7RTM Resourcing and Talent Management
- March 4, 2022
- Posted by: admin
- Category: CIPD Level 7
Students who enrol in the 7RTM Resourcing and Talent Management course learn practical skills for managing talent. According to CIPD (2020), talent management is defined as attracting and developing the right employees, engaging and retaining them within an organisation, and increasing the organisation’s effectiveness. HR professionals who enrol in the Resourcing and talent management course should gain the skills to mobilise their workers. Consequently, they should be held accountable for identifying employees with the right skills and attitudes to achieve their objectives. Human resources must also ensure the right employees are hired when mobilising an organisation’s workforce. Human Resources must take this responsibility very seriously, ensuring that they hire suitable candidates with the skills necessary for the organisation and competitive in the job market. In addition to retention, the organisation is also attempting to avoid turnover and recruitment costs by retaining employees for a more extended period. Thus, it is crucial for HR to develop strategies for attracting and keeping employees so that the company can gain a competitive advantage through employee retention.
Employers and job seekers
In this course, students learn how employment markets vary worldwide and what the implications are for HR practitioners and companies. Employers will sooner or later be competing for talent crucial to achieving organisational goals as both the demand and supply for skills will change in the current labour market (Whysall, Owtram, and Brittain, 2019). In this regard, the course will provide a deeper understanding of the competitive nature of the labour market and the critical strategic decisions made by human resource professionals to secure the best candidates.
Resourcing and talent management: Organisational competitiveness
The competition in the labour market is critical for organisations seeking to hire and retain skilled professionals to meet organisational needs (Pilbeam & Corbridge, 2010). These are some of the factors identified in the course that will help organisations achieve their goals:
- To achieve organisational objectives, organisations need to hire people with the skills and knowledge needed
- Flexible employment is a necessity
- Positioning the company and its activities in the market, where the company will compete for talent in an equivalent market.
- Achieving a work-life balance is essential to determine how HR promotes a balance between the work and personal lives of employees.
- Job analysis is called determining the job specifications and job descriptions for employees needed in an organisation.
- Flexibility in the workplace
- The management of employees and skills shortages in industry or on the job market
- The management of diverse groups of employees and the market for diverse skills
- Implementing ethical policies and practices to ensure well-managed talent within the organisation requires the creation of an ethical work environment.
Recruitment and selection of employees
An understanding of the methods used in personnel recruitment is provided in the course. Students are provided with information on recruiting employees on both a national and international level. HR practitioners should be familiar with various forms of job administration and the involvement of employment agencies in placing employees in the right jobs within an organisation (Whysall, Owtram, and Brittain, 2019). Various candidate selection methods for a job are also examined for their reliability and validity.
Additionally, there will be an overview of different selection methods used to find the best candidates. The recruitment and selection process can be aided by administering psychometric tests, interviewing job candidates, or utilising assessment centres. Following selection, the induction process occurs, which is also well outlined in the module.
Planning for the workforce
Students also learn about workforce planning in this course. According to CIPD (2020), workforce planning ensures that changing organisational needs are effectively aligned with the people strategy. As a result, HR practitioners will develop helpful information to determine the appropriate actions to take. Specifically, succession planning involves selecting the best person to replace another employee, flexibility and subcontracting in carrying out organisation functions and using external consultants to promote workforce planning (Cannon and McGee, 2011).
Turnover of employees
This course explains how and why employee turnover data is collected. It is crucial for HR practitioners when determining which strategies to employ to avoid unwanted turnover within their organisations. In addition, the article explains the importance of human resources in developing effective strategies to keep employees for more extended periods.
Dismissals, retirements, and redundancies
Sometimes organisations must take action to ensure that some employees are terminated. Therefore, this module focuses on employers’ legal rights to be aware of before dismissing employees. In addition, legal and ethical guidelines must be followed when terminating employees and when enforcing disciplinary measures. A section on retirement planning has also been included to help learners become familiar with the subject.
Aims of learning
At the end of this course, students should be able to:
- Understanding labour markets and how they change and identifying sources of staff is necessary to ensure that current and future employee needs are met.
- Ensure the development of effective talent management strategies and the improvement of employee resourcing.
- You will learn how to recruit skilled employees, select them, and induct them to ensure that they have the right professionals working for your company.
- Be able to use turnover data obtained from the organisation to make strategic decisions that encourage employee retention.
- Ensure that employees’ legal rights are respected, that appropriate disciplinary measures are enforced, and that retirement plans are ethical and legally compliant.
Professionals involved in making HR decisions, supporting HR functions, or looking to further their HR careers can take the CIPD Level Resourcing and Talent Management course.