Comprehensive Analysis: Resource and Talent Planning at Centrica Group

This report provides a detailed analysis of resource and talent planning within the Centrica Group, focusing on the British Gas division. The report begins with an introduction outlining the importance of effective talent and resource planning for organizational success. The main body of the report examines current market trends affecting talent management and workforce planning, including an analysis of the external business environment and the impact of factors such as an aging population and globalization. It then explores the legal requirements during workforce planning, such as labor legislation, data protection, and equality acts, and how these impact the company. The report also analyzes current and anticipated skills influencing labor market trends, including job analysis, and forecasting future staff requirements. Furthermore, it provides suitable job descriptions and employee specifications, as well as various approaches to selection and recruitment. Finally, the report evaluates the HR life cycle in relation to specific HR circumstances and overall HR plans and policies, concluding with key findings and recommendations for Centrica Group's talent and resource planning strategies. The report emphasizes the importance of adapting to market trends, adhering to legal requirements, and developing effective workforce strategies for sustained business success.

Resource and
Talent Planning

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
P1 Determining current market trend analysis affecting talent management & workforce
planning .................................................................................................................................3
P2 types of legal requirements during workforce planning in context of given organisation5
P3 Analysis of current & anticipated skills influencing both labour market trends and legal
requirements...........................................................................................................................7
Current Requirement of skilful talent.....................................................................................8
Forecasting future requirement of staff..................................................................................8
TASK 3 ...........................................................................................................................................9
P4 Provide suitable job description and employee specification written material required for
identification and selection of qualified employee.................................................................9
P5 Application of various approaches to selection and recruitment for talent acquisition and
organisation..........................................................................................................................12
TASK 4..........................................................................................................................................13
P6 Evaluation of HR life-cycle in relation to specific HR circumstance.............................13
P7 Evaluation of HR life-cycle in relation to overall HR plans and policies......................14
CONCLUSION.............................................................................................................................15
REFRENCES ................................................................................................................................16
Books and Journals...............................................................................................................16

INTRODUCTION
Good coordination within organisation's operations is important to establish a strong
relationship between hiring teams & business known as talent and resource planning. The
process of recruiting resourceful employees in an enterprise requires ascertainment of various
factors that includes excellent networking , appropriate channel of selecting people for right job
profile, relevant business resource forecasting etc. The research report below discusses about one
of largest energy supplier company in UK known as Centrica group . The evaluation focuses on
various training and resource allocation methods utilized by the home service provider company
founded in 1997. British gas is a recognizable brand of this multinational group of around eight
energy related businesses spread all over UK & Europe. The businesses provide services to
consumers consisting of electricity supply, gas supply, gas storage facility, drain or pipe work
maintenance. The report mainly is conducted to do proper workforce planning by studying
present labour trends in existing marketplace. Furthermore various demonstrations of selection
by recruitment teams are observed with application of strategies adopted during stages of HR life
cycle.
MAIN BODY
P1 Determining current market trend analysis affecting talent management & workforce
planning
Dynamic changes taking place in the external business environment comes with a need of
effective labour resources adapting towards business working. Optimum utilisation of
organisational sources depends on efficient formulated plans & policies followed by human
resources at workplace. Converting raw material into useful resources as finished products is the
responsibility of human resource in chosen entity. In context with nationwide Centrica Group,
their British gas business is recognizable in terms of goodwill & good reputation in international
market businesses. Talent recruitment in chosen corporation runs on identification of two type of
demands that are contract & assistance customers. Agreement done on contract for providing
time based energy services by chosen firm are called contract demands of consumers. Many
people may not sign an agreement but rather require assistance form company on various issues
or energy related problems therefore come in category of assistance seekers. Growing demand
for above mentioned services because of good brand reputation have created a need for more

