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

Resource and Talent Planning (5RTP)

Cohort:Waterloo

Tutor:Michelle Maunder

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

R&S Process

Job Analysis

Explore the different ways of undertaken a job analysis

•Interview the post holder???•???•???•???

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

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

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

Retention

• Voluntary/involuntary

• Controllable/uncontrollable

• Push/pull factors

Reliability and Validity

Reliability - The reliability of a technique increases the more consistently it establishes what needs to be measured (www.socialresearchmethods.net)

Validity - The validity of a technique is the extent to which it measures what it is supposed to measure (www.lifestylesurvey.org.uk)

Validity can be established in numerous ways -

Type DescriptionFace 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. 

Assessment of recruitment methods

Identify 5 methods and analyse validity and reliability

•Media advertising – ?? •??•??•??•??•??

Assessment of selection methods

Identify 5 methods and analyse validity and reliability

• Assessment Centres– ?? •??•??•??•??•??

Selection methods

www.bis.gov.uk

InterviewsReferencesWork SamplingAssessment centresPersonality testsGraphology

% use predictive validity 92 0.17 74 0.13 18 0.57 14 0.40 13 0.40 3 0.00

Most effective methods CIPD Resource and Talent Planning Survey 2013

Recruitment1. Corporate website2. Recruit agencies3. Local newspaper4. Employee referral

5. Commercial job boards6. Specialist press7. Job centre plus

8. Professional networking9. Search consultants

10.School links

Selection1. Competency interviews

2. Interviews3. Job specific tests

4. Telephone interviews5. Literacy/numeracy tests

6. Personality tests7. Assessment centres

8. Screening9. General ability tests

10.Group exercises

Legislation

• Equality Act 2010• ???• ???• ???• ???• ???

Conclusions

To help your learning and understanding provide key conclusions/learning points from the session

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Consider areas for further development and identify sources (e.g. reports, texts, journals to further enhance learning)