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Candidate Assessment Activity
Title of unit/s
Resourcing and Talent Planning
Unit No/s
5RST
Level 5
Credit value 6
Assessment method(s)
Typed responses
Learning outcomes:
1 Understand key contemporary labour market trends and their significance for workforce planning.
2 Be able to undertake talent planning and recruitment activities.
3 Understand how to maximize employee retention.
4 Know how to manage dismissal, redundancy and retirement effectively and lawfully.
Assessment brief/activity
This assessment is broken down into 5 key areas, The Labour Market, Recruitment and Selection, Talent Planning, Downsizing and Turnover. You need to explore and research these key topic areas and provide your findings in a written document using the category headings for the CEO of your chosen organization.
Key Area 1 – Labour Market
Your business is looking to expand into another country and therefore you need to provide a comparison of two countries
This comparison must include the following information :
• Contemporary labour market trends in different country contexts
• Review the concept of Tight and Loose labour market conditions in your chosen countries
Key Area 2 – Recruitment and Selection
Having found out about the labour market conditions from an international perspective,
you have now been tasked with running a recruitment project. You are looking for a customer service team with specific skills. You are continuing to build your reputation and become an “employer of choice”. This next part of the assessment asks you to carry out the following research:
• Explain the main legal requirements in relation to recruitment and selection
• Prepare an example of a job descriptions, a person specification and a competency framework linked to a chosen job role i.e. customer service operative
• Assess the strengths and weaknesses of different 2 methods of recruitment and selection.
• Discuss the strengths and weaknesses of different approaches to retaining talent and how becoming an Employer of Choice can improve the organizations position in competitive labour markets.
Key Area 3 – Talent Planning
As part of future development plans for your new team you need to provide information on ensuring future skills are met in the workplace , for this you need to provide information on the following :
Assessment
Criteria 1.1, 1.3, 2.5, 2.4, 2.6, 3.2, 1.2
AVADO Learning Limited. Registered in England with number 06177616.
Registered office: Landmark House, Hammer smith Bridge Road, London, W6 9EJ. VAT Registration number: 918560018.
Authorized and regulated by the Financial Conduct Authority – Interim Permission Number 611566
• Describe the role of government, employers and trade unions in ensuring future skills needs are met.
• Describe the principles of effective workforce planning and the tools used in the process; provide an example of a basic succession and career development plan
Key Area 4 – Downsizing
Unfortunately part of your business has become to struggle in the UK and is no longer making a profit, you have been tasked with working with this part of the business and organize the downsizing and restructure which has resulted in redundancies being
made.
• Provide an example of how HR would contribute to the plans for downsizing an organization
• Advise organizations on good practice in the management of redundancies and retirements that complies with current legislation.
Key Area 5 – Turnover
One of your new team members of the customer department, has been dismissed due to high absenteeism; this is classed as “involuntary turnover “. Please, describe the legally compliant procedure and best practice for dismissal
Also as part of this process you need to provide the following information on:
• Explain why people choose to leave or remain employed by organizations and the costs associated with dysfunctional employee turnover.
1.4, 2.1
2.2, 2.1
2.3, 4.1, 4.1, 3.1
Evidence to be produced/required
A typed word document divided into the five key areas as outlined above equating to 4500 words in total
You should relate academic concepts, theories and professional practice to the way organizations operate, in a critical and informed way, and with reference to key texts, articles and other publications and by using organizational examples for illustration.
All reference sources should be acknowledged correctly and a bibliography provided where appropriate (these should be excluded from the word count) 5RST Learning Outcomes Assessment
Criteria
1 Understand key contemporary labour market trends and their significance for workforce planning.
1.1 Assess the major contemporary labour market trends in different country contexts.
1.2 Explain how organizations position themselves strategically in competitive labour markets
1.3 Explain the significance of tight and loose labour market conditions.
1.4 Describe the role of government, employers and trade unions in ensuring future skills needs are met.
AVADO Learning Limited. Registered in England with number 06177616.
Registered office: Landmark House, Hammer smith Bridge Road, London, W6 9EJ. VAT Registration number: 918560018.
