Resource and Talent Planning for MicroTech Systems

This article covers resource and talent planning for MicroTech Systems, including expansion plans in the UK and international labor markets, being an employer of choice, legal requirements for recruitment and selection, and more.

Resource and Talent
Planning

Table of Contents
ACTIVITY ASSESSMENT 1 ........................................................................................................4
Introduction.................................................................................................................................4
Context........................................................................................................................................4
An identification of the different considerations for the expansion plans in the UK and
international labour markets .............................................................................................4
A definition of the concept of being an employer of choice and three ideas of how
MicroTech Systems can compete against its labour market competitors .........................6
Key consideration.......................................................................................................................7
A brief explanation of what you would include in a Standard Operating Procedure (SOP)
for the process of defining a vacant post ..........................................................................7
A discussion of key legal requirements to be considered throughout the recruitment and
selection process ...............................................................................................................8
Recruitment and Selection activities...........................................................................................9
Conclusion................................................................................................................................10
References .....................................................................................................................................11
ACTIVITY ASSESSMENT 2 .....................................................................................................12
Introduction...............................................................................................................................12
Resource Planning Methods......................................................................................................12
The principles of effective workforce planning with three examples of what MicroTech
Systems could do to identify skills demand ...................................................................12
Considerations for retirement when planning resourcing ...............................................13
Succession Planning..................................................................................................................14
Discuss succession planning and ways this can benefit the organisation. Using a simple
diagram, map out a succession planning process and explain how it could operate fairly
and transparently within the organisation........................................................................14
Different roles in Skill Development........................................................................................17
Identify the roles of government, employers and trade unions in skills development in line
with the business needs of MicroTech Systems .............................................................17
Managing Under-Performance and Misconduct.......................................................................18

Explain good practice in managing any serious under-performance and misconduct of
MicroTech Systems employees ......................................................................................18
Downsizing and Redundancy....................................................................................................19
Should customer demand for some sites not be as expected, explain how labour costs and
headcount can be reduced ...............................................................................................19
Overview of the redundancy process........................................................................................20
Conclusion................................................................................................................................20
References......................................................................................................................................21
ACTIVITY ASSESSMENT 3 ......................................................................................................23
Introduction...............................................................................................................................23
Explain key reasons why people choose to leave organisations and the costs associated
with dysfunctional employee turnover............................................................................23
Why employees leave...............................................................................................................23
Cost of employee turnover........................................................................................................24
Identify and evaluate at least three approaches MicroTech Systems could take to retain key
talent ...............................................................................................................................25
Retention Strategies..................................................................................................................25
Conclusion................................................................................................................................27
References......................................................................................................................................28

ACTIVITY ASSESSMENT 1
Introduction
The activity one includes the identification of different consideration for expansion plans
in UK and International Labour Market, it also includes the concept of being an employer of
choice and Standard Operating Procedure for the process of defining vacant post. It also covers
the legal requirement to be considered throughout the recruitment and selection process (Green,
Sissons, and Qamar, 2021). MicroTech System wants to expand their business in UK towns and
cities through which their International Presence gets increased. The Activity covers the
expansion plans by outlining some key consideration that can be implemented by HR.
Context
An identification of the different considerations for the expansion
plans in the UK and international labour markets
International Labour Market exists globally where employees interact with each other
and meet the supply and demand of workers for Multinational Corporations. In International
Labour Market, employers hire the best candidate and employees compete with each other in
order to get the best satisfying job. The Importance of international Labour Market is that
Companies get best candidates according to their need and requirements. They also improve the
economic performance of Country and gain international knowledge and experience. The Labour
market of UK is continuing to recover and the number of payroll employees have been
increasing upto 28.9 million.
Tight Labour Market is a situation when economy is close to full employment. When
Economy reaches to full employment, employees have to contribute their best efforts to meet
ever increasing demand for products (Jianu, Cojocaru and Murtaza, 2021). Furthermore, is
economy is close to full employment, extra workers cannot be hired easily as there is a small
number of available employees. UK Labour market is tight market, unemployment, economic
rates and employment rates are unchanged. In UK, employment rate is at 75.1% which is lower
than before the pandemic. The number of job vacancies in UK 2021 is more than six thousand
more vacancies (King, 2021). One third of employers (37%) are making staff redundancies in
next 3 month. There are more than 39,232 recruiter agencies in UK and around 67 businesses per

