Resource and Talent Planning: Recruitment and HR Lifecycle Analysis

This report delves into the critical aspects of resource and talent planning, providing a comprehensive overview of workforce management. It begins by examining current labor market trends, such as digitalization, flexible work arrangements, and the use of augmented and virtual reality, and how these trends influence talent management and workforce planning. The report then explores the legal requirements organizations must adhere to during workforce planning, emphasizing compliance with employment and labor laws, including confidentiality, tax laws, and labor laws. A significant portion of the report is dedicated to analyzing current skills and requirements across various organizations, highlighting the importance of job analysis. The report also covers job descriptions, person specifications, recruitment and selection methods, and the different stages of the HR lifecycle in both HR and organizational contexts. Overall, the report provides a detailed analysis of the key elements involved in effective resource and talent planning, which is essential for organizational success.

RESOURCE AND TALENT
PLANNING

TABLE OF CONTENTS
TABLE OF CONTENTS................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
P1. Current labour market trends that influence talent management and workforce planning. . .1
P2. Legal requirements for the organization when workforce planning.....................................3
P3. Current skills and requirements for range of organizations..................................................4
P4. Job description and person specific documentation for effective recruitment......................6
P5. Application of various recruitment and selection methods...................................................8
P6. Stages of HR life cycle Applicable in HR contexts............................................................10
P7. Stages of HR life cycle Applicable in organizational contexts...........................................12
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Resource planning is known as a systematic process which allows the company to make
the optimum utilization of its time and people. In the resource planning the management use the
skills of timekeeping for the management of the people and their projects in teams with a
planned budget. It is the process of the comprehending a strategy for influencing the strategy of
hiring and developing the re-attainment of the company. Talent planning includes planning of the
future needs of the recruitment in the organization. In this project the current market trends of the
labour is shown. This project also shows how these trends affect the management and the
workforce planning in the organization. In the project the different types of legal requirements of
the organization which the organization should take into account during the workforce planning
is explained. Current labour market trends are understood in this project by prioritizing on the
determination of their skills and with the help of organizational examples. This project also
provides appropriate examples for describing the job description and person specific description.
In this project talent resource planning is understood with application of different recruitment
methods. This project also helps in understanding the different stages of HR life cycle in both
HR and organizational context.
MAIN BODY
P1. Current labour market trends that influence talent management and workforce planning
Every year the business managers have the opportunity of revising their talented employees.
They can manage and retain the talents, or introduce fresh ones prevailing some talent
management systems. Talent management is the process of searching for an empty position,
hiring the correct personnel, craft the hired candidate with skills and knowledge and make the
candidate an expert for the particular position for achieving the long-lasting business objectives.
To facilitate strength in the organization and the employees the business leaders need to make
the culture of feedback the main priority of the organization (Sarfati and Bonoli, 2017). To
strengthen management and spike the productivity rates the organization needs to adopt different
tools and techniques and allow the employees to generate feedbacks from the multiple sources
like their colleagues, clients and even the superiors. The digitalization of the workplace is the
future of the environment. The companies should focus on digitalization of the workplace instead
of just introducing new technologies. Gathering everything in one place, like leave claims,
internal job postings, learning tools and different opportunities, this will provide the Human
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resource management to channelize the talent of the individuals in one direction and hence can
improve the value of time and productivity for the organization (Bui and et.al., 2017) The
flexible timings are the newest trends in the labour market. Employees are demanding to be hired
on demand and fill positions which they can work on with their full potential. The flexibility in
the work arrangement can provide the talented employees to get a freehand on their work, and
they can work efficiently and effectively. The social norm of working 8 hours or 12 hours is
changing and the employees want flexibility. The use of augmented reality and virtual reality of
tools is a major change in the labour market trends. This creates less interactive jobs for the
employees, and they can work form their workstations from their level of comfort.
Workforce planning is the process to align the ever-changing organization needs and human
strategy. The complexity of the workforce planning depends on the size of the organization.
