Module Code: H6RTPLA
Long Title Resourcing and Talent Planning 
Title Resourcing and Talent Planning 
Module Level: LEVEL 6
EQF Level: 5
EHEA Level: Short Cycle
Credits: 10
Module Coordinator: Pauline Kelly Phelan
Module Author: Isabela Da Silva
Departments: School of Business
Specifications of the qualifications and experience required of staff  
Learning Outcomes
On successful completion of this module the learner will be able to:
# Learning Outcome Description
LO1 Show an awareness of and be able to undertake core talent planning activities in light of key contemporary labour market trends.
LO2 Demonstrate the knowledge and capability to contribute effectively to the development of resourcing strategies.
LO3 Effectively manage the full range of organisational recruitment and selection activities, consistent with the standards of professional best practice and within the framework of relevant legislation in Ireland.
LO4 Demonstrate the knowledge and ability to manage employee retention effectively.
Dependencies
Module Recommendations

This is prior learning (or a practical skill) that is required before enrolment on this module. While the prior learning is expressed as named NCI module(s) it also allows for learning (in another module or modules) which is equivalent to the learning specified in the named module(s).
No recommendations listed
Co-requisite Modules
No Co-requisite modules listed
Entry requirements

As per programme requirements. 
 

Module Content & Assessment

Indicative Content
Employment markets
Contemporary trends in the Irish Labour Market and internationally  Role of government, employers and trade unions in meeting future skills needs  Concept and significance of tight and loose labour markets  International Resourcing
Planning for Talent and Talent Management
Talent Management and the Talent Management loop  Stages in HR/workforce planning and its use in practice  The case for and against HR planning  Adapting traditional HR planning   Succession Planning
Resourcing
Job analysis - competency frameworks, job design and job sculpting  Recruitment Advertising Strategy - employer brand, social media and recruitment options  Alternative recruitment methods - informal approaches, use of agencies, educational liaison  Selection approaches - shortlisting, interviews, references, pre-employment checks  Advanced method of employee selection - biodata, assessment centres, personality tests, ability tests, gamification.  Evaluating selection methods - reliability, validity and efficacy   Recruitment, selection and the legal context - ethical issues and legal compliance
Employee Retention
Measuring and analysing turnover – voluntary, involuntary, costing & benchmarking  Reasons for leaving & exit routes  Employee retention and reward  Employee retention and development opportunities  Employee retention and effective line management  Measuring effectiveness of retention of talent initiatives
Assessment Breakdown%
Coursework100.00%

Assessments

Full Time

Coursework
Assessment Type: Continuous Assessment % of total: 100
Assessment Date: n/a Outcome addressed: 1,2,3,4
Non-Marked: No
Assessment Description:
Learners will, as part of a small team, design a Recruitment and Selection process, grounded in sources of best practice. They will produce a range of materials to support this including:  Advertising strategy  Recruitment advert for the position  Interview Plan, questions and selection strategy  Interview Marking criteria  Retention plan  The assignment brief will be issued to learners at the start of the module
Assessment Type: Formative Assessment % of total: Non-Marked
Assessment Date: n/a Outcome addressed: 1,2,3,4
Non-Marked: Yes
Assessment Description:
Formative assessment activities will be undertaken during classes, for example:  Writing a job description exercise  Crafting a person specification exercise  Critiquing a job advertisement exercise  Case studies  Learners will work on these activities in small groups (or occasionally on their own). Groups and/or individuals will present back their solutions and recommendations. Discussion will be facilitated and in class feedback on their solutions to cases/ exercise will be given.
No End of Module Assessment
No Workplace Assessment
Reassessment Requirement
Coursework Only
This module is reassessed solely on the basis of re-submitted coursework. There is no repeat written examination.

NCIRL reserves the right to alter the nature and timings of assessment

 

Module Workload

Module Target Workload Hours 0 Hours
Workload: Full Time
Workload Type Workload Description Hours Frequency Average Weekly Learner Workload
Lecture Classroom and demonstrations 36 Per Semester 3.00
Tutorial Mentoring and small-group tutoring 12 Per Semester 1.00
Independent Learning Independent learning 202 Per Semester 16.83
Total Weekly Contact Hours 4.00
 

Module Resources

Recommended Book Resources
  • Taylor, S. (2021), Resourcing and Talent Management, 8th Edition. CIPD, London.
Supplementary Book Resources
  • COOK, M. (2016), Personnel Selection: adding Value through People – a changing picture, 6th edition. Wiley Blackwell.
  • Gunnigle, P. Heraty, N & Morley M.J. (2017), Human Resource Management in Ireland, 5th Ed. Gill & Macmillam, Dublin.
  • Carbery, R. Cross, C. (2018), Human Resource Management, 2nd Ed. Macmillan, Dublin.
  • Torrington , D , Hall, L & Taylor, S, Atkinson, C. (2017), Human Resource Management, 10th Edition. Pearson, Harlow.
  • Wilkinson, A, Redman, T & Dundon, T. (2017), Contemporary Human Resource Management – Text and Cases, 5th Edition. Pearson, Harlow.
  • Armstrong, Michael. (2020), Handbook of Human Resource Management Practice – Chapter 24 Recruitment and Selection, 15th Edition.
  • Taylor, S. (2008), People Resourcing, 4th Ed. CIPD, London.
  • SUFF, R. (2006), Using employer websites to attract new recruits, IRS Employment Review.
  • CIPD. (2012), ‘LinkedIn will not replace CVs’  People Management, March 2012. CIPD, London.
This module does not have any article/paper resources
Other Resources
  • [Website], https://www.cipd.ie/news-resources/pract ical-guidance/factsheets.
  • [Podcasts], www.cipd.co.uk/podcasts/unconscious-bias.
  • [Reports], CIPD. (2015), A head for hiring – the behavioural science of recruitment.
  • [Reports], CIPD. (2014), Making recruitment supply chains work.
Discussion Note: