Resource and Talent Planning

This report discusses the importance of resource and talent planning in an organisation, with a focus on British Gas. It explores current labour market trends and their impact on workforce planning, as well as the legal requirements that organisations must consider. The report also covers the different types of labour requirements and the analysis of labour market trends and legal requirements on workforce planning. Additionally, it examines the stages of the HR life-cycle and their integration with HR strategy.

Resource and Talent
Planning

Table of Contents
INTRODUCTION ..........................................................................................................................4
TASK1 ............................................................................................................................................4
Types of Labour Requirements .............................................................................................5
P1. Analyse current labour market trends that influence talent management and workforce
planning..................................................................................................................................6
P2 The different types of legal requirements an organisation must take into account when
workforce planning.................................................................................................................7
M1 Analyse the influences of labour market trends and legal requirements on the workforce
planning of a specific organisation.........................................................................................9
D1 Critically analyse the impact of labour market trends on workforce planning..............10
Task 2.............................................................................................................................................10
P3 Current and anticipated skills requirements for a range of organisation.........................10
Comparison of skills with other organisation.......................................................................12
M2 Current and anticipated skills requirements in response to identified labour market trends
and legal requirements..........................................................................................................13
Task 3 ...........................................................................................................................................14
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.......................................................................................14
Producing person specification for each job........................................................................18
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning................................................................................................................................20
Methods of Requirement and Selection...............................................................................20
M3 Evaluate how effective different processes and methods of recruitment and selection are
for talent resourcing..............................................................................................................23

D2 recommendations on how appropriate documents and processes can be improved for
effective recruitment and selection.......................................................................................24
Task 4.............................................................................................................................................25
P6 Evaluate the stages of the HR life-cycle applied to specific HR contexts......................25
Stages of Human Resource Life cycle..................................................................................25
P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy.
..............................................................................................................................................26
M4 Evaluate the importance of the HR life-cycle in relation to strategic talent management. 27
D3 Critically evaluate how stages of the HR life-cycle can be applied separately and
integrated to support strategic talent management...............................................................28
CONCLUSION .............................................................................................................................29
REFRENCES.................................................................................................................................30
Books and Journal................................................................................................................30

INTRODUCTION
Resource and talent planning is a vital function of an organisation as it helps in recruiting
team and doing forecast related to resources. It is important to know about the current employees
and make research related to future requirement. As the human resource helps to attain the
objectives in the organisation and growth of the organisation. An organisation should select
proper channel to recruit the personnel and select them for appropriate job. Talented and
knowledgeable staff helps an organisation to gain competitive advantage. An organisation should
focus on providing proper training and development to all the employees to enhance the skills
and motivate them to work. The report is based on British Gas which is a multinational
organisation. It is a part of Centrica Group that was formed in 1997. British Gas is an energy and
home services provider in the United Kingdom. It is crucial for every organisation to make
planning related to talent management as the employees of an organisation are important and
they lead to growth of the organisation. The report is about the outcome of talent management as
it is a vital process of an organisation. The report talks about the trends in market and there
impact on workforce planning and talent management. There is explanation related to various
types of legal requirements that are important for a business. Along with that the key skills that
are required by labours to meet the current trends in the market. Appropriate documents that are
important effective recruitment and selection are also mentioned (Salau, 2018). The different
methods of selection and recruitment to hire effective talent is part of this report. In the end of
the report there is discussion related to stages of the HR life-cycle and their integration with HR
strategy.
TASK1
Overview of British Gas
British gas is a multinational organisation that is serving around twelve million homes in
the United Kingdom. Along with that the company is biggest energy supplier of the country. The
company is meeting the requirements of customers in an efficient way. The company is
providing employment to around 31,278 people. Also the company focuses on providing proper
training and development to all its employees (DEMİR and FETTAHLIOĞLU, 2020)

Types of Labour Requirements
All the business requires different types of labours to perform the tasks and
responsibilities. The employees need to work and help the organisation to achieve the goals and
objectives of the organisation by working with full efficiency. The organisation has to assign the
task to employees according to their capabilities. The potential of employees helps them to
achieve the work assigned to them. There are different type of employees that are required by
British gas are mentioned below:
Semi-skilled Labour: It is important to provide proper training to semi skilled labours.
They also work for the organisation and help to achieve the goals and objectives. It is important
to work on their skills and take measures to improvise them. In respect to British Gas the semi
skilled labour are working to fix the tubes and pipes and assure that there is no problem of
leakage.
Unskilled Labour: All those workers that do not require any special skill to work nor
they need experience in the same field. The employees also not require any qualification and
they are also important part of an organisation. The basic work is assigned to them. In British
Gas the unskilled labours take care of cleanness in the organisation. The organisation respects
those workers and treat them equally (Ling, 2018).
Contract Labour: The labours are hired on contract basis to perform a particular task.
the employees are hired foe a time period and as the task in completed their contract gets ended.
Wage Employees: The main part of an organisation that perform all the work and help[s
the organisation to achieve goals and objectives are those that are given wages and re called
wage employees. A proper management team is required to assign the work and manage these
workers. The work is assign need according to the capabilities and they are provided timely
training to enhance their skills. They are paid according to the work they are assigned. In relation
to British Gas the comap0ny hires skilled employees and assign them duty as per their
knowledge. The employee's help to achieve the goals and objectives of the organisation
(Muriithi, 2020).

