In your role of Human Resources Administrator, one of your goals is to address the issues of skills shortage and hard-to-fill vacancies in the organisation. You have been asked by your line manager to undertake a review of HR practices and processes in order to produce a roadmap for successfully strengthening the organisation's talent management strategy.

question 1 explain HRM and nature and scope of HRM areas and their contribution to organisational performance with strength and weakness?

question 2 Explain modern HRM practices which include - Soft HRM department, remote working which effects HR in terms of skill and competencies and also tell 2 skill and comptenecies with their importance?

question 3 Compare atleast 2 HRM areas and their contribution to organizational performance?

question 4 explain Working within an ethical framework and within recognised best practice.

question 5 Explain Resourcing the organisation? which include the following:

a.Workforce planning and application of data analytics.

b. Assessing skills and capabilities using audits and gap analysis for identifying talent and skills gaps.

c. The elements of an end-to-end roadmap e.g. what is the plan, direction, skills needs, skills gaps and solutions.

d. Workforce trends, including flexible working arrangements, remote working, virtual meetings and social distancing measures. Addressing diversity and inclusion.

e. Types of labour market and skills shortages affecting recruitment and hard-to-fill vacancies, e.g. lack of digital skills, leadership skills, data analytical skills.

f. Impact of relevant legislation, including data protection.

question 6 Recruitment and selection? it include the following

a. Different models of recruitment and selection.

b. Sources of recruitment, e.g. internal vs. external. Achieving cultural diversity in recruitment.

c. Stages in recruitment and selection.

d. Different types of selection methods, including competence-based selection.

e. Legal frameworks and regulatory standards.

question 7 Retention

a. Factors influencing retention, including the influence of the culture of the organisation on retention, selecting the right talent and performance management.

b. Onboarding and induction, the value of effective employee socialisation.

c. Role of line managers in employee engagement and performance management.

d. Managing attrition, restructuring and redeployment, redundancy of employees.

e .Dealing with employee disciplinaries and misconduct cases that end in dismissal

question 8 Examine how external and internal factors can influence HRM decision making in relation to organisational development? which include

a. External and internal factors:

b. Identifying factors external to the organisation that influence HRM

impact of external factors on organisational performance, including the skills gaps and labour force trends

impact of globalisation on HR policies for equality, diversity and raising cultural awareness and sensitivity within the workplace

impact of legal and regulatory frameworks. Internal factors, including

the impact and influence of leadership styles on organisational transformation, culture and employee experience

learning and development, how people learn, impact of digital learning

the relationship between organisational culture and strategic planning and development

impact of motivation upon performance.

question 9 Organisational development

a. The changing work environment, e.g. need for flexible organisations and employees with adaptable skills and competencies.

b. Characteristics of agile organisations. Digital transformation of HR functions, e.g. reporting dashboards and predictive models for advanced people analytics, Artificial Intelligence (AI) for talent acquisition, cloud capabilities for measuring team performance and calibration decision making.