Module details for Recruitment and Talent Management

Description

This module focuses on the effective mobilisation of a workforce and how organisations can only function if they are able to assemble together individuals and teams of people with the necessary skills, attitudes and experience to meet their objectives. The module concentrates not only on the practical aspects of recruitment, selection, employee retention, 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.

Aims

The aim of this Module is to provide the student: with the skills and knowledge required to undertake core resourcing and talent management activities and to develop students understanding of how effective organisations develop a strategic approach to the attraction and retention of staff, analysing their key employment markets and gaining understanding of their dynamics so as to enable them to compete more effectively, both now and in the future

Learning Outcomes

By the end of this module the student should be able to:

1.  Evaluate the major features of national and international employment market from which organisations source staff,

2.  Suggest and justify appropriate recruitment, selection, induction activities to effectively, efficiently, lawfully and professionally recruit and retain talent;

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

4.  Organise a recruitment interview for a given post.

Indicative Content

1 Introduction: The theoretical background

Employment Markets and Regulations. Resourcing Strategy. The Future of Work. Fairness and Diversity.

2 The Context of Employee Resourcing

Introduction; people and work; Global employment markets and regulation. The Fu.ture of work. Fairness and Diversity

3 Human Resource/Talent Planning

The meaning, purpose and importance of long and short term talent planning and succession planning; building long term organisational performance.

4 Job Analysis: Producing a Job Description

The meaning and importance of job analysis and role analysis; methods of conducting a job and role analysis and competency framework; job descriptions; person specifications.

5 Recruitment: Attracting the right people

The recruitment process: defining requirements; attracting applicants; sending and receiving information; making contacts. Recruitment methods: Advertising; the use of the internet and social media; Application forms and CVs; Internal and external recruitment.

6 Selection: Choosing the Right People

The selection process; sifting applications; shortlisting candidates; interviewing and other methods; Making an offer

7 Employee Retention

Employer branding; Induction; Talent management strategies

8 The management of retirement, redundancy and dismissal practices

Retirement. Dismissals. Redundancy.

Teaching and Learning Work Loads