Resource and Talent Planning: British Gas Analysis Report

This report provides a detailed analysis of resource and talent planning, focusing on the context of British Gas. It begins with an introduction to resource and talent planning, defining its importance in identifying and recruiting suitable candidates. The report is divided into three sections. Section 1 examines the impact of contemporary HR issues such as globalization, changing skill requirements, demographic shifts, and technological workforce culture. It also explores employment legislation, including the Employment Rights Act and the National Minimum Wage Act, and their impact on workforce planning. Furthermore, this section discusses labor market trends and the essential skills required in candidates. Section 2 focuses on the methods of recruitment and selection, including direct advertising, employee referrals, and the use of recruitment agencies. It provides recommendations for effective recruitment and selection processes. Section 3 delves into the HR life cycle and its evaluation in relation to strategic management. The report concludes with a summary of the key findings and recommendations.

RESOURCE AND TALENT
PLANNING

Table of Contents
INTRODUCTION...........................................................................................................................3
SECTION-1 ....................................................................................................................................3
Impact of various contemporary issues in HR.......................................................................3
Employment legislations and its impact on workforce planning...........................................4
Labour market trends and skills requirement.........................................................................6
SECTION-2.....................................................................................................................................7
Methods of recruitment and selection ...................................................................................7
Recommendations and judgements for recruitment and selection.......................................10
SECTION-3 ..................................................................................................................................10
HR Life Cycle and evaluation of HR Life Cycle to strategic management.........................10
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................13

INTRODUCTION
Resource and talent planning can be defined as searching for proper hiring, selection of
appropriate candidate, a talent pool for recruitment of talented candidates. This function will help
the organization in identifying talented and capable candidate from the market.
British gas was founded in 1997 by Frederick Albert Winsor. Its headquarter is in
Staines-upon-Thames, United Kingdom. Key people of British gas are Sarwjit Sambhi(Chief
executive) and David Kirwan (Managing Director). British gas is the subsidiary company of
Centrica. The company produces gas, electricity, boilers and central heating, renewable energy,
home appliance services, plumbing and drains.
In this report impact of various contemporary issues like globalisation, changing skill
requirement etc. is discussed. Further, employment legislation is described and its impact on
workforce planning. Next, labour market trends and skills required are discussed. Recruitment
and selection process and methods of recruitment and selection for effective talent resourcing
and planning is described. Recommendations are also provided related to recruitment and
selection process. Critical evaluation of stages of Human Resource life cycle is described and
how Human Resource life cycle integrates within organizational Human Resource strategy.
SECTION-1
Impact of various contemporary issues in HR
There are various contemporary issues in human resource like, demographics, changing
skill requirements, globalisation, technological workforce culture. Contemporary issue means
issues that are affecting human resource (Abdollahbeigi, Salehi and Jayashree., 2017). There are
issues related to diverse workforce, legislation affecting workplace and technology matters,
career management and development, organizational development and change, employee
benefits and compensation.
 Demographic change: It includes living standards, saving rates, consumption and
investment. It is an issue for human resource as living standards of people are different so
to manage all the people and make them familiar with the environment of the
organization. As the company want to recruit more female employees to attract
customers. So, for hiring females company need to make changes in its policies and
procedures.

The company has to make different rules for females. Human Resource should take care that
females are getting healthy and safe environment. There is no discrimination between males and
females regarding salary or any other issue. It is the responsibility of the human resource
management to manage all the activities of the company.
 Changing skill requirements: As with the rapid changes in the technology, the skills
required in an organization is also changing. Some skills that are required are:
communication skills, leadership skills, teamwork skill, motivational skill, problem
solving skill, judgemental and decision making skills etc. Every organization want these
skills in the candidate (Azma and et.al., 2019).
British gas want to recruit candidates that have good communication skills and good
interpersonal skills. It is an issue for human resource management while recruiting candidate for
the company as trends and needs of the customers are changing and with these skills required in
a candidate is also changing. So, it is difficult to select right candidate for the organization.
 Technological workforce culture: Technology is changing day by day. With the change
in technology company also need to make changes in the working styles. Employees of
British gas are provided technical training. Training is necessary to make employees
understand what they have to do and how to efficiently use the machines. It is an issue for
human resource management as they have to change technology. They also have to
recruit new candidates. Freshers have knowledge of new technology and they can work
better. So, human resource management should recruit freshers with essential skills
(Garrad., 2018).
Employment legislations and its impact on workforce planning
Employment legislation refers to various laws that are applicable in an organization.
These laws include, worker's compensation, labour relations, pay equity, wages and working
hours etc. Some important laws that are applicable in United Kingdom are:
Employment Rights Act 1996
This law includes employment contracts, unfair dismissal, family- friendly leave,
protection of wages, flexible working of employees, termination of employees. This employment
right act helps in maintaining equality among all the staff members working in the organization.

