Resource and Talent Planning: Unit 19 Assignment Report

This report delves into the crucial aspects of resource and talent planning, using British Gas as a case study. It begins by examining current labor market trends impacting workforce and talent management, followed by an analysis of relevant legal requirements. The report then explores workforce market trends, job specifications, and job descriptions for effective recruitment. Furthermore, it outlines various selection and recruitment methods, and concludes with an examination of the stages of the HR life cycle applicable to a specific HR context, along with an analysis of these stages within the company's HR strategy. The report covers topics such as globalization, political uncertainty, inequality, demographic changes, and environmental sustainability, and their impact on talent management. It also discusses essential skills like communication and forecasting, and provides examples of job descriptions and specifications. The analysis includes a review of the Equality Act, Health and Safety at Work Act, and Employment Rights Act, and how these relate to British Gas's workforce planning. Overall, the report provides a comprehensive overview of resource and talent planning within the context of a multinational energy company.

Resource
and
Talent Planning

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Current labour market trends that have impact on workforce and talent management
planning..................................................................................................................................3
P2 Assorted types of legal requirements an organisation within the workforce planning.....5
TASK 2............................................................................................................................................6
P3 Current worker market trend and legal needs which anticipates skills within company.. 6
TASK 3............................................................................................................................................7
P4 Person specification and job description documents for effective selection and recruitment.
................................................................................................................................................7
P5 Assort some selection and recruitment methods for effective talent resources planning. 9
TASK 4..........................................................................................................................................10
P6 Stages of HR life cycle applicable to particular HR context...........................................10
P7 Examine HR life cycle stages within company HR strategy..........................................11
CONCLUSION..............................................................................................................................12
REFERENCE.................................................................................................................................13

INTRODUCTION
Resources and talent planning plays significant role in business unit as these are the factors
that aid company to operate business function and accomplish organisational goal. Also the
management team of company in various aspects such as in devising strategies, hiring, recruiting
knowledgeable and skill workforces that effectively utilize and optimize the limited resources
and guarantee that company will able to attain its goal on time and be compatible in competitive
business world (Werner, 2021). Following report is based on British Gas Ltd. this is the best
recognised energy multinational company and operates at various location. They supply gas and
electricity of UK and Europe consumer. Further, it cover discussion about current market trends
that have impact on workforce and resources of company, with some legislation and laws of
workforce planning. Additionally, current workforce market trends, example of job specification,
job description for effective recruitment and selection are also included. Lastly stage of HR cycle
and its strategies will covered.
TASK 1
P1 Current labour market trends that have impact on workforce and talent management planning
Human resources management plays crucial role in a business unit as it form number of
strategies, make policies, plan and maintain all workforces of company as well as use all
resources in optimized manner. So that the goal will be accomplished in effective manner. To
make effective policies, human resources management maintain and create such type of working
culture that all policies will be followed by each individual company (Chakraborty and Biswas,
2019). Apart from this, it also considered that human resources management team are
responsible to manage employee relation and resolves all conflicts arises in between employee.
In context of chosen firm, their HR manger opt all these current market trends/ strategies that
support them to increase the efficiency level and performance of staff with the aim of attaining
desired goal.
Beside al that labour plan also plays important role within a business unit as it assist them
to implement all strategies in effective way as per the working condition. Further, it help Agro
industry with respect to opting best and suitable working style that give them strength to compete
with all challenges and sustain their position in marketplace for longer period. Thus, it is become

necessary for company to make company in profitability and maintain their sustainability in
competitive business environment.
Overview of company: British Gas is a multinational organisation and operates its business
at various location of UK and Europe for delivering gas and electricity. This is the country’s best
recognised brand and was formed in 1997. The UK energy market is very dynamic. In order to
deliver their services they need to have high calibre staff with more than 9000 trained workforce.
Types of labour:
Semi-skilled labour- In this category all these employee comes who have little bit
knowledge about any specific task or field. They have capabilities to manage all operation of
company. Sometime they also required training session.
Skilled labour: It includes those labour who have huge knowledge, skills and capabilities
for performing business activities and pose potential to opt new technologies and performing
accordingly.
Unskilled labour: These are those labour who have not that skill which are required to
perform specific task within a (Wassel and Bouchard, 2020). For example, operating particular
production machine. Therefore such type of labour require training and development program
before starting any task.
Current market trend that have impacts on British Gas talent management:
Globalisation: After globalisation, every business unit can trade freely across the
boundaries and make their business in profit. As per current situation, there are so many
organisation which operates their business at larger scale globally with the aim of accomplishing
the desired goal of maximizing profitability. This enables company to hire some talented and
best candidates. Diverse workforce make it easy for management team to attain their goal. HR
manger of respective company choose manpower as per requirements in company and charge
them low rate to work.
Political uncertainty: The unemployment rate is deplanes on political stability of country.
With regards to this, demand and supply are also two other factor that put adverse effect on talent
and resource planning. For instance, After Brexit and Covid, UK is facing problem related with
unemployment, thus it become difficult for them to hire required employee.
Increasing inequality: Worker often face problem related with favouritism and inequality.
These two are the major cause the influence resources and talent planning. This can be due to

