Resource and Talent Planning for AG Barr Plc

This report evaluates the current trends and skill requirements for AG Barr Plc, a successful manufacturer of soft drinks based in Scotland. It discusses the factors affecting the labour market, types of legislations, and provides recommendations for effective talent resourcing and recruitment and selection processes.

Resource and Talent Planning

Table of Contents
INTRODUCTION...........................................................................................................................3
PART- 1...........................................................................................................................................3
Company overview......................................................................................................................3
Current labour market trend and factors influencing...................................................................4
Types of legislations....................................................................................................................5
Current and anticipated skill requirement....................................................................................5
Comparison..................................................................................................................................6
Recommendations........................................................................................................................6
PART- 2...........................................................................................................................................7
Methods of recruitment and selection........................................................................................13
Recommendations to improve effective talent resourcing........................................................14
Recruitment and selection processes.........................................................................................14
CONCLUSION..............................................................................................................................16
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is defined as the acquisition and retention of talented and skill
human beings who can manage operations and business processes. For the manufacturing
industry along with the skilled workforce, labour plays a crucial role in affecting cost
considerations as well as business outcomes (Sohel-Uz-Zaman, 2018). Thus it is very important
that organisations must have deep understanding and control over changing marketing trends of
labour market and the necessary legal requirements for managing workforce. Legislative
requirement is not only mandatory for ensuring the business ethics and value but also to ensure
that talent is properly and effectively utilised by firm to their full capacity without letting their
interests ignored (Turner, 2018).
This report will discuss the evaluation of current trends and skill requirements for meeting the
organisational needs. It will also analyse the factors affecting labour market and needs.
Recruitment and selection process is an important part of resourcing and talent strategies thus for
better productivity organisations must consider them. This report will also provide evaluation of
recruitment and selection process for specific job roles so that their importance can be
understood in terms of talent resourcing.
PART- 1
Company overview
For this case study AG Barr Plc is chosen as the organisation. This company is well known and
successful manufacturer of soft drinks and is based in Scotland. One of its product Irn – Bru is
highly popular and is in great demand among its targeted customers. The organisation was
founded in 1875 and its great effective resource planning and talent acquisition strategies have
helped it to become a dominating firm of UK (AG Barr plc - Company Profile, Information,
Business Description, History, Background Information on AG Barr plc, 2022). Barr has always
been open to strategic innovations such as acquisitions, brand portfolio extension, exporting as
well as licensing. These approaches have resulted in successful outcomes only because of its
good resource planning and management of talent. Company has been bringing extensive new
scale business diversified services, for strengthening workforce goals and optimise untapped
specific benchmarks actively. The new working grounds delivers extended expertise, for
retaining untapped goals and delivering optimum working paradigms actively. AG barr aims to
adhere towards strengthening new scale working expertise among HR operations and working

extensive growth to enhance operative growth. Also by analysing in depth focus on new scale
advancement under recruitment and selection procedures business will be able to dynamically
enhance extended goals for fundamental scope
Current labour market trend and factors influencing
There is a rapid change in the world of business and the sectors are moving ahead in terms of
developing and activities are oriented in such a way that would bring forth a quick resilient
feature towards the opportunities. In this regard labour market is one of the prominent factors
that is being tackled by organisations friends this is one of the important and incompetent criteria
that will have to be stressed upon (Salau and et.al, 2018). There is an intellectual labour facility
for the organisation in order to make sure that the works in the organisation are completely
enhanced. The several Trends are falling in regard to the labour market are as follows:
Aging populations: there has been a witness better is put forth with respect to the progressive
drop in the population of those that are working. This is because the age is one of the criteria that
is being considered while deriving the drop in working population. This is because there is a
requirement for the recruitment processes that are to be taken care about in the organisation by
considering the age factor which is why most of the labour force in the organisation are dropping
down from the work. This is one of the current trends that is the going on with respect to the
change in policy is with organisational upliftment.
More opportunities fewer skills: there has been an infection that is brought forth with respect to
labour force in the organisation with respect to the skill that they have Incorporated. It is one of
the important factors in order to stress over the skills of labour because it is hardly one of the
necessary features that will have to be inculcated. One might seriously not be able to deal with
the work processes and less and until the person is skilled and therefore this is one of the
important criteria for the labour force in spite of having several opportunities.
Industry: most of the industries are computerized and therefore there is an essential criterion to
move ahead in making sure that the demand is being ratified on a drastic reduction of records
that are put forth with respect to the job criteria on. As a part of this there has been a stress factor
that is increased over the corresponding work policies that has also restore the staff members in
this regard.
Data: this has been one of the important Criterion where several organisations are mostly
incorporated with the problem of database (Meyers and et.al, 2020). There is a purpose that is