Workforce planning is also referred as the change of an organization which happens through a
merger, acquisition or transformational change within the organization. A labour market refers to
the people who might join the organization to perform a particular job and the geographical area
from which they are coming (Mura and et.al., 2017). The different types of employment trends
have different types of impact on the workforce planning. The emergence of the workers who
leave the company but get back in order to return to their job, such decisions are often influenced
by some personal factors. The rate of hiring these boomerang employee has increased in the past
few years as they know the organization better and can act as soon as they re-join. The
boomerang workers are familiar to the work culture and can easily adapt the working process of
the company. The managerial positions are acquired by the experienced employees who are on
the verge of retirement, this provides the opportunity for the younger professional to grab this
and become the business leaders for the firm. The increase in the use of wearable technologies
and the elimination of the Analog systems has led to attract the younger generation and help
them become more efficient and effective with the use of these new technologies (Máté,
Sarıhasan and Dajnoki, 2017). The rearrangement of the office setup is to attract the top talent
candidates and to provide them with a suitable environment and get habitable to the organization.
Automation is the major force in the field of business in these past years and the rise of some
augmented reality technologies and virtual reality has increased the workforce of some
companies, although it gives the employees a less interactive job.
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P2. Legal requirements for the organization when workforce planning
One of the most important roles of the HR is to ensure the rights of the employees are in
place and all the rules and regulations are being followed by the organization which may or may
not hamper the employee’s performance. The rules and regulations are legally enforced and
should be performed fairly by every organization. This is a challenging role for the Human
resources managers as the legal regulations are very diverse and keep on changing. There is a
new update in the employment and labour laws each year and to cope up with each law is a
difficult task for the employer (Williams, 2017)
Compliance is a crucial part for the human resource management department. The human
resource managers are to be aware of all the factors to ensure HR compliance such as regular
auditing of documents and records and not just focus on GDPR compliance and internal
assessments. It is essential for business of every type whether it be small or large in size, whether
it be physical or online there should be HR compliance. The regulations of the labour laws are
constantly updating relating to the hiring of the workers, payment of the employees, minimum
wage rate, anti-discrimination laws and the regulations on overtime. The people on the
comparatively higher positions such as HR, the payroll and the executive managers should be
aware of these changes The policies are to be reviewed and practiced in order to compliance HR
with the changed applicable laws.
Some major impacts on the human resource management face are caused by the constant
changes in the employment and labour laws. The important legal issues which the human
resource management faces are confidentiality, tax laws and labour laws. These are the important
factors which are to be considered to guarantee employment law and statutory are in compliance
with the HR compliance (Dawson and Thomson, 2018).
Confidentiality:
This is the legal and ethical responsibility of every worker, HR, manager whoever is
associated with the organization. Confidentiality means the safeguarding of the employee
personal data and business plans and process in harmony with the GDPR regulations. The human
resource department must guarantee that the access to the sensitive data of the employees and the
organization is restricted for any outsider. The best plans and technologies must be designed and
communicated between the employees and all the workers of the organization. The failure of
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retaining these personal information of the organization or the employees then it is a huge risk
which could ultimately affect the organization's reputation in the market.
Tax Laws:
The payroll officer and the HR officials should review and revise the tax compliance
processes at the beginning of every year to certify and maintain the ongoing compliance within
the organization. There are many tax related regulations which are to be taken into consideration
such as employee tax deductions, tax benefits and the federal and state level payroll compliance.
The HR compliance audits should be undertaken regularly in order to maintain the human
resource compliance with the fiscal obligations in the organization (Shoemaker, Kohnke and
Sigler, 2018).
Labour laws:
The labours are protected by various types and a broad range of labour rights and regulations.
The organizations should be able to adapt and abide by these labour laws and regulations which
change every year. The company needs to have a proactive approach towards the legal
obligations to ensure that they fulfil the legal onuses in all the respective topics such as equity,
discrimination, minimum wage rate, workplace harassment laws and paid leave regulations.
