5RTP - resourcing & talent planning

5717 words 23 pages
CIPD Intermediate Certificate in Human Resource Management
Level 5

Resourcing & Talent Planning
5RTP

1.0 INTRODUCTION
This report will focus on three areas out of the optional six activities, as follows:
Workforce planning, succession planning and career development planning - the differences and how this can be applied to an organisation;
Employee retention – How an organisation with retention issues could improve staff turnover;
Dismissals, redundancies and retirement – The law and areas of good practice.

2.0 WORKFORCE PLANNING, SUCCESSION PLANNING & CAREER DEVELOPMENT PLANNING
Successful organisations realise that identifying and developing a strategy in these three separate areas is
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In this type of economy, this is critical to ensure the continuous delivery of service, regardless of the industry.
Succession planning may also help to retain talented individuals as it displays a long term commitment from the organisation to development, which in turn can have a positive impact on the organisations culture and efficiency.
As is the case of workforce planning, succession planning is also as important when an organisation is looking to downsize in the future, to ensure that those individuals who have been identified as future talent are strategically placed and undergoing development. Should a skills matrix be used, these candidates should score highly against less competent individuals. It will also help to settle any nervousness or disruption in such times, should the candidates feel at risk in such situations.
Complimenting both workforce planning and succession planning, career development planning plays a particular important role for both employers and employers. In the current business environment, organisations are experiencing economic downsizing, cost reduction, innovations in IT and restructuring, but at the same time, need to find increased pace, productivity and competitiveness in the

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