. Understand key contemporary labour market trends and their significance for different kinds of organisation and in different country contexts.
2. Be able to undertake core talent planning activities.
3. Know how to contribute to the development of resourcing strategies.
4. Be able to manage recruitment and selection activities effectively and within the expectations of the law and good practice.
5. Understand how to maximise employee retention.
6. Know how to manage dismissal, redundancy and retirement effectively and lawfully.
Assessment criteria (those highlighted pertain specifically to this assessment):
Learning outcomes The learner will: Assessment criteria (AC) The learner can:
1 Understand key contemporary labour market trends and their significance for different kinds of organisation and in different country contexts.
1.1 Evaluate the major contemporary labour market trends in different country contexts.
1.2 Explain the significance of tightening and loosening labour market conditions.
1.3 Describe the role of government, employers and trade unions in helping to ensure that future skills needs are met. 2 Be able to undertake core talent planning activities. 2.1 Describe the principles of effective workforce planning and tools used to carry it out. 2.2 Develop basic succession and career development plans. 2.3 Contribute to plans for downsizing an organisation. 3 Know how to contribute to the development of resourcing strategies. 3.1 Analyse the relative strengths and weaknesses of labour market competitors. 3.2 Explain how organisations position themselves strategically in competitive labour markets. 3.3 Evaluate why and how organisations seek to be seen as employers of choice.
4 Be able to manage recruitment and selection activities effectively and within the expectations of the law and good practice.
4.1 Contribute to the development of job descriptions, person specifications and competency frameworks.
4.2 Explain the main legal requirements in relation to recruitment and selection.
4.3 Assess the strengths and weaknesses of major methods of recruitment.
4.4Assess the strengths and weaknesses of major methods of selection.
5RTP (NAB I305001) Version: Aug 13 â€“ Assessment Brief
5 Understand how to maximise employee retention. 5.1 Explain the costs associated with dysfunctional employee turnover and ways of calculating them. 5.2 Examine why people choose to leave or remain employed by organisations. 5.3 Assess the strengths and weaknesses of different approaches to the retention of talent.
6 Know how to manage dismissal, redundancy and retirement effectively and lawfully.
6.1 Explain the main legal requirements in relation to dismissal, retirement and redundancy.
6.2 Advise organisations on good practice in the management of dismissals, retirements and redundancies.
Your task (AC 2.1, 2.2, 2.3, 3.1, 3.2, 3.3, 5.1, 5.2, 5.3)
1. You are asked to distinguish between the following HR activities:
ï‚· workforce planning
ï‚· succession planning
ï‚· career development planning
Briefly define each of the three terms, clearly explaining how the tools and activities differ in each case and then
explain, using examples, how each could be relevant when an organisation is anticipating the need to downsize
over the coming three years. (AC 2.1, 2.2, 2.3)
2. Your manager reads an article in which the term ’employer of choice’ is used. She is interested to know whether your organisation should seek to achieve this status, what the advantages and disadvantages are and what would need to be done in order to achieve this objective. Your answer should make reference to organisations that have positioned themselves as employers of choice. (AC 3.1,3.2, 3.3)
3. Staff turnover in your organisation is a problem and you have been asked to set out a business case for investing some resources in reducing staff turnover and to identify and explain which measures aimed at improving employee retention would be most appropriate to adopt and why. (AC 5.1, 5.2, 5.3)
Answers should equate to a maximum of 1000 words per task, together with a list of cited references.
Throughout the assessment:
ï‚· you must make sure you refer to the assessment criteria above to ensure you are meeting all of it in your answer. You need to be aware that each task above may cover more than one assessment criteria and each criteria may be covered in more than one task;
ï‚· you are strongly advised to read the assessment guidance that accompanies the assessment (focus on the assessment criteria relevant for this assessment), so that you can answer the question(s) within the context provided in the assessment itself;
ï‚· you should refer to best practice and relevant legislation where appropriate, and include reference to appropriate literature sources to demonstrate your wider reading. Demonstrating evidence of wider reading through appropriate referencing will improve your answer and increase the likelihood of your work achieving a â€˜Passâ€™. Failure to reference properly will result in an assessment being â€˜referredâ€™.
Your assessment should be submitted to the VLE. Please refer to the study calendar for the submission deadline.