Unit 19 project : Resources and Talent Planning

Resources and Talent Planning

Table of Contents
Introduction:.....................................................................................................................................4
TASK1.............................................................................................................................................4
P1 current labour market trends that influence talent management and
......................................................................................................................................................4
workforce planning......................................................................................................................4
P2 Explanation of different types of legal requirements an organisation must take into
......................................................................................................................................................5
account when workforce planning...............................................................................................5
M1Analyse the influences of labour market trends and legal requirements on the
......................................................................................................................................................6
workforce planning of a specific organisation.............................................................................6
TASK2.............................................................................................................................................7
P3 current labour market trends and legal requirements determine current
......................................................................................................................................................7
and anticipated skills requirements for a range of organisational examples...............................7
M2 Current and anticipated skills requirements in response to identified
labour market trends and legal requirements of an organization.................................................8
D1 analysis of the impact of labour market trends and skills requirements on
......................................................................................................................................................9
workforce planning and make appropriate recommendations for effective response to
......................................................................................................................................................9
supply and demand forecasts, succession planning and performance management....................9
CONCLUSION................................................................................................................................9
INTRODUCTION...........................................................................................................................9
TASK3.............................................................................................................................................9
P4 Job description and person specification
documents for effective recruitment and selection......................................................................9
P5 methods of recruitment and selection ....................................................................................2
M3 Evaluattion ofdifferent processes and methods of recruitment and selection for talent

......................................................................................................................................................3
resourcing.....................................................................................................................................3
D2 Valid judgements and recommendations on how appropriate documents
......................................................................................................................................................3
and processes can be improved for effective talent resourcing...................................................3
TASK 4 ...........................................................................................................................................3
P6 Stages in HR life cycle for specified HR context..................................................................3
P7 HR department strategy in context of HR life-cycle..............................................................5
M4 importance of the HR life-cycle ...........................................................................................5
D3 Stages of HR life-cycle to support strategic talent................................................................6
CONCLUSION................................................................................................................................6
REFRENCES...................................................................................................................................6

Introduction
Resource are essential part of an running organization success of an running entity
depends on how effectively they utilizes their resources in order to achieve their organizational
goals. To understand the concept of resource and use of talent planning technique Nestle has
been select. In this report labour trends are identified and their impact on organization has been
defined and importance of legal requirements within the organization has been defined. It also
considered impact of these two factors on organization.
TASK1
P1 current labour market trends that influence talent management and
workforce planning.
Labour force is essential human resource of any organization. At present time due to
changes of technology and environments labour requirement also changes following are the
trends which help in influencing talent management and workforce planning.
 Diversification policy: With the implementation of globalization policies organization
hire workers from various cities , country they belong from different religions. At present
time corporations accepted diversification policy. Nestle is multinational corporation and
provides various products for this they hire-skilled workers from different cities. This
will help in controlling issue of diversity. Hiring people from different places will help
organization to enhancing quality of products provided to their potential customers
(Acree-Hamann, 2016).
 Focus on labour choice: Before few years ago business entities only focus on their
products or customers preferences but now they can understand the worth of labours and
implement various policies which help in influencing labours. Nestle organization
conduct meetings to identify labours expectation. The company provides various benefits
and recommendation to their labour (Arthur, 2017).
 Technology revolution: with the changes in time due to new inventions labour uses new
technologies to manufacture products. Technologies help in saving effective time of
labours. Nestle provides effective equipment and machines to their labours so that they

can increase their performance skills. This will also help in maintaining coordination
among labour and their supervisor. Nestle manufacture coffee, food products, chocolates
and all products require effective machines so that they can done their work effectively .
Nestle provides machines which uses in quality check and easily process of
manufacturing products to their labour force.
Educated labour: With changes in times and adoption of globalization policies at present timer
labour are skilled and educated. It will help organization grow their market positions as their
cost of training is reduces. They got educated labour which reduces the chances of conflicts and
issues arising between labour and supervisor. Educated labour help in quartering talented and
skilled labour and it will help in workforce planning also.
P2 Explanation of different types of legal requirements an organisation must take into
account when workforce planning.
Workforce planning is a part of managerial planning in which mangers prepare plans to
align organization goals with individual goal. In other words workforce planning is a systematic
process of alignment of business entity goals with their workforce goal. In this process managers
after identifying requirements,needs and preferences of their workforce formulate those
strategies which help in achieving organization as well as individual goals. During the process
of workforce planning it is essentially required for business organization to follow rules and
regulation implemented by constitutions. Following are the legal requirements Nestle follow
while preparation of plans for their workforce(Cappelli and Keller,2017).
Federal regulation and laws: This will cover all legal rules and regulation from hiring
to termination of workforce of an organization. It is essential for an business organization while
preparing plan fr their workforce to follow all rules entitled in various at. It will included laws
regarding healthy, safety , compensation salary and their recruitment policies.
State Laws Business organizations must follow rules and regulations implemented by
government of the state where organization is situated. Manager should formulated polices
which company with government rules. Management department of Nestle formulated those
policies which are company with the state and cities where they established their manufacturing
units. Nestle in multinational company and its branches are established in world wide thus they

