Resource and Talent Planning

This study material provides insights into resource and talent planning. It covers topics such as current market trend analysis, legal requirements, and skills influencing workforce planning. It also discusses job analysis, job description, and job design. Suitable for HR professionals and students.

Resource and
Talent Planning

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
P1 Determining current market trend analysis affecting talent management & workforce
planning .................................................................................................................................3
P2 types of legal requirements during workforce planning in context of given organisation5
P3 Analysis of current & anticipated skills influencing both labour market trends and legal
requirements...........................................................................................................................7
Current Requirement of skilful talent.....................................................................................8
Forecasting future requirement of staff..................................................................................8
TASK 3 ...........................................................................................................................................9
P4 Provide suitable job description and employee specification written material required for
identification and selection of qualified employee.................................................................9
P5 Application of various approaches to selection and recruitment for talent acquisition and
organisation..........................................................................................................................12
TASK 4..........................................................................................................................................13
P6 Evaluation of HR life-cycle in relation to specific HR circumstance.............................13
P7 Evaluation of HR life-cycle in relation to overall HR plans and policies......................14
CONCLUSION.............................................................................................................................15
REFRENCES ................................................................................................................................16
Books and Journals...............................................................................................................16

INTRODUCTION
Good coordination within organisation's operations is important to establish a strong
relationship between hiring teams & business known as talent and resource planning. The
process of recruiting resourceful employees in an enterprise requires ascertainment of various
factors that includes excellent networking , appropriate channel of selecting people for right job
profile, relevant business resource forecasting etc. The research report below discusses about one
of largest energy supplier company in UK known as Centrica group . The evaluation focuses on
various training and resource allocation methods utilized by the home service provider company
founded in 1997. British gas is a recognizable brand of this multinational group of around eight
energy related businesses spread all over UK & Europe. The businesses provide services to
consumers consisting of electricity supply, gas supply, gas storage facility, drain or pipe work
maintenance. The report mainly is conducted to do proper workforce planning by studying
present labour trends in existing marketplace. Furthermore various demonstrations of selection
by recruitment teams are observed with application of strategies adopted during stages of HR life
cycle.
MAIN BODY
P1 Determining current market trend analysis affecting talent management & workforce
planning
Dynamic changes taking place in the external business environment comes with a need of
effective labour resources adapting towards business working. Optimum utilisation of
organisational sources depends on efficient formulated plans & policies followed by human
resources at workplace. Converting raw material into useful resources as finished products is the
responsibility of human resource in chosen entity. In context with nationwide Centrica Group,
their British gas business is recognizable in terms of goodwill & good reputation in international
market businesses. Talent recruitment in chosen corporation runs on identification of two type of
demands that are contract & assistance customers. Agreement done on contract for providing
time based energy services by chosen firm are called contract demands of consumers. Many
people may not sign an agreement but rather require assistance form company on various issues
or energy related problems therefore come in category of assistance seekers. Growing demand
for above mentioned services because of good brand reputation have created a need for more

employees reuniting at workplace for better efficiency & productivity of given organisation.
Apart from the significant factors, workforce planning structure is build on basis of other
technical & engineering skill factors too for constant changes carried out in varied business
activities of chosen company (Taylor, 2018) . Profitability of every business during this
situation of pandemic has widely affected respective Centrica group as well following new
policies formed by UK Government. Human resource department of British Gas business has
formulated flexible policies for workforce planning and limited resource wastage ensuring
smooth functioning of chosen company operations. Managing talented staff therefore has
become easy in motivating them and adapting to working environment of business in no time.
Ageing population- In UK there are 9.4 million people over age of 50 in employment
that is equal to above 30% of employees. Major proportion of people from them will leave
working permanently so it will limit the talent pool. Younger people will enter to labour market
and replace existing workers. There is a difference across the industries as some will urgently
understand that they will have to replace their big proportion of workforce due to retirement and
others will have to understand that earlier the jobs done by young workers can be done in future
by middle aged as well as older workers.
Employment vs unemployment- As UK is highly globalised country so employment
market is very competitive and a lot of job opportunities are available there. For British Gas it is
beneficial as it will have so many options to hire good talent as UK is a popular country for
international graduates also to start their careers.
Unemployment rate in UK is comparatively low because of higher studies provided to the
students there. If there is high unemployment rate then it will impact workforce as they will not
be efficient and not capable of learning new skills.
The factor of rising globalisation also allowed Centrica group of company expand their
businesses internationally keeping into consideration increase of competition globally. The
parent company of British Gas aims at retaining its customers by fulfilling their needs (Crane
and Hartwell, 2019)with regard to affordable prices of quality goods and services having good
returns. For meeting demand of customer base domestically, British Gas also has been retaining
people with best engineering skills to bring out innovation & creativity into business and
customer satisfaction. Ensuring a technical friendly environment help HR department current
trends in market & good workforce talent management.

