IHRM4032: Human Resource Management and British Gas Workforce

This report analyzes the Human Resource Management (HRM) practices at British Gas, a leading energy supplier in the UK. It examines workforce planning, including recruitment and training strategies to meet customer needs and retain employees. The report highlights the importance of HRM in maintaining a competitive advantage and addresses key aspects such as meeting customer demands, workforce planning, recruitment, and selection processes. It also explores financial and non-financial benefits for employees and the impact of employment legislation on compensation and overall HRM strategies. The report provides a comprehensive overview of how British Gas manages its human resources to achieve organizational goals, improve employee wellbeing, and comply with relevant regulations.

Running Head: HUMAN RESOURCE MANAGEMENT 0
Human Resource Management
Workforce planning at British Gas
Student’s Name:
10/15/2018

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Contents
Introduction.................................................................................................................................................2
Task 1..........................................................................................................................................................2
Meeting customer needs:.........................................................................................................................2
Retaining individuals:..............................................................................................................................3
1). Training..................................................................................................................................3
2). Workforce planning.................................................................................................................4
3). Recruitment.............................................................................................................................4
4). Selection..................................................................................................................................4
Task 2..........................................................................................................................................................4
Task 3..........................................................................................................................................................6
Financial and non-financial benefits....................................................................................................8
Task 4..........................................................................................................................................................9
Conclusion.................................................................................................................................................12
References.................................................................................................................................................14

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Introduction
British Gas is a leading energy supplier in the UK, and is a part of Centrica group, serving or
helping more than 1 million UK business and 11 million homes. Centrica was formed in 1997
and includes of eight altered energy connected groups, going from the supply of gas and power
to trades and connotations in the Europe and UK, to aptitude of gas for altered dealers, and bare
and smokestack labor maintenance (British Gas, 2018). British Gas just not supplies the Gas but
it also provides the other benefits such as fixing and repairing of domestic central heating, and
gas appliances, and to deliver these services it pays more than 9000 skilled Gas engineers. For
maintaining the competitive advantages in the market and to provide the best customer services,
Energy Company needs a best or high caliber staff to attract and retain customers in any
circumstances (British Gas, 2018).
Task 1
Maintaining a successful and extended business includes developing, obtaining and managing an
extensive range of resources that include buildings, materials, technology, land, and dedicated
employees. Every organization looks for best skilled employees to fulfill and achieve the aims of
the company and its objectives (British Gas, 2018).
The functionality of HRM (Human resource management) is an important part of any
organization that helps to create and manage an effective environment in the organization for the
employees and focuses on their aspects to help the business gain an opportunity of competitive
advantage (British Gas, 2018).

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Meeting customer needs: For managing and maintaining a competitive advantage in the market
the British gas has to fulfill the customer’s demand and provide them a long-term productivity.
Contributing to these profits now becomes a need of British Gas. This means steadily meeting
the requirements of its clients with competitively assessed products and facilities that provide
good profits to the company (British Gas, 2016).
Retaining individuals: British Gas has to ensure about retaining its finest folks. Recruiting new
employees and train them would be more expensive than retaining good skilled and trained staff
(British Gas, 2018). British Gas looks to embrace entities by giving a blend of monetary and
non-monetary inclinations.
1). Training
Training does not just focus on practical skills and knowledge. Utmost workforces have straight
contact with consumers, so having highly skilled and good caliber employees in the organization
to gain profits is important. It also runs many training programs to keep their employees up to the
knowledge and efficient such as, apprenticeship program, culture awareness, technical training
with many different sources such as, virtual learning packages, and training centers. It is also
helpful for the new recruits to make them understand about the gas industry and gain related
skills and knowledge (British Gas, 2016).
2). Workforce planning
Workforce planning at British Gas includes customers with a service agreement contract and
customers who call for assistance if they have any specific problem. And to resolve these
problems the company needs a high number of employees as the requests for these facilities has
grown up in last three to four years. Being a Gas industry health and safety issue is also critically

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important for the employees and to be updated with the latest technologies that are using within
the company. For this British Gas can float an update regarding technical changes and other
changes via text messaging or field radio (British Gas, 2016).
3). Recruitment
As a part of its workforce planning, and to recruit a wide range of trained employees, British Gas
implemented a diverse strategy using a tailored action plan in order to retain rather than recruit.
This endorses it dynamic looks for beginners from a great vary of substance (British Gas, 2016).
4). Selection
Core competencies and life skills are two major topics that emphasized the British Gas
assessment center. Life skills are close to home services that are superficial to have an influence
on the consumer experience when someone occupied inside the pitch. British Gas contrives must
show courteousness and graciousness (British Gas, 2016).
Task 2
Human Resource could be described as the reformist limit responsible for receiving and
observance capable workers. In today's intelligence the world, sustaining that assignment is a
risky follower to cooperation’s booming (British Gas, 2016). The HR separation part has been
altered from monitoring to vital, as it is been accompanying with the vital approach of the
collaboration to select the right candidates for the desired profession and accommodate them
scheduling to finish the goals and emphases of the companionship (British Gas, 2017).
Human Resource partition is accountable for the staffing and assortment of the eight contenders
for the right locus. It is the obligation of the mortal stake separation to give more sheltered and
apt milieu, which will help the workers to work more proficiently. Human Resource separation

