3RTO Resourcing Talent Assessment

Learning outcomes:

1. Be able to explain the factors that affect an organisation’s talent planning, recruitment and selection policy.
2. Be able to identify appropriate recruitment and selection methods.
3. Be able to contribute to the recruitment and selection interviewing process for a job role.
4. Understand the importance of effective induction.

All activities should be completed

Activity 1

Write a short report on Talent Planning in organisations which :

• identifies and assesses at least 4 factors that affect an organisation’s approach to attracting talent
• identifies and explains at least 3 organisation benefits of attracting and retaining a diverse workforce
• describes at least 3 factors that affect an organisation’s approach to recruitment and selection
• describes the benefits of at least 3 different recruitment methods and 3 different selection methods
• explains at least 3 purposes of induction and how they benefit individuals and organisations.
• includes an induction plan that identifies areas to be covered, timelines and those involved in the process.

Activity 2

Carry out the main stages of recruitment and selection activity for an identified role.

You will be observed and assessed by your tutor using the attached observation record.

• Activity Resources
• Application Form (3 pages)
• Observation Record (1 page)

Assessment Criteria

Evidence to be produced

Activity 1

Report of approximately 1200 words

Activity 2

Observation record for each member of the group.

The following documents to be produced by each group:

• Job Description and Person Specification
• Agency Recruitment Brief or advertisement
• Selection criteria
• Completed short listing record
• List of interview questions used in the Panel Interview
• Interview assessment form
• List of records from process which will be retained with an explanation of the legal requirements
• Letter to both successful and unsuccessful applicants

To be completed by assessor(s):

• Unit Code
• Learning outcomes
• Assessment criteria
• Assessor comments
• Provide rationale for judgements against each assessment criterion and identify areas for development 3RTO

1. Be able to explain the factors that affect an organisation’s talent planning, recruitment and selection policy.
2. Identify and explain at least 3 organisation benefits of attracting and retaining a diverse workforce
3. Identify and assesses at least 4 factors that affect an organisation’s approach to attracting talent
4. Describe at least 3 factors that affect an organisation’s approach to recruitment and selection
5. Be able to identify appropriate recruitment and selection methods.
6. Describe the benefits of at least 3 different recruitment methods
7. Describe the benefits of at least 3 different selection methods.
8. Be able to contribute to the recruitment and selection interviewing process for a job role.
9. Produce a job description and person specification for the Part time Human Resources Officer role.
10. Draft a written advertisement or a brief to your Recruitment Agency to attract talented individuals to apply.
11. Develop selection criteria and shortlist from a minimum of 3 applicants who have applied for the role.
12. As a panel interview 1 applicant for the role and decide if they should be offered the post.
13. Identify which records you would retain with a short explanation of the legal requirements. Draft an example of a letter to an appointee and one example of a letter written to a non appointee.
14. Understand the importance of effective induction.
15. Explain at least three of the purposes of induction and explain how they benefit individuals and organisations.
16. Include an induction plan that identifies areas to be covered, timelines and those involved in the process.
17. Identify and assess 4 factors that affect an organisations approach to attracting talent and retaining a diverse workforce.

In the company that I work for when we are trying to attract talent into our business we promote our award winning training programmes as we want to attract people who want to move forward within the business and have the drive to do that. We offer training programmes for all levels from associate through to pub manager and area manager if that’s where our staff wishes to go.

Benefits

We promote our work life balance offering employees a healthy balance of each. Potential for employees to move all over the country, if they want to. We have students working in one pub in the term time and during summer and winter breaks they can transfer to a pub closer to home without losing any benefits. We offer many bonuses to working for our organisation when your particular pub does well in regards to mystery customer depending on the score your pub receives means that you could potentially earn up to 5% of your monthly salary. We also offer in house style competitions where we get the staff to compete between themselves to up sell products which not only benefits us but also the staff as at the end of the quarter there is a prize for the winner.

