...Optional Unit 3RTO = 6 credits Resourcing Talent Learning Outcome 1: Be able to explain the factors that affect an organisation's talent planning, recruitment and selection policy. |Assessment Criteria | | Explain the organisational benefits of a diverse workforce. | |Indicative Content | |Key factors: | |Organisational context, business objectives and brand; expansion or contraction of the business; restructuring; reasons for staff turnover. | |Succession planning; capacity and capability assessment; talent inventories and management; skill shortages; the benefits of attracting and | |retaining a diverse workforce; the systematic recruitment cycle; identifying genuine vacancies; choosing the most appropriate style of | |recruitment and selection for the organisation’s context, role, culture and sector; ethics and good practice; regulatory and legislative | |framework. | | ...
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...Tutor Marked Assessment- Submission document 3RTO Resourcing Talent |Your Name |Marion Dobson | |HLC Student Number |708616925 | |Cohort/Group |January 2016 | |Your Tutor |Richard Kirby | |Date of Submission |17 May 2016 | |Number of words used in this TMA (discount references and tables, charts and graphs) |1388 | Save this document as Full name, Unit, Cohort, Assessment For example AngelaSample_3RTO_Jan15_Assessment It will be returned as AngelaSample_3RTO_Jan15_Assessment_Feedback CIPD Assessment Activity |Title of unit/s |Resourcing Talent | |Unit No/s |3RTO | |Level ...
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...“If an HR person is trying to choose people for an organization, knowing their values are very important-if they are not consistent with the organization’s values they are not likely to stay very long.” Professor Rodger Collins The aim of this report is to: • Identify and assess at least 4 factors that affect an organisation’s approach to attracting talent. • Identify and explain at least 3 organisation benefits of attracting and retaining a diverse workforce. • Describe at least 3 factors that affect an organisation’s approach to recruitment and selection. • Prepare a Recruitment Authorisation Request to the MD comparing and contrasting the benefits of at least 3 different recruitment methods and three different selection methods. The Identification and Assessment of 4 Factors Which Can Affect an Organisation’s Approach to Attracting Talent Does the vacancy need to be filled? If a member of staff has left or is intending to leave in the near future, can the vacancy be filled by splitting the job between other employees? To investigate the possibility of this a job analysis would be required to gain information from the leaver and line manager via the exit interview process as to the feasibility of absorbing the required tasks into existing employee’s workloads. Why does the vacancy exist? As previously mentioned an exit interview would be carried out by the line manager, the primary aim of the exit interview is to learn reasons for the person's...
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... Identify and explain at least 3 organisational benefits of attracting and retaining a diverse workforce Identify and assess at least 4 factors that affect an organisation’s approach to attracting Senior Managers, specialists and high potential graduates Describe 3 factors that affect an organisation’s approach to recruitment and selection Compare and contrast the benefits of 3 different recruitment methods Compare and contrast the benefits of 3 different selection methods. Identify and explain at least 3 organisational benefits of attracting and retaining a diverse workforce. Generally Diversity means the variety however, if we are talking the diversity in the employment context, then it means in which the employers recruiting and retaining the best candidate from different wider channels talent markets irrespective of gender sexual orientation, age, race, language, religion or disability because it’s very important to emphasize on difference within the organization to get benefits of diversity such as; • It provides wider talent/candidates pool and give more alternatives when it comes to selecting the best candidate. • It will boost the organization’s overall image and reputation with its stakeholders as well as it can as a competitive advantage among other competitors in the same market. • It can increase the business productivity because when diversity found in organizations, will help to the business processes and procedures from different backgrounds...
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...Identify and assess 4 factors that affect an organisations approach to attracting talent Skillset (external) One of the many factors that contribute to an organisations approach to attracting talent is the availability of skillsets. If there is a shortage of candidates with the skills required to do the job then it will be harder to recruit into the role. Employers will often have to offer enhanced pay and benefits, flexible working, additional training and a structured career path to stay ahead of their competitors and retain their position in the marketplace in which they operate. The UK has a chronic skills shortage in Manufacturing and Engineering which is hampering productivity and holding back the economic recovery, business leaders believe. "Last year we had nine areas of skills shortages, now we have 43 areas. Every single type of engineering is in short supply, from mechanical to software, civil to electrical," Kevin Green, CEO of the Recruitment and Employment Confederation (REC), wrote in Recruitment Matters in December 2015. Cost (internal) Another factor is the cost of recruitment. Advertising even in this multi-media channel age can be extremely costly and smaller companies may not have the recruitment budget to attract quality candidates to their organisation through high profile marketing campaigns. There is also a cost in terms of the time taken to write adverts & job descriptions, review & shortlist applicants and to interview, host assessment centres...
