Report on Resource and Talent Planning for DHL Supply Chain

This report provides a comprehensive analysis of resource and talent planning within DHL Supply Chain, a major player in the logistics industry. The report begins with an introduction to DHL and its global operations, followed by an examination of labor market trends in the UK and China, where DHL operates. It explores the significance of tight and loose labor markets and how organizations position themselves competitively. The report delves into the roles of government, employers, and trade unions in ensuring future skills, providing examples of training programs and funding initiatives. Key principles of effective workforce planning are discussed, along with practical tools such as gap analysis and human capacity development. Furthermore, the report addresses succession and career development planning, downsizing strategies, and the development of job descriptions and competency frameworks. Recruitment and selection processes, including legal requirements and the strengths and weaknesses of different methods, are evaluated. The report also examines employee retention strategies, covering reasons for employee turnover and the strengths and weaknesses of various retention approaches. Finally, the report offers recommendations for managing dismissal, retirement, and redundancies, concluding with a summary of the key findings and recommendations for DHL Supply Chain.

Resource
and
Talent Planning

Table of Contents
INTRODUCTION...........................................................................................................................3
Question 1........................................................................................................................................3
1.1) Define two country in which organisation is based and identify both countries labour
market trends..........................................................................................................................3
1.2) Explain significant of tight and loose labour market condition......................................4
1.3) How organisation position and based themselves in competitive labour markets..........5
Question 2........................................................................................................................................5
1.4) Description about role of government, employers and trade unions in ensuring future
skills, provide examples.........................................................................................................5
Question 3........................................................................................................................................6
2.1 Main principles of effective workforce planning and give examples of any tools..........6
Question 4........................................................................................................................................9
2.2) Develop and provide a basic succession and career development plan..........................9
2.3) Provide evidence to show your contribution to plans for downsizing an organisation 11
2.3) Your contribution to development of job description, person specifications and
competency frameworks.......................................................................................................12
Question 5......................................................................................................................................12
2.5) Main legal requirement in relation to recruitment and selection..................................12
2.6) Strength and weakness of two different method of recruitment and selection.............14
Question 6......................................................................................................................................15
3.1) Reason of way people stay and leave organisation.......................................................15
3.2) Strength and weakness of different approaches of retaining talents.............................17
Question 7......................................................................................................................................19
4.1) Recommendation to organisation on good and lawful practices for managing dismissal,
retirement and redundancies.................................................................................................19
CONCLUSION..............................................................................................................................20
REFRENCES.................................................................................................................................21

INTRODUCTION
Logistic organization are those who provide logistic solutions to other companies.
In this various services are included such as managing freight, warehousing and stock
management. Other companies mainly outsource there functions to logistic company in
order to enhance supply chain and with lower cost (Armstrong and Taylor, 2014). There
company are mainly third party logistics related services provider and they are
specialised in this particular area. This report is based on DHL supply chain which is
dealing in logistic industry. It headquarter is in Bonn, Germany and its key person is
John Gilbert who is CEO of this company. There are approx 200 employees working in
this company. Respective company is mainly organized in six regions that are North
America, South America, APAC, greater China, MLEMEA and United Kingdom and
Ireland.
Question 1
1.1) Define two country in which organisation is based and identify both countries labour
market trends
DHL supply chain offer there products and services in various countries market
such as North America, South America, APAC, greater China, MLEMEA and United
Kingdom (Briscoe, Tarique and Schuler, 2012). Explanation of labour market condition
of United Kingdom and China is mentioned below:-
Condition of labour market trends of United Kingdom:-