gender pay, denial of maternity leaves, discrimination according to ability and disability etc.
British Gas need to opt all these policies that off equal benefits and opportunities to all
employees. Additionally, effective complaints redress mechanism have to be executed.
Demographic change: It refers to increment and decrement in population rate of a
particular region. Huge population is directly proportional to high availability of talent
workforce. This is especially in labour market (Davoudi and YAGHOBI, 2018). For instance, as
per survey performed by UK government, it has been determined that most of the population are
getting aged and that is not in favour of chosen firm. Therefore number of hiring goes down and
they need to recruit internally.
Environmental sustainability: On present job scenario, it majorly affects the HR strategies /
planning as organisation need to opt advanced technologies that full fill needs of consume. For
which company have to change their existing strategies as per artificial intelligence program. To
use such technologies, firm require expertise and that is not possible to get immediate. So
respective fir need to opt such technique that must be operate by person to complete the task on
time.
P2 Assorted types of legal requirements an organisation within the workforce planning
Government imposed laws and legislation with an objective to deliver constancy and
uniformity in business function within company (Tafti, Mahmoudsalehi and Amiri, 2017).
Management of company have awareness about all rules that are implacable and have legal
validity. It offers safety over all illegal activities. Every Act holds any specific relief in term of
fine. In this regards there are number of acts which create healthy working environment, protect
employee and provide them safety. British Gas is a multinational organisation and have to deal
with various law for filling legal requirements. Which are as follow:
Equality Act, 2010- The Government of UK imposed this act for protecting employee
from any kind of discrimination based on gender, nationality, sexual orientation, age etc. Every
personnel have right to get equal opportunity and benefit who are at same position (Deters,
2018). KR manger of British Gas Company have to give equal salary and benefit to employee as
per their performance and position. It affects profitability of company in positive attitude.
Health and safety work Act, 1974- As per this act it is vital in any organisation to provide
safety and security to all workforce at workplace and give them rights and duties that are

associated with safety and welfare. It is a primary requirement of any individual. This act support
company by reducing turnover ratio, which is a major risk within organisation.
Employment right Act, 1996- This is related with various aspects such as leave, study,
training and termination. It provide safety to employee in terms of ways and payment. Further, in
case of biasness, cures are available. This particular act offer an environment to respective firm
where employee get significance of belongingness. It motivate and encourage them to engage
towards their work with dedication and attain their targets on time.
TASK 2
P3 Current worker market trend and legal needs which anticipates skills within company.
Skill are very important in order to perform any task in company. Employees are also
selected according to desired skill that assist company how to deal with dynamic and globalised
world. Also it guarantee quality of work. If an individual have desired skill them it make easy for
entity to make decision and improve productivity.
Current skills:
Communication: This is considered as mot required and essential skill within firm and
need to be acquired in both employer and employer to deal with task and for perform various
activities. Effective communication removes all barriers of miscommunication and transfer right
information to all workforce (Taylor, 2018). Also, it convey right message to all employees and
give them clarity about task. Effective interaction creates friendly environment in organisation so
that personnel will able to share their problems. Further that improves productivity and
profitability.
Forecasting: As per changing environment, it make prediction about the requirements of
resources within company. It is not only relevant with HR manger but with for all mangers. It
moderates wastage, cost, resources can be procured & allotted without any delay. As well as
manage the pool of talent workforce. HR manger of significant company have this skill in order
to make business successful and for predicting about all factors that can affects business due to
changes in external environment.
Anticipated skill:
Change management: Due to fluctuation in market, company need to opt changes and skill
required to opt these changes are change management skill. Employer must make their employee