employees reuniting at workplace for better efficiency & productivity of given organisation.
Apart from the significant factors, workforce planning structure is build on basis of other
technical & engineering skill factors too for constant changes carried out in varied business
activities of chosen company (Taylor, 2018) . Profitability of every business during this
situation of pandemic has widely affected respective Centrica group as well following new
policies formed by UK Government. Human resource department of British Gas business has
formulated flexible policies for workforce planning and limited resource wastage ensuring
smooth functioning of chosen company operations. Managing talented staff therefore has
become easy in motivating them and adapting to working environment of business in no time.
Ageing population- In UK there are 9.4 million people over age of 50 in employment
that is equal to above 30% of employees. Major proportion of people from them will leave
working permanently so it will limit the talent pool. Younger people will enter to labour market
and replace existing workers. There is a difference across the industries as some will urgently
understand that they will have to replace their big proportion of workforce due to retirement and
others will have to understand that earlier the jobs done by young workers can be done in future
by middle aged as well as older workers.
Employment vs unemployment- As UK is highly globalised country so employment
market is very competitive and a lot of job opportunities are available there. For British Gas it is
beneficial as it will have so many options to hire good talent as UK is a popular country for
international graduates also to start their careers.
Unemployment rate in UK is comparatively low because of higher studies provided to the
students there. If there is high unemployment rate then it will impact workforce as they will not
be efficient and not capable of learning new skills.
The factor of rising globalisation also allowed Centrica group of company expand their
businesses internationally keeping into consideration increase of competition globally. The
parent company of British Gas aims at retaining its customers by fulfilling their needs (Crane
and Hartwell, 2019)with regard to affordable prices of quality goods and services having good
returns. For meeting demand of customer base domestically, British Gas also has been retaining
people with best engineering skills to bring out innovation & creativity into business and
customer satisfaction. Ensuring a technical friendly environment help HR department current
trends in market & good workforce talent management.

P2 Types of legal requirements during workforce planning in context of given organisation
The discipline of building a work planning structure should be ethical and according to
organisation legal requirements. HR planning process hereby aims at aligning organisational
policies with right people appropriate for specific job roles ensuring minimum wastage of
resources during business operations. Ethical standards can be maintained by staff members of
Centrica group by motivating individuals to complete organisational goals as per the procedures
set by human resource department.
In context of British Gas corporation, there are a whole lot of employees working at
workplace who needs to be trained properly as per legal requirement of business Training such
large numbers at same time requires investment of many resources such as machinery,land,
technology and appropriate equipments for educating the human resources at workplace.
Optimum use of resources for good business planning in relevance to chosen firm has many type
of legal requirements to fulfil discussed below-
Labour Legislation: British Gas which is owned by Centrica company group has
announced in their recent companies general meeting that, company will be changing its terms
and conditions of employment for its respective employees. For dealing with its dynamic and
trending business market, company will aim at simplifying and modernising its employment
policies in order to promote productivity in the organisation. As posted by Dean on 23 Jul. 2020,
by conducting analysis, various terms and policies of the workforce was outdated and was in
need for serious modification to ensure effective working of an organisation for long period of
time.
Data Protection Act, 2018: This act controls how private data of employees is used by
business organisations . Business organisations which utilise personnel data of costumers need to
follow data protection principles provided under this act. Fair, lawful and transparent usage of
data with specified and explicit purposes are some of the principles of this act.
In context of British gas, this legislation effects workforce planning of the company.
British gas utilises digital technology to track progress of their employees, this involves
accessing personnel data of employees. The company has to ensure that personal data of their
employees is obtained after gaining their consent and used according to data protection
principles provided in this act. Employee monitoring is a significant part of the workforce
planning strategy at British gas as it helps the company ensure that capabilities of every

employee are improving. British gas has to modify employee monitoring practices, according to
data protection principles of this act.
Equality Act, 2010: This act safeguards employees from workplace discrimination. The
protected characteristics under this act are age, disability, gender reassignment, marriage
pregnancy, race, religion and sex. Bushiness organisations need to eliminate discriminatory
practices and ensure that every employee is treated equally after implementation of this act.
This act affects workforce planning at British gas. The respective organisation has to
ensure that their employees are treated equally and they do not face discrimination during any
part of their employment in the company. British gas has to ensure that every element part of
their workforce planning strategy promotes equality and eliminate elements which discriminate
between employees.
Performance management: Individuals having good engineering knowledge , corporate
exposure and professional experience are suited best of recruitment in British Gas company. It
help them save time and cost of training for employees (Collings, Mellahi and Cascio, 2017).
Therefore with the help of development campaigns adopted Centrica group for training current
employees, managers and leaders of the business firm keeps regular check on performances of
various employees working in an organisation. It helps company to avoid wastage of valuable
resources of the business firm and accomplish desired goals and objectives within provided time
framework of the firm.
Training and development: Fresh talent is also crucial to an organisation but requires
quality training of business operations functioned in chosen firm. Explaining subordinates their
job roles and responsibilities help current employees adapt to new technological innovations and
new ones complete their work tasks on time. With relation to chosen firm i.e. British Gas has
been successful in expanding its workforce of 5000 employee staff through training students
with an engineering background assigning them with right job description of their fields. In
relation to chosen firm, managers and leaders of the business firm provides effective training
programs to new staffs and conducts various development programmes to boost performance of
existing employee of an organisation.
Talent management:The process of managing workforce requires proper structure
constructed by systematic procedure of HR planning. In context of given organisation, satisfying
job requirements requires proper calculation of no of employees working on specific projects