Wage: In United Kingdom salary of employees is major issues which they face because
wage are not rise by company according to situation and condition (Glenn, 2012). In last
10 years price of goods and services arise more faster than salary of employees.
Unemployment: Unemployment rate of United Kingdom get increase as compare to
last few years. Companies are fire employees because they are not able to pay salary
in effective manner.
Condition of labour market trends of China:-
Salary: In China labour market employees are demanding more salary to company
which affect company costing and profitability ratio.
Export and Import: China labour market get affected due to there export and import
policies and regulations.
1.2) Explain significant of tight and loose labour market condition
Tight Labour market:- It is a situation in which there is more as compare to workers. In
this mainly employees or individuals are seeking jobs as well as employers are seeking
candidates who conduct and accomplish jobs (Cooke, Saini and Wang, 2014).
 In this situation less or minimum peoples are unemployed and it also enhance
standard of living of peoples. This will also enhance economic condition of
country. Such as in context of DHL supply chain, when they introduce or promote
Il
lustration 1: UK Labour Market Today
(Source:UK Labour Market Today, 2019)

about particular position or vacancy. They get huge number of application forms
of applicants who want to apply for particular position.
Lose Labour market:- It refers to situation or condition in which there is huge
availability of workers who are looking for a job or job openings. In this employer hire
employees according to there selected wage rate or by not increasing current wage
rate.
 In this situation new develop organisation or start up get opportunities to hire
employees this will also help them in enhancing economic conduction of country
as well as individual. In respect of DHL supply chain which is popular logistic
company due to which they are getting applications of candidates who want to
work with them even they are not announced any opening. In this situation
respective company get opportunity to hire appropriate or those applicant who
they like in their offer salary.
1.3) How organisation position and based themselves in competitive labour markets
For adopting labour market in effective and appropriate manner company will
conduct market analysis and evaluation. By which they able to understand and identify
appropriate labour market for themselves (Guerci and Solari, 2012). If respective
company effectively select labour market they able to enhance economic condition and
standard of living of employees. By which this also able to hire appropriate employees
which help them in gaining competitive advancement at marketplace.
Question 2
1.4) Description about role of government, employers and trade unions in ensuring
future skills, provide examples
To enhance talent of employees in an organisation government, employer and
trade union plays major role. This is so because they provide various type of training
and development opportunities to staff so that they attain goal in effective manner. In
DHL supply chain role of employer, government and trade union in order to enhance
and ensure future skills of employees. Whose explanation is given below:-
Role of government:-

For enhancing future skills government of United Kingdom plays major role by
providing funds to employees who want to do apprenticeships for enhancing more
knowledge and ability (H.Church, 2014). Government of UK provide funds and
organized training sessions to employees which help them in increasing there
knowledge, skills and ability. Along with this company and government also get tie up
for some training and development programs. Such as Government of United Kingdom
provide apprenticeships in which employees or any person get on the job training in
which they can also earn money. These training and development are carry out or
provide by experts and professional in specific field. For example- There are various
agencies with respective company can tie up to training to employees such as The
Skills Funding Agency, Skills Development Scotland, The Welsh Assembly
Government, European Union Social Funds and many more (Longenecker and Fink,
2013). By this staffs get opportunities to enhance and update there skills and ability to
accomplish work in effective manner.
Role of employer:-
In United Kingdom organisation provide training and development session to
there employees which help them in enhancing there skills and ability in effective and
appropriate manner. By this employer and employees both feel motivated and attain
goal and objectives in effective and efficient manner. Employer or manger of DHL
Supply Chain provide training to employees by using both training methods that are on
the job training and off the job training. These are basically based on job role and task
which employees are performing or they can perform in future. There are various type of
training programmes which can be provided by respective company to there employees
are management of supply chain, operations an d supply chain and many more. For
example- Employer of respective company develop training and develop programmes
according to requirement and need. In an organization employers plays an essential
and important role, this is so because they develop strategies and policies according to
situation and employees. For this employer conduct evaluation of market as well as
workplace and understand situation then respectively develop strategies and plans.
They also plan training and development sessions which encourage employees to work

