People Resourcing & Talent Planning H5

This report discusses the current recruitment and selection processes of clinical and non-clinical roles in the case study of NHS Leeds multi-generational workforce. It identifies key people resourcing and talent planning issues, such as multi-generational workforce, appraisal documentation, and low involvement of HR in the recruitment process. The report applies relevant theories, concepts, and frameworks to provide detailed recommendations for implementing new policies and procedures, such as the Human Capital Theory and Resource Based View Theory.

PEOPLE RESOURCING AND
TALENT PLANNING H5

Table of Contents
INTRODUCTION ..........................................................................................................................3
MAIN BODY ..................................................................................................................................3
Current recruitment and selection processes of clinical and non-clinical role in the case study.3
Reflection on case study by identifying Key people resourcing and Talent planning issue with
rationale........................................................................................................................................5
Applying relevant theories, concepts, and frameworks provides detailed recommendations for
implementing new policies and procedures ................................................................................7
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Resources and talent planning is refers to the managing the essential management
practices that is related to information that is also including talent audit and latent pool,
management and development, career planning. The strategic level of resourcing is related to
explore the link between external context and development of corporate HR strategy that is
including the highs level of decision which can influence the choice and employees by
considerings the change and rewarded contribution (Hmoud, and Laszlo, 2019) . Also, talent
planning is related to several component that is developing, attracting and retaining high
performing employees. This is the process which is starts from selecting right people and giving
them tools to get success and retain for long term Further, present report is based on case study
of NHS Leeds multi-generational workforce that is one of the popular and largest trust ins the
UK, this is focus on providing the best quality of services of both secondary care and specialist
tertiary care. There are some management issue faced by organization that is related to multi
generational workforce. The divisional structure followed by company that is necessary for
managing the decision-making process.
The present report highlight current recruitment and selection processes of clinical and
non-clinical role in the case study and the impact this has on the HR department. Also,
identifying and discussing three key people resourcing and talent planning issues, providing a
rationale as to why these problems need to be considered to complement the planned expansion.
Moreover, applying relevant theories, concepts, and frameworks provides detailed
recommendations for implementing new policies and procedures. Lastly, recommending the
good practice areas with legal compliance.
MAIN BODY
Current recruitment and selection processes of clinical and non-clinical role in the case study
Recruitment is defined as the process of finding and selecting the candidates for applying
for the vacant positions in the company. It requires the candidates with have required skill and
abilities that is required for the company to achieve the goals and objectives. In order to increase
the efficiency of the firm , it recommended to the HR manager to recruit and apply best practices
to hire the effective candidates suitable for the position(Aljuaid, and Abbod, 2020). As per the
case study, the department manager arrange the position with the contribution of the Human

resource department. The departmental managers are responsible for their recruitment and are
also involved in the interview process. The steps included in the recruitment process is:
 Planning: It is the first step in the recruitment process in which the vacant position
within the company are evaluated. It includes the job specification,
experience,qualification and skills and abilities required for the job. It is necessary to
plan before as it is mandatory to attract the potential candidates for the job which
includes qualified , experienced and capable candidates(Scanlan, and et.al., 2018).
According to the case study, the HR manager is not responsible for recruiting the staff.
 Strategy development: It is the second process in the recruitment process during which
the strategy is prepared for hiring the effective candidates for the suitable position. After
the preparation of the job description and job specification , it is important to plan
effective strategy that should be adopted for recruiting candidates for the vacant position.
 Searching: Searching is the process of recruiting where the resources are sourced
depending upon the position. After analysing and verification of the vacancy , job search
of the effective candidates begin. Then the selection of the various modes of
communication of the vacancies is done. The firm uses various internal and external
recruitment process for selecting the candidates for the specific role.
 Screening: Screening refer to the short-listing the candidates for further selection process
and is considered as the integral part of the that helps in eliminating the unqualified
candidates.
 Evaluation and control:This is the last process in the recruitment process in which the
effectiveness and the validity of the process are assessed. The cost involved in the
recruitment process is costly and should be evaluated carefully.
As per the case study, The departmental managers are not given any recruitment and
selection training. The managers are not involved in while recruiting the candidates but
sometimes at the discretion of the their superior is involved in the process. Currently most of the
NHS hospitals uses various techniques to retain and recruit and select the candidates for the job
role. In the process of recruiting the , NHS uses various modes of communication for the
candidates of various age groups(Wienroth, and et.al., 2019). The company has introduces a
new programme name Think Future that aims to support and attract new and young candidates to
apply in NHS. It has introduced various digital tool such as HR Toolkit, Communication and

