Identify and explain FOUR factors that affect a global organisation’s approach to attracting talent. Assessment guidance This is a short guide to help you produce your assessment activities. It contains information about the different assessment criteria and some hints and tips on what to include for each of these criteria. The guidance also includes some examples you could use to improve your assessment. REMEMBER: All reference sources should be acknowledged correctly and a bibliography provided where appropriate (these should be excluded from the word count). Activity 1 – written 1000 words +/- 10% Your HR Director would like clarification on the organisation’s current approach to strategic talent planning. Write a short report on talent planning in organisations which: Identifies and explains THREE organisational benefits of attracting and retaining a diverse and global workforce. Assessment criterion: 1.1: Explain the organisational benefits of a diverse workforce. Guidance: For this criterion, you need to consider the term “diversity” and you need to explain THREE benefits of a diverse workforce. You may include and consider the increase in market share and customer satisfaction; reflecting the local community, being an employer of choice, the organisation’s reputation and brand. Also consider the increase in creativity and innovation of employees. Close Identifies and explains FOUR factors that affect a global organisation’s approach to attracting talent. Assessment criterion: 1.2: Explain the factors that affect an organisation’s approach to talent planning. Guidance: For this criterion, you need to consider and explain the internal and external factors that affect an organisation’s approach to attracting the right talent. You need to explain FOUR factors; for internal factors you may consider, culture, skills within the organisation, budgets, financial position of the business, business objectives, and branding. For external factors, you can reflect back using the PESTLE analysis model to help you you’re your answer; consider the economic environment, labour markets, and legislation. Close Describes THREE factors that affect a global organisation’s approach to recruitment and selection. Assessment criterion: 1.3: Describe the factors that affect an organisation’s recruitment and selection policy. Guidance: For this criterion, you should again consider and describe the internal and external factors that affect an organisation’s recruitment and selection policy. You need to describe THREE factors and you may include; culture, legislation, methods of recruitment and selection, budget, skills required, fairness, ethical and geographical considerations. Close Describes the benefits of THREE different recruitment methods and when it would be appropriate for a global organisation to use them. Assessment criterion: 2.1: Describe different recruitment methods and identify when it is appropriate to use them. Guidance: For this criterion, you are required to describe THREE different methods of recruitment and identify when it is appropriate to use them. You could consider, utilising social media, notice boards, internal and external methods and provide an example of when each may be a suitable recruitment method. Please review the learning in week 5 to help you answer this criterion. Close Describes the benefits of THREE different selection methods and when it would be appropriate for a global organisation to use them. Assessment criterion: 2.2: Describe different selection methods and identify when it is appropriate to use them. Guidance: For this criterion, you are required to describe THREE methods of selection and identify when it is appropriate to use them. You could consider interviews, assessment centres and psychometric tests and provide an example of when each may be a suitable selection method. Please review the learning in week 1 to help you answer this criterion. Close Evidence to be produced: A written report (1000 words +/- 10%). ______________________________________________________ Activity 2 You currently work for a global organisation that is looking to recruit a generalist HR Officer who could be located in any of the global offices. It is imperative your recruitment methods reflect and attract candidates from the global talent pool. You are asking your candidates to send in video profiles alongside their application forms, detailing their experience and highlighting the skills and attributes they would bring to the role. Once these have been received you will undertake a selection exercise and a preferred candidate will then proceed to a telephone interview. To start the recruitment drive you will need to; Design a job description and person specification for your global generalist HR role. Assessment criterion: 3.1: Develop a job description and person specification for an identified role. Guidance: For this criterion, you are asked to develop a job description and a person specification for the role. An example of what should be included: The Job title The name of the organisation The name of the department in which the job is based The main duties that will be carried out within the role Key issues, such as salary and terms and conditions Any other relevant factors, such as career development The phrase “The job holder will do all tasks within his/her level of skill and ability”. Produce a separate Person Specification, consider a table for structure; it should include: Qualifications, Experience, Skill, Knowledge and Behaviours. Consider both Essential and Desirable Criteria. How each will be assessed; Application, Interview etc. Remember both documents must be professionally presented and literacy levels should be good. Close You should also compile a suitable job profile/brief/advert for your recruitment campaign – this is to be an online campaign utilising professional social network). Assessment criterion: 3.2: Select appropriate recruitment channel(s) and draft material to attract talented individuals for an identified role. Guidance: Identify your chosen recruitment channel and produce a professional brief/advert based on the job description and the person specification. The brief/advert should be drafted to attract candidates whilst providing basic information, such as: Logo/Branding or imagery. Key details such as job title, salary, hours, contract type, location etc. Background information on the organisation. Key details about the position. How to apply. Contact details. Remember the advertisement must be professionally formatted and present the organisation as ‘an employer of choice’. Close Produce a shortlisting matrix – (You will need to complete this and add justifications as to your choice of preferred candidate from the video profiles received). Assessment criterion: 3.3: Develop selection criteria and shortlist candidate applications for interview for an identified role. Guidance: Produce a shortlisting matrix, using a consistent scoring methodology, to identify the most suitable candidate to interview; it must include: All essential criteria from the Person Specification. All 5 provided candidates: Catherine, Dwayne, John, Marcia and Rajinder. No empty boxes; (score 0 for no evidence). A written justification for the selection of the best candidate. Remember you can begin with a template but it should be developed for your needs. Close Evidence to be produced: Job description, person specification, selection matrix and LinkedIn job profile ______________________________________________________ Activity 3 – observation and written Supporting files: Catherine Jones CV Interview Dwayne Edwards CV Interview John Biddle CV Interview Marcia Thomas CV Interview Rajinder Kaur CV Interview Using your short-listing matrix, you should now choose a preferred candidate from the video profiles received. Contact your preferred candidate and arrange a suitable time for you to interview them. The interview should be conducted by telephone. You will need to have a suitable method to record the notes from the interview which may include a matrix and scoring system. The most important thing to consider when making your choice is that it is an organisational requirement that you record the interview as the Human Resourc
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