P3. Current skills and requirements for range of organizations
A job analysis is a pre-employment process, which helps to understand the specific
components of the service which are what the employee can do and will do. The job analysis
helps the human resources officials to correctly identify the suitable candidates with the highest
potential to achieve the goals of that positions. By using the job analysis, the organization can
increase the customer satisfactions, early stage abrasion and can improve the company’s culture.
The purpose of job analysis is to create information about the wealth and knowledge of the
specific job. Job analysis helps in obtaining first-Hand information of the particular
responsibilities that are associated with the job. It helps in the identification of the special skills
and abilities which are required for the employee to perform the job well. Job analysis requires
certain process two structure the step by step approach by which the organization can extract the
data all the particular job and can find the right person who can handle the job (Naser and et.al.,
2017)
It is important to establish some specific steps to follow for the process of conducting the
analysis. It is essential for the attack department two develop certain tab for the correct use of the
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resources and the time frame for the better analysis of the job. Information about the job such as
industry data subject matter expert’s performance standards job ads and occupational studies add
available in the organization for this specific job. The HR department need to choose a
representative sample of the jobholders who were working or working in a similar job position. It
is important to use standardized rule better developed on the basis of the information gathered.
the demographics' data on the job holders is to be maintained and access the performance log all
the experiences which can be useful for the job analysis. The supervisors may add more
information about the job requirements as they are aware of the objectives and the contributions
of the particular unit, and they can help for the decision of the job analysis. The gathering of the
information from the senior manager. Can help the organization. And the HR department for the
better an analysis of the job (Conrad, 2017).
The job analysis is important for the organization to determine the success of the workers
and the position of the job. The workers can validate the potential and can be selected
accordingly. The main importance of job analysis is to successfully fill the positions with people
who are the best suitable for the job and possess the skills and knowledge which is required for
the position. Organizational skills are the skills which allows the use of resources efficiently and
effectively. A well-organised company can manage its time energy and workspace efficiently to
accomplish all the assigned tasks successfully.
Organizational skills can be of different forms depending on the companies work culture
or the job title. Different types of organizational skills add time management, setting goals,
delegation, working under pressure, self-motivation and analytical thinking.
 Time management – When working for a firm or a big organization the most important
skill which an employee should possess is managing the time if you are not able to finish
the task on time or delay the project it would be of no use.
 Communication- The another most important skill to be considered is communication. If
you are a good communicator you will be able to express yourself and project your
thoughts in front of everyone. While working in a team it is very important to
communicate with the team.
 Setting goals- An organization is mainly operating to achieve its desired goal. The
employees can set personal objectives and goals day may be short term or long term in
order to perform well and work hard.
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 Delegation: Delegation means the transferring of responsibilities and authorities to the
employees from the seniors. The delegation can be performed between the employees
also; the employees can assign each other various tasks which can be good for the
organization as this creates a better team chemistry between the members (Danish and
et.al., 2019).
 Working under pressure: big organizations are more relevant in having high pressure
situations. In such organizations the employee is expected to work under pressure and
stay calm and focus on the task assigned to the employee.
 Self It is important for every employee to initiate the ability of self-motivation. The
employees who are self-motivated are mainly the ones which are the most productive.
Self-motivated employees can work on their assignments without any assistance or
supervision (Chanias, Myers and Hess, 2019).
 Analytical thinking: The ability of the employee to read and interpret information and
conclude reasonably is called analytical thinking. The problem solving skills all the
employees can help the organization in having a flexible environment.
P4. Job description and person specific documentation for effective recruitment
Recruitment is said as the process which is used by the organization for selecting a
successful candidate for becoming the employee of the company. The process of recruitment is
considered to be the most important process in the organisations because the talent and skills of
the employees decide the success and productivity of the company. Job description and the
person specific documents help in the recruitment and selection of the candidates in the
company. Job description is a document which helps in specifying the job requirements, job
responsibilities, job duties and the skills which are required for performing the role in the
company (Hinton, Woods and Zibarra, 2020). The person specification is also a document which
includes the skills, experience, qualifications, knowledge and the other attributes which must be
possessed by the candidate for performing the job duties. This is derived from job description
and these form the foundation of the process of recruitment.