manager toolkit. On the other hand the selection process can be defined as the selection of
various effective methods for short-listing the candidates which possess necessary qualifications
and skills with the helps of suitable method. As per the case study, NHS has adopted the
interview process for hiring the effective candidate for the specific job role.
Throughout their recruitment process, they consider various factors while
communicating with the candidates which do not hurt their sentiments and develop a feeling that
they are being discriminated. In addition , to this they focus on the skills and abilities of the
candidates. NHS aims at recruiting the candidates of every age group according to the job role
and also offer wide range of the career pathways to the applicants such as apprenticeship etc.
Every company has its own selection process as per the requirements and adopt the interview
method for deleting the effective candidates for the job role.
As per the case study, the role of HR is very minimal in the recruitment process and the
Department manager has the authority to select except in the circumstance that depends upon the
situation(Ritchie, and et.al., 2018). The HR manager of the NHS are not aware about the
vacancies which can also affect their performance and involvement in the managing the
company as it is observed that HR manager plays a very important role in managing the
company.
Reflection on case study by identifying Key people resourcing and Talent planning issue with
rationale
The concept of people resourcing is not related to recruitment and selection but also
concerned with any means available in order to meet the need of organization for certain skill
and behaviour. Employee resourcing is the process of matching the capabilities of human
resource in order to meet the strategic and operational need of the company. The key people
resourcing and talent management issues are related to multi-generational workforce, Appraisal
documentation, less involvement of HR manager in recruiting process (Eva, 2018) . The multi-
generational workforce has become issue for the trust in order to face different challenges which
are related to communication issue that can be created conflict at the organization because when
people are belong from different they have own perception and change their time affect the
junior employees and vice versa. Communication can be breakdown when it comes to team,
concern and it also affects the talent management. At the hospital negative stereotypes are not

able to take care of old people and that is why patients are not much trust on organization.
Sometime older generation is inflexible which creates problems for afraid of suing the
technology and also create the legal problems (Hmoud, and Laszlo, 2019.). According to the case
study I have analysed that it is the crucial issue because A & E department for adult that can be
separate dedicated facility catering to children up to age of 16. It is important to hire multi
generational workforce but also provide them training so that they can do their own work and not
compare with others.
The another key factor for talent resourcing is related to the appraisal documentation,
because I have identified that appraisal has been conduct for all the staff either annually or
quarterly basis that is depended on role and how much potential have put by staff. Also, the
performance is reviewed by manager that can be biased for some people. At that time people low
their morale in order to not focus more on right talent. That is why appraisal documentation is
issue for the organization that need to be collected and filled in appropriate manner. All the
information which is collected affect the morale as well as it impacted bad and it directly
decreases the talent retention (Eva, 2018) . Documentation is very important to managed
because the staff need to make the serious effect in order to records all the events that can be
related to employment history of employees by considering both positive and negative incident
of performance. There are some problems that are faced by company in order to focus more on
performance appraisal. Such as appraisal discomfort, lack of objectivity, central tendency error
etc.
The last issue is related to the less involvement of HR manager in recruiting process that
is one of the major problem which need to be improved because major involvement of
departmental manager while recruit new candidate. Only department manager can decide for
recruit the new member in staff section but HR is responsible for collating and advertising the
responses (Niemand, and et.al 2021). They are also managed the interview and selection process
also they are not trained for this so it is important to involve HR into this because they are
trained for doing such process in order to conduct formal recruitment and selection training. At
some time HR are not aware about what is going to happen for vacancy and interview process
until HR requested for employment. In UK NHS hospitals operating in the UK in order to use
several techniques so that it helps for attracting and recreating the workforce. It is necessary to
involve HR because it locates talent that can be help for sharing best applicants by considering

resume and social profile of the candidate. HR has deep knowledge how to conduct the interview
so that it can help for primary screening of employee. When department staff select the candidate
they only focus on the experience but on another side HR are responsible for identifying their
interest, skills, education, knowledge, personality and how they fit into organization (López-
González, Martínez-Ferrero and García-Meca, 2019) ..
The rationale behind identifying the issue are important to know because it impacted
negative on the trust in any way. Also, issue related to multi-generational workforce is affected
in order to mange the different perception of the employees, and they have own choices of doing
the work as well as communication can be breakdown when it comes to team, concern and it
also affects the talent management. At the hospital negative stereotypes are not able to take care
of old people and that is why patients are not much trust on organization. On the other hand,
issue related to appraisal documentations can be impacted by not much focus on appraisal
because of low morales of the employees at that time it is necessary to use the systematic process
which help tos improve the procedure by using different policies that can be help for expansion
and then employees will collaborate accordingly (Baik, Kim, and Patel, P2019) . The third issue
was relates to low involvement of HR it impacts bad on the culture of the organization when
department staff select the candidate they only focus on the experience but on another side HR
are responsible for identifying their interest, skills, education, knowledge, personality and how
they fit into organization. Also, HR have deep understanding of knowledge how to conduct the
interview so that it can help for primary screening of employee.
Applying relevant theories, concepts, and frameworks provides detailed recommendations for
implementing new policies and procedures
Human capital theory of recruitment and selection
There are various theories of recruitment and selection process. With the help of this
theory right candidates are selected for the specific job role and according to their skills and
abilities. The Human capital theory states that every individual has wide range of skills, abilities
and knowledge that can be invested in the company to effectively function of the business. As
per the case study it is observed that NHS uses various methods of recruiting and selecting
candidates that are suitable of the specific job role(Hmoud, and Laszlo, 2019). On the other
hand with the helps of this theory , NHS will use the effective approaches to identify the and
retain the employees as per their skills and capabilities which will helps to drive the performance

