Resourcing Talent

– Resourcing Talent

Organisational success depends on having the right skill mix and realising the benefits of attracting and retaining a diverse workforce proactively and in accordance with relevant legislation. This unit provides an introduction to the resourcing and talent planning process and the factors that impact on an organisation’s resourcing and talent planning activities. Additionally, the unit explores the relationship between recruitment and selection by identifying the key stages in each separate but related process with a view to develop knowledge and skills in the key areas of defining and writing job descriptions; contributing to the job advertisement process; short-listing; conducting face–to-face or telephone interviews; and contributing to job offer and rejection letters. Finally, the unit is concerned with identifying good practice in inducting and retaining employees through an effective ‘onboarding’ process.

The learning outcomes for this unit are that you will:

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.

Your task

The assessment can either be based on the Netporter case study provided on Moodle or you can use your own organisation.

Task 1 – HR Planning & Factors Affecting Resourcing and Talent Policy

(AC 1.1, 1.2, 1.3).                                                                                                     (400 words)

1. Explain at least three organisational benefits of attracting and retaining a diverse workforce.

• Variety of viewpoints: When the organisation has a presence of employees with diverse cultures, nationalities, backgrounds  which gives access to different perspectives to solve a problem in hand. This thus assists in better planning and execution of a business strategy.
• More effective execution of work/service: On account of Workforce diversity, the employees can offer more solutions to the customers as new ideas are brought forth in the organisation. This thus leads to ro effective working, followed by an increase in the employee morale and unity within their teams.

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• Access to diversified clients: If there is a presence of a diversified workforce in the company, then the organisation gets a chance to approach a diversified set of clients. Long-term relationships can also be developed with the clients as they are well aware of how a particular client base can be retained.

2. Describe what HR Planning is (also known as Talent Planning), its benefits and how you think it might assist your company/case study company in future.

Hr planning or Talent Planning can be defined as the practice in which the HR management identifies the talent, skillset, and experience needed by the employees in future and how these can be secured in due course of time.HR planning thus helps in retaining the top talent as during the process, the team focuses on identifying the factors that keep the employees engaged. It also assists in addressing the organization’s workforce needs ahead of time which then leads to an effective hiring process.

The company under study can benefit a lot from HR planning as the management can effectively manage the existing, and future HR needs of business and reduction can also be attained on the lead time spent on searching for the prospects for a vacant position. The result will be no negative impact on the overall performance of the business and reduction in cost factor spent due to unplanned hiring.

3. You should also summarise the internal and external factors (at least two of each) that might affect an organisation’s talent planning and recruitment and selection policy, including consideration of internal factors such as business objectives, culture, and structure and external factors including legislation, ethics, and the economy.

Internal factors:

• Age of business: The new businesses usually lack the presence of established human resource protocols which can hinder the planning process however this issue is generally absent in mature companies.
• Business size: As the businesses grow, their operations become more complex and streamlined; hence there is also an increase in the need to carry out proper human resource planning.

External factors:

• Competitors: the recruitment selection policies adopted by the competitors also affect the hr planning of the company. Hence the organizations should change their approach and adapt the ones that are followed by the competitors. weak economy
• Economy: A strong economy generates jobs while the opposite is exact for a weak economy and organisation’s talent planning should also change accordingly.

Task 3 – Recruitment and Selection Methods (AC 2.1, 2.2)                        (500 words)

1. List and explain two significant benefits and two possible disadvantages of using social media/networking as a form of recruitment method for organisations.
2. Describe two further recruitment methods that could be used to attract candidates to your vacancy, and when it is appropriate to use them

Organizations also use a combination of internal and external processes for recruiting new candidates. Internal recruitment involves hiring employees from within the organization by use of techniques such as promotion, internal transfers, and succession planning. For example, an employee who is working on one profile for a long time can be transferred to work on another profile and even promoted to a higher level based on skill set possessed by him or her.

External recruitment is done when the company is aspiring to attract new talent from a vast pool of candidates outside the organization. For this, job advertisement is posted by the companies on a large scale such as on social media, website, online job portals, notice board in the company etc. This method is costly than internal recruitment but brings in diverse talent within the company, which is essential for future business survival.

3. List and describe three different selection methods companies can utilise to select the right candidate for the job. Discuss when it is appropriate to use these selection methods.