Authorized and regulated by the Financial Conduct Authority – Interim Permission Number 611566
2 Be able to undertake talent planning and recruitment activities.
2.1 Describe the principles of effective workforce planning and the tools used in the process
2.2 Develop basic succession and career development plans.
2.3 Contribute to plans for downsizing an organization.
2.4 Contribute to the development of job descriptions, person specifications and competency frameworks.
2.5 Explain the main legal requirements in relation to recruitment and selection.
2.6 Assess the strengths and weaknesses of different methods of recruitment and selection.
3 Understand how to maximize employee retention.
3.1 Explain why people choose to leave or remain employed by organizations and the costs associated with dysfunctional employee turnover.
3.2 Assess the strengths and weaknesses of different approaches to the retention of talent.
4 Know how to manage dismissal, redundancy and retirement effectively and lawfully.
4.1 Advise organizations on good practice in the management of dismissals, retirements and redundancies that complies with current legislation.
More details and explanation of the above
Question 1: Labour Market
Your business is looking to expand into another country. You have been asked to provide a comparison of two countries, one being the UK.
This comparison must include the following information:
• Contemporary labour market trends in different country contexts
• A review of the concept of Tight and Loose labour market conditions and link to a specific
sector, for example customer service
Assessment criterions: 1.1 Assess the major contemporary labour market trends in different country
contexts.
Assessment criterion: 1.3 Explain the significance of tight and loose labour market conditions.
Guidance:
1.1: For this AC you need to briefly compare different labour market conditions in the UK and another country.
The below topics will help you compare, it is recommended you discuss 2 areas for each country:
Discussions could form ideas from the list below:
• inequalities in wage levels
• public and private sector differences
• different types of employment contract
• types of skills required
• demographics
• geographical economic differences North vs South divides
• economic growth/decline sectors i.e. decline of manufacturing in the U.K, increase in the service industry
1.3: You will need to explain the “significance” of tight and loose labour market conditions and levels
of employment/unemployment.
You could use Stephen Taylor’s model of tight vs loose market conditions to help you provide context.
Question 2: Recruitment and Selection
Having found out about the labour market conditions from an international perspective, you have now been tasked with running a recruitment project. You are looking for a customer service team with specific skills. You are continuing to build your reputation and become an “employer of choice”. This next part of the assessment asks you to carry out the following research:
• Explain the main legal requirements in relation to recruitment and selection (2.5)
• Prepare an example of a job descriptions, a person specification and a competency framework linked to a chosen job role i.e. customer service operative (2.4)
• Assess the strengths and weaknesses of different 2 methods of recruitment and selection
(2.6)
• Discuss the strengths and weaknesses of different approaches to retaining talent and how becoming an Employer of Choice can improve the organizations position in competitive labour markets (3.2, 1.2)
Assessment criterion: 2.5 Explain the main legal requirements in relation to recruitment and selection.
Assessment criterion: 2.4 Contribute to the development of job descriptions, person specifications
and competency frameworks.
Assessment criterion: 2.6 Assess the strengths and weaknesses of different methods of recruitment
and selection.
Assessment criterion: 3.2 Assess the strengths and weaknesses of different approaches to the
retention of talent.
Assessment criterion: 1.2 Explain how organizations position themselves strategically in competitive labour markets.
Guidance:
2.5 You must be review key legislation that links to R&S context should be provided, the following
must be included:
• Equality Act 2010
• Data Protection Act.
2.4 You will need to provide an example of each of the following:
• Personal specification
• Job description
• Competency framework
These examples must link with a basic customer service role and a short context needs to be
provided on each example.
The examples should be placed in the appendices. You will need to provide context behind the
example in the main body.
2.6 You need to provide 2 methods of recruitment and selection as a minimum and outline a small
range of strengths and weaknesses. A table would lend itself well here.
Options that could be included within this part:
• social media
• agencies, assessment centers
• interviews, CVs etc.
The requirement for this criterion is ONLY 2 methods of recruitment and selection NOT 2 methods of recruitment plus 2 methods of selection.
3.2 For this criterion you must describe 2 approaches to retaining talent.
1.2 This discussion will lead onto how become an employer of choice which must include the
following:
• How to become an employer of choice and how this links to market position.
