Resourcing and Talent Management

Management
Resourcing and talent planning
Student’s name
9/12/2019

Resourcing and talent management 1
Contents
Introduction......................................................................................................................................2
1. Key understanding about contemporary labor market trends......................................................2
1.1 Significance of labor force planning......................................................................................3
1.2 Assessing the major contemporary labor market trends in different countries.....................3
1.3 How organization position themselves strategically in competitive labor market................4
1.4 Importance of constricted and lose work market circumstance.............................................5
1.5 Describe the role of government, employers and trade unions in ensuring future skills
needs are met...............................................................................................................................5
2. Talent planning and recruitment activities..................................................................................6
2.1 Philosophies of actual workers scheduling and tools used in procedure...............................6
2.2 Develop succession and career development plans...............................................................7
2.3 Contribute to plan for downsizing an organization...............................................................8
2.4 Contribute to development of job description, person specification and competency
frameworks..................................................................................................................................9
2.5 Key lawful necessities in relation to staffing and selecting employees...............................10
2.6 Strength and faults of diverse approaches of staffing and collection..................................11
3. How to maximize employees’ retention....................................................................................12
3.1 Explain why persons select to leave or continue working by organisations and the prices
related with dysfunctional worker turnover...............................................................................12
3.2 Evaluate the powers and flaws of dissimilar methods to the retaining of ability................12
4. Know how to accomplish discharge, redundancy and withdrawal efficiently and legally........13
4.1 Advise organisations on good practice in the management of dismissals, retirements and
redundancies that complies with current legislation..................................................................13
References......................................................................................................................................14

Resourcing and talent management 2
Introduction
Resourcing and talent planning involves synchronization from staffing group and commercial in
various aspects , in which for casting of obligatory skills, interacting and assortment if proper
employing channels are taken into consideration. As the main function of the organization to
recognize and entice the key ability from the marketplace with capabilities to achieve the best
and long term goals (Taylor, 2018)
Further this, assignment carries an information about the current labor market of UK,
significance of workforce planning, tightening and losing of market, role of employee, employer
are considered. Other than this, this report also highlights about the talent planning and
recruitment activities, along with this, maximizing the employees’ retention are also considered.
Lastly, managing dismissal, redundancy and retirement effectively and lawfully are taken into
consideration.
1. Key understanding about contemporary labor market
trends
If we talk about the after war age, UK labor market has experienced many essential changes
Likewise, a major decline in the full time manual labor manufacturing jobs and along with this
growth and flexibility, aspect is also badly hit by such aspect. Moreover, the performance of the
labor market always depends on the balance in between the supply and demand. Other than this,
other factors such as deterioration in industrialized jobs, rise in part-time and temporary jobs,
decline in trade unions, increment in self- employment, shifting of ageing population and lastly,
growth of the female participation is taken into considerations.
Recently, UK economic data has highlighted about the increase in the comparative prominence
of the service sector, therefore this has affected the increase in part-time and flexible working
hours and along with this, it also has increase the proportion of women in labor force. Self-
employment aspect has also increased due to the low wage growth, which helps in inspiring
persons to try their own commercial. Other than this, major change in technology aspect such as

Resourcing and talent management 3
use of internet generates more chances to effort as self- employ. Other than this, it is also seen
that there is an increase in the labor market flexibility, which mainly includes limited contracts
and short-term contracts. Hence, all this elasticity is due to globalization and the augmented
modest forces, which mainly causes the downward pressure on wages. Secondly, it is seen that
there are limited or very low regulations and protection to the workers are given. Thirdly,
altering knowledge has also increased the variety of the economy nationally as well as
internationally of a labor market. Example, it is seen that regulation making it solider for the
trade mergers to function and to exceptions for the EU work marketplace rules.
1.1 Significance of labor force planning
Workforce planning refers to the procedure, which is implemented by the organization in order
to define, align and optimize the workforce capabilities in order to execute the organizational
strategies for today and for future. As such, aspect helps in supporting the budgeting process of
the organization, leads to faster procurement of labor than normal in which it helps in knowing
the problems within the organization. Other than this, the importance of workforce planning also
helps in retaining the employees as employee retention is one of the significant challenges faced
by the employer as well as affects the company at large. This aspect also serves as the
mechanism for identification of the critical talent, in which proper integration, promotion of
communication between the business units and human resources and increases an ability to
determine and retain the most capable talent. Lastly, such aspects help in identifying the right
skills and fill the gap, which further helps in increasing the productivity as well as success in
long run (Cahill, & Sedrak, 2012)
1.2 Assessing the major contemporary labor market trends in
different countries
When we sees the performance of United Kingdom, it has increased from the decreased position
of the labor market. Many up and down were diagnosed in the labor aspect of United Kingdom.
Recently it is observed that, labor market of UK is more flexible in comparative to other
countries such as European countries and the rest of the world. In term of Europe labor market, it
is quite rigid. In term of workforce availability, UK score higher. Language skills, opportunities
for education advancement, migration policies and talent availability are majorly impacted.