of the company. Also the HR manager should be involved during the recruitment process but it
has been observed that In the case study , the HR managers are not involved in the recruitment
process. NHS can adopt the human capital theory which will helps to increase the productive
capacity of the employees that can be achieved through effective training and developmental
programs. The company can achieve its organisational goals through the application of this
theory which will helps to increase the productivity of the employees and also helps in achieving
the overall objectives of the company. As per the case study it is observed that there are issues
that the company is facing related to the Human resource management that is multi generational
workforce. The theory states that NHS should focus on identifying the skills and capabilities of
the employees that are working that belong to different age groups and then plan the policies
and programs such as wellness, work-life balance etc(Hamza, and te.al., 2021). It is important to
understand the expectation of different people and plan the training and developmental programs
that will helps in enhancing their skills and abilities and also increase their performance in the
company.
Resource based view theory of recruitment and selection
It is necessary for the company to follow the effective recruitment process that help to
select right candidates at the right place and according to their skills, capabilities and knowledge.
The resource based that focuses on the sustainable competitiveness in the company. As per the
case study, the company has faced various issues which can be a problem for the company to
effectively operates it business. It is necessary for the company to plan strategies for effectively
accomplishing the objectives of the organization. By applying this theory the company can
develop its human resource assets such as involving the managers in the recruitment process and
give the authority to the HR managers as well to hire effective candidates suitable for the specific
job role . As per the case study , the managers and other employees should be providing effective
training so that they can perform effectively the task assigned. This will helps the NHS to
improve their position in the market and can gain advantage over other companies operating in
the marketplace(Fenech, and et.al., 2019). It is mandatory for the organisation to develop unique
bundles of the human resources that will help the company enhance their performance and gain
competitive advantage. As per the theory, NHS should evaluate the effectiveness of the
workforce and take necessary measures which will helps to retain the existing employees and
also with the effective recruitment and selection process the company can attract new candidates

that are suitable for the job role as per their capabilities and skills. Furthermore , with the
application of the effective leadership practices will also enhance the level of performance of the
employees. As per the case study NHS has adopted the autocratic leadership style where the
decision making authority is in the hands of the top management and no involvement of the
subordinates(Shan, and et.al., 2019). In order to strengthen its position workforce it is necessary
to adopt the effective means methods and tools to build and enhance the skills and knowledge of
the employees. In addition to this, if there is effective communication among the superior and
subordinates and the manager is adopting effective leadership styles and approaches will help
the company to attract and retain well skilled and knowledgeable employees and also helps in
achieving the objectives of the company. Being one of the best teaching hospitals NHS can make
various improvements in the management and leadership practices which will helps to mitigate
the issues faced by the trust. The above theories will helps the trust to select the effective
recruitment and selection methods that will help in hiring effective candidates for the specific
job role which will also help in achieving the objectives of the organisation which will helps to
provide quality services as well.
360 degree Appraisal theory
This theory is help for evaluate the employee performance by many sources not only
depend on one force but also take help from one-on – one feedback from direct manager. When
all the feedback is collected by them it helps to measure the performance of employee by
identifying their strength and weakness (Zondo, 2018) . From the above question 2 it has been
analysed that the appraisal documentation issue faced by organizations so it is necessary to adopt
present theory which will help to measure the performance of employee. This is help for
developing knowledge for boost team performance that is important for the trust by creating
good image in front of others. Also, help for promoting the self awareness and create transparent
communication on the other hand if any drawback found this theory not executed properly.
There are some advantages that can be help company by motivating and engaging the employee.
In context to case study LGI impacted by low morale of employees that is why appraisal become
issue regarding the managers. It can be recommended that to maintain high quality of patient
acre NHS ensure that staff are clears about their skills a job. That is why they are focusing on