Job Description
Technical Sales Representative
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The company is looking for a driven technical sales representative for joining our dynamic team.
He must have clear understanding of components of the products and must have the ability
regarding the working of the products. The responsibilities of the person will include the
establishment of customer’s needs and making recommendations by demonstrating the products.
The person must also be able in developing the excellent rapport with the existing customers and
sourcing new clients. The technical sales representative must also have knowledge about the
competing products and must also have the ability for breaking down technical terminology for
facilitating the non-technical clients.
Requirements
 Bachelor’s Degree in business, IT or any other related field.
 Minimum experience of 2-3 years in marketing or sales field.
 Technical knowledge and basic knowledge about the working of company’s products.
 Ability for identifying and following up the leads.
 Strong communication and interpersonal skills.
 Knowledge about the techniques of sales promotion.
 Amazing presentation skills and professional appearance.
Responsibilities
 Establish the customers’ technical needs and suggest appropriate products.
 Explain the complex technical information to the customers in an understandable way.
 Follow up with the customers and resolve the arising issues.
 Keep the customers informed about the technological products.
 Giving report to the management regarding the sales made.
Person Specification
Transition Manager
Attainments: 2 years of experience in transition management, expertise in project management,
transition documentations, Bachelor’s degree in finance, computer science or related fields.
Soft skills: Public speaking, relationship building, time management, interpersonal and
communication skills, strong analytical skills, excellent managerial skills, organisational skills,
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adaptable to change, knowledgeable, responsible convincing, engaging people, etc.
Job specification capabilities: Complete knowledge of transition management software such as
Jira and XenonRTM.
Personality traits: Patient, Proactive, attention to detail and motivated.
Physical attributes: Appropriate height and good eyesight.
This is how; job description and person specification can help in effective recruitment and
selection of talented employees in the organisation.
P5. Application of various recruitment and selection methods
There are various methods of recruitment and selection including external as well as
internal recruitment. Internal recruitment deals in recruiting the people from the organisation
itself which means the position of the employee can be changed according to the skills which can
help in meeting the requirements of another position. On the other hand, external recruitment
deals in recruiting the candidates from outside the organisation. Internal recruitment methods
involve the opening of position changes, distribution of the announcements in the organisation,
searching in the database regarding the skill gap which can be filled by the current employees.
This helps in increasing the motivation of the employees (Siavelis and Morgenstern, 2020).
There are various methods for external recruitment such as direct advertising, employee referrals,
employment exchanges, recruitment agencies, talent pool databases and many more.
Figure 1: Employee Referral Program for Recruitment
Source: Purpose of Dedicated Employee referral program, 2017
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Employee referral program can be conducted by the organisation as it is the most reliable source
of hiring and also the employees hired through this tend to stay longer and perform more
efficiently than their colleagues. This can be done through social media and its platforms or
through computers or smart phones.
Selection process focuses on conducting the interviews which can help in evaluating the
candidates for the specific job. In the process of selection, various labour laws need to be
adhering to and also the rules and policies of the company must be followed so that
discriminatory acts can be avoided during the employee selection (Furnham, 2017). There are
various methods of selecting the employees. These include CV, application form, Interviews,
tests, group activities and many more.
Curriculum Vitae
A CV helps in providing a summary of academic background, experience, degrees,
awards, publications, research, presentations and many other achievements (Doyle, 2021). An
example of CV is given below:
Michael Gibbons
57, Outlands Road, London
Mobile: ********** E-mail: [e-mail]
Personal profile statement: A responsible, adaptable and motivated computing graduate who is
seeking a position in an IT position which can help in utilising the technical and professional
skills developed through the earlier work experiences in the field (Brown and et.al., 2019).
