Resourcing and Talent Management

Resource and Talent
Management

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1 Analyse current labour market trends that influence talent management and workforce
planning.......................................................................................................................................4
P2 Explain the different types of legal requirements an organisation must take into account
when workforce planning............................................................................................................6
M1 Analyse the influences of labour market trends and legal requirements on the workforce
planning of a specific organisation.............................................................................................7
TASK 2............................................................................................................................................8
P3 Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples......................................8
M2 Analyse current and anticipated skills requirements in response to identified labour
market trends and legal requirements for a range of organisational examples.........................12
D1 Critically analyse 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.................................................12
TASK 3..........................................................................................................................................12
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection...........................................................................................12
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning.....................................................................................................................................15
M3 Evaluate how effective different processes and methods of recruitment and selection are
for talent resourcing..................................................................................................................16
D2 Make valid judgements and recommendations on how appropriate documents and
processes can be improved for effective recruitment and selection..........................................17
TASK 4..........................................................................................................................................17
P6 Evaluate the stages of the HR life-cycle applied to specific HR contexts...........................17
P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy.
...................................................................................................................................................19

M4 Evaluate the importance of the HR life-cycle in relation to strategic talent management. 20
D3 Critically evaluate how stages of the HR life-cycle can be applied separately and
integrated to support strategic talent management....................................................................20
CONCLUSION .............................................................................................................................20
REFERENCES..............................................................................................................................21

INTRODUCTION
Resourcing and talent planning define as an essential function within an organization
because it helps in building strong relationship between HR and other department of business so
that operations can be done properly (Abbasi and et. al., 2020). Human resource within an
organization involves recruitment, selection, motivation etc. to the talent workforce so that they
will retain for a longer period of time. This report is based on British Gas that is energy and
home service Provider Company within UK. This company comes into existence since 1997
along with 28000 employees in the organization. This report explains current market labour
trends that help in influencing workforce planning along with suitable example of job description
and specification with proper recruitment and selection process in an organization. At last it
inculcates HR life cycle stages that are integrated with HR strategies so that firm will attain
targets on time and in proficient manner.
TASK 1
P1 Analyse current labour market trends that influence talent management and workforce
planning.
HR Strategy is a process that is applied by an organization for developing long term plan
to achieve the targets within human capital management and development. It reflects an output
of strategic management in relation to human resource management. In case of British Gas, they
focus on HR strategies to attain targets for longer sustainability by managing talent within
company.
Talent and talent management is the main resource and business practice of an
enterprise that indulge employees skills and experience which are used to operate a business
proficiently and productively (Karam and et. al., 2017). In terms of British Gas, HR manager
play a significant role within this by recruiting and retaining talent workforce so that activities
within several departments are done effectively and efficiently.
Workforce planning- It refers to a process of analysing an organization present and
future needs related to labour. In terms of British Gas, manager ensures that the recruitment of
employees is done on the basis of skills that are useful for a particular position so that
requirements of business are fulfilled effectively. In this manager of company research market
labour demands and trends so that operations has been done effectively by placing right

candidate on right place. It also helps in building customers trust over brand (Workforce
planning at British gas, 2021). The respective companies organize a program to predict the
demand of domestic gas engineering services in future that helps in planning the workforce
effectively (Adamsen and Swailes, 2019).
Therefore company focuses on examine workforce requirement by using two factors i.e.
contract customers who have agreement related to service with the firm and another is customers
who have specific issues and call for one off assistance. Due to these two factors company
decide to recruit more staff so that market reputation is to be maintained. Within this human
resource play an essential role to encourages and motivates staff to work effectively for attaining
goal to get higher profits.
STRATEGIC APPROACHES OF HRM AND ITS AFFECT:
This involves various set of action, plan, policies that are useful to manage workforce of
company appropriately. In terms of British Gas there are several strategies that are adopted to
attract talent for resource planning. It includes appraisal, effective hiring procedure, creation of
job description etc. The main purpose of these strategies is to attract right talent for vacant job
position. Effective labour market associated with the face to face interaction of employer and
employee that helps in building strong relationship of company with workforce. It helps in
completing the targets for attaining competitive advantage within marketplace.
CURRENT LABOUR MARKET TRENDS INFLUENCING TALENT MANAGEMENT:
 Ageing population- Presently, in the United Kingdom the population is unevenly divided
and most of them all are growing old. Hence, the ageing population is becoming a
problem for companies as the employees are getting retired and they have to conduct
continuous recruitments and selections (Cascio and Aguinis, 2018). In such situation
finding appropriate talent is hard too as the talented and skilled population is reduced as
they are in their early age of working and entering the market and in practical world.
Thus, this is a key trend which is highly affecting the growth and talent management in
organisations in respect to both skills and unskilled labour forces.
 Globalisation- Then the next trend which is imposing positive and negative impacts is of
globalisation. At first, the positive aspects of it is the companies specifically like British
Gas has the opportunity to bring in talents form outside the country and build the most
effective and efficient workforce. But the negative aspect of the same is increased cost of

recruitment and selections as well as of managing talents as salaries of the talented staff
has to be higher. On the other hand, the local talents are ignored which is another
influence on talent management as well as on the economy as domestic employees gets
demotivated due to lack or recognition and acknowledgement (Aucoin, 2018).
 More opportunities but few skills- Another trend which is being flourishing in the
economy is the lack of skills and flooding opportunities for the people to explore. This is
because of uneven population and ageing factor. In the United Kingdom as discussed
population is ageing, this is resulting in retirement and less of resources to recruit by the
organisations as most them are in growing age and do not hold enough required skills to
explore the presented opportunities in the most effective manner possible.
 Changing economy- The economic condition of the UK is getting effective and stronger
day by day which is most supportive of its businesses of all sizes and with different
scopes. Thus, changing and growing economy is a favourable trends which goes on in the
industry which is also a positive trend for businesses to explore innovation and the
company like British gas will be most benefited of it (Mihalcea, 2017).
 Changing demography of labour market- It is linked with the population of country
within an area. It means more the population higher the opportunities to attract talent for
organization. But, in UK majority of population is aged that is consider the major issue
for British gas to select and recruit talent workforce. Moreover, as demographics are
changing the requirements of employees are rapidly evolving too and this is a concerning
aspect in regards to talent management and development.
P2 Explain the different types of legal requirements an organisation must take into account when
workforce planning.
For an organization, to implement workforce related activities in appropriate manner it is
significant to follow laws and regulations that are imposed by government. In terms of British
gas, manager follows laws and legislation to reduce the complexities that occurred due to not
adopting law properly. Several laws that are adopted by British Gas are presented below:
EMPLOYEES RIGHT ACT
This act is established on 1996 for protecting the employee’s rights (Yadollahi and et. al.,
2018). In this manager of British Gas should focus on this act by offering paid leaves, unfairENT
Vs. UNEMPLOYMENT RATES IN THE UK LABOUR MARKET IS MI dismissal etc. This