put forth with respect to the contracts that are highlighted during the process of hiring and that
data is essential in order to make sure that the process of new employees and teams will therefore
be the ones that can be experienced over.
Types of legislations
The workplace is grounded by several legislations in order to make sure that the broad
classification will enhance the authorities to deal with the work processes as well as the
objectives are to be oriented in the organisation. In order to maintain the ethical considerations in
the organisation these legislations will be helpful in dealing with the extravagance of the
company. The different types of legislations in this regard are:
Supreme legislation: the supreme authority of state or the sovereign is responsible for this type of
legislation where the power and the control is entirely in its hands. It is also regarded to be the
important source that will bring forth the limitations that every organisation will have to follow.
The decisions are being made by the supreme authorities that govern (Younas and Waseem Bari,
2020).
Subordinate legislation: in this particular aspect the decision-making criteria is given to the
subordinate body who will be the law-making criteria. There are several factors and this
particular legislation like that of autonomous law, judicial rules local laws and colonial law.
Delegated legislation: this type of legislation there is a factor of supreme authorities that is given
to the delegates. They will be regarded as the executive body and they will decide over the issues
that are pertaining with respect to organisations. The various power that are to be oriented in
terms of customising the policies of organisation will therefore be initiated.
Current and anticipated skill requirement
The organisation that is chosen in this regard is into the beverages industry and therefore there
are several skills that are to be stressed upon. The extravagance of every organisation will rely
over the Trends that are pertaining in the market and that will also be an influence over the
workforce planning. In this regard the skills that are into marketing as well as the product
expansions which will therefore have to be and hands because this is one of the determinant
factors that is anticipated to be one of the requirements which is to be considered (Bibi, 2019).
The organisation Barr in this regard will eventually have to deal with the probability of sales and
also the documentation criteria towards which the proper recruitment will have to be enhanced
over taking people that are mostly into documentation and are associated with sales. This

requirement will be helpful for the organisation in order to initiate over the terms and policies
that it has objected. The brands that are operating in the marketing race are one of the biggest
competitors that are in the midst of organisation and therefore the synthesis over the work
analysis will therefore have to be studied properly. For this the organisation will have to improve
the research skills which play a major role in determining the standard up to which it can reach.
Comparison
A comparison that is put forth with respect to another organisation known to be the Diageo PLC
and the Barr PLC organisation that is chosen in this regard would obviously rely over the
processes. There are several processes that are entitled with respect to training and development
criteria with the competitive organisation which has operating in United Kingdom. This
organisation while moving in terms of development is valuing the external factors which play on
major havoc in terms of the operations that are oriented. Top competitive atmosphere will have
to be understood by bar organisation while it is standing in the midst of the other companies that
are already making success (Jayaraman and et.al, 2018). By inculcating the process of talent
management, the company can stand in the midst of atrocities that will also be the highlights of
which it is operating. Beverages industry has got a lot more scope in this present scenario and
therefore the organisation can work upon the policies of product expansion which is one of the
valuable criteria to stress upon. Everything goes on a right turn when the company would follow
the means of recruiting skilled workforce that would highlight the prominence of organisation
and can also compete with the ones that are operating in the country.
Recommendations
Clear expectations: it is always necessary to set clear Expectations in order to make sure that the
goals of the organisation are clearly established. By making sure that the expectations are made
clear the talent management in this regard can be fostered with respect to the identification of
marketing strategies and product management. These two are the important factors that are to be
initiated because it is not until when the beverages company is stressing over these two factors as
the major components that it gets to stand in the midst of competition.
Professional development opportunities: while dealing with the outside of the organisation it is
always necessary to make sure that the professional development will have to be fostered. The
company in this regard will have to help its employees in order to derive their career with respect