Achievements: Member of British Computing society, Implemented major systems with zero
loss and downtime and also the employee of the month for 3 consecutive months.
Education: BSc Computer Science (Hons.) from Aston Univeristy.
Employment: IT manager at Maplins from June 2008 to present.
Qualifications: MCSE, CISCO and Office365 certification.
Skills: Excellent knowledge in various programming languages such as SQL, JAVA, Python
etc., strong trouble shooting skills with hardware, software and network products.
Hobbies and Interests: Building computer networks, solving puzzles, reading non-fiction books
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and socialising with family and friends.
I, hereby declare that the above mentioned information is true to my knowledge and I will be
completely responsible for any wrong information mentioned.
Date:
Place:
P6. Stages of HR life cycle Applicable in HR contexts
The lifestyle of HR is divided into different stages which are the part of a continuous
process that helps the HR in it activities. In the life cycle of HR there is integration of both HR
strategy of creation and execution in HR context. The stages in the HR life cycle are,
Business Strategy :
Business strategy is considered to be the first stage of the HR activity and organization.
This is that stage of the business in which HR utilizes different models and analysis for
developing strategies for their organization. These strategies help the organization to understand
the internal and external factors which affect the business. The result of this analysis is then
implemented with the help of different HR strategies (Karami, Farokhzadian and Foroughameri,
2017).
HR Strategies :
Following the business strategy in the next stage the human resource department plants
their own strategy into the people of the organization. The tools utilized by the human resource
management is completely different to the tools which are used for development of a business
strategy. HR strategy is considered to be the key in the alignment of the business strategy, hence
it can be said that it’s a strategy is the execution of business strategy.
Organizational Design :
It is important for the HR department to translate its strategies into the organizational
design for success. There are multiple ways in which an organizational strategy can we design in
the organizational design the focus is on organizational missions, organizational goals another
competitive strategy. Organizational design is very important for the organization to move
forward in the search of success (Anderson, 2017).
Job & Team design :
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In the following stage of hi life cycle it has been said that organizational design is
incomplete with a proper job or team design. Job design is known as the process which creates
job opportunities four candidates in order to achieve organizational objectives. Team design is a
framework which the organization does to develop teams which can perform well and have
different Functionality.
HR planning :
For the HR management the process of planning usually depends on the demand and
supply of the employees. The demand of the employees is influenced in the company with the
investments which is made by the organization and also the organizational culture. The supply of
the employees is seen to get affected due to the retention capacity and other characteristics of the
current employees of the organization. Based on the following demand and supply the HR
activities are planned.
Vision & Culture :
The next step for the HR life cycle is building of culture in the organization. The culture
of the organization cannot be decided by the organization in a single day. Culture of the
organization is generally the vision of the employees of the organization. Good culture in an
organization can transform the
Recruitment & selection:
This is that stage of the HR life cycle in which they start with the process of hiring of
employees. The role of HR in this stage is to attract the employees and then selecting the best
and talented individuals for the organization. Some important aspects of this stage is employer
branding, selection process and also talent acquisition.
Induction on boarding :
Employee induction is the process with the help of which employees are provided with
all the information about their work. Similarly, employee on boarding is the process in which the
individuals journey in the organisation speed it up good some methods and strategies. this allows
the company to increase the productivity at the optimum level (Vulpen. 2021).
Assessment and appraisal:
This is that stage of human resource life cycle in which employee’s performance is
analysed to provide them appraisal and necessary feedback. This process is also known as the
performance management cycle the main focus of the cycle is monitor the skills and goals. with
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the help of this the organisation it’s successful in developing the employees and also providing
them motivation to improve their performance.
Training & development:
It is very important for the organisation to have some activities for the development of
character. in this stage the HR department focuses on improving the skills in order to qualify
those employees. With the help of this process the organisation themselves helps employees for
their promotions.
