5HR02 Talent management and workforce planning

Description

Task 

You work for a large organisation that has just completed a restructure of its people function.You work in the resourcing team having previously specialised in employment relations. Your new manager is an experienced resourcing specialist and is delivering a webinar at a forthcoming CIPD branch event. The event is popular, with many bookings made. When participants make a booking, they are asked to include questions they would like answers to. 

Your manager is keen to develop your knowledge of talent management and workforce planning and has asked you to prepare full written answers to the 15 questions the participants have raised.The questions are varied, and you want to impress your new manager with your answers as well as your ability to independently research any areas you are unfamiliar with. The questions will be answered during the webinar, so it is important your answers are focused, clear and concise. 

In addition, you should make appropriate use of academic theory and practical examples to expand your responses and illustrate key points.Please ensure that any references and sources drawn upon are acknowledged correctly and supported by a bibliography.

To help the reader, please make use of headings and assessment criteria references to signpost the assessment criteria being addressed.

The 15 questions follow:

How can organisations strategically      position themselves in competitive labour markets? (AC 1.1)

What is the impact of changing labour      market conditions on resourcing decisions? (AC 1.2)

What is the role of government, employers      and trade unions in ensuring future skills needs are met? (AC 1.3)

1. I am new to people practice and have heard      that workforce planning is important. Before I try to convince others of      this, I welcome the views of someone with more experience. Could you      analyse the impact of effective workforce planning? (AC 2.1)

I want to introduce workforce planning in      my organisation but I’m unsure which technique/s to use. Could you      evaluate the techniques used to support the process of workforce planning?      (AC 2.2)

1. Could you explain two approaches to      succession and contingency planning aimed at mitigating workforce risks?      (AC 2.3)

I tend to advertise all vacancies on our      organisation’s website, then managers interview applicants. I would like      to consider other recruitment and selection methods. Could you briefly      assess the strengths and weaknesses of these methods as well as one other      recruitment method and one other selection method? (AC 2.4)

1. I am aware employee turnover rates vary      from one organisation to another but what turnover and retention trends exist and what factors influence why people choose to leave or      remain? (AC 3.1)

I want to compare different approaches to      developing and retaining talent on an individual and group level? Could      you give me some pointers? (AC 3.2)

1. Could you evaluate approaches that an      organisation can take to build and support different talent pools? (AC      3.3)

Could you evaluate two benefits of      diversity in building and supporting talent pools? (AC 3.4).

1. I am trying to persuade managers in my      organisation to take employee turnover more seriously but have been      unsuccessful. Could you explain the impact associated with dysfunctional      employee turnover? (AC 3.5)

Could you assess suitable types of      contractual arrangements dependent on specific workforce need. (AC 4.1)

1. I have heard there are different types of      terms in contracts – surely a term is a term. Can you differentiate      between express terms and implied terms? (AC 4.2)

Could you explain the components and two      benefits of effective onboarding? (AC 4.3)