Course Resources Archive

A major and fundamental objective of the human resources (HR) function is the mobilisation of a workforce. Organisations can only function if they are able to assemble together teams of people with the necessary skills, attitudes and experience to meet their objectives. A further objective is then to retain effective performers for as long as possible. From time to time it is also necessary to dismiss people from organisations. This module focuses on these activities, focusing not just on the practical aspects of recruitment, selection, employee retention and dismissal, but also on the strategic aspects to equip learners with the knowledge and skills required for resourcing and talent management within a global context. Skills can be sourced by hiring employees, but also through other means such as the employment of agency workers, subcontractors and consultants, or through outsourcing arrangements. To mobilise an effective workforce organisations hire people from employment markets, which obliges them to compete for talent with other employers whenever demand for skills is greater than the available supply. Effective organisations thus develop a strategic approach to the attraction and retention of staff, analysing their key employment markets and gaining an understanding of their dynamics so as to enable them to compete more effectively, both now and in the future. Indeed, planning to enable an organisation to meet its future demand for skills is an increasingly important HR role and is central to this module. As the skills that employers seek become more specialised, employment markets have tightened, leading to increased sophistication in the area of resourcing and talent planning. This is reflected in the increased use of proactive diversity management, employer branding, work–life balance initiatives and innovative approaches to job design, which are covered in this module. The module also requires learners to reflect critically on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development.

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.

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 analysis and design, flexible working; managing skills shortages; managing diversity; ethical working practices.

Critical analysis of the major methods used in recruiting and selecting people in national and international settings; efficient recruitment administration; job advertising, employment agencies, education liaison; reliability and validity of different selection methods; psychometric testing, selection interviewing, assessment centres; design and delivery of timely and effective staff induction.

Reconciling demand for and supply of skills; workforce planning, scenario planning, succession planning; enhancing functional and numerical flexibility; outsourcing, subcontracting and using external consultants.

Measuring, recording and analysing turnover data, diagnosing the principal drivers of unwanted turnover; developing, operationalising and evaluating actions aimed at increasing employee retention.

Understanding of how to manage the release of employees efficiently, ethically and lawfully; professional practice in disciplinary procedure, redundancy selection and severance compensation; pre-retirement planning and training; phased retirement; legal restraints and rights.

On completion of this module students will be able to:

1. Analyse and evaluate the major features of national and international employment markets from which organisations source staff and ways in which these markets evolve or change.
2. Play a leading role in the development and evaluation of resourcing and talent management strategies, diversity management and flexible working initiatives.
3. Manage recruitment, selection and induction activities effectively, efficiently, lawfully and professionally.
4. Undertake and evaluate long- and short-term talent planning and succession planning exercises with a view to building long-term organisational performance.
5. Gather, analyse and use information on employee turnover as the basis for developing robust staff retention strategies.
6. Manage retirement, redundancy and dismissal practices fairly, efficiently and in accordance with the expectations of the law, ethical and professional practice.

Staff/student contact – 45 hours
Student directed learning – 105 hours as directed by tutors/module guide

Work Based Learning delivery students will devise an agreed work plan with their Advisor to meet their individual learning needs to achieve the module learning outcomes

The Library Catalogue contains full details of the current reading list for this module. Further details may also be found in the Module Guide.