Resourcing and Talent Planning | Report

1/30/2020
RUNNING HEAD: RESOURCING AND TALENT PLANNING 0
Resourcing
and Talent
Planning
Student’s Details-

RESOURCING AND TALENT PLANNING 1
Introduction
Resourcing and talent planning are the broad aspect of managing and analysing the
employment trends, labour trends and human resource planning, retention and retirement. It
seeks to determine the factors which are relating to the human resource management and
incorporating them with the organizational performance. Further, it is an essential
management practice that aims to determine the workforce planning and the role of
government in meeting the future skills of employees and meeting the regulatory
requirements of the concerned country (Taylor, 2018). Here, the report is prepared on the
labour and employment trends in UK and the selected country Australia in order to determine
the tight and loose labour market trends that can affect the organization which is based in
both UK and Australia. Also, the report has summarized the role of government and trade
unions for meeting the future skills along with the principles of effective workforce planning.
Further, the role of effective successive planning is also being discussed through the advising
on the career development options and also role of HR in the specific job description and
ensuring good practice and meeting the legal compliances that can lead to good practice in
UK in comparison with Australia.
Comparing Labour Market Conditions
Labour market trends are important for the determination of the economic development and
also identifying the unemployment rates which are the basic metrics of labour markets.
Moreover, the tight and loose market trends demonstrate the requirement of the labour and
the recruitments made into the organization. In UK, the employment rate is 76.1% in 2019
and is higher than the condition in 2018 which is 75.3% and it has made the market
conditions tighter and creates a problem for job seekers due to filled up vacancies (ONS,
2019).

RESOURCING AND TALENT PLANNING 2
(ONS, 2019)
On comparing it with the condition of Australia, it can be said that the country’s
unemployment rate is steady as 5% by the research made by Australian Bureau of Statistics
in December 2018. This has made the market conditions loose as it rose up the vacancies
1.7% (Apply Direct, 2019). Further, these fluctuations in the labour market create
inequalities in the wage levels and gender gaps. There are public and private sector
differences in the wages rates and have differential positive earnings in UK. The lower
skilled workers are preferred in public sector and the wage rates is low. Besides, the low paid
workers have advantage in public sector and the high paid workers having higher wage and
have a positive impact on the earnings (Office for National Statistics, 2018). Besides the
wage differences in the public and private sectors in Australia can be the seen from the fact
that the public sector can earn 5.1% more than the private sector (Mahuteau, et al., 2017).
Moreover, there are differences in the employment contracts of Australia and UK. In UK,
there is full-time employment which is given with the annual salary. Further, there is part-
time employment contract which specifically provides the pay for the contracted hours. In
UK there is also fixed term or temporary employment contract which is created for the
certain amounts of months (Twin, 2018). Zero contract hours is the contract that works on
the basis of the will of the employer. Further, freelancer contracts are being made on the

RESOURCING AND TALENT PLANNING 3
specific start and end date. Besides, the employment contracts in Australia are of two types
which specifically includes the open-ended and fixed term which specifically depend upon
term of the contract (Wy Wage, 2020). Further, it includes the individual and collective
bargaining of the contract.
Role of Government, employers and Trade Unions in
Meeting the Future Skills
There is role of government in making the population more advanced and skilled. In UK,
there are policies for improving the skills and competencies and ensure the learning of the
people that fulfil the skill requirements in the labour market and industry being concerned.
For example, the government of UK has made significant changes in the apprenticeship
funding through the apprenticeship levy and apprenticeship service for not only funding but
also managing the apprenticeship provider (Education & Skills Funding Agency , 2019).
Further, in Australia Government Department of Education and Training is designed for
meeting the skills and competencies of the people and creating the job scenarios for the
employability (AISC, 2020).
Moreover, the professional standards in terms of trailblazers are the changes int the
apprenticeships standards for one or more job roles shaping the career frameworks and job
descriptions. This has subsequently enabled the workforce to get the skills that meet the
needs of the business and industry. Apart from this, there is huge role of Union Learning
Representative in meeting the future skills through the facilitation of the training and
development opportunities by working with the colleagues, line managers and human
resource departments (Birkbeck University of London, 2020). Specifically, this works for
the development of skills of employees by not only working with them but also participating
with the training and relevant issues for addressed by the trade unions. Their support and
guidance on the arrangement and facilitation of training that enhances the learning within the
workplace and ensure that the future skills are met.
Principles of Effective Workforce Planning
The effective workforce planning involves the alignment of the requirements of the
organization with the future goals of the organization. The principles of effective planning of
the workforce enables in developing, acquiring and retaining the correct talent within the
organization. It involves the principle of developing of strategy that can align the human