Academic Writing Report: Brexit's Profound Impact on Human Resources

This report examines the multifaceted impact of Brexit on the field of Human Resources. It begins by evaluating various academic sources to assess their credibility and relevance to the topic. The report then delves into the specific effects of Brexit on recruitment, highlighting challenges such as decreased EU worker numbers, and the need for innovative strategies to attract talent. It explores the role of recruitment companies in advising organizations on benefits, roles, and salaries to appeal to overseas applicants. The report further analyzes the economic uncertainties and potential changes in immigration policies, minimum wage, and worker arrangements. It also discusses the positive impacts of Brexit, such as the move towards diverse hiring and the importance of aligning workforce planning with hiring strategies. The report includes a reflection on the Gibbs reflective model and its application to presentation skills, as well as the importance of employee relations in the context of Brexit. The report concludes with a comprehensive list of references.

Academic Writing 1
Human Resources
Student Name
Name of the Course
Professor Name
Name of the School
City or State located
Date

Academic Writing 2
Task 1.
Text A Text B Text C
Citation/
Reference
Cambridge Econometrics.
(2018). Greater London
Authority: preparing for
Brexit. Available at
http://www.london.gov.uk
/sites/default/files/preparin
g_for_brexit_final_report.
pdf
Jay, S., Davies, P., &
Reid, M. (2016). Brexit:
Implications for
Employers. Employee
Relations Law
Journal, 42(3), 69-82.
Wright, M., Wilson, N.,
Gilligan, J., Bacon, N., &
Amess, K. (2016). Brexit,
private equity and
management. British
Journal of
Management, 27(4), 682-
686
Resource type
(e.g. book,
journal etc.)
Report Journal Journal
Authority
(Who is the
author? Is
he/she qualified
to speak on this
topic)
Cambridge Econometrics
-It’s an independent
economic analyst and the
body is qualified to speak
on the topic.
Jay, S., Davies, P., &
Reid, M.
-The authors are part of a
recognized law firm and
are therefore qualified.
Wright, M., Wilson, N.,
Gilligan, J., Bacon, N., &
Amess, K.
-The authors are academics
and therefore has relevant
information.
Currency
(Is the text up
to date)
2018 2016 2016
Content
(Is the content
relevant to your
topic)
The information is
reliable.
The information is
reliable.
The information is reliable.
Accuracy
(Are any facts
and ideas
supported with
evidence)
Most of the ideas
presented are well
evidenced and accurate.
Most of the ideas
presented are well
evidenced and accurate.
Most of the ideas presented
are well evidenced and
accurate.
Audience
(Who is this
text written for)
Experts audience. Neutral audience. Business audience
Further notes/
comments
The article is clear with
correct statistics.
Various legislations are
provided to make the
issue in question
understandable.
The authors compare
different information sets to
bring forth detailed analysis.

Academic Writing 3
Task 3.
Brexit Event – Recruitment.
Over the years, Brexit has had great influence on talent acquisition even though
negotiations are still being finalized on the same. Most British organizations depend on
specialists from major EU countries for their skills in order to supplement their workforce
(Linas, 2018). According to a study by the Adecco and CIPD, the number of European Union
workers who work in the United Kingdom has decreased by ninety-five percent. Besides, the job
market is still in flux and therefore, recruiters are under pressure to locate talent for their clients;
however, most of the traditional methods still do not produce results.
Recruitment companies and therefore going above and beyond in order to stay profitable
and competitive. This is through advising companies in the United Kingdom to revise benefits,
roles, and salaries which increases their attractiveness to overseas applicants. Therefore, as
Brexit unfolds, recruiters may have an essential role in assisting both candidates and clients in
crossing over the storm (Jay, Davies & Reid, 2016). However, various challenges need to be
addressed. For instance, according to a research conducted by PwC concerning the referendum in
2016, it was discovered that there would be a 3 to 5.5% drop in the GDP in case UK votes to
leave the European Union.
After the referendum, the effects of Brexit were experienced with the sterling pound
falling from 1.5 to 1.21 against the US dollar. This uncertainty has also impacted recruitment.
For instance, recruiters in the United Kingdom have experienced a decrease in international
hiring. In addition, about 30% of the recruitment companies from key European markets such as

Academic Writing 4
Italy, Netherlands Germany, and France are seeing a decline in demand for their services
(O’Dowd, 2017).
Nobody is sure of the future of Brexit since the freedom of movement of citizens between
EU counties and the UK may be affected. Therefore, the UK may also negotiate a deal to ensure
this takes effect. Either way, international workers are not assured of their rights or future to
work in the UK, and therefore, this has lowered the number of European applicants (Wright,
Wilson, Gilligan, Bacon, & Amess, 2016). For instance, 39% of recruiters have determined that
most EU candidates are reluctant to either move to the United Kingdom especially London.
In addition, with the passporting, uncertainty regarding borders, and free movement,
Britain’s lack of appeal is still astonishing. Some issues that may be presented if the Brexit goes
through include; the immigration policies may change, the minimum wage threshold of current
immigrants may be impacted, the arrangements for EU workers may be affected by the Brexit,
and certain sectors may be affected due to the restriction of movement (Cleary, 2019).
Brexit may still have a positive impact on recruitment due to the move towards diverse
hiring. Since traditional hiring strategies may fail, the recruitment industry is being pushed to
think innovatively. For instance, recruiters encourage both clients and candidates to grow more
innovatively by stepping out of their comfort zones so as to acquire the right skills and jobs they
seek after. Besides, recruitment companies may have to get closer to clients since when HR
teams work together with recruiters, they are able to gain more insights, combine their marketing
knowledge and relevant strategies (Costa-Font, 2017). Workforce planning and hiring strategies
must be aligned in order to acquire better results since talents are still out there, and therefore,
the talent must be supported to meet specific client needs.

