CIPD - Talent Management And Workforce Planning Assignment Sample

CIPD - Talent Management And Workforce Planning

Introduction- CIPD-Talent Management And Workforce Planning

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In its most basic form, workforce planning is the process of placing the appropriate amount of people with the appropriate skills, experiences, and competences in the appropriate occupations at the appropriate time. This succinct description encompasses a complete procedure that offers managers with a framework for making employment choices that are informed by an organization's goal, strategic plan, financial resources, and a set of required workforce capabilities, among other factors (Turan et al., 2021). Specifically, this research will give information on how OcMara will construct new models for its organisational workforce planning, which will be useful in the future.

Analysis of the Impact of Workforce Planning in Terms of Forecasting Demand for Labour utilising both Internal and External Sources of Supply

A labour market's demands must be established by taking a look at what is already available. Therefore, current employees must be evaluated on their ability to meet anticipated future demands, taking into consideration training, retraining and other lateral movements, as well as prospects for promotion. Terminations and voluntary departures must be taken into consideration when estimating the internal labour supply. External labour supply is influenced by factors such as the availability of housing, mobility, quality of life, and the number and quality of local/regional academic and vocational training institutions (Sparkman, 2018). Involvement in the labour force is influenced by a variety of factors, including income, labour market competition, job types, and individual preferences.

Qualitative and quantitative methodologies are routinely used by OcMara to assess their internal worker supply. Management uses market and industry knowledge and an understanding of the firm's competitive position and performance as a company to arrive at their findings using a qualitative method. Management judgement is required when evaluating current resources in light of expected future needs (Zaid, Jaaron and Bon, 2018). The "Delphi Method," initially developed by the global policy think tank RAND in the 1950s, is another method used to anticipate labour demand. The "Delphi Method" uses a series of questions and an aggregated statistical portrayal of the responses to arrive at a consensus.

Evaluation of the Effectiveness of Promotion or Demotion Rates, Employee Turnover Rates and Critical Incident Analysis Techniques

Effectiveness of Promotion and Demotion Rates

Promotion has the potential to be both a blessing and a curse. Promotion may be a double-edged sword if used correctly. Employee happiness and motivation may be improved if this issue is managed correctly. Human Resources (HR) of OcMara is responsible for establishing and executing the overall promotion policy in a business. If it is mismanaged, it leads to dissatisfaction, cynicism and squabbling among workers. The opposite of promotion is demotion. Employees go down the corporate ladder, gaining less authority and earning less money (Faisal et al., 2021). It's a downhill spiral that suffocates a worker. Getting demoted is punishment for an employee's ineptitude or a major error. It is one of the most severe penalties or punishments and should only be used in the most extreme cases.

Definition of the Employee Turnover or Turnover Rate

The number of workers that leave a company in a certain period of time, usually a year, is known as the employee turnover rate. Individual departments or demographic groups may also be considered subcategories within an organisation that are affected by turnover in the same way as the total number of workers in an organisation (DeMatthews, Knight and Shin, 2021).

Pros and Cons of Workforce Planning Techniques

OcMara's employees benefit from human resource planning since it allows them to accomplish their duties more effectively. By offering training and instruction, OcMara will be able to do more high-quality work with its present workforce rather than having to depend on outside contractors (Faisal et al., 2021). Investing in the employees' education and development comes at a cost. Human resource management may reduce organisational earnings in the near term before increasing them in the long run, whether OcMara pays for specialised training or divert worker time away from jobs that are more inclined to boost the incoming income.

Explanation of How Appraisal can be Used to Discover who is Interested in Progression, Managing Contingency and Mitigating Risks

The following are four tried-and-true methods for building a firm's talent pool:

1. Reviewing the Organisational Strategies: During the course of the workforce planning process, a substantial amount of data was obtained on the strategies (Hosseini and Ivanov, 2020). The purpose of this exercise is to ascertain whatever skills are required to carry out these tactics.
2. Assessment of the Organisational Current Talent to Identify Skills Gaps: Throughout the personnel assessment and workforce planning process, the data was acquired. Various procedures, including as performance evaluations, evaluations, multi-ratter feedback, and interviews, may be used to achieve this goal (Nelson and Grubesic, 2018). Using a variety of strategies might be really beneficial. Reliability is the most important factor.

