CIPD Level 5HR02 Talent Management and Workforce Planning

CIPD Level 5HR02 Task 2: Realize the Aim and Significance of Workforce Planning

2.1 Analyse the Influence of Productive Workforce Planning

Workforce planning is crucial for organisations to make sure that they have the best number of employees with the needed skills to support the business. If there is no proper planning, then organisations can experience unwanted consequences, like:

• Rising costs due to hiring interns or overtime work.
• Lack of staff results in bad customer service.
• Lack of creativity due to source shortage.
• Morale issues are caused by feeling undervalued or overworking.
• Risking the legal entity of your organisation due to staff not keeping up with health regulations.

2.2 Evaluate the Methods to Support the Workforce Planning Procedure

Workforce planning can be supported through some reliable techniques, including:

Workforce Examination

You need to examine the workforce before hiring them in bulk. The judgement ranges from skillset to background to experience to behaviour, and it all goes on. This is how you identify gaps in the workforce that are available and the workforce that you need.

Workforce Modelling

Modelling here refers to making them aware of the possible scenarios that they may face during work. All of this is designed to help them with a set of instructions that they would need in a situation they are not familiar with (or even if they are).

Benchmarks

The process of building and supporting different talent pools is not easy. You have to be conscious of the competition in the market. This is how you measure your workforce against the others active in the industry and figure out how better or worse you are.

Skill Audit

This step is where you identify training needs and assess the skillset of your hired workforce. Audits are important as you can cut down on the unnecessary labour and select the ones that are able enough to work for you.

2.3 Describe the Ways of Planning and Succession Developed to Mitigate Workforce Dangers

Planning and succession are the basic elements that an organisation need to adopt well to work better. These are possible only when you mitigate dangers related to the workforce. These ways have two basic categories: individual and organisational.

Contingency planning and organisational succession include having systems and processes at the company level. This is how you determine strengths and weaknesses and observe where you reside among the competitive labour markets. Your workforce needs to be talented, and you cannot have a good workforce based on unmet needs. Arrangements dependent on a special workforce are how you can come up with good planning and ensure quality organisational succession. 

Whether it is individual or organisational, the whole purpose of this process is to put focus on developing talent within the organisation. The workforce planning refers to keeping your workforce monitored. Offer them opportunities, show them ways to improve themselves, and develop skills. You also need to keep tabs on disruptions at work, and this includes underpaying your workforce. All of this is meaningless if your workforce is underpaid, overworked, and exploited.

2.4 How to Assess the Strengths and Weaknesses During Selection and Recruitment?

You can hire employees based on given strengths and weaknesses you can afford at your workplace. Common ways include:

Job Advertisements

This is an age-old method of requirement. Develop a full description of the kind of things your work needs. The stuff that you look for in your candidate. You can review applications from those who are hopeful to work with you. This is how you find out how much one is capable of posting.

Networking

This method is used when you have to look into your built network. Approach those whom you think are fit for the role. Let them know of the kind of work you need and how you want it done. This is a great way to filter out unwanted candidates and only select those who earn their place. 

Referrals

Referrals are the process of reaching out to your current employees. Ask them if there are people who need the same job; they can link you to other unemployed labourers. This is how you build your workforce accordingly.

Agencies

There is no lack of recruitment agencies that can serve as a bridge between you and other candidates. Even though this is a tried-and-tested way to select candidates, keep in mind that this is not a cheap way; it is quite expensive. 

Interviews

What better way than to call applicants for interviews? Have a face-to-face conversation with them, and find out how accurate their suitability is. This is an easy way to figure out if they deserve the position or not. 

Assessment Centres 

You may ask applicants to be present at a specific location where the assessment centres are. Tests and activities are designed to gauge their ability for the position. You can evaluate them well based on tests, oral examinations, and overall calculations. This method is reliable indeed, but it can be overly expensive at times.

Each of these methods holds great value. This is how you build effective workforces. And it is one of the main reasons why this particular assignment will always remain relevant. 

