7RTM Unit Overview

The Resourcing and Talent Management course teaches participants how to manage talent in today's labour markets. According to CIPD (2020), talent management is defined as the process of attracting the best personnel, developing and engaging them inside the organisation, and retaining them with the goal of boosting the organization's success. HR professionals enrolled in the Resourcing and talent management course should possess the abilities necessary to mobilise personnel, and thus must be accountable for identifying individuals with the necessary talents and attitudes to accomplish the organization's goals and objectives. 

Mobilizing an organization's personnel also entails an obligation on the part of human resources to ensure that the correct talent is hired. This means that human resources must be vigilant in ensuring that they hire the best people who can compete effectively in the labour market and has the necessary capabilities for the organisation. Retention also refers to the organization's goal of retaining staff for a longer period of time in order to prevent attrition and recruitment expenditures. Thus, the course is critical in defining the role of human resources in designing strategies for attracting and retaining talent with the goal of achieving a competitive edge.

The labour market

The course serves as a foundation for discussing how job markets vary globally and the implications for human resource practitioners and organisations. Clearly, the demand for talents in the current labour market is projected to shift, as is the supply, which means that companies will soon be fighting for talent critical to achieving organisational goals (Whysall, Owtram, and Brittain, 2019). In this context, the course will shed light on the competitive character of the labour market and the strategic decisions made by human resource professionals in order to ensure that they find the best people.

Competitiveness of the organisation in terms of resourcing and talent management

Because organisations aim to acquire and retain competent individuals to meet organisational objectives, they must compete in the labour market to find and hire the best candidates (Pilbeam and Corbridge, 2010). Several factors identified in the course that will assist organisations in achieving their objectives include the following: 1) the need for organisations to acquire people with the necessary skills and knowledge to accomplish organisational goals; 2) the need to promote employment flexibility; and 3) the organization's and its operations' market positioning, in which the organisation will compete for talent in the same market. 4) achieving work-life balance, which is critical in deciding how human resources fosters a balance between employees' personal and professional lives. 5) job analysis, which is concerned with creating the appropriate job descriptions and specifications for the employees required by the organisation. 6) work environment flexibility, 7) management of employee and skill shortages in the industry or labour market, 8) management of diverse groups of employees and diverse skill sets in the market, and 9) development of an ethical work environment in which ethical policies and practises are implemented with the goal of effectively managing talent within the organisation.

Recruitment and selection of employees

The training provides an overview of the approaches employed in the organization's recruitment process. The learners gain knowledge about how to attract employees on a national and worldwide basis. This is considered to be a component of human resource management, as human resource practitioners are expected to become familiar with and relate to various forms of job administration, as well as the involvement of employment agencies in locating the best employees for a job position within the organisation (Whysall, Owtram, and Brittain, 2019). Additionally, the learners gain an understanding of the dependability and validity of the many approaches used to choose candidates for jobs.

Additionally, the course discusses the many selection techniques used to determine the best candidates for the job. Numerous options are available, including conducting psychometric tests, interviewing job candidates, and utilising assessment centres to aid in the recruitment and selection process. Following selection, the induction process begins, which is thoroughly covered throughout the module.

Workforce planning

Additionally, the course provides insight into workforce planning. The CIPD (2020) defines workforce planning as the process by which an organization's changing needs are effectively linked with its people strategy. This relates to the development of information that is helpful in assisting human resource practitioners in planning the appropriate actions to take. This pertains primarily to succession planning, in which the appropriate candidate is chosen to replace another employee, organisational flexibility in carrying out responsibilities, subcontracting alternatives, and consideration of external consultants in promoting workforce planning (Cannon and McGee, 2011)

Employee churn

The training discusses how and why employee turnover data is collected. This is critical in assisting human resource practitioners in making decisions about the tactics to adopt in order to reduce undesired turnover within the organisation. Additionally, information is offered on the role of human resources in designing strategies that ensure employees stay with the organisation for a longer period of time.

Dismissals, redundancies, and retirement

Occasionally, organisations are forced to take measures to ensure that certain employees are let go. As a result, this module includes information on the legal rights that employers should consider before taking action to terminate an employee's employment. Dismissals, as well as disciplinary actions and procedures, should adhere to legal and ethical standards. Additionally, information on retirement planning has been included to assist learners in acquiring the necessary knowledge.

The outcomes of education

By the end of this course, learners should be able to: • Analyze labour markets and their subsequent changes; and • Identify sources of staff to ensure that present and future employee demands are met.

• Develop strategies for improving employee resourcing and ensuring that talent management strategies are developed effectively within the organisation. • Gain insight into the recruitment of qualified employees, selection, and induction processes to ensure that they hire the right professionals to perform organisational functions.

• Be able to utilise turnover data collected from the organisation in order to make efficient strategic decisions about employee retention.

• Manage dismissals effectively by adhering to employees' legal rights, enforcing fair disciplinary procedures, and developing legal and ethical retirement plans.

Finally, the CIPD Level 7 Resourcing and talent management course will benefit professionals who make human resource decisions, support human resource operations, and those interested in improving their human resource careers.