A 3000 word assignment, assessing all Learning Outcomes - 100%

1. Ways in which employment markets vary and the implications for organisations. Current and future demand and supply of skills. Identifying and assessing the role of employment market competitors. Key national and international employment market and demographic trends.
2. Ensuring that the organisation remains competitive in its major employment markets having regard to organisational objectives, resource constraints and the need to enhance flexibility. Positioning an organisation in the market. Work/life balance initiatives, employer branding exercises, setting terms and conditions, job design, flexible working. Managing skills shortages. Managing diversity.
3. Critical analysis of the major methods used in recruiting and selecting people. Overseas recruitment. Efficient recruitment administration. Design and delivery of timely and effective staff induction. Job advertising, employment agencies, education liaison. Validity of different selection methods. Psychometric testing, selection interviewing, assessment centres.
4. Reconciling demand for and supply of skills. Workforce planning, scenario planning, and succession planning. Enhancing functional and numerical flexibility. Outsourcing, subcontracting and using external consultants.
5. Measuring, recording and analysing turnover data, diagnosing the principal drivers of unwanted turnover. Developing, operationalising and evaluating actions aimed at increasing employee retention.
6. Legal restraints and rights. Managing the release of employees efficiently and lawfully. Professional practice in disciplinary procedure, redundancy selection and severance compensation. Pre-retirement planning and training. Phased retirement.

1 Analyse the major features of national and international employment markets from which organisations source staff and how these markets evolve or change.
Analysis

2 Play a leading role in the development and evaluation of resourcing and talent management strategies, diversity management and flexible working initiatives.
Problem Solving

3 Manage recruitment, selection and induction activities effectively, efficiently, lawfully and professionally.
Application

4 Undertake long- and short-term talent planning and succession planning exercises with a view to building long-term organisational performance.
Application

5 Gather and analyse information on employee turnover as the basis for developing robust staff retention strategies Enquiry
Learning

6 Manage retirement, redundancy and dismissal practices fairly, efficiently and in accordance with the expectations of the law, ethical and professional practice.
Application

Library
On line journals and websites ( eg ACAS) - CIPD website,
Blackboard

FOR CIPD STUDENTS

Taylor, S. (2010) Resourcing and Talent Management. 5th ed. London: CIPD.

Armstrong, M. (2012) Armstrong’s handbook of human resource management practice. 12th ed. London: Kogan Page.

Rees, G. & Smith, E. P. (2014) Strategic Human Resource Management; An International Perspective. London: Sage.

Wilkinson, A. & Redman, T. (2013) Contemporary Human Resource Management; Text and Cases. 4th ed. Harlow: Pearson.

Beardwell, J. & Thompson, A. (2014) Human Resource Management; A Contemporary Approach. 7th ed. Harlow: Pearson.

Marchington, M. & Wilkinson, A. (2012) Human Resource Management at Work. 5th ed. London: CIPD.

The learning strategy for this module is based around students committing a total of 150 hours of activities towards achieving the learning outcomes. These will be split between 39 hours of direct contact with a tutor and 111 hours of directed, guided and self-study, together with preparation for and completion of the assessment tasks. Learning support material will be provided for the module.
The module will draw upon a mixture of activities including lectures, web-based activities, case study analysis, relevant videos and in-class discussions, individual and group problem solving and self-directed learning.