Resource and Talent Planning

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.