recruitment agency. The Company must expand their business in US as the employment rate is
lower than previous year due to which they get highly expertise labour and also they can help in
increasing the growth and sale of business. IT Labour market is different from general labour
market as IT Labour market is more concern on technologies and general labour market focus on
coming together to bargain for labour and wages. Organisation must focus on expanding their
business in US as the labour market is more than 164.6 million employees in 2020 (Clark, 2021).
It is suitable market as they have tight and loose market. The labour market of US is strong as
there is large number of vacancies due to which employees can gain new opportunity to enhance
their career.
Loose Labour Market is known for employer's and buyer's market, where companies
have large number of available workers to hire for positions and even jobseekers are competing
with each other for getting same position. Due to COVID 19, UK Labour Market is in Crisis, the
unemployment rate is estimated at 4.8% which is higher than before the pandemic. The tight and
loose labour market creates a direct impact on the recruitment process of MicroTech and also it
can reduce or increase the wage rate.
Different considerations for the expansion plans in the UK
There are few consideration which must be followed by HR of MicroTech in order to
expand their business in UK Cities. Before expanding the business, company must focus on these
key points which can help in running the business with smooth and effective manner.
Assess Key Performance Indicators:
The HR of MicroTech must identify the key performance indicators of Organisation and
assess whether they are ready to expand the business in New Market (Klarin, and Suseno, 2021).
Through Key performance indicators, HR can identify whether they are meeting financial
commitments and making enough profit to survive in Long run.
Cash Flows:
In order to expand the business in UK cities, it is necessary to have huge investment as
expansion in new market can be expensive. MicroTech must raise the fund by attracting more
and more investors and financial institutions so that they can expand the business successfully. If
the Company is facing any loss it might be risk to expand the business and they also face
difficulty in finding cash flows.
Hire Additional Staff:

For expanding the business in UK Market, MicroTech also requires additional staff. They
must also get prepared for hiring and attracting new employees who can contribute their best
output in making business successful. Hiring new staff is difficult process as it requires lot of
time and money, HR needs to evaluate the performance of candidates and select accordingly.
Culture:
Before expanding the business it is necessary to identify the culture of UK cities as it
determines whether business can be run in successful manner (Brotherton, and Gude, 2021). It is
important that the products and services of MicroTech must add value and meet the desires of
local people due to which company can create strong customer base and increase their growth.
A definition of the concept of being an employer of choice and three
ideas of how MicroTech Systems can compete against its labour
market competitors
Employer of Choice means choosing someone to work who can represent the brand with
other employment choices. The Employees feel encouraged to continue their work by developing
skills, abilities, knowledge and career. Employers offers various benefits to staff which helps in
improving their performance and growth. They serve planning, performance development,
training opportunities and career paths. Employer of choice is important as it helps in developing
healthy workplace culture and improve the retention level due to which MicroTech get highly
skilled employees for accomplishing its goals. The pros of employees wanting to work is that it
increases the productivity of business as staff give their best contribution in accomplishing the
target and produce effective ideas to improve the growth of business. The disadvantage of
employees wanting to work is Micro Tech has to invest more for recruiting new talent in order
to run the business in new cities of UK (Bellou, Rigopoulou and Kehagias, 2015). The
employees can compete with other companies staff by understanding the difference and
identifying their own strength and weakness so that they can implement and achieve the
competitive advantage. Employees must produce better services and products to their customer
from its competitors for attracting more customer towards the brand (Ahmad, Khan and Haque,
2020). Companies make an employer of choice in order to attract and retain the top talents with
leadership style, company culture and employee engagement. The Organisations has to create a
positive working environment and culture that leads to the concept of becoming employer of

choice (Davids, 2021). MicroTech must map out the employee engagement journey by
evaluating their progress through surveys and feedback. The Success of company must be
evaluated towards the distinction of an employer of choice, it can be measured by including the
following points they are: avoid rigid job classifications and allow staff to grow, provide
continuous training and education rather than sporadic mandatory sessions, maintain healthy and
respectful relationship with each level of employees. MicroTech must ensure that their
employees must feel valued so that they can contribute their best in accomplishing their goals.
Being an employer of choice means they have to provide right tools to everyone in order to make
them satisfied through relevant opportunities and positive reinforcement.
Method Pros Cons
Price Through price company can
compete with each other and
customers can also decide
what things they want to by
and with whom.
The price strategy doesn't
always get successful to attract
and retain customers.
Brand Loyalty Brand loyalty helps in gaining
competitive advantage.
Brand loyalty creates lack of
variety and convenience.
Offering new products Increases the sell and market
share of company.
New products bring risk and
competition in Market.
Key consideration
A brief explanation of what you would include in a Standard Operating
Procedure (SOP) for the process of defining a vacant post
A standard operating procedure (SOP) is refer to a written instruction that is to describe
step by step process that must be taken properly at the time of performing routine activity. It
provides various policies, procedures and rules for a company to succeed in a market. They
could helps in reducing business errors, increasing productivity and profitability and creating a
safe and positive environment (RDL, and Bonding, 2021). Further it helps in resolving issues
and obstacles. It is important for an organisation to maintain their standards operating procedure

