Resource and Talent Planning

This document provides an overview of resource and talent planning, including labour market trends, legal requirements, current and anticipated skills requirements, effective recruitment and selection processes, and the human resource life cycle. The case study focuses on British Gas as an example. Find study material, solved assignments, and essays on Desklib.

RESOURCE AND TALENT PLANNING

Table of Contents
RESOURCE AND TALENT PLANNING.....................................................................................1
INTRODUCTION...........................................................................................................................3
LO1: LABOUR MARKET TRENDS AND APPROPRIATE LEGAL REQUIREMENTS.........3
P1: Trends in labour market........................................................................................................3
P2: Legal requirements of organisation in workforce planning..................................................4
LO2: CURRENT AND ANTICIPATED SKILLS REQUIREMENTS IN VARYING
CONTEXTS....................................................................................................................................5
P3: Current and anticipated skills requirements..........................................................................5
LO3: THE APPROPRIATE DOCUMENTS AND PROCESSES WHICH CONTRIBUTE TO
EFFECTIVE RECRUITMENT AND SELECTION......................................................................6
P4: appropriate examples of job description and person specification documents.....................6
P5: Recruitment and selection method........................................................................................6
LO4: HUMAN RESOURCE LIFE-CYCLE WITHIN THE CONTEXT OF HR STRATEGY....7
P6: Stages in HR life cycle..........................................................................................................8
P7: Stages of HR life cycle within organisation..........................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Resource and talent planning are a part of effective and essential management that can be
seen in the organisations. The resourcing and the talent team’s main aspect is to maintain
coordination with all the functional departments of the company. in an organisation it can be
defined as the basic function of the human resource manager that works upon all the tasks of the
company (Werner, 2021). There is always an urge of maintaining the employees in the firm
whether they are existing or they needed a placement. The entire report deals with the aspects of
the resource and talent planning mechanisms. The company that is opted in this regard is the
British gas. The company is an energy and home services provider in the UK. The formation of
this company is done as a result of the privatisation of the British gas corporation in December,
1986.
LO1: LABOUR MARKET TRENDS AND APPROPRIATE LEGAL
REQUIREMENTS
The Labour department in every company plays a vital role and dealing with the works of
the organisation. The labour force is considered to be one of the crucial component of every
organisation and that with regards to British gas company plays a vital role. The labour market
which is also known as the job market is where the supply demand of labour is more. The
following deals with the trends and appropriate legal requirements:
P1: Trends in labour market
The labour department and the work that everybody and every company is aware of is
going through a massive phase now. The dynamics that are related with the labour market are
increasing day to day. The increased unemployment rate is said to be the cause of these
dynamics. Few of the labour trends are as follows:
Aging population:
The deterioration that is regarded with the labour for if because of the aging of population
and because of the employment law which states that people with certain age limit are not
permitted to work. It is the duty of the human resources management in the company in order to
tackle with the recruitment part of the company where they will have to employ the labour for
with regards to certain techniques and certain skills that are stipulated and are required. The

labour force is thinning in many countries because of the aging of population. There is no scope
of the people that are ageing to enter into the labour force since there is a restriction of the
employment age (Hou and et.al, 2020). The HR management is affected by the practice of
recruitment that must be conducted to the people where there is no stipulated count and the HR
will have to pick from the normal people. The British gas company is said to face the same
criteria with regards to the labour force.
More opportunities:
There is a great demand for a lot of opportunities with the person with their skills and that
leads to the deterioration of labour force. Due to increasing opportunities the companies are
facing a major threat with regards to the labour force management and Labour for recruitment.
There is no certainty to state that the labour for will work for a longer period of time because the
evolution of different workspaces is leading to different opportunities in return where the
workforce is choosing the ones that are providing a better employment. There are enormous
opportunities that are raising daily and that which helped the people with a very small skill to
adhere the fact that they can survive with the smallest skill that they have. This caused to be the
affect upon the large companies where the skills are a major criteria and the people that approach
for the labour work are said to be picked from the least skilled persons.
Workforce planning and talent management
Workforce planning is a strategic criteria that is followed in every company. the British gas
company being one of the well known organisations has a strategic management where the
workforce planning is completely divided and segregated by the human resources management
of the company. Workforce planning is the strategy that is associated with the company’s current
and the future needs of the workforce that will help to fulfil goals and vision. This will be of the
form where the most holistic approach id maintained to look after the workforce by the HR
management in order to minimise the unexpected changes in the work force. The company
British gas in many cases carry out the process of conducting analysis in order to make sure the
potential of the workforce. They consider the employee skills and the required experience.

