You work for a large organisation that has just completed a restructure of its people function. You work in the resourcing team having previously specialised in employment relations. Your new manager is an experienced resourcing specialist and is delivering a webinar at a forthcoming CIPD branch event. The event is popular, with many bookings made. When participants make a booking, they are asked to include questions they would like answers to.

Your manager is keen to develop your knowledge of talent management and workforce planning and has asked you to prepare full written answers to the 15 questions the participants have raised. The questions are varied, and you want to impress your new manager with your answers as well as your ability to independently research any areas you are unfamiliar with. The questions will be answered during the webinar, so it is important your answers are focused, clear and concise.

Questions

1.Explain how organisations strategically position themselves in competitive labour markets.

You should explain the practical steps organisations take to position themselves in competitive markets. Some mention of competitor analysis should be included as well as other key factors. You could consider employer branding, employer of choice, etc. You could draw on examples from further reading to demonstrate where organisations have strategically positioned themselves in competitive labour markets. You don’t need to practically apply the models and theories; only discuss how they could be strategically used.

2.Explain the impact of changing labour market conditions on resourcing decisions.

You must explain the impact of changing market conditions on resourcing decisions.

You could define tight and loose labour markets and explain how resourcing decisions are impacted. We would expect a clear link to be made between market conditions and how they impact resourcing decisions taken by a business.

You don’t need to apply models in this section, but you should refer to them.

3.Discuss the role of government, employers and trade unions in ensuring future skills needs are met. You must provide a discussion on the role of government, employers and trade unions in ensuring future skills needs are met. We will expect to see a debate or argument presented that covers all three areas (government, employers and trade unions).

You should critique and form a judgement using a range of research, data and opinions.

Areas you could cover include apprenticeships, skills development, union learning representatives, etc.

4.Analyse the impact of effective workforce planning.

You must produce an analysis of the impact of effective workforce planning.

You should breakdown the impact and bring in current and relevant sources to support your analysis. It is important that you focus their attention on effective workforce planning.

You could consider forecasting demand, forecasting internal and external supply, analysing gaps, etc.

5. Evaluate the techniques used to support the process of workforce planning.

You should provide an evaluation of the techniques used to support workforce planning.

We would expect to see at least two techniques mentioned in this section. You should look at the positive and negative elements of each technique and form a judgement on their suitability.

A good evaluation will focus on application across a different range of contexts, scenarios and settings. The techniques chosen should be linked to workforce planning.

6 .Explain approaches to succession and contingency planning aimed at mitigating workforce risks.

You must explain approaches to succession and contingency planning to mitigate workforce risks. You should discuss a minimum of two approaches covering both areas: succession and contingency. As we are looking for an explanation, there is no requirement produce in-depth analytical answers for this question. However, doing so could help you achieve a higher grade.

You could consider approaches such as developing talent pools, using appraisals to identify employees wishing to progress, etc.

7.Assess the strengths and weaknesses of different methods of recruitment and selection to build effective workforces.

You must assess the strengths and weaknesses of different methods of recruitment and selection to build effective workforces.

We would expect to see at least two methods of both recruitment and selection covered (so a minimum of four in total) to bring out a detailed assessment.

We would also expect strengths and weaknesses for each method to be present in the assessment.

There should also be a link between the methods and their ability to build effective workforces.

8.Examine turnover and retention trends and the factors that influence why people choose to leave or remain.

You must examine turnover and retention trends and examine the factors that influence why people choose to leave or remain.

You should bring in, and reference current, relevant and contemporary trends found from reputable sources such as government data, professional body reports or other leading journals and articles.

You should ensure you cover all 3 points:

*Turnover trends,

*Retention trends,

*Factors influencing why people choose to leave or remain.

9.Compare different approaches to developing and retaining talent on an individual and group level.

You must compare different approaches to developing and retaining talent on an individual and group level.

We would expect to see at least two different approaches in your answer. We would expect to see these approaches cover elements at an individual and group level, and both must be covered.

Approaches can include appraisal, training and development, flexible working, etc.

10.Evaluate approaches that an organisation can take to build and support different talent pools.

You must evaluate approaches that an organisation can take to build and support different talent pools.

We would expect to see both positive and negative factors weighed up and a judgement formed.

We would also expect to see at least two approaches discussed. These could include coaching and mentoring, performance reviews, etc.

11.Evaluate the benefits of diversity in building and supporting talent pools.

You should evaluate two benefits of diversity in building and supporting talent pools. You can consider benefits such as, various perspectives, reduced employee turnover, improved decision-making

We would expect to see both positive and negative aspects weighed up and a judgement formed. We would also expect this answer to be supported by research, current thinking and contemporary trends.

12.Explain the impact associated with dysfunctional employee turnover.

You must explain the impact associated with dysfunctional employee turnover.

We would expect to see much of this answer covered by both formal and informal costs. You could cover recruitment and selection costs, loss of productivity, training costs, etc.

As we are looking for an explanation, there is no requirement to produce in-depth analytical answers for this question. However, doing so can help you to achieve a higher grade.

13.Assess suitable types of contractual arrangements dependent on specific workforce need.

14.Differentiate between the main types of contractual terms in contracts.

15.Explain the components and benefits of effective onboarding.

Answer rating: 100% (QA)

1 Organizations strategically position themselves in competitive labor markets through a series of practical steps One crucial aspect is conducting competitor analysis to understand the strengths and ... View the full answer