CIPD Level 5HR02 Talent Management and Workforce Planning Assignment Example

About This Unit

By getting a hint from the unit's name, Talent management, and Workforce Planning, you can get an idea of what will be discussed in this Unit. CIPD level 5 unit 5HR02 talks about managing the talented employee of the organisation. Here you will get a knowledge of how to onboard and contract the workforce. This will also include a detailed analysis of the potential cost that the organization will spend if they fail to manage them. Ways through which this can be avoided will also be taught.

What you will learn

Here in this unit, you will learn about trends of the labour market and their importance for workforce planning. After this unit you will be able to know how can a organsiation position itself and what will be the impact of a changing labour market while taking resource decisions.

You will here evaluate methods and techniques for supporting the selection and recruitment process. How to manage the talented employee to maintain the employee turnover of the organisation, ways through which you can keep all the employees satisfied within the organisation can be learned from this unit. You will get a complete understanding of managing the contractual onboarding and arrangements.

Table of Contents

5HR02 Example Task 1: Understand key contemporary labour market trends and their significance for workforce planning.

CIPD Level 5 5HR02  AC 1.1 Explain how organisations strategically position themselves in competitive labour markets.
CIPD Level 5 5HR02  AC 1.2. Explain the impact of changing labour market conditions on resourcing decisions.

5HR02 Answer Task 2: Understand the purpose and importance of workforce planning. 

 5HR02  AC 2.1. Analyse the impact of effective workforce planning
5HR02  AC 2.2. Evaluate the techniques used to support the process of workforce planning.
5HR02 AC 2.3. Evaluate the strengths and weaknesses of different methods of recruitment and selection to build effective workforces.

5HR02 Task 3: Understand the impact of employee turnover and the benefits of retention.

5HR02  AC 3.1. Discuss factors that influence why people choose to leave or remain in  organisations.
5HR02 AC 3.2. Compare different approaches to retaining people
5HR02  AC 3.3. Explain the impact of dysfunctional employee turnover.

5HR02 Task 4: Understand the importance of managing contractual arrangements and effective onboarding.

AC 4.1. Assess suitable types of contractual arrangements dependent on specific workforce needs.
AC 4.2. Explain the benefits of effective onboarding

5HR02 Task 1: Understand key contemporary labour market trends and their significance for workforce planning.

AC 1.1.  Explain how organisations strategically position themselves in competitive labour markets.

Answer:

In the context of this paper, the labour market may be described as the state in which employers seek skills to improve the delivery of tasks in an organisation. On the other hand, the employees expect employers to accommodate them and offer them employment. On the other hand, employer branding refers to how an organisation willingly presents organisational qualities in order to create an interest from the public by displaying virtues that may include a positive organisational culture as far as skill and talent attraction are concerned.

The people professionals in organisations must make sure that the organisations gets the skills that are required in the organisation. This can be done through assessing the skills requirement of the organisation. Evaluation will help people professionals in identifing the criteria for recruitment that is to be used for ensuring the organisation acquires required skills.
 
The second advantage of employer branding is that the improvement of the corporate image develops an effect on the continued achievement and profitability of an organisation. With the help of employer branding and prospective, employers are selected by the values and in turn, work hard to meet the organisational goals and requirements and thus organisational growth.

For example, at my organisation in the Real Estate and Investment Company, these individuals made sure that employer branding was achieved, and from the public, we got effective marketing skills and this individual contributed to sales and this organisations development. We embraced modern technology as an orgaisational culture and this helped in the realization of the desired skills as well as providing a true picture of how orgaisational change through modern technology is affected.

AC 1.2.  Explain the impact of changing labour market conditions on resourcing decisions.

Recruitment on the other hand is the selection of employees within an organisation or the process through which an organisation identifies candidates capable of carrying out tasks in the organisation through an assessment of their skills. Transforming labour markets affect decisions of resources in several ways similar to labour markets develop an image of orgaisation that assists in drawing skills. There are two broad categories of labour, and market conditions and these are; the tight and the loose labour market.