P1. Analyse current labour market trends that influence talent management and workforce
planning
The world is dynamic and the market trends are changing. It is prominent for an
organisation to study the current labour trends and analyse the impact on workforce planning. An
organisation needs to make strategies to deal with the trends so as to deal with labours effectively
and make them work for the success of the organisation. Various current market trends are
mentioned below:
More Opportunities, Fewer skills: In today's time there are various opportunities that
are available in the market but the problem is that the people do not have the desired that could
help them to achieve the jobs. Employers want talented and skilled staff for the organisation that
have knowledge. As the technology is growing employees need to develop various skills related
to technology and work on updated methods. The various technological advancement are robotic
automation, artificial intelligence, and several other similar aspects. This shows that the
opportunities are available in the market but the employees do not have the desired skills. This
could be understood with a good example of artificial intelligence machineries considered in
British Gas, where there is less requirement of skilled employees (because of automated
machinery) however, it is needed for Management department of British Gas to enhance the
training sessions for skilled employees because, then only working of the particular machinery
could run smoothly. This company is proving traineeships to enhance the knowledge of
employees related to gas industry.
Ageing Population: In most of the developing countries there is drop in overall working
population. It is important to observe the current trend due to ageing population. Along with that
these trends cause recruitment problems (Lyria and Namusonge, 2017). It is identified that 18%
of he population comes under ageing population. As this trend of ageing population is causing
shortage of employees in British gas so it is vital for the organisation to make strong work force
planning. They should formulate strategies to encourage the desired candidates to join the
company.
Data: Data is important and should be kept privately in an organisation. In today's time
every information is important as the data of the company is stored at different locations and is
not accessed by everyone. But the hackers can take advantage can use the data by unfair means.
An organisation should know the trends and hire the employees accordingly as they are

important part of an organisation and success of the organisation depends on the employees that
are working for that organisation. Data privacy is important for British Gas, so the company
should hire talented employees that have good knowledge about cyber security. This is
enhancing the requirement of individuals that have knowledge about data privacy. These
employees will help British gas to keep the data confidential.
Industry 4.0: Due to globalisation and increasing trend on digitalisation it is important
for a person to have computer related knowledge. As all the work in the organisations is shifting
to machines and automation. Employees should have knowledgeable and skills related to that.
But, that is causing reduction of jobs in other sectors. The trend is having impact on the selection
pattern of the organisation (Bos, Thunnissen and Pardoen, 2019). The Human Resource
Management if British Gas should hire new employees that have good knowledge of digital
platforms. Along with that there is requirement of regular training and development that will
help the employees of British Gas to enhance their skills and get knowledge about digitalisation.
P2 The different types of legal requirements an organisation must take into account when
workforce planning.
For success of an organisation it is important to understand the requirements of
employees. It is a known fact that the employees are indulge in production process and they
should be motivated to increase the production and make profit for the organisation. There are
various legislations that are formulated for the employees. The legislations are formulated by
government so that organisations are able to work smoothly. Some of the legislations are
mentioned below:
Employment Rights Act 1996- The right is for benefit of employees and assures that
the employees are aware about their duty and responsibilities. It includes reasonable notice
before dismissal, unfair dismissal, time off rights for parenting, redundancy and more. In relation
to British gas the human resource department makes all the employees aware about their rights
and responsibilities. They assure that they employees are given all the rights and keep them
motivated and ensure equality among them. This helps the organisation to be successful and
keeps the employee engaged in the organisation (Ambrosius, 2018). British Gas takes monthly
feedback from its employees and assure that they do not face any problem. British Gas company

provides regular and timely salary to all the employees that help the company to retain the
employees.
Health and Safety Act 1947- This act focuses on health and safety of employees which
is important for an organisation. An organisation should taker of its employees and take
measures to promote their security. This act helps employees to feel secure and motivate them to
work for the organisation. They are confident while working and helps to achieve the goals and
objectives successfully. They should keep proper security while working and take proper care of
employees as they are working in gas company.
Equality Act 2010- It is important to promote equality in an organisation. This Act
ensures that no employee is discriminated on any ground like age, gender, colour, religion, status
etc. every person who is working in organisation should be treated equally. Discrimination make
employees demotivated and they are unable to work with their full potential and that is
problematic for the organisation. In relation on British Gas each and every employee is aware
about the all the rights and they are treated equally. A good working environment is provided to
all the employees and they are motivated and work for the benefit of the organisation (Sharipov,
Krotenko and Dyakonova 2020).
Family Medical Leave Act 1993- This act provides medical leaves that are required to
all its employee's. It is vital to provide minimum number of leaves to all the employees so that
they can work with motivation. This helps to increase job satisfaction and a surety that they will
get leave in case of illness. The reasons of job are birth of child, illness of spouse or parents and
any other which shall be specific in nature. With respect to British Gas the company provides
leaves for medical reason to all the employees.
The Fair Labour Standards 1938- The focus of the Act is to provide the minimum
amount to employees. The Act establishes minimum wage, record keeping, overtime pay, and
youth employment standards affecting employees. This law is important and should be followed
by organisation to make employees work smoothly and with motivation for the organisation
(Ekhsan, Parashakti and Sudiro).
Equal Pay 2010- This law states that all the employees that are working at same post in
same organisation should be provided equal pay. In British Gas all the employees that are