to make sure that employees are completing their routine task or not while following all rules and
regulation as well.
In context with process of definition vacant position, this is most essential process which is to be
followed. SOP is consisting of various steps which should be considers in mine while filling
vacant position. These rules and regulation are to be analysed and updated in every 6 weeks or in
a year. This also consisting of risk assessments which can be come between this process. There
can be certain question which could be answered in SOP process. These are
 Who is to perform what role?
 What will be there in each role?
 What can be the role of each person?
In context with Microtech company, they could make sure that their SOP should be
followed effectively in the organisation by a managers at the time of filling vacant positions
(Mitnick, 2021). SOP is consisting of different types of formats such as simple steps, flow charts
or diagrams or hierarchical steps etc. this is to be choose by managers. Some of the examples of
SOP are job description, persona specification, competency framework and job analysis etc.
 Job description : It is regarded as a narrative that helps in describing various tasks and
other related roles and duties of a specific job position.
 Person specification: It is refers to person attributes which can be desired as employees
potential and it is similar to job description as well.
A discussion of key legal requirements to be considered throughout
the recruitment and selection process
There can be various major laws and regulation which can affects selection process of
any of the organisation. There can be various laws which are coming in organisation at the time
of recruitment and selection. Some of the legal requirement to be followed by organisation are:
 Age discrimination employment act: According to this law, it prohibits discrimination
which is against 40 years of age and above. Then it promotes hiring, promotions and
other terms related to employees and other people. It is requiring higher decisions which
is based on person abilities.
 Equal act 2010: This is a unlawful discriminate employment which is including at the
time of recruitment and selection. This can be on a grounds of disability, age, gender,

marriage, pregnancy, race, religion etc. as company should prohibits discrimination in
their wages and payments (Citelli, Pedrosa, and Kac, 2021). They are treating equally all
the employees. This helps at the time of recruitment and selection.
 Data protection act 2003: This is one of the another law which is being used in
organisation to protect their data and information in most effective manner. As in this
applicants who are applying for job position who could be notified that there data is used
only for hiring purpose and for recruitment purpose. It is not leaked to any third party. In
this data is confidential and can be used for selection process conducted in the
organisation.
 Rehabilitation of Offenders Act, 1974: As it is the act of UK parliament which is
enabling some of the criminal convictions to be ignored after rehabilitation period. It
main objectives of this act is to do not have lifelong blot in their records since relatively
minor offence in their past time.
As from the above acts, Microtech company could use these acts when they are
performing recruitment and selection process in UK. They should more focus on data protection
act and equality act so that more candidates will be get attracted towards their organisation.
Recruitment and Selection activities
Methods of recruitment
Internal method
Internal recruitment method is a method in which vacant positions are filled from its
current workforce (Xu, Keetharuth, and Wong, 2021). They do not have to search outside the
organisation. There can be various internal method.
Internal method Pros Cons
Promotions This is a best method because
employee get motivated from
this and they retain more in
organisation.
Another advantage is that does
not requires more cost an also
not time consuming.
By this business environment
of company get change. And
there is a conflicts sometimes.
Another cons is that it
increases training cost of an
employees.
Next cons is that organisation

is having limited choices.
Further, it leading to
workplace hostility.
Employee referrals As this helps in reducing cost
of organisational and saving
time.
As in this sometimes candidate
can come which does not have
much information.
External method
External method is a method in which vacant position are being filled from outside the
company and applicants are selected from outside the current employee pool (Nguyet, Dung, and
Duong, 2021).
External method Pros Cons
Placements As this is having one of the
advantage that organisation
could able to get talented
students in their organisation
which dose not even require
more training and this helps in
achievement of their goals and
objectives.
These helps in selecting better
candidates and getting right
candidates (Bidonde,
Vanstone, and Abelson, 2021).
One of the cons is that this
requires more cost of an
organisation.
And further this is very time
consuming. So this could be
seen by the line managers of
Microtech.
Advertisement This brings talented candidates
from large number of
population applied for their job
position.
Required more time.

