Resource and Talent Planning Report: British Gas Workforce Analysis

This report provides a comprehensive analysis of resource and talent planning, focusing on the UK-based energy brand British Gas. It begins with an introduction to resource and talent planning, emphasizing the importance of developing talented employees and formulating strategies for effective talent utilization. The main body of the report evaluates current labor market trends, such as the aging population, lack of skilled workers, and technological illiteracy, and their impact on workforce planning at British Gas. It also describes various legal needs, including the Equality Act 2010, Bribery Act 2010, and Data Protection Act 2010, and their implications for the company. The report further ascertains current and future skill requirements through job analysis, job descriptions, and job specifications. It explores effective hiring procedures and the use of succession planning and talent management. Finally, it evaluates each period of the HR life-cycle in relation to a particular HR context and analyzes the integration of the HR life-cycle within the overall HR plan of the company. The report concludes with a summary of the key findings and recommendations for British Gas's resource and talent planning strategies.

Resource and Talent Planning

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
TASK 1............................................................................................................................................3
P1 Evaluate current labour market trends which affect talent management and workforce
planning..................................................................................................................................3
P2 Describe various kinds of legal needs that an enterprise considers during workforce
planning..................................................................................................................................4
TASK 2............................................................................................................................................6
P3 On the basis of current labour market trends and legal needs ascertain current and future
skill requirements for various organisational examples.........................................................6
TASK 3............................................................................................................................................6
P4 Provide various examples of job description and person specifications documents for
proper hiring...........................................................................................................................6
P5 Utilise various hiring procedures for effectual talent and resource planning.................10
TASK 4..........................................................................................................................................12
P6 Evaluate each period of HR life-cycle in relation to particular HR context...................12
P7 Analyse integration of HR life-cycle within overall HR plan of the company...............14
CONCLUSION.............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
Resource and talent planing is defined as the continuous procedure of developing
talented employees and formulating strategies ahead to maximise effective usage of talented
employees which have the potential of learning new skills. This report is based on the UK based
energy brand British gas. British gas is a subsidiary of Centrica which is an international
organisation dealing in energy sector (Bhatia and Baruah, 2020). The company was formed in
1997 and is a household name in the field of supplying gas and electricity across UK and
Europe. The present report involves discussion of present labour market trends and legislative
requirements which effect talent management and workforce planning. Present and future skill
demands needed for various organisational examples are provided in this report. Apart from this
job description and various methods for effective hiring are mentioned in this report. This report
also includes evaluation of various periods of HR life-cycle in particular HR context and their
integration in the overall HR plans of the company.
MAIN BODY
TASK 1
Evaluate current labour market trends which affect talent management and workforce planning
Labour market is defined as the market where demand of the employers related to
various vacancies are completed by services given from the workers according to the
expectations of employers. Organisations need to identify various labour market trends which
influence talent management and workforce planning in order to construct effective HR
management strategies (Cho, Kim and Mor Barak, 2017). The impact of labour market trends on
workforce planning and talent management at British Gas is provided below:
 Increase in elderly population: Rapid increase in elderly population and reduction of
young employees from the workforce is a major barrier in effective workforce planning
. This factor has influenced workforce planning at the UK based organisation British
gas. The is unable to attract young talent in their company due to rising numbers of
elderly employees in the labour market. In order to connect with talented employees
from an early age the company has introduced an apprenticeship program which
identifies and hires talented schoolchildren in appropriate training programmes.

The above figure suggests that there is huge increase in old population in UK and the
aged workforce will continue to increase in subsequent years. The organisation needs to consider
take this trend into consideration during workforce planing. The respective firm needs to modify
their workforce planning practices such as hiring and retention in order to recruit talented
individuals from young generation.
 Lack of talented workers: Increase in presence of workers with mediocre skill-set and
low potential to develop new abilities is another barrier faced by organisations during
workforce planning and talent management (Dengler and Matthes, 2018). Despite
presence of various vacancies, organisations are not able to find workers which have the
qualities and potential to take various roles and responsibilities offered at the job.
 Lack of technological knowledge: Huge part of the available candidates in the current
labour market lack knowledge related to usage of basic technology. This influences
talent management strategies and workforce planning at the respective firm as various
daily operations of the company require the usage of complicated equipments. The
company has to implement costly training programmes to build workforce which is
able to handle complicated machinery (Galkina and Atkova, 2020).