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...Records that need to be retained during the selection process and the legal requirements. Application form/C.V Selection Assessments/Tests Interview Notes References passport, birth certificate with driving license or work visa. Driving License photo and paper (only for roles where this would be required) Original Job description Contract Signed equality act National insurance number Documents such as Application forms, C.V, interview notes, selection assesments, tests, references, references and signed equality acts are normally kept for evidence of fair treatment and that candidates/new employee's are treated fairly and the same in accordence of 4 acts: Equality pay act 1970 Employment rights act 1996 Employment act 2002 Equality act 2010 Other documents have indervidual reason of why they are required to be retained, such as a copy of a candidates passport, birth certificate with driving license or work visa. These need to be checked during the recruitment process as well as kept for proof of right to work in the U.K. If an empolyee if found to be illigally working for your company, the company is as liable and the employee unless the company has proof that they took every measure to assitain proof of eligability. You need to get an employee's National insurance number for PAYE perpouses. A contract needs to be retained so employee and employer have a record of what an employee's role and expectation are during their employment. Without a C.V an employee...
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...Date:10/10/2015 To: Maxine Rawlings From: Michaela Sampson Subject: Module: 3RTO Resourcing Talent Overview: The aim of this report is: 1.1 To identify and and explain at least 3 organisation benefits of attracting and retaining a diverse workforce 1.2 To identify and assess at least 4 factors that affect an organisation’s approach to attracting talent 1.3 To describe at least 3 factors that affect organisation’s approach to recruitment and selection Diversity in any organisation includes hiring and promoting a workforce of people with differences. These differences include race, gender, ethnicity, sexual orientation, physical abilities and economic backgrounds. The premise of a diverse workplace is that employees are brought together to create a culture of inclusiveness, where all employees feel valued. It is also vital to recognize that these differences require an individual approach to managing a diverse workforce. This is also supported by CIPD available at: http://www.cipd.co.uk/hr-resources/factsheets/diversity-workplace-overview.aspx (Accessed:19th October 2015) 1.1; Attracting and retaining a diverse workforce has many benefits. According to ACAS available at: http://www.acas.org.uk/index.aspx?articleid=3725 (Accessed:13th October 2015) an organisation with diverse workforce has: * Better understanding of wide range of customers needs with ability to attract a broad client base. It means that social diversity (demographic differences such as age...
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...|FOUNDATION CHRP CL&D ASSESSMENT | | | |[pic] | |Resourcing Talent (3RTO) | | | | | |3RTO F204A_June – Optional Unit Assessment – Version 3 June 2012 | | | | | |Student name: | | | | | | |CRITERIA |PASS/REFER |COMMENTS | |LO1: ...
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...|Unit title |Resourcing Talent | |Level |3[1] | |Credit value |6 | |Unit code |3RTO | |Unit review date |Sept. 2011 | Purpose and aim of unit Organisational success depends on having the right skill mix. This unit provides an introduction to the resourcing and talent planning process. Studying this unit will enable learners to understand the factors that impact on an organisation’s resourcing and talent planning activities. They will learn about the relationship between recruitment and selection by identifying the key stages in each separate but related process. The benefits to the organisation of attracting and retaining a diverse workforce will be emphasised. They will be able to make a positive contribution to the recruitment and selection process by developing their knowledge and skills in defining and writing job descriptions, contributing to the job advertisement process, shortlisting, conducting...