Task 4 – Advertising & Short-listing (AC 3.2, 3.3)                  (200 words – advert only and 100 words for essential and desirable criteria)

You have elected to continue with advertising in the local press and on the company’s website for recruitment purposes with a panel interview for short-listed candidates.

1. Draft an advert for the role of Warehouse Manager to appear on both the company’s website and in local newspapers. In so doing, you should take account of the role requirements, the need to attract candidates in the market, any legal requirements and the general effectiveness of the layout of the advert including any ‘call to action’ on the part of candidates. The deadline for submission of applications and CV’s should be two weeks from the date of the advert.

2. Using the ‘CV short-listing criteria’ form issued in class and on Moodle (appendix iii), develop essential and desirable criteria for your vacancy and shortlist candidates from three applicant CVs you have been given in the workshop.

(As evidence of this task you will need to submit the completed shortlisting matrix, which demonstrates, criteria, scoring and importantly justifications.) You can either scan a handwritten copy, or you can use the soft copy found on Moodle and type the content into the document.

• .

Task 6 – Making the Offer & Induction (AC 3.5, 4.1, 4.2)

(see word count instructions below)

You have made a decision on the candidate you would like to offer to (it doesn’t have to be the candidate you interviewed for the skills assessment);

1. Summarise briefly what records from the recruitment and selection process need to be retained and stored with an explanation of the legal requirements (100 words)

After the successful recruitment and selection of the candidate, it is mandatory for him or her to submit certain documents that will then be retained and stored by the HR during the entire employment period with the company. These include educational qualifications and certifications; Passport and Visa copy; Address Proof; passport-size photographs etc. to be in tune with the legal requirements the Hr is responsible to store them properly, keep the details confidential and also return them once the employee resigns.

2. Draft an offer letter for the successful candidate including what you think are the essential elements of the offer and requesting appropriate information required from the successful candidate for legal reasons (200 words)

Dear Job Applicant,

Congratulations! Netporter.com is excited to bring you on board as the Warehouse Manager for our Dubai Office. Please take time to review our summary of the terms and conditions for your anticipated employment with us. If you choose to accept the offer, then your employment will be 15^th February 2020 or any other mutually agreed date. You will be reporting to General Manager – Mr Jacob Smith.

As a Warehouse Manager, you will serve as a full-time employee for our company with 6-day work week between 9:00 am to 6:00 pm. The starting salary is fixed at  AED 117,110 that will be paid within the 1^st week of every month. Plus our company will offer you medical insurance and the performance bonus will be decided based on performance review conducted by the HR at the end of the year.

We would like to have your response latest by 30^th January 2020.
Please confirm your acceptance of this offer by signing and returning this letter. Looking forward to your long term association with us.

Got questions? Feel free to email us or call.

Best Regards,

[insert name] – HR Manager, Netporter.com, Dubai

3. Draft a rejection letter for non-successful candidates (100 words)

Dear Job Applicant,

Thank you for showing interest to join our organisation as a Warehouse Manager in Dubai. But, we are currently looking for a candidate who has the relevant experience and also matches closely with the requirements of the job profile. Unfortunately, we will be unable to invite you to the next phase of our selection process.

However, we appreciate your interest in our company and also for investing time to come for an interview. We encourage you to apply for the other well-suited vacancies that will arise in our organization in the near future.

Best wishes as you continue your job search.

[insert name] – HR Manager, Netporter.com, Dubai

You now need to plan for the induction of the new Warehouse Manager before they start.  Therefore, write a (500 word) summary covering:

4. The purpose, importance and benefits of induction for an individual and the organisation

Purpose and Importance of Induction

An induction program in an organisation is used by the organisation to welcome the new employees and prepare them for there role within the company. It not only helps in effective integration of the employee to the company but also makes them aware of the organizational mission, vision and values; employment philosophy; along with key business processes.
All in all, it ensures that the new staff member can get accustomed with the new job environment in trouble-free manner.

The induction programs are essential because it ensures that the employees can start working in the company with the right information so that maximum productivity can be provided quickly. In fact, induction process is also a legal obligation of the company to train new workers so that they can safely do the job. Most importantly, it acts as a platform for ensuring two-way communication between the employees and management which is most essential to reduce the stress and anxiety associated with the new job. The benefits of induction are also immense both for employees and organisations.

