Resourcing and Talent Management

Running head: RESOURCING AND TALENT MANAGEMENT
Resourcing and Talent Management
Name of the Student
Name of the University
Author Note

1RESOURCING AND TALENT MANAGEMENT
Question 1
The UK is facing a so called ‘demographic time bomb’. Describe what is meant by this
term and analyse the implications of this for organisations, from a resourcing and talent
management perspective. Use appropriate theory to support your analysis.
‘Demographic Time Bomb’ is an economic term that is used for a country where
population has been filling faster than it has been ever before and this is what compels the
economists to declare the country as a ‘Demographic Time Bomb’. This is mostly defined as the
place or the country where the fertility rates have been failing at an alarming rate compared to
the exponentially increasing longevity rate causing reduction in the death rate. United Kingdom
has been facing the same trouble for some time and it has been reported that since 2006, the
births in United Kingdom has dropped down to an alarming rate of 2.5 per cent with decreasing
death rates; making the country vulnerable to the ‘Demographic Time Bomb’ (Buchan et al.
2018).
The country is thus susceptible to a lot of problems including the causing of implications
for the organizations from the perspective of resourcing and talent management problems. The
Chartered Institute of Personnel and Development or CIPD has been warning that due to the
demographic time bomb, the country of United Kingdom is predicted to be facing a lot of
problems in finding talent and there would be severe shortages in skills when it comes to the year
2035 (Greve 2016). The CIPD also points out that the country should implement changes in the
ways by which the workforce planning is approached to make sure that there are no stone
unturned to let the demographic time bomb affect the skill enforcement. As suggested by the
CIPD, this problem can be solved in the following theoretical ways and just needs to be
implemented practically in the workforce enforcement system of the country:

2RESOURCING AND TALENT MANAGEMENT
 Retaining and re-skilling the employees: Retention policies should be made
much more important since these problems can cause tremendous levels of
employee turnover. 84 per cent of the respondents have been so far making
changes to reduce the employee turnover and the ways by which career breaks
have been considered before, and this would ensure that workforce would further
become an increasingly important weapon for the battling of scarce resources
(Buchan et al. 2017).
 Introduction of new working systems: Main initiative should be centred on the
more part-time jobs and innovative departure must be included for flexible staff,
flexible hours, term-time contrast and sharing of jobs.
 Competing for young people: Young workers should be expected to be
continuing on relying heavily by the organizations for education liaison, job
experience, career packs, recruitment fairs and open days.
 Government schemes: Youth Training Schemes and ET should be introduced by
the government and even organizations can introduce their own version for the
Youth Training Schemes.
Question 2
“The organisational career is dead” Using relevant theory critically evaluate this statement
about whether there is a shift from organisational to individual career management. Who
should be responsible for management the careers of employees?
The world has been changing much more rapidly than it has been speculated to be and
much more rapidly than the previous generations. The business world has been in transformation
and has been evolving rapidly. This is the reason that the there has been problems in the industry