Brighton School - Unit 19 Resources and Talent Planning Report

This report analyzes resources and talent planning within a business context, addressing key aspects such as job descriptions, person specifications, and various recruitment and selection methods. It examines talent resourcing strategies, including direct advertising and talent pool databases, while also delving into judgments and recommendations crucial for effective human resource management. The report further explores the stages of the HR life cycle, the importance of HR department strategies, and the significance of the HR life cycle in talent management. It emphasizes the structured formation of the HR life cycle for specialization and talent management within an organization. The conclusion highlights the diverse techniques used by organizations to select employees, the impact of labor preferences, and the influence of legal requirements on the hiring process. References from various sources support the analysis.

Resources and
Talent Planning

Content
 Introduction
 Job description and person specification
 Methods of recruitment and selection
 talent resourcing.
 Judgments and recommendations
 Stages in HR life cycle
 HR department strategy
 importance of the HR life-cycle
 Stages of HR life-cycle
 Conclusion
 References

Introduction
Business organization needs to select best human being for
their business activities. For this purpose they uses various
methods and strategies to hire best people among all. In
this part importance of strategies use in selection of human
beings and and various methods of hiring people has been
identified.

LO3
P4-Job description and person
specification
Job description is a statement which are used by companies
to determines roles, responsibilities, and expected
qualification for specific post. It is most essential tool of
recruitment process as it will help in identity specific
requirement managers need for hiring an individual.

P4-Personal Specification
Personal specification is more systematic tools which
defines attributes required by individuals for specific
post. It is just like job description but it is more specific
then compare to job description .It is only define
qualification, skills and qualities required by organization
to selecting specific post.

P4-Personal Specification
Personal specification is more systematic tools which
defines attributes required by individuals for specific
post. It is just like job description but it is more specific
then compare to job description .It is only define
qualification, skills and qualities required by organization
to selecting specific post.

P5-Methods Of Recruitment And
Selection
Direct advertising: It is the simplest and fastest method
for recruiting new employees in the organisation.
Talent pool databases: It this method firm recruit people
form its existing data base which it prepare by taking
interviews from candidates who are willing to work for
organisation in previous times.

M3-Talent resourcing
Business organisation uses various methods for hiring
individuals for their specific post. They uses direct and
indirect method of recruiting personal. Now mangers use
social media for hiring personal .

D2-Judgements And Recommendations
Human resources are most essential resources of an
organization. success of an organisation depends on
effective utilization of human resource thus job document
and personal specification help managers to identify best
overemployment others.

L04
P6-Stages in HR life cycle
Every part of business have a life cycle an HR department
is also associated with it. The HR life-cycle is a set of
stages form which employees have to pass and decision
related to hem will be taken by HR manager in each one
stage. Each stage have different opportunity and
responsibility for employee as well as human resources
department.

P7-HR department strategy
HR strategy is a set of policy and procedures which are
meant by firm for their human resources which help firm
in managing its operation and use of resources properly.
This is the function which is perform to articulate that
what firm is willing to do with its human resource and
their policy and procedures.

M4-Importance Of The Hr Life-Cycle
HR life cycle is important for talent management in
organisation this is because it help firm in dividing the
work in septate stages, this divination facilitate
specialization in work this also facilitate firm in
establishing coordination in different department . It also
help in identifying fresh talent as well as there
management in organisation.

D3-Importance Of The Hr Life-Cycle
HR life cycle is important for talent management in
organisation this is because it help firm in dividing the
work in septate stages, this divination facilitate
specialization in work this also facilitate firm in
establishing coordination in different department . It also
help in identifying fresh talent as well as there
management in organisation.

Stages of HR life-cycle to support strategic
talent
HR life-cycle is structural formation which dividing the
function of HR department in different stages for
specialization in its working. This also aid firm in
managing talent in organisation by its function.

Conclusion
From the above analysis it has been identified that business
organization use difference kind of techniques to select
their potential employers. This will affect on entire
decision making criteria. Changes of labours preferences
and involvement of legal requirement changes entire
structure of hiring workforce.

References
Acree-Hamann, C., 2016. A call to action:
Succession planning needed. Newborn and Infant
Nursing Reviews, 16(3).pp.161-163.
Arthur, N., 2017. Supporting international students
through strengthening their social resources.
Studies in Higher Education, 42(5) pp.887-894.
Cappelli, P. and Keller, J. R., 2017. The historical
context of talent management. The Oxford
handbook of talent management, pp.23-42.