CIPD 7HR02 Resourcing and Talent Management to Sustain Success

Key contextual developments (technology, labour markets, business ethics, diversity and inclusion, regulation).

Securing and managing people resources for organisational success, the relative benefits of utilising the internal labour market vs external labour markets, defining and identifying talent, managing and developing talent, retaining talent, rewarding talent, advantages and disadvantages of ‘fast track’ approaches.

Debates about new flexible and agile staffing practices; relevant technological developments; responding to skills shortages and surpluses.

More Same code 7HR02 Assessment Tasks

Tutors have set other Same code 7HR02 tasks on this module too. They are listed below so you can see every version of the brief on one page.

7HR02: Critically evaluate your organisation’s employer brand and make recommendations: Resourcing and talent management to sustain success Assignment, CIPD, UK

Question 1 (AC 1.4)

Critically evaluate your organisation’s employer brand and make recommendations on how this can be improved to ensure a more compelling employee value proposition is offered, securing an enhanced reputation for the organisation in the labour market.

7HR02: Your knowledge and understanding of the material covered: Resourcing and Talent Management to Sustain Success Assignment, CIPD, UK

Introduction

Your knowledge and understanding of the material covered in this core unit will be assessed by the submission of an assignment.

The assignment questions will be drawn from different learning outcomes, featuring at least one assessment criterion in each learning outcome.

You will write a report to answer the questions posed. This constitutes your assignment for this unit. The total word count for the assignment will therefore be 4000 words, plus or minus 10%. The bibliography or list of references is not included in the total word count. Although exceeding the word count is not grounds for referral, assessors must only mark up to the word count limit, including the +10%. Any words that fall outside of this limit will not be marked.

Included within the word count should be any text that is central to a learner’s answer and which responds to and addresses the questions/tasks, excluding data presented in tables and diagrams. Where a learner wishes to present information that is not central to their response, but which underpins and is relevant to it, linked appendices may be provided and will not be counted within the word count. When assessing learner work, the appendices will not be marked but considered as information that supports the learner’s submission.

As this is a Level 7 Diploma, it is important that you are able to demonstrate not only good knowledge and understanding of the material associated with each learning outcome, but also the ability to develop an original argument and justify it persuasively with reference to wider reading, including statute and case law.

The six main criteria that CIPD requires centres to use when marking the assignments are outlined below.

(1) focus

(2) depth and breadth of understanding

(3) strategic application and professional advice

(4) research and wider reading

(5) persuasiveness and originality

(6) presentation and language

An overall grade for the unit is determined by adding up the marks within a grade achieved for each of the LOs – see the end of this document for the details on this.

Task

Write a briefing paper about the future of strategy and practice in the field of resourcing and talent management within your sector and organisation or one you are familiar with.

Your paper should be 4000 words in length and should be addressed to the CEO or HR Director in your organisation, as applicable.

• Your paper should focus on the following four areas:
• Resourcing and talent management strategy
• Recruitment and selection
• Workforce planning and employee retention
• Performance management

Your paper should provide a critical review on what is likely to stay the same and what is likely to change over the next ten years. You should present and justify your views on the short and medium term plans the organisation needs to put in place in order to keep pace with anticipated changes.

Your briefing paper should be well-referenced, using both academic papers/books and professional publications. All your key points of analysis and your recommendations should be persuasively justified.

7HR02: You are the chosen individual brought into the company and tasked with producing: Resourcing and talent management to sustain success Case Study, WLC, UK

Task:

You are the chosen individual brought into the company and tasked with producing an initial briefing paper of 4000 words that addresses all aspects of the board requirements explained below.

1. Mike has asked that it considers and recommends improvement to the remuneration packages and approaches for all employees, in parallel he wants direction on talent recruitment and retention techniques, particularly for hard-to-fill roles.
2. Sarah has asked that they look at how they can maintain but preferably improve the customer service and performance through the warehouses.
3. Diana has asked that it includes a focus on the line managers’ and supervisors’ roles in improving individual and team performance and engagement in the warehouses and also recommendations around succession planning and future-proofing routes to leadership so A2B2Z can become an “employer of choice rather than an employer of churn”
4. John has asked for a cost-effective strategic review of the challenges and risks this growth may pose to the organization and how these can be addressed. This should also include some measurable techniques and potential KPIs which can be cascaded through the organization. He also wants all assets fully utilized or disposed of if not supporting the current or growth potential of the business.
5. Kelly has asked how the organization should create and embed some practical behaviors and values that can help the organization’s reputation going forward.
6. Tara has asked that approaches to employee wellbeing and its benefits for the organization are explored including some available measurables. She has also asked if there are any system and IT infrastructure investments, they can recommend supporting these processes.

Achieving recognition as an employer of choice; developing a compelling employee value proposition; debates about employer branding. Managing diversity, ethical working practices.

2 Understand organisational recruitment and selection strategies.

• attraction
• selection
• induction

Use of technology in attracting – social media; interactive recruitment; in employee selection: online sifting, the use of chatbots, virtual reality and gamification; induction and socialisation of new staff; staffing overseas posts.

3 Understand the importance of succession planning to support sustainable organisational performance.

3.1 Evaluate long- and short-term talent planning approaches to meet organisational demand.

The major stages in workforce planning; debates about the relevance of workforce planning and major ways it is developing; talent reservoirs and pipelines; tools of succession planning and debates about these.

3.2 Analyse a range of analytics to determine talent planning and retention
strategies.

Employee turnover data, wastage rate, average tenure, cohort half-life, career progression and pathways; methods of measurement and recording; value of
considering a number of variables in analysis, including gender, age, ethnicity,
role, department, entry qualifications/skills.

3.3 Justify measures designed to reduce voluntary employee turnover.
Interventions designed to improve staff retention (pay, promotion and developmental opportunities, employee experience, work-life balance, effective leadership).