Academic Writing 5
In situations where talent is in short supply, applying technology in identifying candidate
redeployment and referral opportunities is considered an essential tactic (Cleary, 2019).
Therefore, it’s a better time for recruiters to seek and review opportunities for reskilling and
upskilling. This is because a successful recruitment strategy may need to consider a diverse pool
of candidates in order to develop their capabilities. However, recruiters may need to understand
how to treat various talent rather than rejecting the talent.
As Brexit is approaching, the recruitment sector may become more competitive, and
therefore, in order to withstand the challenges, recruiters may be forced to think of new
approaches and diverse strategies (Cleary, 2019). To attract talent during these uncertain times,
recruiters may be forced to begin providing employment strategies and workforce solutions that
address these social, economic and political changes presented by Brexit. The recruitment
industry is thereby dependent on the decision making and negotiation prowess of the UK.
Task 5
Question a.
The Gibbs reflective model has been instrumental in aiding me to learn how to deliver an
excellent presentation. Beginning with the stage of description, I have learned to avoid
vagueness hence keeping the presentation relevant and up-to-the-point. Secondly, on feelings, I
have been able to learn how to discuss thoughts or feelings that are related to a specific subject in
a presentation. This has helped me understand how to connect to an audience much better.
Thirdly on evaluation, I have been able to learn how to evaluate different works of literature so
as to present better points. Fourthly on analysis, through comparing various literature, I have
learned how to do determine areas of discrepancy hence avoiding wrong information. Fifthly on

Academic Writing 6
the conclusion, I have learned how to determine if there is anything new that I can include to
improve the presentation. Lastly, in the action plan, I have been able to learn how to sum up new
information that I can improve my presentation.
Question b.
From the presentation, employee relation is an essential skill among human resources
students and professionals. Successful companies are dependent on employer relationships as
well as the professionals who maintain these connections (Ocampo, 2015). Therefore, by having
the ability to identify and resolve employee concerns as they emerge, the creation of a more
satisfying work environment is assured. For every human resource professional, managing
employee benefit packages may ensure conflicts are managed hence ensuring increased
performance. Students and professionals of human resources can learn how to maintain essential
relationships between employees (Bailey, Mankin, Kelliher, & Garavan, 2018).
In addition, the professionals and students can develop employee relations by adopting
means of resolving differences in an empathetic, respectful and efficient manner. They can also
learn various soft skills which may help in addressing multiple employee relations concerns.
Managing employee relations is important due to various reasons. One, trust among employees
can be easily built hence being able to acknowledge the strengths and weakness of each involved
party. Secondly, more productivity. A good working relationship is essential in encouraging
efficient productivity since complaints are reduced (Wilkinson, Dundon, Donaghey, & Colvin,
2018).

Academic Writing 7
References
Bailey, C., Mankin, D., Kelliher, C., & Garavan, T. (2018). Strategic human resource
management. Oxford University Press.
Cleary, A. (2019). Brexit & Recruiting: What We Know and What We Don't | SocialTalent.
[online] SocialTalent. Available at: https://www.socialtalent.com/blog/recruitment/brexit-and-
the-recruitment-industry [Accessed 14 Apr. 2019].
Costa-Font, J. (2017). The National Health Service at a critical moment: when Brexit means
hectic. Journal of Social Policy, 46(4), 783-795.
Jay, S., Davies, P., & Reid, M. (2016). Brexit: Implications for Employers. Employee Relations
Law Journal, 42(3), 69-82.
Linas, P. (2018). Brexit and the recruitment industry: what lie ahead? | Onrec. [online]
Onrec.com. Available at: http://www.onrec.com/news/news-archive/brexit-and-the-recruitment-
industry-what-lies-ahead [Accessed 14 Apr. 2019].
O’Dowd, A. (2017). NHS recruitment from Europe is already falling because of Brexit, MPs are
told.
Ocampo, C. L. P. (2015). Engagement and Retention: Essentials of Employee and Labor
Relations. Handbook of Human Resources Management, 1-22.
Wilkinson, A., Dundon, T., Donaghey, J., & Colvin, A. (Eds.). (2018). The Routledge
Companion to Employment Relations. Routledge.
Wright, M., Wilson, N., Gilligan, J., Bacon, N., & Amess, K. (2016). Brexit, private equity and
management. British Journal of Management, 27(4), 682-686.