Resourcing and Talent Planning: Current Labour Market Trends and Legal Requirements

This report analyses current labour market trends and legal requirements in resourcing and talent planning. It discusses the impact of ageing population and globalization on workforce planning. It also explains the legal requirements related to health and safety, minimum wages, and equality. Furthermore, it provides job descriptions and specifications for different organisational examples.

RESOURCE AND
TALENT PLANNING

Table of Contents
INTRODUCTION...........................................................................................................................2
MAIN BODY...................................................................................................................................3
TASK 1............................................................................................................................................3
P1 Analyse current labour market trends that influence talent management and workforce
planning..................................................................................................................................3
P2 Explain different types of legal requirements an organisation must take into account in
workforce planning.................................................................................................................5
TASK 2............................................................................................................................................7
P3 Based on current market trends and legal requirements determine current and anticipated
skills requirements for a range of organisational examples...................................................7
TASK 3..........................................................................................................................................10
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.......................................................................................10
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning................................................................................................................................13
TASK 4..........................................................................................................................................16
P6 Evaluate the stages of the HR life cycle applied to specific HR contexts......................16
P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy
..............................................................................................................................................18
CONCLUSION..............................................................................................................................20
REFRENCES.................................................................................................................................22

INTRODUCTION
Resourcing and talent planning refers to one of the function of management which related
to establish coordination between recruitment team and operational business activities of a
business firm. It includes analysation of various aspects which includes forecasting of business
resources, networking, selection of proper hiring channel and delivering appropriate resources as
scheduled at the right time (Bernardi, 2019). This research is being conducted by taking British
Gas into consideration which is the home service provider company in UK. The company was
founded in 1997 which is been headquartered in Thames, UK. It is the biggest energy supplier of
the country with over 28,000 staffs overall in UK. This report aims at analysing current market
labour trends with regards to it influence on workforce planning. It will highlight suitable
examples of job description and specification for proper conduction of selection and recruitment
process in the workforce. Further it will analyse stages of HR life cycle with context to
companies HR strategies.
MAIN BODY
TASK 1
P1 Analyse current labour market trends that influence talent management and workforce
planning
In an organizational set-up, employees are considered to be one of the most important
components of the success plan. Therefore, it becomes necessary that planning related to
employees is done in most efficient manner possible (Cattermole, 2019). This planning is
commonly known as workforce planning. In other words, it can be defined as the systematic,
fully integrated organisational process. This process is basically the technique of preparing the
management of an organization in pro-active manner so as to meet every challenge in the way of
administrating employees in organisation. These challenges are impacted by various labour
market trends. Some of most common current labour market trends those influencing the talent
management and workforce planning in a large organization like British gas are explained as
below:
 Ageing population: Ageing population means that median age is increasing in
population. This is due to the factor that there is increasing fertility rates and rising life
expectancy in the country. In relation to UK, the country is having ageing population

(Ageing population in UK, 2020). According to statistics, country is having nearly 12
million people aged 65 and above. In last 15 years, number of centenarians has increased
by 85%. By 2030, it is estimated that this number will reach to almost 21,000
centenarians. According to surveys, the most significant reason behind this situation is
the declining mortality rates and increased life expectancy rate. This whole situation has
the main impact over workforce planning in organizations. An organisation like British
gas, requires young population to deliver desired roles as old people are not so much
competent to work with required efficiency. Impacts can be seen in following manner:
 Financial: If there is huge number of retired people than they will have to
plan accordingly regarding their retirement and pension plans. Company is
facing large burden regarding the funds required for these things.
 Talent shortage: Education and technology is dynamically changing and
with this change, job expectations are also altering. In chosen
organization, to meet up with the competition, it is obligatory to
incorporate technological advancements in operations. Therefore, it is
important to employees such competent employees only. On the opposite
side, ageing population lack such quality. Therefore, workforce planning
also faces this obstacle.
 Globalisation: This process has converted the globe in a small village. This conversion
process has various implications on human resource management and its most important
aspect which is workforce planning (Gardner, 2018). Impacts of globalisation on
workforce planning of British gas can be understood in following manner:
 Recruitment: One of the important element of workforce planning is to
meet up the demands of workforce in organization. This meeting up of
demand of workforce is done with the process of recruitment. In view of
globalization, when company performs hiring process in overseas, the
selection dynamics are changed considerably. To illustrate, in chosen
company, they will be requiring engineers on large scale and education
courses related to this sector differs from country to country. Therefore,
this factor is also impacting the company in huge manner.

