BTEC HND Business: Unit 19 Resource and Talent Planning Report

This report delves into the critical aspects of resource and talent planning, using British Gas as a case study. It begins by analyzing current labor market trends influencing talent management and workforce planning, such as workforce planning, understanding of skills, emphasizing tasks, skill shortages, technical workforce culture, globalization, and employment vs. unemployment, providing insights into how these trends impact the organization. The report then evaluates the legal requirements essential for effective workforce planning, including equal opportunities, fair disciplinary hearings, equal pay, and policies regarding lateness and time off, ensuring compliance with British law. Furthermore, it analyzes current and anticipated skills based on labor market trends, focusing on practical and technical skills. The report also includes a prepared job description and person specification for a Technical Engineer role. It then explores recruitment and selection methods for talent resourcing, and concludes by assessing the stages of the HR lifecycle and how they integrate with HR strategy.

Resources and Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analysing the current labour market trend that influence talent management and workforce
planning........................................................................................................................................1
P2 Evaluating different legal requirement that includes in workforce planning.........................2
TASK 2............................................................................................................................................3
P3 Analysing on the basis of current labour market trends to determine current and anticipated
skills.............................................................................................................................................3
TASK 3............................................................................................................................................4
P4 Prepared Job description and person specification ................................................................4
P5 Applying recruitment and selection method for talent resourcing and planning....................5
TASK 4............................................................................................................................................7
P6 Access the stages of HR life cycle .........................................................................................7
P7 Identifying the stages of HR life cycle that integrated with HR Strategy..............................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Resources and talent planning refers to the important management practices that provide
information on resourcing and talent planning and management that involves audits, talent pools,
career planning, management and succession planning, turnover (Baum, 2018). In this report, the
company has taken is British Gas which is part of Centrica group and based in U.K. It is
recognised energy brand and multinational company in many countries. In this report it is
covered about analysis of current labour market trends influence talent management and
workforce planning and different types of legal requirement that required is being discussed.
Apart from that current skills and anticipated skills is determine and apply different recruitment
and selection method for effective planning is evaluated. Analysing HR life cycle applies to HR
and how this integrated within organisational HR strategies is being discussed.
TASK 1
Current labour market trend that influence talent management and workforce planning
Labour market is place where workers where employees are interacted with each other
and use to compete to hire the best and satisfying for best job. It is economy functions that works
with demand and supply and in this market labour demand is firm's demand (Bratton, 2018). In
British gas company the current labour market trends influence talent management and
workforce planning are in many ways and discussed below-
 Workforce planning jointly owned business and Finance- It is most discussed trend
that is seeing in today's world and it has been extensive research that need to be looking
into organisation. This could be achieves by strategic workforce planning and must
involve the necessary stakeholders in the this approach. There is need to foster the
collaboration and knowledge is continuous relations that required to be maintained
between HR and business. In the British gas company this will be very effective in
organising and managing as it required to develop the communication between various
functions with different department such as HR, Finance and business.
 Understanding of skills- The other trend is to recognised the need for workforce
planning is to include skills that support the career and internal efficiency in the
organisation. Talent mobility must be focused on companies that understand the optimise
their productivity, growth and success. In the context of British gas company, this trend
1

will increase the internal efficiency of company as it emphasized on building better
environment for the organisation and maintaining the workforce planning.
 Emphasised on task not on Jobs- This concern that focusing on planning on tasks not
job and that will come from the redesigning jobs (Cappelli and Keller, 2017). This will
deliver the highest ROI and greater value for organisation and individual. This will take
the job into future of work and continues to take necessary steps in order to conduct
better workforce planning and resources. In the context of British gas, this will bring up
the better output for the company as they deal with quality not on quantity and that
required in the organisation. In this company they need efficient engineers that could
deliver their task properly and could develop the better result for the company.
 Skill shortages: In present time in Labour market identify this trend in high manner that
people have not skills in regard of their work. As a result it impact on their business in
negative manner. Such as, British Gas require to skill full labour who have ability to
conduct various activities. Due to shortage of skills companies are facing loss because no
one perfectly work in plan that impact on business negatively.
 Technical work force culture: In present time every organisation follow new technology
to improve their product and work in less labour. Workforce culture is the environment
that mainly based on the staff members and mix of the entity leadership, values,
traditions, interactions, attitudes, beliefs and behaviours. Such as, British Gas follow this
trend and recruit technical based workforce who have knowledge of their field and take
right actions according to situation.
 Globalisation: It is a procedure in which world becoming increasingly interconnected as a
outcome of massively enhanced trade and cultural exchange. It has been enhanced the
production of goods as well as services. It is main aspect make efforts to the decline in
the labour income share as well as the increasing returns for skilled workers. Along with
it only accounts for a small part of such trend effectively.
 Employment Vs Unemployment: The employment rate or percentage of individual in
work for those aged between 16 and 64 that was 74.9% for the 3 months to May. There
were 32.01 million people in work 324000 more than a year earlier. The official figure
for UK Unemployment is 3.9%.
2