P2 Types of legal requirements during workforce planning in context of given organisation
The discipline of building a work planning structure should be ethical and according to
organisation legal requirements. HR planning process hereby aims at aligning organisational
policies with right people appropriate for specific job roles ensuring minimum wastage of
resources during business operations. Ethical standards can be maintained by staff members of
Centrica group by motivating individuals to complete organisational goals as per the procedures
set by human resource department.
In context of British Gas corporation, there are a whole lot of employees working at
workplace who needs to be trained properly as per legal requirement of business Training such
large numbers at same time requires investment of many resources such as machinery,land,
technology and appropriate equipments for educating the human resources at workplace.
Optimum use of resources for good business planning in relevance to chosen firm has many type
of legal requirements to fulfil discussed below-
Labour Legislation: British Gas which is owned by Centrica company group has
announced in their recent companies general meeting that, company will be changing its terms
and conditions of employment for its respective employees. For dealing with its dynamic and
trending business market, company will aim at simplifying and modernising its employment
policies in order to promote productivity in the organisation. As posted by Dean on 23 Jul. 2020,
by conducting analysis, various terms and policies of the workforce was outdated and was in
need for serious modification to ensure effective working of an organisation for long period of
time.
Data Protection Act, 2018: This act controls how private data of employees is used by
business organisations . Business organisations which utilise personnel data of costumers need to
follow data protection principles provided under this act. Fair, lawful and transparent usage of
data with specified and explicit purposes are some of the principles of this act.
In context of British gas, this legislation effects workforce planning of the company.
British gas utilises digital technology to track progress of their employees, this involves
accessing personnel data of employees. The company has to ensure that personal data of their
employees is obtained after gaining their consent and used according to data protection
principles provided in this act. Employee monitoring is a significant part of the workforce
planning strategy at British gas as it helps the company ensure that capabilities of every

employee are improving. British gas has to modify employee monitoring practices, according to
data protection principles of this act.
Equality Act, 2010: This act safeguards employees from workplace discrimination. The
protected characteristics under this act are age, disability, gender reassignment, marriage
pregnancy, race, religion and sex. Bushiness organisations need to eliminate discriminatory
practices and ensure that every employee is treated equally after implementation of this act.
This act affects workforce planning at British gas. The respective organisation has to
ensure that their employees are treated equally and they do not face discrimination during any
part of their employment in the company. British gas has to ensure that every element part of
their workforce planning strategy promotes equality and eliminate elements which discriminate
between employees.
Performance management: Individuals having good engineering knowledge , corporate
exposure and professional experience are suited best of recruitment in British Gas company. It
help them save time and cost of training for employees (Collings, Mellahi and Cascio, 2017).
Therefore with the help of development campaigns adopted Centrica group for training current
employees, managers and leaders of the business firm keeps regular check on performances of
various employees working in an organisation. It helps company to avoid wastage of valuable
resources of the business firm and accomplish desired goals and objectives within provided time
framework of the firm.
Training and development: Fresh talent is also crucial to an organisation but requires
quality training of business operations functioned in chosen firm. Explaining subordinates their
job roles and responsibilities help current employees adapt to new technological innovations and
new ones complete their work tasks on time. With relation to chosen firm i.e. British Gas has
been successful in expanding its workforce of 5000 employee staff through training students
with an engineering background assigning them with right job description of their fields. In
relation to chosen firm, managers and leaders of the business firm provides effective training
programs to new staffs and conducts various development programmes to boost performance of
existing employee of an organisation.
Talent management:The process of managing workforce requires proper structure
constructed by systematic procedure of HR planning. In context of given organisation, satisfying
job requirements requires proper calculation of no of employees working on specific projects

