IHR105002 - Analyzing Labour Market: Resource & Talent Planning

This report provides a comprehensive analysis of resource and talent planning within the context of Human Resource Management (HRM) and the contemporary labor market. It examines the impact of Brexit on national and international labor markets, strategies organizations employ to compete for talent, and the significance of tight and loose labor market conditions. The report also delves into the roles of government, employers, and trade unions in addressing future skills needs. Furthermore, it outlines the principles of effective workforce planning, tools used in the process, succession and career development plans, and considerations for organizational downsizing. It also addresses job descriptions, person specifications, competency frameworks, legal requirements in recruitment and selection, reasons for employee turnover and retention, and best practices in managing dismissals, retirements, and redundancies in compliance with current legislation. The report concludes with recommendations for organizations to optimize their resource and talent planning strategies.

Running head: RESOURCE AND TALENT PLANNING
Resource and Talent Planning
Name of the Student
Name of the University
Author’s Note

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Table of Contents
Introduction:....................................................................................................................................3
1.1 Plus and minuses of the current BREXIT situation and show it has affected the labour market
nationally and internationally..........................................................................................................3
1.2 Explain how organizations put themselves in position to face the competitors in the labour
market..............................................................................................................................................4
1.3 Explain the significance of tight and loose labour market conditions.......................................5
1.4 Describe the role of government, employers and trade unions in ensuring future skills needs
are met.............................................................................................................................................5
2.1 Describe the principles of effective workforce planning and the tools used in the process:.....7
2.2 Develop basic succession and career development plans..........................................................7
2.3 Contribute to plans for downsizing an organization..................................................................8
2.4 Contribute to the development of job descriptions, person specifications and competency
frameworks....................................................................................................................................11
2.5 Explain the main legal requirements in relation to recruitment and selection........................11
3.1 Explain why people choose to leave or remain employed by organizations and the costs
associated with dysfunctional employee turnover.........................................................................12
3.2 Assess the strengths and weaknesses of different approaches to the retention of talent.........14
4.1 Advise organizations on good practice in the management of dismissals, retirements and
redundancies that complies with current legislation......................................................................15
Reference List:...............................................................................................................................21

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Introduction:
Human resource is one of the most prestigious and responsible departments for managing
employees and measuring their talents. Human resource management needs to maintain a set of
responsibilities that can create learning atmosphere and opportunistic career management for the
associated employees. Talent management is one of those responsibilities that the human
resource management needs to maintain in terms of motivating workforce and help them
accomplishing their personal and professional goals. Each employee seeks their career growth
within an organization that creates a sense of reliability and long term loyalty. Talent
management process is extensively researched by the business marketers since few decades. The
study will develop enriched knowledge by exploring the conceptual and theoretical background
of talent management. The obtained idea from the findings will help in analyzing the subject
matter in a detailed way. This very specific study has provided detailed overview about the
importance of making career development plan for receiving good performance from the
employees.
1.1 Plus and minuses of the current BREXIT situation and show it has affected the labour
market nationally and internationally
Brexiters opined that the decision of leaving EU results an immediate cost saving. The
country would not have to pay any contribution in EU budget. In addition, EU being a single
market no tariffs is imposed on imports and exports. Britain also got benefits from the single
market policy. Totolici (2015) opined that after the decision of leaving EU Britain had to face
challenges in maintaining their international business successfully. The incident has left negative
impact on the labour market. Large number of organizations failed to maintain business
sustainability. The process of new recruitment and selection got saturated. In addition, the

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organization was completely unable to provide remuneration to the existing employees properly.
The entire labour market at the time was highly affected due to the incident of Brexit. In
addition, the rate of employee turnover from the organization rose immensely. The human
resource managers failed to recruit new employees within business process due to this recession.
On the other hand, the incident of Brexit has increased the scope of domestic business as well
which is a major positive effect. Employability opportunity for the regional labours got
increased.
1.2 Explain how organizations put themselves in position to face the competitors in the
labour market
As per overall scenario of current labour market the rate of unemployment is increasing
day by day due to rapid growth of population and high rate of education. The decline of job
vacancies is ultimately raising the market of competition. Bratton and Gold (2017) stated that
participants in order to get an opportunity within the business organization have to be immensely
competent and skilful from every perspective. There are three specific spheres where employees
have to be very much competent in order to survive within business industry. Pandey and
Sharma (2014) opined that the three specific areas include technological skill, communication
skill and time management skill. However, the organization like TESCO while recruiting
employees the business experts have to plan an effective workforce planning based on which the
human resource managers can recruit the best employees as per their organizational
compatibility desires. At the same time, the employee wage rate in the current business scenario
is also very high due to the rapid growth of globalization in the business industry. Organizations
in order to retain employees have to make sufficient of remuneration structure for satisfying their
needs and demands.

