AC1.1 Analyse current developments impacting business environments and their significance for organisational resourcing and talent strategy and practice.
- Analyze key contextual developments (technology, labor markets, ethics, diversity, regulation).
- Understand the significance of these developments for resourcing and talent strategy.
AC1.2 Evaluate the value of resourcing and talent management strategies.
- Assess securing and managing people resources.
- Evaluate the benefits of internal vs. external labor markets.
- Define and identify talent effectively.
- Focus on managing and developing talent.
- Prioritize retaining talent.
- Implement rewarding talent strategies.
- Consider the advantages and disadvantages of ‘fast track’ approaches.
AC1.3 Critically discuss potential future developments in the fields of resourcing and talent management.
- Analyze debates about new flexible and agile staffing practices.
- Consider relevant technological developments.
- Prepare for responding to skills shortages and surpluses.
AC1.4 Compare ways in which organisations build and maintain a positive reputation in key labour markets by offering compelling employee value propositions.
- Focus on achieving recognition as an employer of choice.
- Develop a compelling employee value proposition.
- Understand debates about employer branding.
- Focus on managing diversity and ethical working practices.
AC2.1 Research current developments in job analysis, job design and competency frameworks.
- Review job descriptions, person specifications, and accountability profiles.
- Analyze debates about competency frameworks.
- Understand the principles of effective job design.
AC2.2 Evaluate effective recruitment, selection and induction methods in organisations.
- Evaluate major alternative recruitment methods (networking, social media, advertising, informal/internal approaches, education liaison, agents).
- Analyze methods used to select and promote staff (shortlisting, interviewing, testing, assessment centers) and debates about these.
AC2.3 Analyse the use of technologies to improve:
attraction
selection
induction
- Utilize technology in attracting candidates (social media, interactive recruitment).
- Leverage technology in employee selection (online sifting, chatbots, VR, gamification).
- Utilize technology for induction and socialization of new staff.
- Implement technology for staffing overseas posts.
AC3.1 Evaluate long- and short-term talent planning approaches to meet organisational demand.
- Understand the major stages in workforce planning.
- Analyze debates about the relevance and development of workforce planning.
- Focus on talent reservoirs and pipelines.
- Implement tools of succession planning and understand related debates.
AC3.2 Analyse a range of analytics to determine talent planning and retention strategies.
- Analyze employee turnover data, wastage rate, average tenure, cohort half-life, career progression.
- Consider multiple variables (gender, age, ethnicity, role, department, qualifications/skills).
AC3.3 Justify measures designed to reduce voluntary employee turnover.
- Implement interventions (pay, promotion, development, experience, work-life balance, leadership).
AC4.1 Discuss the strengths and weaknesses of different approaches to manage and enhance employee performance.
- Analyze punitive approaches (strengths: speed, deterrence; weaknesses: impersonal, lacks holistic analysis, undesirable outcomes).
- Analyze collaborative approaches (strengths: empowers employees, supportive, fair; weaknesses: time, resources, skills dependent).
AC4.2 Evaluate the use of technology to monitor individual and team performance.
- Evaluate contemporary innovations (video surveillance, call recording, productivity data, customer feedback, remote monitoring).
- Consider debates about the ethics of using technology to monitor performance.
AC4.3 Discuss management strategies for attendance and underperforming staff in organisations.
- Implement different attendance management practices.
- Focus on managing unsatisfactory performance ethically, lawfully, and effectively.
AC4.4 Critically discuss the legal, ethical and professional lens in relation to retirement, redundancy and dismissal practices.
- Understand statutory processes, redundancy pay, notice, consultation, retirement age, dismissal reasons, suspension, notice period.
- Implement redundancy with sensitivity (job pools, appeals, outplacement), retirement support (courses, advice, pensions), and fair dismissal practices.