to professional opportunities that are initiated over. This can also increase their performance with
respect to the employee gratification that can also be a standard with which we can move ahead.
Analytics of talent management: talent management is not just a factor that is to be initiated but it
is also a factor that will have to be stretched open with respect to employees and their
understanding. This will have to be initiated on the Expectations because the organisational goals
can therefore be aligned properly with respect to the talent management criteria therefore the
organisation will have to stress over this (Claus, 2019).
PART- 2
Recruitment and selection process flowchart
Recruitment and selection process plays essential role in AG Barr Plc company, for
optimising new strengthened workforce development actively. By taking up new active
recruitment stages, company business goals are fruitfully worked on actively within new arenas
and enhance operative functional efficacy. The stages of recruitment are as follows:
The recruitment process can be analysed in flowchart:
 Prepping ideal candidate
 Sourcing and attracting talent
 Converting applicants
 Selecting and screening candidates
 Interview process
 Reference check
 On boarding
Recruitment stages will also advance up scope to develop primitive expertise, technically
enhance new edge for selecting best working domains and leverage productive growth actively
within new grounds (Kremer, 2022).
Selection process also plays crucial role, for bringing specific innovative talent on board for
functional working engagement and primitive scope widely engaging on towards functional
working targets. There is also specific selection procedure, dynamically evolving towards new
untapped goals functionally within extended run.
The selection process holds huge importance where 8 stages are there which are as follows:
 Initial screening
 Completion of application form

 Employment tests
 Job interview
 Conditional Job offer
 Background investigation
 Medical examination
 Permanent job offer
Selection stages, significantly builds new scope to be worked on among management under HR
aspects to bring on practical knowledge integrated goals for longer time period.
Undertaking job analysis
Job analysis refers to systematic procedure of collecting from information about specific
working expertise, roles and responsibilities for creating valid professional benchmarks. It
further develops critical engagement about best scale goals oriented, towards analysing job
analysis aspects innovatively. Job analysis steps advances scope to bring on functional
knowledge diversified actively, based on specific expertise goals for technical working growth
actively (Gadomska-Lila and Rogozińska-Pawełczyk, 2022). There has been also specific
functional vision analysed, where AG Barr Plc aims to competitively bring on best trained
workforce as per keen working paradigms actively. AG Barr Plc is soft drink manufacturer
company widely known for manufacturing services among high quality soft drinks, and having
wide professional opportunities among new job roles. AG Barr, also aims to bring on new HR
progression aspects to develop bets trainings and adhere towards new exposure goals

The job analysis, further makes sure that company business goals are significantly working
towards retaining technical goals actively and improvise, essential parameters to leverage
optimum new outputs. AG barr aims to adhere towards taking best steps for retaining maximum
talent, new creative goals and enhance working output goals to improvise new results actively.
Also taking new steps to functionally leverage higher competitive outputs, will enable company
strategies to be developed on actively within new targets. The job analysis signifies that new
scale functional competitive business goals are worked on as per company business goals.
Creation of job descriptions for two different jobs
Creation of job description enables to develop company competent job availability for
roles in professional manner, and bring significant functional rise towards technical role aspects.
HR and marketing managers are two most essential professional roles which enables business to
develop productive vision actively.
The job descriptions are specific aspects connected to develop critical engagement about
AG Barr professional working benchmarks.
Post Title: HR manager
Reporting to: CEO Of AG Barr
Job overview: HR manager is one of the most auspicious professional job role at AG Barr, where
developing professional organisational environment and monitoring of performance holds huge
importance. Taking firm decisions to enhance creative advancement among workforce develops new
edge workplace diversity goals, where HR manager has to be innovative in leading teams.
Role and responsibilities:
 Job analysis and design
 Hiring candidates
 Training and development
 Designing workplace policies
 Monitoring workplace environment
 Resolving conflict
Qualifications: MBA in Human Resource, experience of 2-3 years in HR department
Skill required:
 Analytical skills
 Quick decision making skills
 Faster multi handling of tasks potentiality
 Higher innovative working skills
 Leadership skills
 Cross cultural leadership efficiency

