1. Resource and Talent Planning (5RTP)
Cohort:
Waterloo
Tutor:
Michelle Maunder

2. Learning Outcome 4
LO4: be able to manage R&S activities effectively and within the expectations of the law and good practice
4.1  Contribute to the development of job descriptions, person specifications and competency frameworks
4.2  Explain the main legal requirements in relation to R&S
4.3  Assess the strengths and weaknesses of major methods of recruitment
4.4  Assess the strengths and weaknesses of major methods of selection

3. R&S Process

4. Explore the different ways of undertaken a job analysis
Interview the post holder???
???

5. Job description –overview of tasks, duties and performance measures
Documentation
Job description –overview of tasks, duties and performance measures
Person specification – overview of essential and desirable skills, knowledge, experience and behaviours
Competency frameworks –developmental framework of behaviours that can enhance individual and organisational performance

6. Competency Framework Basic Principles
Competencies are a signal from the organisation to the individual of the expected areas and levels of performance.
They provide the individual with a map or indication of the behaviours that will be valued, recognised, and in some organisations rewarded.
Competencies can be understood to represent the language of performance in an organisation, articulating both the expected outcomes of an individual’s efforts and the manner in which these activities are carried out.
CIPD 2013

7. 20 minutes preparation, 2 mins (max) flip chart, presentation
TASK
You are an HR Business Partner within a large international organisation. Your HR Director has decided there is need for a competency framework for the organisation linked to performance and reward
You have been asked to develop a draft for the HR Managers role and present it back to the HR Director for consideration.
Working in groups draft the framework linking this to the required competencies of an HR Manager and present this back to the larger group.
20 minutes preparation, 2 mins (max) flip chart, presentation

8. Retention Voluntary/involuntary Controllable/uncontrollable
Push/pull factors

9. Reliability and Validity
Reliability - The reliability of a technique increases the more consistently it establishes what needs to be measured (
Validity - The validity of a technique is the extent to which it measures what it is supposed to measure (
Validity can be established in numerous ways -
Type
Description
Face Validity
Identifies whether the technique ‘looks right’. This measure relies on perception and experience to establish whether the approach is acceptable.
Content Validity
Investigates whether or not the information is representative / reasonable.
Construct Validity
Establishes whether the right measurement / approach is being utilised.
Predictive Validity
Assess whether the approach can predict the performance that will be achieved.

10. Assessment of recruitment methods
Identify 5 methods and analyse validity and reliability
Media advertising – ?? ??

11. Assessment of selection methods
Identify 5 methods and analyse validity and reliability
Assessment Centres– ?? ??

12. Selection methods % use predictive validity 92 0.17 74 0.13 Interviews
Interviews
References
Work Sampling
Assessment centres
Personality tests
Graphology

13. Most effective methods
CIPD Resource and Talent Planning Survey 2013
Recruitment
Corporate website
Recruit agencies
Local newspaper
Employee referral
Commercial job boards
Specialist press
Job centre plus
Professional networking
Search consultants
School links
Selection
Competency interviews
Interviews
Job specific tests
Telephone interviews
Literacy/numeracy tests
Personality tests
Assessment centres
Screening
General ability tests
Group exercises

14. Legislation
Equality Act 2010
???

15. Conclusions
To help your learning and understanding provide key conclusions/learning points from the session
???
Consider areas for further development and identify sources (e.g. reports, texts, journals to further enhance learning)