7HR02 Resourcing and Talent Management to Sustain Success
The unit 7HR02 Resourcing and Talent Management to Sustain Success focuses on equipping learners with an in-depth understanding of resourcing and talent management strategies that align with the evolving business environment. This unit examines how organisations attract, retain, and develop talent to maintain a sustainable competitive advantage. It covers key aspects such as workforce planning, recruitment, selection, performance management, and the integration of technology into talent acquisition and retention.
This unit is essential for HR professionals and leaders responsible for developing and executing talent management strategies. It enables learners to analyse the impact of changing business environments on resourcing strategies, evaluate recruitment and selection methods, and explore workforce planning approaches. Furthermore, it enhances understanding of performance management strategies to support organisational sustainability.
The learning outcomes of 7HR02 focus on developing a strategic approach to workforce planning, recruitment, and talent retention. It helps learners critically assess talent management practices while ensuring legal, ethical, and professional considerations are upheld in areas like redundancy, dismissal, and retirement. This unit ultimately fosters the ability to build an engaged and high-performing workforce that drives organisational success.
Unit Objectives
The key objectives of CIPD Unit 7HR02 Resourcing and Talent Management to Sustain Success are:
- To equip learners with an understanding of the changing business environment and its impact on talent management strategies.
- To enable learners to develop effective recruitment, selection, and workforce planning approaches.
- To provide insights into performance management, employee retention, and succession planning.
- To foster a strategic approach towards ethical and professional HR practices.
Learning Outcomes
The significant learning outcomes of the unit 7HR02 Resourcing and Talent Management to Sustain Success are demonstrated below:
LO1: Understand the impact of the changing business environment on resourcing and talent management strategy and practice.
This learning outcome focuses on analysing the key developments influencing workforce planning and talent management strategies within organisations. Learners will evaluate how external business factors, including technological advancements, economic shifts, and globalisation, impact talent acquisition and retention. Additionally, they will assess the significance of employer branding and employee value propositions in attracting top talent. By mastering this outcome, learners will develop the ability to adapt resourcing strategies to align with evolving business needs and ensure organisational sustainability.
LO2: Understand organisational recruitment and selection strategies.
This outcome enables learners to explore the principles of job analysis, job design, and competency frameworks that shape recruitment and selection processes. It includes evaluating modern and traditional hiring methods while considering the role of digital platforms and AI-driven recruitment tools. Learners will critically assess the effectiveness of various selection techniques, ensuring they align with organisational goals. By attaining this outcome, learners will enhance their ability to design and implement strategic, fair, and effective hiring processes.
LO3: Understand the importance of workforce planning to support sustainable organisational performance.
This learning outcome emphasises the significance of long-term and short-term workforce planning strategies to meet organisational talent demands. Learners will analyse workforce analytics, predictive modelling, and talent retention strategies to ensure business continuity. They will also justify approaches to reducing voluntary employee turnover while critically evaluating succession planning frameworks for leadership continuity. By mastering this outcome, learners will develop a strategic approach to talent forecasting and workforce sustainability.
LO4: Understand approaches to improving individual and team performance.
This outcome focuses on enhancing employee performance through strategic management approaches. Learners will evaluate different performance management frameworks and explore the role of technology in monitoring individual and team productivity. They will assess strategies for managing employee attendance and addressing underperformance while considering legal, ethical, and professional aspects of HR practices related to retirement, redundancy, and dismissal. By attaining this outcome, learners will build expertise in fostering a high-performance work culture that supports organisational goals.
Assessment Criteria
The assessment criteria for 7HR02 Resourcing and Talent Management to Sustain Success align with the learning outcomes:
LO1: Understand the impact of the changing business environment on resourcing and talent management strategy and practice.
- Examine key developments shaping talent strategy and workforce planning.
- Analyse factors influencing employer branding and employee value propositions.
- Evaluate emerging trends such as AI-driven recruitment and hybrid work models.
LO2: Understand organisational recruitment and selection strategies.
- Compare traditional and modern recruitment and selection methods.
- Assess the impact of competency-based frameworks on job design.
- Evaluate the role of digital platforms in enhancing recruitment processes.
LO3: Understand the importance of workforce planning to support sustainable organisational performance.
- Analyse workforce analytics and predictive modeling in talent planning.
- Justify strategies to address skill shortages and workforce retention.
- Critically evaluate succession planning models for leadership continuity.
LO4: Understand approaches to improving individual and team performance.
- Assess performance management frameworks and their effectiveness.
- Examine the role of AI and HR analytics in performance monitoring.
- Evaluate legal, ethical, and professional considerations in HR decision-making.
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