P2 Evaluating different legal requirement that includes in workforce planning
To comply with the British law there are many policies that need to be follow my all
companies to operate fair and smooth functioning in the organisation. This need to be done in
specific manner and consider personalised policies that suit business or industry. In the company
British Law some of following laws and policies that required to follow are as follows-
 Equal Opportunities: From the law of Equality Act 2010, it is recommended to
implement equal opportunities policy in the every organisation to satisfy the requirement
of laws that is formulated by government for the betterment of workers. This concern
with to provide the fair and equal treatment and prevent discrimination on the basis of
certain parameters such as gender, race and religion. From the point of company British
gas this act will reduce the discrimination on various basis and promote the growth and
success of company.
 Fair disciplinary hearings- In this the Employment Right Act 1996 is stated that
employee specifying any procedure that applies to disciplinary decisions. The ACAS
code of practice on disciplinary and grievances procedure and outline fair hearing and
explaining problems stages to staff (Charan, Barton and Carey, 2018). Other than that
Employment tribunal provide right to uplift compensation payments to every employers
that suffers the loss at tribunal. This will facilitate the working of employees of British
gas company to manages certain grievances that comes in their way and they could easily
deal with them.
 Equal pay- Through the, Equality Act 2010 and gender pay reviews, it is stated that they
should have fair and regular equal pay policy. This ensures that staff members must be
treated equally, fairly and does not face any kind of discrimination in the company. This
is important to monitor workforce wages regularly and effectively to build the trust in
employees that they were treated properly (Crowley-Henry and Al Ariss, 2018). In the
British gas, this is necessary to take this law seriously and must provide fair remuneration
to them to maintained the efficiency and work performance.
 Lateness and time off- This policy concern with certain laws related to sickness absence
and use of company asset that will be effective in moderating the employee behaviour.
Though providing with certain benefits it is essential to make employees aware about
these laws and policies so that they could easily know where these leaves can use. For the
3

company British company it is important to know about the necessity and nature of
business and company and accordingly provide with these policies as this organisation is
quite different in nature.
TASK 2
P3 Analysing on the basis of current labour market trends to determine current and anticipated
skills
From changing to different technology and environment the need of new skills set and
knowledge is also increasing accordingly and giving best output to the company become
necessary. To meet the requirement of rapidly changing world the requirement of skills has also
been developed and also to compete in market is mandatory to achieve the objectives (Eketu and
Ogbu Edeh, 2017). In the British company, the required anticipated skills according to the
current labour market trend are as follows-
 Having practical knowledge- Employees must know nowadays that how things works
in organisation and what are the requirements that need while working. It make sure that
some important skills like communication skills, team work, leadership skills must be
possess by every personnel. It relates with the current labour market trends of increasing
internal mobility in the workforce that concern with improving these skills and than only
they could achieve the productivity and efficiency of organisation (Filippus and Schultz,
2019). The need of these skills are increasing day by day for the future requirement and
current environment. In the context of British company this skills will improve the
effectiveness if employees has these skills and also the demand of these soft skills will
be increased in future period.
 Focus on technical skills- This include the knowledge of technological aspects such as
knowledge of programming language, software proficiency and data analysis. These
skills are becoming mandatory to have in employees to compete the competitive market
and maintain the efficiency. This foster the quality work in the job which needed in
current market labour trend that improving in the job efficiency is directly related to the
quality work done in workplace by employee. This is necessary to focus on boosting
these skills and will required in future trend in market as this is being requirement of
every organisation (ELee and Rezaei, 2019). In the context of British gas, these skills are
4

main that organisation needs as this will facilitates in making work more easier and
foster the quality and overall development in the company. This company deals with
technical aspect such as energy, gas supply and best engineers who can deliver their task
and provide the output that will be useful for the firm.

