BTEC HND Unit 19: Resource and Talent Planning Report - British Gas

This report provides a comprehensive overview of resource and talent planning, using British Gas as a case study. It begins with an introduction to the importance of talent management and workforce planning within an organization, emphasizing the need to understand current labor market trends and legal requirements. The report analyzes various types of labor requirements, including semi-skilled, unskilled, and contract labor, specific to British Gas. It delves into current labor market trends such as skills gaps, an aging population, data privacy concerns, and the impact of Industry 4.0, and their influence on workforce planning. The report also examines legal requirements such as the Employment Rights Act, Health and Safety Act, and Equality Act, and their impact on workforce planning. Furthermore, it explores current and anticipated skills requirements, comparing them with those of other organizations. The report then focuses on recruitment and selection, including job descriptions, person specifications, and various recruitment methods. It evaluates the effectiveness of these methods and offers recommendations for improvement. Finally, the report discusses the stages of the HR lifecycle and their integration within organizational HR strategy, evaluating their importance in relation to strategic talent management and offering a critical analysis of their application to support talent management. The report concludes with a summary of findings and references.

Resource and Talent
Planning

Table of Contents
INTRODUCTION ..........................................................................................................................4
TASK1 ............................................................................................................................................4
Types of Labour Requirements .............................................................................................5
P1. Analyse current labour market trends that influence talent management and workforce
planning..................................................................................................................................6
P2 The different types of legal requirements an organisation must take into account when
workforce planning.................................................................................................................7
M1 Analyse the influences of labour market trends and legal requirements on the workforce
planning of a specific organisation.........................................................................................9
D1 Critically analyse the impact of labour market trends on workforce planning..............10
Task 2.............................................................................................................................................10
P3 Current and anticipated skills requirements for a range of organisation.........................10
Comparison of skills with other organisation.......................................................................12
M2 Current and anticipated skills requirements in response to identified labour market trends
and legal requirements..........................................................................................................13
Task 3 ...........................................................................................................................................14
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.......................................................................................14
Producing person specification for each job........................................................................18
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning................................................................................................................................20
Methods of Requirement and Selection...............................................................................20
M3 Evaluate how effective different processes and methods of recruitment and selection are
for talent resourcing..............................................................................................................23

D2 recommendations on how appropriate documents and processes can be improved for
effective recruitment and selection.......................................................................................24
Task 4.............................................................................................................................................25
P6 Evaluate the stages of the HR life-cycle applied to specific HR contexts......................25
Stages of Human Resource Life cycle..................................................................................25
P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy.
..............................................................................................................................................26
M4 Evaluate the importance of the HR life-cycle in relation to strategic talent management. 27
D3 Critically evaluate how stages of the HR life-cycle can be applied separately and
integrated to support strategic talent management...............................................................28
CONCLUSION .............................................................................................................................29
REFRENCES.................................................................................................................................30
Books and Journal................................................................................................................30

INTRODUCTION
Resource and talent planning is a vital function of an organisation as it helps in recruiting
team and doing forecast related to resources. It is important to know about the current employees
and make research related to future requirement. As the human resource helps to attain the
objectives in the organisation and growth of the organisation. An organisation should select
proper channel to recruit the personnel and select them for appropriate job. Talented and
knowledgeable staff helps an organisation to gain competitive advantage. An organisation should
focus on providing proper training and development to all the employees to enhance the skills
and motivate them to work. The report is based on British Gas which is a multinational
organisation. It is a part of Centrica Group that was formed in 1997. British Gas is an energy and
home services provider in the United Kingdom. It is crucial for every organisation to make
planning related to talent management as the employees of an organisation are important and
they lead to growth of the organisation. The report is about the outcome of talent management as
it is a vital process of an organisation. The report talks about the trends in market and there
impact on workforce planning and talent management. There is explanation related to various
types of legal requirements that are important for a business. Along with that the key skills that
are required by labours to meet the current trends in the market. Appropriate documents that are
important effective recruitment and selection are also mentioned (Salau, 2018). The different
methods of selection and recruitment to hire effective talent is part of this report. In the end of
the report there is discussion related to stages of the HR life-cycle and their integration with HR
strategy.
TASK1
Overview of British Gas
British gas is a multinational organisation that is serving around twelve million homes in
the United Kingdom. Along with that the company is biggest energy supplier of the country. The
company is meeting the requirements of customers in an efficient way. The company is
providing employment to around 31,278 people. Also the company focuses on providing proper
training and development to all its employees (DEMİR and FETTAHLIOĞLU, 2020)

