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Talent Management and Workforce Planning

Module description

This module focuses on the impact of effective workforce planning in considering the development of diverse talent pools, and how to contract and onboard the workforce. It also includes analysis of the potential cost to the organisation if this is poorly managed, and the tools and interventions required to mitigate this risk.

Module aims - intentions of the module

You will extend your understanding of labour market trends and their significance for workforce planning. You will explain how organisations position themselves and the impact of a changing labour market on resourcing decisions. You will evaluate techniques to support workforce planning and assess the strengths and weaknesses of different methods of recruitment and selection aimed at building effective workforces. Additionally, you will examine turnover and retention trends and compare different approaches to developing and retaining talent. Finally, you will learn about the importance of managing contractual arrangements and onboarding.

Intended Learning Outcomes (ILOs)

ILO: Module-specific skills

On successfully completing the module you will be able to...

• 1. Identify key contemporary labour market trends and their significance for workforce planning.
• 2. Describe the purpose and importance of workforce planning.
• 3. Describe the purpose and impact of effective talent management.
• 4. Explain the importance of managing contractual arrangements and effective onboarding.

ILO: Discipline-specific skills

On successfully completing the module you will be able to...

• 5. Present insight and conclusions on workforce issues or people process failures.

ILO: Personal and key skills

On successfully completing the module you will be able to...

• 6. Lead and improve people capability within the business.

Syllabus plan

• Introduction to module including key terms and assessment criteria.
• How organisations strategically position themselves in competitive labour markets.
  • The impact of changing labour market conditions on resourcing decisions.
  • The role of government, employers, and trade unions in ensuring future skills needs are met.
  • An analyse of the impact of effective workforce planning.
  • An evaluation the techniques used to support the process of workforce planning. 
  • Exploring approaches to succession and contingency planning aimed at mitigating workforce risks.
  • An assessment of the strengths and weaknesses of different methods of recruitment and selection to build effective workforces.
  • Workforce turnover and retention trends and the factors that influence why people choose to leave or remain.
  • A comparison of different approaches to developing and retaining talent on an individual and group level.
  • An evaluation approaches that an organisation can take to build and support different talent pools, and the benefits of diversity in building and supporting talent pools.
  • The impact associated with dysfunctional employee turnover.
  • Assessing suitable types of contractual arrangements dependent on specific workforce need.
  • Differentiating between the main types of contractual terms in contracts.
  • The components and benefits of effective onboarding

Learning activities and teaching methods (given in hours of study time)

Details of learning activities and teaching methods

Formative assessment

Summative assessment (% of credit)

Details of summative assessment

Details of re-assessment (where required by referral or deferral)

Re-assessment notes

Deferral – if you have been deferred for any assessment you will be expected to submit the relevant assessment. The mark given for a re-assessment taken as a result of deferral will not be capped and will be treated as it would be if it were your first attempt at the assessment. 

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Referral – if you have failed the module overall (i.e. a final overall module mark of less than 40%) you will be expected to submit the relevant assessment. The mark given for a re-assessment taken as a result of referral will be capped at 40% 

Indicative learning resources - Basic reading

Basic reading:

Taylor, S. and Woodhams, C. (eds). (2022) Studying human resource management. 3rd ed. London: CIPD Kogan Page.

Armstrong, M. and Taylor, S. (2023) Armstrong’s handbook of human resource management practice. 16th ed. London: Kogan Page.

Baker, T. (2014) Attracting and retaining talent: becoming an employer of choice. Basingstoke: Palgrave Macmillan.

Dinnen, M. and Alder, M. (2017) Exceptional talent: how to attract, acquire and retain the very best employees. London: Kogan Page.

Web-based and electronic resources:

 www.cipd.co.uk Website of the Chartered Institute of Personnel and Development (CIPD), Knowledge Hub.

Other resources:

Exeter University Electronic Learning Environment (ELE)

Key words search

HR; Human Resources; People Management; People Professional