Analysis of labour market trends on British gas
Absence of skilled employees from the labour market directly affects the overall
procedure of workforce planning. This is because organisation need to invest in various training
and development programmes in order to build talented workforce out of unskilled applicants.
Another labour market trend of old population impacts the workforce planing of the firm.
In order to increase longevity the organisation needs to recruit talented employees from the
younger generation as they are more connected to the current environment and have knowledge
about technology. The organisation needs to modify their recruitment process in order to
employee young applicants and reduce negative effects from this trend.
Technological illiteracy is affects the process of workforce planing as the company relies
heavily on technology. The company needs to alter their workforce planning procedure in order
to retain technologically literate employees.
Labour market trends impact workforce planning at British gas. The company has to
construct recruitment and selection procedures to identify the most skilled workers due to the
market trend of lack of talented workers in the British labour market. In addition to this, the
company has to advertise their vacancy needs to young applicants through social media due to
increasing elderly population of the workforce. The company has to modify their employee
benefits in order to attract and retail young and talented workers. in Technological illiteracy is
another factor which has impacted workforce planning at British gas. The company has to
introduce digital training programmes in their training procedure in order to construct
technologically literate workforce.
Describe various kinds of legal needs that an enterprise considers during workforce planning
Employment legislations are enforced by the British government in order to regulate
relationship between employees and their supervisors and also explicate hoe workers must
behave in a business environment. In context off British gas various employment laws and
regulations need to be followed by the company in order to evade reputation damaging lawsuits
and maintain harmonious relations between workers and their supervisors. Various pieces of
legislation ans their impact in relation to British gas are mentioned below:
 Equality Act 2010: This act was passed by the British parliament in order to consolidate
supplement and update numerous preceding employment acts which were formed to
uphold equality in the workplace. This act covers the regional extent of UK and is

includes various previous acts such as anti discrimination act, equal pay act, disability
discrimination act and various to construct a sole act containing regulations on
maintenance of equality in the workplace.
 Bribery Act, 2010: The main purpose for the implementation of this act involves
promotion of anti-bribery practices in the corporate world. Every organisation is required
to demonstrate that they have suitable procedures for eliminating the threat of Bribery in
their company.
 Data Protection Act, 2010: This act centres around protecting employees from the
misuse of their personnel data. After the enforcement of this act every organisation need
to gain acceptance from their workers about using their private data and they can be held
accountable for unlawful usage of such data.
Analysis of impact of various legislation on British gas:
After the implementation of Equality Act, British gas need to enforce various policies
which reduce discrimination between employees and ensure that every employee is evaluated on
the basis of their skills. Apart form this the company needs to consider diversification of their
workforce by utilising hiring policies which allow recruitment of talented employees in their
company. The organisation neds to modify their workforce planning practices such as retention
and career progression of employees to ensure that employees from minority communities get
opportunities to reach higher positions in the firm.
The enforcement of Bribery act has affected the workforce planning of the firm as the
company needs to monitor their employees to identify any case of Bribery. Various training
sessions on ways to how to handle consumers who bribe employees ned to considered by the
firm during development phase of workforce planing.
Data protection act has directly affected the workforce planning of the firm. High
authorities at British Gas now ned to gain consent from their workers about use of their
personnel data which. This affects monitoring programmes which are crucial part of employee
development.
Employment legislation impacts workforce planning at British gas. The company has to
construct recruitment and selection process with aim of giving equal employment opportunity to
every applicant. In addition to this growth opportunities of the company are modified due to
equality act as the company has to provide equal career advancement opportunities to

employees. British gas has to track their employees for any case of bribery due the
implementation of Bribery act. This affects the workforce planning of the company as the firm
has to create an employee monitoring process. In addition to this the company has to change
employee monitoring policies which is crucial part of the workforce planning at British gas in
order to ensure that they gain consent from employee before using their data and protect it from
unlawful usage.
TASK 2
On the basis of current labour market trends and legal needs ascertain current and future skill
requirements for various organisational examples
Job analysis: This refers to the process of identification and determination of duties,
responsibilities and specifications related to a specific job. This involves collecting information
to estimate skills required fro a specific job. The process of job analysis involves collection of
job related data such as skills and abilities required to perform the job, working conditions, job
activities, reporting hierarchy, traits responsibilities and duties needed for the job. Proper
documentation is done to verify authenticity of the collected data . The final information is used
to create specifications for a job. This helps the company determine current and future skills for
their workforce and assists in effective workforce planning.
Current abilities : Job Description: British gas needs to construct a detailed job for various vacancies in
order to accomplish their current workforce neds . This practice will attract suitable
applicant who are interested in working for the position and are passionate about the job
title. This will help the company construct a workforce of talented employees who are
committed to their jobs. Constructing job description which focus on finding technology
literate employees will reduce negative effect of labour market trend of high amount
workers with zero technological knowledge.
 Job specification: British gas needs to utilise job specifications in order to simplify
hiring process and attract applicants which understand various responsibilities of the job.
The organisation will be able to hire employees which are ready to take various roles of
the job and can face challenges of their position. Reducing negative effects of labour