National Minimum Wage Act 1998
This act means that a minimum amount should be given to workers. It is necessary for the
employers to pay minimum wage to the workers according to the National Minimum Wage Act.
This act helps the workers in getting fair remuneration.
Employment Relations Act 1999
This employment relation protect workers against blacklisting of trade unions. This
establishes various rights for trade union recognition and industrial actions at the workplace.
Agency Workers Regulations 2010
This act aims at stopping discrimination against any worker in the organization. This act
ensures that workers are getting correct pay, amount of holidays are also paid as per terms and
conditions (Hilman and Abubakar., 2017). All the employees of the organization are getting safe
and healthy environment. There should be no discrimination among employees on the basis of
gender, caste, religion etc. All the employees should be treated equally and give respect to
everyone.
Part- time workers(prevention of less favourable treatment) regulations 2000
According to this act employees who are working on part-time contracts should be given
equal treatment as compare to the workers who are working full-time in the company. This act
helps the workers in communicating with each other.
Workforce planning refers to forecasting supply and demand of the organization.
Workforce planning involves recruitment, selection and training process to make sure that right
candidate is selected for the organization. Employment legislation plays an important role in the
company. The laws are applied in the company for the safety of employees. In British gas
employment legislation is important for the safety of the employees and to ensure all staff
members are treated equally (Jindal and Shaikh., 2017).
Laws affect workforce planning as according to laws company has to provide safe
working environment to the employees. When new candidates are selected then hey should be
given wages according to their skills. It is the responsibility of the employer to provide training
to the new employee and make them familiar with the culture and environment of the company.

British gas wants to recruit more females, so the employer has to make new policies and rules
and regulations.
The employer has to take care that females did not face any problem and they get safe
working environment in the company. The employer should treat all the employees equally and
make policies according to the laws. In the British gas all the employees are given equal
treatment and no discrimination is done among workers on the basis of gender, caste, religion
etc.
Labour market trends and skills requirement
Labour market can be defined as the market where the employers demand for the labour
and employees supply labour. The labour market can be viewed from micro and macro
economics level. Two rates are important, one is unemployment and other is labour productivity
rates in macroeconomics. In microeconomics number of hours worked and individual wages are
important (Mohammed., Gururajan and Hafeez-Baig., 2018). In macroeconomics domestic and
international market influence the demand and supply. In micro economics demand and supply is
influenced by the hour employee work and their salary. Essential skills are required in candidate
selecting for the organization.
When human resource management is recruiting people, they check that candidates are
having knowledge, proper skills like, communication, technical skills, problem solving,
resolving the conflicts, analytical skills, management skills, marketing skills etc. British gas
wants to recruit candidates having good communication skills and interpersonal skills. The
company wants to attract more customers. Some skills that are required;
 Communication skill: It includes verbal, non verbal communication and listening skills.
Non verbal communication includes body language. To become a good communicator, a
person should be a good listener. British gas requires good communication skills to
attract customers. The candidate should have confidence and clarity while interacting
with other people and have the ability to convince the customers.
 Teamwork skill: This skill includes working together as a team to achieve the goal of
the company. Some examples of teamwork skills are, doing group activity or
assignments, organising any event with family and friends group, taking part in sports
team etc.