with their simultaneous development (Sparkman, 2018). Various researches are conducted by
British Gas group leaders to now current demands & customer trends in market industry with
respect to goods and services. Therefore proper assessment of how many engineers are required
to achieve company goals are counted while recruitment processes formally. With regards to
chosen company, its management aims at retaining their precious talented staffs by providing
them with better working conditions and by fulfilling their possible desirable needs. It
contributes towards cost saving techniques of a business firm, as by retaining up of old
employees, it saves training cost, which is provided to new employees of the company.
In context to chosen organisation i.e. British Gas, as the company has a good market
presence around various countries of the world, its managers and leaders have to operate their
respective operational activities of the business firm keeping in mind various external factors. It
includes changing demand of customers and respective market trends in given market place.
Matthew Bateman, managing director of British Gas, conducts regular research on firm's external
environment and brings in necessary changes in policies of company to ensure better working of
the workforce in long term.
P3 Analysis of current & anticipated skills influencing both labour market trends and legal
requirements
The primary legal requirements & functions to regulate company processes has been
aiming at more output from minimum resources formulae. These legal aspects give a rough idea
about the new challenges and opportunities upcoming for chosen business organisation. Centrica
group in consideration with British Gas lays emphasis on introduction of advanced technologies
to approach the business goals & objectives in an efficient manner. Chosen firm have been
practising different policies & plans to cope up with the digital world (Landau and Rohmert,
2017). Digitisation challenges now-a-days are faced in the form of new threats & government
fluctuating regulations that may lead business operations of chosen form difficult to function
dynamically.
Job Analysis
A job analysis tells about roles and responsibilities of a job profile in a respective
company. It includes development of effective training and development programmes and
defines clear vision towards attainment of respective company goals and objectives. In context to
British Gas, various managers and leaders of the business firm provides with effective job

analysis of the company, every individual working in a company is provided with an overview of
various job being offered in the company.
Methods of Job analysis and collection of data and information
An individual is provided with adequate and proper training structures for effective
conduction of recruitment process in a business firm. With light to the fact that recruitment and
selection process of an organisation involves huge investment of financial resources of business
firm. Therefore, such operational activities of the workforce should be conducted with proper
planning to ensure optimum utilisation of given resources of the firm. Chosen firm follows
following methods for conducting recruitment activities of the firm effectively;
 Interview
 Questionnaire
 Checklist
 Technical Conference Method
 Diary Method
Job description
A job description of a company, states respective job requirements and skills to be
possessed by an individual who is interested in particular job profile. In regards to chosen
organisation, as the workforce is ranked in top list of companies which deals in supplying of gas
as its main operational activity. Management of the company hires professionals with good
communication skills and effective decision making as important requirement for their job
profiles.
Job Design
It is one of the core function of HR management, that promotes positive behaviour and
boosts moral of employees working in an organisation. Its main aim is to avoid duplication of
efforts and establish proper coordination in respective organisation. It considers the following;
Job responsibility: It refers to the accountability of an employee towards its respective
job profile in a company.
Job variety: In this dimension of job design, this section covers variety of tasks
performed in a described job profile by an employee working in an organisation.

Job enrichment: It is a well known method of job design. It is also known as job
enlargement, which signifies adding attribute to present job task which helps in adding skills and
pushes various employees to work out of their respective comfort zones.
Job specification
A job specification of a company tell about minimum qualification that is required for a
specific job profile. Usually job specifications follows job description which explains about
various job tasks to be performed by an individual in the company. In context to chosen
company, employees with professional level of qualification are been hired.
Person specification
Person specification refers to description of key skills and qualification of an individual
applying for a desired job profile in a company. An effective person specification is identified by
clear mention of individual's qualifications and skills as per need of particular organisation.
Importance of Job analysis for creating appropriate job descriptions and job specifications
 Job analysis helps in effective conduction of recruitment process of the business firm, it
hires right man for the right job.
 It helps in determining the extend of training and scope of improvement required to bring
in better productivity in the organisation.
 It helps in better evaluation of job profile
 Avoids overlapping of efforts in an organisation.
Forecasting future requirement of staff
Anticipating the dynamic eternal business environment help managers of HR department
know what labour skills they require for future operation of chosen organisation. Strategies are
formulated to do recruitment & selection of skilful talent. Also establishing good communication
between employees and trainers help existing staff members know how to converts firm's new
resources into quality finished product or output. Manager of British Gas also have been
conducting anticipatory preprogrammes to forecast the growth of UK market & domestic
engineer services in future. The resources needed for forecasting future demand of talent
selection includes:
Digitisation & technology: There are some basic technical skills required by chosen
company to carry of business operations (Waters, Mironova, and Stobinski, 2017). In context of
British Gas, advance technologies regarding gas storage and transportation to required customers

