People Resourcing & Talent Planning H5

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