 Technical skills: Technical skills refers to specialized knowledge. Person who is expert
in field of information technology, engineering etc. Knowledge and abilities are required
to perform a specific work. Some examples of technical skills are, programming
languages, software proficiency, data analysis, technical writing.
 Marketing skills: It includes basic skills like, sales, consumer research, advertising and
digital skills are also required for online marketing. Examples of marketing skills are,
social media marketing, paid advertisements, email marketing, customer relationship,
advertisement on face book (Ogbari and et.al., 2018).
 Interpersonal skills: It refers to soft skills or social skills. Interpersonal skills include
emotional intelligence, negotiation skills, influencing skills, decision making skills,
conflict resolution skills, mediation skills. All these skills are used in influencing and
attracting the customers. Good interpersonal skills helps in better communication with the
customers.
These skills are necessary for the candidates to get the job in the company. Human
resource management while recruiting people check that candidate is having necessary skills or
not. After analysing all the skills by the human resource management then the candidate is
selected and training is provided to the selected person.
SECTION-2
Methods of recruitment and selection
Recruitment can be defined as the process of identifying, screening, short-listing,
interviewing suitable candidates for the vacant job in the organization. Recruitment is important
work of human resource management and they select right person for the right job to achieve
companies goals and objectives. Recruitment is a process where eligible candidates are searched
and encourage them to apply for the vacant job (Pride and Tatenda., 2017).
Recruitment can be internal as well as external. Internal recruitment means selecting the
people within the organization. Internal recruitment is cheaper and time saving process. People
are familiar with the culture and environment of the organization. Employees will be motivated
as opportunities are provided to the existing employees. Internal recruitment is easy as managers
know strengths and weakness of candidates.

They can select employee whose performance is good. External recruitment refers to
filling the vacancy by selecting the candidate from outside the organization (Taylor., 2018).
Selecting people from outside helps in bringing freshers with new an innovative idea. A large
pool of candidates is available and the company has to choose the best candidate for the
organization. There are various methods of recruitment:
 Direct advertising: For recruitment, companies should give advertisements on career
sites, social media, newspapers etc. With the help of the advertisements many candidates
can apply for the vacant position. The company will also get many applications and select
best applicant for the company. Social media is one of the best way to find the best
candidate for the company. Students are more active on social networking sites and find
jobs. Advertisement on social networking sites is the best option to find the potential
candidate. Human resource management is responsible for recruiting right person for the
organization so that companies goals can be achieved.
 Employee referrals: Employees working in the company are encouraged to refer eligible
candidates they know for the vacant position. This helps the management in recruiting
right people. Employee referral helps in finding talented and innovative people.
Companies pay employees for the reference recruitment process.
 Using recruitment agencies: For the recruitment companies contact with the recruitment
agencies. These agencies provide many candidates to the companies from which
company can recruit eligible candidates. These agencies take money from the company
and provide them suitable candidate for the vacant job. This saves time of the company
because these agencies help the company in finding candidate (Xu and et.al., 2018).
 Talent search: Company should use online recruitment to find talented and innovative
person for the company. Today popular recruitment sites are having many resumes for
the job. So, companies should approach them for recruitment. There are many talented
people in the world, companies need to find the potential candidate.
Selection is the process of choosing the best candidate for the organization and providing
them job. There are many applicants who apply for the vacancy but the best one is selected for

the job. Selection refers to choosing the best candidate who will perform the work efficiently and
effectively and contribute in achieving organization goals and objectives. There is a process of
selection of candidates. The process of selection is:
 Curriculum Vitae: Curriculum vitae is a document that contains information about the
candidate like, education part of the candidate, about internship, job experience, family
details and personal details. Human resource management read the CV of the candidate
and based on the information they select the candidate for the next step.
 Application form: Candidates fill an application form when applying for the job.
Sometimes, the form contains questions which employees need to answer. This is the
way to check the knowledge of the candidate. Questions may be like, write about
yourself, why company should hire them, what is the unique quality in them etc.
 Interviews: After the application form is filled the next step is interview. Human
resource management select some candidates for the interview process. In the interview
they check confidence, communication skills, behaviour, personality of the candidate.
They ask questions related to their field. Generally, questions area asked from the
curriculum vitae. The performance of every candidate is measured and then comparison
is done. Few candidates are selected for the next step.
 Tests: After the interview process, applicants have to complete test. The test can be paper
based test or practical test depends on the vacancy. In paper based test includes
reasoning, English, aptitude and subject related questions. Minimum criteria is set for
passing the test.
 Group activities: After clearing the test, applicants are selected for group activities.
Practical task is given to the applicants or group discussion is done. Group task are given
to identify the behaviour of the candidate, how candidates are working in a group or as a
team. Candidates who perform good in individual task and which candidate can be good
leader.
 References: References is written statement given by the employee who knows the
candidate. They normally provide details about their punctuality records, personal
qualities and whether they are reliable or not.