TASK 3
P4 Prepared Job description and person specification
Job description refers to internal documents that clearly states the job duties and
responsibility and skills to perform the task. Following job description of Technical engineer at
British gas company.
Job Title- Technical Engineer
Reports to- Manager
Job summary – The Technical engineer oversees the technical process of British gas company
where all process is conduct need to be operate effectively. Accurate attention and posses of
essential technical skills required on job position.
Duties and responsibility
 Supervise the whole process of gas supply and maintained the efficiency in the process.
 Ensure the effectiveness of the job and properly participate in many activities and
functions.
 Involve in certain process and it include the maintaining and development of new ways
to conduct new way of process
 Properly testing of supply and effectively delivering of gas supply must be adopt.
Skills and qualification
 Masters in Technical science or related field'
 Excellent communication skills and verbal skills
 3 years of experience in engineering and technology company.
Person specification- Following is the Technical Engineer
Essential Desirable
Experience  Experience of working  3 yeas of experience in
5

in technological
department in any
company.
 Involved in
programmes languages
and certain technical
field
any company
Skills, knowledge and
aptitude
 Ability to relate with
customer problems.
 Excellent in
communication skills
and verbal skills.
 Ability to deal with
technical problem.
 Ability to work in
teams and possess
leadership skills.
P5 Applying recruitment and selection method for talent resourcing and planning
To recruit the best employee for the organisation, HR used to conduct workforce
planning and properly execute the process to hire them (Łukasiewicz, 2018). To conduct them
they need to follow certain steps that requires in the selection and recruitment methods. To
recruit the people there are two methods internal and external. In external methods following are
the points-
Employee Databases- Employers are increasingly turning to computerized resume
registries to identify candidates as there are dramatic improvements in selling resume databases
(Makarius and Srinivasan, 2017). Organisation has quickly gain national samples of selected
database by using these information and organisation maintaining resumes and nor employment
agency rather company complies who are looking for jobs. In British gas company, this is going
to give major support to recruit people and it is useful in providing better employees.
 Advantage: It is advantageous for Unilever to select appropriate candidate for the vacant
position.
6

 Disadvantage: It is not helping to find out new talent who have proper knowledge about
the vacant position.
Media Advertisement- This is helpful in recruiting employees in many ways as this is
easiest way to recruit them and advertise them in many ways like newspaper, he4p wanted ads
and many more. The reason is to use this is that it is inexpensive with the comparisons from
other methods. British gas, can use this way to attract employees and can diversify it according
to the requirement.
 Advantage: It is helping to find put new talent and get various candidates who have
knowledge about the particular field and have various options.
 Disadvantage: Many time people think that it is fake and do not consider in effective
manner.
Following are the internal methods that can be followed, this concern with recruiting the
employees from within the organisation. Some ways are-
Promotion and transfer- This is most used method that is used by HR, it refers to the
giving promotion and transfer to employees and fill the vacant position in the company in order
to avoid external method (Meyer and Xin, 2018). In the British gas, the employees can be
recruited through this process and it is being effective method as it provide the experienced
employee on position.
 Advantage: People get higher position, high pay grade and good job conditions. Thus, it
impacted in positive manner on individual mind and get effective results.
 Disadvantage: Due to transfer of people do not work in effective manner and people
transfer hilly area so require to provide hilly allowances.
Employee reference- This concern with the process that include the method of taking
reference from the employee within the organisation and they help them to recruit new
employee. British gas can use this to hire, as it will be helpful in easily recruiting as they
somewhere know the background of employees and easy to monitor the performance.
 Advantage: For the vacant position do not require any find any candidate and reduce
cost.
 Disadvantage: Most of the staff members provide reference to their relatives so it impact
on the organisations capabilities.
7