need to impermanent polices which follow rules of state government regarding tax, import duty,
etc (Ferreira, 2016).
International law: with effect of globalization policies business organization expend
their business in other countries. To started business in other countries they need to analysis all
Legal policy and act follow in foreign country only after that they establs3eg their branches and
trade in another country. It is essential for business organisations to identify laws imposed in
another country regarding trade, transaction of foreign money, taxes imposed on goods for
trading in their country.
Federal state and international laws and rules are essential to analysing before formulation of
workforce plan beside that organization also need to analysis these policies which will help in
better workforce planning:
 Manager need to hire only those individual which follow criteria of working requirement.
They does not hire children for their work. If an organization hire minor then they will be
liable to pay penalties (Hedayati Mehdiabadi, and Li, 2016).
 Business organization need to use only those material in manufacturing process which
not adversely impact environment.
 Managers needed to provides full safety ad security equipments to their labours if they
work at risky place which is adversely impact on their health.
 Managers needed to treat each employ equal within organization .
 Business organization need s to implement those policies which enhance team spirit
among workforce.
 Manager must gave workforce payment of their work regarding with minimum wages act
and provides incentive with satisfactory rate (Kamal, and Lukman, 2017).
 Manager implement policies regarding leave as per laws of employment .
 They need to implement those which follow ethical rules and constitutions; regulation.
Management department of Nestle imposed polices regarding their human resource after
considering and identifying laws and regulation effected on companies policies. They did not
broke any rules and law imposed in various act apply on their running organization related with
their workforce.

M1Analyse the influences of labour market trends and legal requirements on the
workforce planning of a specific organisation.
Nestle is one of the most trending business organization. Brand value of Nestle is high
then their rivalry due to providing best quality of products and services to their target market
customer. This trends of labour directly effect their workforce planning as management
department of Nestle formulate policies to achieve organization as well as their workforce goals
for this purpose they hire skilled labours and prepares policies which company with all legal
requirements.
TASK2
P3 current labour market trends and legal requirements determine current
and anticipated skills requirements for a range of organisational examples.
With the recent trends in labour market, business entities require to hire individuals who
are capable of doing work in changing environment. Following are the skills required in
workforce to organization to run their business efficiently:
 Organizational skills: Nestle organisation hire only those individuals at top level of
hierarchy structures, who have great leadership skills to handle he overall organization.
They recruit experience person who have skills of motivating and influencing people and
those ago have great knowledge related with legal requirements (Latukha, 2018).
 Intellectual skills: Manager of Nestle recruit employers on the basis of their intellectual
skills. They only selected those individuals who have great knowledge field and
marketing knowledge. It is essay for business entities to select only those individuality
with whom they can corporate. They have knowledge related worth rules and regulations
effected to the organization. Main reason of hiring skilled people is that works know
about all laws and it will help management department control conflicts between labours
and their supervisor.
 Decision making skills: With the effect of recent trends among labour managers
changes their polices of hiring individual now they believe in the concept of workforce