A tight labour market may be defined as a state in which few employees are available to meet an organisation’s demand. This affects resourcing because an organisation is never in a position to acquire all the necessary skills to facilitate the continued improvement of functioning in an organisation. On the other side of the framework, the business may be characterized as having a loose labour market and this can be defined as the condition where there are many skilled employees in an organisation but few chances. This also impacts resourcing because sometimes, people champions will not be able to properly assess all the personalities available for hiring within the organisation.

Challenging work conditions like improvements in technology in the labour market influence aspects like recruitment strategies, development choices, and retention policies. This can be explained through effecting a PESTEL analysis, which covers political factors, economic factors, social factors, technical factors, and legal factors. Technological advancement is a modern enhancement that significantly affects the resourcing of every organisation.

For instance, in dealing with people management professionals within our organisation have considered employee development as one of the most efficient resourcing strategies which in this case involves training that enables the employees to use modern technology in their communication and the execution of tasks. By so doing has realized that the turnover rate of the organisation has highly reduced and as a result, established that changing labour markets affect resourcing decisions.

5HR02 Task 2: Understand the purpose and importance of workforce planning.

AC 2.1.  Analyse the impact of effective workforce planning.

Answer:

Workforce planning influences the demand and supply of labour forecast in a positive way, as well as best practices to address those problems. For instance, the people profession of an organisation assesses employees’ requirements that are crucial for organisational advancement. Before the assessment of possible supply, a comparison is made on the availability of the skills as evaluated above.

Regarding the internal supply of labor, people professionals tend to utilize the employees in the organisation to do diverse tasks. The practice of training and development is therefore applicable as a way of developing the employee's required qualifications to fit the needs of the organisation. The external supply of employee, however, involves the process of obtaining new candidates in the organisation to cater to the several shortages.

Also, good types of workforce planning come up with an recruitment process and therefore make the cost of staffing highly affordable. By applying some processes, people professionals in an organisation hire employees. By so doing, people professionals add to the improvement of the recruitment process because workforce planning narrows down the scope of selection to a certain individual. The organisation is in a position to gain skills that are effective as the select employees pass through the organisation selection criteria.

If company fail to do effective planning, company will face below mentioned negative consequences, like:

• Over time working or having to hire temporary staff will also lead to increased costs.
• Poor customer service due to shortage of people
• Loss of productivity due to few employees in the company
• Low self-organisational reward Trust in staff: low.
• Challenges in recruitment of the best potential junior employees and the challenge in managing to retain the best employees.
•  Lawsuit exposure because they often do not hire enough employees to meet health and safety provisions requirements.

AC 2.2.  Evaluate the techniques used to support the process of workforce planning.

Answer:

One approach that can be utilized if workforce planning is an orgaisational strategy since it consists of those methods used in estimating demand and/or supply for labour. Methods applied in the prediction of demand for labour support workforce planning using implementing a managerial judgment. People professionals develop and make management judgments based on the demand for labour by appraising the existing staff about the needs of the organisation.

Further, organisations operate back from cost as a strategy for assessing the demand for labour. This consists of the expenses in the process of obtaining the employees and nurturing them to the right skills.

Promotion and demotion rates in the organisation can also be evaluated using techniques used to forecast on supply of labour hence supporting the process of workforce planning. The people professionals have the responsibility of determining who is promoted or demoted in an organisation through various aspects. These aspects advocate for the aspects of Workforce planning as the organisational manager focuses on the core aspect and offers the right response action.

AC 2.3. Evaluate the strengths and weaknesses of different methods of recruitment and selection to build effective workforces.