Post Title: Marketing manager
Reporting to: CEO
Job overview: Marketing manager job is highly professional and auspicious within AG Barr, to work
on towards new scale innovative working goals for improvised working engagement goals based on
extended technical goals. Job will be also technically evolving to bring on optimum scope for
strengthening wider quest goals, based on engaged on operative rise to enhance extended marketing
services. The marketing manager, will be also able to develop primitively bringing technical
supervision and determining operative growth, for gaining extended supervision.
Role and responsibilities:
 Marketing expertise within new trends in retail industry
 Marketing innovation within products and services
 Analytical professional skills for commercial working benchmarks
 Creative working expertise
 Marketing dynamics within new technologies
 Multi decision oriented skills
 Marketing progressive expertise
Skill required:
 Analytical skills
 Decision making skills
 Leadership skills
 Faster optimum digital working skills
 Higher competitive engagement professional abilities
 Leadership skills
 Multi project handling skills
Qualifications: MBA in Marketing

Person specification- HR manager
Job role: HR manager
Responsible to CEO
Location: England, UK
Overview: HR manger, is essentially responsible to develop professional working benchmarks and
actively bring productive diversity within progressive aspects. The role also will demand person to be
adhesive in taking firm decisions, bring creative vision among employees at company and synchronize
leadership.
Essential criteria:
 Ability to handle HR functions and team operations
 Ability to train teams with new professional knowledge and creative working advancement
 Ability develop professional business benchmarks in organisation environment
 Ability to diversely develop team’s operations creatively.
 Stronger analytical professional skills
Desirable criteria:
 Ability to develop new HR goals and technically develop expertise
 Ability to bring new dynamic competitive business benchmarks
 Ability to handle tasks with new scale working decisions
 Multi handling of projects under HR

Person specification- Marketing manager
Job role: Marketing manager
Responsible to CEO
Location: England, UK
Overview: Marketing manager, is essentially responsible to develop professional marketing standards
benchmarks and actively diversify new portfolio for various products and services. The role also will demand
person to be adhesive in taking firm decisions, bring creative vision in latest digital marketing aspects and be
competitively dynamic for faster working operations innovatively.
Essential criteria:
 Ability to handle marketing functions and team operations
 Ability to train teams with new professional marketing knowledge and creative working advancement
 Ability develop professional business benchmarks in organisation environment
 Ability to diversely develop marketing team’s operations creatively.
 Stronger analytical professional skills
Desirable criteria:
 Ability to develop new marketing goals and technically develop expertise
 Ability to bring new dynamic competitive business benchmarks in marketing department.
 Ability to handle tasks with new scale working decisions
 Multi handling of projects in marketing department.

Methods of recruitment and selection
There are various methods that are put into recruitment and selection such that it becomes easier
for the organisation in order to stress over the fact of recruitment. The different types of
recruitment and selection processes that are handled by the bar organisation in order to make
sure that the processes are all made possible are as follows:
Internal recruitment: the internal recruitment of the organisation is carry forwarded within the
organisation premises where several data is being taken care about and the processes are being
withheld. This will also be one of the criteria where the relationship between the skills that are
required as well as the orientation of management will therefore be fostered (Rumawas, 2021).
The several announcements that will have to be made will directly be made by the management
in the internal process and therefore the employees can get the best out of the lot more
information after the interview processes that are an open position challenges in the company.
External recruitment: external recruitment is the one that is done on a disclosure basis where
there are several methods that are put forth with respect to the strategic orientation. The strategy
of the organisation in order to carry forward the external recruitment is entirely different from
those of the disclosure that are made with respect to internal recruitment. The choice of
recruitment is a prodigy that is brought forth with respect to the indirect policy is where the
management is not totally put forth with respect to the physical presence but it is done online.
Mixed recruitment: the next recruitment is one of the factors where several stages would be done
on an external basis whereas the other stages will be done on an internal basis (Kalra, 2018). In
this regard the preliminary processes that are on to the recruitment basis would therefore be carry
forward on an external criterion like that of taking examination online and later on they would be
charged with the internal recruitment processes which is to present in the organisation. This is
one of the best and the prominent mode of dealing with the recruitment criteria where several
procedures would eventually be matched.
Online recruitment: this particular recruitment is where the external and internal recruitment is
made from within. The efficiency that is brought with respect to the possibility of internet is also
garnered in this type of recruitment. The online recruitment is one of the convenient modes of
recruitment that follows several stages like that of the commercial processes which can also be
made sure to the screening and shortlisting policies.