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1.3 Explain the significance of tight and loose labour market conditions
There are several major ways of tightening labour market conditions. Scott (2014) stated
that employers while recruiting the employees intend to invest more money and labour to recruit
new employees due to large number of applications from the applicants. While recruiting new
employees the human resource managers are providing sufficient salary package to pay their
skills. At the same time, organizations before appointing an employee in the business field are
targeting to provide them proper training and development session so that they can deliver the
right services to the customers. In addition, one of the most effective ways of tightening
employees within business field is to recruit current employees within the services. Jindal and
Shaikh (2015) opined that current employees are having huge experiences in reading customers
needs and desires. In this kind of situation, the business experts of organizations like ASDA
focus on retaining current employees by providing more benefits and facilities at the workplace
so that the employees do not get interested in switching over the company.
Loosening the labour market condition implies that employers have large pool of
potential in hiring right people for the right post. In this situation, the recruiters become very
much specific and choosy in hiring an individual employee as the number of application rate is
high.
1.4 Describe the role of government, employers and trade unions in ensuring future skills
needs are met
Employers would have to invest large amount of money for making effective talent
planning initiatives (Onyango, Njanja and Zakayo 2014). The investments that the employers
need to take in several spheres. The areas of investment include giving proper training to the new

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employees, providing their necessary benefits at the workplace, giving them satisfactory
remuneration in order to hire the employees.
As emphasized by Wahyuningtyas (2015), industry sets their target and criteria while
hiring the employees. For an example, a beverage company like CocaCola would like to hire
those employees within services who are very much competent and skilful in making product
variety. In addition, as per the recruitment and selection criteria this specific industry has decided
to focus on three major areas while appointing employees. These areas include communication
skill of an employees, academic background and technological competency.
Government plays the most significant role in the infrastructure development and talent
management planning of an organization. The organization like ALDI can afford sufficient
amount of money for managing talents within their organization based on the sponsored money
provided by government (Liu and Pearson 2014). For an example, if the business authority fails
to make a good rapport with the government employers would be unable to provide a proper
infrastructure to develop the talent management.
Trade union generally negotiates with the employers regarding the benefits and facilities
that the organization tends to give to existing employees (Egerová et al. 2014). The primary roles
and responsibilities that the trade union has to follow include:
 Making partnership and participation with the employers regarding the facilities and benefits
provided to workers
 Increasing the rate of productivity for enhancing business profitability
 Suggesting the areas of development for employee retention

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 Making good rapport with the employees in resolving any kind of issue facing at the
workplace
In order to make effective talent management program the business experts have to be
very much dependent on employer, the industry, the government and trade unions.
2.1 Describe the principles of effective workforce planning and the tools used in the
process:
The principles and tools that the human resource managers should follow for talent
planning are as follows:
 Human resource managers should show their equal respect and dignity to the employees of
different geographical and cultural backgrounds. Employees are from diverse cultural
backgrounds appointed within business process (Vassilopoulou et al. 2016). While providing
talent management skills the HR managers should not show their biased attitudes towards
any employee.
 HR managers while deciding talent planning session have to invest large amount of money
for enhancing employee skills and areas of competency
 Employees need to provide a training sphere properly for enhancing the professional skills
and competency of the employees.
2.2 Develop basic succession and career development plans
Career plan Implementation
Step 1: Primary Career
Interest
Employees’ current job role/ designation

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Step 2: Long-term
professional goals
To hold the ultimate designated post
Step 3: Short term goal To perform well as per decision making, time management,
communication skill
Step 4: Activities to reach
the goal
Career development activities
 To become the best employee as per quality and services
 To provide the best behavioral approaches
 To maintain good team rapport
Step 5: Describe tasks in
your current job that are
contributing to long-term
goals
Working on projects as per clients needs and demands
Step 6: Additional skills Decision making skills
Communication skills
Time management skills
Table 2: Potential succession and career plans for those employee
(Source: As created by the author)
2.3 Contribute to plans for downsizing an organization
While evaluating the case scenario it is observed that organizations are unable to draw
customers’ attention due to the lack of product diversity. As opined by Barkhuizen (2014),
consumers are not intending to pay their attention in purchasing fizzy drinks from organizations.
However, in this kind of situation, the employees need to give their best effort in providing