• Creation of Modules or Groups: Recruitment and learning and development may work together to point out the procedure after the company has identified the abilities it hopes to assist people improve (Hosseini and Ivanov, 2020). A blend of internal and external training, as well as project-based learning, may be beneficial. The following are three activities that have been demonstrated to be quite effective: “Management Coaching”, “Peer-to-Peer Feedback” and “Mentoring”.

1. Monitoring the Progress and Making Regular Adjustment: Talent pools have to be maintained in the same way as succession planning and recruitment strategies. OcMara has to undertake frequent talent appraisals and keep an eye on the market. A shift in talent development strategy may be triggered by both internal and external forces. OcMara should contemplate the future at some point (Nelson and Grubesic, 2018). To get the skills they need, they'll need more than just external recruitment. OcMara's talent pools enable the company to cultivate its own future employees.

Assessment of the Utilisation of Social Media and Advertising to Recruit Employees

Strengths and Weakness of the Recruitment and Selection Method

This is a low-cost approach of attracting new employees that may also improve morale on the job. Additionally, it aids in the retention of key personnel while also lowering the churn rate. Additionally, the company will see an increase in the amount of effort and dedication from the employees. External recruiting avoids these issues, although it is more costly and time-consuming (Tajvidi and Karami, 2021). Pay for background checks, subscribe to job boards and resume databases, publish job listings online or in local newspapers as a company owner. If the organisation doesn't have a good selection procedure in place, then OcMara may not be able to find the proper employees.

It's possible for HR managers to analyse potential employees' abilities and how well they would fit into their organisation via pre-employment testing, for example. Tests are more objective and dependable than interviews and other screening approaches. Quantifiable information is also used to remove prejudice. This approach, on the other hand, has limitations. Firstly, it doesn't always convey the whole picture. Candidates, on the other hand, may be dishonest (Van Esch, Black and Ferolie, 2019). As a consequence, the findings of certain tests may be in question. Pre-employment testing, face-to-face interviews, group interviews, collaborative hiring, and other selection procedures may all be used to find the finest applicants.

1. Involvement of the Employees in the Recruitment Process: Making the employees a part of the recruiting procedure is a terrific way to get them involved in spreading the word regarding the brand on social media, which can only help the business (Tajvidi and Karami, 2021).
2. Utilisation of a Recruitment Software to Connect with the Right Talent: As a result of using the recruiting solution, OcMara will have accessibility to a unified database of candidate-related data that has been gathered from a variety of internet sources (Van Esch, Black and Ferolie, 2019).

• Investment in Social Media Advertising: Social media advertising strategies must be considered by hiring managers who are actively searching for new employees (Tajvidi and Karami, 2021). This method will assist OcMara in defining search criteria so that OcMara can easily identify and reach out to potential job prospects.

1. Utilisation of Live-Streaming Videos to Engage Passive Applicants: Quick Q&A sessions may keep the audience riveted by using live video broadcasts (Van Esch, Black and Ferolie, 2019). Offer job seekers a first-hand look at the office through live video so they can get a sense of the corporation's atmosphere.
2. Put Relevant Hashtags to Use: Never overlook the effectiveness of hashtags, which may help recruiters spread their brand message throughout prominent social media networks (Tajvidi and Karami, 2021). Individuals can find trending hashtags by searching the internet and picking the ones that will assist OcMara gets the attention of the target audience quickly.

Assessment of Interview and Job References as Methods of Selection

Recruitment software may be used to immediately dismiss candidates if they answer a question incorrectly, and this is anything that can be done in an examination. As a rule of thumb, immediate exclusion can only be used for abilities that are really essential. Before making a final decision, OcMara may wish to ask for references from the top prospects (Langer, König and Krause, 2017). Aside from previous bosses, co-workers, and customers, OcMara may also acquire comments on their performance from others they've collaborated with in the past.

Assessment of How OcMara could Introduce Zero-Hour and Contractor Contracts for the New Staff it is Hoping to Recruit

A written contract among an employer and a worker known as a "zero-hours contract" means that neither the company nor the staff has any obligation to take the hours that are made accessible to them. Zero-hours contracts are a flexible arrangement between two service providers, and this flexibility is one of the many advantages of using them. In a zero-hours contract, neither party is obligated to anything, which allows for a great deal of freedom and perks. There will be fewer work perks, but this is the trade-off (Ginès Fabrellas, 2019). As a "worker," a person is only eligible to the fundamental employment rights and benefits of zero-hours contracts in the United Kingdom if a person is employed by OcMara.