different appraisal system by improving the performances of employee at all level (Chandhana,
and Easow,, 2018) .
Contingency theory
This theory has been used as framework in variety of context by providing empirical
support segmentation approaches and the explanatory power is well documented. It is also
helped gain the insight of communication, knowledge, persuasion and decision theory. This
theory also claim that it can be possible that there is no best way to organize and corporate for
leading the company and making decision. It is depended on the optimal course of action which
is contingent on the basis of internal and external factors. In context to case study this study
helps to identifying the situations in order to make better recruitment with the help of HR
manager. It can be not possible to makes the interview process by departmental staff. To provide
right to HR are help for better understanding and hire those employees who have personality of
getting fit into organization (Yudithama, Nugraha, and Pratami, 2018). For the trust it is
important to hire those who have experience of providing better decision.
Recommendation
 It has been recommended that it is necessary to provide the right of recruiting and
selecting the employee according to the case study. Also, manager are responsible to find
the positions in the company so that they can advertise for the position and make it for
recruitment. Also, HR team are responsible for managing the resume and select those
resume which are exactly equal to the need of staff members. Then it is also important to
conduct the interview with the help of proper managing the requirement of an employee
(Singh, Verma, and Chaurasia, 2020) . Further, it is important to follow the selection
process that can conducted timely with the help of effective interview of qualified
candidate. The HR department are advising the hiring managers on final selection of
employee.
 HR department and department manager both of them will take the interview in order to
manage the work accordingly. So, that it also include the completion check by
considering their background.
 It is to be suggested that trust should more focus on democratic leadership style in which
all the staff member of the group take participative role for decision-making. This is also
involving the participation of each member so that they feel valuable in the organization

also good democratic leader nothing without the productive and efficient workforce in
order to maintain the work consistency (Graystone, 2019) . This is also helpful for the
solving the complex problem which is necessary for work in mores diverse set of ideas
and concepts. This is also helpful for improving the productivity of the organization that
is necessary for enhances the knowledge.
HR policies and procedures are help for smoothing the function that is necessary for
creating and leading the employees towards growth and prosperity. This is also saved the
company by providing legal compliances issues in the case of lawsuit filled by any employees.
It is also important to follow the legal policies which are related to the as follows:
 Equal opportunities- This is related to the code of practice that is based on the equality
act 2010 which recommends for implementing the equal opportunity policy. This is also
constructed in order to ensure about fair treatment and preventing from discrimination
that protected by characteristics as race, gender and religion (Policies of recruitment,
2018). For NHS it is necessary to provide the equal right to human resource department
so that they can hire the best talent in the recruitment policy (Van Rossem, 2019) .
 Fair disciplinary hearing- This is depended on the employment right act 1996 which
requires the employees not to specifying any procedures which applies for disciplinary
decision which involved grievance.
 There are some ways which are related to managing the resistance of change that is
important for the NHS to consider some factors which are related to the job loss . There
are some reason which is related to improving the efficiency that help to turn for better
and work smarter.
 Poor communication and engagement help to solve the ill in order to create better and
crucial decision that opposes the change. To provide regular training to employees are
help to improve the communication process which is necessary for change help to
complete renovated with backlash.
 Lack of trust is also impacted bad so it is necessary to resist the lower change that is
related to mutual minted between engagement an employee that will lead the company
for downward spiral. When organization not using democratic leadership style at that
time they only believe on decision of top management but it is necessary to involve the

lower level management in order to enhance the capacity of work (De Boeck, Meyers,
and Dries, 2018).
 To provide health and safety policies regarding the employees are necessary for
developing good environment and also helps to manage the organization accordingly
(Employees resistance, 2022). At NHS they provide safety to employee which is help
them to mange in better manner it is also necessary to enhance the knowledge regrading
equality and diversity right so that they can feel comfortable at workplace.

CONCLUSION
It has been concluded that talent management is related to selection, retention of
employees that is involving the combination of human resources process across the employee
life cycle. This has been analysed that it is also related to planning, employee engagement,
learning and development, recruiting, retention etc. The case study covered different aspect of
human resource in order to face issue and managing the problems accordingly. Also, report
discussed on current recruitment and selections process of the clinical and non-clinical role by
considering the multi generational workforce. Also, evaluated the human capital theory and
resourced based views theories in orders to suggest the framework (Ansar, and Baloch, 2018)..
Further, identified the issues which is related to multi-generational that impacted very bad on
organizational cultures because at that time the people have different perception that can affect
the work management. Another issue is related to the appraisal documentations which is not
properly followed by NHS and that is why report suggesting 360 degree appraisals that is
necessary to follow. Low involvement on HR during recruitment and selection process because it
is only depend on the departmental management. The study suggested with the help of using
contingency framework that help to give right to everyone. Also, recommended to use
democratic leadership style.

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