5RST Resource and Talent Planning Part C

Part C (A.C. 2.1, 2.3, 2.4, 2.5, 2.6 & 4.1) (1,500 – 2,000 words)

Taking into account the case study you have examined, please produce your views on the following issues:
1. Talent planning and recruitment activities
2. Managing dismissal, redundancy and retirement effectively and lawfully

In producing your report, you should conduct research into contemporary and emerging practice in both key areas.

Your report should include discussion covering the following details:
 The principles of effective workforce planning and the tools used in the process (2.1)
 Key considerations when planning and conducting a downsizing of an organisation (2.3)
 Guidance on practice in the development of job descriptions, person specifications and competency frameworks (2.4)
 An explanation of the main legal requirements in relation to recruitment and selection (2.5)
 An assessment of the strengths and weaknesses of different methods of recruitment and selection (2.6)
 Advice on good practice in the management of dismissals, retirements and redundancies that complies with current (local) legislation (4.1)

 Please also comment on how you will transfer the new knowledge and skills gained during this assignment into working practices. You may also use this reflection for your CPD.
 You should also include 3-5 references from up to date and relevant sources in order to support your findings. This assignment must be submitted through Online Services.


The principles of effective workforce planning and the tools used in the process (2.1)
Workforce planning is defined as a continual process employed to align to diverse needs and priorities of an organisation. This is done for ensuring that they are meeting their overall legislative, regulatory, service, and production essentialities and entity goals and objectives. This is in tandem with Schweyer (2010) study that observed that workforce planning is based on ensuring that the ideal number of people with the appropriate skills are recruited in the appropriate position at the ideal time in delivery of an organisation both short and long-term goals. The tools that form part of the principles of workforce planning include the issues of planning, harnessing working flexibility, adopting different job designs associated with strategic business goals as illustrated in figure 1 below;

Figure 1: Workforce Planning
Hence, the primary principles used in the effective workforce planning include the following;
• Inclusion of high echelons of management , employees and different stakeholders in developing, communicating and implementing strategic workforce plans
• Establishing the entire critical skills and competencies critical for attaining the future programmatic results
• Harnessing the establishment of a myriad of strategies oriented to address diverse gaps and human capital conditions in critical skills and diverse competencies demanding a critical attention
• Building of the capabilities necessary to address the administrative, educational and other necessities essential for supporting diverse workforce strategies
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