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 Dr JJ Johnson
Work, Organisation and Management
Jennifer.Johnson2@liverpool.ac.uk
Year CATS Level Semester CATS Value
Session 2023-24 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)              
Private Study 120
TOTAL HOURS 150

Assessment

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.         
Individual assignment. There is a resit opportunity. Standard UoL penalty applies for late submission. This is an anonymous assessment.    100       

Aims

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

(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.

(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.

(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.

(LO4) Students will be able to demonstrate the use and impact of technology and social media in recruitment and selection processes.

(LO5) Students will be able to design flexible approaches to succession and contingency planning in a constantly changing environment.

(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.

(LO7) Students will be able to use psychological, motivation and engagement tools to retain talent through differentiated talent offerings.

(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.

(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.

(S1) Ethical awareness
Students will be exposed to responsibilities that employers have for equal opportunity, diversity and fairness in selection and assessment processes.

(S2) Teamwork
Students will be required to work together in small teams during seminars.

(S3) Problem solving
Students will be exposed to case studies and organisational problems and will develop solutions using module content.

(S4) Communication skills
Students will be expected to communicate effectively with their course mates and module facilitators through their written course work and verbally while responding to questions.

(S5) Numeracy
Students will develop numeracy skills through workforce planning tasks which will be given during seminars.

(S6) Digital literacy
Students will be required to engage with the module e-learning materials.

(S7) Adaptability
Students will be exposed to the need for flexibility and adaptability while developing an organisation’s recruitment and talent management strategies.

(S8) Commercial awareness
Students will learn how to apply a business and customer-focused approach, demonstrating the commitment to deliver results that create value for organisations.


Teaching and Learning Strategies

2 hour lecture x 6 weeks
2 hour seminar x 6 weeks
1 hour group learning x 6 weeks
120 hours self-directed learning


Syllabus

 

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;

Induction / socialisation;

Employer Branding;

Resourcing and talent management strategies;

Employee retention and talent management;

Retirement, dismissal, redundancy and grievances.


Recommended Texts

Reading lists are managed at readinglists.liverpool.ac.uk. Click here to access the reading lists for this module.