Talent management and workforce planning

1- Explain the impact of changing labour market conditions on resourcing decisions ?Word count: Approximately 200 words
Note: need to provide more references and provide some regional (KSA) examples / evidence.
1.
2.
You have a choice of either striking through all of this answer and starting again or reworking it, using some of your narrative, to reshape your answer to
clearly cover all parts of this question.
a.
You are encouraged to use clear subheadings.
Specifically, you need to:
a.
Explain the two terms ‘tight’ and ‘loose’ labour markets.
b.
Using PESTLE (please also reference it) identify 3 labour market trends (these could be global or local) For example the rise in flexible
working arrangements, fewer older people in work, legislation regarding the hiring of local workers, etc
c.
▪For each trend you identify, explain the impact this trend has on organisational resourcing decisions – you could discuss recruitment
methods, retention strategies, reorganisations, development decisions and long-term planning.
1- Discuss the role of government, employers and trade unions in ensuring future skills needs are
met ?
Word count: Approximately 200 words
Note : provide more references and provide some regional (KSA) examples / evidence
ACTIONS TO TAKE,
1.
2.
You have a choice of either striking through all of this answer and starting again or reworking it, using some of your narrative, to reshape your answer to
clearly cover all parts of this question.
a.
You are encouraged to use clear subheadings.
Specifically, you need to:
a.
Discuss the role of Government in ensuring future skills needs are met – what specific schemes or support does the Government provide? Try
and refer to all of the KSA government initiatives.
b.
Discuss the role of employers in ensuring future skills needs are met – what specific initiatives or actions does the employer provide? For
example, you could refer to STEM and / or some KSA examples.
c.
Discuss the role of Trade Unions in ensuring future skills needs are met- what specific schemes or support do Trade Unions provide? (Please
use UK best practice).
2- Compare different approaches to developing and retaining talent on an individual and group
level.?
Word count: Approximately 275 words
Note: ACTIONS TO TAKE,
1.
2.
You have a choice of either striking through all of this answer and starting again or reworking it, using some of your narrative, to reshape your answer to
clearly cover all parts of this question.
a.
You are encouraged to use clear subheadings.
Specifically, you need to:
a.
We advise you use a table format with detailed narrative for the comparison part of this task
b.
Provide a brief explanation of why talent management is now a key part of an organisations’ People Strategy
c.
Identify and compare THREE different ways organisations can manage talent retention.
i. For example: Appraisals, training and development, lateral moves, flexible working and work-life balance, workplace
characteristics, fair and equitable reward, career breaks, realistic job previews etc.
d.
You must provide comparison. How are the approaches similar/different?
3- Evaluate the benefits of diversity in building and supporting talent pools ?
Word count: Approximately 250 words
Note: referencing is limited. D&I is such a big topic area in KSA and therefore, you are encouraged to relate your theory with KSA examples and support your
insights with research & evidence.
ACTIONS TO TAKE,
1.
2.
You have a choice of either striking through all of this answer and starting again or reworking it, using some of your narrative, to reshape your answer to
clearly cover all parts of this question.
Specifically, you need to:
a.
We advise you use 2 clear sub-headings
b.
Identify 2 benefits of focusing on diversity when building and supporting talent pools. (e.g. positive impact on employer brand; reduced risk
of being accused of discrimination; compliance with legislation etc.)
i. support your insights with research & evidence
c.
Evaluate these benefits by advising on which would have the greatest impact on an organisation and why.