Types of Labour Requirements
All the business requires different types of labours to perform the tasks and
responsibilities. The employees need to work and help the organisation to achieve the goals and
objectives of the organisation by working with full efficiency. The organisation has to assign the
task to employees according to their capabilities. The potential of employees helps them to
achieve the work assigned to them. There are different type of employees that are required by
British gas are mentioned below:
Semi-skilled Labour: It is important to provide proper training to semi skilled labours.
They also work for the organisation and help to achieve the goals and objectives. It is important
to work on their skills and take measures to improvise them. In respect to British Gas the semi
skilled labour are working to fix the tubes and pipes and assure that there is no problem of
leakage.
Unskilled Labour: All those workers that do not require any special skill to work nor
they need experience in the same field. The employees also not require any qualification and
they are also important part of an organisation. The basic work is assigned to them. In British
Gas the unskilled labours take care of cleanness in the organisation. The organisation respects
those workers and treat them equally (Ling, 2018).
Contract Labour: The labours are hired on contract basis to perform a particular task.
the employees are hired foe a time period and as the task in completed their contract gets ended.
Wage Employees: The main part of an organisation that perform all the work and help[s
the organisation to achieve goals and objectives are those that are given wages and re called
wage employees. A proper management team is required to assign the work and manage these
workers. The work is assign need according to the capabilities and they are provided timely
training to enhance their skills. They are paid according to the work they are assigned. In relation
to British Gas the comap0ny hires skilled employees and assign them duty as per their
knowledge. The employee's help to achieve the goals and objectives of the organisation
(Muriithi, 2020).

P1. Analyse current labour market trends that influence talent management and workforce
planning
The world is dynamic and the market trends are changing. It is prominent for an
organisation to study the current labour trends and analyse the impact on workforce planning. An
organisation needs to make strategies to deal with the trends so as to deal with labours effectively
and make them work for the success of the organisation. Various current market trends are
mentioned below:
More Opportunities, Fewer skills: In today's time there are various opportunities that
are available in the market but the problem is that the people do not have the desired that could
help them to achieve the jobs. Employers want talented and skilled staff for the organisation that
have knowledge. As the technology is growing employees need to develop various skills related
to technology and work on updated methods. The various technological advancement are robotic
automation, artificial intelligence, and several other similar aspects. This shows that the
opportunities are available in the market but the employees do not have the desired skills. This
could be understood with a good example of artificial intelligence machineries considered in
British Gas, where there is less requirement of skilled employees (because of automated
machinery) however, it is needed for Management department of British Gas to enhance the
training sessions for skilled employees because, then only working of the particular machinery
could run smoothly. This company is proving traineeships to enhance the knowledge of
employees related to gas industry.
Ageing Population: In most of the developing countries there is drop in overall working
population. It is important to observe the current trend due to ageing population. Along with that
these trends cause recruitment problems (Lyria and Namusonge, 2017). It is identified that 18%
of he population comes under ageing population. As this trend of ageing population is causing
shortage of employees in British gas so it is vital for the organisation to make strong work force
planning. They should formulate strategies to encourage the desired candidates to join the
company.
Data: Data is important and should be kept privately in an organisation. In today's time
every information is important as the data of the company is stored at different locations and is
not accessed by everyone. But the hackers can take advantage can use the data by unfair means.
An organisation should know the trends and hire the employees accordingly as they are

important part of an organisation and success of the organisation depends on the employees that
are working for that organisation. Data privacy is important for British Gas, so the company
should hire talented employees that have good knowledge about cyber security. This is
enhancing the requirement of individuals that have knowledge about data privacy. These
employees will help British gas to keep the data confidential.
Industry 4.0: Due to globalisation and increasing trend on digitalisation it is important
for a person to have computer related knowledge. As all the work in the organisations is shifting
to machines and automation. Employees should have knowledgeable and skills related to that.
But, that is causing reduction of jobs in other sectors. The trend is having impact on the selection
pattern of the organisation (Bos, Thunnissen and Pardoen, 2019). The Human Resource
Management if British Gas should hire new employees that have good knowledge of digital
platforms. Along with that there is requirement of regular training and development that will
help the employees of British Gas to enhance their skills and get knowledge about digitalisation.
P2 The different types of legal requirements an organisation must take into account when
workforce planning.
For success of an organisation it is important to understand the requirements of
employees. It is a known fact that the employees are indulge in production process and they
should be motivated to increase the production and make profit for the organisation. There are
various legislations that are formulated for the employees. The legislations are formulated by
government so that organisations are able to work smoothly. Some of the legislations are
mentioned below:
Employment Rights Act 1996- The right is for benefit of employees and assures that
the employees are aware about their duty and responsibilities. It includes reasonable notice
before dismissal, unfair dismissal, time off rights for parenting, redundancy and more. In relation
to British gas the human resource department makes all the employees aware about their rights
and responsibilities. They assure that they employees are given all the rights and keep them
motivated and ensure equality among them. This helps the organisation to be successful and
keeps the employee engaged in the organisation (Ambrosius, 2018). British Gas takes monthly
feedback from its employees and assure that they do not face any problem. British Gas company