aware about change and encourage them to opt that for betterment of company (Pandita and Ray,
2018). HR manger of respective firm have to understand the pressure of external forces and
devised plan accordingly.
Performance management: It represent the involvement of employee in business function as
their promotion and apprise relies on performance. With relevance to this, it is vital for firm to
have specific performance rating system in order to eliminate inconsistency. British Gas need to
understand the expectation and desire of workforce, measure their performance and give them
reviews on that basis to maintain their motivation level.
TASK 3
P4 Person specification and job description documents for effective selection and recruitment.
Job description: It refers to a documentary which defines role/ responsibility and task of a
specific position within a company. It comprise position report, specification that includes
qualification/ skill that need to be pose by candidate in order to acquire job and also mentioned
salary (Latukha, 2018). Mostly, it is similar in some organisation but some provide list of
competencies like Methodologies of SHRP. It includes description about knowledge that is
required in an individual for job. HR manger used this in recruitment process. For example:
Job Description
Organization: British Gas Limited
Division: Accounting Department
Title of Job: Accounts Manager
Location of Job: Spinney side, Penman way, Leicester United Kingdom
Summary of Job
British Gas Ltd. is looking for potential candidates who have ability to perform task related
with accountant manager and have skill to meet goal of desired position. Candidates must have
required qualification, strong knowledge about all concepts of accounts and finance for
accomplishing business activities.
Role of job
 Allocation of funds in various department.
 Have knowledge about devising financial budget.

 Forming financial contract with other parties on behalf of organisation.
 Maintain effective coordination with other department of company
Job specification: It consist description about knowledge, skill, experiences and other
competencies that is posed by an individual in order to perform a job role. It should be according
to Job description and need to be considered as base of whole recruitment process. Entity use this
to make decision related to shortlist of candidate for further round including interview.
Afterwards question to be asked to applicant based on qualification and other specification in
order to check their knowledge.
Person Specification
Organization: British Gas Ltd.
Job Title: Accounts manager
Qualification: Masters in commerce and certified in accountant course.
Necessary criteria:
 Excellent knowledge about principles and concept of finance and accounting.
 Have good leadership skill
 Effective management of funds.
 Allocation of resource.
 Forecasting about funds required by various department.
 Able to manage workload in peak time
Required criteria:
 Experience in finance for more than 5 year.
 Effective communication skill
 Attractive personality with fluent spoken English.
 Expert in computer, MS excel and internet.

P5 Assort some selection and recruitment methods for effective talent resources planning.
There are number of recruitment and selection methods that is used by companies by
addressing all advantages and disadvantages. Different approaches in context of chosen firm are
as follow:
External recruitment: It is a process of filling vacant position from outside of the
company. It provide opportunity to firm to appoint those candidate who have advanced
knowledge and new ideas for opting new technologies externally (Collings, Mellahi and Cascio,
2017). For this approach company is looking to hire new talent and skill candidate. The cost
associated with this is higher as compare to internal recruitment because HR manger do various
promotional activities for influencing talented people.
Internal recruitment: This is the process of hiring people internally within company.
Entity are appointed for vacant job potion and got position based on performance. This is cost
and time saving process. For which it is important that company have maintained record of their
personnel and able to take better decision for selecting best candidate. Promotion is one of the
best way to complete this approach but for fresh idea and advanced knowledgeable candidate this
is not suitable approach.
Likewise, there are so many methods of selection that is opt by HR manger in order to hire
best candidate in company. These are as follow:
Interview: This is most common and best approach to select best candidate. It is one on one
process, interviewer ask question to interviewee in order to know more about candidate, based on
their confidence level, and knowledge candidate got selected. British Gas, can use this methods
to recruit internally as well as (Fenech, Baguant and Ivanov, 2019).
Psychometric and ability test: It includes test such as aptitude & personality check test in
order to check the mentality level of employee. Further, the reasoning test is also taken in this
approach for selecting talented person. For selecting company it is suitable method as they deals
with gas, electricity. So to check technical knowledge of individual it is consisted as best
approach.
Presentation: Under this approach, candidate is given to a topic with specific time limit and
candidate need to deliver a presentation. On the basis of their attitude and way of presentation,
observer judge them and give them marks. Those who received best score will be selected for a
specific position. Some companies provide presentation topic with interview letter.

