Resources and Talent Planning

Resources and Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analysing the current labour market trend that influence talent management and workforce
planning........................................................................................................................................1
P2 Evaluating different legal requirement that includes in workforce planning.........................2
TASK 2............................................................................................................................................3
P3 Analysing on the basis of current labour market trends to determine current and anticipated
skills.............................................................................................................................................3
TASK 3............................................................................................................................................4
P4 Prepared Job description and person specification ................................................................4
P5 Applying recruitment and selection method for talent resourcing and planning....................5
TASK 4............................................................................................................................................7
P6 Access the stages of HR life cycle .........................................................................................7
P7 Identifying the stages of HR life cycle that integrated with HR Strategy..............................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Resources and talent planning refers to the important management practices that provide
information on resourcing and talent planning and management that involves audits, talent pools,
career planning, management and succession planning, turnover (Baum, 2018). In this report, the
company has taken is British Gas which is part of Centrica group and based in U.K. It is
recognised energy brand and multinational company in many countries. In this report it is
covered about analysis of current labour market trends influence talent management and
workforce planning and different types of legal requirement that required is being discussed.
Apart from that current skills and anticipated skills is determine and apply different recruitment
and selection method for effective planning is evaluated. Analysing HR life cycle applies to HR
and how this integrated within organisational HR strategies is being discussed.
TASK 1
Current labour market trend that influence talent management and workforce planning
Labour market is place where workers where employees are interacted with each other
and use to compete to hire the best and satisfying for best job. It is economy functions that works
with demand and supply and in this market labour demand is firm's demand (Bratton, 2018). In
British gas company the current labour market trends influence talent management and
workforce planning are in many ways and discussed below-
 Workforce planning jointly owned business and Finance- It is most discussed trend
that is seeing in today's world and it has been extensive research that need to be looking
into organisation. This could be achieves by strategic workforce planning and must
involve the necessary stakeholders in the this approach. There is need to foster the
collaboration and knowledge is continuous relations that required to be maintained
between HR and business. In the British gas company this will be very effective in
organising and managing as it required to develop the communication between various
functions with different department such as HR, Finance and business.
 Understanding of skills- The other trend is to recognised the need for workforce
planning is to include skills that support the career and internal efficiency in the
organisation. Talent mobility must be focused on companies that understand the optimise
their productivity, growth and success. In the context of British gas company, this trend
1

will increase the internal efficiency of company as it emphasized on building better
environment for the organisation and maintaining the workforce planning.
 Emphasised on task not on Jobs- This concern that focusing on planning on tasks not
job and that will come from the redesigning jobs (Cappelli and Keller, 2017). This will
deliver the highest ROI and greater value for organisation and individual. This will take
the job into future of work and continues to take necessary steps in order to conduct
better workforce planning and resources. In the context of British gas, this will bring up
the better output for the company as they deal with quality not on quantity and that
required in the organisation. In this company they need efficient engineers that could
deliver their task properly and could develop the better result for the company.
 Skill shortages: In present time in Labour market identify this trend in high manner that
people have not skills in regard of their work. As a result it impact on their business in
negative manner. Such as, British Gas require to skill full labour who have ability to
conduct various activities. Due to shortage of skills companies are facing loss because no
one perfectly work in plan that impact on business negatively.
 Technical work force culture: In present time every organisation follow new technology
to improve their product and work in less labour. Workforce culture is the environment
that mainly based on the staff members and mix of the entity leadership, values,
traditions, interactions, attitudes, beliefs and behaviours. Such as, British Gas follow this
trend and recruit technical based workforce who have knowledge of their field and take
right actions according to situation.
 Globalisation: It is a procedure in which world becoming increasingly interconnected as a
outcome of massively enhanced trade and cultural exchange. It has been enhanced the
production of goods as well as services. It is main aspect make efforts to the decline in
the labour income share as well as the increasing returns for skilled workers. Along with
it only accounts for a small part of such trend effectively.
 Employment Vs Unemployment: The employment rate or percentage of individual in
work for those aged between 16 and 64 that was 74.9% for the 3 months to May. There
were 32.01 million people in work 324000 more than a year earlier. The official figure
for UK Unemployment is 3.9%.
2