are digitized through various online sites. The digitisation therefore, help company save cost and
time of every individual working with respective corporation.
Innovation: Since customers from domestic country demand for a very high quality of
gas service within energy market industry, It leads the company to do recruitment & selection
on the basis of such requirement having a competitive edge over other companies. In context of
chosen enterpriser, British gas has one of the most skilful engineers with good expertise in
influencing its customer perceptions & wants.
Performance management VS Talent Management
Basis Talent Management Performance Management
Meaning Talent management focuses on
various activities such as
recruitment of employees,
training and providing timely
appraisals ensuring boosted
moral of employees towards
completion of organisational
goals.
Performance management lays
more focus on improving
productivity of various
employees. It helps in
establishing quality relations
with employees in their
respective employment cycle
by monitoring their
performance , appraisals and
feedbacks.
Objectives Its objective is based on 4
pillars of development which
are talent sourcing and
training, promoting and
retaining talented employees.
Its objectives are based on
career development, feedback
management as well as goal
management of an employee.

TASK 3
P4 Provide suitable job description and employee specification written material required for
identification and selection of qualified employee
Job description outlines main attributes of any vacant position such as role, main
obligations, range of responsibilities and terms of employment related to any vacancy available
in the company through the procedure of job analysis. Employee specifications is a written
documentation which provides information about abilities, work experience, educational,
personnel, mental and physical requirements that should be present in each applicant (Sostrin,
2017) . These documents highlight the roles and working situations of the job and help the
enterprise evaluate skills of each applicant for selection of suitable candidate.
JOB DESCRIPTION
JOB DESCRIPTION
Organisation: British gas
Job Title: Gas Engineer
Division: Engineering department
Job Summary: Placing and fixing of domestic warming and gas equipment for clients from
various cultural backgrounds. Understanding issues faced by consumers with detailed analysis
of products such as boilers, cookers, warming systems or fire caused by gas leakage.
Obligation and responsibilities:
 Fitting and upkeep of central warming and gas appliances
 Delivering effective customer service
 Understanding the demands and needs of consumers
Educational requirements and abilities:
 First-class knowledge of mathematics and science
 Four GCSEs from A to C grades in subjects including maths and English with science
and technology
 Time management skills

JOB DESCRIPTION
Organisation: British gas
Job Title: Technical software engineer
Division: IT department
Job Summary: Fulfilling the identified problems and producing effective solutions for
department. To implement strategies and tactics to achieve higher output and ensure the smooth
functioning of every department of organisation.
Obligation and responsibilities:
 Accessing to root cause of problems & providing reliable solutions.
 Delivering of effective strategies and working systems & functions
 Meeting up with clients needs on deadline
Educational requirements and abilities:
 B. Tech from A to C grade college with specialisation in maths and physics.
 Technical knowledge and time management skills.
 Should be well aware about new tools and technologies.
JOB SPECIFICATION:
JOB SPECIFICATION
Job title: Gas Engineer
Department: Engineering department
Attributes Essentials Desirables
Core competencies  Communication skills with ability
to interact with consumers from
various cultural backgrounds
 Ability to handle heating
machinery
 Ability to complete
various jobs within a
specific time period
Experience  Experience in handling consumers
and knowledge about working

with gas equipments
Knowledge  Basic knowledge of computers
and digital technology with
qualifications in maths and science
 Good knowledge related
to consumer service and
social skills
JOB SPECIFICATION
Job title: Technical software engineer
Department: Engineering department
Attributes Essentials Desirables
Core competencies  Vocational skills with technical
expertise in required languages of
software.
 Ability to handle software
technicalities.
 Completion of online
software tasks on time.
Experience  Experience in programming
languages such as c++, Java etc.
Knowledge  Basic knowledge programming,
coding, technical terminology
related to software.
 Good knowledge of
software handling &
programming functions.
Interview Questions
After written tests, various selected candidates are been filtered by the process of
conducting personal interview. For this there is a need to prepare interview questions which
helps in making detailed analyses of skills and performances of candidates for posting them at
right job profile.
1) Tell us something which is not mentioned in your CV?
2) What are your strengths?