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diversified products to the customers for expanding entire business process. From the perspective
of this specific organization, the primary limitations that are identified among the employees of
these organizations due to which talent management is needed are as follows:
 Lack of technological skills and competencies among the employees
 Lack of work-life balance due to over burden of pressure
 Unable to maintain various job roles simultaneously
 Lack of providing on job training for updating the professional skills and talents of the
employees
Talent planning with required resources
In order to make employee retention the employers have decided to form effective talent
planning program for motivating employees towards services
Areas of talent
planning
Activities Resources required Duration
Provide technological
skills and competencies
among the employees
Effective training
would be given by
hiring an efficient IT
expert
Technology, internet and
electricity
45 minutes
Maintain work-life
balance amidst over
burden of pressure
Employees would be
provided flexible
time for maintaining
work hour
The employers would
like to develop some
organizational policies
for maintaining
flexibility of work hour.
The policy will include
45 minutes

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“early leave”, “late
arrival”, “flexible log
in” and flexible log out”.
Maintain various job
roles at the same time
Employees would be
appointed within the
practical field where
they would have to
deliver customer
services within
proper time by
maintaining superior
quality of products.
Technology, internet and
electricity
45 minutes
Provide on job training
for updating the
professional skills and
talents
Employees would be
referred to a training
hall for enhancing
their professional
competency
Technology, internet and
electricity
45 minutes
Table 1: Talent planning by highlighting downsizing of the organization
(Source: As created by the author
2.4 Contribute to the development of job descriptions, person specifications and
competency frameworks
In order to develop job description and person specification plan successfully
organization needs to focus on meeting some of the major requirements which are as follows:

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 The employer of organizations needs to invest sufficient amount of money for developing the
career progression plan and training session
 The human resource managers need to communicate with each employee effectively for
making them alert about career progression plan
 The human resource managers need to collect decision from other managerial group before
implementing career development plan
2.5 Explain the main legal requirements in relation to recruitment and selection
As per General Data Protection Regulation of UK, data protection act, 2018 implies
that organization should maintain data security. The confidential data submitted by the applicant
should not be leaked out without taking permission of the concerned person. People from
different age group should get equal respect and dignity. Both senior and junior employees
should be treated equally. UK Equality act of 2010 ensures that employees should not be
discriminated as per their age but as per skills and competency level. In addition, as per this act,
vacancy should be preserved for physically disable or challenged people. They should not be
neglected from being recruited within an organization due to their physical challenges.
Pregnancy and maternity discrimination is considered under the category of UK Equality act.
This act can be implemented when the employer shows reluctance in appointing pregnant
women. By implementing this act women having pregnancy should get health facilities from the
organization after recruitment. Organizations by following these legal factors should not show
their biased attitude towards race, colour and nationality ethnicity. People having skills and
competency level should be recruited within the services.
2.6 Assess the strengths and weaknesses of different methods of recruitment and selection

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Different method of recruitment and selection method includes:
 Psychometric testing
 Ability and aptitude tests
 Personality profiling
 Presentations
Smith (2015) opined that the strengths and weaknesses of these recruitment and selection
tests are as follows. Psychometric testing is very much systematic and it proves the technological
competency of the employees at the same time. But if the technology fails to work the entire
process of recruitment and selection would be stopped. Aptitude test identifies the overall
knowledge and understanding of an employee about the current affairs and other sphere of
knowledge. But, it cannot identify the communication skill of an employee. Personality test and
presentation can judge the way of interaction of an employee and style of expression. But this
test cannot identify the academic quality of employees.
3.1 Explain why people choose to leave or remain employed by organizations and the costs
associated with dysfunctional employee turnover
Sparrow and Makram (2015) emphasized that the primary reasons due to which
employee turnover rate increases at the workplace include lack of motivation in terms of
monetary satisfaction, lack of motivation in terms of facilities and benefits, lack of effective
work environment, and lack of proper communication. Organization like organization fails to
provide necessary remuneration package to the employees for fulfilling the expectation level. As
a result, employees tend to show their reluctant attitude in providing their best performances. On
the other hand, while working within the organization employees need to have flexible work