Overview
This course examines the strategic and operational management of the talent lifecycle, encompassing workforce planning, employer branding, recruitment, selection, onboarding, development, engagement, retention, and succession planning. Students analyse how talent practices support organisational objectives and workforce capability.
The course addresses job analysis, competency modelling, inclusive sourcing, candidate experience, employment testing, structured interviewing, selection validity, onboarding design, talent reviews, career development, coaching, mentoring, learning needs analysis, and succession planning. Legal and ethical considerations include equal employment opportunity, privacy, accessibility, bias reduction, and the responsible use of recruitment technologies and artificial intelligence.
Applied work develops students’ ability to prepare talent acquisition plans, construct competency-based job descriptions, design equitable selection processes, evaluate recruitment metrics, create onboarding and development programmes, recommend succession strategies, and interpret talent data through realistic organisational cases.
Learning Outcomes
- Analyse workforce requirements and organisational objectives to formulate an integrated talent acquisition plan.
- Construct competency-based job descriptions and assessment criteria aligned with role requirements and organisational strategy.
- Design structured, valid, reliable, and equitable recruitment and selection processes.
- Evaluate sourcing channels, candidate experience practices, recruitment metrics, and selection outcomes using appropriate evidence.
- Develop onboarding, learning, coaching, mentoring, and career development programmes for diverse employee populations.
- Recommend succession planning and talent review strategies that support organisational continuity and capability development.
- Assess legal, ethical, privacy, accessibility, bias, and artificial intelligence considerations in talent management decisions.
- Synthesize talent data and case evidence to justify strategic recommendations for attraction, development, engagement, and retention.
Timetable
| Type | Length | Frequency | Period |
|---|---|---|---|
| Lecture | 2 hours | Weekly | All semester |
| Tutorial | 1 hour | Weekly | All semester |
| Workshop | 2 hours | Fortnightly | All semester |
| Seminar | 2 hours | Fortnightly | Second term |
Assessment Schedule
| Type | Description | Weighting |
|---|---|---|
| Assignment | Competency-based job description and selection criteria | 15.00% |
| Deliverable | Talent acquisition plan | 20.00% |
| Test | Mid-semester test | 15.00% |
| Assignment | Onboarding and development programme | 15.00% |
| Tutorial | Case analysis exercises (5 × 2%) | 10.00% |
| Capstone | Integrated talent management case project | 25.00% |
Prerequisites
- Requirement Prior study in organisational behaviour or human resource management at 200 level or above.
Teaching Staff & Programs
This course is delivered jointly by faculty from the participating programs listed below. In line with the Douchewater Way, the University of Sexology tailors core instruction directly to each cohort's specific discipline — adapting curriculum to program needs rather than forcing students into a one-size-fits-all model. Learn more about our approach at The Douchewater Way.