You could also include the following:
• A discussion on benefits, definition, career progression & development.
Question 3: Talent Planning
As part of future development plans for your new team you need to provide information on ensuring
future skills are met in the workplace, for this you need to provide information on the following:
• Describe the role of government, employers and trade unions in ensuring future skills needs are met. (1.4, 2.1)
• Describe the principles of effective workforce planning and the tools used in the process;
provide an example of a basic succession and career development plan (2.2, 2.1)
Assessment criterion: 1.4 Describe the role of government,employers and trade unions in ensuring
future skills needs are met.
Assessment criterion: 2.1 Describe the principles of effective workforce planning and the tools used
in the process.
Assessment criterion: 2.2 Develop basic succession and career development plans.
Guidance:
2.1 For this part of the submission a short discussion on workforce planning is required. You must
outline the main principles/benefits.
The rest of the assessment criteria will provide the working examples to underpin this discussion.
1.4 You need to outline briefly the role of government, employers and trade unions in ensuring future skills needs are met. Your discussion could be formed of the following:
• government funding for more apprenticeships;
• development of employer-led professional standards e.g. ‘trailblazers’,
• contribution of union learning representatives.
2.2 An example of the following needs to be provided:
• Basic succession plan/framework which could include:
o Future needs
o Linking current staff to future roles
o Competencies & Skills
• Basic Career development plan/framework which could include:
o Methods
o Goal setting
o Pathways
Question 4: Downsizing
Unfortunately, part of your business has started to struggle in the UK and is no longer making a profit.
You have been tasked with working with this part of the business and organizing the downsizing and restructure which has resulted in redundancies being made.
You need to:
• Provide an example of how HR would contribute to the plans for downsizing an organization
(2.3)
• Advise organizations on good practice in the management of redundancies and retirements
that complies with current legislation. (4.1)
Assessment criterion: 4.1 Advise organizations on good practice in the management of dismissals,
retirements and redundancies that complies with current legislation
Assessment criterion: 2.3 Contribute to plans for downsizing an organization.
Guidance:
2.3 You need to discuss the role of HR in contributing to downsizing plans, for example;
communicating, educating, providing leadership, ensuring equity and fairness, maintaining a
managed approach.
This part of the submission then links with 4.1. Your discussion should include the following:
Redundancies – discussion must include:
• Fair reasons for redundancies.
• consultation and outline the different time frames for different size groups.
Discussions could include:
• Overview of pay calculations.
Retirement– discussion must include:
• No law linked to enforcing the retirement age
• How organizations can facilitate a smooth process – phasing out, golden goodbyes etc.
• Relevant legislation such as Equality Act 2010 (discrimination).
Discussions could include:
• They could comment on the value of people at retirement age and how they can be a benefit
on short hour’s contracts.
Question 5: Turnover
One of your new team members of the customer department, has been dismissed due to high
absenteeism; this is classed as “involuntary turnover “. Please provide a best practice guide on
dismissing this employee with regard to the law and timings.
Also as part of this process you need to provide the following information:
• Explain why people choose to leave or remain employed by organizations and the costs
associated with dysfunctional employee turnover.
• Involuntary Turnover is one example of Turnover. Please describe the other types and the
costs associated with dysfunctional employee turnover
Assessment criterion: 3.1 Explain why people choose to leave or remain employed by organizations
and the costs associated with dysfunctional employee turnover.
Assessment criterion: 4.1 Advise organizations on good practice in the management of dismissals,
retirements and redundancies that complies with current legislation.
Guidance:
3.1 Provide a range of reasons people chose to stay or leave an organizations. A table with 2
columns ‘Stay’/’Leave’ would work well. A short discussion around the the costs associated with
dysfunctional employee turnover e.g. increased costs in advertising for replacements, selection costs and costs to the business.
Discussions could include:
They could also apply some academic/professional theory here e.g. ‘Push Pull factors’.
The discussion would then link to 4.1:
Dismissal – discussion must include:
• 5 fair reasons for dismissal.
• A lawful disciplinary process and notice periods.
Discussions could include:
They could discuss the relevance of the CIPD Code of Practice.