3) What are your weaknesses?
4) Why do you want to work for British Gas?
5) Have you any experience for dealing with customers?
Offer Letter
This is the last step for hiring process of candidates who are shortlisted in interview
process. It refers to formal invitation to selected candidates for working in the company.
Job Offer Letter
Mr./Ms
Address
City, State Pin code
Dear Mr./Ms.
We are glad to inform you that you have been shortlisted for the position of “Technical
Software Engineer”. You will get monthly stipend of 40,000 cents. You are requested to join, as
per your joining date on 20 Feb., 2021. working hours will be form morning 10:00 AM- 7:00
PM.
HR Department
British Gas
Signature_____________________
Date______________
P5 Application of various approaches to selection and recruitment for talent acquisition and
organisation
The procedure of recruitment and assortment focuses on acquisition of employees which
met the requirements of the job and are highly focused. This is a major component of the
recruitment procedure as this results in construction of highly talented and efficient workforce
which helps business enterprise to gain competitive advantage. This involves construction of
various plans and policies which helps company in identification of talented individuals and

attract them for respective job profile of the company(Mone, London and Mone, 2018). Various
approaches to selection and recruitment for talent acquisition and organisation are provided
below:
 Personnel Interviews: This process involves usage of unstructured in person interview
with various candidates including questions related to the roles of the job to identify their
abilities in real time. This is helpful in resourcing talented candidates as their abilities are
displayed during the interview process and the employers can effectively analyse their
suitability for the job (Picardi, 2019)In the context of the British gas, this procedure is
helpful in identification of individuals with excellent communication skills and talent for
delivering effective consumer service. As per job description of British Gas, the company
is offering Gas Engineer and Technical Software Engineer. This process ensures right
person at right job profile, as in the course real skills and knowledge is been extracted
from various candidates.
 Aptitude tests: These types of tests are helpful in gaining knowledge about skill level
and learning potential of the employees and involve completing tests related the abilities
required for the job. These types of tests are designed in a way which allows the
individual to use their skills in a way which is demanded by the job and gives them
insight about the challenges in the field (Van Esch, Black and Ferolie, 2019) . Such tests
need to be designed with specific parameters which tell the employers about the level of
each candidate and for comparison of their abilities to hire the most talented employee
out of the group. In relation to the respective company this procedure is helpful in
determining the expertise and educational competencies of applicants which is useful for
hiring talented employees. This test ensures ability of an individual to perform specific
job task and its scope of improvements. As post of Technical Software Engineer carries
set of professional skills and knowledge it becomes important for recruiter to conduct this
test for assuring better productivity in operations.
 Hiring for diversity: This recruitment procedure focuses on hiring individuals from
diverse cultural, religious and ethnic backgrounds in order to increase cultural and gender
diversity in the workplace. This involves advertising vacancies in various languages and
platforms to communicate with minorities. As British gas conducts operations
internationally and engages with consumers from various cultural backgrounds, this

practice is useful in diversification of talent in the workforce to manage all segments of
the consumer base (Banks and et. al., 2019). As concerned company is hiring for its IT
department, this sub head of recruitment and selection process proves to be of great help
to increase productivity in an organisation. By hiring various cultural groups, it helps
management in adopting various innovate approaches for performing various tasks in an
organisation.
TASK 4
P6 Evaluation of HR life-cycle in relation to specific HR circumstance
HR life-cycle focuses on building and maintaining talented workforce which helps the
company reach their organisational objectives (Harpelund, 2019).
Scenario: British gas aims to create a diversified workforce which means seeking new
recruits from a wide range of background. The organisation has implemented diversity and
inclusion strategy in order to create a skilled workforce which is filled with employees from
diverse backgrounds. Various phases of the HR life-cycle in context of diversification strategy
of British gas are provided below:
Attracting talented employees: This phase of the HR life-cycle is concerned with
attracting talented individuals which posses all the qualifications required for the job. This
involves advertisements of all the benefits of working with the company along with required job
specifications on at platforms which help the company engage with talented group of candidate
and communicate their needs of employment in a way which inspires them to apply for the
vacancy. In context of British gas this phase involves posting advertisements on various digital
and offline portals with emphasis on reaching talented candidates from minority communities
and connecting with apprentices at school level (Davila and Pina-Ramirez, 2018) .
British gas advertises vacancies in special channels such as passion TV which is aimed at Black
community and The Muslim Weekly which is read by Muslim minority of Britain. This helps the
company attract competent candidates from various religious and ethnic backgrounds to create a
diversified workforce.
Hiring: This phase of the HR life-cycle involves development of various strategies and
plans for analysing the capabilities of each candidate and preparation of suitable benefits and