Engagement & reward:
In organisation employee experience is totally dependent under HR practises. employee
engagement is a very crucial part of the job of an HR. employee engagement can only be
achieved with a very positive state of mind and character. employee engagement is very
necessary for retaining the old employees.
Career management:
For the growth of the employees in their professional career HR practises are very
important. career management and career planning have been seen as the best way of introducing
employee growth professionally. with the help of these HR practises the organisation helps an
employee to develop their career in whichever field they want.
Exit:
The last and final stage of human resource cycle is the exit. Exiting this stage is of the
employees of an organisation. This process is very simple yet very crucial for the HR department
as it involves certain strategies which help the organization to understand the reason of the exit
of the employee.
P7. Stages of HR life cycle Applicable in organizational contexts
In a properly executed human resource cycle the people in the organization are said to
have their own specific roles. The strategy used by the human resource department witnesses a
huge overlap into each other. This plays an important role in improvement of the employee
experience. The management of HR strategy in effective manner increases the employee’s
commitment and their productivity it helps also helps in the turnover of the annual staff
. The stages of HR cycle are,
Attraction and Recruitment :
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Attraction begins before even looking for the potential of an employee, it is important for
the company to understand the perception of that employee. Understanding the perception of the
employees helps in Attraction of employees is also helpful in the brand marketing and. It plays a
very important role in shaping the public image of the company. With the help of this, the
company can increase the motivation (Mishra, 2017). The process of recruitment is about
building a very good Structure in the company. This ensures the company that they have the best
people available for their roles. The success has been determined as the increase in the
relationship between the Recruiter and candidate.
Induction and orientation :
In the next be of HR life cycle. The employer and employee. Sit together. For laying out
Each other’s expectations For the business. For the company, it is very important. The new
employees Understand about the rules and get inspired with it. This allows the employees
Weather after the company’s culture and also get used to their teams. This process is very
important for the employees to get feel value about their job. It is important for the companies to
understand that they should not make any such promises with the employees during this stage
That they are unable to satisfy In the future.
Career planning and development :
The third stage of the HR life cycle is for riding the employees opportunities in their
career for their group. This stage mostly deals with the performance management of the
employees. For this page it is important for the company to provide their employees with
appraisals for their performances. Every employee's recognition provides then computer It has
been seen in some places that companies provide incentives to the teams and individuals on
achieving new goals. It is also very important for development of the business to find new ways
for boosting their productivity and revenue. It is the duty of the HR team to understand and
identify the special skills and talents the employees have within the organization this information
can be used by the organization for the growth of the employees.
Retention :
A organization invests a lot of time and money on an employee thus they do not want to
lose their employees. Losing an employee means that the organization has to repeat the same
process again and again. Thus, it is best for the company to try to retain the employees which
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will be a savings a lot of resources of the employees. In the third stage of the HR life cycle the
retention of the employees is given more focus. Some employee with experience start developing
specialization in their skills which becomes very productive for the organization. Loss of such
employee are special threat for the company.
Separation and termination:
This is the last and final stage of the HR life cycle. In this stage the employees are needed
to follow certain instructions. Although there is nothing good happening in this stage however if
the HR is successful in understanding the reason why the employee has left the job it might
allow the company to discover an issue involved in the organization. Thus, the organization can
use this stage also to their advantage if they need to (Hilorme and et.al., 2019).
CONCLUSION
With the help of this project it can be concluded that Research planning is a very important
process for an organisation which helps it in keeping proper time and people management which
a specified budget. this project has helped in understanding the current market trends of
employees. In this project the effects of the current trends of employees is shown on the
workforce planning of an organisation. This project also helps with analyzation of the legal
requirements of an organisation that should be taken into account during the workforce planning.
the main aim of this project was to understand the current labour market and to prioritise on the
present spill set with the help of organisational exam. in this project examples are provided but
describing the job description a person specific description as well. this project helps with
understanding the talent resource planning and its application on different recruiting method. In
this project the life cycle of HR is understood with its stages in both HR and organizational
context.
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