planning thus they hire only specific people who will help them in taking decision. Nestle
organization hire those individuals who have skills of taking decision during difficult
situations . People with decision making skills will provides help to organization to take
decision and formulates polices which help in comply legal policies also. As employers
have great knowledge of marketing environment and they gave suggestion and
recommendations to their manger regarding taking decision (Likhi, Sabita and Rao,
2018).
 Risk management skills: Management department hire those person who can handle
situation of risk easily. In today's dynamic word preferences are changes in seconds thus
they hire those workers who can easily adopt changing policies and work in typical
situations. Management department of Ne3stle recruit those workers who can easily
corporate with them and make cooperation with their team members. Because they really
need those employees with whom they can handle favourable and non favourable
situation in market place (Michailova, and Ott, 2019).
 Training and development skills: To comply with the recent trends running among
labour market and comply all the effective rules of legal polices organization need to hire
people at manger post who has excellent managerial skills who have great knowledge
regarding requirements and need of their workforce. Nestle recruit their HR mangers who
can start and formulate training programmes to enhancing skills of their workforce. They
need to hire persons who can conduct development activities and gas and other activities
which help in gaining knowledgable skills of their workforce. By which they can provide
knowledge to their workers regarding laws of their safety, security and health rights
(Morabito, 2015).
 Technical skills:It is most essential skills required by an entity to hire their workforce.
Nestle provides various products and service to their customers thus they need to hire
those person those person who have great knowledge regarding work. They recruit those
person who have knowledge related with food making, chocolate and other product
supply by the organization. Technical skills are necessary as business will only get
success f they satisfy their customers. Nestle is famous for providing best quality of
services to their customers. Thus they hire on;y skilled person it will help n reducing cost
of training of employers.

M2 Current and anticipated skills requirements in response to identified
labour market trends and legal requirements of an rganization.
From the above analysis it has been identified that due to changes of labours market
preferences and arsing of new trends managers of an organizational needs to formulate policies
regarding recruitment and others in a way which will help in achieving organization as well as
individual;ls goals. Business organization needs highly skilled workers who can work in any
condition wheatear it will be favourable and unfavourable for organization. Target market of
Nestle is very large and it require 6the team to follow all the laws imply on various
countries(Patidar, Gupta, Azbik, and Weech-Maldonado, 2016) .
D1 analysement of the impact of labour market trends and skills requirements on
workforce planning and make appropriate recommendations for effective response to
supply and demand forecasts, succession planning and performance management.
In order to maintain substantially level of competitive environment managers need to
prepare strategies in a way which help in getting individuals well as business entities goal.
Changes in labour trends will directly impact on workforce planning of an running organization.
Due to changes of perception of workers regarding diversification issue and adoption of new
technologies their performance skills are increase but manager of nestle formulated polices
which are favour in their workers an they formulated policies which provides benefits,
recommendation to their worker and company with all legal acts. Making polices in favour of
workers are necessary as this will enhance motivation between employers and they are
influencing to increase their performance to achieve organizational goal(Perrenoud, and
Sullivan, K.T., 2017).
CONCLUSION
From the above analysis it has been concluded that business organization needs efficient
workforce planning to run their business effective in competitive business environment . Human

resource are used as competitive advantage of business entities to utilized their skills and
efficiency properly business entities need to apply policies as per legal requirement.

INTRODUCTION
Business organization needs to select best human being for their business activities. For this
purpose they uses various methods and strategies to hire best people among all. In this part
importance of strategies use in selection of human beings and and various methods of hiring
people has been identified.
TASK3
P4 Job description and person specification
documents for effective recruitment and selection.
Job description is a statement which are used by companies to determines roles,
responsibilities, and expected qualification for specific post. It is most essential tool of
recruitment process as it will help in identity specific requirement managers need for hiring an
individual. Manager of Nestle uses job description when they need to recruit person. Job
description not only useful for organizations but it will also helpful to those person who are
looking for jobs in market area. This will help in identify responsibility and post of vacancy
offers by companies. In short it is a statement which describe all criteria of hiring individuls.
JOB DESCRIPTION OF HR MANAGER
Job Description
Position title : Human resource manager
Job summary: Develops and regulates policies and procedure related to human resource
activities, such as employment, labour relations, training and development of employees and
compensation policies.
Key Responsibilities
 Making plans and policies related to recruitment,selection and training and development
of employees.
 Alignment of human resource management strategies with business strategies.
 Build policies related to performance evaluation of employees.
 Making plans to engaged employees in those activities which helps in enhance their
performance and capabilities.
 Act as legal adviser of company related to insurance, and compensation policies and

 solve conflict issues between labours and employers (Phillips Evans, Tooley and
Shirey, 2018).
 Supervise all administrative activities of various department of the company.
Eligibility Criteria
 Masters degree in human resource management, with minimum 60% .
 Having 3 years working experience as an HR manager in corporate sector.
 Having excellent communication skills
 Can work independently, multitasking
 excellent knowledge of global corporate market.
 Having knowledge related to civil laws,labour laws,.
 Having deep knowledge related to taxation structure of India.
 Having excellent confidential skills (Rasmussen, and Ydesen, 2019)
 Having skills to manage conflict issues and build optimistic atmosphere within the
organization.
Personal specification: Personal specification is more systematic tools which defines attributes
required by individuals for specific post. It is just like job description but it is more specific then
compare to job description .It is only define qualification, skills and qualities required by
organization to selecting specific post. It will help management team to identify those individuals
who are sent application for similar post. It is most useful tool of HR strategies. In personal
specification statement information regarding personal attributes, languages, attitude, past
experience communications skilled required for the post , persons personal details are identified.
Support worker
Kind of person we are looking for job ( Personal specification)

