CIPD Resourcing and talent planning assessment A
CIPD Level 5 Diploma in Human Resource Management
Resourcing and talent planning / Employment law
Word Count – 2035
This assignment will be investigating what constitutes “best practice” in recruitment and selection, and explain what strategies should be used to ensure the best qualified and most effective employees are selected. In particular this essay will focus on;
The use of job descriptions, personal specifications and competence frameworks.
Analysing the main recruitment and selection methods.
Explaining the main legislation that impacts on recruitment and selection.
Describing how contracts of employment are established.
At its core, recruitment and selection is about attracting and employing the most qualified and capable individual that will add value to the organisation. Marchington and Wilkinson (2008, 223) explain the importance of recruitment, “Staffing and resourcing, and in particular recruitment and selection, is a critical feature of HRM in all organisations, irrespective of their size, structure or sector.”
Once an organisation has identified that a vacancy has arisen, it is best practice is to complete “job analysis” to identify the key duties and responsibilities of the role. This is used to create an up to date “job description” and “personal specification” for the new job role. It is important that these documents are reviewed, as the existing versions may not include key duties and skills that the role as evolved to demand. In some cases the job description and personal specification will not have been reviewed since the previous employee was appointed. Well written job descriptions should identify the duties and responsibilities candidates should expect to undertake if successful. They should also include a job title, location of post and reporting structure. Personal specifications should identify the key attributes required, such as qualifications, experience and attitude. They also often include any additional
Resourcing and talent planning / Employment law
Word Count – 2035
This assignment will be investigating what constitutes “best practice” in recruitment and selection, and explain what strategies should be used to ensure the best qualified and most effective employees are selected. In particular this essay will focus on;
The use of job descriptions, personal specifications and competence frameworks.
Analysing the main recruitment and selection methods.
Explaining the main legislation that impacts on recruitment and selection.
Describing how contracts of employment are established.
At its core, recruitment and selection is about attracting and employing the most qualified and capable individual that will add value to the organisation. Marchington and Wilkinson (2008, 223) explain the importance of recruitment, “Staffing and resourcing, and in particular recruitment and selection, is a critical feature of HRM in all organisations, irrespective of their size, structure or sector.”
Once an organisation has identified that a vacancy has arisen, it is best practice is to complete “job analysis” to identify the key duties and responsibilities of the role. This is used to create an up to date “job description” and “personal specification” for the new job role. It is important that these documents are reviewed, as the existing versions may not include key duties and skills that the role as evolved to demand. In some cases the job description and personal specification will not have been reviewed since the previous employee was appointed. Well written job descriptions should identify the duties and responsibilities candidates should expect to undertake if successful. They should also include a job title, location of post and reporting structure. Personal specifications should identify the key attributes required, such as qualifications, experience and attitude. They also often include any additional
Bibliography: M. Marchington & A. Wilkinson, 2008, Human Resource Management at Work 4th Edition, London, CIPD M. Armstrong, 2012, Armstrong’s Handbook of Human Resource Management Practice 12th Edition, London, Kogan Page C. Leatherbarrow & J. Fletcher, 2014, Introduction to Human Resource Management, guide to HR in practice, 3rd edition, London, CIPD Government Equalities Office, updated February 2013, accessed 04/12/2014, https://www.gov.uk/equality-act-2010-guidance CIPD, 02/12/2014, http://www.cipd.co.uk/hr-resources/survey-reports/resourcing-talent-planning-2013.aspx ACAS, 06/12/2014, http://www.acas.org.uk/index.aspx?articleid=1577 D. Lewis & M. Sargeant, 2013, Employment Law the essentials, 12th Edition, London, CIPD