with their simultaneous development (Sparkman, 2018). Various researches are conducted by
British Gas group leaders to now current demands & customer trends in market industry with
respect to goods and services. Therefore proper assessment of how many engineers are required
to achieve company goals are counted while recruitment processes formally. With regards to
chosen company, its management aims at retaining their precious talented staffs by providing
them with better working conditions and by fulfilling their possible desirable needs. It
contributes towards cost saving techniques of a business firm, as by retaining up of old
employees, it saves training cost, which is provided to new employees of the company.
In context to chosen organisation i.e. British Gas, as the company has a good market
presence around various countries of the world, its managers and leaders have to operate their
respective operational activities of the business firm keeping in mind various external factors. It
includes changing demand of customers and respective market trends in given market place.
Matthew Bateman, managing director of British Gas, conducts regular research on firm's external
environment and brings in necessary changes in policies of company to ensure better working of
the workforce in long term.
P3 Analysis of current & anticipated skills influencing both labour market trends and legal
requirements
The primary legal requirements & functions to regulate company processes has been
aiming at more output from minimum resources formulae. These legal aspects give a rough idea
about the new challenges and opportunities upcoming for chosen business organisation. Centrica
group in consideration with British Gas lays emphasis on introduction of advanced technologies
to approach the business goals & objectives in an efficient manner. Chosen firm have been
practising different policies & plans to cope up with the digital world (Landau and Rohmert,
2017). Digitisation challenges now-a-days are faced in the form of new threats & government
fluctuating regulations that may lead business operations of chosen form difficult to function
dynamically.
Job Analysis
A job analysis tells about roles and responsibilities of a job profile in a respective
company. It includes development of effective training and development programmes and
defines clear vision towards attainment of respective company goals and objectives. In context to
British Gas, various managers and leaders of the business firm provides with effective job

analysis of the company, every individual working in a company is provided with an overview of
various job being offered in the company.
Methods of Job analysis and collection of data and information
An individual is provided with adequate and proper training structures for effective
conduction of recruitment process in a business firm. With light to the fact that recruitment and
selection process of an organisation involves huge investment of financial resources of business
firm. Therefore, such operational activities of the workforce should be conducted with proper
planning to ensure optimum utilisation of given resources of the firm. Chosen firm follows
following methods for conducting recruitment activities of the firm effectively;
 Interview
 Questionnaire
 Checklist
 Technical Conference Method
 Diary Method
Job description
A job description of a company, states respective job requirements and skills to be
possessed by an individual who is interested in particular job profile. In regards to chosen
organisation, as the workforce is ranked in top list of companies which deals in supplying of gas
as its main operational activity. Management of the company hires professionals with good
communication skills and effective decision making as important requirement for their job
profiles.
Job Design
It is one of the core function of HR management, that promotes positive behaviour and
boosts moral of employees working in an organisation. Its main aim is to avoid duplication of
efforts and establish proper coordination in respective organisation. It considers the following;
Job responsibility: It refers to the accountability of an employee towards its respective
job profile in a company.
Job variety: In this dimension of job design, this section covers variety of tasks
performed in a described job profile by an employee working in an organisation.