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equally helps in stimulating the work hands. The recommended part of the Human Resource
Section in the collaboration is controlling, operational and representative organizer and essential
(Vaughan, 2018).
At British Gas, staff necessity determined by two dissimilar demands that includes agreement
consumers, that have provision contracts with the company and the consumers who request for
call support, if they have a precise issues. Request for these services has grown up. In the
previous few years, the necessity for engineers has prolonged consequently. This has intended
that it had to recruit more workers. Residential customers across the country are the central
consumer bottom of British Gas. These consumers assume top-class facilities at acute prices. If
British Gas does not encounter this standard or meet on their customer demands, the company
may lose business to opponents (British Gas, 2017).
There are numerous another issues which affect workforce development for the British Gas.
Manufacturing service needs to be continually efficient. Health and safety topics are also
disapprovingly significant in the company. Health & safety guidelines are altering all the while
and EU guidelines must also be deliberated. Except this steady official exercise to close talents
slits to confirm contrives to be updated with procedural stuff, British Gas can let the engineers
know about practical variations via field transistor or messaging on phone or email (Vaughan,
2018).
Engineers can show all their abilities towards their work until they retire from their position.
Capable engineers employed up to 10 age’s getting hold of their services, experiences, and
capability. They have appreciated applied skills, which are desirable to covenant with machine
and customers. Conversely, British Gas seeks for appropriate people for preferment to advanced

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roles, such as supervision jobs. It needs supervisors to design, establish and coordinate the
groups of engineers. It needs to entice an employee an extensive variety of folks into the
business (Stacey, 2018).
Work Force Planning: It is the viewpoint of achievement to the implication's obtainable and
forthcoming requests. As comprehended that British Gas mechanism in dissimilar sections like
gas and resistor and additionally in-home plans and refuge officialdoms and consumer profit
end-to-end whatever enduring chunks of the workplaces (British Gas, 2017).
Staff Turn Over Rate: It is apparent as one of the vital fragments for the completion of any
collaboration (British Gas, 2017). This could be an indisputable vital point to consider for British
Gas as the eagerness for both the officialdoms is rising extremely and the aces need to be
efficient reliably with the guidelines and the expansion as well. The rousing initiatives that
British Gas proceeds after to hold enter operate in all the separations may be recorded as profits
such as, values, worker rendezvous, labor life equalizer, operative affluence and recompense
Bundle (SAP, 2018).
Task 3
Concluded the past three years, British Gas has operated in unification with business wellness
experts the tonic to challenge employee wellbeing from a volume of angles. British Gas national
wellbeing manager Helen Knight says, “We're aware that our people work hard and we
understand that whether they're working in offices, contact centers or in the field, it's crucial for
us to provide support that helps them make informed lifestyle choices, at all times” (Centrica,
2014).

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The achievement of wellbeing at British Gas is miserable to an emphasis on actions that are
related to entities and the association, and that are well interconnected. It is a modest method any
business will make a profit from when applying a wellbeing sequencer (Energy Global, 2014).
Financial and non-financial benefits: The corporate benefit impression is dominant to the
planned formation and utmost methods of commercial case breakdown, where commercial
individuals measure reserves and activities by forestalling their conceivable cost and profit
outcomes. Those following these doings learn rapidly, conversely, that some types of welfares
are more reachable to extend and charge than others (Energy Global, 2014).
Financial benefits: Financial benefits can be recycled to mollify the physical essentials of
regular life and shared necessities (Obloj, 2013).
a). Recompense and budgets: It embraces basic pay, dearness and other payment,
consistent additions in the pay and budgets from timely sometimes connected to enactment
(Obloj, 2013).
b). Efficiency related remuneration encouragements: There are numerous wage benefit
plans which object at concerning reimbursement of remunerations to upsurge in efficiency at
discrete or group level (Obloj, 2013).
c). Bonus: Bonus is an inducement obtainable over and overhead the wages income to the
staffs (Obloj, 2013).
d). Departure benefits: Numerous departure or retirement benefits such as provident fund,
annuity, and perquisite act as inducements for in facility staffs, by building a potential to deliver
them monetary security after their leaving (Meyer, 2018).

