Employee Talent: Strategies for Workforce Management

This report examines employee talent management, emphasizing the importance of effective people resourcing strategies to meet workforce needs. It explores the implications of having the right personnel and the activities that contribute to designing these strategies, including dedicated staffing, attractive reward systems, proactive workforce planning, and utilizing internal resources. The report also analyzes the relevance of labor market analysis, particularly in light of Brexit, highlighting the challenges in recruitment and retention, especially in the manufacturing sector, and the impact on resource planning. The report provides a reflective opinion on the experience, emphasizing the positive aspects of employee engagement, increased communication, and the need to adapt to changing immigration laws. The report concludes by addressing the impact of Brexit on the economic framework and the need for robust measures to navigate the changing landscape.

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Contents
Introduction................................................................................................................................2
Implications of having the appropriate people resourcing strategies to meet the workforce
needs...........................................................................................................................................2
The relevance of labor market analysis and impact on resource planning in preparation of
Brexit..........................................................................................................................................4
Reflective Opinion.....................................................................................................................6
Conclusion..................................................................................................................................8
References..................................................................................................................................9

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Introduction
It is a well-known fact that the manpower of a company is its biggest asset. A
company cannot do anything unless it has the required workforce, which enables it to provide
the goods or services. An organization requires labor to carry out its operations, irrespective
of the type of business. The manpower has to be trained and effective feedback has to be
gathered to assure that they meet the basic requirements of the activities. A satisfying
workforce can promote a great environment for the growth of a company.
The Implications of having the appropriate people resourcing strategies to
meet the workforce needs
The company which is able to get the right mix of personnel to handle its operations is
able to beat the competition easily (Baqutayan, 2014). The goal is not to achieve the
maximum number of employees, but maximizing the output per employee. Recruitment of
the right employees requires a lot of planning. Post recruitment, efforts have to be made for
the retention of employees. The right employees will not care about the monetary benefit
alone, but also it would require that the efforts put in are rightly appreciated and there is a
sense of ownership within the organization. The right employee will support the organization
at the moment of crisis (Christensen Hughes and Rog, 2009). The talent management theory
of 5 B’s helps in understanding talent management in a better way. The five B’s stands to
buy, build, borrow, bind, and bounce. All these different stages exhibit a different stage,
which helps in better talent management (Alruwaili, 2018).
Appropriate people resourcing strategies would mean that the organization is serious
about the human resources it takes on the organization (Cumming and Zahra, 2016). The
following activities may help a great deal in designing appropriate people resourcing
strategies for meeting the workforce needs:

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There has to be dedicated personnel to fulfill the staffing needs of the organization. The
CEO or the owner cannot be equipped enough to look after the business operations and take
care of the staffing needs as well. The reward strategy has to be specifically designed to
attract the employees towards choosing the organization. This has to be ensured that the
organization gives so much reward that the employee does not think about joining any other
organization. Proper bonus and incentive plans can boost employee morale and improve
productivity to a great extent.
With the passage of time and by the growth of the organization, there are some roles
which disappear and some roles will emerge at various levels of the workforce. The
organization has to proactively plan for such a scenario and arrange for the staffing needs.
This will enable the organization to work seamlessly and never be short of adequate staff
during the required time.
It is not necessary that the workforce is only fetched from outside the organization. Some
organization roles can be fulfilled by adequate training and flexible working plans for the
employees. This will fill the required roles without the additional cost of hiring new staff.
Also, the employee will feel motivated if an organization gives him additional responsibilities
(Davis, 2017).
A pool of candidates can be created using internal referral schemes and contacting
employees who have got in touch with the company for joining but have been led down due
to a shortage of vacancy. A good pool is a no-cost source of information for potential
candidates.
For managerial and specialized roles, past employees, fresh graduates and gathering
information about potential employees from networking events can help a great deal in
completing the staffing needs of the organization. The expenditure done has to be monitored
to ensure that the staffing strategies do not give a burden on the organization. In giving higher

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packages an organization shall not move below the break-even and ensure that the strategies
adopted are cost-effective and fulfill the organization needs in a better way. The contracts
with employment agencies shall be carefully framed to be in the best interests of the company
(Golemi, 2017).
The relevance of labor market analysis and impact of resource planning in
preparation of Brexit.
The labor market is basically characterized by the difference between the demand and
supply gap of the activities. Resource planning is affected by a great deal through the impact
of Brexit. The exit of Britain from the European Union has led to a reduction in the
applications to manufacturing and service units. The labor mobility has also been affected
and the people planning to move outside of Britain have increased, thereby reducing the
number of people available for jobs. There has been a significant problem in the retention and
recruitment of staff by UK companies. This has led to a shortfall in the talent pool of the
personnel available for work. The employees working there were also cautious in their stance
and demanding a higher salary as compared to the regular working days. After the
referendum, the organization’s outlook towards employees changed drastically (Jaremczuk
and Mazurkiewicz, 2014).
The organization would also have to look for the insecurity within the employees. A
majority of employees felt insecure about their job and the current salary they were
withdrawing. This led to an environment of dissatisfaction and the retrenchment increased
rapidly, thereby worsening the problem of working according to the requirements of the
business. Reduction in the training activities also resulted in a decline in the expertise of the
workforce. It has to be ensured that the activities taken up in an organization are related to the
training and development of the workforce and they help in the achievement of goals within