rewards to secure the presence of deserving and competent applicants in the organisation. In
relation to the respective organisation, this process consists of three rounds with an interview,
questionnaire and activity to check their skills with sensitive equipment used in the company.
The face to face interview are helpful in determining the level of people skills needed for the job
and helps the company hire competent employees at the company.
British gas conducts in person interviews with candidates with a diverse hiring team
durring interview round of so that applicants from minority community do not face
discrimination and capabilities of every employee are judged fairly. This helps the company
recruit skilled employees from different cultural backgrounds.
Integrating employees : This phase is concerned with effective integration of new
employees within the workforce and requires giving them appropriate direction and guidance to
integrate them in the enterprise. In context of the respective company, this phase involves
ensuring that new recruits understand workplace guidelines related to safety, health, leaves,
rewards and core beliefs of the company with emphasis on their role as part of the organisation
(Narayanan, Rajithakumar and Menon, 2019) . This type of procedure to integrate employees
within the workforce improves retention rates and employee satisfaction.
British gas conducts on-boarding programmes which include introducing new recruits to
the anti discrimination policy of the company and helping them understand grievance procedure
so that they can communicate with concerned authorities if they face any kind of discrimination.
This helps the company create workplace which promotes equality and attain their aim of
building diverse workforce.
Development: This phase is associated with overall development of each employee to
help them move further in their career by helping them improve their performance, and quality of
work with appropriate techniques and initiating training programmes with purpose of enhancing
knowledge and skills of each employee. British gas has built an academy with the sole purpose
of helping their employees enhance their performance and abilities to advance in their career
within the company. This helps the company develop competent and talented workforce.
British gas conducts training programmes with the purpose of increasing female worker
participation in engineering workforce and plumbing and associated trades. This helps the
company create a diversified workforce with high involvement of female workers.

Retention: This phase includes al the activities undertaken by the organisation in order to
improve workplace atmosphere and encourage their employees to work for the company with
dedication for longer period of time. The respective firm has created an impartial workplace for
diverse workforce with financial and non-financial rewards and safe working atmosphere to
increase retention of talented employees.
British gas employees has taken initiative to increase gender representation in senior
leadership which has helped the company create a diverse workforce. Career progression
opportunities given by company to potential female leaders is a part of retention stage of HR life-
cycle and helps the company create diverse workforce.
Stoppage of employment: This phase occurs when an employee leaves the company or is
terminated by the organisation. The HR department in this phase has the responsibility to
manage the separation of employee without disturbing the working atmosphere and understand
the cause of leave (Rezaei and Beyerlein, 2018) . The HR division at respective enterprise
ensures that procedure of detachment of employee is conducted smoothly and cause which
encourages employee to leave the company is identified and removed to ensure maximum
retention of talented employees. British gas has implemented polices to take feedback from
employees before their termination to gain knowledge about the reason for their resignation. The
company is able to enhance their inclusion policies with the help of this phase in HR life-cycle
and attain their objective of creating diversified workforce.
P7 Evaluation of HR life-cycle in relation to overall HR plans and policies
The HR strategy is constructed with the inclusion of an effective HR life-cycle as each
phase of this cycle is required for effective development and management of talented workers.
Life cycle of HR plays an essential role in the company as it helps it to manage the newly
employed individuals and existing employees effectively. The goal of British gas is to build a
skilled and diverse workforce. The HR strategy of the company for attaining this goal is to utilise
external recruitment method and take various steps at every phase of HR life-cycle to build
talented employees.
Attraction, recruitment and selection - The starting phase of this life-cycle involves inviting
talented individuals for the selection process. The HR strategy is formulated to use the brand
image and organisational resources which connect the company with talented individuals from
various digital and offline portals, this is an important aspect of the HR strategy as the