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Non-Financial benefits: Spiritual, communal and expressive needs of a discrete are gratified by
not money alone but by giving them non-financial profits (Meyer, 2018).
a). Prestige: In the association environment, prestige means ranking of a spot in the
association which includes consultant, accountability, plunders, gratitude, privileges, and status
of the job of an operative (Meyer, 2018).
b). Employee gratitude programs: Need of assessment of their effort and owed gratitude
are what most of the workers want appreciation, means salutation with a demonstration of
gratitude such as, recompensing on best presentation, recompensing for generous valued
propositions, presenting around the accomplishments of a worker at proper place such as, notice
board and company’s newsletter, dispensing admiring assistances ingratitude of an employee
amenities (Landau, 2018).
c). Job safety: Workforces need positive constancy about imminent revenue and effort so
that they do not sense apprehensive and labor with superior enthusiasm. Then when folks feel
that they expected to lose their careers, they may become sluggish (Landau, 2018).
d). Employee Liberation: Liberation means benevolent more independence and authorities
to assistants. It makes individuals feel that their employees are significant. This sensitivity
subsidizes certainly to the procedure of assistance and aptitudes in the job recital (Vaughan,
2018).
Task 4
Employee Legislation: Employment fortification legislation comprises all sorts of employment
protection events, whether censured largely in legislation; court edicts cooperatively haggled

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situations of employment or accustomed practice. Employment legislation is the commandment
that governs employ within the workstation with everyone who is workings (ICLG, 2018).
The impact of employment legislation on Reward and Compensation (Employment and
Labour law 2018):
Compensation: Compensation is a vital constituent of employment and one of the most perilous
HR organization strategies. While compensation conventionally denotes to employ salary, best
repetition in today's workroom reflects total compensation to comprise base pay, addition or
inducement plans, reimbursements, and non-cash recompense (All about careers, 2017).
Officialdoms should inaugurate and interconnect clear philosophies by which workforces are
compensated. At a lowest, governments need to certify that their recompense plan observes to
employment legislation (ICLG, 2018). Essentials of compensation that are restricted by regional
employment ethics acts include:
1. Lowest remuneration
2. The proportion of leave pay
3. Energetically pay
4. Equivalent pay
5. How often workers obtain their pay
6. How compensation is prepared
7. Innards of pay stump or pay pane (statistics that must be followed and stated to workers)

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8. Inferences
9. Perquisites
10. Workforce accounts (information that must be followed and accepted)
11. Holiday wage
Furthermore, many governments accept recompense values that certify objectivity and
impartiality in pay charges and salary management, and compensation accomplishes. An
operative compensation strategy is based on detached and informed job explanations, operative
job assessment and concert organization, and pertinent salary organization (ICLG, 2018).
Reward schemes: The main part of the recital organization includes handling employees and
leaders, as their enactment will have a key influence on the enactment of the business as a whole.
Reward scheme denotes to all the financial, non-financial and psychosomatic expenditures that a
business affords for its workers in an exchange for the effort that they put (McCulloch, 2018).
Rewards systems may comprise extrinsic and intrinsic prizes. Extrinsic rewards are substances
such as monetary expenditures and employed circumstances that the worker obtains a measure of
the job. Intrinsic prizes narrate to gratification that is resulting from essential execution the job
such as individual contentment, and an intellect of causative something to civilization. Below are
some important objectives (Smail, 2018).
1. Complement objectives of business with of workers.
2. Certify that the business is capable to convert and preserve adequate figure of workers with
the right services.

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3. To inspire workers.
4. Support the possibility predilections of leaders and workforces with those of the business.
5. To observe with lawful guidelines.
6. To be principled.
7. To be reasonable and comfortable to manage.
The impact of employment legislation on Health and Safety standard across the
subsidiaries (Health and Safety at Work Act 1974):
The health and safety at labor is the key part of legislature casing work-related health and safety
(Coleman, 2018). The health and safety management, with native establishments (and other
applying establishments), is accountable for applying the deed and a number of other acts and
constitutional appliances pertinent to the working surroundings (Centrica, 2014).
It shall be the responsibility of every establishment to access any such legislatures with an
opinion to the constructing and preserving of provisions will allow him and his workers to co-
operate efficiently in endorsing and emerging events to certify the health and safety at exertion
of the workers, and in examination the efficiency of such procedures (HSE, 2017).
Conclusion
Employment and assortment at British Gas are determined as essential to sustaining the
inexpensive rank of the business with in the vitality marketplace. Local gas clients request the
uppermost values of the facility. It can be certain that British local Gas contrives have top talents
and proficiency with its cautious requirement of access experiences monitored by top excellence

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drill. British Gas also evaluates the individual qualities of staff concluded protagonist production
and surveys as these effect clients' insights of the facility and the business. Countless
maintenance is taken indecisive the government’s future recruitment requirements. These
energies the staffing and choosing procedure to certify the British Gas perceived as contribution
vibrant and thrilling livelihood routes for individuals having all experiences. Emerging and
developed individuals, British Gas certifies that new workers have the accurate potentials to
assistance the trade to contend.

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[Accessed: 24/10/2018].

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[Accessed: 24/10/2018].

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[Accessed: 24/10/2018].

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