working on the same post no matter what their gender is they are provided equal wages. This
keeps the employees work with full potential and the employees do not feel discriminated while
working.
For effective workforce planning, British Gas abides with all the laws and legislations
that are formulated by the government and are applicable to the organisation. This helps the
organisation to recruit the employees that are skilled and have required knowledge. Also these
laws help British gas to provide them wages and all the perks that they deserve. By providing
equality to all the workers of the company is able to motivate them. Motivated employees stay
for long time in organisation and work effectively. It also encourages new individuals to work
with the organisation.
M1 Analyse the influences of labour market trends and legal requirements on the workforce
planning of a specific organisation.
Labour market trends help to make planning related to human resource of an organisation
and make effective policies. Also nowadays the trends in labour market are changing so
employees need to transform them self and gain skills so that they get selected. An organisation
should follow all the laws and legislation that are formulated by government as that benefits the
organisation and keeps employees motivated so that they are able to work smoothly and that
leads to success of the company (Selivanovskikh, 2020).
As the trend in the market are continuously changing British gas should focus more
workforce planning. The interview rounds should be altered and focus towards recruiting the
skilled and talented staff that have knowledge about automation. So that the company gets
benefit of recruiting them. The company should analyse the need of skilful employees by
studying the dynamics in the market.
It is identified that ageing population is becoming a major issue what can be solved by
encouraging skilled individuals to join the organisation. Another trend is related data privacy,
British Gas has started recruiting the employees that have knowledge about Cyber Security so
that the data of organisation is secure and confidential.
Also digitalisation is new trend British company is focusing to recruit the employees that
are skilled. Also the organisation is focusing to recruit the employees that have good knowledge
of computer. British gas also provides training related to Gas Industry so that the employees do
not face any problem. It is very important for British gas during the process of work planning

that they should consider all marketing trends. So that they formulate strategies to deal with
them.
D1 Critically analyse the impact of labour market trends on workforce planning
Workforce planning is a process that helps the organisation to make plans related to
requirement of workforce in future. The organisation should make proper analysis of workforce
that is required and fill the gaps between demand and supply. Along with this it is important to
train the employees according to the requirements. As there are changing trends in the labour
market the human resource manager of British gas also needs some skills that will help them in
effective workforce planning. The skills are good knowledge of demand and supply of
employees and assure that there is no gap between them. For that British gas ask each
department about the requirement and then fill the vacancies accordingly. This will help to select
the right person that has knowledge about Gas industry and will able to work effectively.
Along with that good research skills are required as it helps to analyse the market trends.
The HR of an organisation is responsible to hire talented and skilful employees that can perform
the task.
With the help of above mentioned skills The HR Manger is able to forecast the demand
so that fill the vacancies as per the requirement. HR Manger can effectively manage the
performance of employees by providing them technical training and development programmes.
The process does not ends here as then the HR of British Gas then monitors the performance of
he employees and provide them appraisals based on their performance. It is not important to just
fill he vacancies but also to check whether they have hey have desired skills to compete the
tasks they are recruited for.
Task 2
P3 Current and anticipated skills requirements for a range of organisation
An employee to work successfully in an organisation requires skills. Every organisation
requires skilled staff work for the organisation and help the to achieve goals and objectives of the
organisation. It is vital for employees to gain knowledge and enhance their skills to perform well
in the organisation. The basic skills that are required by an employee to effectively accomplish
the work are mentioned below:

Communication Skills: All the employees should have good communication skills.
Communication helps to interact and share views with others. In an organisation the employee
that has good communication skills is able to share the views and make others understand. In
respect to British Gas it is multinational organisation and has a lot of employees, it is important
for them to follow a good way of communication. They provide training to employees and work
on communication skills of those employees that lack in communicating well. Proper
communication helps to build coordination among the employees also this helps to build good
relations in the organisation (Karacay, 2018).
Teamwork: In an organisation there is requirement of team building skills so as all the
work that is assigned to them is completed on time. Team work is important as while working in
and organisation there are different tasks that are assigned to the employees that they have to
accomplish with team. A person that has good team work skills stay away from conflicts and
helps to work smoothly. British Gas support the employees and assign them task that they have
to complete in team. They motivate employees to work in team.
Anticipated Skills: There are various skills that are required by employees to perform
the activities in an effective and efficient manner. These skills are related to technical and
operational work. To cope up effectively with the current trends organisation should take care of
thee skill are present in the employees.
Technical Skills: The world is turning digital and hat is due to technological
advancement. It is important for an organisation to that all the employees have technical skills
that will help them achieve all the tasks on time. To achieve the goals and objectives on time it is
required to have technical skills (Borisova, 2017).
Critical Thinking Skills- The person that has critical thinking skills I able to make good
decisions, which is required by every organisation. All the employees should have rational
thinking and should be able to make decision that is better for the organisation and helps the
organisation to grow. Employees of British Gas focus on the mission of organisation and take
measures to achieve that. This helps the organisation to achieve growth.

