CIPD Candidate Assessment Activity Title of unit/s
Resourcing and Talent Planning
Unit No/s
5RST
Level
5
Credit value
6
Assessment method(s)
1. Written answers to questions
Learning outcomes 1 Understan Understand d key contempor contemporary ary labour labour market market trends trends and teir teir signi!ican signi!icance ce !or work!orc work!orce e planning planning.. " #e able able to undertak undertake e talent talent plan planning ning and recruitm recruitment ent acti$i acti$ities ties % Under Understa stand nd ow ow to ma& ma&imi imise se empl employe oyee e reten retentio tion n ' (now ow ow to manage manage dismissal dismissal)) redundan redundancy cy and retirem retirement ent e!!ecti e!!ecti$ely $ely and and law!ully law!ully.. Assessment !rief/activity Assessment *ou are required to pro$ide written responses to eac o! te !ollowing si& questions+ Criteria "uestion # *our organisation is based in two di!!erent countries ,te U( and anoter country o! your coice-. Write a sort account wic brie!ly assesses te labour market trends in eac country. n your account) brie!ly e&plain te signi!icance o! tigt and loose labour market conditions and ow organisations position temsel$es strategically in competiti$e labour markets.
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"uestion $ /i$e a brie! description o! te role o! go$ernment) employers and trade unions in ensuring !uture skills needs are met.
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"uestion % #rie!ly describe te main principles o! e!!ecti$e work!orce planning and gi$e some e&les o! any tools tat may be used !or tis.
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"uestion & /i$e a brie! account o! 0Rs role in eac o! te !ollowing+ 2 de$eloping basic succession and career de$elopment plans 2 contributing to plans !or downsi3ing an organisation 2 contributing to te de$elopment o! 4ob descriptions) person speci!ications and competency !rameworks. "uestion ' &plain some o! te main legal requirements in relation to recruitment and selection and brie!ly assess te strengts and weaknesses o! at least two di!!erent metods o! recruitment and selection. /o on to e&plain brie!ly wy people lea$e or remain wit organisations and pro$ide a brie! summary o! some o! te costs associated wit dys!unctional employee turno$er. Pro$ide a brie! assessment o! te strengts and weaknesses o! at least two di!!erent approaces to retaining talent.
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"uestion '.1 Pro$ide a brie! summary o! te ad$ice you would pro$ide to your organisation on good and law!ul practice !or managing dismissal) retirement and redundancies. vidence to !e *roduced/re+uired nswers to eac eac o! te si& questions questions o! appro&ima appro&imately) tely) %%77 words words in total ,di$ided ,di$ided appropriately appropriately across te questions-. *ou sould relate academic concepts) teories and pro!essional practice to te way organisations operate) in a critical and in!ormed way) and wit re!erence to key te&ts) articles and oter publications and by using organisational e&les !or illustration.
,uidance for Assessors for - .esourcing and Talent Planning ('.T) - L0s #1 $1 % 2 & This guidance is for assessors only and should not !e handed out to candidates3 ;andidates sould pro$ide written answers to eac o! te si& questions o! appro&imately % %77 words in total ,di$ided appropriately across te questions-.
;andidates sould relate academic concepts) teories and pro!essional practice to te way organisations operate) in a critical and in!ormed way) and wit re!erence to key te&ts) articles and oter publications and by using organisational e&les !or illustration. ll re!erence sources sould be acknowledged correctly and a bibliograpy pro$ided were appropriate ,tese sould be e&cluded !rom te word count-. "uestion # AC #3#1 #3$1 #3%
;andidates sould brie!ly compare di!!erent labour market conditions in te U( and anoter country o! teir coice.
"uestion $ AC #3&
"uestion % AC $3#
;andidates sould outline brie!ly te role o! go$ernment) employers and trade unions in ensuring !uture skills needs are met. Tey could include some o! te !ollowing+ go$ernment !unding !or more apprenticesips@ de$elopment o! employer2led pro!essional standards e.g. Atrailbla3ers) contribution o! union learning representati$es. ;andidates sould brie!ly describe te main principles o! e!!ecti$e work!orce planning. Tey could include some o! te !ollowing+ s etting strategy) key stakeolder in$ol$ement) determining key skills and competencies required) gap analysis) building uman capacity. Tey sould gi$e some e&les o! te tools tat can be used in work!orce planning e.g. tey could brie!ly de!ine some o! te !ollowing+ work!orce strategy maps) scenario planning) span and gap analysis) organisational bencmarking) ro le !it etc.
"uestion & AC $3$1 $3%1 $3&
"uestion ' AC $3'1 $31
"uestion ' AC %3#1 %3$
;andidates sould gi$e a brie! account o! te role o! 0R in+ de$eloping basic succession planning process e.g. tey could include !rom te • !ollowing+ identi!ying positions !or wic succession is require d) identi!ying !uture 4ob requirements) identi!ying possible successors@ elping wit building competencies@ assessing progress ad$ising on career de$elopment options e.g. 4ob enricment) coacing and mentoring) • training assignment) rotation etc contributing to downsi3ing plans e.g. communicating) educating) pro$iding leadersip) • ensuring equity and !airness) maintaining a man aged approac contributing to te de$elopment o! 4ob d escriptions) person speci!ications and • competency !rameworks. Tey could include ad$ising and supporting man agers) ensuring compliance wit te law and good practice) pro$iding appropriate !rameworks and templates. ;andidates sould gi$e e&les o! some o! te main pieces o! rele$ant leg islation and may cite+ quality ct ,"717-) Bata Protection ct ,1CCD-. Tey sould gi$e e&les o! te relati$e merits o! two di!!erent recruitment and s election metods e.g. ad$ertising in te media $ using a recruitment agency@ indi$idual inter$iewing $ assessment centres.
;andidates sould gi$e e&les o! wy people lea$e or stay wit organisations and summarise te costs associated wit dys!unctional employee turno$er e.g. increased costs in ad$ertising !or replacements) selection costs and costs to te business i! producti$ity is a!!ected. Tey sould assess te relati$e merits o! at least two di!!erent approaces to retaining talent e.g. !inancial bene!its $ oter approaces e.g. !le&ible working) 4ob
;andidates sould co$er all o! te tree areas ,dismissals) retirements and redundanciesand deal wit bot Agood and legal practice and indicate tat strict legal compliance may not equate to good practice.