Discussion on the Differences between Express and Implied Terms of Contracts and What is Meant by Custom and Practice

The conditions of an explicit contract are discussed orally among the parties concerned. Contrary to popular belief, an implicit contract is one that is supposed or thought to have occurred between the parties, or one that is explicitly stated by its very nature. Expressed contracts employ words to express the agreement, which might be written or oral (Fitzmaurice, 2017). As a result, in an implied contract, the agreement is created by the actions of the persons involved. Expressed contracts include trust agreements between authors and their trustees. However, getting cash from a cash machine is an excellent illustration of implicit agreement.

Explanation of How Role Information and Socialisation can be Included in an Effective Onboarding in Terms of Appreciation of the Organisational Culture and Norms and Employees Effectiveness

Socialization is as important to people as it is to businesses since employees are more likely to switch professions. As a result of a well-executed organisational socialisation process, workers with favourable work perceptions who stay with the company for longer periods of time are more likely to be successful and productive, whereas workers who leave the company prematurely or who are ineffective at their jobs are more likely to be a waste of time and assets (Chan et al., 2021). Socialization has been shown to have a significant impact on new workers' performance, job happiness, organisational commitment, and organisational disengagement, according to research. Effective socialising is one method firms may aid in fostering employee engagement.

Conclusion

In this way, it is concluded that during the organisational business operation, OcMara has been able to proficiently recruit and train its workforce. Through this, the workforce of the organisation will be able to fetch extensive development within the organisational culture. Generally, the Zero Hour contract also help the organisation in order to gather and retain a vast range of employee base within the organisational culture.

References

Chan, P.S., Ching, H.C., Ng, P.Y. and Ko, A., 2021. Affective commitment in new hires’ onboarding? The role of organizational socialization in the fashion retail industry. University of South Florida M3 Center Publishing, 5(2021), p.66.

DeMatthews, D.E., Knight, D.S. and Shin, J., 2021. The Principal-Teacher Churn: Understanding the Relationship Between Leadership Turnover and Teacher Attrition. Educational Administration Quarterly, p.0013161X211051974.

Faisal, M., Faryaz, U., Ali, Q. and Khan, S., 2021. Impact and Analysis of Performance Appraisal on Employee’s Motivation and Its Effects on Employee Retention in Banking Sector in COVID-19. European Business & Management, 7(5), p.133.

Fitzmaurice, G.G., 2017. Some problems regarding the formal sources of international law. In Sources of international law (pp. 57-80). Routledge.

Ginès Fabrellas, A., 2019. The zero-hour contract in platform work Should we ban it or embrace it?. IDP: Revista de Internet, Derecho y Politica, 28.

Hosseini, S. and Ivanov, D., 2020. Bayesian networks for supply chain risk, resilience and ripple effect analysis: A literature review. Expert systems with applications, 161, p.113649.

Langer, M., König, C.J. and Krause, K., 2017. Examining digital interviews for personnel selection: Applicant reactions and interviewer ratings. International journal of selection and assessment, 25(4), pp.371-382.

Nelson, J.R. and Grubesic, T.H., 2018. Oil spill modeling: risk, spatial vulnerability, and impact assessment. Progress in physical geography: earth and environment, 42(1), pp.112-127.

Sparkman, R., 2018. Strategic workforce planning: Developing optimized talent strategies for future growth. Kogan Page Publishers.

Tajvidi, R. and Karami, A., 2021. The effect of social media on firm performance. Computers in Human Behavior, 115, p.105174.

Turan, H.H., Jalalvand, F., Elsawah, S. and Ryan, M.J., 2021. A joint problem of strategic workforce planning and fleet renewal: With an application in defense. European Journal of Operational Research, 296(2), pp.615-634.

Van Esch, P., Black, J.S. and Ferolie, J., 2019. Marketing AI recruitment: The next phase in job application and selection. Computers in Human Behavior, 90, pp.215-222.

Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management and green supply chain management practices on sustainable performance: An empirical study. Journal of cleaner production, 204, pp.965-979.