Module Code: |
H9MDTA |
Long Title
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Managing and Developing Talent
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Title
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Managing and Developing Talent
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Module Level: |
LEVEL 9 |
EQF Level: |
7 |
EHEA Level: |
Second Cycle |
Module Coordinator: |
COLETTE DARCY |
Module Author: |
Isabela Da Silva |
Departments: |
School of Business
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Specifications of the qualifications and experience required of staff |
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Learning Outcomes |
On successful completion of this module the learner will be able to: |
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Learning Outcome Description |
LO1 |
Critically evaluate the potential and appropriateness of a Talent Management approach as a means of achieving strategic goals in an organisation. |
LO2 |
Analyse and review the development of Talent Programmes, interventions, methods and activities to identify and develop key groups in the organisation |
LO3 |
Critically evaluate the use of succession planning and partner with key stakeholders in the identification and development of talent for current and future workforce needs. |
LO4 |
Analyse the range of learning and talent development strategies, policies, practice and research in the wider economic context and in different sectors |
LO5 |
Analyse and develop an understanding of a range of analytics in the planning, development and retention of talent in the organisation |
LO6 |
Advocate and support ethical learning and development practices with commitment to diversity and equal opportunities and role model a continuous professional development and learning culture. |
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).
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No recommendations listed |
Co-requisite Modules
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No Co-requisite modules listed |
Entry requirements |
There are no additional entry requirements for this module. The programme entry requirements apply. No pre-requisites or co-requisites apply.
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Module Content & Assessment
Indicative Content |
Talent Management
Introduction to the key concepts of Talent Management
Different approaches to Talent Management e.g. inclusive and exclusive
Influences on selection of approaches for organisations, organisation type and culture, strategic goals of the organisation, labour market, economy, size, sector, competitors etc.
Consideration of organisational issues and approaches to TM to address problems
Defining and identifying talent and talent groups
An integrated approach to the resourcing, rewarding and development of key groups
Talent Management as part of the HR structure in the organisation and in different organisation settings
Ethical considerations in the approaches to Talent Management
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Managing Talent
Developing the talent pipeline
Performance Management and Talent
Coaching and mentoring, facilitation to develop and enhance performance.
Competency frameworks in identifying talent, to aid development and close performance gaps
Succession planning.
Rewarding talent e.g., total reward approach, job/career families
Managing and developing International Talent, secondments as a development approach and career opportunities
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Developing Talent
Developing the Talent Development Strategy for the business and aligning it with wider HRM Policy, Corporate goals and strategy
Development planning
Development for inclusive and exclusive approaches
Technology to develop
Learning platforms
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Career Management
Developing appropriate approaches to the career management and development of key groups e.g. Leaders Managers, Graduates, Diversity
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Learning and Development and Learning Interventions
Strategic Learning and Development (L&D), Integration of business and L&D strategies
Introduction to core concepts in L&D and different approaches
How L&D contributes to an organisation's performance and achievement of strategic goals
Learning Needs Analysis, designing training events and learning interventions, delivery and evaluation of learning events.
Roles and responsibilities for L&D in the organisation
Talent Management Interventions
Assessing the needs of key groups and developing interventions to target key groups and individuals
Approaches to development in an inclusive talent strategy/exclusive talent strategy
Using technology in learning e.g. learning platforms, self-development
Developing a learning culture
Personal development plans/Individual development plans
Career planning
Evaluating L&D approaches and return on investment
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Developing Managers as a Key Group
Management Development strategies
Management Development Programmes
Wider considerations in the development of effective management
Developing HR professionals/managers and continuing professional development
Professional networks (e.g., CIPD for HR professionals), external and internal networks for ongoing development and knowledge sharing
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Evaluation and Development Approaches
Evaluating the range of interventions
Coaching, mentoring, reflective practice, networks, knowledge sharing
Self-Development, 360-degree feedback
Formal Development Programmes
Experiential Learning, facilitation, reflective learning
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Analytics
Talent Planning and Development
Career Progression and Pathways
Equal opportunities/Diversity – measures
Retention of talent and turnover analysis
Rewarding Talent – Pay Distribution and pay awards
Performance Reviews – Analysis
Showing value and return on investment
Benchmarking pay and benefits to inform reward strategy
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Frameworks
Using Development Frameworks and assessment centres to identify and develop talent
Reviewing Competency Frameworks and Capability frameworks for assessment and development
Self-development platforms to enable continuing development across the organisation and career development
Consideration on ethical approaches to talent and policies on diversity and equal opportunities
Ethical learning and development practices
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Assessment Breakdown | % |
Coursework | 100.00% |
AssessmentsFull Time
Coursework |
Assessment Type: |
Formative Assessment |
% of total: |
Non-Marked |
Assessment Date: |
n/a |
Outcome addressed: |
1,2,3,4,5,6 |
Non-Marked: |
Yes |
Assessment Description: A formative assessment will be given in class and this will include a group presentation. Marks are not assigned for this, although it it is part of course work. Articles will be assigned to groups on key topics related to Talent Management to review and present on. Feedback on their presentation and understanding of the key topics in the assignments will be given to assist them in preparing for their assignments. |
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Assessment Type: |
Assignment |
% of total: |
100 |
Assessment Date: |
n/a |
Outcome addressed: |
1,2,3,4,5,6 |
Non-Marked: |
No |
Assessment Description: This module is assessed through an assignment in which students are required to critically evaluate key topics in the area drawing on literature or assignment may be case based or may be applied to the organisation that students are employed in. |
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No End of Module Assessment |
Reassessment Requirement |
Coursework Only
This module is reassessed solely on the basis of re-submitted coursework. There is no repeat written examination.