CIPD Level 5HR02 Task 3: Grasp the Influence and Aim of Talent Management

3.1 Analyse Turnover and the Factors and Retention Trends That Impact Why Employees Remain or Leave

There are many reasons why workers want to remain or leave. Workforce planning assignment answers show us some reliable findings:

Compensation is a crucial reason why workers choose to stay in or leave your organisation. If your employees feel they are not being paid enough, then they are bound to leave. To the contrary, if you are paying well enough, then workers will be satisfied with their work and do it with a bright mind. You have to care about the cost of living and how difficult it is to manage at times. Your employee should not feel that they are not respected enough for a fair wage.

Do you know what increases retention rates? When employees feel supported and enabled by their company, it helps increase retention rates. The feeling of a secure job motivates the employee to look for further growth within an organisation. Furthermore, a positive bond with your supervisor or manager helps them look for more development. Workers who are respected and complimented by their bosses are more likely to stay in the company.

3.2 Compare Various Ways to Developing and Keeping Talent on the Individual and Communal Level

There are multiple ways companies develop and keep talent. While some companies focus on individual development, many others tend to pay more attention to group growth. Let us draw a comparison between both approaches:

Individual Growth

This is the kind of approach where each employee is responsible for their growth. They are tasked with certain projects and are allowed to use particular resources. This approach can be useful in a way that workers feel empowered and in control of their choices. It allows an employee more time to grow at their own pace and in a way which suits their style. While this method is useful for individual development, it may not suit the best interests of the company’s objectives, as fulfilling the objectives requires team growth.

Group Growth

This approach focuses on team development more than it does on individual development. This way is used to build team morale and improve cohesion in the workflow. This technique is better suited for the company’s goals as the team works together. Working together means they solve the issues together and therefore move together toward the shared goal of success.

3.3 Evaluate Ways That an Organisation Can Adopt to Build Talent Pools

It is important to assess how practical some ways are in terms of building and maintaining talent pools. It is time to assess some of those ways:

• Focusing on such a demographic within an organisation that does not have enough exposure to things. This way, you can help them highlight the flaws. And once the flaws are highlighted, you can show them the right direction to take to fix those flaws. This includes things like development opportunities, mentorship programs, and targeted recruitment.
• Encouraging workers to develop a new skillset and to keep improving themselves, as it assures them a good paycheck. After all, they are here to earn money. Let them know that a better increment is waiting for them if they improve themselves. Be honest about it and you will see how well they work.
• Working with external partners and other organisations. They can help you build your network, introduce you to new strategies, and build networking opportunities.

3.4 Analyse the Advantages of Versatility in Talent Pools

There are multiple advantages to versatility in talent pools; some of them are useful and following:

• First of all, businesses can set a big pool of candidates, and all of this leads to more innovation and creativity.
• Secondly, versatility can help you understand your clients, as well as introduce you to new emerging trends.
• Thirdly, a versatile workforce can introduce you to new and creative ideas.
• Lastly, versatile teams are more productive and effective for the company.

CIPD Level 5HR02 Task 4: Grasp the Significance of Influential Onboarding and Contractual Arrangements

HR needs to be informed of the particular contractual arrangements that are needed to meet the requirements of the workforce in your company. The best kind of contract will vary by some factors, such as the geographical location, duration of the project, and how the nature of the work must be handled. 

Four types of primary contractual arrangements are present in an organisation:

Permanent Contracts

Permanent contracts, as the name suggests, are for lifetime investment. At least for 20-30 years. These contracts need to be studied very well, as these are for long-term projects. 

Fixed-term Contracts

Fixed-term contracts mean the contract is valid for a specific period. The terms and conditions of such a contract are about the same as permanent contracts. Of course, they will have a special date for the end of employment.

Casual Contracts

These contracts are for the workers who are hired for some hours or days. Hospitality industry or tourism industry or any such industry use these kind of casual contracts. There are not enough benefits in this kind of contracts as employees are not hired permanently or even monthly.

Zero-hour Contracts

Zero-hour contracts are almost like casual contracts. Workers are not given a specific number of hours to work in. These kind of contracts are becoming common in the West, especially in the UK, even though they have been criticized for not providing enough job security.

You need to identify what kind of contract suits your company the best. Whatever you choose, make sure it is in the best interest of your workforce. If they feel undervalued, undermined, or underpaid, it is your company that is going to suffer the consequences. Many organisations do not care about these things; they feel employees owe them loyalty but you cannot buy loyalty, you can only earn it. 

All in all, this assignment is designed for workforce planning and talent management. It guides you well on how to make your work successful through these things.

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