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Resourcing Talent


3RTO Resourcing Talent


Description of the Resourcing Talent unit


The 3RTO unit is one of the most interesting units in the CIPD programme because it helps the management create a mix of the skills needed to carry out organisational roles. The unit is the source of knowledge in describing the resourcing and talent planning process, which helps identify employees with diverse skills that enhance completion and achievement of business objectives. The unit relates highly with the HR function of recruitment and selection, where the experts get involved in the recruitment and maintenance of the right talent in the organisation. Organisations highly benefit from employees who have the skills and expertise in completing their duties, and thus, seek to promote a diverse workplace for all the employees. The unit is therefore provides insights to the learners on the strategies they are expected to take in order to facilitate improvement in the manner in which diversity in the workplace is accommodated for the overall success of all stakeholders.

The unit on resourcing talent is important because the learners get knowledge on how to identify and develop the right knowledge and skills among the selected candidates in the organisation. The learners learn from the beginning on how to engage candidates to a job role, and they do this by effectively carrying out job designs, which are very important in the development of the job descriptions needed to attract talent. Having developed the job description, the students learn the significance of advertising in attracting talent, as well as the process of shortlisting the candidates who have applied for a job and have qualified. After shortlisting, the learners also learn the importance of interviews, and how they should be carried out. Importantly, the learners should be keen to understand the legislations considered through the recruitment and selection process, and be able to identify how to relate with potential employees until the submission of job offers and/or rejection. The knowledge learnt in this unit promotes good practice among the learners, who are the individuals aspiring to be HR experts and taking different roles to ensuring that they identify the right talent for the job.


Diversity at work


The unit provides information on the various benefits associated with the development of a diverse workforce in the organisation. According to Roberson, Ryan, and Ragins (2017), creating diversity in workplace is an aspect that helps organisations achieve objectives set, and this therefore means that the employers have to take responsibility in ensuring that the right employees are selected. Diversity helps the organisations become more competitive because they have diverse skills, which are used in delivering organisational value and success. Diversity brings in differences in the attitudes, experiences, and behaviours of the employees, and this translates to organisational success and development.


Attracting talent in organisation


In order to attract talent in organisations, the HR experts have to identify some of the factors that would be attracting to the employees, and which would be making them become involved in the organisation. Among the most important issues that attract talent and enhance retention of the employees to the organisation include job security, and policies on recruitment and selection of employees. These factors help address some of the challenges that are associated with the recruitment and retention of talent. The learners taking the unit have the responsibility of ensuring that they get knowledge on how to make sure that they get the right employees and ensure that those employees do not leave the organisation. Another important factor that determines the nature of organisational involvement in recruitment and retention of the employees is the aspect of immigration. With the increased rate of globalisation, organisations are hiring people with different backgrounds and from different countries. These people tend to have different ideas and ways of doing things, which when positively considered bring about positive outcome in the organisation. Talent management is therefore an important aspect that the learners should learn in order to avoid relating with the negative consequences of high turnover rates. Clearly, when employees leave organisations, the costs increase and the organisation seek to recruit other candidates to fill in the positions. The costs of recruitment and training are very high and may affect the business objectives (Son et al., 2018). Therefore, as learners taking the unit, the need to identify how to minimise the costs by making sure that employees stay in the organisation for a longer period of time becomes very important. Thus, there is need for the learners to come to an understanding of how to ensure that they keep employees. Induction is an important concept that is being taught in the unit. This is a process carried out after recruitment to make the employees become familiarised with the culture and way of doing of doing things towards promoting performance in the organisation. Learners should ensure that they learn how to carry out the induction process in the right ways and ensure that they keep employees motivated to work in the organisation.


Learning objectives


After the completion of the course, students pursuing the unit should;

  • Be in a position to explain the organisational factors impacting talent planning, recruitment of candidates, and selection of the right employees to the organisation
  • Be able to differentiate between the different methods of recruitment and selection used within different organisations
  • Understand the role of HR in enhancing proper induction of employees in the organisations.


Winding up;


The unit on resourcing talent is suitable for the individuals who want to progress their careers in HR and consultation as well. The main knowledge taught in the unit is related to the recruitment and selection of the right candidates for a job in the organisation. Therefore the learners should be able to develop the knowledge and skills needed to carry out the function and ensure that the right candidates are selected. With the use of different selection methods, the right talented and experienced personnel are recruited, and this makes it possible for the business to relate with the right people for the jobs. Creating a diverse culture in workplace in an important aspect discussed in the unit and the learners pursuing the course have to have the expertise needed to promote diversity and inclusion for all employees. Diversity and good identification of candidates makes training easier, and highly reduces the rate of employee turnover. As a learner and an individual in the field of HR, the unit should be the source of knowledge on how to retain employees and ensure that the right decisions are taken towards promoting good practice in the organisation.



Roberson, Q., Ryan, A. M., & Ragins, B. R. (2017). The evolution and future of diversity at work. Journal of applied psychology, 102(3), 483.

Son, J., Park, O., Bae, J., & Ok, C. (2018). Double-edged effect of talent management on organizational performance: the moderating role of HRM investments. The International Journal of Human Resource Management, 1-29.

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