Resource and Talent Planning

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