HR4S004 - Global Talent Management 06 Jul 2023 - 31 Aug 2027 | Version 2
Associated Module Information
| Module Code: | HR4S004 | ||
|---|---|---|---|
| Module Title: | Global Talent Management | ||
| Faculty: | Faculty of Business and Creative Industries | ||
| Faculty Group: | Business Management | ||
| Faculty Sub Group: | Business Management | ||
| Module Leader: | Shehla Khan, Adam Poole | ||
| Module Team: | Karl Greenhough, Christine Esposito | ||
| First Intended Intake: | SEP 2019 | Final Year of Intake: | |
| Date Closed: | |||
| Credit Value: | 20 | Credit Level: | 7 |
| Language: | English | ||
| Percentage of Module Taught in Welsh: | 0 | ||
| Equivalent Module: | |||
| HECOS codes: | |||
| HECOS Code Weighting: | |||
Document Version Information
| Version | 2 |
|---|---|
| Valid From | 06 Jul 2023 |
| Valid To | 31 Aug 2027 |
Module Aims
A major and fundamental objective of the human resources (HR) function is the mobilisation of a workforce. Organisations can only function if they are able to assemble together teams of people with the necessary skills, attitudes and experience to meet their objectives, and of course, to retain these effective performers for as long as possible. However, dynamic and turbulent markets and global contexts have brought about many sociological shifts and changes in expectations. Organisations [employers] need to know the practical and psychological significance and implications for the ways work and people are managed.
This module focuses on these activities, not just on the practical aspects of recruitment, selection, employee retention, but also on the strategic aspects to equip learners with the knowledge and skills required for resourcing and talent management within a global context.
Skills can be sourced by hiring employees, but also through other means such as flexible working arrangements. But to mobilise an effective workforce organisations hire people from employment markets, which obliges them to compete for talent with other employers whenever demand for skills is greater than the available supply. Therefore, effective organisations need to develop a strategic approach to the attraction and retention of staff, analysing their key employment markets and gaining an understanding of their dynamics so as to enable them to compete more effectively, both now and in the future. Indeed, planning to enable an organisation to meet its future demand for skills is an increasingly important HR role and is central to this module.
Additionally, employers will need to become more specialised, employment markets have tightened, leading to increased sophistication in the area of resourcing and talent planning. This is reflected in the increased use of proactive diversity management, employer branding, work–life balance initiatives and innovative approaches to job design, etc…
The module will also critically discuss global, contemporary and emerging ideas of theory and practice relating to Talent Management issues, whilst developing an informed and critical understanding of psychological theories and concepts that can impact upon the Management of Talent, but from an ethical and professional standpoint.
Content Summary
The module will look at a number of Global Resourcing and Talent Magement issues including:
- the major features of Global employment markets from which organisations source staff and how these markets evolve or change. The ways in which employment markets vary and the implications for organisations; current and future demand and supply of skills; identifying and assessing the role of employment market competitors; key national and international employment market and demographic trends.
- the development and evaluation of resourcing and talent management strategies, diversity management and flexible working initiatives. Ensuring that the organisation remains competitive in its major employment markets having regard to organisational objectives, resource constraints and the need to enhance flexibility; positioning an organisation in the market; work–life balance initiatives, employer branding exercises, setting terms and conditions, job analysis and design, flexible working; managing skills shortages; managing diversity; ethical working practices.
- The ways orgnaisations manage recruitment, selection and induction activities effectively, efficiently, lawfully and professionally. Critical analysis of the major methods used in recruiting and selecting people in national and international settings; efficient recruitment administration; job advertising, employment agencies, education liaison; reliability and validity of different selection methods; psychometric testing, selection interviewing, assessment centres; design and delivery of timely and effective staff induction.
- undertake long- and short-term talent planning and succession planning exercises with a view to building long-term organisational performance. Reconciling demand for and supply of skills; workforce planning, scenario planning, succession planning; enhancing functional and numerical flexibility; outsourcing, subcontracting and using external consultants.
- And gather and analyse information on employee turnover as the basis for developing robust staff retention strategies. Measuring, recording and analysing turnover data, diagnosing the principal drivers of unwanted turnover; developing, operationalising and evaluating actions aimed at increasing employee retention.
(This module is mapped to the following CIPD unit(s):
7 RTM – Resourcing and Talent Management)
Learning and Teaching Methods
| Activity Type | Hours |
|---|---|
| Lecture | 12 |
| Seminar | 20 |
| Tutorial | 8 |
| Independent Study | 130 |
| Directed Study | 30 |
| Total Hours Selected | 200 |
Learning Outcomes
| # | Learning Outcome |
|---|---|
| LO1 | Gather, analyse and use key people and employment markets information, to critically evaluate and reflect upon key Global talent management issues, and the links to how these play a leading role in the development and evaluation of appropriate talent management strategies, whilst demonstrating a keen awareness of the psychological implications for people and the organisation in terms of achieving to sustainable advantage |
Module Requisites
N/A
Assessment Criteria
| Assessment Category | Assessment Type | Description | Duration | Word Count | Weight (%) | Best of? | Pass Mark |
|---|---|---|---|---|---|---|---|
| Asynchronous Assessment | Presentation (Asynchronous) 1 | Collaboratively in groups to create a vlog presentation on a topic related to talent management in organisations. The objective is to explore how effective recruitment, retention, or talent development strategies can contribute to achieving a competitive advantage. | 20 | N/A | 50 | No | 40 |
| Written Assignment (CW) | Literature/Book/Paper Review (CW) 1 | A review of academic literature/book/paper. It should draw out the relevance, and applicability of academic theory to the argument being developed related to the topics under consideration | 0 | 3000 | 50 | No | 40 |
Assessment Matrix
| Assessment Type | Learning Outcomes | ||
|---|---|---|---|
| LO1 | |||
| Presentation (Asynchronous) 1 | ✔ | ||
| Literature/Book/Paper Review (CW) 1 | ✔ | ||