 Labour Laws: Obviously, labour laws vary from one country to another. If
the minimum wage amount is ‘x’ and maximum working hours are ‘y’ in
India, then it will not be the same in China, United Kingdom, United
States of America, Australia or any other country. The human resource
managers are required to have a thorough knowledge of international and
domestic labour laws or else the company may find itself in a legal soup.
 Employment vs unemployment rates in UK labour market:
 Employment rate: As per surveys, UK is highly educated country and it
has a literacy rate of 99% (Literacy rate in UK, 2016). Education is one of
the most important aspects which increases the employability of an
individual. Thus, human resource manager of British Gas has lots of
opportunities to hire talented and competent employees.
 Unemployment rate: There is good level of higher education in UK and
thus, there are less number of people who can be considered as
unemployable people. Thus, British gas can use this source as a great tool
for hiring competent employees.
From the above discussion, it can be analysed that current market labour trends are not so
much favourable for British gas, as ageing population and globalisation are posing some of
serious threats to organisation. Nut in contrast to these factors high literacy rate and
employability can enhance the efficiency of workforce planning in organisation.
P2 Explain different types of legal requirements an organisation must take into account in
workforce planning
As discussed in aforementioned part, workforce planning is an essential element in company and
it helps the management to reach to desired goal and objective (Kravariti and Johnston, 2020). In
view of its intense importance, it is an obvious fact that management has to comply with all
legislations. Company has to follow with every applicable law as there is around 31 million
employees in country. Government has to take care that this huge population is being treated
right and fair manner. When management is complying with all these legislations then, it will
affect the workforce planning as well. There are different types of legal requirements that an
organisation has to follow in the process of business planning which are as follows in context to
chosen firm i.e. British Gas:

Health and Safety 1974 – This act is basically lying out the responsibilities and duties
conduct for employers and employees, including owners, managers and maintainers of work
premises. These responsibilities are relating to tasks those can ensure health and safety measures
at workplace (Narayanan, Rajithakumar and Menon, 2019). This law is basically aiming those
organisations which have a higher risk measure in its operations, for example, construction
industry, chemical manufacturing, gas stations, etc. In present report, organization selected is
British gas. This comes under the category of high risk matrix as it involves direct engagement
of employees with dangerous elements and machineries. In view of this law, following are some
of the responsibilities of employers at workplace:
 Providing adequate training to staff members who are in direct engagement with risky
tools.
 Formulate some welfare provisions for staff members at work, these plans will be used in
case of any hazard or incident.
 A safe working environment that is properly maintained and where operations within it
are conducted safely
 Suitable provision of relevant information, instruction and supervision.
National Minimum Wages act, 1988 – This act is aiming a providing employees with
minimum and decent wages in the workplace. This act is applicable to nearly all employees at
the workplace. This act is also aiming at setting hourly rates. These rates will not go below a set
rate and this should not go below the recommended rate of Low pay commission. In context of
British gas, in view of its large scale operations, there is a huge set of employees. Therefore, they
need to follow this act and its provisions so that they are able to create an ethical workplace and
also satisfied employees.
Equality act 2010 – According to this act, employer should respect and provide equality
to all employees that can help to manage the all function and activities. In context British Gas,
HR management is following equality act that can help to provide the equality to all employees
that increase business performance by attaining goals. For this provision, they have appointed a
separate set of committee which is supervising this sector only. There is also a grievance cell,
which is engaged in addressing issues which are confronted by employees in the workplace.
From the above explanation, it can be analysed that, in view of large scale operations,
chosen company has to follow different applicable laws. These legislations are an obligation for