such as training of new technology, motivational sessions, conduct meeting and
activities and many more.
Role of trade union:-
In an organisation trade union provide and organise training and development
session for employees so that they attain goal in effective and appropriate manner
(Meyers, Van and Dries, 2013. Trade unions are group of worker and staffs who come
together to attain any common goal like ensure and improve safety, better wage,
enhance in benefits and many more. For example- Trade unions of DHL supply chain
arrange and organize training and development session according to requirement of
employees.
Question 3
2.1 Main principles of effective workforce planning and give examples of any tools
In an organisation, they are face tremendous pressure rapidly to transform vastly
due to both external and internal factors. Effective workforce planning enables an
organisation which help in building and developing strong talent pipeline that ensure
about right number of employees with the accurate skills are deployed in the right place
at right time (Nickson, 2013). Along with this, it will assist in reduces the job losses due
to skills obsolescence as well as minimise the time and cost spent in order to replace
workers and provide new trainees. DHL company are required to analyse principles of
effective workforce planning which are described as under:
Principles of Effective Workforce Planning:
 Setting strategy – It is the major principle which involves the way of describing
and explaining how they are set strategies and policies for gaining appropriate
results or outcomes in better manner. This is required for DHL firm is to set
accurate strategy which assist them in clearly shown their direction where they
need to reached. For gaining high success and profitability, company need to set
appropriate strategies that assist them in identify total workforce and another
required manpower who have ability to handle and manage all business
operations and its functions effectively.

 Key stakeholders involvement – For planned what question asks give
exampling of effective workforce, an organisation required to analyse
stakeholders involvement in business activities and functions (Nilsson and
Ellström, 2012). The key stakeholders main duty is to interact and communicate
with their employees who are doing work for reaching with set goals and targets.
It is necessary for DHL company stakeholders is to make decisions as per the
requirements and demand of customers and also try to satisfy their needs
effectively. Stakeholders in respective company are employers, employees,
creditors and others.
 Determining key skills and competencies required – It is required for an
organisation manager by which they able to analyse candidates skills and
abilities before hire them. All company managers are plan for recruiting skilled
and qualified employees who have ability to reach with set goals and targets.
This is another major role of company manager is to determine capabilities and
abilities of employees for give them appropriate position as per their skill. By
effective skills an employer able to develop rules, strategies, plans and policies
according to situations in effective manner. Along with this they also able to
develop unique and innovative products by which they gain competitive
advancement.
 Gap analysis – It is the method and technique of assessing difference between
business information system and application in order to determine whether
business meet with goals and targets effectively (Sparrow and Makram, 2015). In
DHL company, manager analyse gap between employees expectations and
employees experiences that can lead towards success and development.
 Developing human capacity – This is another principle of effective workforce
planning in which manager requires to develop human capacity that can assist in
reaching with potential goals. It is helpful in developing better future for an
organisation and conduct forecast issues which may occurred. In respect of DHL
supply chain, their manager develop various activities as well as training
sessions. Such as motivational sessions, training according to requirements,
conduct activities to encourage employees and many more.

Effective Workforce Planning Tools:
It is the procedure for analysing current workforce and it determining future
manpower requirement and needs, also identifying gap between workforce that are
available for reaching with desired goals and targets. There are various tools and
techniques which can be used by DHL company for workforce planning such as
forecasting, recruitment, contingent workforce, leadership development and retention
planning.
Workforce strategy – It is the core business procedures which align for
changing organisation requirements and needs with people strategy. Along with this, it
will provide market and industry intelligence which assist company in concentrate on
range of issues and challenges. DHL develop such strategy for hiring right employees
who have ability to handle all logistic work in better manner.
Span and gap analysis – It is that technique which can be used by businesses
to determining needs and requirement of the customers (SparrowHird and Cooper,
2015). Gap analysis forces a company which reflect on skills and competencies of
employees while doing work.
Organisational benchmarking – It is the way of exploring best performance
which has to be reached by company, employees and entire industry. This technique
will be used for identify gaps in an organisation's processes in order to achieve a
competitive benefits. DHL firm can used this method for analyse their employees as well
as company performance in proper manner.
Question 4
2.2) Develop and provide a basic succession and career development plan
Career development: It is a continuous process which is adopted by an
individual in order to manage learning, working, developing career and many more. By
this a person or individual able to develop or grow their future career in effective and
appropriate manner. It can be done through various ways such as develop goal and
plans to attain them in effective manner, develop time limit to achieve it, join some
classes and many more. In context of respective company they develop policies and
plans through which one can develop its career in effective manner to get higher

