Assessment Questions
CIPD research shows that across the world a large proportion of employers are continuing to experience skills shortages and recruitment difficulties. The findings of the 2023 People Profession survey highlight that workforce planning, employee engagement and retention, and the management of performance and productivity are some of the top people priorities.
As a part of a periodic review of its people strategies your manager has asked you to lead a working party to examine and review the organisation’s resourcing and talent strategy that focuses on the following questions.
For the purpose of this assessment, you need to apply your answers to either your own organisation or one with which you are familiar.
It is essential that your reading of the published literature is used to inform your responses to all questions.
Question 1 (AC 1.1)
Analyse one external and one internal factor that is shaping the organisation’s resourcing and talent strategy. Recommend how this strategy could be improved to respond to these factors.
Question 2 (AC 2.4)
Make two justified recommendations as to how the organisation can improve the effectiveness of its employee induction programme and propose how its effectiveness can be evaluated.
Question 3 (AC 3.1)
To further enhance the organisation’s workforce planning, evaluate a short and a long-term approach that could be implemented to meet the current and future demand for talent, providing justification for why each would be appropriate.
Question 4 (AC 4.2)
Within the context of the organisation, evaluate two contemporary methods that utilise technology to manage both individual and team performance.
Unit Template: 7HR02 Resourcing and Talent Management to Sustain Success
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Reed Learning |
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CIPD_7HR02_24_01 |
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Declaration by Learner
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I understand the consequences of malpractice and accept that any violation of this agreement may result in disciplinary action. |
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Learner signature: Insert photo or scanned image of handwritten signature |
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Submission Checklist
- Ensure you have answered each of the 4 questions.
- Word count should be approx. 1000 words +/-10% for each question. Enter your total wordcount for the submission above and for each LO/AC where indicated. Maximum overall word count is strictly 4400 or your submission will be referred.
- Include your references list at the end.
- Complete the authenticity statement.
- Provide any additional evidence documents where applicable.
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Learning Outcome 1: Understand the impact of the changing business environment on resourcing and talent management strategy and practice. (X,XXX words) Assessment Criteria: |
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Q1: Analyse one external and one internal factor that is shaping the organisation’s resourcing and talent strategy. Recommend how this strategy could be improved to respond to these factors. (AC 1.1 Analyse current developments impacting business environments and their significance for organisational resourcing and talent strategy and practice.) |
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Indicative content: Using market insights to shape resourcing initiatives. Key external and internal trends and developments (technology, labour markets, the gig economy, skills shortages and equality, diversity and inclusion, regulation). |
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Learning Outcome 2: Understand organisational recruitment and selection strategies. (X,XXX words) Assessment Criteria: |
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Q2: Make two justified recommendations as to how the organisation can improve the effectiveness of its employee induction programme and propose how its effectiveness can be evaluated. (AC2.4 Critically evaluate approaches to achieving effective employee induction.) |
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Indicative content: Value of planned induction programme; importance of pre-employment communication; formal and informal approaches; generic and tailored content; induction buddies; development plans; coaching and mentoring systems. Local and global onboarding; methods of integration & socialisation; use of digital platforms. Methods of evaluation: feedback from employees; use of metrics for example retention and turnover statistics.
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Learning Outcome 3: Understand the importance of workforce planning to support sustainable organisational performance. (X,XXX words) Assessment Criteria: |
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Q3: To further enhance the organisation’s workforce planning, evaluate a short and a long-term approach that could be implemented to meet the current and future demand for talent, providing justification for why each would be appropriate. (AC3.1 Evaluate long- and short-term talent planning approaches to meet organisational demand.) |
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Indicative content: The major stages in workforce planning; debates about the relevance of workforce planning and major ways it is developing; talent reservoirs and pipelines; how to design talent differentiation and assessment tools to identify and review talent. |
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Learning Outcome 4: Understand approaches to improving individual and team performance. (X,XXX words) Assessment Criteria: |
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Q4: Within the context of the organisation, evaluate two contemporary methods that utilise technology to manage both individual and team performance. (AC4.2 Evaluate the use of technology to monitor individual and team performance.) |
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Indicative content: Contemporary innovations in performance monitoring and recording, video surveillance, call recording, productivity data, customer feedback, remote online monitoring to assess work quality, work pace; debates about the ethics of using technology to facilitate, monitor and predict performance at work; global talent interventions. |
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References List |
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Use Harvard referencing and list in alphabetical order of surname. |
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Plagiarised Answer
Example:
Analyse one external and one internal factor that is shaping the organisation’s resourcing and talent strategy. Recommend how this strategy could be improved to respond to these factors.
External Factor: Labour Market Trends
Analysis:
One significant external factor shaping an organisation`s resourcing and talent strategy is the evolving labour market. In the UK, there has been a marked shift in workforce expectations and demographics. For instance, the rise of remote working has transformed how organisations approach talent acquisition and management. Additionally, there is an increasing emphasis on diversity and inclusion, with more candidates prioritising workplaces that demonstrate strong commitments to these values.
The ongoing skills gap, particularly in tech and digital sectors, also impacts organisations` strategies. The demand for highly skilled professionals often outstrips supply, leading to heightened competition and potential difficulties in attracting and retaining talent.
Recommendation:
To adapt to these labour market trends, organisations should enhance their resourcing and talent strategy by adopting a more flexible and inclusive approach. This could involve implementing a hybrid work model that accommodates remote and on-site work preferences, thereby broadening the talent pool. Investing in training and development programmes to upskill existing employees can help address the skills gap internally.
Additionally, organisations should focus on creating a more inclusive culture by setting clear diversity and inclusion goals, actively recruiting from underrepresented groups, and promoting a work environment that values diverse perspectives. This approach will not only align with current workforce expectations but also enhance the organisation’s reputation as an employer of choice.
Internal Factor: Employee Engagement and Retention
Analysis:
An internal factor that significantly influences an organisation`s resourcing and talent strategy is employee engagement and retention. High levels of employee engagement are often linked to increased productivity, lower turnover rates, and a stronger organisational culture. Conversely, disengaged employees can lead to higher attrition, impacting the organisation’s ability to maintain a stable and effective workforce.
Factors contributing to low engagement might include inadequate career development opportunities, poor management practices, or lack of recognition and rewards. Addressing these internal issues is crucial for ensuring that the organisation retains its top talent and maximises employee potential