Comparison of skills with other organisation
Overview: Synergy gas is a UK Based firm that provide energy services such as Central Heating
installations, Heating servicing and repairs, Electrical services, Renewable technologies. The
success of organisation depends on employees and the current labour trends. Below mentioned is
the comparison of skills required by employees of both the companies:
Customer Service Skill-sets: Every organisation works to provide services to all its
customers and satisfy their needs and wants. The employees should have skills to satisfy
customers and understand their needs and wants. It is important for an organisation to build
relations with the customers. It can be identified from the success and growth of British Gas that
the employees of company have better customer service skills as compared to Synergy gas.
(Walford-Wright and Scott-Jackson, 2018).
Problem solving skills: Conflict resolving is an important skill that is required by the
leaders of organisation. It is the duty of manager and leader to solve all the problems that arise
between the employees so as the organisation can work smoothly. This is in the case of British
Gas the leader understands the problems of employees and solve the problems as and when they
arise. In case of Synergy gas,they do not provide solutions to the problems of employees when
they require. As it helps to create positive environment and helps employees to achieve the goals
and tasks on time.
Anticipated Skills: These are those skills that are required to carry the operations
effectively. These skills help employees to achieve the goals and objectives on time. It increases
the productivity of the organisation. The major skills that are required are mentioned below:
Language Skills: Every organisation has employees that come from different places. So,
it is important that the employees know and understand different languages as it helps them to
interact with employees and build relations. It also helps to make good relations with customers
and understand their needs and wants (Edwards, 2017). British Gas provides training related to
language so that the employees can understand their command. Whereas it is analysed that
Synergy gas's employees are facing problem to understand the orders of superiors.
Multitasking Skills: This is another important skill that is required in today's time. An
employee should be multitasking and should be able to do various tasks that are assigned to
them. The person should have as many skills as are required to perform the job along with
interpersonal skills as they are also essential for an organisation. The employees of British gas

are multi tasking and able to complete all he tasks given to hem on time. Also they make sure
that the pipe lines of gases are fit properly. In contrast to employees of Synergy gas they are
lacking this skill.
M2 Current and anticipated skills requirements in response to identified labour market trends and
legal requirements
There is gap between the skills that are required by the employees and they have so it is
important for an employee to know about the skills that are required by them. This helps the
organisation to achieve goals and objectives ion time. The human resource is considered as asset
for an organisation and they should know about the current trend and provide them training that
will ethane the skills of the employees. In relation to British gas the company focuses on the
employees and provide them proper training that is required by them to work smoothly in the
organisation. The policies that are formulated by the organisation are according to the current
trend so that the employees are able to work effectively (Gallardo-Gallardo, Moliner and Gallo,
2017).
Communication Skills: These skills are required by employees to work effectively in an
organisation. The employees of British Gas are provided with proper training so that they have
good communication skills. This skills help to solve the problem if that occur in the process of
dealing with labour market trend.
Critical thinking skills: It helps the employees of British gas to understand the trends in
the market. Also they can take corrective measures to accept the labour market changes. If they
have critical thinking skills as it will help in filling the gap between more opportunities and
fewer skills.
Technical skills: Technical skills are required by employees of British Gas to keep the
data secure and confidential so that their information is not leaked. Along with that this helps to
accept the technological changes such as digitalisation in the market.
Team Work: Team work help the employees to work together effectively and efficiently.
This helps the aged people to work with young once and gain updated knowledge. This will help
all of them to accomplish the goals and objectives set by British gas.

Task 3
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection
British gas is an international brand of United Kingdom. It is Deliver of gas and electric
services. The company is biggest dealer of energy and consumption brand. The company has
scattered its operation into whole united states. Therefore, it does needs appropriate process of
human resource planning and develop a perfect requirement process for the same. The
organisation has professional workplace and highly concentrated activities for that, it require
skilled and processional workforce. So that objectives and goals could be meet within time.
Recruitment and selection process flowchart
recruitment require a whole procedure of selecting and hiring workforce into effective
manner. It is a process which every company regulate in order to get best of individual who
could serve their potential efforts. This flowchart will cover up the whole procedure of
recruitment and selection (Ford, 2017).
This procedure is based on British gas company largest dealer of gas, energy and electricity
brand into United states, London. The company covers all area of country which require large
workforce planning with highly skills and qualities ability. Moreover, potential workforce would
generate great level of efficiency. This flowchart includes several directions and ways in which
the organisation must work to fulfil its requirement of efficient workforce and expertise
engagement. British gas flowchart of recruitment process is explained below:
Job announcement: It is the first procedure of recruitment process under which companies
make announcement of job vacancy. It is the duty of HR manager to first analyse vacant
positions into departments and identify the number of person require to fulfil their idols seats.
British gas company could make these announcements through most used sources such as
articles, magazines, advertisement, news paper also, internal reciting can also be done. This stage
includes proper clarification and details about job and interview timings (van den Broek, Boselie
and Paauwe, 2018).
Screening application: This stage identifies and eliminate various candidates who have applied
for idol jobs vacancies through company’s announcement. Human resource manager of British
gas company selected the most suitable candidate after checking their eligibility criteria whether