Training methods are necessary to provide employees to increase their work productivity
and improve efficiency and performance. Following are the methods of selection process of
British gas that is followed to improve effectiveness such as-
Interview based method- This involve the selection method that consist the interview
round that is done by employer and kind of this interview is based on nature and requirement of
organisation. In the British gas, they has this round related to the completed online value based
questionnaire and accordingly their performance has been evaluated. This responses are then
scored and than employees are being selected.
Role play test- This method includes where candidates used to act out a scenario and
than interviewer is determine that how candidates is suitable for role. In the British gas,
employees need to demonstrate customer service skills in scored role play situations. They used
to tested about their life skills and personal skills as that impact directly on customer perception.
Conclusion: As per the overall analysis it is getting that interview based method is good for the
selection in which consider on each employee capabilities in effective manner.
TASK 4
P6 Access the stages of HR life cycle
In the HR life cycle there are specifically five stages that is used by every HR process
and it basic component that is used by all organisation (Olufemi, Afegbua and Etim, 2020). It is
like employee journey that they used to work in firm, the following is the stages that is used in
British gas company to ensure best possible experience.
 Attraction- This starts before organisation when they looking for new employee and it is
necessary to think about the purpose of company and it shape potential employees. It also
comes with recruiting the people and hiring the right person for the productivity of
business. Recruiting is also the part of this stage where they need to create a specific
strategies to understand the position and need to filled it. After that selection process is
happened where they conduct certain process to select that. In the company British gas,
they used to recruit the people in order to improve the efficiency and maintaining
workforce effectively.
 Induction, orientation and On boarding- In this stage this, employees are performing
according to the expectation from the company. They used to introduced the policies and
8

rules of firm to new employees and make them aware about it and make them feel
welcome and valued. Company after induction and orientation process, they onboard the
employees to the right job. In the British gas company, HR process used to follow this
step to apply the employee to right job and maintained the employed proficiency at better
level.
 Career planning- After putting the employee to their job they provide opportunities to
grow and achieve new target in their life and it tells that how it deal with the performance
management. From the HR process, this is important step and develops the talent and
productivity. In the British gas, they used to conduct many trainings and development
programmes to increasing the efficiency such as Apprenticeship, Technical training and
Traineeships.
 Retention- As, there are lots of money and time used to invested in that in each
employee and losing them will be big cost for entire process. So, to retain them is being
essential for organisation and for that they could provie tools and environment and make
better working conditions for them. In the British gas, they used to conduct this process
to maintained effective work culture and feel employee confident and involve the
transparency in the organisation.
 Termination- In this stage, this is last process that comes in HR life cycle, that is leaving
of employees from the organisation and having issues in he relation of employer and
employee. It is important to understand the reason of employee termination and
separation from the company. In the context of British gas, they try to avoid the situation
that occurs where problem is created between organisation and employee. They use
certain ways also to avoid such conditions such as providing incentives, bonus and
different benefits.
P7 Identifying the stages of HR life cycle that integrated with HR Strategy
In this HR life cycle, there certain HR strategy that is integrated with each other and
include the proper method of how it is evaluated. AS, each in each HR life cycle there is specific
HR strategy is being discussed. In the context of British gas, this involve certain method and
strategy in life cycle of HR are as follows-
 In first stage of HR life cycle, the Human resources management conduct the attracting,
recruiting and selection of employees (Syed and Kramar, 2017). In this the strategies that
9

is used by HR is to used the appropriate method selection through effective manner like
internal and external method and after that selection is used that, it try to use that all
employees must obtain right place and work with better way. In the British gas, HR
ensure that they get the right and skilled experience employee to achieve greater output
for company.
 In this stage, the strategies of HR is to make aware about employee to the company and
provide them overview of whole company so that they feel comfortable and confident in
the company. In British gas, they introduced all policies and rules of company to
employees and provide them better environment to work.
 In third stage, the training is provided to the employee after they were recruited and ensue
that they perform according to the required task expectation. This is important to
provide4 appropriate training method to employee, so that they could perform better. In
the British gas, they make sure that every employee is proficient and eligible to do
specific task and for that they conduct many methods and training programmes.
 In this stage, HR perform to retain the employees as it included lots of money and time
and for that they provide certain monetary benefits, incentives, bonus and recognition
award to make them feel motivated and confident (Sparkman, 2018). In the British gas,
they used to conduct many programmes and methods to retain their employees and
ensure better working conditions and satisfy their needs and wants.
 This is last stage, where HR faces separation from employees and that could be of many
reasons and stage of termination is also included in that. In this HR try to reduce this face
and try to resolve the issues and in the termination there is no mistake by employer, it
was mistake done by employee side. So, certain strategies were used by HR to solve
these issues and formed some grievances cell and ways from that this could be solved.
CONCLUSION
From the above report it is concluded that Resource and talent planning refers to the
practices that deals with certain management process that fulfil the desire of employee in the
organisation. In this report the labour current market trends are refers to the certain methods that
concern with current trend that exist in company. It is evaluated that skills and future skills
required in company and certain recruitment and selection process has bean discussed and stages
of HR life cycle and its strategies related to this process has been covered in this report.
10