#68 RESC - Resourcing - separate out recruitment and talent planning skills? change request accepted

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

Resourcing plans

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,

Recruitment

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

Current status of this request: accepted

What we decided

Include in review of People management skills