the management to comply with. Moreover, if company is following each and every regulation,
then it will be beneficial for the company to gain motivation in employees. This will ultimately
reflect in improved productivity of the organisation (Peisl and Shah, 2019).
.
TASK 2
P3 Based on current market trends and legal requirements determine current and anticipated
skills requirements for a range of organisational examples
Job description:
Organisation: Npower
Designation: Accountant
Reporting to: Accounting manager
Job summary
A competent individual who is able to handle all responsibilities and roles been assigned by
Accounting manager. Taking on various responsibilities and processing bills and invoices.
Roles and Responsibility:
 Responsible for accuracy of financial documents and also complying with relevant laws
and regulations.
 Preparing financial reports useful for financial managers.
 Monitoring tax returns and ensuring that taxes are pain in compliance of applicable tax
laws.
 Guiding managers on the point of saving costs and enhancing profits maximisation.
 Will also be performing forecasting about risk and profitability measures.
From the above job description, following skills are required on the basis of current market
trends:
 Individual should possess suitable higher education in the sector.
 Should be aware of all applied legislations so that can be complied with efficiency and
desired results can be achieved.
 Individual is good in team work and communication skills.

 As per latest trends, employee should be competent with computer knowledge, so that
management need not to incur extra cost on providing training.
Job specification:
Job title: Accountant
Location: Windsor
Department: Finance
Reports to: Senior Accountant
Standard work hours: Monday to Friday 9:00 AM to 5:00 PM.
Purpose of position: To provide clerical services relating to books of accounts in the company.
Key responsibilities:
 Documenting financial transactions by entering information in books of accounts
 Recommending future course of actions by analysing information in books of accounts.
 Summarize current financial status by collecting information; preparing balance sheet,
profit and loss statement and other reports
 Substantiate financial transactions by auditing documents
Required qualifications:
 Post-graduation in commerce.
 Additional courses in this sector will be given preference.
Approved, signed and dated.
Skills required on the basis of above job specification:
 Excellent analytical skills
 Strong team work and communication skills
 Fast and accurate data entry skills
 Attentive to minor details.
Person specification
 Post: Accountant in Npower
 Department: Finance
 Key: This shows what is required as an evidence for post while going through the
recruitment process:

(A): Application form, (1): Interview, (R): Role
Attributes Essential Desirable
Qualification and
Experience
 Post-graduation in
accounting or commerce.
 Minimum 1 year
experience in accounting
or book-keeping.
 Courses in accounting or
finance.
 Training with companies
existing in finance sector.
Skills or Abilities  Data entry
 Calculations expert
 Capable of performing
financial analysis.
Skills required:
 Self-motivated and ready to take initiatives,
 Excellent communication and coordination skills.
 Proficient in IT skills, so that can work with accuracy.
 Learnt individual in accounting software.
Job Design
Job Design is one of the important function of Human Resource Management of the
organisation. It includes relationship and methods of job that satisfy the organisational
requirement of the job holder. It helps to enhance the productivity of employee and quality work
(Raharjo and et.al., 2018). Succession planning is a process that helps to replace the old leaders
of the organisation and recruit new one. Talent management is an important and continuous
concept that helps to motivate and enhance the performance of employees. This helps British
Gas to retain employees as they provide proper training and development to the employees that
enhance their motivation and they work for the organisation. British gas offers financial and as
well non-financial benefits to its employees as part of talent management. Performance
management is a process that assists in monitoring the performance of employees. In British
Gas the work is assigned to employees as per their capacities so they can accomplish their goals.
As British Gas to recruit diverse employees they keep English as first language in which they can
communicate. Along with that company prefer women engineers as that help them to attract
female customers. The company focuses on core competencies of employees while selecting

them for the job. They follow robust selection programme to select the employees. They also
provide technical training programmes to train the employees and enhance their knowledge. All
this helps British Gas to select skilled employees and retain them in the organisation.
TASK 3
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection
Job Description
Organisation: British Gas
Section: Labour Force
Designation: Technical Engineer
Reporting to: Senior Manager
Job summary
A competent individual who is able to handle all responsibilities and roles been assigned by HR
managers. Leading team on assigned project. Analysing various factors that affects business
operations directly.
Roles and Responsibility:
 Managing and coaching employees
 Conflict resolution
 Solving of issues
 Identification and evaluation of technology required
 Creating reports and documentation

