Strategic Resource & Talent Planning: MicroTech Systems Report

This report provides a comprehensive analysis of resource and talent planning for MicroTech Systems, focusing on key considerations for expansion in the UK and international labor markets. It defines the concept of being an employer of choice and suggests strategies for competing in the labor market. The report outlines the essential components of a Standard Operating Procedure (SOP) for defining vacant positions and discusses legal requirements for recruitment and selection. Furthermore, it explores workforce planning principles, methods for identifying skills demand, and considerations for retirement and succession planning. The roles of government, employers, and trade unions in skills development are examined, along with best practices for managing under-performance and misconduct. Finally, the report addresses strategies for reducing labor costs through downsizing and redundancy, and identifies approaches for retaining key talent while explaining the reasons why employees leave organizations and the costs associated with employee turnover. This document is available on Desklib, where students can find a variety of solved assignments and resources.

Resource and Talent
Planning

Table of Contents
ACTIVITY ASSESSMENT 1 ........................................................................................................4
Introduction.................................................................................................................................4
Context........................................................................................................................................4
An identification of the different considerations for the expansion plans in the UK and
international labour markets .............................................................................................4
A definition of the concept of being an employer of choice and three ideas of how
MicroTech Systems can compete against its labour market competitors .........................6
Key consideration.......................................................................................................................7
A brief explanation of what you would include in a Standard Operating Procedure (SOP)
for the process of defining a vacant post ..........................................................................7
A discussion of key legal requirements to be considered throughout the recruitment and
selection process ...............................................................................................................8
Recruitment and Selection activities...........................................................................................9
Conclusion................................................................................................................................10
References .....................................................................................................................................11
ACTIVITY ASSESSMENT 2 .....................................................................................................12
Introduction...............................................................................................................................12
Resource Planning Methods......................................................................................................12
The principles of effective workforce planning with three examples of what MicroTech
Systems could do to identify skills demand ...................................................................12
Considerations for retirement when planning resourcing ...............................................13
Succession Planning..................................................................................................................14
Discuss succession planning and ways this can benefit the organisation. Using a simple
diagram, map out a succession planning process and explain how it could operate fairly
and transparently within the organisation........................................................................14
Different roles in Skill Development........................................................................................17
Identify the roles of government, employers and trade unions in skills development in line
with the business needs of MicroTech Systems .............................................................17
Managing Under-Performance and Misconduct.......................................................................18

Explain good practice in managing any serious under-performance and misconduct of
MicroTech Systems employees ......................................................................................18
Downsizing and Redundancy....................................................................................................19
Should customer demand for some sites not be as expected, explain how labour costs and
headcount can be reduced ...............................................................................................19
Overview of the redundancy process........................................................................................20
Conclusion................................................................................................................................20
References......................................................................................................................................21
ACTIVITY ASSESSMENT 3 ......................................................................................................23
Introduction...............................................................................................................................23
Explain key reasons why people choose to leave organisations and the costs associated
with dysfunctional employee turnover............................................................................23
Why employees leave...............................................................................................................23
Cost of employee turnover........................................................................................................24
Identify and evaluate at least three approaches MicroTech Systems could take to retain key
talent ...............................................................................................................................25
Retention Strategies..................................................................................................................25
Conclusion................................................................................................................................27
References......................................................................................................................................28

ACTIVITY ASSESSMENT 1
Introduction
The activity one includes the identification of different consideration for expansion plans
in UK and International Labour Market, it also includes the concept of being an employer of
choice and Standard Operating Procedure for the process of defining vacant post. It also covers
the legal requirement to be considered throughout the recruitment and selection process (Green,
Sissons, and Qamar, 2021). MicroTech System wants to expand their business in UK towns and
cities through which their International Presence gets increased. The Activity covers the
expansion plans by outlining some key consideration that can be implemented by HR.
Context
An identification of the different considerations for the expansion
plans in the UK and international labour markets
International Labour Market exists globally where employees interact with each other
and meet the supply and demand of workers for Multinational Corporations. In International
Labour Market, employers hire the best candidate and employees compete with each other in
order to get the best satisfying job. The Importance of international Labour Market is that
Companies get best candidates according to their need and requirements. They also improve the
economic performance of Country and gain international knowledge and experience. The Labour
market of UK is continuing to recover and the number of payroll employees have been
increasing upto 28.9 million.
Tight Labour Market is a situation when economy is close to full employment. When
Economy reaches to full employment, employees have to contribute their best efforts to meet
ever increasing demand for products (Jianu, Cojocaru and Murtaza, 2021). Furthermore, is
economy is close to full employment, extra workers cannot be hired easily as there is a small
number of available employees. UK Labour market is tight market, unemployment, economic
rates and employment rates are unchanged. In UK, employment rate is at 75.1% which is lower
than before the pandemic. The number of job vacancies in UK 2021 is more than six thousand
more vacancies (King, 2021). One third of employers (37%) are making staff redundancies in
next 3 month. There are more than 39,232 recruiter agencies in UK and around 67 businesses per