Answer:

Conventional methods that may be used in recruiting and selecting employees include the following that has their own merits and demerits. Some of the most common methods include:

1. Job postings: this is a type of recruitment that is almost natural and also cheap in its right but sometimes it is hard to cover all segments of the population interested in the jobs and you find that candidates who apply for the job are the ones who are in some way seek for a new job.
2. Networking: You call or meet your friends/ relatives or acquaintances to tell them about the job in case they may be interested in the job or know someone interested. It may be effective when it comes to sourcing qualified talent, although it may take a lot of time.
3. Referrals: a way that involves asking the current employees if they have anyone else who may wish to work for the company. Word of mouth is often good because you are getting people who are recommended but you may not get a lot of word of mouth recommendations.
4. Employment recruitment: this involves the use of a professional method to seek prospective employees. This can be an effective method for picking out qualified candidates but at the same time can also be costly.
5. Assessment centers: this involves assembling the candidates in a commonplace and providing them with different exercises, interviews, and other tests that are known to measure the candidate for the job. Such a process can be rather useful in terms of comparing several candidates simultaneously, but it is often costly and may take a lot of time.
6. Interviews: This is among the most widespread methods of selection; however, conducting an interview is not always sufficient to identify the candidate and determine his/her readiness for performing job demands within one hour at most.

All of these solutions have their advantages and some disadvantages and the optimal choice for your organisation will depend on your particular case.

5HR02  Task 3: Understand the impact of employee turnover and the benefits of retention.

AC 3.1. Discuss factors that influence why people choose to leave or remain in organisations.

Answer:

Management issues
The actions that people managers take in an organisation comprise factors that impact the turnover rate. For instance, an organisation could use an authoritative management style that involves decisions being made at the top organisational level. This contributes to a higher turnover rate given the fact that employees are more or less left out of the growth and development processes of the organisation. By so doing, the employees might have no option but to quit the organisation as a result of a poor management strategy. To address this issue, people professional could involve in participation of employee in proces of decision-making. This enables employees to provide feedback on different concerns and thereby people professionals can identify different issues and take appropriate actions to solve the issues hence decreasing turnover.

Recognition and reward
In this type of approach to motivation, various forms of rewards can be adopted these are tangible and intangible. Indicable rewards involve recognition where through, people’s behavior is rewarded; this is effective in promoting their motivation. On the other hand, tangible rewards are bribes and motivating factors that employees are likely to be paid some form of remuneration for their accomplishments such as bonuses or pay raises. This makes a reason for employees to remain with an organisation.

AC 3.2. Compare different approaches to retaining people.

Answer:

Retaining people means not letting talented and skilled employees leave the organisation. A talented employee is a unique asset to the company, as it is said, everything in a company can be copied but human resources is one thing that can not be copied. Talent is also a unique skill that an employee possesses in the organisation. People professionals focus on retaining such employees and use different approaches for retaining them.

There are numerous methods that firms use in talent management. Every organisation aims at personal development but they do so in varying degrees compared to group development. Here is a comparison of the two:

Individual Development:

In the case of this method, development is individual, therefore, the onus lies on each employee. It shows them which fields they would like to develop and let them do it providing them with the necessary tools. The former can also be very motivating for employees because the worker feels like he or she has some modicum of control over his or her path at the organisation. Finally, it gives organisation’s employees the chance to learn at their own pace and with a method that is compatible with their needs.

Group Development:

Internally focused; this approach aims to build talent in a certain team or the department. It is common in organisations to be applied in order to enhance group dynamics and develop unity. Also, it can be more consistent with company goals because it provides better control over the process of development.

Approached that can be used

-    Training and development: One of the major approaches which are used by organisations is training and development as many employees look for a job change to learn new skills. Both individuals and groups are focused on this to develop their new skills.

-    Implementing fair and equitable rewards: This is another approach that many organisations adopt for retaining their employee. Reward is one of the main aspects when the organisation is looking to motivate the employee. In such cases, organisations can use monetary rewards, which include a pay increase, and bonuses, this will act as motivation for employees.

AC 3.3. Explain the impact of dysfunctional employee turnover.