Conclusion
From the above it can be concluded that MicroTech Systems wants to explore in UK
market. For this they needs proper funding and do proper recruitment of their vacant position.
This includes key considerations, that is Standards operating procedure and legal requirements
that is to be considered in mind while recruitment and selection of an employees. Then there are
various recruitment activities which are to be shown in this particular activity.

References
Bidonde, J., Vanstone, M., Schwartz, L. and Abelson, J., 2021. An institutional ethnographic
analysis of public and patient engagement activities at a national health technology
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Brotherton, D.C. and Gude, R.J. eds., 2021. Routledge International Handbook of Critical Gang
Studies. Routledge.
Citelli, M., Pedrosa, L.D.F.C., Junior, A.A.J., de Lira, P.I.C., Kurscheidt, F.A., da Silva, P.R.P.,
Salvatte, K., de Aquino Lacerda, E.M., dos Anjos, L.A., Boccolini, C.S. and Kac, G.,
2021. Methodological aspects of the micronutrient assessment in the Brazilian National
Survey on Child Nutrition (ENANI-2019): a population-based household survey. Cad.
Saúde Pública, 37(8), p.e00301120.
Davids, M., 2021. Local meets global: resilience in Dutch and Taiwanese high-tech regions.
Business History, pp.1-26.
Green, A.E., Sissons, P., Broughton, K. and Qamar, A., 2021. Public policy for addressing the
low-skills low-wage trap: insights from business case studies in the Birmingham City-
region, UK. Regional Studies, 55(2), pp.333-344.
Jianu, E., Pîrvu, R., Axinte, G., Toma, O., Cojocaru, A.V. and Murtaza, F., 2021. EU labor
market inequalities and sustainable development goals. Sustainability, 13(5), p.2675.
Klarin, A. and Suseno, Y., 2021. A state-of-the-art review of the sharing economy:
Scientometric mapping of the scholarship. Journal of Business Research, 126, pp.250-
262.
Mitnick, K.D., 2021. The Art of Deception-Kevin D. Mitnick ND. pdf.
Nguyet, T., Dung, N., Trang, T., Anh, T. and Duong, N., 2021. The effects of human resource
management, customer satisfaction, organizational performance on tourism supply chain
management. Uncertain Supply Chain Management, 9(3), pp.563-568.
RDL, A.H.D. and Bonding, F., 2021. Device Packaging.
Xu, R.H., Keetharuth, A.D., Wang, L.L., Cheung, A.W.L. and Wong, E.L.Y., 2021.
Psychometric evaluation of the Chinese Recovering Quality of Life (ReQoL) outcome
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matter?. Gender in Management: An International Journal.
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employee attraction and retention. Journal of Asia-Pacific Business. 21(1). pp.27-38.
Online Sources:
King. B., 2021. Unemployment rate: How many people are out of work? [Online]. Available
through:<https://www.bbc.com/news/business-52660591>.
Clark. D., 2021. Number of people employed in the United Kingdom from March 1971 to June
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kingdom-uk/>.

ACTIVITY ASSESSMENT 2
Introduction
The HR planning within the company is helpful for generating effective growth and make
enlightening report for the growth and success of the company. This will be helpful for enlarging
the aspect and make consideration for the growth of MircoTech system. It is related to achieve
growth in the management for planning and analysing report to manage poor performances (Liu,
Qingqing and Liu, 2021). This assessment includes the resource planning method, succession
planning process, Different major roles in different skills, Managing the profile under-
performance and Downsizing the process within the MicroTech company. It will be helpful for
generating effective growth and accomplish the data to provide related growth in the
management team.
Resource Planning Methods
The principles of effective workforce planning with three examples of
what MicroTech Systems could do to identify skills demand
Workforce planning is the method that is helpful for analysing, forecasting and planning
the workforce tools for effective supply and demand. This is helpful for using sources and make
effective targeting management to intervened the source within Micro tech organisation for
analysing right people and right time. This is helpful for generating effective sources and use
right employee at right time. These activities are related to applying management strategies and
achieve basic human resource decisions. It will allow the growth and change as per the surprised
nature and strategic methods for solving workforces issues. This will be helpful for make a
strategic resources to allow workforces and make planning to manage effective resources. To
achieve changes in the activities (Greer, 2021). This is helpful and effective for the growth in the
basic activities in the market. In today's business environment the company is helpful for gaining
effective resources to achieve suitable changes and make systematic growth in the major
activities to analyse the workforce planning. This make the changes in the external hiring with
high effective process to achieve their suitable growth and make moves to work on the specific
consideration for employees engagement with promotional opportunities and new hiring process.
Three main example for link to MircroTech company are:

Labour market analysis: This is basically helpful for generating effective labour market
and make systematic process for identifying the various skill labour and their options in the
market. The need to expand the business and analyse the labour market in Micro Tech company
is helpful fro checking market and analyse the salaries behaviour for the growth and use a
common positions. This is helpful for generating effective workers and make process in the
employees interaction with the process to each others.
Skills gap analysis: Many of the small businesses need to expand their market in area,
which is helpful for others and make effective facilities and process to achieve facilities, finances
and planning puzzle for the effective growth and goals in the company (Kim and et.al., 2021).
The use of skill gap analysis in the MicroTech company is related to analyse the market and
make individual employees and achieve affordable changes in the market.
Elements of supply and demand: This factor is related to achieve factors and use to
provide effective growth in the market. It is analyse the major changes and work for supply and
demand of the market. All is needed to achieve effective growth and market analysis to work and
achieve appropriate success planning to analyse the systematic growth.
Considerations for retirement when planning resourcing
Retirement is the thing which is consider for the approach and make systematic growth in
the retirement process. It is helpful for analysing the systematic change and make a start-up for
reviewing their value and make financial consideration impact on the growth of the company.
This is helpful for generating effective changes in the retirement policies that are helpful for
effective growth in the planning process. The need of the company and their individual is helpful
for current economic climate and make a resourceful consideration to manage and achieve the
appropriate growth in the basic activities and management process. This is important for the
employers to work and make growth in basic activities, opportunities and reduce the staff for
declining turnover changes (Bolger, Egdell and Ritchie, 2021). All is helpful for discriminate
effectively to work indirectly to manage workforces. The need is to defend for the challenging
nature. All is this forces for managing time for utilising the behaviour and make systematic
changes. The company and their employees are related to work and make systematic changes for
productive order and growth in the younger and elder workers. All is related to work and make
effective growth in retire changes in consideration for planning resourcing. There are different

laws and variable which are helpful for analysing systematic changes and achieve the targets as
per the progressive platform in the management. This is helpful for generating effective team to
work and achieve systematic growth for job requirement and adopt the process for the growth of
employers. This is related to work and make systematic changes in the retirement process.
All of these are related to work and make contribution plan and achieve benefits for the
growth for employee succession changes. With the help of post employment strategies, the
company is helpful for generalising and adequate process for analysing funds and place an
effectual framework for the growth in investment risk. There are different benefits plan for the
measurement success to achieve benefits in the liability (Mason, Pearce and Cummins, 2021).
When it comes to the long term perspective the changes and their progress are helpful for
analysing the situation and use effective termination plan and make withdrawal concepts and
their benefits to achieve successive planning and growth. All of the above mentioned policies are
helpful for generating effective growth and progress to work and make systematic changes in the
micro-tech company and run the benefits thorough the effective planning management.
Succession Planning
Discuss succession planning and ways this can benefit the
organisation. Using a simple diagram, map out a succession
planning process and explain how it could operate fairly and
transparently within the organisation
Succession planning is the process which is helpful for suitable supply changes of
successors for current and future jobs material. This is helpful for generating effective changes to
optimise the nature and developed the growth for managing people and make suitable changes.
This is helpful for make a process to make a selecting nature to achieve the growth and make
higher profit to organisational capabilities for the growth. It will be helpful for generalising
competent growth and senior level roles for the successive changes in the company (Baporikar,
2021). There are different benefits that are explained below:

 Availability of capable individual: This is the process to increase availability of being
capable to make systematic changes. It is related to use capable individuals and make
management process for the growth and make increased environment in the strategic
changes. This process make benefits in the talent management resources and achieve the
basic growth in the succession and effective planning process.
 Risk of Losing experience leaders: This is helpful for getting benefits and make
workforce planning that is used to decline the risks and make loss for achieved
experience method and make leaders (Waley, 2021). With the help of succession
planning, is needed to work and diminishes the need for being external and qualified
candidates and achieve the particular position to work and make systematic changes.
 Use of financial resources: This benefits is helpful for analysing the systematic changes
and make financial data for analyse the behaviour and make senior management sources
in the personable changes and their growth in the leadership development.