the individual meeting with their requirement or not. On the basis of screening application,
candidate will proceed for further formalities.
Short listing candidate for test: After selecting the most appropriate candidate, they will further
proceed for their skills test. Only those individuals who have selected for the idol seats in British
gas are eligible to take this test. This is a basic test for checking candidates potential power to
work into company.
Written test: The selected candidates are now eligible to move forward for written task in
which, manager of British gas company will make a test based on logical reasoning and question
in order to check their critical thinking. This test includes various aspect of qualitative
reasoning, English communication and much more.
Interview: Selected candidates who have passed the test with minimum percentage will be can
for interview round. This is face to face round with human resource manager in which the
interviewer asked about their knowledge and potential skills of candidate behaviour and nature
so that it could be analyse whether the candidate is reliable for working into British gas
company.
Conditional offer: After making final selection through interview, candidate is now entitled to
get some condition of company. Under this, company’s norms and procedure of their working is
mentioned into these conditions. Agreement on these condition is required in order to work with
the company.
Pre employment process: This process includes the formalities of health concerns and
eligibility to work. Through which, potential employees pass with medical check up so that
manger would clearly know about their fitness and health. Moreover, check on employees
information and background of its past experience also check to get clear intimation of
employees and its working.
Final job offers: After getting verified with all the check-up, candidates receive final offer letter
as per their best potential into companies contribution. This letter includes all the details
regarding work hours, final pay, leave compensation and other essential details.
On boarding: This procedure is the final into recruitment, under which British gas company
takes the next step towards employees to make families with organisation work and its
environment (Mahfoozi, , 2018).

Job analysis
It is an important part for applies and selecting for a job. A candidate must be selected
after knowing the capabilities and requirements of joining profile. Under which, job related data
would get collected in order to identify the job role. Job profile shows the relevant information
regarding what an employee determine to do with the job post.
Creating Job Description
Job description is also an essential part of recruitment process in which the company
provide details regarding their vacant job role for candidates preference. It formed in a written
way which describes the responsibilities and area of working for the desired applicants. The
purpose of creating job description is to better fulfil company’s requirement which assist in
achieve desired goals. Here is the job vacancy for the job post of human resource manager has
created below:
JOB DESCRIPTION
Company British Gas Trading Limited.
Department Human resource department
Reporting to Senior manager
Job profile Human resource manager
Job location London, United kingdom
Job summary Purpose of job role is to look forward to
achieve business objective by maintaining
employees and workforce towards
organisational goals. The candidate must have
the capabilities to deal with workforce.
Roles & Responsibilities There are the major responsibilities which the
HR manager needs to play within organisation.
 Maintaining list of salary and wages to
evaluate payment on time.

 Make proper policies by ensuring
federal and state laws into
consideration.
 Must knowledge about legal essentials
and government influence on business
working,
 must evaluate with the recruitment
procedure effectively so that new and
fresh talent could be come up into
organisation.
 Budget formulation to carry out human
resource management.
 Determine and compare employee’s
performance to provide them with
higher benefits.
JOB DESCRIPTION
(For the post of receptionist in British gas company)
Company British gas company
Department Management
Reporting to Human resource manager
Job profile Receptionist
Job location London, United States
Job summary Manage and operate front desk at regular basis
and solve customers’ queries. Take calls and
handle website to check customers preferences
and issues.
Roles & Responsibilities Determine role for for front desk manager.

There are specify below:
 Take clients calls and solve their
queries with confidence and good
communication skills.
 Record each and every data related with
management operations.
 Record data of employees arriving and
leaving.
 Enable security at priority level and
regulate it to every individual come to
the office.
 Make contribution in working with
team and take participate into
management activities.
 Report every candidate to human
resource manager for interview round.
Therefore, these are some limited and major
role of a receptionist. Apart from these, there
are other functions that needs to be perform at
management basis.
Producing person specification for each job
Person specification is the detailed description of applicant’s qualification and skills in
order to fulfil job post. Person attributes are essential to know so that job post could be
providing easily. It is formed on the basis of job description. Person specification can only be
formed for selected candidates.
Person Specification (for the vacancy of human resource manager at British Gas company)
Person specification
Job Title : Human Resource Manager
Department : Human Resource Department

Criteria Essential Extra curriculum
Attainment/ Qualification  Must be MBA in
human resources
management
 Must be proficient in
English language and
Mathematical
proficiency.
 Might be MBA and
PHD with highly
effective
communication.
Knowledge/skills  Good knowledge
regarding government
provision and laws.
 Highly experienced
with recruitment and
selection process. In
terms of taking
interview and pock the
best candidate for job
profile.
 Communication skills
must be excellent in
written and vocal.
 Must have capabilities
to tackles critical
business situations.
 Ability to handle all the
departments with
attractive skills and
enhance employee
morale.
 Effective management
skills to formulate
work relation strategies
and check on j0ob
performance.
Relevant experience Minimum 2 years of
experience.

Person Specification (for the vacancy of receptionist at British Gas company)
Person specification
Job Title: Receptionist
Department: Administrative Department
Criteria Essential Extra curriculum
Attainment/ Qualification Graduation is must from a
reputed university.
 Might have degree or
diploma in
communication and
personality
development.
 Health and safety
regarding knowledge.
Knowledge/skills  Capabilities to tackle
work into typical
situations and remain
positive.
 Good communication
skills and attractive
way of talking.
 Good problem solving
attitude and clients
queries.
 Must have prominent
behaviour towards
team and mangers.
 Good knowledge of
accounting system and
MS-excel.
 Certificate of customer
care services.
 Problem solving and
active participation
skills.
 Attitude of self reliant
and take initiative in
extra work burden.