Job description
Company: British Gas
Job Role: Customer Service Executive
Department: Customer Service
Job Specifications:
 Able to develop and create a dynamic team so they can manage each work and activities.
 The person should be able to solve grievances of people and give them proper response
so they feel good.
 Able to ensuring all regulation and implementation of customer service strategies so
attracting and selling process can be confirming through customers.
Responsibilities:
 Able to understand what customer wants to say regarding product, payment, delivery
and cancellation process.
 Respond to the queries and complaints of customers in proper way.
 Focusing on needs and wants of customers by interacting with them.
The candidates who are interested in this profile can share their Cvs or resumes at
humanresourcedept@British gas.com.
Thanks and Regards
Senior Human Resource Manager
England,
Person specification
 Post: British Gas
 Department: Administration
 Key: This shows what is required as an evidence for post while going through the
recruitment process:
(A): Application form, (1): Interview, (R): Role
Attributes Essential Desirable
Qualification and
Experience
 Good knowledge bank
 Basic certificate of
 Knowledge about
conducting research

engineering  Advance level certificate
Skills or Abilities  Good communication
 Experienced
 Analysis and
assessment of risk
 Leadership abilities
PERSON SPECIFICATIONS
Job Title: Customer Service Executive
Department: Customer Service
Attributes Essentials Desirable
Core Competencies A person should be able to
have good communication
and coordination with
customers and employees so
their problems can be
resolved.
To maintain interpersonal
relationship and handling of
queries by understanding properly
either phone and physically.
Knowledge Diploma or Post-graduation
degree in area of customer
service management is
mandatory.
Should be graduate in
management field so all activities
can perform effectively.
Role requirement  Ensure all customers
are managed and
handled properly.
 Keep information
about customers and
their preference.
 Distribution of products
and services on time.
 To arrange meeting with
superiors.

Thus, it has evaluated that job description refers as the traits that identifies the necessary
role, it includes; major duties, terms and condition and its purpose. On the other hand, person
specification describes the ability of an employee for being eligible for a specific job. This
document helps a recruiter to analyse abilities of the candidates and their ability for doing
specific job.
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning
Recruitment and selection process includes defining requirements of a position in an
organisation and identifying appropriate job holder for the vacant post. It includes company
advertising for the vacant profile and it's invites respective people for signing up for the job with
mentioned amount of stipend. It is one of the main function of management of a business firm to
employee individuals with desired skills as per requirements of firm's job role (Rozario,
Venkatraman and Abbas, 2019). Recruitment and selection process of a business firm is a very
time consuming process. It should be ensured by management of an enterprise to scan pure talent
and recruit appropriate candidates for job position. Different recruitment and selection methods
for effective talent resourcing and planning are as follows:
Prepare to Recruit: It refers to conduction of needful research all the factors needful for
smooth ongoing of recruitment activities of a business enterprise. It helps in avoiding necessary
wastage of companies resources for the candidates who are not eligible for the job. It includes
setting up of various stages of recruitments process. This helps in effective usage of resources of
the workforce and manage talented people at right place.
Pre-Hire Testing: It includes verifying that an employee is capable for the desired
vacant position of the company. The various test for delivering employee quality in production
can be measured through online services that can be browsed online through internet. It helps in
managing and making proper usage of talent for an employee.
Methods of recruitment
Internal – When employees are selected within the organization that helps to fill the vacancy.
this involves transfer, Promotion and others that can help to manage the all functions.

