1. To introduce learners to the strategic approaches that organisations take to position themselves as employers in the labour market and to plan effectively so that they are able to meet their current and anticipated organisational skills needs.
2. To introduce the key operational tools, techniques and practices that organisations use to resource their organisations effectively. These encompass recruitment, selection, workforce planning, staff retention, succession planning, retirement and dismissal processes.
3. To provide the learner with a broad understanding of the factors to be considered when implementing and evaluating inclusive Talent Development activities within varying organisational contexts. It covers what is required to support the learning of individuals, groups and organisations to drive sustained business performance. It also considers the role and impact of learning facilitation as it is used in a range of delivery methods and types of activities.
4. To introduce the learner to the concept of Organisational Development. To this end organisation development focuses on making interventions and driving improvements to organisational success by facilitating the ways in which employees – individuals, groups, and teams, are motivated to perform and are rewarded for performance; are involved in the business decision making processes; interact with, and relate to each other; acquire and develop knowledge, experience and skills in the context of rapidly changing organisational environments.
Learning Outcomes:
On successful completion of this course a student will be able to:
1. Explain and understand how Talent Management influences such as key contemporary labour market trends and their significance impact on different kinds of organisation and also in different country contexts.
2. Evaluate organisational Talent Management strategies including managing recruitment and selection activities effectively and within the expectations of the law and good practice plus understand how to maximise employee retention.
3. Undertake core talent planning activities and contribute to the development of resourcing strategies.
4. Explain and understand the role and contribution of Talent Development practice to developing different categories of employees and organisation functions.
5. Assess how learning and development needs can be met and also evaluate the application and use of a range of relevant methods.
6. Explain the key requirements in the design and development of a range of inclusive learning and development activities.
7. Assess and evaluate the process of Organisational Development including the roles and responsibilities of organisations, managers and individuals in meeting Organisational Development needs.
8. Evaluate organisational options for dismissal, redundancy and retirement of staff