Recommendations to improve effective talent resourcing
Talent management is not just a small entity that is to be incorporated but it is one of the massive
kind of technique that will have to be associated and sharpened at all levels. In order to improve
the talent processes it is essential to deal with the prominence of improvement factors that will
stress over the entire ability to deal with the organisational standards. Few of the factors are as
follows:
Clear aims and goals: in order to foster talent management, it is always essential to aim for the
goals in a clear personification. It is as important as any other criteria because the goals will have
to be stipulated in such a way that will enhance the work processes. It is not until when the girls
are made clear and prominent that the employees code orient with the right number of techniques
that are to be initiated over and therefore this will have to be done on a permanent basis.
Boost training and development programs: one of the biggest recommendations that can be put
forth in this regard as to boost up the training and development programs (Saleh and Atan, 2021).
This is because a proper training with the well experienced professionals will help employees to
learn things that are necessary to be inculcated. This can be one of the wonderful factors that can
be initiated because learning is very much stimulated in terms of bringing forth the efficiency.
Building talent pipelines: the talent pipelines are the group of people that are mostly talented in
the organisation that are clubbed together. They can be given a set of activities to which they will
usually work and this can also improve the status of the company. It is very much needed in the
present scenario where there is a hectic overlap that is spotting with respect to the schedules
oriented with the skilled candidates.
Recruitment and selection processes
Recruitment and selection process are identified to be one of the most out of which the
organisation usually entitled. To make sure that the job qualification is easily picturised it
comprises of various stages that are to be initiated. The organisation in this regard the deals with
several processes that are into recruitment and are also picturised over different qualified
applicants. The different stages of recruitment process are as follows:
Recruitment planning: recruitment planning is derived to be one of the first stage or out of which
every element that is into job vacancy and information is being picturised. It is also said to be
one of the target that is to be identified by bringing forth the necessary details that are estimated
to be collected by the management from the applicants. This planning is also initiated over a

strategic bases that will derive the resources and responsibilities which are to be oriented in the
process of recruitment.
Strategy development: strategy development is one of these sophisticated mechanism that is
brought forth with respect to sequencing activities that are into recruitment process. As a part of
the organisation it is necessary to hire the skilled workforce and therefore the sophistication that
is maintained in this regard is to maintain professionalism. This is also the stage where the
remuneration of skilled worker is being calculated with benefits. The technological
sophistication is also brought forth with available technologies that are implanted in the
advancements which are possible (Saleh and Atan, 2021).
Searching: a proper searching will deal with two necessary stages which include source
activation and selling. The typical source activation is nothing but the employee requisition. This
will bring forth the vacancies that are put forth in the organisation as a part of activation which
can also be dealt with respect to applications and methods of applicants. The selling process is
the tightrope which is initiated over the recruitment process for selling their virtues. The
organisation is instilled with respect to the employment advertisement that can be gratified over
the effectiveness and the credibility that is brought forth.
Screening: screening is one of the vital step where there are several applications that will be
screened according to the requirement of the recruitment process. Based on the role the
recruitment will bring forth valid reasons of screening and it can be scrutinized and shortlisted
accordingly in this particular stage.
Evaluation and control: a particular evaluation of the necessary candidates that are screened in
the application stage are brought forth to the evaluation criteria where the salary and
advancement in supporting the administrative responses is being initiated. It is also one of the
mechanism where the vacancies are fulfilled and the candidates are being selected.
Evaluation of recruitment process: in this particular stage the organisation is engrossed into
dealing with the rate of return applicants and also the suitable candidates for selection process
(Painter‐Morland and et.al, 2019). The retention is also carry forward in this regard with the cost
of recruitment process that is being highlighted. The time lapse the data is also included as a part
of merging comments that are projected over the evaluation perspective. There are several inside
that are highlighted as a part of the recruitment process that is associated with organisation
within which the candidates are retained.