Transfer- This means when an experience employee is transfer in another branch to
handle all activities so business can increase. British Gas can use this method to fill the internal
position by using transfers.
Promotion –British gas can be use this method by upgrading their position who are
working in organization that can help to complete the task and attain the business goals.
External – This means when employees are selected out of the organization to fill the vacant
position and work accordingly. This involves interview and written test which uses to select the
person.
Interview – This can be explained as face to face round in which an interviewer asks the
questions and analysis skills of candidates that supports to fill the vacancy. It considers
combined efforts of experience and education and to analyse as well as manage personality of an
individual. It helps in managing effectiveness of an organisation and contributes towards profit
maximisation of the firm. To select the customer service executive British Gas will use external
method of selection. A personal interview will help to know and understand about the 'core
competencies' and 'life skills' of the individuals. The company wants to hire a person that will be
able understand the customers. By asking questions at the time personal interview, the HR of
British Gas will be able to analyse the query handling skill of the employee. It is important to
know the personal quality of the individual as that directly impacts the customer perception. To
select the customer service executive British Gas will take interview and decide face to face that
the person is right fit for the organisation or not (van Zyl, Mathafena and Ras, 2017).
Written test – This is another method of selection which uses by British Gas by taking
the written test and analysing skills that can help to complete the roles and responsibilities that
can help to run the business effectively.
Thus, British Gas is using internal and external method to recruit the best candidate that
can help to attain the business goals and objectives.
Job Advert for customer service executive
British gas is hiring for the post of customer service executive
Good opportunity for all those who desire to work in the organisation
Job Role: Understanding customers’ needs and wants and solving their quarries.

Requirements:
 Good communication skills
 Fluent English
 Customer handling skills
Interested candidates can drop their CV at: hrbritishgasxyz.com
The last date to apply is 5 March 2021
Job Questions
1. What do you mean by customer’s service?
2. What is the importance of customer is an organisation?
3. Why are you right fit for this job?
4. Explain with instance when you handled customer queries?
5. How will you manage stress?
OFFER LETTER
British Gas
10 April, 2021
XYZ
Dear ABC,
It is pleasure to inform you that you have been selected for the position of Customer
Service Executive in British Gas.
You can join the organisation on 15 April 2021. Please acknowledge this mail to
show your consent. Feel free to reach us for any query.
Sincerely,
HR team

TASK 4
P6 Evaluate the stages of the HR life cycle applied to specific HR contexts
An effective Human resource life cycle secures the presence of talented employees at the
organisation by usage of various HR practices to help the organisation accomplish various
objectives and get desired outcome. Well-constructed and supervised HR life-cycle helps an
organisation build a talented, skilled and satisfied workforce which has full commitment to
contribute in the continuous growth and development of the company by continuously improving
their performance and taking new roles and responsibilities in the company. The HR life-cycle in
relation to the UK based corporation British gas which provides energy and home services to
their consumers is given below:
Identification of candidates:
The first phase of the HR life-cycle starts when the organisation is looking for suitable
candidates to fill vacancy in the company. This involves conducting activities to attract the most
talented and suitable candidates for the selection procedure. In context of the British gas print,
digital and audio media is used for promoting any job vacancy or training programs. The
organisation also distributes DVD to identify and attract talented candidates from schools at an
early age. By promoting such vacancies at diverse range of media such as newspapers which
cater to minorities and employment channels on TV, the British Gas company ensures that
candidates from diverse cultural background join the company and help create diverse workforce
to enhance brand image and increase consumer experience of each customer. The benefit
attached with this stage is aid in identification of valuable candidates that further aid an
organisation to build effective and competent team. This will be implemented effectively at
workplace through development of separate of team or taking assistance from outsourcing team.
Selection and Enlisting:
This phase involves evaluation of each candidate by professionals to identify the most
suitable employee for the company on the basis of measurable parameters. The selection
procedure at British gas conducts an interview with each employee based on the results from
their online questionnaire. The candidates are also asked to showcase their consumer service
skills and ability to interact with consumers with patience and polite demeanour. The third
activity of the selection procedure involves correcting the wiring of a fragile object in order to
check their skills with various fragile mechanics’ part. By conducting a strict and precise