Relevant experience Minimum 1 year of experience
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning.
Methods of Requirement and Selection
Recruitment and selection is based on various method which provide organisation choice
in selecting their desired candidates through various effective sources. This process determine
its evaluation with different business operations but to fulfil the aim to achieve targeted goals.
The process which followed by British Gas company is described below:
Recruitment: It is a most popular and essential method of selecting and hiring wanted
candidates into an organisation. Through which a company fill up their idol position with new
and fresh talent. This process contains a time taking aspect to which could take whole day or
might be more than that (Liu, Qingqing, and Liu, 2020).
Human resource manager needs to go through with stages of recruitment which includes
planning of different ways, development of strategies, manage candidates and controlling. This
process has categories in two ways:
Internal Recruitment: Under this process, employees are selected from the
organisations itself. This process said to be effective and proved to be motivated for employee’s
welfare. British Gas follows this procedure through below stated methods:
Promotion: Through this method, employees are eligible to shift their existing job role to higher
positions. This is the result of their effective performance and competency skills from other
employees. This method is used to motivate and retain existing employee for longer period.
Promotions are resulted with high benefits in pay scale and other compensatory benefits. British
gas could select existing employees in order to use their talent and experience to fulfil idol
position by believing in their capabilities. This way employees get motivated and feel that their
efforts come into valuable outcome and promote them to work with more dedication.
Transfer: This process involves change of employee role and place in replace with other
position. Mainly company use this way to fill their vacancy for franchise outlet through shifting
the employee from one place to another. By undertaking this method, British Gas could think of
their expansion as they have effective workforce which is required for new outlets and franchise

into different cities. This way, the company welcome new opportunities and more revenue
(Narayanan,Rajithakumar and Menon, 2019). whereas, this method of selection could create
negative impact on workers who are not willing to take transfers. In that case, company need not
to create pressure on them.
Therefore, British gas company mainly take the advantage of both ways promotion and
transfer as the work require responsible workforce who have good knowledge and experience so
that it would be best to shift and promote existing employees.
External Recruitment: Under this process, the employees are selected and opt from
different places and sources through walk in interview or external area like campus recruitment
and online searching. This method needs to be done proficiently in order to acknowledge the
facts of candidates and fill idol position after all. British Gas company adopt the below stated
methods to recruit their employees.
Direct Recruitment: this recruitment procedure involve selection of professional
candidates from outside sources in order to fill idol position. This method mainly significant
when company require large number of employees for filling up desired positions. In context
with British Gas company, they could get wanted employees through visiting campus, searching
online websites and get the most suitable ones without waiting for candidates appearance. Using
this method, British gas could timely fulfil their vacancy in order to boost and maintain
efficiency. They mainly prefer top hire women workforce in order to attract female customers.
Advertisement: it is the most important and well versed factor through which companies
launch their ads of vacancy through promotional tools like news paper, holdings, articles. This
includes all the job details and qualification a candidate must go through with. British Gas
company advertise their brand through various channels like newspaper, radio, websites and an
animated DVD for academic level. They need not to advertise their job vacancies through TV
ads, banner as it consume large cost with not guarantee of getting professional expertise.
Advertisement only needs to be done to remain active into the market.
In British Gas company, organisation follows all the methods of recruitment as it require
to fill their departments and management with qualified employees so that effectiveness and
efficiency prevail their services.
Selection: Selection is the ongoing method after recruitment, in which selected applicants
are move forward to selection rounds so that wanted employees could get involve with

organisational goals. The procedure required staff which could handle all uncertainties and make
a meaningful investment into efficiency. To get selected, candidates take half day round in which
they move with all the procedures and British Gas take 14 days time to make chose of
appropriate candidate. major ways of selection procedure:
Interview: This process involve communication between interview and applicants. Face
to face interaction is necessary to better know about candidate attitude and behaviour also their
abilities to work within organisation environment. In context with British gas company, they
require to take interview rounds with very prominent manner as the area of working require more
of technical knowledge with good problem solving skill, competences to build relation of
handling people and a behaviour of adopt changes. Due to have different departments into the
company such as delivery, production, and marketing. All the interview rounds must be taken by
professional mangers as per the required skills organisation is looking for through which easy
and fruitful selection will be made. (Cappelli, and Keller, 2017).
Written Test: After taking interview rounds, selected candidate moves through written
examination which considers aptitude and intelligence check on critical thinking and several
other IQ based analytical knowledge. This process is most required into British Gas company,
where responsibility and concentration is must. Managers of the company needs to be prepare
with questions that are related to organisation working and check which candidate has the most
effective answering for effective engagement.
In context with British Gas company, it used both the method of selection round so that no
candidate would left with any practical check on its abilities and final selection would be easily
identify through the same.
M3 Evaluate how effective different processes and methods of recruitment and selection are for
talent resourcing.
Recruitment and talent processing gain a lot advantage at workplace. As it drives with prefect
potential of employees selection in order to achieve targeted goals. Organisation require fresh
talent evaluation so that it could meet with the running trend into the market. Recruitment and
selection process consist of various method of test, interviews which shows the ability of
employees to meet with desired goal of companies objectives.