Brand

We are a very stable, company to work for and during the last 30 years we have grown to have more than a 900 pubs all over the UK and Ireland. We are investing in people who seek talent and can help us grow the business we give them opportunities to suggest ideas and how we could improve the business. Being such a well-known brand also helps us attract the right talent and to be able to retain them due to the vast opportunities that we are able to give them.

Diversity

We want people from all backgrounds as without them we would not be able to move forward as a business as we need diversity to create more ideas and challenge us in our everyday lives. We also offer everybody the opportunity to be able to take up the training programmes which can only benefits the organisation diversity.

Identify and explain at least 3 organisational benefits of attracting a diverse workforce.

Having a diverse work force can help with productivity as they may challenge other team members to have healthy competition to come up with ideas on how to improve the business by thinking outside the box. Also having diversity can help any business and we have such a diverse community wherever you are it can only help to have that in your business as we would be able to understand the needs of our community better. Also having a workforce that is diverse can help the organisation to grow and succeed by encouraging creativity. Also within any business we need our workforce to have different skills as they can bring different ideas to the table it also helps build confidence in the team as each member would feel that they would be able to contribute to the business.

Describe 3 factors that affect an organisations approach to recruitment and selection.

Within each organisation has to take into consideration when recruiting is the current economic climate during the last recession company growth has slowed down so the need to recruit began to slow down as people were less likely to leave as they need the security of a well-established company that was secure in the current climate. Within every organisation whether large or small there they would have a recruitment and selection policy, there are factors that affect the way in which they recruit and select. Firstly we have to ensure that there is a genuine vacancy when we have established this we can then put in place the recruitment and selection process. We need the authority to be able to place a job advert and dependant on the type of job we are recruiting for would depend on where we would advertise.

If it is a highly skilled job we need to advertise in the right places whether that would be a website, publication dedicated to that particular profession. We also look within our business to see whether we have staff that could potential fill the role that has become vacant. We have to ensure that we when we advertise we are not discriminating against age, race, social or educational background. Also when we are advertising a vacancy there are laws that affect the way we attract talent as we need to ensure when we word an advert, application forms to job descriptions that the words are not discriminative and not showing favourable treatment with regards to age, gender or disability.

• Recruitment
• Benefits
• Job advert via recruitment agencies

We can depending on our budget place adverts in various publications that can be dedicated to the type of person we are wanting to attract it can also help us which a wide audience. We can also use recruitment agencies as they potentially may have people who are looking for a job within our business on their files. On line with a website dedicated to certain profession

Advertising on line can be very cost effective and can reach all over the country and all over the world especially if we are looking for a type of skilled person to join our organisation.

National campaign

If a company is expanding especially like the organisation that I work for we place adverts in all our pubs

• Selection
• Benefits
• Application form

When we advertise a vacancy on-line we can ask the potential employee to fill out our application form as on that form we would be able to get them to answer questions which are specific to the criteria that we are looking for in a potential employee

Telephone interview

Telephone interviews is a cost effective way of screening candidates for a vacancy and through this method we can short list candidates and at the same time prepare them for interview

Interview

Interviews are a great benefit as it’s gives the employer a chance to meet face to face. Interviews can be done with a panel to ensure that there is fair practice and ensure that no discrimination has taken place.

Explain 3 purposes of induction and how they benefit individuals and organisations.

Inductions are hugely beneficial to both the new starters and organisations as at the inductions is where we can introduce the new starters to the culture of the company, the history of the organisation, health and safety and also introduce them to certain policies and procedures of the organisation which need to be explained to them before they start. For the new starter it can mean that they can hit the floor running as they have an understanding of the culture of the company making them feel at ease and also benefits us as we are safe in the knowledge that we have given them the best possible start to help them do the job that we employed them to do.

Reference used in TMA

Introduction to Human resource management
Charles Leatherbarrow, Janet Fletcher and Donald Currie

Home learning College VLC

Resourcing Talent ecompanion