selection procedure, the company is able to recruit talented employees with excellent consumer
service skills, ability to deal with fragile machinery and potential to grow with guidance of the
company. The benefit associated with this stage is that not only help to hire good candidates but
aid in judging the capabilities of HR teams of an organisation. The further benefit of this stage
will be ascertained in form of identifying existing gaps in process and their improvement for
overall performance development. This will be implemented effectively in the organisation
through having good HR teams. In this regard, necessary to work over functioning of HR’s along
with adoption of improved practices.
Introduction to the company:
This stage of the company involves introducing the employees to the culture of the
company and welcoming them as a part of the workforce. The British gas welcomes their new
employees by informing them about the rules and values of the company and daily operations of
their department (Whysall, Owtram and Brittain, 2019). The benefit attached with this stage is
related to introduction of job roles to selected candidates. This help the management in optimum
utilisation of resources along with reducing errors. This will be implemented at workplace
through effective guidance from the side of leaders at all different levels.
Training and development:
This stage involves training and development of each employee by conducting programs
which allow them to learn new skills and improve their performance by using effective
techniques. British gas Academy was built by the respective organisation to train their
employees about various operations conducted in the company, to teach them usage of latest
technology in the company and gain consumer service skills necessary for this field. The benefit
attached with this stage is about improvement of skills among employees of an organisation.
Further, this help an organisation to complete all tasks on time and be competitive in nature. This
will be implemented at workplace through focusing and judging of all training programmes
along with regular appraisal of employee’s performance.
Retention:
This stage involves maintaining harmonious workplace environment and giving the
employee required motivation which encourages them to dedicate their skills for their
development and growth along with continuous expansion of the company. The respective
organisation aims to retain talented employees by creating a workplace which discourages

discrimination gives various benefits to talented employees and increase their satisfaction by
giving them feedbacks to move upwards in their career with the company. The benefit attached
with this stage is related to working with old team members where everyone knows each other
and share good bond. The further benefit that can be ascertained by an organisation from this is
about formulating positive working environment where all having focus towards achieving
organisation goals.
Termination:
This phase involves identification of the reason behind employee leaving the company or
informing employees about firing of any employee. The British Gas company conducts session
to understand the reason behind an employee leaving the organisation and eliminating the factors
which resulted in their termination for future stability of the workforce. This stage has dual
impact over organisation and employees. The positive is that it helps to remove employees who
are not eligible and provide opportunity to others who has appropriate nature of skills. The
negative is that creating inappropriate behaviour among employees towards working policies. In
overall manner, this stage has importance for creating goo teams within an organisation. This
will be implemented in effective manner within an organisation when having possible team to
evaluate for evaluating performance of employees. So, in this regard must needed to have
separate team for evaluating employees which will work in unbiased manner.
From the above it has been evaluated that HR life cycle is running good in chosen
organisation that helps to attracts the customers and employees by performing the activities and
increasing performance. This helps to increase the business performance in changing
environment and helps to attain the business.
P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy
The HR life-cycle is a significant part of the overall HR strategy as each phase of the
cycle requires an activity which is role completed by HR department to increase the productivity
and performance of the workforce. In context of British Gas organisation, different HR stages are
mentioned below -
Attraction, recruitment and selection- The phase of attracting a talented pool of candidates
is part of the HR strategy and helps British Gas limited to build an effective and skilled
workforce from the beginning of journey of each employee. In context of the British Gas
company, attraction of talented employees involves building an image of high quality workplace

and promoting vacancies in platforms which are suitable for engaging with employees. This
strategy has the integration with the first stage of HR cycle i.e. identification of candidates. This
has lots of benefit in respect to an organisation as aid in formulating teams which are effective in
working at all diverse conditions.
Advantages
 Attracting, recruiting and selecting new employees is advantage as it helps potential
candidates to get themselves a good job according to their requirements.
 This also helps an organisation to select talented employees who will be working in the
organisation and attaining goals.
Disadvantage
 The disadvantage of selecting and recruiting is that company has to invest lot of money
on hiring new employees.
 Moreover, the company requires time for hiring and recruiting employees.
Orientation, introduction and on boarding- The selection procedure of the company fits
with the HR strategy of the British Gas company as selection of talented employees with
expertise in consumer service and potential to learn ways to manage fragile machinery helps the
company continuously grow in the energy provider industry with high consumer satisfaction.
Introducing new employees is significant aspect of HR plans as employee satisfaction and
absence rates are highly dependent on first impression of employees in British gas limited. This
strategy integrates with the second third stage of HR cycle i.e. introduction to the company. This
is time consuming in nature but having benefit in form of effective dissemination of information
about roles and responsibilities.
Advantage
 The main advantage of orientation process is that it helps newly hired employees to get
familiar with the organisational environment.
 The program helps new candidates to have pre idea of the values and beliefs followed in
British Gas.
Disadvantage