P2: Legal requirements of organisation in workforce planning
The legal requirements that are necessary for any Organisation in workforce planning will help
the employees to retain their loss with which they can demand the necessity. The different laws
that make up the workforce planning with regards to the legal requirements are as follows:
Federal laws:
The federal laws will determine the entire workforce span in the company right from
recruitment to the termination. This law when applied to the company British gas will prescribe
the standards for wages and hours, safety and health, health benefits etc. this law will outline the
basic requirements of the workforce in the company.
State laws:
The state law is applied by the human resources management in the company where the
issues that are related to the medical leave, posting requirements, employer notice prior to
termination, wage and workers compensation. Employees have the right of including privacy and
contract rights.
International laws:
The increasing globalisation lead to the expansion of the businesses internationally. In this
particular case, ensuring the legal norms is really complicating (Koehler and Brown, 2017). The
companies will have to make sure about the local norms which will further include the
international assignments.
Application:
The human resources professional must make sure about the ordinances and the regulations
that are to be implemented. They can further take reference from the online available sources of
federal, state and local government agencies. There is a freedom for the HR professionals to refer
other federal agencies in this regard.
LO2: CURRENT AND ANTICIPATED SKILLS REQUIREMENTS IN
VARYING CONTEXTS
P3: Current and anticipated skills requirements
Job analysis:

The job analysis is the process of gathering the required information of the job that is to be
entitled. There are two factors in the job analysis:
Job description:
Job description is regarded as the vital document of the organisation that will contain all
the necessary details of the role that is to be adopted by the people. The scope of activity, job
position and the responsibilities that are related to the job are being highlighted in the description
that will provide adequate knowledge about the role. The HRM in the organisation is responsible
to highlight the description about the job.
The job description of the company British gas upon various sections in the organisation
will follow the some certainties. The organisation focuses upon including nature and scope of the
job with an accountability. The company believes that a good job description will have to contain
the responsibilities that are to be pinned in the document. The skill requirement is portrayed in
the description which will help people analyse the requirement.
Job specification:
The job specification is more like a statement that will highlight the perfections that the
individual will have to possess. The job description is converted into qualifications that is in
return added to the specifications. The company British gas highlights the specifications in the
following aspects:
Physical qualifications: the capabilities vary from job to job. The physical qualities include the
feature of the person like the height, weight etc that will be specified in the labour work.
Mental qualifications: the mental qualifications are the abilities that are associated with the
calculations and the aspects related to thought process (Bals and et.al, 2019).
Social and emotional specifications: these include the ones that are related to the emotional
aspects of the role that is given mainly applicable to the managers and the supervisors.
Behavioural qualifications: these are related to the behavioural patterns that will define the
promotional aspects of the individual.

LO3: THE APPROPRIATE DOCUMENTS AND PROCESSES WHICH
CONTRIBUTE TO EFFECTIVE RECRUITMENT AND SELECTION
P4: appropriate examples of job description and person specification documents
British gas company has a feasibility of using the mode of online application form. The
document consists of a questionnaire that will include all the details that are to be filled upon
which will decide the applicant’s suitability. There will be a set of series of statements that are to
be filled by the applicant. There are altogether 90 statements in all the possible areas in order to
get the complete details of the applicant. The questions and the particulars are represented with
different colours which is a replica of the attitudes of the person. The roles that can be allotted to
them can be known.
The company will not accept employees with the red ratings because they are not shown to
be fit with regards to company requirements. The final candidates are shown green and amber
colours which means that the applicants are welcomed for interview for the final selection. In
this interview, the candidates will have to show the identity details which include qualification
evidences, ID and driving licence.
P5: Recruitment and selection method
The recruitment and section methods in the organisation are carried by the human
resources department that will bring about the certain requirements of the organisation workforce
requirements. The recruitment and selection process of the company are as follows:
Recruitment:
Recruitment is the process involved in the workforce planning. The British gas company
uses the tailored action plan and implements the inclusion strategy and diversity. This will depict
the urge to demonstrate the fact of accepting new entrants from wide range of backgrounds. The
company has urged upon recruiting the diverse engineering framework employees. The company
ensures to maintain the socially inclusive workforce. This will indirectly reflect upon the
diversity of its customer base. It is a benefit to accept the workforce from different nationality
that are well versed in communicating upon using different languages which will be a boon to
the company in the business transactions. The company has won national award from Council
for Registered Gas Installers (CORGI) upon its idea of encouraging and recruiting the women
into the company that will serve the purpose of staying attractive. In order to erase the fact that