Essential qualities
Attitude  Be honest
 Be will to do activities with us
 Dress appropriately
 Have common sense(Rayburn,
Grigsby, and Brubaker, 2016).
 Respect employers within organization
 Be optimistic
 Be confidential ,be sociable
Skills  Be an understanding person
 Be good at sorting out arguments
 Be well organized
 Have good team management skills
 Have excellent communication skills
 Have cooking skills
 Have the skills to support company to
work according to their choice
Experience 2 years experience of working in any food
industry.
Knowledge Have good knowledge regrading food
Extra qualities Have certificate of any food course.
P5 methods of recruitment and selection
It is that function of human resource management which is arise when firm have vacant
post and they have to fill those post with qualified person according to needs of job. It is hiring
of individuals who are interested in working with the organization fort monetary benefits and

fulfilment of their personal needs. There are number of recruitment methods which a firm can
use for recruiting talented people in there organisation some are stated below:
Direct advertising: It is the simplest and fastest method for recruiting new employees
in the organisation. It incudes advertising the job description and waiting for the response of
interested candidates. This helps organisation in finding talented people in large number and also
facilitate in cheap advertising. Nestle is a leading brand in today's environment and have huge
requirement of employees so it can use this as a way to recruit employees. (Sadri, Pirouz,
Sharifi, and Farhadi, 2015).
Talent pool databases: It this method firm recruit people form its existing data base
which it prepare by taking interviews from candidates who are willing to work for organisation
in previous times. This is good method for recruiting fresh talent in organisation as it aid Nestle
in identifying talent of candidates and also ensure there capacity for working different task . It
also aid firm in recruiting people at the time of urgent need.
Promotions and transfers: It is that method of hiring which involve internal transfer and
promotion. This is the cheapest and most trusted method in recruitment of employee. Jobs are
filled here by the way of transfer of existing employee. This method is also useful in increasing
motivation in working environment. Nestle use this function as there core strategy because it
help firm in retaining trained staff in organisation (Sparrow, 2018).
Employment exchanges: Employment exchanges are those organisational which help
firm in getting access candidates market for filling vacant job. These employment exchange
provides data to firm about the job seekers and firm will contact them to offer job in their
organisation. Nestle have its own employment exchanges which collect data of unemployed
person and provide it to its HR department which recruit people according to there qualification.
Employee referrals: It is the safest method of recruiting employees of organisation and
bring talented employees. In this method is used when firm needed well known employee and
don't want to change its culture and working environment. In this method firm use
recommendation of its employees for recruiting new employees.
Social media: Being active on social media services like Twitter allows you to ‘meet’
potential candidates in lots of ways: through shared connections, through shared discussion
topics, and because it’s easy for job seekers to contact you .A quarter of UK companies are

recruiting via professional networking sites like LinkedIn (Sparrow, Hird, M. and Cooper,
2015).
Nestle is leading global brand which have huge need of recruiting people so it have to use
perfect strategy to recruit people in its organisation . There are different methods which are
discussed above . Firm have to choose a method accordingly and can get the fresh talent in there
organisation
M3 Evaluation of different processes and methods of recruitment and selection for talent
resourcing.
Business organisation uses various methods for hiring individuals for their specific post.
They uses direct and indirect method of recruiting personal. Now mangers use social media for
hiring personal .Business organizationals uses newspaper to give notification regarding vacancy
available in their organization they gave proper formate in which they describe post , and
eligibility criteria and selection process of hiring employees. they also hire people within the
organization by transferring and promotional. Management department of nestle uses social
media and also other method as to hire people they also conduct campus placement and
newspaper advertisement.
D2 Valid judgements and recommendations on how appropriate documents
and processes can be improved for effective talent resourcing.
Human resources are most essential resources of an organization. success of an
organisation depends on effective utilization of human resource thus job document and personal
specification help managers to identify best overemployment others.
TASK 4
P6 Stages in HR life cycle for specified HR context
Every part of business have a life cycle an HR department is also associated with it. The
HR life-cycle is a set of stages form which employees have to pass and decision related to hem
will be taken by HR manager in each one stage. Each stage have different opportunity and

