Resources and Talent Planning: Analysis for Nestle - Business Report

This report analyzes resources and talent planning within the context of a business, using Nestle as a case study. It begins by exploring current labor market trends like diversification, focus on labor choice, technological advancements, and the need for educated workers, and how these influence talent management and workforce planning. It then details the legal requirements an organization must consider, including federal, state, and international laws. The report analyzes the impact of these trends and legal requirements on Nestle's workforce planning. The skills required in the modern workforce are then outlined, including organizational, intellectual, decision-making, risk management, training and development, and technical skills. The report further examines how these skills are applied in response to labor market trends and legal requirements. The report also covers job descriptions, person specifications, and methods of recruitment and selection, evaluating different processes for talent resourcing and making recommendations for improvement. Finally, the report discusses the stages of the HR lifecycle and how it supports strategic talent management, concluding with recommendations for effective workforce planning, succession planning, and performance management.

Resources and Talent Planning

Table of Contents
Introduction:.....................................................................................................................................4
TASK1.............................................................................................................................................4
P1 current labour market trends that influence talent management and
......................................................................................................................................................4
workforce planning......................................................................................................................4
P2 Explanation of different types of legal requirements an organisation must take into
......................................................................................................................................................5
account when workforce planning...............................................................................................5
M1Analyse the influences of labour market trends and legal requirements on the
......................................................................................................................................................6
workforce planning of a specific organisation.............................................................................6
TASK2.............................................................................................................................................7
P3 current labour market trends and legal requirements determine current
......................................................................................................................................................7
and anticipated skills requirements for a range of organisational examples...............................7
M2 Current and anticipated skills requirements in response to identified
labour market trends and legal requirements of an organization.................................................8
D1 analysis of the impact of labour market trends and skills requirements on
......................................................................................................................................................9
workforce planning and make appropriate recommendations for effective response to
......................................................................................................................................................9
supply and demand forecasts, succession planning and performance management....................9
CONCLUSION................................................................................................................................9
INTRODUCTION...........................................................................................................................9
TASK3.............................................................................................................................................9
P4 Job description and person specification
documents for effective recruitment and selection......................................................................9
P5 methods of recruitment and selection ....................................................................................2
M3 Evaluattion ofdifferent processes and methods of recruitment and selection for talent

......................................................................................................................................................3
resourcing.....................................................................................................................................3
D2 Valid judgements and recommendations on how appropriate documents
......................................................................................................................................................3
and processes can be improved for effective talent resourcing...................................................3
TASK 4 ...........................................................................................................................................3
P6 Stages in HR life cycle for specified HR context..................................................................3
P7 HR department strategy in context of HR life-cycle..............................................................5
M4 importance of the HR life-cycle ...........................................................................................5
D3 Stages of HR life-cycle to support strategic talent................................................................6
CONCLUSION................................................................................................................................6
REFRENCES...................................................................................................................................6

Introduction
Resource are essential part of an running organization success of an running entity
depends on how effectively they utilizes their resources in order to achieve their organizational
goals. To understand the concept of resource and use of talent planning technique Nestle has
been select. In this report labour trends are identified and their impact on organization has been
defined and importance of legal requirements within the organization has been defined. It also
considered impact of these two factors on organization.
TASK1
P1 current labour market trends that influence talent management and
workforce planning.
Labour force is essential human resource of any organization. At present time due to
changes of technology and environments labour requirement also changes following are the
trends which help in influencing talent management and workforce planning.
 Diversification policy: With the implementation of globalization policies organization
hire workers from various cities , country they belong from different religions. At present
time corporations accepted diversification policy. Nestle is multinational corporation and
provides various products for this they hire-skilled workers from different cities. This
will help in controlling issue of diversity. Hiring people from different places will help
organization to enhancing quality of products provided to their potential customers
(Acree-Hamann, 2016).
 Focus on labour choice: Before few years ago business entities only focus on their
products or customers preferences but now they can understand the worth of labours and
implement various policies which help in influencing labours. Nestle organization
conduct meetings to identify labours expectation. The company provides various benefits
and recommendation to their labour (Arthur, 2017).
 Technology revolution: with the changes in time due to new inventions labour uses new
technologies to manufacture products. Technologies help in saving effective time of
labours. Nestle provides effective equipment and machines to their labours so that they