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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 |
Directed Learning |
Directed e-learning |
36 |
Per Semester |
3.00 |
Independent Learning |
Independent learning |
178 |
Per Semester |
14.83 |
Total Weekly Contact Hours |
6.00 |
Module Resources
Recommended Book Resources |
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Stewart J. Rigg C., (2011), “Learning and Talent Development.” CIPD, UK.
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Taylor S., (2021), ‘Resourcing and Talent Management 8th Edition, CIPD, Kogan Page, UK. (Earlier editions are also available in the library, e-book also available).
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Biech, Elaine. (2017) “Starting a Talent Development Program” Alexandria, VA : Association For Talent Development. eBook., Database: eBook Collection (EBSCOhost).
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Caplan, J. (2013) "Strategic talent development: Develop and Engage All Your People for Business Success" Kogan Page in Ebsco.
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Cohen, Stephen L., (2017) “Complete guide to building and growing a talent development firm”. Alexandria, VA, Association For Talent Development. 2017 eBook, Database: eBook Collection (EBSCOhost).
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Page-Ticknell, R., (2018) "Learning and Development: A Practical Introduction," Kogan Page, Limited, ISBN: ISBN number:9780749483494, ISBN number:9780749483500 in Proquest ebook central - go to Collections/Ebooks..
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Taylor S., (2018), ‘Resourcing and Talent Management 7th Edition, CIPD, Kogan Page, UK. in VLEbooks.
| Supplementary Book Resources |
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Carbery R., and Cross C., (2019) (Editors) Human Resource Management 2nd Edition. Macmillan international, Red Globe Press, UK..
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Armstrong M., and Taylor S., (2017) ‘Armstrong’s Handbook of Human Resource Management Practice, 14th Edition, Kogan Page, London. (2020 edition also available as an e-book).
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Caplan J., (2011), ‘The Value of Talent, Promoting talent management across the organization’, Kogan Page, Great Britain.
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Clutterbuck D., (2012), ‘The Talent Wave’ Why succession Planning Fails and What To Do About It’. Kogan Page, UK.
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Frost S., and Kalman D., 2016 ‘Inclusive Talent Management’ How business can thrive in an age of diversity’. Kogan Page/CIPD, UK.
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Wilkinson A., Redman T., and Dundon T., (2017) ‘Contemporary Human Resource Management , 5th Edition, Pearson Education Limited, London.
| This module does not have any article/paper resources |
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Other Resources |
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[Journal], Armstrong S.J., Mahmud A., 2008
‘Experiential learning and the
Acquisition of Managerial Tacit
Knowledge’. Academy of Management
Learning & Education, Vol. 7, No. 2,
189-208.
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[Journal], Bandari N.K., and Migiro S., (2015)
‘Talent Management in Indian IT &
ITES Sectors’ The Indian Journal of
Industrial Relations, Jul2015, Vol. 51
Issue 1, p43-56. 14p.
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[Journal], Bolander, P., Werr A. and Asplund K.,
(2017) "The practice of talent
management: a framework and
typology", Personnel Review, Vol.
46 Issue: 8, pp.1523-1551.
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[Journal], Bolander, P., Werr A. and Asplund K.,
(2017) "The practice of talent
management: a framework and
typology", Personnel Review, Vol.
46 Issue: 8, pp.1523-1551,
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[Journal], Chambers E.G., Foulon M.,
HandÞeld-Jones H., Hankin, S.M. and
Michaels III E.G., (1998) ‘The War for
Talent’, McKinsey Quarterly Number 3.
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[Journal], Garavan T. N., McGuire D., 2010. Human
Resource Development And Society: Human
Resource Development’s Role in Embedding
Corporate Social Responsibility,
Sustainability, and Ethics in
Organisations. Advances in Developing
Human Resources 12 (5) 487-507.
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[Journal], Garavan T.N., Carbery R., and Rock A.,
(2012), ‘Mapping talent development:
definition, scope and architecture’
European Journal of Training and
Development,Vol. 36 No. 1, 2012 pp. 5-24
q Emerald Group Publishing Limited,
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[Journal], Hughes, C., and Sheerin, C., (2016)
"Reflections on the Relationship
Between Mentoring, Female Development
and Career Progression: Investment
Management Versus Human Resource
Management". International Journal
of HRD Practice, Policy & Research,
1 (2). pp.
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[Journal], Jensen J., (2017) ‘The Learning
Organization: A Strategic Approach to
Today’s Global Business Environment’ The
Journal of International Management
Studies, Volume 12 Number 1, February,
2017.
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