The Micro-tech company used the different succession planning tools which, actually
help their management team to work and make systematic growth in the progressive changes in
succession and leadership planning application. Some of the methods are related to SAP,
Succession Wizards, Cornerstone OnDemad and Plum. This is further, related to Nine Box
Matrix Tool. As this is helpful for selecting major changes and make successive platform to
employee selection with potential and performances.
This method is helpful for operate fairly and make effective growth in the company to
achieve their beneficial sorceress. This matrix help the company to select their best employees
for the progress and operate fairly and achieve effective changes. It will be helpful for the
company for the growth of current progress and make future potentials to work and make
systematic changes in the development sector of the company (Drammeh and Taysir, 2021). HR
of the company is used different techniques and now the value of an employee by their potentials
and performance growth within the organisation. These succession planning is needed to be
operated fairly and transparently to work and manage the challenges for the growth in significant
challenges.

Different roles in Skill Development
Identify the roles of government, employers and trade unions in skills
development in line with the business needs of MicroTech
Systems
Role of government : Government is playing most essential role in in setting of the rules
and regulations which is to be followed in an organisation. Government of a country should have
to make sure about economic stability and growth and further providing goods and services to
the public. There can be skills shortage in some of the areas. By improving skills of employees
this will be resulting in increasing productivity of employees and this should be supported by
government as well (Srinivasan and Thangaraj, 2021). It is said that skills which are required in
employees should be generated from economic needs and which are to be dedicated by labour
market. Investigated the market, OCED challenges and building different HR practices in UK for
analysing systematic changes and growth in the UK skill development polices.
Role of employers : Employers are developing various activities for employee so that
they could develop skills in them and so that their productivity get enhanced. Employers
conducts various programmes like training and development sessions, performance management
system and employee engagement programmes which helps the employees in leaning something
new and gaining more knowledge about a particular field or task which they have to perform.
They are providing promotions to the employees so that they get motivated and skills
developmental are enhanced. They make employee more friendly with advanced technologies as
well.
Role of trade unions: Trade union are more effectively helpful in providing training and
learning to employees working in an organisation. Updation in skills are more important and
trade union are essential for them to enhance their productivity and competitiveness among
market. They are helpful for generating the source for UK development, to make different
characteristics for challenging and analysing the nature.
These are more useful for Microtech organisation in order to enhance their employees
skills development and employers should help employees in working effectively in business
environment (Mangiante and Peno, 2021). Role of these trade unions, government and

employers are most effective and they helps in enhancing their employees skills and
development.
Managing Under-Performance and Misconduct
Explain good practice in managing any serious under-performance
and misconduct of MicroTech Systems employees
Conduct: It is relating with person behaviour at workplace and not reaching to the
required standards.
Capabilities: It is when worker is unable to achieve their expected standards of their
performance because of lack of ability, skills or any type of training.
Being an employers it is most important to have consistent approach in a management of
capability at a working environment (Kotzian, 2021). These issues can be handle in formal and
informal ways.
Process of Underperformance :
 Recognisance of problem or issue
 Assessment of seriousness of problem
 Conducting meeting
 Developing an action plan
 Second meeting to review the performance
 Monitoring and controlling of actions
Process of misconduct
 Giving notice of meeting
 providing evidence
 Putting clear allegations
 Make sure employees will have right disciplinary actions
 Informing to take right decisions
Disciplinary process Initial understanding: In this conversation with employees are to be done and letter
should be reflect what was said.