 Disadvantage of this is that orientation program has to be developed in such a way that
employees get full information about the company and if company is not able to include
all the information then this becomes a problem.
 As it is the very first interaction of an employee with the organization. If any of the
dynamics discussed in orientation are not compatible with employee’s needs and wants,
then it might negatively affect mind-set of candidate.
Career planning and development - Training and development phase of the life-cycle in
relation to British Gas company involves conducting training sessions according to the skills of
each employee in a cost effective way. This strategy integrates with the fourth stage of HR cycle
i.e. training and development. This help an organisation to improve skills of employees. This
also some flaws like high involvement of cost but in ultimate manner aid in getting positive
results.
Advantage
 This is an important element of the overall HR strategy of the firm as monitoring
performance of each employee is part of the overall HR strategy of the British Gas.
 Career planning provides an employee of the company a better environment to work in.
Furthermore, it generates growth opportunities which are helpful in employee retention in
long run.
Disadvantage
 The disadvantage is that career planning sessions needs time and money.
 Career planning decided by organisation can sometimes be ineffective for the candidate,
as there are chances that the career planned by management are not compatible with
personal objectives of employee.
Retention - Retention phase in relation to the British Gas company involves giving deserving
employees appropriate benefits to enhance overall consumer satisfaction and is an important
aspect of the HR plans as it involves identification of progress of each employee by using
suitable parameters and recognising their efforts with appropriate benefits. This strategy related
with the fifth stage of HR cycle about retention. This help in holding of employees for longer
period of time but restricts an organisation to hire new pool of candidates who has fresh nature of
skills. In overall manner, retention is necessary for ascertaining competitive advantage in market.
Advantage

 The main benefit of employee retention includes retaining 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 destructors’ work culture.
 It makes employee underperforming because when an employee stays in an organization
for way too long, there are no more challenges to push their limits.
Termination of any employee is an important factor in the overall HR policy of the British Gas
company as understanding the reason behind their termination helps the company implement HR
practices to eliminate or reduce such instances in the future and increase the satisfaction level of
the workforce. In addition to this management of the staff after firing any employee is key part of
the HR strategy as lack of transparency in this matter it results in discouraged workforce and
unstable workplace. This strategy has relation with the last stage of HR cycle i.e. termination.
This has benefit as aid in hiring of candidates which are more qualified in nature while having
negative impact where inappropriate behaviour created among all. This has dual effect over
organisation so necessary to implement this effectively.
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.
The HR life cycle is also known as employee life cycle. This is a well-executed cycle that
helps to hire right kind of people. When HR life cycle is properly maintained in any organisation
then there is capability of meeting targets and success in less time frame. There are five stages of
HR life cycle including attraction, recruitment selection, induction, orientation, on boarding,
career planning, retention and termination phase. It has been assessed from the above that the
HR life cycle runs well in the British Gas that helps attract workers by conducting the activities

and increasing efficiency. This helps to enhance the efficiency of the organization in a changing
world and helps to achieve business. In regard of this, the suitable HR strategies tends to include
career planning, selection and Recruitment and many more. In terms of British Gas, the HR life
cycle stages tends to undertake effective business strategies like organisation design, team
design, HR planning, vision and culture, on-boarding and induction, assessment and appraisal
and so on. In case of British Gas, the HR professionals need to know the suitable strategies of
HR that should be involved in the creation and also clearly communicated with the employees. In
terms of this, the effective involvement for the creation of strategy is useful order to
communicate and also manage the buy-in for the HR budget and critical enablers for the strategy
execution. In this context, it has been analysed that the HR initiatives and effective stages of life
cycle is properly aligned with HR strategies in order to take follow up of the suitable strategy.
Apart from this, the performance incentives are also directly linked with the effective execution
and implementation of the overall strategy that undertake the idea of contingent compensation by
which people tends to work effectively when their goals and incentives are effectively aligned.
CONCLUSION
From the above report it can be analysed that recruitment and selection department of a
chosen firm plays an important role in success of its planning structures. It helps in avoiding
wastage of resources of the firm which is invested in the process of recruitment of new employee
to a business firm. This document analysis various factors that affects planning structure of the
workforce and provides effective way to deal with dynamic business environment. It highlights
respective training and selection activities with their importance with regards to respective firm.

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