Assignment Instructions/ Description
Assessment brief/activityYou are required to provide written responses to each of the following seven questions:Question 1Your organisation is based in two different countries (the UK and KSA). Write a short account which briefly assesses the labour market trends in each country. In your account, briefly explain the significance of tight and loose labour market conditions and how organisations position themselves strategically in competitive labour markets.
Question 2Give a brief description of the role of government, employers and trade unions in ensuring future skills needs are met.
Question 3Briefly describe the main principles of effective workforce planning and give some examples of any tools that may be used for this.
Question 41. Develop and provide a basic succession and career development plan2. Provide evidence to show your contribution to plans for downsizing an organisation3. Provide evidence to show your contribution to the development of job descriptions, person specifications and competency frameworks.
Question 5Explain some of the main legal requirements in relation to recruitment and selection and briefly assess the strengths and weaknesses of at least two different methods of recruitment and selection.
Question 6Briefly explain briefly why people leave or remain with organisations and provide a summary of some of the costs associated with dysfunctional employee turnover. Go on to assess the strengths and weaknesses of at least two different approaches to retaining talent.
Question 7Provide a brief summary of the advice you would provide to your organisation on good and lawful practice for managing dismissal, retirement and redundancies. Assessment Criteria
Assessment GuidanceResourcing and Talent Planning (5RST) – LOs 1, 2, 3 & 4
Candidates should provide written answers to each of the six questions of approximately 3900 words in total (divided appropriately across the questions).
Candidates should relate academic concepts, theories and professional practice to the way organisations operate, in a critical and informed way, and with reference to key texts, articles and other publications and by using organisational examples for illustration.
All 15 reference sources should be acknowledged correctly, and a bibliography provided where appropriate (these should be excluded from the word count).Question 1
Candidates should briefly compare different labour market conditions in the UK and KSA. For the comparison they could include some of the following:● tight and loose labour market conditions and levels of employment/unemployment● inequalities in wage levels● public and private sector differences● different types of employment contractQuestion 2
AC 1.4 Candidates should outline briefly the role of government, employers and trade unions in ensuring future skills needs are met. They could include some of the following: government funding for more apprenticeships; development of employer-led professional standards e.g. ‘trailblazers’, contribution of union learning representatives.Question 3
AC 2.1
Candidates should briefly describe the main principles of effective workforce planning. They could include some of the following: setting strategy, key stakeholder involvement, determining key skills and competencies required, gap analysis, building human capacity. They should give some examples of the tools that can be used in workforce planning e.g. they could briefly define some of the following: workforce strategy maps, scenario planning, span and gap analysis, organisational benchmarking, role fit etc.Question 4
AC 2.2, 2.3, 2.4 Candidates should give a brief account of the role of HR in:● developing basic succession planning process e.g. they could include from the following: identifying positions for which succession is required, identifying future job requirements, identifying possible successors; helping with building competencies; assessing progress● advising on career development options e.g. job enrichment, coaching and mentoring, training assignment, rotation etc● contributing to downsizing plans e.g. communicating, educating, providing leadership, ensuring equity and fairness, maintaining a managed approach● contributing to the development of job descriptions, person specifications and competency frameworks. They could include advising and supporting managers, ensuring compliance with the law and good practice, providing appropriate frameworks and templates.Question 5
AC 2.5, 2.6, Candidates should give examples of some of the main pieces of relevant legislation and may cite: Equality Act (2010), Data Protection Act (1998). They should give examples of the relative merits of two different recruitment and selection methods e.g. advertising in the media v using a recruitment agency; individual interviewing v assessment centres.Question 6
AC 3.1, 3.2 Candidates should give examples of why people leave or stay with organisations and summarise the costs associated with dysfunctional employee turnover e.g. increased costs in advertising for replacements, selection costs and costs to the business if productivity is affected. They should assess the relative merits of at least two different approaches to retaining talent e.g. financial benefits v other approaches e.g. flexible working, job enrichment.Question 7
AC 4.1 Candidates should cover all the three areas (dismissals, retirements and redundancies) and deal with both ‘good’ and legal practice and indicate that strict legal compliance may not equate to good practice.
Post a Comment