RESOURCING AND TALENT PLANNING (5RST)

 Unit Overview

HR's role in workforce mobilisation is explained by resourcing and talent planning. When an organisation has a specific set of goals in mind, it needs to have the right people in the proper positions at all times. It's a department tasked with explaining the importance of attracting, hiring, and retaining top talent for the company. Organizations compete for talent in the labour market, and in this section, students study about the methods used to choose the best individuals from the workforce. Students who take the class should understand that the organisation they will be working for will have to recruit employees to ensure that they support the organization's growth. Consequently, they should keep this cipd level 5 unit in mind when planning their hiring and selection processes, as well as when implementing succession planning and talent management strategies that contribute to the growth of the organisation as a whole.

Learning Outcomes

Learners should be able to by the end of this unit;

• To be able to compare and contrast how the labour markets in various nations affect workforce planning
• Learn about the legal obligations that HR and other professionals must take into account while making plans for the company's employees.
• To be able to identify what skills and abilities are needed by the workforce to perform certain organisational responsibilities
• Have the capacity to write job descriptions and person specifications for candidates applying for a position in the company.
• Become familiar with the many ways in which people are selected and hired, and how and when they are used
• Effective personnel planning and management requires a thorough understanding of organisational retention tactics.

The state of the labour market

Students in this course should be able to distinguish between a "tight" and "loose" workforce. This has a bearing on the type of labour rivalry that an organisation will face while trying to find the best candidate for a certain position. According to Gumata and Ndou (2017), there are disparities in the labour market situations in different countries. There aren't as many workers available to fill open positions, which means there's more competition to find the appropriate person for the job, according to the author. On the other hand, a loose labour market is one in which there are numerous workers but few job possibilities. China, for example, has a liberal labour market, while the UK has a tight labour market.

Organizational positioning in a competitive labour market requires foresight.

The policies and legal standards that are followed in the hiring and selection of personnel should be identified by organisations. Organizational workforce planning demands that practitioners use methods to draw in the best and brightest employees. Aside from promoting the careers of their employees, organisations should also position themselves in a way that ensures that the employees have a strong sense of personal fulfilment and loyalty to the organisation.

Training of the future employees

Employers need to be able to connect their hiring process with fulfilling organisational goals, and this can only happen if employees' future capabilities are being developed. Several parties are involved in ensuring that future skill requirements are met. The government, labour unions, and business owners are all considered to be stakeholders.

Managing the workforce

he unit provides information on the principles of workforce planning, and these principles include: involving the HR in the workforce planning process, determining the expertise of the employees in carrying out organisational roles by identifying with their skills, knowledge, and competence, and monitoring the planning process to enhance capital gains.

Aside from a thorough understanding of the principles, students should also be familiar with the various workforce planning methods that have been recommended for research in this unit.

Development of a long-term plan for succession and career advancement

Students learn about the importance of succession plans and career development plans in order to ensure that the organization's goals are met. Students should learn that as HR professionals, they have a responsibility to ensure that the proper applicant fills a vacant position for strategic talent management when it comes to succession planning. With regard to a specific job position, HR is responsible for making sure that the employee's talents are properly promoted so that they can succeed in that position.

Reducing the size of businesses

When an organisation is forced to reduce its workforce, the HR department is often forced to let some of its best and brightest employees go. It's important for students to understand how to effectively communicate with employees about why the company has to downsize, and how to prepare them for the consequences. Most of the time, employees become agitated, frightened, and irritated as a result of these situations. Human resources specialists are tasked with helping them. Employees' freedom of choice should be a consideration when HR decides whether or not to keep them on board with the company's goals for equity and fairness in hiring and firing (Redman, 2016).

Definition, specification, and methodology for assessing candidates' abilities and knowledge

Job descriptions are written to entice potential employees from the market's pool of applicants. After defining the position's goals and duties, students should be able to create an effective tool for their future employment opportunities. Job specifications follow the job description, and they are believed to bring about the important and desired traits that the candidate should have in order to succeed in the job position.. Candidates can use the competency framework to find out what abilities they'll need to succeed in their new positions.