Job enrichment: It is a well known method of job design. It is also known as job
enlargement, which signifies adding attribute to present job task which helps in adding skills and
pushes various employees to work out of their respective comfort zones.
Job specification
A job specification of a company tell about minimum qualification that is required for a
specific job profile. Usually job specifications follows job description which explains about
various job tasks to be performed by an individual in the company. In context to chosen
company, employees with professional level of qualification are been hired.
Person specification
Person specification refers to description of key skills and qualification of an individual
applying for a desired job profile in a company. An effective person specification is identified by
clear mention of individual's qualifications and skills as per need of particular organisation.
Importance of Job analysis for creating appropriate job descriptions and job specifications
 Job analysis helps in effective conduction of recruitment process of the business firm, it
hires right man for the right job.
 It helps in determining the extend of training and scope of improvement required to bring
in better productivity in the organisation.
 It helps in better evaluation of job profile
 Avoids overlapping of efforts in an organisation.
Forecasting future requirement of staff
Anticipating the dynamic eternal business environment help managers of HR department
know what labour skills they require for future operation of chosen organisation. Strategies are
formulated to do recruitment & selection of skilful talent. Also establishing good communication
between employees and trainers help existing staff members know how to converts firm's new
resources into quality finished product or output. Manager of British Gas also have been
conducting anticipatory preprogrammes to forecast the growth of UK market & domestic
engineer services in future. The resources needed for forecasting future demand of talent
selection includes:
Digitisation & technology: There are some basic technical skills required by chosen
company to carry of business operations (Waters, Mironova, and Stobinski, 2017). In context of
British Gas, advance technologies regarding gas storage and transportation to required customers

are digitized through various online sites. The digitisation therefore, help company save cost and
time of every individual working with respective corporation.
Innovation: Since customers from domestic country demand for a very high quality of
gas service within energy market industry, It leads the company to do recruitment & selection
on the basis of such requirement having a competitive edge over other companies. In context of
chosen enterpriser, British gas has one of the most skilful engineers with good expertise in
influencing its customer perceptions & wants.
Performance management VS Talent Management
Basis Talent Management Performance Management
Meaning Talent management focuses on
various activities such as
recruitment of employees,
training and providing timely
appraisals ensuring boosted
moral of employees towards
completion of organisational
goals.
Performance management lays
more focus on improving
productivity of various
employees. It helps in
establishing quality relations
with employees in their
respective employment cycle
by monitoring their
performance , appraisals and
feedbacks.
Objectives Its objective is based on 4
pillars of development which
are talent sourcing and
training, promoting and
retaining talented employees.
Its objectives are based on
career development, feedback
management as well as goal
management of an employee.

TASK 3
P4 Provide suitable job description and employee specification written material required for
identification and selection of qualified employee
Job description outlines main attributes of any vacant position such as role, main
obligations, range of responsibilities and terms of employment related to any vacancy available
in the company through the procedure of job analysis. Employee specifications is a written
documentation which provides information about abilities, work experience, educational,
personnel, mental and physical requirements that should be present in each applicant (Sostrin,
2017) . These documents highlight the roles and working situations of the job and help the
enterprise evaluate skills of each applicant for selection of suitable candidate.
JOB DESCRIPTION
JOB DESCRIPTION
Organisation: British gas
Job Title: Gas Engineer
Division: Engineering department
Job Summary: Placing and fixing of domestic warming and gas equipment for clients from
various cultural backgrounds. Understanding issues faced by consumers with detailed analysis
of products such as boilers, cookers, warming systems or fire caused by gas leakage.
Obligation and responsibilities:
 Fitting and upkeep of central warming and gas appliances
 Delivering effective customer service
 Understanding the demands and needs of consumers
Educational requirements and abilities:
 First-class knowledge of mathematics and science
 Four GCSEs from A to C grades in subjects including maths and English with science
and technology
 Time management skills

JOB DESCRIPTION
Organisation: British gas
Job Title: Technical software engineer
Division: IT department
Job Summary: Fulfilling the identified problems and producing effective solutions for
department. To implement strategies and tactics to achieve higher output and ensure the smooth
functioning of every department of organisation.
Obligation and responsibilities:
 Accessing to root cause of problems & providing reliable solutions.
 Delivering of effective strategies and working systems & functions
 Meeting up with clients needs on deadline
Educational requirements and abilities:
 B. Tech from A to C grade college with specialisation in maths and physics.
 Technical knowledge and time management skills.
 Should be well aware about new tools and technologies.
JOB SPECIFICATION:
JOB SPECIFICATION
Job title: Gas Engineer
Department: Engineering department
Attributes Essentials Desirables
Core competencies  Communication skills with ability
to interact with consumers from
various cultural backgrounds
 Ability to handle heating
machinery
 Ability to complete
various jobs within a
specific time period
Experience  Experience in handling consumers
and knowledge about working