Group discussion: In this method, atopic is provided to candidate for discussion and present
their view. They set in group and have to answer in group only. Observer hear them, evaluate
their performance and reward them marks accordingly. Candidate who received highest score
will be selected. Respective company opt this method in order to selected best candidate in pool
of application.
TASK 4
P6 Stages of HR life cycle applicable to particular HR context.
For effective and proper allocation of resources in term of employee, company have
different types of systematic method. With this regards, there are five stages and that are as
follow:
Selection and recruitment: This tends to the initial phase of HR life cycle and includes
number of activities in order to hire and recruit skilled and knowledgeable workforces within
company. Activities includes interview process, GD, collection of CV/ resume, job
advertisements, offer letter. All these process aid firm to select best candidate for a specific
position in company time (Charan, Barton and Carey, 2018).
Orientation: This tends to second phase of HR life cycle and involves all those activities
that are offered by management team to newly appointed candidates. In this stages, supervisor
assign role, responsibility, and gave them clarity about task so that they will be engage towards
their responsibility. This is generally a quick review of role that are allotted to employee for
make them busy and engage.
Career planning and development: For accomplishing the objective and goal of company
effectively, it is vital for company to opt new advanced technologies and techniques as well as to
compete with competitive world
Retention: This is the iterative phase of HR life cycle in which employee are given
appraisal and assess their performance in order to lower the turnover ratio. At this phase there is
requirement of full filling the expectation of candidate and provide benefits and opportunity to to
gain growth and development. Moreover, they should be valued for their performance.
Exit: This is considered as the last step of HR life cycle. In this employee lest the job due
to some reason ranging from retirement to some personal issue. Before leaving job, an exit

interview is conducted in order to known the reason of leaving. HR manger should ask for
employee to stay there by full filling their wish and retain them in organisation.
P7 Examine HR life cycle stages within company HR strategy.
The HR life cycle as mentioned above has been assessed and that recommends that HR
manger of British Gas need to opt all these technologies and formulate those strategies which
increase their overall efficiency and profitability as well as help company to reach their pre-
defined goal. Incorporation of Human resources life cycle and HR strategies are mentioned
below:
Initial stage: To increase awareness about brand and vale, HR manger of respective
company need to attend some seminar, conferences, business fair and so many other.
Additionally this also make presence in people mind who are looking for job and recognise them
about their brand for their services. In order to recruit people, HR manger of British Gas need to
devise some effective strategies of recruitment. This influence large number of candidate and
make easy for them to select best from all of them. Selecting best for appropriate position will
enhances the efficiency to attain organisational goal.
Second stage: In context of orientation, HR manger of British Gas need to interact and
communicate with all candidates in effective and impressive as well as give them clarity about
all rules, norms, ethics of company in order to make them comfortable in new business
surrounding. In addition to this, manger nee to explain the significance of mission and vision of
company for engaging them towards their role and responsibility.
Third stage: The HR manager of British Gas Ltd. should be provide training and development
programme to their employee for enhancing their skill and knowledge. it offer benefits to both
company in term of opting new, advanced technologies and employee in term of career
development. The training will update their knowledge and that help them to attain all their
personal and professional goal in prescribed (Word and Sowa, 2017).
Fourth Stage: With relevance to this stage, HR manger of chosen firm need to provide equal
and fair benefits, opportunities to all employee so that they will feel same and maintain the
consistency in an organisation. As well as treat them equal and provide them safety with the aim
of maintaining positive working environment. This help company in increasing the retention rate
and help employee too in term of enhancing the efficiency. Apart from this, it is also important

to include workforce in decision making process for make them feel how much they are
important for the company and their salary should be increased.
Last stage: HR manger of each and every organisation need to make some hard effort in
order to retain their employee when they are leaving. Ask the reason of leaving and resolve their
problem for retention. HR manger need to maintained record and monitor their all queries and
complaints as well as need to take time in order to resolve their problem.
CONCLUSION
From above discussed report it has been analysed that resources and talent planning plays
crucial role in business organisation as it aid entities to recruit and hire highly skilled,
experienced, talent workforce in company. Also there are number of laws and legislation that are
imposed by government for business unit and organisation need to opt all these for smooth
running of business operation as well as for providing benefits to their workforce. Additionally,
there are number of methods by which company can hire employees for which it is the
responsibility of HR manger to opt effective method as well as devise some strategies that aid
them to accomplish their goal within stipulated time. Effective strategies helps company to
increase productivity and profitability of business unit. For smooth running of business operation
it is important for HR manger to look and track all current market labour trend that prevailed in
market as well as need to opt all these legal laws that help them towards any illegal mistake.
Additionally, HR manger need to opt all these effective promotion activities that help them to
attract more new talented candidates for job interview. In nutshell, HR manger of an organisation
have to devise such effective strategies that provide a competitive advantage and increase its
profitability with productivity.