CIPD Level 5 - Resource and Talent Planning

CIPD Level 5 - Resource and
Talent Planning

Table of Contents
Question 1..................................................................................................................... 2
1.1) Labor Market comparisons........................................................................................ 2
1.2) Organizational Positioning in Competitive Labor Markets.................................................3
1.3) Significance of Tight and Loose Labor Market Conditions.................................................3
Question 2..................................................................................................................... 3
1.4a) The Role of Government......................................................................................... 3
1.4b) The role of employers............................................................................................. 4
1.4c) The role of trade unions........................................................................................... 4
Question 3..................................................................................................................... 5
2.1a) Principles of Effective Workforce Planning..................................................................5
2.1b) Tools used in Workforce Planning............................................................................. 6
Question 6..................................................................................................................... 6
2.4a&b) Job Description and Person Specification.................................................................6
2.4c) Competency Frameworks........................................................................................ 7
References..................................................................................................................... 9
1 | P a g e

Question 1
1.1) Labor Market comparisons
UK and Malaysia, these two markets are different in many ways like the culture, test, and
preferences of the peoples .Like other aspects, there are remarkable differences between the
labor market trends in these two countries. Some of the major differences are as follows:
Employment opportunities: The UK is a developed country and there are head offices of many
global companies. Hence, there must be adequate job opportunities for talented peoples.
However, according to the report, the new graduates are facing severe problems to find out
suitable jobs in the UK and employment prospect in this country has reached the pre-crisis level.
The unemployment rate for the graduate in the UK is 3.1% for the graduate candidate and 2.3%
for post graduate candidates. Uncertainty related Brexit even makes it worse.
On the other hand, Malaysia is a developing country. Here in this country, there are lots of job
opportunities. However, the competition is very high in the job market and employment
prospects are really good.
Growth and motivation: Both the nations have multicultural and multi-ethnic workforces hence;
the employees get good experiences of working with diverse workforces. The growth and
development prospect is comparatively better in Malaysia. Moreover, the company provides
adequate focus on motivating the employees to deliver their best. In store revolution is heading
in the UK market whereas the Malaysian market is not so much adaptive of all this aspects. They
are thinking of re-inventing retail whereas the Malaysian retail market is thinking of holding its
traditional nature of retailing. The culture of UK market is much more modern as compared with
Malaysian market. The weight of tariffs is mostly different in both the countries of retail market.
Compensation and benefits: In the UK, the employees earn in GBP, which is the major attraction
in the UK job market. The compensation and benefits in the UK are standard as there is higher
living quality. In Malaysia, the compensation and benefits are comparatively low.
2 | P a g e

1.2) Organizational Positioning in Competitive Labor Markets
In the UK job market, TESCO is regarded as one of the leading employers. The company has
almost 4, 50,000 employees in the UK (Tescoplc 2019).
The company has significant employment in the Malaysian country. The company has nearly
8,000 employees in Malaysia. It is considered one of the major employers in the retail industry.
1.3) Significance of Tight and Loose Labor Market Conditions
The tight labor market condition implies a shortage of talented, knowledgeable and skilled labor
in the market. The unemployment rate is at a very low position in the tight labor market
condition. On the other hand, the loose labor market condition implies intensive competition for
the labors, where there is a surplus of skilled and talented labors. There are very few jobs for
skilled labor and the labors have to face strong competition when they seek a job. Alternatively,
in the tight labor market condition, the companies face challenges to fulfill their labor
requirements as there is a shortage in the labor market.
Question 2
1.4a) The Role of Government
 Determining policy on education - Skills were the heart of the UK's prosperity.
Governments of the UK are, therefore, required to adopt such a policy that will enable
the students to ensure future skills. The Education Reform Act mainly aimed to
increase the choice of parental and improved the state funded schools' accountability
(Cee, 2006). Here, parents could easily choose schools for their children. Several
schools were allowed to control their budgets (Burtăverde, 2016).
 Policy and funding for more apprenticeships – The apprentices combine working
along with studying for gaining skills and knowledge in a particular field. The
government of the UK has also invested its adequate amount in the apprenticeships
and funding. There was a wide range of apprenticeships for 1500 job poles in the UK.
The UK government fund for training and assessing the apprentice. (ucas, 2018)
 DFID approach - The government of the UK has taken the DFID approach. The
main aim of the DFID approach is to tackle the crisis of learning at its base. The UK
Government has invested a substantial amount of their budgets on education (GOV,
3 | P a g e