#68 RESC - Resourcing - separate out recruitment and talent planning skills?: change request pending
This skill description combines 2 strands which may be better separated: 1. recruitment 2. workforce / talent planning Although the 2 dimensions are related they are often (typically) found in different roles / different teams / different functions. Having the skills merged as they are in SFIA6 means that skills mapping (e.g. to job descriptions) and skills assessment is compromised.
Areas to consider
- e.g. for projects, programmes, portfolios, operationally - typically down by the roles which are responsible for delivering the projects, programmes, operations
Strategic workforce or talent planning
- identify and attract key people with the capability to create competitive advantage and that it actively manages an appropriate balance of resource to meet changing needs, fulfilling the short and long-term ambitions of the organisation strategy.
- Typically down at an organisation / function/ department level.
- Considers the full range of talent acquistion / talent development activities (not just recruitment) - succession planning, development programmes, career pathing, career entry points (e.g. graduate schemes, experienced hires), out-sourcing,
- focussed on the strategies and tactics off sourcing candidates, engaging candidates, managing 3rd party providers, manging potential employees, assessment, selection, following statutory regulations, codes of conduct, advising managers on recruitment options, internal and external recruitment, etc
Induction and onboarding
- effective processes for new starters and transitioning employees ensuring appropriate and supportive induction
- ensure employees are productive as soon as possible
Transitions and exits
- managing leavers (permanent or contractors)
- redundancy, severance programmes