7HR02 Resourcing and Talent Management to Sustain Success

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To guide individual, team, and organizational behaviour toward the accomplishment of organizational goals, the unit 7HR02 Resourcing and Talent Management to Sustain Success is based on the function of strategic incentives in luring, inspiring, and keeping employees. Depending on the organizational setting, different financial and non-financial advantages may be relevant, but they must always be just and equal.

The unit includes all the components needed to create, implement, oversee, and assess just and efficient incentive schemes, as well as explain how policies and practices relate to one another and affect the behaviour of others. What you`re going to discover You will investigate the main elements that impact the incentive policy`s design. You will need to critically defend the benefits of benchmarking and reward strategy decisions, which requires an understanding of organizational strategy and factors. You will have a thorough grasp of the complete incentives approach, base pay, incremental compensation, and benefits as they relate to luring and inspiring workers. You will evaluate the advantages and difficulties of performance reviews as well as how they relate to salary advancement.

Lastly, you will look at the moral dilemmas that might result from different kinds of compensation and how the values of fairness and openness serve as the foundation for ethical and sensible methods of compensation.

Assessment Criteria of Unit 7HR02 Resourcing and Talent Management to Sustain Success

LO1: Understand the impact of the changing business environment on resourcing and talent management strategy and practice.  

1.1 Analyse current developments impacting business environments and their significance for organisational resourcing and talent strategy and practice.

Recent developments in the advancements in technology, employees` expectations change and trends of remote work impacting the environment of business. these factors adapt:

• talent strategies
• organisational resourcing

It certifies the company to manage, retain and attract talent in the recent competition. 

1.2 Evaluate the value of resourcing and talent management strategies.

Talent management and resourcing strategies are significant for the success of an organisation because they improve:

• innovation
• engagement 
• productivity

The useful strategies as alignment with talent that generates a strong brand employer, reduction in cost turnover and business goals which lead to competitive advantage and performance improvement.

1.3 Critically discuss potential future developments in the fields of resourcing and talent management. 

future talent management and resourcing can include maximising the AI for recruitment. the main focus is on the shift towards flexible arrangements of work and well-being. 

These changes need adaptation in strategies of organisations to remain in competition and meeting evolve in workforce expectations.

1.4 Compare ways in which organisations build and maintain a positive reputation in key labour markets by offering compelling employee value propositions. 

to manage an optimistic reputation and build the organisation through offering compelling EVPs by using:

• strong balance in work-life
• opportunities for career development
• competitive compensation
• inclusive cultures

These aspects improve the attraction of employers, engagement and loyalty of potential employees in the labour market. 

LO2: Understand organisational recruitment and selection strategies. 

2.1 Research current developments in job analysis, job design andcompetency frameworks.

Total rewards are defined as follows: basic pay; contingent and variable types of compensation; benefits; nonfinancial rewards and relational (intangible) rewards; components of total rewards: 

• Financial rewards 
• Non-cash rewards 

Compensation is based on contributions; compensation is proportional to competence; pay is based on team and individual performance. Learning objective, evaluation standards, and suggestive material Strategic People Management CIPD Advanced Diploma 41. 

2.2 Evaluate effective recruitment and selection methods in organisations. 

Motivation theory; what base pay means for perks like pensions and other payments; how important base pay is and what people hope from it in different industries and workplaces; Pay per year, pay per week, pay per hour, pay per spot; how important base pay is as an element of the whole deal in different situations; 

Does compensation serve as a motivator? 

2.3 Analyse the use of technologies to improve attraction and selection.

There are more "new pay" methods and types of reliant pay, different types of strengthened and non-consolidated reliant pay, team advantages, individual performance-based pay, competency-based pay, contribution-based salary, skills-based pay, as well as reward programs for the whole company, like participation in profits, gain-sharing, and ownership options.

2.4 Critically evaluate approaches to achieving effective employee induction. 

Benefit kinds include benefits that are economic, non-monetary delayed, uncertain, or instant; the idea of uniform (single rank) or selected (seniority-based); perks that are open or "cafeteria" style; and the costs of giving benefits; and matching benefits to the culture and values of the organization. 

LO3: Understand the importance of workforce planning to support sustainable organisational performance. 

• 3.1 Evaluate long- and short-term talent planning approaches to meet organisational demand.
• 3.2 Analyse a range of analytics to determine talent planning and retention strategies.
• 3.3 Justify measures designed to reduce voluntary employee turnover.

The goals and methods of performance appraisals, the appraisee`s and line manager`s roles, and objective setting (SMART). 

• 3.4 Critically evaluate approaches to effective succession planning.

The moral quandaries surrounding the overall worth of executive rewards;

LO4: Understand approaches to improving individual and team performance.

• 4.1 Discuss the strengths and weaknesses of different approaches to manage and enhance employee performance.
• 4.2 Evaluate the use of technology to monitor individual and team performance.
• 4.3 Discuss management strategies for attendance and underperforming staff in organisations.
• 4.4 Critically discuss the legal, ethical and professional lens in relation to retirement, redundancy and dismissal practices.

This Module is Suitable For;

This module is appropriate for those who: 

• Are seasoned practitioners with senior-level experience in people practice who want to broaden and enhance their knowledge and abilities to influence strategy, policies, and people. 
• They also want to influence people`s conduct, adding importance to a larger audience, and they are presently in charge of leading and overseeing people and practices inside organizations.

Learning Objectives

After completing this module, students will be able to: 

• Recognize how talent management and resourcing strategies are affected by the shifting corporate environment.
• Recognize the methods used by organizations for recruiting and selection.
• Recognize the significance of succession planning in fostering long-term organizational success.
• Recognize strategies for enhancing both individual and group performance.

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