5. What the induction for Warehouse Manager should cover, who should be involved and the relevant timescales for the induction process (this should be in the form of a plan or schedule which should cover 12 weeks)

Development plan (AC 3.5 DEP)

Key Learning Summary and Development plan (AC 3.5 DEP)

Reflect on any learning from your assessment and wider study of the unit and putting together of your assignment (including attendance at the workshop and for this module also a reflection of your skills assessment) and also the progress of your development plan objectives. You should then allocate appropriate time to complete the Key Learning Summary reflection.

You should also identify any learning points for the future and add to your Development Plan accordingly and also give small updates on any on-going objectives in the right-hand column, (using a different font colour or other visual indicator that links with your KLS colour).

You should submit your Key Learning Summary and Development Plan as a separate document on Moodle with your submitted assessment by the assessment deadline date.

Throughout the assessment, you should refer to best practice and relevant legislation where appropriate, and include reference to appropriate literature sources to demonstrate your wider reading. Demonstrating evidence of wider reading through appropriate referencing will improve your answer and increase the likelihood of your work achieving a ‘Pass’.

_____________________________________________________________________________

Submission checklist

1. Assignment Cover Sheet (Break down your word count on your declaration on your front page and also place the word count after each task)
2. Assignment all tasks
3. Revised job description and new person specification
4. Completed CV short-listing criteria form/matrix
5. Interview form/plan used in workshop assessment which documents the outcomes that enabled a decision to be made
6. Skills Observation Checklists completed by the assessor and peer
7. Updated development plan and key learning summary
8. References/Bibliography

Appendix i

Skills Observation Checklist (SOC)

Student’s name:

Assessor’s signature and date:

Appendix ii

Job Description: Warehouse Manager

Job title:  Manager, Netporter.com,

Responsible to:  Regional Operations Manager

Responsible for:  Warehouse staff (four full time, seven part-time)

Job purpose:  to manage the warehouse stock and distribution channels effectively, optimising the profit on sales and managing the staff within the agreed budget

The Company

Netporter.com is a multinational electronic commerce and distribution company with Headquarters in London, England being one of the world’s largest online retailers for fashion, cosmetics and luxury goods.  Netporter.com has a retail website for the UK but supplies through international despatch to many other countries.  The main USP (unique selling point) for Netporter.com is its virtual warehouse space as stock is held in supplier’s warehouses and brokered through Netporter’s two distribution warehouses in Palaiseau, Central France and Manchester in the UK.  Most of the leading fashion houses sell through Netport.com as do other luxury goods brands for individuals, such as cosmetics, fashion, perfumery and jewellery.  The business plan is to grow by acquisition of smaller online retailers in the UK and overseas; and to this end two companies have been acquired, one in Nigeria and one in Dubai.

Key accountabilities

1. Work within company guidelines on Warehouse stock levels display and promotions, ensuring that the organisation objective of ‘Netporter.com’ is reflected in the visual appearance of the premises, the staff and the stock.
2. Ensure that customers receive their goods on time and undamaged, by developing customer care policies and helping staff to respond well to them. Train staff to deal with difficult customers.
3. Manage the staff effectively: recruiting, training and motivating them, ensuring they work well and in line with Netporter policies. Carry out regular reviews of their role with them and recommend any salary increases to the Regional Manager at the annual pay review.
4. Maintain up-to-date knowledge of Netporter stock and of general buying trends ensuring that the customers can be accurately informed of available stock.
5. Prepare weekly and monthly management reports on the computer system for e-mail or post transmission to the Regional Manager giving figures on sales, profit, staff turnover, staff costs, budget variances and stock figures by sizes and lines.
6. Work within the agreed budget for the warehouse, explaining any variations weekly and monthly to the Regional Manager.

Nature and scope

The jobholder is responsible for working within the budget agreed with the Regional Ops Manager and must alert the ROM to any possible difficulties with these constraints.  The jobholder is responsible for the quality of the customer experience and the quality of service delivery provided by the Warehouse staff.  Warehouse Managers can request permission to extend or reduce the range if it can be demonstrated that demand exists in their distribution area.  The job holder should establish appropriate working hours to suit the location including a rotational shift for weekend working.  Health and safety issues must be considered at all times.

Contracts

The job holder must deal appropriately with Netporter head office staff, customers, staff, and local council officials and uphold the company name at all times.

Appendix iii