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.
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
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.
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
|Teaching and Learning Method||Hours|
SCQF Level - The Scottish Credit and Qualifications Framework provides an indication of the complexity of award qualifications and associated learning and operates on an ascending numeric scale from Levels 1-12 with SCQF Level 10 equating to a Scottish undergraduate Honours degree.
Credit Value – The total value of SCQF credits for the module. 20 credits are the equivalent of 10 ECTS credits. A full-time student should normally register for 60 SCQF credits per semester.
We make every effort to ensure that the information on our website is accurate but it is possible that some changes may occur prior to the academic year of entry. The modules listed in this catalogue are offered subject to availability during academic year 2021/22 , and may be subject to change for future years.