The procedure of recruitment and selection is required most attention of the company so
that competition and customer relation gets maintain with people of all background, comity and
society. The procedure needs to be irrespective of candidates culture, colour and religion and
free from any unequal acts. Selecting different talents and skills is quite complex process for the
British Gas company as the employees must have high skills of core competence, building
interpersonal relations in order to build in an effective manner .
The company mainly aims to hire women workers so that female customers does not
hesitate in taking companies services. British gas well know to recruit different individual who
come with indifferent backgrounds that shows act of equality as well as multilingual
organisation. Organisation mainly need to focus in building and expansion for which they make
recruitment which will be effective that makes the company more competitive and multitasker.
This recruitment process analysis that the company' is following best strategy of recruiting
which is valuable to gain large market share.
With the evaluation of selection procedure it has become analysis that the company must
must take the decisions at prompt level so that no efficient candidate would left out with the
reach of company as there are several jobs opportunities reflecting into the world.
D2 recommendations on how appropriate documents and processes can be improved for
effective recruitment and selection.
British Gas company should have made proper documentation recruitment method which
involve the information of essential skills and qualification wants with employees contribution.
The company should be clearly state all the condition and skills area they desires to have in
within employees this selection procedure involve meaningful documentation where there is
need for right candidate. Documentation play important role in carry out making choice of
candidate who have applied and selected for the job. British Gas company have the right
procedure of of selecting candidates but that does not make sure about team effectively who are
making check of verifying each documents of candidates. These documents include persons
background, degree of qualification, psst experiences and other information related with their life
activity. Also, in context with recruitment process, there must be signification job description
provided by HR manager that match with their working criteria.
British Gas company select the candidates and provide them training through their
academy which is only known for enhancing employees skills and check their capabilities to

work. Through making them familiar with companies goals and targets, the selected ones comes
up with their degree of knowledge which they have filled through 90 templates of questionnaire.
This process of inviting applicants provide an insight to the company to build an image of
candidates and its behaviours
In order to make the proper documentation, managers of British Gas must build a
separate department where professional manager will go through with the documentation process
in which they make their job description and person specification effectively in which
containment of information should be properly described. of each candidate by identify each and
every area of persons statements. There must be team and public relations who could give
records of data through taking digital technology. There are many software helps in checking
fraud information. By undertaking these technology, mangers of British gas could check identity,
licence numbers to evaluate whether they are appropriate or not.
Task 4
P6 Evaluate the stages of the HR life-cycle applied to specific HR contexts.
Stages of Human Resource Life cycle
Human resources life cycle consist the area of activities in which employees get
connected with managers and employment process. It includes several paths which defines its
own reliance and dependence through various challenges, opportunities and benefits. It has
basically five path for employees experiences.
Attraction, Recruitment, selection: In accordance to select the desired candidate for the
job role, HR manager faces a lot challenges during this phase. HR life cycle consist to be
efficient regarding planning and initializing their efforts for appropriate decisions. HR manger of
British Gas company perform recruitment process by undertaking the most critical factor to have
qualified engineers and enables all the activities with the view to have different backgrounds that
fulfil the potion of multilingual employees. (Chiţu, and Russo, 2020).
induction It is the duty of manager to make familiar their employees with the company
work and its culture. So that they get proper knowledge of what needs to be done. HR manager
of British gas company enables effective training programmes into their academy where all the
training and vision, mission of companies come up in front of the employees.

Career planning and development when an employees get familiar with all the work
and done exactly. Managers needs to be motivated and influence employees by appreciating their
work in order to make employees more potential. This could be done by making them trained
to attend future paths. They provide an intensive salary and other benefits which makes
employees motivated.
Retention into this stage, HR manager make proper evaluation of employee’s
performance so that rewards and bonus would be distributed. This process is necessary in order
to make fair valuation of employee’s welfare and promotions, transfer would get decided on this
basis. British gas company takes promotions and transfer to keep the employees for the longer
time within the organisation.
Separation: This process proved motivation to employees as mangers and other
department reflect their thanks to contribute on organisational goals. British Gas company needs
to make employee free to et entry and exit from the firm. There should be no pressure to stay as
it will affect image of the company.
P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy.
HR strategies involve the process of implementing all the work through keeping in mind
HR plans and formulated strategies so that employee’s relation and workplace should run
smoothly. Planning and organising the resources is the foremost task of completing the targets.
This work requires more of concentration level and employee’s relation to get closer view of
miss happening or any issue they facing during working. In present context, the HR strategy of
British Gas is to prepare the workforce and involve them within the employment process.
Administrating the training intend to ensure the staff members, Managers of the British Gas
should do the procedures to figure the future access of gas in United Kingdom’s market. This
methodology causes the organization to settle on a choice about the quantity of additional
specialists that are important for the company. In current days’ interest for this strategy has been
developed which may prompt an effective way of recruiting skilled staff members in the
organization. In this context, HR manger require to adopt various opportunities and challenges
during the time of employee execution. These factor consist difficulties in managing employees
building teams with coordination so that work would be done effectively and efficiently. Also,
considering the above mentioned HR strategy, the integration with HR Life cycle is presented
underneath:

1) Attraction, recruitment, selection: This HR life cycle is integrated with HR strategy of
British Gas where this could be understood with a good example of HR recruitment
process. Basically, at the time of preparing the workforce for better advancements, HR
manager specifically asks those questions to the new individuals linking with the overall
process of the company. This may help British Gas to improve the proficiency level of
newly recruited staff members, because, they will be gathered with the knowledge of
what the company’s desired targets are and how it is looking forward to expand in near
future.
2) Induction, orientation, on boarding: The HR strategy of British Gas is to indulge all the
workforce within the employment process. In present context, at the time of orientation
and induction, HR manager of British Gas starts conducting meeting with existing
employees and newly recruited ones. This may lead both existing and new ones to
communicate with each other and through this, effective results could easily be gained by
them in near future.
3) Career planning and development: Career development and planning are the two crucial
elements of HR life cycle, where management of British Gas specifically conducts a
range of strategies like implementing new training sessions, which helps company
supporting staff members in career planning and development as well. The basic
important of this particular stage is to improve the overall talent management scheme of
British Gas.
4) Retention: Another important phase of HR life cycle, which is important because at the
time of retaining staff members, it is the responsibility of HR manager to support their
staff members through offering them with different range of schemes linking with
compensation and so on. In this context, HR manager of British Gas, would develop
different strategies directly linking with administration of the training intended to ensure
the staff member’s productivity.
5) Separation and termination phase: This is considered to be the last phase, where it also
stays directly link with the particular HR strategy. This could be understood with a good
example of the developed strategy i.e. to prepare the workforce and involve them within
the employment process, where HR manager of British Gas delivers all the information to

employees in relation with all the termination related policies, which helps staff in getting
clear mind-set as well.
M4 Evaluate the importance of the HR life-cycle in relation to strategic talent management.
Organisation are in search of potential talent which it uses for completing their goals and
objective into full and efficient manner. HR life cycle is essential to make HR aware about the
challenges and opportunities they have to face while establishing employees relation, enhancing
their performance and building loyalty with them (Savov and Lančarič, 2018). HR life cycle is
essential to make aware the managers about its duties and responsibility in relation with
appropriate fulfilment of life cycle of recruitment, induction, career planning, retention and
separation.
Attraction, Recruitment, selection: it is analysed that this process of HR life cycle is
significant to fill up idol position of company in which British gas company make appropriates
procedure in making the right choice of sources and evaluate candidates who have different
backgrounds irrespective of their culture, colour and religion.
Induction: it is also much required procedure which is must fulfilled by the organisation to make
then employees familiar with vision mission and objectives. British gas company regulate all
objectives and goals to making expansion and involving different services for future preferences.
career planning: under this, HR manager of British gas has involved with the companies career
growth which is provided with the company get enable with future planning so that employees
could think of making future with company.
Retention: in this process, British has needs to focus on providing more of benefits like pension
schemes, employees security and higher pays to those whom make extra efforts in making
success. Doing this will make the employees retain for longer time.
Separation: the British gas does not provide any irrelevant support while moving with the
company to any of their employees, they set them free to to come and go in the organisation and
appreciate their efforts which has been made by them till their period of working.
D3 Critically evaluate how stages of the HR life-cycle can be applied separately and integrated
to support strategic talent management.
Recruitment process involve procedure of selecting employees through knowing their
abilities and compatibility in achieving goals and objectives. This gain much significance over
HR strategy as it involves all the planning and plotting implementation. HR manager gain

competence over challenges and opportunities. This focus on the valuation of their performance
also provides them with proper education and training. It is the duty of manger to support and
appreciate the best performance and make strategies for poor ones. The activities regarding HR
life cycle has positive influence on talent management as it manages all the area of appreciation,
celebration, the stages of HR life cycle have both positive and negative impacts in undertaking
its procedure. It needs to be develop that HR manager must be incorporated with the process at
regular basis where every activities moves the flow as it is structure induction must be
performed after the selection. Mangers of British gas company does to operate these activities
within the specific time frame. They make it time taking process in making selection through
which right candidates gets into the search of another job.
Method of induction performed by the company have all the basic and effective aspect by
providing training but that needs to be at slow phase. No employees could understand and
remember all the details in one meting so that induction procedure must take time in order to
build connection with employees
Planning for career growth within the selected organization is high as they focus on
creative skills and building interpersonal relation through which employees of British gas
improvise their communication skills as well as marketing so that the employee could look
forward towards building their own career
CONCLUSION
From the above report it can be concluded that it is important for an organisation to know
about the current labour trends as employees are important part of an organisation. The current
trend helps to recruit skilled employees and then train them when it is required. British Gas is a
m multinational company has many employees they take care of all the employees and provide
them motivation so that they are able to work effectively for the organisation. There are many
legislations that are make by government and organisations need to follow those. The laws help
the employers to run organisation according to the laws. It is essential for organisation to follow
all the rules that are required and desired by law. Also there are various skills that are desired and
required by employees to perform the tasks effectively and effectively. Moreover, the report
shows the role of job description for HR manager as well as for candidates to desires to apply for
the vacant positions. At last, HR life cycle and evaluated its stage through which manager and
employees both gets satisfied..

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