Unit 19 resource and talent planning is a significant element of the HND curriculum of business, which is designed to make a student with skills and knowledge, mandatory to certify the organisation with accurate talent for the strategic goals achievement. Focus of this unit is on the significance of the workforce aligning potential within the requirements of the organisation.  Moreover, it emphasizes the existing employee`s development and the recruitment of innovative talent. The students will acquire the way to identify the gaps of skills, future workforce planning requirements and the strategies for implementation of development and training. This certifies that the organisation may sustain the performance with continuous growth by adapting to the demands of change.

The significant domain of the unit is to emphasize the selection and recruitment processes. These processes are significant for bringing innovative talent for supporting the growth of the organisation and replacing the employees department. Students will identify the multiple methods of recruitment, the techniques of selection, the ethical and legal considerations, including in the process of hiring. They will also quite regarding the diversity significance and inclusion in generating an innovative and resilient workforce. By recognising the way to efficient process management, the students will get preparation for contributing to the function of human resources in an organisation. They will also certify the way through which it returns and attracts the accurate people for success driving.

This unit also makes students prepare to deal with the resource complexities and planning of talent in the diverse and global business environment. They will increase their knowledge in the management of distributed teams throughout the various locations and cultures. It also contains great significance in the relevance world of today`s interconnection. At the end of the unit, the learner will have developed the potential to make good decisions regarding the planning of the workforce. Moreover, they will acquire the way to contribute to the long-term competitiveness and sustainability of the organisation. This knowledge is significant for the people who aspire to roles in any position or management position, need the strategic planning of the workforce.

Aims of the Unit

The significant aims of unit 19, resource and talent planning in HND business are demonstrated below:

• To plan and evaluate the current and future requirements of the organisation by certifying the strategic goals alignment.
• To provide students with a detailed recognition of the process selection, effective recruitment and ethical and legislative considerations.
• To implement the behind the succession planning and talent management Strategies for developing and significant employees.
• To manage the talent planning and resource planning in distributed and diverse locations, providing adaptability and inclusivity in the global environment of business.

Learning Outcomes

The foremost learning outcomes in unit 19, resource and talent planning, in HND business, according to Pearson set are given below:

LO1: Analyse labour market trends and appropriate legal requirements which influence workforce planning.

• Talent management and workforce planning
• Overview of HR strategy
• Talent management and talent overview
• Definition of workforce planning
• Discuss the systematic approach, connection to the strategic HRM and talent resourcing.
• Legal restrictions and labour market trends

The trends of the labour market that impact processes of HR, including changing economic, demographic, political composition of social Trends and population.

• Analysis of the trend And Labour analysis, supply and demand forecasting
• Identify particular HR legislation requirements and constraints.
• Contemporary issues of human resource; the character of social and human capital, the increase in ethical awareness, minimise competitive Globalization and intensity, skills development to advancement alignment in innovative technologies and emerging work culture of Technology.

LO2: Determine current and anticipated skills requirements in varying contexts.

 Analysis of job:

 Overview of job analysis

 Job analysis methods and data information collection. Application of skills, need evaluation and demands and supply forecasts.

 The job analysis is significant for generating accurate descriptions of the job and the job specification.

 Job design:

Overview of job design

Consider the responsibility of the job, job enrichment and job variety.

 The succession planning application to develop and identify the abilities and skills of employees.

 Performance method management vs monitoring of talent management to manage and develop employee contribution for meeting the overall objectives of the business.

LO3: Apply the appropriate documents and processes which contribute to effective recruitment and selection.

 Selection and recruitment processes and policies:

 Selection and recruitment methods and process, identifying there reliability and validity.

 Method of recruitment, including use of internal and external sources.

 Methods of selection for assessing applicants and the short lesson

 The financial and legal implications and aspects of various selection and recruitment methods.

 The way to add Minister efficient selection and recruitment policies.

LO4: Evaluate how to manage the human resource life-cycle within the context of a HR strategy.

 The life cycle of HR:

The HR all employee life cycle concept and solutions of HR for certifying affective key stages management of HR life cycle.  Selection and recruitment, orientation and onboarding, succession planning, performance management, and transition and exit.

 Significant considerations of HR legislation in terms of HR life cycle.

Assessment criteria

The assessment criteria of unit 19, resource and talent planning, contain the robust association with learning outcomes such as:

LO1: Analyse labour market trends and appropriate legal requirements which influence workforce planning.

• Analyse current labour market trends that influence talent management and workforce planning.
• Explain the different types of legal requirements an organisation must take into account when workforce planning.
• Analyse the impact of labour market trends and legal requirements on the workforce planning of a specific organisation.
• Critically analyse the impact of labour market trends and skills requirements on workforce planning and make appropriate recommendations for effective response to supply and demand forecasts, succession planning and performance management.

LO2: Determine current and anticipated skills requirements in varying contexts.

• 1 Based on current labour market trends and legal requirements, determine current and anticipated skills requirements for a range of organisational examples.
• 2 Analyse current and anticipated skills requirements in response to identified labour market trends and legal requirements for a range of organisational examples.

LO3: Apply the appropriate documents and processes which contribute to effective recruitment and selection.

• 1 Produce appropriate examples of job description and person specification documents for effective recruitment and selection.
• 2 Apply different recruitment and selection methods for effective talent resourcing and planning.
• 3 Evaluate different processes and methods of recruitment and selection for effective talent resourcing.
• 4 Make valid judgements and recommendations on how appropriate documents and processes can be improved for effective talent resourcing.

LO4: Evaluate how to manage the human resource life-cycle within the context of a HR strategy.

• 1 Evaluate the stages of the HR life-cycle applied to specific HR contexts.
• 2 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy.
• 3 Evaluate the importance of the HR lifecycle in relation to strategic talent management.
• 4 Critically evaluate how stages of the HR life-cycle can be applied separately and integrated to support strategic talent management.

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