provides regular and timely salary to all the employees that help the company to retain the
employees.
Health and Safety Act 1947- This act focuses on health and safety of employees which
is important for an organisation. An organisation should taker of its employees and take
measures to promote their security. This act helps employees to feel secure and motivate them to
work for the organisation. They are confident while working and helps to achieve the goals and
objectives successfully. They should keep proper security while working and take proper care of
employees as they are working in gas company.
Equality Act 2010- It is important to promote equality in an organisation. This Act
ensures that no employee is discriminated on any ground like age, gender, colour, religion, status
etc. every person who is working in organisation should be treated equally. Discrimination make
employees demotivated and they are unable to work with their full potential and that is
problematic for the organisation. In relation on British Gas each and every employee is aware
about the all the rights and they are treated equally. A good working environment is provided to
all the employees and they are motivated and work for the benefit of the organisation (Sharipov,
Krotenko and Dyakonova 2020).
Family Medical Leave Act 1993- This act provides medical leaves that are required to
all its employee's. It is vital to provide minimum number of leaves to all the employees so that
they can work with motivation. This helps to increase job satisfaction and a surety that they will
get leave in case of illness. The reasons of job are birth of child, illness of spouse or parents and
any other which shall be specific in nature. With respect to British Gas the company provides
leaves for medical reason to all the employees.
The Fair Labour Standards 1938- The focus of the Act is to provide the minimum
amount to employees. The Act establishes minimum wage, record keeping, overtime pay, and
youth employment standards affecting employees. This law is important and should be followed
by organisation to make employees work smoothly and with motivation for the organisation
(Ekhsan, Parashakti and Sudiro).
Equal Pay 2010- This law states that all the employees that are working at same post in
same organisation should be provided equal pay. In British Gas all the employees that are

working on the same post no matter what their gender is they are provided equal wages. This
keeps the employees work with full potential and the employees do not feel discriminated while
working.
For effective workforce planning, British Gas abides with all the laws and legislations
that are formulated by the government and are applicable to the organisation. This helps the
organisation to recruit the employees that are skilled and have required knowledge. Also these
laws help British gas to provide them wages and all the perks that they deserve. By providing
equality to all the workers of the company is able to motivate them. Motivated employees stay
for long time in organisation and work effectively. It also encourages new individuals to work
with the organisation.
M1 Analyse the influences of labour market trends and legal requirements on the workforce
planning of a specific organisation.
Labour market trends help to make planning related to human resource of an organisation
and make effective policies. Also nowadays the trends in labour market are changing so
employees need to transform them self and gain skills so that they get selected. An organisation
should follow all the laws and legislation that are formulated by government as that benefits the
organisation and keeps employees motivated so that they are able to work smoothly and that
leads to success of the company (Selivanovskikh, 2020).
As the trend in the market are continuously changing British gas should focus more
workforce planning. The interview rounds should be altered and focus towards recruiting the
skilled and talented staff that have knowledge about automation. So that the company gets
benefit of recruiting them. The company should analyse the need of skilful employees by
studying the dynamics in the market.
It is identified that ageing population is becoming a major issue what can be solved by
encouraging skilled individuals to join the organisation. Another trend is related data privacy,
British Gas has started recruiting the employees that have knowledge about Cyber Security so
that the data of organisation is secure and confidential.
Also digitalisation is new trend British company is focusing to recruit the employees that
are skilled. Also the organisation is focusing to recruit the employees that have good knowledge
of computer. British gas also provides training related to Gas Industry so that the employees do
not face any problem. It is very important for British gas during the process of work planning