can increase their performance skills. This will also help in maintaining coordination
among labour and their supervisor. Nestle manufacture coffee, food products, chocolates
and all products require effective machines so that they can done their work effectively .
Nestle provides machines which uses in quality check and easily process of
manufacturing products to their labour force.
Educated labour: With changes in times and adoption of globalization policies at present timer
labour are skilled and educated. It will help organization grow their market positions as their
cost of training is reduces. They got educated labour which reduces the chances of conflicts and
issues arising between labour and supervisor. Educated labour help in quartering talented and
skilled labour and it will help in workforce planning also.
P2 Explanation of different types of legal requirements an organisation must take into
account when workforce planning.
Workforce planning is a part of managerial planning in which mangers prepare plans to
align organization goals with individual goal. In other words workforce planning is a systematic
process of alignment of business entity goals with their workforce goal. In this process managers
after identifying requirements,needs and preferences of their workforce formulate those
strategies which help in achieving organization as well as individual goals. During the process
of workforce planning it is essentially required for business organization to follow rules and
regulation implemented by constitutions. Following are the legal requirements Nestle follow
while preparation of plans for their workforce(Cappelli and Keller,2017).
Federal regulation and laws: This will cover all legal rules and regulation from hiring
to termination of workforce of an organization. It is essential for an business organization while
preparing plan fr their workforce to follow all rules entitled in various at. It will included laws
regarding healthy, safety , compensation salary and their recruitment policies.
State Laws Business organizations must follow rules and regulations implemented by
government of the state where organization is situated. Manager should formulated polices
which company with government rules. Management department of Nestle formulated those
policies which are company with the state and cities where they established their manufacturing
units. Nestle in multinational company and its branches are established in world wide thus they

need to impermanent polices which follow rules of state government regarding tax, import duty,
etc (Ferreira, 2016).
International law: with effect of globalization policies business organization expend
their business in other countries. To started business in other countries they need to analysis all
Legal policy and act follow in foreign country only after that they establs3eg their branches and
trade in another country. It is essential for business organisations to identify laws imposed in
another country regarding trade, transaction of foreign money, taxes imposed on goods for
trading in their country.
Federal state and international laws and rules are essential to analysing before formulation of
workforce plan beside that organization also need to analysis these policies which will help in
better workforce planning:
 Manager need to hire only those individual which follow criteria of working requirement.
They does not hire children for their work. If an organization hire minor then they will be
liable to pay penalties (Hedayati Mehdiabadi, and Li, 2016).
 Business organization need to use only those material in manufacturing process which
not adversely impact environment.
 Managers needed to provides full safety ad security equipments to their labours if they
work at risky place which is adversely impact on their health.
 Managers needed to treat each employ equal within organization .
 Business organization need s to implement those policies which enhance team spirit
among workforce.
 Manager must gave workforce payment of their work regarding with minimum wages act
and provides incentive with satisfactory rate (Kamal, and Lukman, 2017).
 Manager implement policies regarding leave as per laws of employment .
 They need to implement those which follow ethical rules and constitutions; regulation.
Management department of Nestle imposed polices regarding their human resource after
considering and identifying laws and regulation effected on companies policies. They did not
broke any rules and law imposed in various act apply on their running organization related with
their workforce.

M1Analyse the influences of labour market trends and legal requirements on the
workforce planning of a specific organisation.
Nestle is one of the most trending business organization. Brand value of Nestle is high
then their rivalry due to providing best quality of products and services to their target market
customer. This trends of labour directly effect their workforce planning as management
department of Nestle formulate policies to achieve organization as well as their workforce goals
for this purpose they hire skilled labours and prepares policies which company with all legal
requirements.
TASK2
P3 current labour market trends and legal requirements determine current
and anticipated skills requirements for a range of organisational examples.
With the recent trends in labour market, business entities require to hire individuals who
are capable of doing work in changing environment. Following are the skills required in
workforce to organization to run their business efficiently:
 Organizational skills: Nestle organisation hire only those individuals at top level of
hierarchy structures, who have great leadership skills to handle he overall organization.
They recruit experience person who have skills of motivating and influencing people and
those ago have great knowledge related with legal requirements (Latukha, 2018).
 Intellectual skills: Manager of Nestle recruit employers on the basis of their intellectual
skills. They only selected those individuals who have great knowledge field and
marketing knowledge. It is essay for business entities to select only those individuality
with whom they can corporate. They have knowledge related worth rules and regulations
effected to the organization. Main reason of hiring skilled people is that works know
about all laws and it will help management department control conflicts between labours
and their supervisor.
 Decision making skills: With the effect of recent trends among labour managers
changes their polices of hiring individual now they believe in the concept of workforce