CONCLUSION
It can be concluded from the above discussion that with competitive and dynamic business
environment labour market, capabilities and requirements are also changing constantly. If
manufactures do not respond to them then it can make it challenging aspect in terms of meeting
business competition. Thus for achieving business objectives labour requirements and trends
must be taken into considerations for planning and implementation of business strategies. In
order to enhance the productivity of business it is also required that organisation must regularly
emphasis upon talent acquisition and long term retention. This needs regular improvement and
alignment with the contemporary approaches of human resource and talent management.
It has been evaluated that the organisations which used to follow a systematic approach of talent
resourcing and technology in recruitment process used to get better talent sources for their
business. It is also concluded that with talent resourcing organisations must not neglect labour
requirements and legislative aspects. The negligence to such considerations can affect brand
perception as well as retention and screening of talented candidates who can greatly affect the
performance of organisation. Thus there is need to standardised and effective procedure and
documentation for resource management.

REFERENCES
Books and journals
Bibi, 2019. Impact of talent management practices on employee performance: An empirical
study among healthcare employees. SEISENSE Journal of Management. 2(1). pp.22-32.
Claus, 2019. HR disruption—Time already to reinvent talent management. BRQ Business
Research Quarterly. 22(3). pp.207-215.
Jayaraman and et.al, 2018. Integrated talent management scale: Construction and initial
validation. Sage Open. 8(3). p.2158244018780965.
Kalra, 2018. Influence of talent management practices on commitment of Noncritical employees
in IT companies in Chennai. International Journal of Business Administration and
Management Research. 4(1). pp.1-5.
Meyers and et.al, 2020. HR managers’ talent philosophies: prevalence and relationships with
perceived talent management practices. The International Journal of Human Resource
Management. 31(4). pp.562-588.
Painter‐Morland and et.al, 2019. Talent management: The good, the bad, and the possible.
European Management Review. 16(1). pp.135-146.
Rumawas, 2021. Talent Management Practices on Employee Turnover Intention. Jurnal
Manajemen Teori dan Terapan| Journal of Theory and Applied Management. 14(3).
pp.248-263.
Salau and et.al, 2018. Data regarding talent management practices and innovation performance
of academic staff in a technology-driven private university. Data in Brief. 19. pp.1040-
1045.
Saleh and Atan, 2021. The Involvement of Sustainable Talent Management Practices on
Employee’s Job Satisfaction: Mediating Effect of Organizational Culture. Sustainability.
13(23). p.13320.
Younas and Waseem Bari, 2020. The relationship between talent management practices and
retention of generation ‘Y’employees: mediating role of competency development.
Economic research-Ekonomska istraživanja. 33(1). pp.1330-1353.
Turner, P., 2018. Attraction, recruitment and resourcing of talent. In Talent Management in
Healthcare (pp. 221-252). Palgrave Macmillan, Cham.
1

Sohel-Uz-Zaman, A.S.M., 2018. Understanding the Fundamentals of Talent Management for
Effective Business Application. International Journal of Economics, Finance and
Management Sciences, 6(3), p.98.
Online
Recruitment and selection process, 2019: [Online]. Available through: < Recruitment and
Selection Process in HRM | Step by Step Process (gladtutor.com) >
AG Barr plc - Company Profile, Information, Business Description, History, Background
Information on AG Barr plc, 2022. [Online]. Accessed through
https://www.referenceforbusiness.com/history2/46/AG-Barr-plc.html
2