 Investigation : Gather information and establishing facts according to situation and
looking for information serve as evidence. Conducting the disciplinary meeting: Initiating employees in disciplinary meetings. And
matter will discuss. Running thorough alligation and making notes as well. Deciding actions : Take action by seeing all evidences and notes(Zikanga and et.al.,
2021).
 Confirming outcomes : confirm the actions in writing from employees and level of
warning should be provided.
Downsizing and Redundancy
Should customer demand for some sites not be as expected, explain
how labour costs and headcount can be reduced
Labour cost if one of the cost of business. As it is between 10- 35% of their total revenue.
There can be various in which labour cost can be reduced. These are discussed below:
 Cut overtime : As this can be the most important method of reducing labour cost.
Because by cutting overtime of the employees, company can able to reduce their staff
cost (Eze, Uchenna and Chinedu-Eze, 2021). As if employees did not work overtime,
then they did not want extra money. So this helps the organisation in reducing their
labour cost.
 Hire part time employees : By hiring of part time employees will results in reducing
costs of labour. As they receive lower salary as compared to other full time salaried
people.
 Recruitment freezes : this is another method as if organisation freezes the recruitment
then this will automatically reduce their labour cost.
There can be best practises of redundancy in a business environment which includes legal
aspects. The Employment right act is covering in detail as this helps in following all the rules
without making any change (Valdes and vanDuinkerken, 2021). Then consultation should be
done among employees so that there could be more engagement among employees and further
communication is done effectively to have so that employees could not underperform.

Overview of the redundancy process
This is one of the most distressing event which can be experience by employees. It
requires fair treatment could be done by employers towards employees so that their productivity
and morale get increased. The redundancy and lase law is very complex and employers should
understand obligations which includes rights of employees and other procedures. According to
fact sheets,the redundancy process includes identification a pool for selection, identifying
volunteers, selection of redundancy, consultation of employees, appeals, suitable alternative and
payments of redundancy.
Conclusion
From the above analysis it is considered that is helpful for generating effective growth
and make changes in the potential challenges while working in planning growth. This is basically
helpful for analysing the position, and make effective planning method. While the use of
succession planning and their operational activities in the management of HR help the company
to grow and make systematic changes in the activities to work and make substantial growth.
Further the need of retirement and their beneficial changes to allow their planning, using
misconduct behaviour and choose possible outcome and downsizing the behaviour in an ethical
manner.

References
Books and Journals
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International Journal of Applied Management Sciences and Engineering (IJAMSE),
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ACTIVITY ASSESSMENT 3
Introduction
Employees turnover is the amount which is associated with employees cost which is
needed for enhancing their productivity ad identifying a best suitable candidates (Harbitz,
Stensland, and Gaski, 2021). In this particular report, it is focusing on a company MicroTech
Systems which also wants to invest in some of the resource to reduce employees turnover rate.
This also consist of various employee retention activities and strategies which could results in
gaining more profits and revenue of the organisation.
Explain key reasons why people choose to leave organisations and
the costs associated with dysfunctional employee turnover
Why employees leave
Employees turnover is having a negative impact on performance of organisation. As a
reason behind increasing of staff turnover, it is the main objectives which is to be finds of
leaving of employees. As mangers wants to recruit new candidates, make new retention
techniques and provide them more training and development opportunities to start their
functioning. Employees Turnover is more expensive. There can be various reasons through
which employees leave from organisation. These are discussed below :
 No growth opportunities: This is one of the biggest reason to which employee leave
from a organisation. As employee feels dead and low when they did not finds any of the
growth opportunities in their future (Irani-Williams, Tribble, and Hardgrave, 2021). This
growth can be in compensation or in status. So for making employees stay and reduction
in employees turnover, it is most important to provide growth and development
opportunities to the employees.
 Raises and promotion frozen: Raises and promotion are becoming frozen after the crisis
of covid 19 pandemic. As if mangers are lacking in providing promotion and recognition
to the employees then this could be resulting in increasing of employees turnover as
employee leave from organisation very effectively.
 Training and development is lacking: If managers are not providing effective and
timely training and development programmes then this could be resulting in leaving of

the employees from organisation. In context with Microtech system, if their managers are
not providing proper training and development session then this could be resulting in
leaving of employees and increasing in employees turnover.
 Poor management: This is the another reason why employees leave, as when their is a
poor management among business environment. Then this resulting in leaving of
employees.
 Biasses among employees: when employees sees biasses among employees working in a
single team, then this may be considering in leaving of employees and they did not feel
comfortable while sharing their issues as well.
Cost of employee turnover
Functional turnover : Functional turnover are the employees whoa re leaving from the
company are underperforms. This can be most common in large firm and accounting firms. As
ion these firms there turnover are always high and make retain talented employees and rest
others whoa re not performing good are left ( House Jr, 2021). This helps them in raising and
improving their employees and organisational performance in an organisation.
Dysfunctional turnover: This is the another turnover which is totally opposite of
functional turnover. As in this employees who are best, leaves from organisation. This could
happen because of some reason and not getting any of the opportunities in future as well. There
common cause is low potential to advance.
It is to be said that calculation of this type of employee turnover is difficult because
criteria of suing high and low performers are dependent on supervisors and managers. It is said
that 20% turnover rates are to be investigated. Then less than 105 employees turnover is
reasonable number. Direct turnover cost consist of leaving cost, replacing cost and transition
cost. On the other hand, indirect cost includes production loss and reduction in performance.
Direct cost includes recruitment cost, testing cost, training and orientation cost and Advertising
cost. Then on the other hand, indirect cost includes lost knowledge, cost which is associated with
trade, productivity when new employees comes in speed and cost of motivation before
employees leaves (Teng, Cheng, and Chen, 2021).