market trend of unskilled workers is accomplished by the use of job specification as this
practice helps filing talented workers at right positions.
Future abilities: Succession planning: This process requires respective firm to identify employees with
potential to become future leaders and implement programmes which enhance their
leadership skills and help build future leaders of the firm. British gas neds to utilise this
practice in order to address their future skill requirements.
 Talent management: The organisation can use talent management policies to attract and
retain talented employees with technological knowledge which will not only build
talented workforce for the future of the firm but also help gain employees which are
technologically literate and adapt to technological up-gradation of the company.
The first step of a job analysis includes giving every employee a job analysis questionnaire
in order to understand duties and responsibilities of every job. This will help British gas to
understand the duties of various positions and determine skills needed for. completing these
duties.
The next step involves creation of log sheets which contains information about each task and
time spent on each task for a week. British gas will be able to determine areas with high
competence and low competence by understanding the time take. by each employee to
complete an activity effectively.
Desk audits are an important part of a job analysis which include observing employee at
different times of day completing different jo to understand their performance level. British
gas will be able to determine if a particular job requires training to improve employee
performance.
Conducting interviews with supervisor and consumers is another step of job analysis. British
gas will understand the impact of a job on consumers and gain insights from supervisors.
These tasks will help the company gain information about current competencies of the
workforce and skill requirements. In addition to this by understanding consumers opinion
about jobs the company will be able to determine future skill requirements due to changing
demands of the consumers.

TASK 3
Provide various examples of job description and person specifications documents for proper
hiring
HR department of British Gas is formulating job description for marketing manager
JOB DESCRIPTION
Job Description for Marketing manger
Organisation : British Gas
Job title: Marketing manager
Division: Marketing department
Required Qualities:
 Formulate effective team to complete various operations in limited time
 Evaluate customer responses through data gathered from social media
 Build strong bonds with various media agencies
 Able to develop accurate enforcement of various marketing strategies and policies
for effective promotion of the company.
Responsibilities:
 Constructing marketing content to increase brand recognition
 Managing finances for promotional campaigns
 Constructing digital marketing plans
 Supervising and enhancing SEO
The applicants who wish to join the company under this role are required to send their resumes
or CV's at humanresourcedept@British gas.com.
Thanks and Regards
Senior Human Resource Manager
England,

PERSON SPECIFICATION
Job Designation: Marketing manager
Department: Marketing division
Attributes Essentials Desirable
Core Competencies Candidate should have excellent
communication and management
abilities to manage team members
and complete operations in a timely
manner.
To lead the team members and
collaborate with managers of
various divisions to accomplish
daily tasks swiftly and effectively.
Knowledge Bachelor's degree in marketing
Diploma in business administration
Should have knowledge about
digital and social media marketing
tools.
Role requirement  Explaining employees about
advertising trends used in
the field.
 Formulating creative
promotional plans.
 Prepare reports on output
of promotional campaigns
and formulate future
marketing objectives.
HR department of British gas is constructing Job description for Sales manager
JOB DESCRIPTION
Job Description for Sales manager
Organisation : British Gas
Job title: Sales manager
Division: Sales department
Required Qualities:
 Ensure collaboration with various departments in order to complete various
operations in a timely manner
 Formulate sales goals by evaluating yearly sales for various areas and locations
 Able to delegate responsibilities on subordinates and manage teammates to gain

effective results swiftly
Responsibilities:
 Attaining various sales targets by collaborating and co-ordinating with employees in
sales team
 Identification of changes in market with knowledge about current products and
industry opponents
 Ability to formulate reports describing sales and expenditure of the firm
The candidates who want to apply for this position need to send their resume or CV at
humanresourcedept@British gas.com.
Thanks and Regards
Senior Human Resource Manager
England,
PERSON SPECIFICATION
Job Designation: Sales manager
Department: Sales division
Attributes Essentials Desirable
Core Competencies Candidates should be able to
evaluate data gathered from the
annual financial reports of the
company to formulate suitable sales
strategies.
To ensure that each employee of
the sales department completes
their responsibilities swiftly and
effectively.
Knowledge Bachelor's degree in marketing or
business management.
Experience in management in a
reputed organisation
Role requirement  Formulating and
implementing sales
strategies
 Developing finance plans
for the sales division.

 Completing yearly sales
target by continuous
supervision of sales team
Interview Questions:
 Why do you want to be a sales manager?
 What do you think are essential skills for attaining growth in this position?
 What are the qualities of a motivating leader?
 Describe training practice for development of sales representative.
Job Offer Letter
Mr./Ms,Last-Name
Address
City, State Zip Code
Dear Mr./Ms. Last Name,
We are thrilled to communicate you that you have been selected as the sales manager in our
firm. You have passed various selection rounds constructed for determining suitable applicant
for the position of sales manager. Monthly earnings in this position are is 35 K£ . Your
Joining date is 22 February 2021 with working hours from 9:00 AM to 6:00 PM.
HR department
British Gas
Signature _____________________________
Date ----------------------------
Utilise various hiring procedures for effectual talent and resource planning
Organisations use various hiring procedures to identify suitable candidates and fill
vacancies with individuals which have the skills to complete daily tasks of that specific position.