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...3rto “If an HR person is trying to choose people for an organization, knowing their values are very important-if they are not consistent with the organization’s values they are not likely to stay very long.” Professor Rodger Collins The aim of this report is to: • Identify and assess at least 4 factors that affect an organisation’s approach to attracting talent. • Identify and explain at least 3 organisation benefits of attracting and retaining a diverse workforce. • Describe at least 3 factors that affect an organisation’s approach to recruitment and selection. • Prepare a Recruitment Authorisation Request to the MD comparing and contrasting the benefits of at least 3 different recruitment methods and three different selection methods. The Identification and Assessment of 4 Factors Which Can Affect an Organisation’s Approach to Attracting Talent Does the vacancy need to be filled? If a member of staff has left or is intending to leave in the near future, can the vacancy be filled by splitting the job between other employees? To investigate the possibility of this a job analysis would be required to gain information from the leaver and line manager via the exit interview process as to the feasibility of absorbing the required tasks into existing employee’s workloads. Why does the vacancy exist? As previously mentioned an exit interview would be carried out by the line manager, the primary aim of the exit interview is to learn reasons...
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...------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- CIPD LEVEL 3 CERTIFICATE IN HR/L&D PRACTICE ------------------------------------------------- ------------------------------------------------- 3RTO ------------------------------------------------- RESOURCING TALENT ------------------------------------------------- ------------------------------------------------- ACTIVITY 1 REPORT ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Name: Jacqui McInnes ------------------------------------------------- ------------------------------------------------- Date: 23rd February 2015 ------------------------------------------------- ------------------------------------------------- Word Count: 1361 ------------------------------------------------- ------------------------------------------------- Tutor: Margaret Bent ------------------------------------------------- CONTENTS PAGE Page number 1. Introduction 2 2. Findings...
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...ASSESSMENT DELIVERING LEARNING AND DEVELOPMENT ACTIVITIES (3DLA) DAVID REDONDO FERNANDEZ CIPD LEVEL 3 FOUNDATION EALING, HAMMERSMITH & WEST LONDON COLLEGE CIPD Membership number: 2329184X Tutor Name: Clare Woodcock Date 08/04/2014 Word Count: Activity 1 – 492 Activity 3 -- 931 INDEX 1.1 Individual and environmental factors that impact positively or negatively on learning. 1.2 Create a positive learning environment. 1 Learning Plan 3.1 Feedback from the participants 3.2 Reflective statement *FEEDBACK OF THE COURSE* Summary The main purpose of this assessment is to create a plan and help those people who in this moment are unemployed or are looking to change their job. As currently I work in the recruitment centre I am learning how is the day by day in a busy environment and how important is to have a good CV, something that makes you stand out from the rest and show how you are different to get at least the chance to be called to an interview. ACTIVITY 1 1.1 Individual and environmental factors that impact positively or negatively on learning. The learning process is affected by some factors individual and environmental. Since I knew the time of my presentation (15.00 pm) I thought would be good to include pictures and videos, although to ask questions, as my presentation is one of the last and the audience is tired than it is in the morning. As well the factor of the temperature...
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...Understanding organisations and the role of human resources Unit 3HRC Workbook Cullen Scholefield Maxwelton House 41 Boltro Road Telephone: 0800 0185 052 Fax: 01444 459 221 Haywards Heath West Sussex Website: www.csgconsult.com Cullen Scholefield Limited a company registered in England No: 3298304 RH16 1BJ United Kingdom eMail: develop@csgconsult.com Contents Introduction 4 New qualifications 4 Overview of 3HRC Understanding organisations and the role of HR 6 Section one - Organisation context, purpose, aims and objectives 7 Section two - Different types of organisation 13 Section three - Understand how HR activities support an organisation 20 3HRC © Cullen Scholefield Page 2 of 27 This page is intentionally blank 3HRC © Cullen Scholefield Page 3 of 27 Introduction New Qualifications The Chartered Institute of Personnel and Development (CIPD) has introduced new qualifications in 2010 to reflect the knowledge and skills specified in the CIPD HR Profession Map and revised membership criteria The changes offer greater flexibility to you and providers, introduce a whole new suite of Intermediate level qualifications, and will meet the requirements of the new Qualifications and Credit Framework (QCF). What is the QCF? The QCF is a new way of recognising achievement through the award of credit for units and qualifications. At present, it is hard to understand all the different types of qualification...
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