the company will only handle men, British Gas runs a Georgina and the Dragon campaign for
children.
Selection:
The emphasis of the company is very much upon the core competencies and life skills. The
like skills are said to effect the customer experience while there is somebody working in the
field. The company will have to emphasise upon the fact of showing respect and politeness on a
whole. These are regarded as the personal qualities that have a direct impact upon the customer
perception.
The core competencies are said to be those that involve team working, interpersonal skills,
motivation and responding to change. These are the actual crucial skills that will determine the
person’s ability to fit in the organisation. there will be a half day assessment where the
candidates will attend for half day assessment. This one has three elements, the total scores from
the three-part assessment help British Gas to decide who receives a job offer. Candidates are
notified of the outcome within 14 days. All candidates can receive feedback.
The ones that got recruited will be provided with the job benefits by the company which
includes a van and a competitive starting salary. There will then be a comprehensive program
where the people will be trained in the academy. This will probably mark the new start to the
ones that are starting their journey. This will give rise to employee motivation which will result
in commitment to the company.
The recruitment process consists of the selection of staff members where this process is
considered to be expensive. There is a robust selection process in this programme where the
company ensures that it gets right people with right skills. In this way it can maximize the
benefits from its investments.
LO4: HUMAN RESOURCE LIFE-CYCLE WITHIN THE CONTEXT OF
HR STRATEGY
Human resources life cycle is defined as the role that an employee goes through while
working for a particular company. There are many opportunities, challenges, advantages and
limitations in this particular management. When business is set to be growing with the high
performance graph it means that the employees are performing well and attention should be
given to the stage of motivation of the human resource life cycle. In another case if the employee
is not performing well the HR is responsible to improve and enhance and the focus should be

mainly on implementing and training based on their knowledge. If there is an interruption at any
face of the HR life cycle then the following five stages will help to overcome and will contribute
to the growth of the business.
P6: Stages in HR life cycle
There is a difference between the different stages of the cycle Hindi over all letters
strategy. the five stages of a HR cycle are:
Recruitment selection:
Recruitment is done by the company in order to find the good candidate to ensure that
people are available for each role. the recruiter candidate relationship determines more about the
committed loyal employees (Sovacool and et.al, 2018). The selection process is done in order to
carry out for the processes that are required to give the stipulated works to the recruited
employees.
Induction orientation and onboarding:
This is the second stage where the employee is made known about the role he plays in the
organisation the business tactics are being explained by the HR management before they get
settled in the role that is allotted to them. proper orientation regarding the work is given by the
management and then the employees are made to work upon the roles.
Career planning and development:
Once the employee gets habituated to the role that is allotted to him then the major focus is
to maintain their career growth. the major aspect of consideration here is how to deal with
performance management. employees are to be given the recognition according to their work
only then the stipulated motivation is reached and the employee will develop and enthusiasm of
working for more number of tasks. for every goal that is set to the employee the incentives
whether individually or team wise are to be given.
Retention:
Retention is the major consideration in dealing with the employees. The management will
have to provide tools environment and skill set that is needed by the employees in order to
maintain the effective working culture. When the employee is not provided with the stipulated
tools there might be a lack in the performance. The organisation will have to create an
atmosphere where the employee feels confident about the work they are doing and that will
define their career path. There must be a transparency in defining the career path.

Separation and termination phase:
This is an extremely valuable phase which must be executed effectively. The HR must be
capable of understanding why the employees are leaving. Before a person is terminated from the
company the HR will have to have a conversation with the employees that are in the exit process
such that it promotes a positive atmosphere and will also open the door for the employees that
will work positively in future. An early conversation will help to solve the problem in no time.
P7: Stages of HR life cycle within organisation
In order to maintain a business, there must be a wide range of resources. some of the
resources include materials buildings land equipment technology and crucially the people. It is a
basic need for every Organisation in order to employ the right people as their workforce. The
people aspects in the organisation are looked after by the human resources management who is
capable of handling every criteria regarding the workforce. The human resources management
aims at efficient management in the company and will promote the growth. The policies of HR
management is such that there is always right people equipped in the companies in order to work
for the stipulated tasks that are allotted in every sector of the company.
Meeting customer need:
The parent company of the British gas company has delivered long term profitability. A
certain return on the investment by making profit is expected by the shareholder of the business.
this will probably make profits in the future of the company. the profits that are retained in this
manner will have to be contributed by the British gas company. this is meant to be such that the
customer needs are to be met with the competitive repriced prodded and the enormous services
that will give good returns to the company. the British gas company customer demand is nothing
but the residential consumer across the country. A top-class service is being expected by the
customers. The British gas company will have to maintain this standard throughout whereas lack
of this conduct will result in loss of the company. The British gas engineers that are playing the
employees role in the organisation will have to have skills to undertake work that is required to
meet the standards of the company which will provide customer satisfaction. The company will
have to ensure through the engineer recruitment team that the most skill candidates are being
employed into the organisation. In order to do this, there exist several complementary tests which

