Resource and Talent Planning for MicroTech Systems Growth Plans

This report discusses the resource and talent planning for MicroTech Systems growth plans, including considerations for expansion plans in the UK and international labour market, ideas for competing with labour market competition, standard operating procedure for the vacant post, legal requirements for recruitment and selection process, and recruitment and selection methods.

Resource and talent planning (RST) assessment activity 1
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MicroTech Systems growth plans report
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Introduction
Resource and talent planning refers to a most important management practice. It helps
in finding the information about resource and talent planning and management by
including talent pools and talent audit, management and development, succession
planning, career planning, retention as well as turnover (Christian and Rathod, 2019).
The following report is about the growth planning of MicroTech Systems which is a
manufacturer of conditioning and controlling products and founded in 2000. The
following report covers different consideration for the expansion plans in the UK
along with the international labour market. It further covers ideas for competing with
labour market competition as well as standard operating procedure for the vacant post.
It also covers legal requirement for recruitment and selection process along with the
recruitment and selection methods.
Context
Identifying different consideration for the expansion plans in the UK as well as
international labour market
It is important for the companies in order to analyse all those factors that are
required in order to make their expansion effective in another country (Fenech,
Baguant and Ivanov, 2019). In context of MicroTech Systems, different
considerations to develop their expansion plans in the UK are described below:

Culture- The culture of another country is too different from to home country,
which makes important for the companies in order to analyse and understand their
culture in order to make their expansion effective. This makes important for the
management of MicroTech Systems in order to understand about needs and wants of
local people of UK along with what they value in order to make their expansion more
clear and effective.
Legal and regulatory barriers- If a company has potential in order to work
with the local laws and regulations of another country, they can successfully achieve
their goals (Latukha, 2018). This makes important for the management of MicroTech
Systems in order to review the legal and regulatory barriers of UK for operating their
business in another country in better manner.
Foreign government consideration- It is important for the management of
MicroTech Systems to consider the some aspect of UK while making their business
expansion which includes stability of government, currency exchange rate,
communication and transformation options, and access to affordable capital, and
protection policies for business and so on (Chakraborty and Biswas, 2020).
Business case- It is crucial for the company to develop their business case that
has potential in order to respond the adversity, challenges along with the rewards of
expanding in another country. This makes important for the management of
MicroTech Systems to conduct market study for understanding the personality of
market, feasibility, financial cost patterns, and economic feasibility along with the
market forecasts.
International labour market refers to an informal employment that exists
globally in order to meet the demand and supply of talent for international companies.
This will help MicroTech Systems in order to hire talented employees in UK in order
to perform their different business activities while expanding business their business
in another country in better manner.
Defining the concept of being an employer of choice and three ideas of how
MicroTech Systems can compete against its labour market competition
The concept of being an employer of choice describes that every talented
employees want to work under to those employer who are supporting as well as
understand their needs and talent. Three ideas which help management of MicroTech
Systems in order to compete with the labour market competition are described below:

Analysis the competitors- It is important for the management of MicroTech
Systems should examine the other companies in the labour market in order to find out
the difference in which those companies are achieving success in the market. They
should also find out the wages which has those companies offered in order make their
offering more effective in order to compete with the labour market competition in
better manner (Okoro and Iheanachor, 2020).
Organisation positioning- This describes that the companies need to make
effective position in the competitive market in which most talented and skilled
employee wants to work in the organisation which helps company to get the
opportunities in order to hire talented candidates for their organisation. This will also
help management of MicroTech Systems in order to compete with the labour market
in better manner.
Employee Branding- It helps company to make effective popularity and
reputation of their organisation from the perspectives of their potential employees.
Employee branding help MicroTech Systems to show that the company is a great
place for the work to the talented employees which also helps their management in
order to compete with the labour market competition in better manner.
Key considerations
Explaining what would include in a Standard Operating Procedure (SOP) for the
process of defining a vacant post.
Standard Operating Procedure (SOP) refers to a collection of step-by-step
instructions related to a particular job of a company in order to help workers to carry
out their routine operations in better manner. The main aim of this procedure is to
achieve quality output, efficiency as well as uniformity of performance while
decreasing failure and miscommunication for complying with the regulations of
industry (Shulga and Busser, 2019). This procedure also includes various things that
describe proper explanations about the goals, roles and responsibility of the task,
terminology, regulatory requirements along with the description what is required to be
conduct in order to complete the each step and the brief discussion of decisions that
required to be made. In context of MicroTech Systems, the things which are included
in Standard Operating Procedure in order to process of defining a vacant post are
described below:

