Question 1 (25 Marks) Many HR groups struggle to formulate a talent management strategy that maps out their goals and priorities for the year and ties these to their organisation's strategic plan and goals. The reasons why are varied, but without a talent management strategy and plan, the results are usually the same - the HR function is not seen as playing a strategic role in their organisation, and talent management activities aren't given the organisational importance they should have. With reference to any organisation that you are familiar with, critically examine the important considerations for talent Planning and Workforce Planning required for organisational success.

Question 4 (25 Marks) A structured performance management process can strongly support ongoing efforts to build accountability into the organisational culture. It helps to keep everyone aligned with the strategic goals, and it focuses peoples attention on what needs to get done, by when. Without it, management can easily get off track and forget to measure and reward what we have told everyone is important. In light of this statement, provide a detailed comparative analysis on the suitability of the Behavioural and Results approaches to performance management for the selected organisation, and evaluate the best practices in the provision of performance feedback.