requires proper planning in which the skilled employees are filtered at regular intervals. The
training operation performed by the human resources management of the company will equip
new recruit with the skills that are required for their work culture.
Retaining:
The retaining process is to maintain a good relation with the skilled workforce for a longer
period of time. The British gas company will have to ensure that it provides specific measures in
order to retain its best people. It is a cost-effective method in order to retain trained and highly
skilled staff and will have to maintain them. The company's tactics in retaining people is by
offering a mix of financial and non-financial benefits.
Training:
The British gas company is best known as an expanding business in the country with its
work for is customised to meet the customer demands. I am intensive apprenticeship program is
being run by the company which delivers training to all the employees with a qualified 5 years
course. The trainees will get to know about the gas industry and gain skills that are relevant to
the industry with the basic qualifications that are required. The company provides technical
training that is easily available for all the engineers and will be helpful throughout their career. It
is to ensure that with this training the employees can grow with the new information and
technologies and can provide the best service to the company.
CONCLUSION
The entire report concludes upon explaining the resource and talent planning and its
effectiveness and essential management that can be seen in the organisations. The company that
is adopted in this regard is the British gas company which is in UK. The report explains the
labour market Trends and appropriate legal requirements with the perfect labour market Trends
analysis with the factors including aging population, more opportunities, workforce planning and
talent management. The legal requirement of the organisation in workforce planning is explained

by stating the different laws that are essential. the current and anticipated skills requirements in
contrast to job analysis job description and job specification criteria is clearly portrayed in the
report. the report clearly explains the appropriate documents and processes which contribute to
effective recruitment and selection which gives a clear idea about how the company carry on
with the recruitment process. the stages in the recruitment and selection process are clearly
explain in the report. Human resource life cycle within the context of HR strategy is depicted
with the stages in HR life cycle. the stages within the organisation of HR life cycle are clearly
portrayed with the factors including meeting customer demand, retaining and training factors.

REFERENCES
Books and journals
Werner, 2021. Human Resource Development: Talent Development. Cengage Learning.
Hou and et.al, 2020. Two-step Immigration Selection: Recent Trends in Immigrant Labour
Market Outcomes. Statistics Canada= Statistique Canada.
Koehler and Brown, 2017. A global picture of pharmacy technician and other pharmacy support
workforce cadres. Research in Social and Administrative Pharmacy. 13(2). pp.271-279.
Bals and et.al, 2019. Purchasing and supply management (PSM) competencies: Current and
future requirements. Journal of purchasing and supply management. 25(5). p.100572.
Sovacool and et.al, 2018. Promoting novelty, rigor, and style in energy social science: towards
codes of practice for appropriate methods and research design. Energy Research & Social
Science. 45. pp.12-42.
Bratton, J. and Gold, K. (2012) Human Resource Management Theory and Practice. 5th Ed.
London: Palgrave MacMillan.
Taylor, S. (2010) Resourcing and Talent Management. 5th Ed. London: CIPD. TORRINGTON,
D., HALL
L. and Taylor, S. (2014) Human Resource Management. 9th Ed. Harlow: Prentice Hall.
Pilbeam, S. (2010). People Resourcing and Talent Planning: HRM in Practice. 4th Ed. London:
Prentice Hall.
Various, Human Resource Management. Hoboken, USA: John Wiley & Sons, Inc., Hoboken,
http://onlinelibrary.wiley.com/journal/10.1111/(ISSN)1748-8583
Chartered Institute for Personnel and Development website: www.cipd.co.uk
Online
Resource and talent planning: [ONLINE] Available through: < British Gas website
(www.britishgasacademy.co.uk)>
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