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Talent Planning and Recruitment in Organisations

Assignment Brief

Must be completed by candidate (all fields are compulsory):

Candidate Name: 

(typed)                                                                               

 

Word Count:

State number of word used

 

Date due for assessment:

 

Date signed and submitted:

 

CIPD Membership No:

 

Unit code(s):

3RTO

Tutor delivering course:

 

Unit title(s):

Resource & Talent Planning

FHRP ASSIGNMENT

Resourcing Talent (3RTO) - Ref No F204A

 

Student name.

  

 

CRITERIA

 

MET/ NOT YET MET

 

 

COMMENTS

LO1:  Be able to explain the factors that affect an organisation’s talent planning, recruitment and selection policy (Activity 1)

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.

 

 

LO2:  Be able to identify appropriate recruitment and selection methods. (Activity 1)

2.1 Describe different recruitment methods and identify when it is appropriate to use them.

 

 

2.2 Describe different selection methods and identify when it is appropriate to use them.

 

 

LO3:  Be able to contribute to the recruitment and selection interviewing process for a job role (Activity 2)

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.

 

 

LO4:  Understand the importance of effective induction (Activity 1)

4.1 Explain the purpose, importance and benefits of induction to individuals and organisations.

 

 

4.2  Identify areas to be covered by induction and the roles of those involved in an induction process

 

 

ASSESSMENT OUTCOME

 

 
       

Students should please note that the above Assessment Outcome for this Unit is provisional and is subject to Internal Acacia Learning verification (IQA) and external CIPD Verification (EQA).

Marked by (tutor):           Date:

3RTO F204A - CIPD Assessment Activity Template

Title of unit/s

Resourcing Talent

Unit No/s

3 RTO

Level

Foundation

Credit value

6

Assessment method

Written, Observation

Learning outcomes:

  1. Be able to explain the factors that affect an organisation’s talent planning, recruitment and selection policy.
  2. Be able to identify appropriate recruitment and selection methods.
  3. Be able to contribute to the recruitment and selection interviewing process for a job role.
  4. Understand the importance of effective induction.

All activities should be completed

Activity 1

Write a short report on Talent Planning in organisations which:

  • identifies and assesses at least 4 factors that affect an organisation’s approach to attracting talent
  • identifies and explains at least 3 organisation benefits of attracting and retaining a diverse workforce
  • describes at least 3 factors that affect an organisation’s approach to recruitment and selection
  • describes the benefits of at least 3 different recruitment methods and 3 different selection methods
  • explains at least 3 purposes of induction and how they benefit individuals and organisations.
  • includes an induction plan that identifies areas to be covered, timelines and those involved in the process.

Activity 2

Carry out the main stages of recruitment and selection activity for an identified role.

Brief:

You are a member of the Head Office human resources team for a national retail group and have been asked by one of your larger store managers to recruit a Human Resources Officer for his store to work 3 days per week. Their duties will include all staffing and training duties associated with the running of the store for 150 store staff. You should use this brief to inform your work in carrying out the following tasks:

  • produce a job description and person specification for the role
  • draft a written advertisement or a brief to your Recruitment Agency to attract talented individuals to apply
  • develop selection criteria and shortlist from a minimum of 3 applicants who have applied for the role (application form attached)
  • as a panel, interview 1 applicant for the role and decide if they should be offered the post
  • identify which records you would retain with a short explanation of the legal requirements
  • Draft an example of a letter to an appointee and one example of a letter written to a non-appointee.

You will be observed and assessed by your tutor using the attached observation record.

Activity Resources

Application Form (3 pages)

Observation Record (1 page)

Assessment Criteria

1.2

1.1

 

1.3

 

2.1, 2.2

 

4.1

 

4.2

 

 

 

3.1

3.2

 

3.3

 

3.4

 

3.5

Evidence to be produced

Activity 1

Report of approximately 1200 words

Activity 2

Observation record for each member of the group.

The following documents to be produced by each group:

  • Job Description and Person Specification
  • Agency Recruitment Brief or advertisement
  • Selection criteria
  • Completed short listing record
  • List of interview questions used in the Panel Interview
  • Interview assessment form
  • List of records from process which will be retained with an explanation of the legal requirements
  • Letter to both successful and unsuccessful applicants
     

Sample Answer

Talent Planning and Recruitment in Organisations

Introduction

Effective talent planning, recruitment, and induction are crucial elements of human resource management. They enable organisations to attract, develop, and retain skilled employees while promoting diversity, maintaining legal compliance, and supporting strategic objectives. This report examines the key factors affecting talent planning, recruitment, and selection, explores the benefits of a diverse workforce, evaluates recruitment and selection methods, and provides an induction plan to support new employees in an organisational context.

Organisational Benefits of a Diverse Workforce

A diverse workforce provides significant advantages to organisations. One of the primary benefits is the enhancement of creativity and innovation, as employees from different backgrounds bring unique perspectives that can lead to more effective problem-solving and new ideas. Additionally, diversity fosters higher employee engagement. When staff feel included and represented, they are more motivated, committed, and productive. Furthermore, having a diverse workforce allows organisations to access a broader talent pool, enabling them to attract and retain top talent from multiple demographics, which strengthens their competitive position in the market.

Factors Affecting Talent Planning

Several factors influence an organisation’s approach to talent planning. Strategic objectives play a central role, as workforce planning must align with the organisation’s goals to ensure the right skills are available when needed. Workforce demographics, including the age, experience, and skill mix of existing staff, also shape talent planning and succession strategies. Economic conditions are another consideration, as fluctuations in the labour market affect the availability of candidates and salary expectations. Finally, technological advancements impact workforce planning by introducing new skill requirements, meaning organisations must anticipate training needs and recruit accordingly.

Factors Affecting Recruitment and Selection Policy

Recruitment and selection policies are guided by multiple factors. Legal compliance is fundamental, as employment laws, equality regulations, and data protection requirements must be upheld throughout the hiring process. Organisational culture also influences recruitment, as policies should ensure that new hires align with the values and working practices of the company. Operational needs, including staffing levels, workload, and service delivery, further shape recruitment strategies, determining which roles are prioritised and the speed at which positions must be filled. Finally, budgetary considerations affect recruitment and selection, as organisations must balance the cost of advertising, agency fees, and salary packages against available resources.

Continued...

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