planning thus they hire only specific people who will help them in taking decision. Nestle
organization hire those individuals who have skills of taking decision during difficult
situations . People with decision making skills will provides help to organization to take
decision and formulates polices which help in comply legal policies also. As employers
have great knowledge of marketing environment and they gave suggestion and
recommendations to their manger regarding taking decision (Likhi, Sabita and Rao,
2018).
 Risk management skills: Management department hire those person who can handle
situation of risk easily. In today's dynamic word preferences are changes in seconds thus
they hire those workers who can easily adopt changing policies and work in typical
situations. Management department of Ne3stle recruit those workers who can easily
corporate with them and make cooperation with their team members. Because they really
need those employees with whom they can handle favourable and non favourable
situation in market place (Michailova, and Ott, 2019).
 Training and development skills: To comply with the recent trends running among
labour market and comply all the effective rules of legal polices organization need to hire
people at manger post who has excellent managerial skills who have great knowledge
regarding requirements and need of their workforce. Nestle recruit their HR mangers who
can start and formulate training programmes to enhancing skills of their workforce. They
need to hire persons who can conduct development activities and gas and other activities
which help in gaining knowledgable skills of their workforce. By which they can provide
knowledge to their workers regarding laws of their safety, security and health rights
(Morabito, 2015).
 Technical skills:It is most essential skills required by an entity to hire their workforce.
Nestle provides various products and service to their customers thus they need to hire
those person those person who have great knowledge regarding work. They recruit those
person who have knowledge related with food making, chocolate and other product
supply by the organization. Technical skills are necessary as business will only get
success f they satisfy their customers. Nestle is famous for providing best quality of
services to their customers. Thus they hire on;y skilled person it will help n reducing cost
of training of employers.

M2 Current and anticipated skills requirements in response to identified
labour market trends and legal requirements of an rganization.
From the above analysis it has been identified that due to changes of labours market
preferences and arsing of new trends managers of an organizational needs to formulate policies
regarding recruitment and others in a way which will help in achieving organization as well as
individual;ls goals. Business organization needs highly skilled workers who can work in any
condition wheatear it will be favourable and unfavourable for organization. Target market of
Nestle is very large and it require 6the team to follow all the laws imply on various
countries(Patidar, Gupta, Azbik, and Weech-Maldonado, 2016) .
D1 analysement of the impact of labour market trends and skills requirements on
workforce planning and make appropriate recommendations for effective response to
supply and demand forecasts, succession planning and performance management.
In order to maintain substantially level of competitive environment managers need to
prepare strategies in a way which help in getting individuals well as business entities goal.
Changes in labour trends will directly impact on workforce planning of an running organization.
Due to changes of perception of workers regarding diversification issue and adoption of new
technologies their performance skills are increase but manager of nestle formulated polices
which are favour in their workers an they formulated policies which provides benefits,
recommendation to their worker and company with all legal acts. Making polices in favour of
workers are necessary as this will enhance motivation between employers and they are
influencing to increase their performance to achieve organizational goal(Perrenoud, and
Sullivan, K.T., 2017).
CONCLUSION
From the above analysis it has been concluded that business organization needs efficient
workforce planning to run their business effective in competitive business environment . Human

resource are used as competitive advantage of business entities to utilized their skills and
efficiency properly business entities need to apply policies as per legal requirement.

INTRODUCTION
Business organization needs to select best human being for their business activities. For this
purpose they uses various methods and strategies to hire best people among all. In this part
importance of strategies use in selection of human beings and and various methods of hiring
people has been identified.
TASK3
P4 Job description and person specification
documents for effective recruitment and selection.
Job description is a statement which are used by companies to determines roles,
responsibilities, and expected qualification for specific post. It is most essential tool of
recruitment process as it will help in identity specific requirement managers need for hiring an
individual. Manager of Nestle uses job description when they need to recruit person. Job
description not only useful for organizations but it will also helpful to those person who are
looking for jobs in market area. This will help in identify responsibility and post of vacancy
offers by companies. In short it is a statement which describe all criteria of hiring individuls.
JOB DESCRIPTION OF HR MANAGER
Job Description
Position title : Human resource manager
Job summary: Develops and regulates policies and procedure related to human resource
activities, such as employment, labour relations, training and development of employees and
compensation policies.
Key Responsibilities
 Making plans and policies related to recruitment,selection and training and development
of employees.
 Alignment of human resource management strategies with business strategies.
 Build policies related to performance evaluation of employees.
 Making plans to engaged employees in those activities which helps in enhance their
performance and capabilities.
 Act as legal adviser of company related to insurance, and compensation policies and