recruitment agency. The Company must expand their business in US as the employment rate is
lower than previous year due to which they get highly expertise labour and also they can help in
increasing the growth and sale of business. IT Labour market is different from general labour
market as IT Labour market is more concern on technologies and general labour market focus on
coming together to bargain for labour and wages. Organisation must focus on expanding their
business in US as the labour market is more than 164.6 million employees in 2020 (Clark, 2021).
It is suitable market as they have tight and loose market. The labour market of US is strong as
there is large number of vacancies due to which employees can gain new opportunity to enhance
their career.
Loose Labour Market is known for employer's and buyer's market, where companies
have large number of available workers to hire for positions and even jobseekers are competing
with each other for getting same position. Due to COVID 19, UK Labour Market is in Crisis, the
unemployment rate is estimated at 4.8% which is higher than before the pandemic. The tight and
loose labour market creates a direct impact on the recruitment process of MicroTech and also it
can reduce or increase the wage rate.
Different considerations for the expansion plans in the UK
There are few consideration which must be followed by HR of MicroTech in order to
expand their business in UK Cities. Before expanding the business, company must focus on these
key points which can help in running the business with smooth and effective manner.
Assess Key Performance Indicators:
The HR of MicroTech must identify the key performance indicators of Organisation and
assess whether they are ready to expand the business in New Market (Klarin, and Suseno, 2021).
Through Key performance indicators, HR can identify whether they are meeting financial
commitments and making enough profit to survive in Long run.
Cash Flows:
In order to expand the business in UK cities, it is necessary to have huge investment as
expansion in new market can be expensive. MicroTech must raise the fund by attracting more
and more investors and financial institutions so that they can expand the business successfully. If
the Company is facing any loss it might be risk to expand the business and they also face
difficulty in finding cash flows.
Hire Additional Staff:

For expanding the business in UK Market, MicroTech also requires additional staff. They
must also get prepared for hiring and attracting new employees who can contribute their best
output in making business successful. Hiring new staff is difficult process as it requires lot of
time and money, HR needs to evaluate the performance of candidates and select accordingly.
Culture:
Before expanding the business it is necessary to identify the culture of UK cities as it
determines whether business can be run in successful manner (Brotherton, and Gude, 2021). It is
important that the products and services of MicroTech must add value and meet the desires of
local people due to which company can create strong customer base and increase their growth.
A definition of the concept of being an employer of choice and three
ideas of how MicroTech Systems can compete against its labour
market competitors
Employer of Choice means choosing someone to work who can represent the brand with
other employment choices. The Employees feel encouraged to continue their work by developing
skills, abilities, knowledge and career. Employers offers various benefits to staff which helps in
improving their performance and growth. They serve planning, performance development,
training opportunities and career paths. Employer of choice is important as it helps in developing
healthy workplace culture and improve the retention level due to which MicroTech get highly
skilled employees for accomplishing its goals. The pros of employees wanting to work is that it
increases the productivity of business as staff give their best contribution in accomplishing the
target and produce effective ideas to improve the growth of business. The disadvantage of
employees wanting to work is Micro Tech has to invest more for recruiting new talent in order
to run the business in new cities of UK (Bellou, Rigopoulou and Kehagias, 2015). The
employees can compete with other companies staff by understanding the difference and
identifying their own strength and weakness so that they can implement and achieve the
competitive advantage. Employees must produce better services and products to their customer
from its competitors for attracting more customer towards the brand (Ahmad, Khan and Haque,
2020). Companies make an employer of choice in order to attract and retain the top talents with
leadership style, company culture and employee engagement. The Organisations has to create a
positive working environment and culture that leads to the concept of becoming employer of

choice (Davids, 2021). MicroTech must map out the employee engagement journey by
evaluating their progress through surveys and feedback. The Success of company must be
evaluated towards the distinction of an employer of choice, it can be measured by including the
following points they are: avoid rigid job classifications and allow staff to grow, provide
continuous training and education rather than sporadic mandatory sessions, maintain healthy and
respectful relationship with each level of employees. MicroTech must ensure that their
employees must feel valued so that they can contribute their best in accomplishing their goals.
Being an employer of choice means they have to provide right tools to everyone in order to make
them satisfied through relevant opportunities and positive reinforcement.
Method Pros Cons
Price Through price company can
compete with each other and
customers can also decide
what things they want to by
and with whom.
The price strategy doesn't
always get successful to attract
and retain customers.
Brand Loyalty Brand loyalty helps in gaining
competitive advantage.
Brand loyalty creates lack of
variety and convenience.
Offering new products Increases the sell and market
share of company.
New products bring risk and
competition in Market.
Key consideration
A brief explanation of what you would include in a Standard Operating
Procedure (SOP) for the process of defining a vacant post
A standard operating procedure (SOP) is refer to a written instruction that is to describe
step by step process that must be taken properly at the time of performing routine activity. It
provides various policies, procedures and rules for a company to succeed in a market. They
could helps in reducing business errors, increasing productivity and profitability and creating a
safe and positive environment (RDL, and Bonding, 2021). Further it helps in resolving issues
and obstacles. It is important for an organisation to maintain their standards operating procedure