Identify and evaluate at least three approaches MicroTech Systems
could take to retain key talent
Retention Strategies
Employee retention strategy is the strategy which is being sued by organisation in order
to stay employees at a workplace. This helps them in reducing of employees turnover rate and
resulting in increasing employees performance. Some of the retention strategies which can be
used in Microtech are discussed below:
Retention
strategy
Evidence it works Advantages of the
method
Disadvantages of the
method
Offering
attractive
packages
This is one of the
finest retention
strategy which
could be used by
managers in order
to retain employees
for long time
(Johnson, 2021).
This helps in retain
employees and also
to motivate them in
most effective
manner. Managers
of Microtech can
provide this in a
form of
compensation,
incentives and
bonus etc. this will
motivate more
The major advantage of
this retention method is
that it will helps the
organisation in
retention of employees
and further reducing
their employees
turnover ration. By
offering attractive
packages will resulting
in encourage and
motivation of the
employees. This
develops their
productivity and feels
better at a workplace.
The major disadvantage
is that it could increase
the expenses of
organisation. And they
could have towards upon
their funds and financial
services. Microtech
should have to work
keep this in mind while
paying compensation and
attractive packages to the
employees (Baharmand,
Saeed, and Lauras,
2021).

employees and
resulting in
reducing their
employees turnover.
Providing
growth
opportunities
This is another
strategy used by
managers. As of
employees getting
high growth
opportunities then
they retain in an
organisation more.
This advantage is that if
employees are
providing better growth
opportunities in their
business environment
then they could retain in
an organisation for long
time. Then next is that
it will helps them in
raising their standards
in society and attracting
another candidates to
join this firm.
There can be
disadvantage of an
organisation is that, there
is no growth
opportunities then
employees leave from
organisation. If proper
growth opportunities and
development
opportunities could not
be given to the
employees then they will
not able to retain
employees for long time.
Being
transparent and
open
This helps
employees in
retaining and
development of
their working life
balance (Abdullah,
and Anwar, 2021).
As if
communication is
effective in
organisation then
this is resulting in
retention of
The major
advantageous is that if
there is a transparency
in an business
environment then
workers will not left
from the organisation.
Another is that
employees will feel
more motivated and
comfortable in saying
their problems. This
brings transparency and
If there is no
transparency in an
organisation, then
employees could not able
to perform their job role
effectively. This will
resulting in non
achievable of goals and
objectives. This can be
the biggest disadvantage
for organisation.
Microtech managers
should have to keep this

employees. employee will get a
chance of taking any
decisions and making
innovation as well.
in mind and provide
proper direction to
employees and involves
them in decision making
process (Puljić, 2021).
Conclusion
From the above it can be concluded that employee retention is most important. As every
organisation is more focusing on reducing employees turnover rate. This will be resulting in
reducing their cost related to employees and staff members. There is a discussion about cost of
dysfunctional employee turnover. If employees retention strategies are made appropriately then
this will helps managers in reducing employees turnover rates and development f the
organisational objectives as well.

References
Abdullah, N.N. and Anwar, G., 2021. Global Financial Outlook during the COVID-19
Pandemic: The role of effective leadership styles on Financial outlook. Available at
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Baharmand, H., Saeed, N., Comes, T. and Lauras, M., 2021. Developing a framework for
designing humanitarian blockchain projects. Computers in Industry, 131, p.103487.
Harbitz, M.B., Stensland, P.S. and Gaski, M., 2021. Rural general practice staff experiences of
patient safety incidents and low quality of care in Norway: an interview study. Family
Practice.
House Jr, S.S., 2021. A Qualitative Examination of Workplace Bullying (Doctoral dissertation,
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