Resourcing and Talent Planning

Running head: RESOURCING AND TALENT PLANNING
RESOURCING AND TALENT PLANNING
Name of the Student
Name of the University
Author Note

1RESOURCING AND TALENT PLANNING
Response to question 1: Labour market trends
Labour market trends in UK:
 The rate of unemployment and the number of working population increased with the
number in the year 2018, the unemployment rate reflected an estimate of 76.1 percent,
higher as compared to the previous year.
 The economically inactive group in UK decrease, it was estimated as 20.7 percent,
lesser than the year 2017.
 As of 2018, 32.48 million labour force were in working category with 396,000
working population more than 2017.
 An estimated amount of 75.7 percent working population of aged under 16 to 64 were
found in 2018, which is higher than the year of 2017.
 Unemployment rate of UK in the year 2018 was found lower in comparison with the
previous year, from 4.3 percent to 4.1 percent.
 The average weekly income of the employees in the Great Britain in terms of nominal
range, which is not adjusted in regards with price inflation, reflected a growth by 3.3
percent by including and excluding bonuses in comparison to 2017 (López-Andreu
and Rubery 2018).
The overall employment rate increased to 76.1 percent record:

2RESOURCING AND TALENT PLANNING
Fig. Employment rates (16-64) years from 1971 March-2019 Jan
(Source: Jenkins 2017)
Fig. Table depicting summarized form of labour market of UK for the month of October 2018
(Source: Jenkins 2017)

3RESOURCING AND TALENT PLANNING
Labour demand-
The net employment rate in the quarter’s record and/or the gap between the
proportions of the employers has reflected a rise by 22 points as compared to the last quarter
of 2018. The data reflects higher unit of employment confidence. The lack of skilled labours
were identified with the difficulty in filling existent vacancies by the employees, 61 percent
of the organizations framed the value of complexities. The activities of retention and
recruitment demonstrated challenges for the employers. Around 33 percent of the employers
of UK depicted the challenge of retaining existent staff members. 41 percent of the employers
were found experiencing challenges in recruiting skilled labour force. The trend increasing
the skills of existent employees. These trends were observed in the 43 percent of the
employers. Around 29 percent of the employers adopted the strategy of increasing wages in
United Kingdom. Another strategy of recruiting trainees for increasing the labour force was
observed, a total of 23 percent of the employers were observed adopting this strategy
(Khoudja and Platt 2018).
The basic pay rate in the 12 months of 2018 and the expectation up to the year of
2020 (March) is projected to be 2 percent, reflects a consistent report as compared to the
previous trends of the employers. In United Kingdom, the expected increase in the basic pay
for private sector organizations reflected a fall from 2.5 percent to 2 percent. In the public
sector organization, the expectations for the basic pay reflected a rise up to 1.5 percent from 1
percent. However, the statistics figure from ONS report reflected a different scenario, the
country have experienced an increase in the earnings of the workforce (excluding the bonus)
by around 3.4 percent. The trend of increasing the initial salary in the process of recruitment
for addressing the challenge of retention and recruitment in United Kingdom. The consumer
price in relation to the inflation decreased by 2 percent of the target rate of the year 2019.
Due to the ‘increasing wage rate’ strategy, the consumer spending rate increase in the year
2018. However, the increasing rate of wages doesn’t reflected in the rate of production or