responsibility for employee as well as human resources department. There are seven stages in
HR life-cycle which nestle have to understand and are mentioned below:
Attraction: the first step in this talent hunt is attracting individuals towards firm. This
can be done through effective perks and coolers at work place. This will aid nestle in as branding
of employees will increase which will leads in making organisation special for work. It will also
help in making enterprise humanizing not crowd (Wu, Nurhadi, and Zahro, ,2016).
Recruitment: This stage states that hiring of good people in organisation will improve its
productivity and facilitate in smooth working without any conflict. Here Nestle needs to create a
strong staffing planing with understanding the need and qualification of the job which have to be
fulfil. Development of interviewing protocol is also done in this stage.
On boarding: It is the process of induction of new employee with organisation. This is
done for making organisation environment favourable to new employees. Nestle use this in there
firm for enabling new employees about its job , establishing relationship with co workers and
supervisor. HR department of organisation work here as guide to new employee by explaining
about company culture and policy as well as job of individual.
Enablement: This stage is associated with enabling new employees with organisation
mission, vision, culture and values. This is also a type of orientation of employee but at mass
level. Nestle HR department work here by providing information to new worker. It also aid them
maintaining healthy and safe working environment for there growth.
Development: In this stage there is key focus on employee development through
training and other method this function of HR department on nestle is important for employees
as it will facilitate them in their personal development and carrier growth. It also help in
determining the best best career options for future development.
Retention: This there sage which deals in regarding and reenergising the staff of
organisation with the help of different motivation tools. This will also help the firm in
appreciating there employees to work more and get benefit of what they are doing. Nestle use
different type of policy and methods to retain its talented employees . Some of theses are extra
pay , timely bonus, gift cards, etc. this works as maintain the interest of employees in
organisation.
Separation: It is the last stage in this cycle where this function end with retirement of
end of tenure of employees are any other reason for completion of job or quit job . Here Hr

department of nestle work as ensuring all the policy and procedures must be followed, taking the
exit interview if it is required by company police (Swailes, 2016).
HR department pays an important role in completion of human resources life cycle. This
cycle can have different impacts on Nestle as they have to follow it without any delay which
will aid firm in getting there human resources up to date with fuller utilization of there talent. It
will also aid firm in getting there resource updated timely in dynamic business environment.
P7 HR department strategy in context of HR life-cycle
HR strategy is a set of policy and procedures which are meant by firm for their human
resources which help firm in managing its operation and use of resources properly. This is the
function which is perform to articulate that what firm is willing to do with its human resource
and their policy and procedures. Some HR strategy are discussed below:
High-performance management with HR life cycle
These are those strategies which are formed with the aim of to increase performance
standards of employees or matching the performance standards of employees in firm . For
achievement of this human resources life cycle have it great importance as it facilitate firm in
deciding the time period and also help firm in dividing whole work in small parts.
High-commitment management
In this human resources strategies are formed with the key focus on managing
commitment in organisational environment, this can be achieved with the help of maintaining
trust environment in organisation. HR life cycle play an important role in these strategies as it
mage identify the scope of Implementation of this on structure of organisation. It also aid firm in
knowing the condition of resources for their better use.
Coordination between HR life-cycle and business strategies is important of effective use
of scare resources of organisation as well as management of workforce in firm. This will also
facilitate in establishing links in organisation.
M4 importance of the HR life-cycle
HR life cycle is important for talent management in organisation this is because it help
firm in dividing the work in septate stages, this divination facilitate specialization in work this
also facilitate firm in establishing coordination in different department . It also help in
identifying fresh talent as well as there management in organisation. There are various stages
which only deals in finding talented employees for organisation . These stages are development

and retention which help in managing talented employees and get strategic advantage (Xu, Wu,
Xing, and Huang, 2017).
D3 Stages of HR life-cycle to support strategic talent
HR life-cycle is structural formation which dividing the function of HR department in
different stages for specialization in its working. This also aid firm in managing talent in
organisation by its function. As its first stage deals with attraction of talented people who are
wiling to work with organisation and fulfil their goals and objectives . All stages like
development, enabling, on boarding have main focus is to manage talent in organisation and help
in boosting its performance with bringing qualifies persons or making them to do so.
CONCLUSION
From the above analysis it has been identified that business organization use difference
kind of techniques to select their potential employers. This will affect on entire decision making
criteria. Changes of labours preferences and involvement of legal requirement changes entire
structure of hiring workforce.
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