Explain the factors that affect an organisation’s talent planning, recruitment and selection policy.

Assignment Brief

Resourcing Talent

Be able to explain the factors that affect an organisation’s talent planning, recruitment and selection policy.

• 1.1 Explain the organisational benefits of a diverse workforce.
• 1.2 Explain the factors that affect an organisation’s approach to talent planning
• 1.3 Describe the factors that affect an organisation’s recruitment and selection policy.

Be able to identify appropriate recruitment and selection methods.

• 2.1 Describe different recruitment methods and identify when it is appropriate to use them.
• 2.2 Describe different selection methods and identify when itis appropriate to use them.

Be able to contribute to the recruitment and selection interviewing process for a job role.

• 3.1 Develop a job description and person specification for an identified role.
• 3.2 Select appropriate recruitment channel(s) and draft material to attract talented individuals for an identified role.
• 3.3 Develop selection criteria and shortlist candidate applications for interview for an identified role.
• 3.4 Participate effectively in a selection interview and the decision-making process for an identified role.
• 3.5 Identify the records that need to be retained and write letters of appointment and non-appointment for an identified role

Understand the importance of effective induction.

• 4.1 Explainthepurpose,importance and benefits ofinduction to individuals and organisations.
• 4.2 Identify areas to be covered by induction and the roles ofthose involved in an induction process.

Your HR Director would like clarification on the organisation’s current approach to strategic talent planning. Write a short report on talent planning in organisations which:

• Identifies and explains 3 organisational benefits of attracting and retaining a diverse and global workforce
• Identifies and explains 4 factors that affect a global organisation’s approach to attracting talent
• Describes 3 factors that affect a global organisation’s approach to recruitment and selection
• Describes the benefits of 3 different recruitment methods and 3 different selection methods and when it would be appropriate for a global organisation to use them

Activity 2

You currently work for a global organisation that is looking to recruit a generalist HR Officer who could be located in any of the global offices. It is imperative your recruitment methods reflect and attract candidates from the global talent pool. You are asking your candidates to send in video profiles alongside their application forms, detailing their experience and highlighting the skills and attributes they would bring to the role. Once these have been received you will undertake a selection exercise and a preferred candidate will then proceed to a telephone interview. To start the recruitment drive you will need to;

• Design a job description and person specification for your global generalist HR role.
• You should also compile a suitable job profile/brief/advert for your recruitment campaign – this is to be an online campaign utilising any professional social media network.
• Produce a short-listing matrix - (You will need to complete this and add justification as to your choice of preferred candidate from the video profiles received).

Activity 3

Observation and written Using your short-listing matrix, you should now choose a preferred candidate from the video profiles received. Contact your preferred candidate and arrange a suitable time for you to interview them. The interview should be conducted by telephone. You will need to have a suitable method to record the notes from the interview which may include a matrix and scoring system. The most important thing to consider when making your choice is that it is an organisational requirement that you record the interview as the Human Resource Director likes to review these and give feedback on your interviewing technique.

• You should conduct an interview with your preferred candidate. You will need to decide on whether to appoint or not and justify that decision.
• You must include a suitable method to record the notes from the interview e.g. an Interview matrix and scoring system
• After your interview, you should compile a letter for the successful candidate offering them the role and a letter that will also be sent to the unsuccessful candidates thanking them for their interest in the post.
• Finally, you need to provide written detail of the legal requirements for retaining and storing recruitment records on completion of the recruitment drive.

Activity 4

Induction The HR Director is keen to ensure that the new candidate is inducted into the organisation efficiently and effectively. He would like you to complete the following to conclude the recruitment campaign.

• A summary of 250 words +/- 10% which explains: o 3 purposes of induction o How induction benefits both the employee and the organisation.
• Devise a one day induction plan that identifies: o the areas that will be covered, o who would deliver these topics o timelines involved for each area covered

Sample Answer

Talent Planning and Resourcing in Global Organisations

Organisational Benefits of Attracting and Retaining a Diverse and Global Workforce

A diverse and global workforce offers substantial benefits to an organisation operating in multiple regions. Firstly, diversity enhances innovation and problem-solving capabilities. When employees come from varied cultural, educational, and professional backgrounds, they bring different perspectives to the workplace, encouraging creative thinking and more effective decision-making. This diversity of thought can lead to the development of products and services that better meet the needs of a global customer base.

Secondly, having a diverse workforce strengthens an organisation’s employer brand, making it more attractive to a wide range of talented individuals across the world. Candidates are more likely to seek employment in companies that promote inclusivity and equal opportunity, as such environments are perceived as progressive, supportive, and dynamic. This can result in improved employee retention and engagement, reducing the costs associated with high staff turnover.

Thirdly, a global workforce allows the organisation to better understand and respond to international markets. Employees with local knowledge and cultural awareness can help tailor marketing strategies, improve customer service, and ensure that products are culturally appropriate and legally compliant in different regions. This can give the organisation a competitive edge in international markets.

Factors Affecting a Global Organisation’s Approach to Attracting Talent

There are several key factors that influence how global organisations attract talent. One of the most significant is the level of competition in the global talent market. In highly competitive industries such as technology, finance, and healthcare, organisations must develop strategies that not only attract but also retain skilled individuals. This might involve offering competitive remuneration, flexible working conditions, and clear career progression paths.

Another important factor is the organisation’s reputation and employer brand. Candidates are increasingly selective about the companies they work for, favouring those with strong ethical standards, social responsibility, and opportunities for personal and professional development. Organisations must therefore invest in promoting their brand through digital media, employee testimonials, and corporate social responsibility initiatives.

Legal and regulatory requirements also play a critical role. These include immigration laws, work visa requirements, and employment legislation, which vary between countries. Organisations must ensure that their talent planning and recruitment practices comply with all relevant laws, to avoid legal risks and promote fair employment practices.

Finally, the use of technology significantly influences talent attraction. Online recruitment platforms, professional networking sites, and artificial intelligence tools enable organisations to reach a global pool of candidates quickly and efficiently. However, effective use of such tools requires investment in digital infrastructure and training.

Factors Affecting Recruitment and Selection Policy

The recruitment and selection policy of a global organisation is shaped by a variety of internal and external factors. Organisational culture is a major consideration; companies with a strong commitment to diversity, for example, will ensure their policies promote equal opportunity and inclusivity at all stages of the recruitment process.

Financial resources are another factor, as they determine the extent to which an organisation can invest in recruitment activities. A company with limited resources may rely on internal promotions and referrals, while a larger organisation might engage professional recruitment agencies and online platforms to attract a wider candidate pool.

Compliance with legal requirements is also essential. Recruitment policies must adhere to anti-discrimination laws, data protection regulations, and other statutory obligations that govern the employment process. Failure to comply can lead to reputational damage and legal penalties.

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