to make sure that employees are completing their routine task or not while following all rules and
regulation as well.
In context with process of definition vacant position, this is most essential process which is to be
followed. SOP is consisting of various steps which should be considers in mine while filling
vacant position. These rules and regulation are to be analysed and updated in every 6 weeks or in
a year. This also consisting of risk assessments which can be come between this process. There
can be certain question which could be answered in SOP process. These are
 Who is to perform what role?
 What will be there in each role?
 What can be the role of each person?
In context with Microtech company, they could make sure that their SOP should be
followed effectively in the organisation by a managers at the time of filling vacant positions
(Mitnick, 2021). SOP is consisting of different types of formats such as simple steps, flow charts
or diagrams or hierarchical steps etc. this is to be choose by managers. Some of the examples of
SOP are job description, persona specification, competency framework and job analysis etc.
 Job description : It is regarded as a narrative that helps in describing various tasks and
other related roles and duties of a specific job position.
 Person specification: It is refers to person attributes which can be desired as employees
potential and it is similar to job description as well.
A discussion of key legal requirements to be considered throughout
the recruitment and selection process
There can be various major laws and regulation which can affects selection process of
any of the organisation. There can be various laws which are coming in organisation at the time
of recruitment and selection. Some of the legal requirement to be followed by organisation are:
 Age discrimination employment act: According to this law, it prohibits discrimination
which is against 40 years of age and above. Then it promotes hiring, promotions and
other terms related to employees and other people. It is requiring higher decisions which
is based on person abilities.
 Equal act 2010: This is a unlawful discriminate employment which is including at the
time of recruitment and selection. This can be on a grounds of disability, age, gender,

marriage, pregnancy, race, religion etc. as company should prohibits discrimination in
their wages and payments (Citelli, Pedrosa, and Kac, 2021). They are treating equally all
the employees. This helps at the time of recruitment and selection.
 Data protection act 2003: This is one of the another law which is being used in
organisation to protect their data and information in most effective manner. As in this
applicants who are applying for job position who could be notified that there data is used
only for hiring purpose and for recruitment purpose. It is not leaked to any third party. In
this data is confidential and can be used for selection process conducted in the
organisation.
 Rehabilitation of Offenders Act, 1974: As it is the act of UK parliament which is
enabling some of the criminal convictions to be ignored after rehabilitation period. It
main objectives of this act is to do not have lifelong blot in their records since relatively
minor offence in their past time.
As from the above acts, Microtech company could use these acts when they are
performing recruitment and selection process in UK. They should more focus on data protection
act and equality act so that more candidates will be get attracted towards their organisation.
Recruitment and Selection activities
Methods of recruitment
Internal method
Internal recruitment method is a method in which vacant positions are filled from its
current workforce (Xu, Keetharuth, and Wong, 2021). They do not have to search outside the
organisation. There can be various internal method.
Internal method Pros Cons
Promotions This is a best method because
employee get motivated from
this and they retain more in
organisation.
Another advantage is that does
not requires more cost an also
not time consuming.
By this business environment
of company get change. And
there is a conflicts sometimes.
Another cons is that it
increases training cost of an
employees.
Next cons is that organisation

is having limited choices.
Further, it leading to
workplace hostility.
Employee referrals As this helps in reducing cost
of organisational and saving
time.
As in this sometimes candidate
can come which does not have
much information.
External method
External method is a method in which vacant position are being filled from outside the
company and applicants are selected from outside the current employee pool (Nguyet, Dung, and
Duong, 2021).
External method Pros Cons
Placements As this is having one of the
advantage that organisation
could able to get talented
students in their organisation
which dose not even require
more training and this helps in
achievement of their goals and
objectives.
These helps in selecting better
candidates and getting right
candidates (Bidonde,
Vanstone, and Abelson, 2021).
One of the cons is that this
requires more cost of an
organisation.
And further this is very time
consuming. So this could be
seen by the line managers of
Microtech.
Advertisement This brings talented candidates
from large number of
population applied for their job
position.
Required more time.

Conclusion
From the above it can be concluded that MicroTech Systems wants to explore in UK
market. For this they needs proper funding and do proper recruitment of their vacant position.
This includes key considerations, that is Standards operating procedure and legal requirements
that is to be considered in mind while recruitment and selection of an employees. Then there are
various recruitment activities which are to be shown in this particular activity.

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