Roles and responsibility- It is important for the companies to define the
proper roles and responsibility of their vacant job in order to make properly
understandable to the candidates so they perform their task in better manner. In order
to attract talented candidate for their vacant job in MicroTech Systems, it is important
for their management to properly describe the roles and responsibility of their vacant
job.
Skill required- The Company also should include what types of skills and
experience required for their vacant in their standard operating procedure which
makes understandable to the candidates while applying in in their job. The skills are
also important in order to conduct the particular in better manner. This makes
important for the management of MicroTech Systems in order to include required
skills in their standard operating procedure.
Target salary- This will define the value that the company offer for the
particular job which is also need to be included in the standard operating procedure of
MicroTech Systems in order to attract top talented employees for their vacant job. The
company also need to be offer effective salary for their vacant job in order to hire
most talented employees in their organisation (Taylor, 2021).
A discussion on key legal requirements which are required to be considered in
recruitment and selection process.
It is important for the company in order to analyse the key legal considerations while
making their recruitment and selection process. The legal requirements that are
required to be considered in the recruitment and selection process of MicroTech
Systems are described below:
Unfair Dismissal Act, 1977- This act is used to provide protection to the
employee when an employer terminates their contract of employment by giving or not
giving proper notice. This is also important for the management of MicroTech
Systems in order to understand this act while making their recruitment and selection
process.
Equality Act 2010- This act is used to provide protection to the person in
order to face any type of inequality due to their age, gender, disability and so on. This
will also be required to be considering to the management of MicroTech Systems
while making their recruitment and selection process in order to maintain equality in
their organisation.

Age discrimination act, 1967- This act is used to protection to the person that
is in between or above the 40 years of age that faces problems in employment
discrimination within their organisation. This is also important for the MicroTech
Systems to consider in their recruitment and selection process in order to avoid age
discrimination in their organisation.
Recruitment and selection activities
Details of how the vacancies for the new offices are to be promised along with the
suggestion for the selection process with justification and an evaluation of their
effectiveness.
There are different types of recruitment and selection methods which help company
top recruit and select candidates for their vacant position in better manner. In respect
of MicroTech Systems, the selection and recruitment methods which help them to
make their recruitment and selection process effective are described below:
Recruitment methods-
Direct advertising- This method make company to place their job advert on
their job boards, careers site, social media along with the industry publications in an
effective manner in order to find several of applicants for their job. This will also help
in boosting reputation of the company along with the exposure to their employer
branding.
Talent pool databases- It describes that the company should always search
about the talent pool databases for candidates and applicants that are not select but
they are suitable enough in order to perform in their organisation. By deciding in
between two or three candidates an organisation can effectively make their hiring
decisions (Nowak and Scanlan, 2021).
Selection methods-
Resume sorting process- This method make company to choose top and
talented candidates from other application material and resumes which has been sent
by online portals and job boards. In this, companies uses some guidelines that shows
some attributes of their organisation that they wants to have in a candidate such as
relevant skills, work experience as well as past training.
Introductory screening- This is used by the companies in order to identify
candidates from their previous shortlist. This method includes sending some questions

to these candidates through email that helps in assessing their professionalism and
qualifications. Some of the companies use schedule phone calls that helps candidates
in order to gain direct knowledge about their qualification and skills.
From the above analysis, it has been analyse that the management of
MicroTech Systems should use direct advertising method as a recruitment method in
order to recruit to talented candidates for their vacant job. Using this method, they can
effectively make their reputation in the competitive labour market in order to recruit
top talented employees for their job. The management of Microtech Systems should
use resume sorting process as selection method in order to select top talented
employees for their vacant job by evaluating their resume and other application
material. This will also help them to make their recruitment and selection process
more effective in order to gain the opportunity to hire top and talented employees for
their organisation which helps them to achieve their goals and objectives in better
manner.
Conclusions
From the above discussion, it has been concluded that resource and talent
planning helps companies to make their recruitment and selection process more
effective. Culture, legal and regulatory barriers, foreign government consideration and
business case are some consideration which is needed to be analysed by the company
while making their business expansion in another country. Analysis the competitors,
organisation positioning and employee branding are some ideas which help company
in order to compete with competitive labour market. Roles and responsibility, skill
required and target salary are needed to be included in standard operation procedure
of the company. Unfair Dismissal Act, 1977, Equality Act 2010 and Age
discrimination act, 1967 are some key legal consideration which is needed to be
known while making their recruitment and selection process for hiring top talented
candidates for their job. Direct advertising and talent pool databases are some
recruitment methods whereas resume sorting process and introductory screening are
some selection methods which help company to recruit and select top talented
employees for their vacant post.

References
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