employment needs of the company are informed to talented candidates for construction of
talented workforce. Hiring process is a main component of HR strategy as assessment of each
applicant in order to select and hire suitable candidate is necessary for securing the presence of
right employees at the company (Narayanan Rajithakumar and Menon, 2019) .Selection
methods present in the HR strategy are used in this phase. British gas has utilises external
recruitment method and advertises vacancies in publications and channels which cater to
minority community. This helps the company develop a skilled and diverse workforce
Advantages
 This helps the candidate to know the right type of job he will fit in.
 This helps to hire the most talented and skilled people.
Disadvantage
 There is lot of money and investment needed for hiring new employees. .
 Moreover, the company requires time for hiring and recruiting employees.
Orientation, introduction and on boarding - Integration of newly recruited employees at the
company is present in the HR strategy and involves implementing induction programmes to
inform the employees about their job and culture in the corporation. The HR strategy at British
gas organisation is constructed in a way which helps new recruits smoothly integrate within the
present workforce and understand the environment of the company. British gas has developed an
on boarding strategy which introduces employees to various organisational policies and
procedures which can be used in case of organisational discrimination. In addition to this British
gas introduces new recruits to organisational culture so that they are integrated into the
workforce.
Advantage
 This is an ice breaking session for new employees with company’s environment.
 British Gas company develops a proper orientation program that helps to manage the
achievement of employees with the new firm.
Disadvantage
 If an employee gets frustrated in the orientation program, there are chances for him to
discontinue his job.
 Orientation program can negatively affect mind-set of candidate

Career planning and development: This stage includes developing capabilities of workers by
implementing training initiatives which continuously improve their abilities and expanding their
responsibilities for their career development (Falcone, 2017). Training policies of HR strategy
are utilised in this phase. British gas has taken initiatives to increase gender representation at
senior roles and provides training to women recruited in engendering and plumbing department
in order to create a diverse senior leadership.
Advantage
 This provides help to manage the career and development of an employee.
 Career planning enhances skills and capabilities of person
Disadvantage
 It requires time and money.
 Career planning decided by organisation can sometimes be ineffective for the candidate.
Retention - Retention of employees is an aspect of the HR strategy and reward and benefits
system in constructed in the HR strategy and activities which increase employee satisfaction
such as celebrations and CSR events are part of this phase. British gas provides various financial
and non-financial rewards to deserving employees and career progression opportunities to female
employees which helps the company retain talented employees while ensuring creation of
diverse organisation.
Advantage
 The main benefit of employee retention includes stopping experienced employees within
company.
 Other advantages are good quality work and increased performance of individual as well
as organisation.
Disadvantage
 Disadvantage of employee retention is that it destructures work culture.
 It makes employee underperforming.
Termination The separation of any employee is a matter of concern for the company and the
HR strategy of the company is helpful in this stage as all the policies related to leaving interview

of employee, role of the HR division and the necessary paperwork is mentioned in the HR
strategy. British gas conducts exit interviews with employees before their termination in order to
take their feedback which helps the company improve their diversification policy and implement
strategies to boost retention of talented employees.
Advantage
 Organisation can terminate any employee who is not working effectively.
 British Gas organisation gets benefit by not wasting training sessions for
underperforming candidates.
Disadvantage
 Disadvantage is that dissatisfaction level increases among people regarding the company.
 This can diminish company’s reputation and image.
It is concluded from the above scenario that there are five stages of HR life cycle including
attraction, recruitment selection, induction, orientation, on boarding, career planning, retention
and termination phase. These have to be perfectly managed in order to initiate proper
functioning.
CONCLUSION
From the above report it is determined that talent acquisition and management is highly
necessary for growth and development of the company. Various procedures and legislations are
followed by every company in order to maximise retention of talented individuals in their
company and improve the overall performance of the organisation. Implementation of an HR
strategy which focuses on talent management helps the company gain advantageous position in
their industry by the usage of skilled professionals winch have the potential to adapt with
changes in the business environment and help the company grow even in adverse conditions.

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