position and more salary. For this they also provide some essential training and
development courses so that they can develop their skills in order to develop career.
Succession planning: It refers to a process through which new leader can
develop which can replace old one when they leave company, retire or die. By this an
organisation able to get new leader with unique and innovative ideas who conduct and
develop strategies in more effective and appropriate manner in order to attain goal as
well as objectives. In respect of DHL supply chain they recruit new leader according to
need and requirement. Along with this who are skilled and knowledgable in order to
manage organisation in effective manner. For identifying new and appropriate leader
company will conduct analysis so that they identify candidates who can perform
particular task. Along with this they also perform some test to identify appropriate
leaders who can manage organisation in effective manner.
Basic Succession Plan:-
Business-
Critical position 1
Ready Now Required 1 to 2
years
Required more
than 2 years
Logistic
Manager
 Ramli Bakar
 Lee Tai Hue
 Irene Soo
 Abu Hassan
 Selina Chan
 Rebecca Rao
 Kan weng
 Fatioma
 Joseph Wan
Business-
Critical position 2
Ready Now Required 1 to 2
years
Required more
than 2 years
Customer
Supervisor
 Wong wai
 Abu Nirm
 Knoo Tien
 Wee lee
 Solina Chan
 -
 Chun Wee
 -
 -
Business-
Critical position 3
Ready Now Required 1 to 2
years
Required more
than 2 years
Material
Supervisor
 Michael Won
 -
 -
 Wong Lai
 Sun Nizam
 -
 Jessica
 -
 -
Business- Ready Now Required 1 to 2 Required more

Critical position 4 years than 2 years
Purchasing
Specialist
 Abu
 Lee Wong
 -
 -
 -
 -
 Ramili Wee
 -
 -
Career Development Plan:-
Name: Current Position: Logistic
Manager
Date started: February,
2019
Performance Summary
As a logistic manager I perform various various activities like planning and managing
logistic, warehouse, customers services and transportation. I direct or guide and
coordinate to whole logistic order cycle so that it will run effectively. Along with this I
deal and negotiate with suppliers, manufacturers, retailers as well as customers.
Career Goal
According to me I just effectively completed my current position role as Logistic
Manager so now my short term goal is to get higher position in my specific field. I also
know that I may face various competencies while working at high position as Senior
Logistic Manger but I want to work and face these issues in order to attain goal in
effective manner.
Areas of Strength Areas for Development
 I have very good logical reasoning.
 I am good in Information
technology skills.
 I am able to take quick decision in
any situation or circumstances.
 I would like to enhance my
communication skills so that I can
convey messages to others n
appropriate and effective manner.
 I also want to increase by
managerial skills which help me in
conducting work in more

appropriate manner.
2.3) Provide evidence to show your contribution to plans for downsizing an organisation
Downsizing refers to methods which is use to reduce size of organisation and
operational cost in order to improve or enhance efficiency, productivity and
competitiveness of an organisation. In this member who are not working effectively and
efficiently lose their jobs which is occur due to downsizing. There are various role of HR
manager at DHL supply chain (Longenecker and Fink,2013). Such as they so
recruitment, provide training according to recruitment, downsize employees when
necessary and many more. For conducting downsizing HR first evaluate and identify
those employees who are not performing effectively and efficiently. Then then discuss
them why they are performing low and accordingly HR manager provide training and
development session so that they enhance there performance. If after that also
particular individual not perform effectively then HR manager want them and downsize
them due to their performance. Conducting downsizing at workplace DHL Supply Chain
feel various benefits such as saving of capitals, reduction in repetitions, develop
creative and appropriate approaches and many more. Along with this they also feel
some limitation such as loss of skilled employees, affect communication between
employees and employer, stress level of employees get increased and it will affect on
image and name of corporation. Metrics refers to technique by which standard of
measurement can be done through which appropriate performance, progress, quality of
plan and many in appropriate manner. Data collection is process in which an
organisation conduct analysis and collect essential information as well as data in proper
manner.
2.3) Your contribution to development of job description, person specifications and
competency frameworks
HR manager in an organisation plays major and important role such as recruiting
employees, designing job description and personal specification for vacant position,
train employees and many more. HR manager of DHL Supply Chain identify and
requirement of employees at particular position then they analysis particular work and
develop personal specification, job description and competency frameworks