ULMS Electronic Module Catalogue |
The information contained in this module specification was correct at the time of publication but may be subject to change, either during the session because of unforeseen circumstances, or following review of the module at the end of the session. Queries about the module should be directed to the member of staff with responsibility for the module. |
Title | Workforce Planning, Resourcing, and Talent Management | ||
Code | ULMS895 | ||
Coordinator |
Mrs JJ Johnson Work, Organisation and Management Jennifer.Johnson2@liverpool.ac.uk |
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Year | CATS Level | Semester | CATS Value |
Session 2022-23 | Level 7 FHEQ | First Semester | 15 |
Pre-requisites before taking this module (other modules and/or general educational/academic requirements): |
Modules for which this module is a pre-requisite: |
Programme(s) (including Year of Study) to which this module is available on a required basis: |
Programme(s) (including Year of Study) to which this module is available on an optional basis: |
Teaching Schedule |
Lectures | Seminars | Tutorials | Lab Practicals | Fieldwork Placement | Other | TOTAL | |
Study Hours |
12 |
12 |
6 |
30 | |||
Timetable (if known) |
120 mins X 1 totaling 12
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120 mins X 1 totaling 12
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60 mins X 1 totaling 6
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Private Study | 120 | ||||||
TOTAL HOURS | 150 |
Assessment |
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EXAM | Duration | Timing (Semester) |
% of final mark |
Resit/resubmission opportunity |
Penalty for late submission |
Notes |
CONTINUOUS | Duration | Timing (Semester) |
% of final mark |
Resit/resubmission opportunity |
Penalty for late submission |
Notes |
Individual essay plan. Standard UoL penalty applies for late submission. This is an anonymous assessment. | 0 | 0 | ||||
Individual assignment. There is a resit opportunity. Standard UoL penalty applies for late submission. This is an anonymous assessment. | 0 | 100 |
Aims |
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This modules aims to: Equip students with the fundamental skills, knowledge and understanding needed to enable sourcing, recruitment, and management of talent; Provide students with an understanding of how HR professionals can attract and recruit individuals into the right role at the right time and cost; Enable students to develop skills on how to use relevant workforce planning data, the right sourcing approaches, and digital tools to tap into diverse candidate pools; Expose students to the need for resourcing activities to be focused on understanding the candidate experience, designing effective assessment and selection approaches and how to make effective recruitment decisions; Develop students’ knowledge on how to use workforce data, succession, and contingency planning tools to understand, attract and retain talent; Provide students with an understanding of the role of technology in aiding recruitment and talent management. |
Learning Outcomes |
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(LO1) Students will be able to integrate wider people data to create workforce planning approaches including assessing current and future capability needs. They will also be able to use workforce planning data to inform resourcing approaches, other people practices and wider business planning. |
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(LO2) Students will be able to critically analyse and evaluate the major features of national and international employment markets from which organisations source staff, assess the values of different sourcing channels, the ways in which these markets evolve or change, and demonstrate the use of different approaches to candidate pipelines. |
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(LO3) Students will be able to design appropriate recruitment and selection approaches to appeal to different candidates, and select assessment approaches for all levels in the organisation using the concepts of reliability, validity, utility and performance criteria. |
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(LO4) Students will be able to demonstrate the use and impact of technology and social media in recruitment and selection processes. |
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(LO5) Students will be able to design flexible approaches to succession and contingency planning in a constantly changing environment. |
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(LO6) Students will be able to design talent differentiation and assessment tools to identify and review talent with the aim of attracting, identifying, developing and retaining high-performing talent across all areas. |
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(LO7) Students will be able to use psychological, motivation and engagement tools to retain talent through differentiated talent offerings. |
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(LO8) Students will be able to track and review the value of different talent populations and how diverse talent pools contribute to the talent strategy. |
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(LO9) Students will be able critically appraise the importance of diversity and fairness in selection and assessment design as well as the importance of considering candidate perceptions and experiences in ethical decision making. |
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(S1) Ethical awareness |
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(S2) Teamwork |
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(S3) Problem solving |
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(S4) Communication skills |
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(S5) Numeracy |
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(S6) Digital literacy |
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(S7) Adaptability |
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(S8) Commercial awareness |
Teaching and Learning Strategies |
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2 hour lecture x 6 weeks |
Syllabus |
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The module will enable students to analyse and critically evaluate contemporary debates and developments in the following areas of managing people resources from entry to exit. Indicative content on this module will include: Workforce/human resource planning / succession planning; Job analysis and design; Employment markets and regulations; Sourcing, recruitment, selection methods and processes including ensuring diversity, inclusion, fairness, and the use and impact of technology, and employment contract; Employer Branding; Resourcing and talent management strategies; Employee retention and talent management; Retirement, dismissal, redundancy and grievances. |
Recommended Texts |
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Reading lists are managed at readinglists.liverpool.ac.uk. Click here to access the reading lists for this module. |