Resource and Talent Planning

Resource and Talent
Planning

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
Analyse current labour market trends that influence talent management and workforce
planning..................................................................................................................................3
Different types of legal requirements for workforce planning...............................................5
TASK 2............................................................................................................................................6
Determine current and anticipated skills requirements based on current labour trends.........6
TASK 3............................................................................................................................................7
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.........................................................................................7
P5 Recruitment and selection methods used by the companies...........................................10
TASK 4..........................................................................................................................................12
P6 Stages of the HR life-cycle .............................................................................................12
P7 Stages of the HR life-cycle are integrated in the organisational HR strategy................13
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Resourcing and talent planning is one of the most critical function which involves
coordination from the recruitment team and the businesses in many aspects such as analysis on
the forecast of required resource, maintain talent pool for the future recruitment, selecting proper
hiring channel and many other. The workforce of an organisation is an important asset which
works day and night for the success for the company's growth and success. The organisations
have to effectively their talent so that they can place the right candidate at right job so that
overall organisational goals can be achieved. Talent planning is a part of talent management
where it is its first step. Talent planning is a long term blueprint which ensures that the
employees and company is prepared for future (Wiblen, and Marler, 2019). The organisation
mainly assess the current level of talent within the organisation and evaluate it against the future
and current needs of talent so that it can achieve its tactical and strategical goals and objectives.
The organisation chosen for this report is British Gas, the energy and home service provider in
the country United Kingdom. It is the biggest supplier of energy in the country. It was found in
the year 1997 and is headquartered in Staines upon Thames, UK. This report will cover the
current labour market trends which influence workforce planning and talent management,
different legal requirement for workforce planning, skills required workforce, job description and
person specification. Further it will cover recruitment and selection process, stages of HR life
cycle and how these stages integrate in organisational HR strategy.
TASK 1
Analyse current labour market trends that influence talent management and workforce planning.
Talent management is the constant process which is used by the companies in regular
basis. It involves attracting and then retaining the high quality employees, developing the skills
and motivating the workforce continuously in order to improve their performance. The main aim
of this is to retain the employees for long term.
Workforce planning is a process which involves analysing, forecasting the supply and
demand, assessing the gaps and then determining the target intervention of talent management so
that right people can be appointed in the companies with the requisite skills at right time and
right place (Deters, 2017).

For enhancing the growth rate of the company, businesses are updating their process of
decision making and operational activities and for this, the companies need high quality
employees so that they can contribute in the business activity and achieve their targetted
objectives. In context to the HR manager of British Gas, the HR manager analyse the recent
labour market trend so that the best suitable can be identified for the benefit of the company.
This trend helps the companies to find the employees which can be hired by the organisation on
the basis of their requirements and needs. It is also analysed that there is a decrease in
employment rate in UK which is now 75% from the past couple of years. So companies must
engage the people in their workforce so that they can contribute to company as well as the
economy of the country. Some of the market labour trends is illustrated below- Work from home- It is the most recent trend in the employment sector which is mainly
suitable option for the employees and is preferable by them. This trend allows the
workforce to perform their job responsibilities from the home only. In context to British
gas, the team can avail this facility from the concerned department which is HR so that
they can get the relevant information from the company. In this the workforce can do
their work according to the flexibility of time and coordinate with other employees in
their working hours. Education and training outlook- This trend influences the company to adopt this
strategy. The HR manager of British Gas is appointing many employees and provide
them requisite training so that they can work in accordance with the job profile. This also
helps in guiding and motivating the employees in terms of their education which they
needs to pursue while working in the company (Jones, and et. al., 2017). This will create
the positive relation between the employees and company and on other hand will result in
overall development of the employees and the company. Part time job- The companies nowadays work on to bring such strategies which can help
them to retain the employees for long run. The HR manager of British Gas must utilise
the strength of the employees so that the organisation can get benefit of talented
workforce. Also the organisation must work on the part time employees which will help
in bringing efficiency in the working environment of the company. Mostly the
millenniums prefer to work on part time basis, so the HR manager of British Gas must