After, all this process is completed human resource management select the best and
potential candidate for the company. Offer letter is provided to the candidate for joining the
company. British gas company is service based. Human resource department of the company
selects the candidates having proper knowledge and essential skills. The candidates apply online
for the job and then they have to clear a questionnaire. After clearing the test selected candidates
are called for interview.
British gas is encouraging female candidates to apply for the job. Candidates from
various communities are motivated to come and apply for the vacancy. British gas covers
customers from various countries (Makarius and Srinivasan., 2017). The company motivates
more female engineers to apply for the job as company has diversified culture.
Recommendations and judgements for recruitment and selection
British gas should improve its recruitment and selection process. At present, the company
is recruiting candidates through online application form then candidates have to pass a test and
then interview. Company can contact with recruitment agencies for selecting potential candidate.
Recruitment agencies are having many CV of different people from various countries. So, it can
be the best option for the British gas to get new and talented person. The company can give
advertisements on social networking sites related to vacancy. In today's world people are
searching jobs on social media. British gas wants to recruit more female candidates so for that
company has to improve methods of recruitment. If company make changes in its recruitment
methods then company can get new and potential candidates.
SECTION-3
HR Life Cycle and evaluation of HR Life Cycle to strategic management
HR life cycle can be defined as concept in human resource management which defines
various stages of employees time in the organization. It also describes responsibilities of the
human resource management and department at every stage. At each stage of the life cycle there
are many challenges and opportunities (Hosen and et.al., 2018). If at any stage of life cycle, issue
arises then management should take necessary steps to solve the issues. It is important to solve
the issue as soon as possible so that employees can continue their work. Manager is responsible
for training and development of the new employees as well as existing employees also. There are

seven stages of human resource life cycle, on which manager should pay attention so that
organization did not face any problem. Stages of human life cycle are:
 Attraction: The first stage of human resource life cycle is attraction. It is important to
attract employees to workplace. Human resource management should focus on attracting
employees by mission and vision of the company, company culture, what are the
opportunities for growth etc. Human resource department should manage all these things
so that more employees want to join the company. People get attracted by reading views
of the existing employees and also read about the company's goals and objectives.
 Recruitment: It is the main responsibility of the human resource department to hire right
people for the company. To get success in the recruitment part, human resource
management should make proper strategies and plans for recruiting employees. The
human resource department need to give advertisements for the vacant positions through
correct channel so that potential candidate can be selected (Sparrow., 2019).
Human resource department need to select candidates having adequate skills and proper
knowledge. In recruitment process human resource department plays an important role. They
take face to face interviews of the candidates and after completing proper process human
resource department select the best candidate for the job.
 On boarding: It is the process in which new employees are introduced with the
company. This is the process of making employees familiar with the environment of the
organization. Employees learn their duties and responsibilities, meet with the employees
working in the company. At this stage human resource department explain company's
rules, regulations and culture. They assign work to the new employee. This process helps
the new employee in understanding the working styles of the company.
 Enablement: This stage refers to the formal introduction of new employees with the
company and culture, mission, vision, values and policies. This orientation program for
new employees can be done in the form of conference where all the information is given
to the new hires through presentations. Human resource department is responsible for
providing company information to the new hires.

Few organizations give responsibility to the leader of the new employee to introduce team
members and explain roles and duties. Role of human resource management during this stage is
to complete the paperwork of new employees, introduce them with the culture, safety and
security policy of the organization, introduce them to benefit plans and help the new employees
feel connected with the staff and the organization.
 Development: At this stage of human resource life cycle, long term goals of the
company are planned. Personality test can be done by human resource managers to help
employees in identifying career opportunities. In this stage human resource management
provides training to the new employees.
Training is essential for new hires to make them familiar with the work and technology being
used by the company (Mupepi., 2017). Human resource department should arrange proper
training and development facilities for the new hires so that they can work effectively and
efficiently and contribute in achieving goals and objectives of the company. Training is given to
improve the performance of the employees and prepare them for higher positions.
 Retention: Human resource department is responsible for providing more opportunities
to the employees. To retain employees human resource department offers them special
benefits like, extra paid time off, flexible working hours, gifts etc. Companies find
different ways to retain the candidates.
 Separation: All the life cycles comes to an end. Human resource life cycle ends at the
last stage i.e., separation. Sometimes, this stage ends with leaving the company for more
benefits or more pay, retirement, family responsibilities. The role of human resource
department is to remove the employee from the organizations smoothly. To ensure that
all the policies and procedures of the company is followed.
All the stages of human resource life cycle are important for the smooth working of the
company. Human resource management ensures that employees are working effectively in the
organization (Kravariti and Johnston., 2020). If any issue arise in the company then it is the
responsibility of the managers to sort the issues so that other employees can do their work.
Human resource management should measure the performance of individual employee and
provide training to the employees for improvement.