that they should consider all marketing trends. So that they formulate strategies to deal with
them.
D1 Critically analyse the impact of labour market trends on workforce planning
Workforce planning is a process that helps the organisation to make plans related to
requirement of workforce in future. The organisation should make proper analysis of workforce
that is required and fill the gaps between demand and supply. Along with this it is important to
train the employees according to the requirements. As there are changing trends in the labour
market the human resource manager of British gas also needs some skills that will help them in
effective workforce planning. The skills are good knowledge of demand and supply of
employees and assure that there is no gap between them. For that British gas ask each
department about the requirement and then fill the vacancies accordingly. This will help to select
the right person that has knowledge about Gas industry and will able to work effectively.
Along with that good research skills are required as it helps to analyse the market trends.
The HR of an organisation is responsible to hire talented and skilful employees that can perform
the task.
With the help of above mentioned skills The HR Manger is able to forecast the demand
so that fill the vacancies as per the requirement. HR Manger can effectively manage the
performance of employees by providing them technical training and development programmes.
The process does not ends here as then the HR of British Gas then monitors the performance of
he employees and provide them appraisals based on their performance. It is not important to just
fill he vacancies but also to check whether they have hey have desired skills to compete the
tasks they are recruited for.
Task 2
P3 Current and anticipated skills requirements for a range of organisation
An employee to work successfully in an organisation requires skills. Every organisation
requires skilled staff work for the organisation and help the to achieve goals and objectives of the
organisation. It is vital for employees to gain knowledge and enhance their skills to perform well
in the organisation. The basic skills that are required by an employee to effectively accomplish
the work are mentioned below:

Communication Skills: All the employees should have good communication skills.
Communication helps to interact and share views with others. In an organisation the employee
that has good communication skills is able to share the views and make others understand. In
respect to British Gas it is multinational organisation and has a lot of employees, it is important
for them to follow a good way of communication. They provide training to employees and work
on communication skills of those employees that lack in communicating well. Proper
communication helps to build coordination among the employees also this helps to build good
relations in the organisation (Karacay, 2018).
Teamwork: In an organisation there is requirement of team building skills so as all the
work that is assigned to them is completed on time. Team work is important as while working in
and organisation there are different tasks that are assigned to the employees that they have to
accomplish with team. A person that has good team work skills stay away from conflicts and
helps to work smoothly. British Gas support the employees and assign them task that they have
to complete in team. They motivate employees to work in team.
Anticipated Skills: There are various skills that are required by employees to perform
the activities in an effective and efficient manner. These skills are related to technical and
operational work. To cope up effectively with the current trends organisation should take care of
thee skill are present in the employees.
Technical Skills: The world is turning digital and hat is due to technological
advancement. It is important for an organisation to that all the employees have technical skills
that will help them achieve all the tasks on time. To achieve the goals and objectives on time it is
required to have technical skills (Borisova, 2017).
Critical Thinking Skills- The person that has critical thinking skills I able to make good
decisions, which is required by every organisation. All the employees should have rational
thinking and should be able to make decision that is better for the organisation and helps the
organisation to grow. Employees of British Gas focus on the mission of organisation and take
measures to achieve that. This helps the organisation to achieve growth.

Comparison of skills with other organisation
Overview: Synergy gas is a UK Based firm that provide energy services such as Central Heating
installations, Heating servicing and repairs, Electrical services, Renewable technologies. The
success of organisation depends on employees and the current labour trends. Below mentioned is
the comparison of skills required by employees of both the companies:
Customer Service Skill-sets: Every organisation works to provide services to all its
customers and satisfy their needs and wants. The employees should have skills to satisfy
customers and understand their needs and wants. It is important for an organisation to build
relations with the customers. It can be identified from the success and growth of British Gas that
the employees of company have better customer service skills as compared to Synergy gas.
(Walford-Wright and Scott-Jackson, 2018).
Problem solving skills: Conflict resolving is an important skill that is required by the
leaders of organisation. It is the duty of manager and leader to solve all the problems that arise
between the employees so as the organisation can work smoothly. This is in the case of British
Gas the leader understands the problems of employees and solve the problems as and when they
arise. In case of Synergy gas,they do not provide solutions to the problems of employees when
they require. As it helps to create positive environment and helps employees to achieve the goals
and tasks on time.
Anticipated Skills: These are those skills that are required to carry the operations
effectively. These skills help employees to achieve the goals and objectives on time. It increases
the productivity of the organisation. The major skills that are required are mentioned below:
Language Skills: Every organisation has employees that come from different places. So,
it is important that the employees know and understand different languages as it helps them to
interact with employees and build relations. It also helps to make good relations with customers
and understand their needs and wants (Edwards, 2017). British Gas provides training related to
language so that the employees can understand their command. Whereas it is analysed that
Synergy gas's employees are facing problem to understand the orders of superiors.
Multitasking Skills: This is another important skill that is required in today's time. An
employee should be multitasking and should be able to do various tasks that are assigned to
them. The person should have as many skills as are required to perform the job along with
interpersonal skills as they are also essential for an organisation. The employees of British gas