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£89 AC 3.2 Compare different approaches to developing and retaining talent on an individual and group level
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TASK You work for a large organisation that has just completed a restructure of its people function. You work in the resourcing team having previously specialised in employment relations. Your new manager is an experienced resourcing specialist and is delivering a webinar at a forthcoming CIPD branch event. The event is popular, with many bookings made. When participants make a booking, they are asked to include questions they would like answers to. Your manager is keen to develop your knowledge of talent management and workforce planning and has asked you to prepare full written answers to the 15 questions the participants have raised. The questions are varied, and you want to impress your new manager with your answers as well as your ability to independently research any areas you are unfamiliar with. The questions will be answered during the webinar, so it is important your answers are focused, clear and concise.
- 15 ACs 1. TASK - Written Answers - 3510 - 4290 Words
AC 1.1 Explain how can organisations - To answer this: strategically position themselves in competitive labour markets - Explain some ways in which organisation can position themselves to be competitive in tight labour markets. (Eg: using Higgs model) - Explain: Write this in sufficient detail with descriptions. It is not a short bullet list.
AC 1.2 Explain the impact of changing labour market conditions on resourcing decisions- There are two parts to this AC: - Explanation of the changes in the labour market, AND - Explanation of how these changes in the labour market have an impact of resourcing decision.- If you miss any one part, it will be an incomplete answer.
AC 1.3 Discuss the role of - Divide this answer into three equal sections and government, employers and trade unions in ensuring future skills needs are met. DESCRIBE:
government in ensuring future skills needs are met. Role of
employers in ensuring future skills needs are met. Role of
unions in ensuring future skills needs are met.
- In the absence of unions in your country of work, you could also refer to the role of other professional bodies relevant to your industry.
- Describe: Give detailed practical examples to explain the role of each.
AC 2.1 Analyse the impact of effective workforce planning- Begin by describing the concept of workforce planning. ▪ Then, analyse the impact of effective workforce planning by clearly describing how workforce planning is beneficial to the organisation. ▪ Tip: do not explain the workforce planning process, but rather focus on why it is important. ▪ Analyse: to break something into its component parts and show how they relate to one another. In this case, look at range of benefitst o see the impact on the organisation.
AC 2.2 Evaluate the techniques used to support the process of workforce planning.- Describe (very briefly) a few techniques (at least two) that can be used during the workforce planning process. - Then, you need to evaluate the pros and cons of each technique (at least two) - Evaluate: to give your own conclusion on the workforce planning techniques. The conclusion is reached by evaluating the benefits and challenges associated with this.
AC 2.3 Explain two approaches to succession planning aimed at mitigating workforce risks- There are two parts to this section. ▪ Describe what succession planning approach and organisation can take (Include one approach) ▪ Describe what contingency planning approach an organisation can take. (Include one approach) - T ip: You don’t need to define the terms but explain how to do succession planning and contingency planning. ▪ Describe: Give detailed practical examples to explain the approaches to succession planning.
AC 2.4 Could you briefly assess the strengths and weaknesses of recruitment and selection methods as well as one other recruitment method and one other selection method?▪ There are two parts to this section. - Assess the pros and cons of two recruitment methods. - Using organisational website and one other recruitment method of your choice. AND- Assess the pros and cons of two selection methods. - Using interviews and one other selection method of your choice ▪ Tip: presenting this answer in a table helps to clarify it ▪ Assess: to explain pros and cons OR mention how/ when different methods can be used.
AC 3.1 Examine turnover and retention trends and the factors that influence why people choose to leave or remainThere are three parts to this answer: ▪ Discuss a few turnover or retention trends. (These trends can be generalised market trends or something specific to your organisation or your industry) ▪ Examine a few factors that influence why people leave ▪ Examine a few factors that influence why people stay in a company. ▪ Examine: to inspect carefully and to question so to elicit facts or information.
AC 3.2 Compare different approaches to developing and retaining talent on an individual and group level▪ Compare the similarities and differences between two approaches to develop and/ or retain talent. ▪ Tip: You can compare them against different factors like:
Individual vs group approach
Organisational policy/ culture, etc
Compare: the similarities and differences between two approaches.
AC 3.3 Evaluate approaches that an organisation can take to build and support different talent pools▪ Choose two different approaches that an organisation can take to BUILD/SUPPORT talent pools ▪ Then, evaluate the pros and cons of these two approaches ▪ Evaluate: to give your own conclusion on the approaches to build pools. The conclusion is reached by evaluating the benefits and challenges associated with supporting and building talent pools.
AC 3.4 Evaluate two benefits of diversity in building and supporting talent pools.▪ Evaluate two benefits of building and supporting diversity into talent pools. ▪ Evaluate: to give your own conclusion on the benefits to build and support diverse talent pools.
AC 3.5 Explain the impact associated with dysfunctional employee turnover.▪ Begin by discussing what is dysfunctional turnover. ▪ Explain the impact of the dysfunctional turnover on the organisation. ▪ Explain: Write this in sufficient detail with descriptions. It is not a short bullet list.
AC 4.1 Assess suitable types of contractual arrangements dependent on specific workforce need.- There are two parts to this answer: - Choose a few different types of contractual arrangements. - Assess when it is appropriate to have these contracts in line with the workforce needs of the organisation. - Assess: to explain how/ when different contracts can be used in line with the needs of the workforce.
AC 4.2 Differentiate between the main types of contractual terms in contracts.▪ Differentiate between:
- Express terms
- Implied terms
Tip: Presenting this answer in a table may help in differentiating it clearly. ▪ Differentiate: to mention difference between implied and express (explicit)terms.
AC 4.3 Explain the components and two benefits of effective onboarding▪ There are two parts to this section. 1 Explain the components of the onboarding process 2 Explain two benefits of effective onboarding. ▪ Tip: include one benefit for the organisation and one benefit for the employee for a stronger answer. ▪ Explain: Write this in sufficient detail with descriptions. It is not a short bullet list.
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