Lecture notes
Resource and Talent Management
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- University Of Portsmouth (UoP)
Completed notes for Resource and Talent Management module HRM Msc and Global HRM Msc
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Resourcing and Talent ManagementWeek 1
HRM and Managing the Lifecycle
What is HRM?
A distinctive approach to employment management which seeks to achieve
competitive advantage the strategic development of a highly committed and capable
workforce, using an integrated array of cultural, structural and personnel techniques.
The strategic and integrated approach taken by an organisation to the management
of its most valued assets namely its people
Evolution of the term HRM
★ 1960s: Traditional approach (administrative HRM in USA)
★ 1960s-1980s: HRM=Personnel Management & Bakke’s definition
★ 1980s: People are assets not costs (Harvard University)
○ Human capital management
★ 1990s: Active HRM
○ Matching model (Michigan University) : Link with strategy
○ Internal fit: HRPs represent corporate culture
○ SHRM: a) contingency-driven by context & strategy b) universalism-
best HRPs increase performance of any company c) configuration-
combination
HRM Objectives
★ A company can achieve success through people
★ Increase organisational effectiveness & capability
★ HRM has an ethical dimension
★ Contribution, composition, competence & commitment
★ Managing people as assets fundamental to the competitive advantage of an
organisation
HRM’s Importance to Business
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The Employee Lifecycle
★ The employee lifecycle is simply a model or framework that can be used to
visualise how an employee engages with the organisation they are working
for, and the related HR management activities. As you can see in the diagram
the model has six stages:
○ Attraction
○ Recruitment
○ Onboarding
○ Development
○ Retention
○ Seperation
★ The attraction stage starts even before the employee has joined the
company. It refers to the way in which organisations promote and
communicate their image as a great place to work to prospective employees
and stakeholders. This is known as Employer Branding
★ The recruitment stage covers the sourcing and selection of employees.
You were introduced to a range of different recruitment and selection methods
in Managing Human Resources. We will take a more in-depth look at how to
choose and apply these, depending on the nature of the skills or roles you
need
★ The onboarding stage is also known as induction. We will touch on the
importance of building an early relationship with employees to help them
adjust to the organisational environment and become productive and settled
as early as possible
★ The development stage of the model focuses on learning and
development. We will begin by considering how employee development
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supports the organisation’s talent management strategy. As well as exploring
learning theories and training design, we will evaluate different management
development approaches and organisational level learning
★ The retention stage of the employee lifecycle actually applies throughout the
employment relationship. Relevant HR activities include reward and
recognition strategies. We will look at how to design financial and non-
financial rewards to achieve specific objectives. This stage also covers
performance management, including performance appraisal and absence
management
★ Finally, the separation stage looks at the ways in which the contract comes to
an end- whether for voluntary reasons, or as a result of dismissal, including
redundancy. We will look in depth at good practice as well as legal issues in
managing these areas. We will also look at avoiding separation by resolving
employment issues and conflict, either informally or vis formal grievance
procedure
★ None of these activities happens in a vacuum. To be effective, all these HR
management and development activities need to align with an overall
resourcing and talent management strategy
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Week 2
Equality, Diversity and Inclusion
Key Terms and Legislation
Learning Objectives
★ Compare and contrast differing approaches to Equality, Diversity and
Inclusion
★ To gain understanding of the contest and legal framework in the UK
★ Review progress towards EDI
★ Examine different approaches to managing EDI including flexible and hybrid
working
What is Equality?
★ Comparative terms, but what is ‘equal’ to what?
★ Historically comparison meant ‘equal to that of white males’
★ Treating everyone the same- the homogenous approach
★ Compliance with the law
★ Equal Opportunity and EQual treatment are they the same?
Equality of Opportunity, What Does it Mean?
Equality of opportunity for all, giving every individual the chance to achieve their
potential free from prejudice and discrimintion
★ Positive Action
★ Proportionate means
★ Positive Discrimination?
★ Quotas?
★ Prejudice
★ Bullying
★ Harassment
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