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an organization. EU organizations were a pioneer in giving training to their employees, which
led it to increase production in the long run (Jones, 2017).
The decrease in candidates from the EU has resulted in companies to organize
different activities to employ the required workforce in their organization. The right talent
was being available at cut-throat prices. HR has to be made creative while employing the best
of talent in an organization. The demand and supply will always have a gap until the right
measures are adopted while training and recruitment of employees. There are changes in
legislation and the HR will have to consider these changes while the formulation of HR
policy within an organization. The Brexit will reduce the attraction of the UK as a work
destination (Khoreva, Vaiman and Van Zalk, 2017).
The HR managers will have to keep the watch on migration rules following Brexit.
There may be significant changes within an organization as a result of a change in the
migration rules within a country. There is also a requirement to make certain policies to adapt
to the changed migration rules. There will also be global implications within the organization
which will enable it to ensure that certain activities are being taken care of. The organization
has to make robust measures wherein it follows the migration laws and takes care of the
staffing needs simultaneously.
Resource planning would also involve keeping in mind the effects of the referendum
wherein there has been a drastic change in the economic scenario of the world. There are
many activities which have to be introduced so as to increase productivity and reduce the
negative effects of Brexit. The talent which has been given adequate importance have to be
utilized up to their full potential. There will also be a requirement of amending the HR
Policies to suit the change in the global market. It has to be noticed that there are considerable

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changes in the given policies which would ensure that the organization is able to fulfill its
goals in the given time frame (McGrath, 2016).
Reflective Opinion
The experience of addressing the people resourcing needs was a positive exercise and
allowed me to learn a great deal about fulfilling the staffing needs of the organization. The
activities involved in the exercise helped to get an understanding of the processes involved in
recruiting personnel for a firm. In my opinion, the techniques involved were engaging with
the employees and taking into consideration their basic needs for working in a particular
company. It was an enriching experience wherein interaction with the employees helped me
to learn a great deal about them. According to me, the employees shared the problems they
faced while working and the insecurities which have crept in due to Brexit.
It has been a while since the effects of the activities are being shown up. It is a
gradual process wherein the effects can be measured only over a period of time. The best
thing about the engagement was that the employees, in general, felt a sense of belonging
towards the organization. In my opinion, there was positive feedback from the employees
about the activity. According to me, it also helped to increase the understanding of the
staffing needs of the organization and implementing it to ensure that the people resourcing
activities are done in accordance with the requirements of the industry (Moloney, 2016).
The enhancement of the rewards among UK employees has led to an increase in the
income of the employees as compared to the period before the referendum. Also, the
companies have formulated a measure wherein the employees can communicate and voice
their concerns to the company. In my opinion, this has increased harmony within the
organization and led to an increase in satisfaction among employees. There are numerous
examples where communication has increased the satisfaction level of employees to a great

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extent. According to me, there has been a positive shift towards understanding the needs of
employees (Narayanan, Rajithakumar and Menon, 2018).
The activities led to an increase in creativity of the HR function within the
organization. This has been fuelled by the cut-throat competition in the industry with regards
to the hiring of talent in the organization. In my opinion, the companies have begun preparing
for the worst and they have adequately communicated their thoughts and concerns within the
organization. This has promoted an open culture within the organization and it is therefore
positive towards the well-being of the organization (Nurunnabi, 2019).
According to me, there have been considerable changes in the immigration laws
which have resulted in a change of policies and an increase in regulations for the employees
who are belonging to the outside of Britain. The companies have to cope up with the
regulations and they have to educate the employees about the relevant legal processes. In my
opinion, this has led to an increase in problems for the employees who belong to outside of
the EU. Many organizations have failed to capture these requirements and have faced harsh
legal consequences.
According to me, the employees could have given a period to adjust to the changes in
legislation and it could have been done in different steps. In my opinion, this would have
enabled the public and the business sector to cope up with the increase in activities as a result
of the referendum. The economy is suffering and the impact is being borne by the number of
workforces present in the social scene. In my opinion, this could have been managed if
proper transition laws would have been made and citizens would have been guided into the
process following this change. There has been increased insecurity as a result of these
activities (Yueh, 2018).

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The headquarters of the EU has been changed to Germany and it will lead to a shift in
the concentration of top manpower of the economy. In my opinion, there has been a
considerable effect of the activity within the economic framework which has led to an
increase in compliance and caused discomfort to the working public in large. Whenever there
is a major shift in the economy, the markets react negatively and do not embrace it until the
bad effects have worn off. According to me, it may take a lot of time in achieving a position
where we begin to see the positive effects of the decision. There has been a very different line
of activities which have enabled it to be a benchmark decision in the Europian Economy
(Williams, 2016).
Conclusion
The major effect of the referendum is that there has been a lot of relocation in the
companies. It is a very complex process and it takes a lot of time in achieving the results of
the activities. In my opinion, there has been a shift towards achieving the objectives of an
organization wherein the place of operations has changed. There is a social shift in the
perspective of the employees towards the organization and it has led to the achievement of all
the basic staffing needs of the organization. An employee rich company will always be ahead
of the company which does not employees in its staff (Zhou, 2017).

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Baqutayan, S. (2014). Is Talent Management Important? An Overview of Talent
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Davis, J. (2017). Brexit and Implications for the Agri-food Sector. EuroChoices, 16(2), pp.3-
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Jones, A. (2017). Brexit: Implications for UK Competition Law. SSRN Electronic Journal,
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McGrath, P. (2016). Brexit and Likely Implications for Ireland. SSRN Electronic Journal,
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Moloney, N. (2016). International Financial Governance, the EU, and Brexit: The
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