Answer:

Dysfunctional employee turnover means, that the employees in an organisation are leaving the company which makes the rate of attrition exceed. This will have many negative impacts on the organisational, this includes:

1. Decreased productivity: One downside of using the snowball method of taking a current employee and finding other workers who they know are interested in the job is that when an employee leaves the company then in addition to disrupting the work, they also take with them knowledge and experience. This can lower levels of productivity for a while as the new employees have to learn what is expected of them.
2. Higher cost: This will cause you higher costs when employees leave the organisation. We need the cost for filling the vacant job posts. As cost will be included, in the interview process, recruitment process, and training process, and not just that you will even lose a potential employee which could generate more benefits for the organisation.
   
   
3. Lower morale: Dysfunctional employee turnover will also impact the remaining employees of the oragnisation as they will feel demotivated seeing their colleagues leaving the office. The remaining employees will feel like the management does not care about the employees leaving and that their efforts are not considered and appreciated.
   
   
4. Decreased customer satisfaction: Employees leaving the office will also impact customer satisfaction from the organisation. As of now, customers have to deal with new employees who are still in the learning or training stage and do not have complete knowledge regarding the service or products that the organisation sells or offers to their customers.
   
   
5. Decrease in the Company’s reputation: Dysfunctional employee turnover also impacts the reputation of the company, as this will put an impression on the company that it is not a good place for working. This will make new employees think twice before applying for the company. Which can even lead the company to its closure.

5HR02 Task 4: Understand the importance of managing contractual arrangements and effective onboarding.

AC 4.1. Assess suitable types of contractual arrangements dependent on specific workforce needs.

Answer:

When it comes to different possible contractual relations, an HR professional should have some understanding of what workforce needs can be met by which type of relations. Depending upon the nature of work that is to be done, the time required for the project, or the geographical location of the workers, it will be possible to decide which of the following types of contracts are most suitable.

These are the main types for contractual arrangements that are mainly used:

1. Such contracts: Basically, these are the most standard types of contracts, and they refer to the employees who work with an organization for a long time. Pay may also be a category of permanent contracts and can be highly flexible or follow set standards as may some of the other offerings such as holidays and sick bouns.
   
   
2. Most common employment contracts: These are short-term contracts usually limited to one or two seasons, or when required in terms of staff shortages for example. Permanent and fixed- term contracts are usually standard and terms, although the latter is likely to indicate the likely term of the employment contract shall expire after a certain date.
   
   
3. Unemployment contracts: These are used for workers who are only employed occasionally and are set for eventual dismissal such as manner and porters in a hotel. These are employment relations that are typically characterized by the fact that they do not contain any employment-related perks – and the hours of work are frequently inconsistent from week to week.
   
   
4. Zero-hours contracts: Employees have no revert back to a minimum number of hours in a week. Such contracts are extended in the UK already even though they have been opposed to offering negligible assurance to employees.

AC 4.2. Explain the benefits of effective onboarding.

Answer:

Advantages of the right approach in onboarding
 
Onboarding programs are the ones that are designed with the sole aim of helping new employees to get to understand their roles successfully. Onboarding can hence be described as the procedure by which fresh workers are integrated into an organisation by adopting features including training.

• The most important elements of successful onboarding are information about an organisation and a department, as well as expectations.
• By making the new employee of the company to the culture of the company, and making them understand what is expected from them, and what their goals will be.
• Onboarding will help accelerate the time productivity and will eventually decrease the turnover.
• We find that effective onboarding lead to the desired organisational practice of making the employees effectively integrated into the organisation by making them understand the structure of the organisation comprehensively
• The integration process help the new hires know the efficiency of performing tasks in the organisation.
• This leads to continued organisational development and thus a low risk of employee turnover. Besides, the role of the organisaiton is to ensure that there is the constant improvement of the organisation.
• Effective onboarding results in a positive organisational culture that affects the organisation

UPTO55%

Avail The Benefit Today!

This Is a Preview

Fill Out the Order Form for Free Access

Get Free PDF Access