Resourcing and Talent Planning Report: Labour Market Analysis

This report provides a comprehensive analysis of resourcing and talent planning, focusing on the labour market trends in the UK and Australia. It examines the differences in employment rates, wage levels, and employment contracts between the two countries, highlighting the impact of tight and loose labour markets. The report further explores the roles of governments, employers, and trade unions in meeting future skills demands, along with the principles of effective workforce planning. Key topics include succession planning, career development options, and the role of HR in job descriptions, person specifications, and competency frameworks. The report also discusses the contribution of HR in organizational downsizing, ensuring fairness and equity throughout the process, offering valuable insights for students studying human resource management and organizational strategy.

1/30/2020
RUNNING HEAD: RESOURCING AND TALENT PLANNING 0
Resourcing and Talent Planning
Student’s Details-

RESOURCING AND TALENT PLANNING 1
Introduction
Resourcing and talent planning are the broad aspect of managing and analysing the
employment trends, labour trends and human resource planning, retention and retirement. It
seeks to determine the factors which are relating to the human resource management and
incorporating them with the organizational performance. Further, it is an essential
management practice that aims to determine the workforce planning and the role of
government in meeting the future skills of employees and meeting the regulatory
requirements of the concerned country (Taylor, 2018). Here, the report is prepared on the
labour and employment trends in UK and the selected country Australia in order to determine
the tight and loose labour market trends that can affect the organization which is based in
both UK and Australia. Also, the report has summarized the role of government and trade
unions for meeting the future skills along with the principles of effective workforce planning.
Further, the role of effective successive planning is also being discussed through the advising
on the career development options and also role of HR in the specific job description and
ensuring good practice and meeting the legal compliances that can lead to good practice in
UK in comparison with Australia.
Comparing Labour Market Conditions
Labour market trends are important for the determination of the economic development and
also identifying the unemployment rates which are the basic metrics of labour markets.
Moreover, the tight and loose market trends demonstrate the requirement of the labour and
the recruitments made into the organization. In UK, the employment rate is 76.1% in 2019
and is higher than the condition in 2018 which is 75.3% and it has made the market
conditions tighter and creates a problem for job seekers due to filled up vacancies (ONS,
2019).

RESOURCING AND TALENT PLANNING 2
(ONS, 2019)
On comparing it with the condition of Australia, it can be said that the country’s
unemployment rate is steady as 5% by the research made by Australian Bureau of Statistics
in December 2018. This has made the market conditions loose as it rose up the vacancies
1.7% (Apply Direct, 2019). Further, these fluctuations in the labour market create inequalities
in the wage levels and gender gaps. There are public and private sector differences in the
wages rates and have differential positive earnings in UK. The lower skilled workers are
preferred in public sector and the wage rates is low. Besides, the low paid workers have
advantage in public sector and the high paid workers having higher wage and have a positive
impact on the earnings (Office for National Statistics, 2018). Besides the wage differences in
the public and private sectors in Australia can be the seen from the fact that the public sector
can earn 5.1% more than the private sector (Mahuteau, et al., 2017).
Moreover, there are differences in the employment contracts of Australia and UK. In UK,
there is full-time employment which is given with the annual salary. Further, there is part-
time employment contract which specifically provides the pay for the contracted hours. In
UK there is also fixed term or temporary employment contract which is created for the
certain amounts of months (Twin, 2018). Zero contract hours is the contract that works on the
basis of the will of the employer. Further, freelancer contracts are being made on the specific

RESOURCING AND TALENT PLANNING 3
start and end date. Besides, the employment contracts in Australia are of two types which
specifically includes the open-ended and fixed term which specifically depend upon term of
the contract (Wy Wage, 2020). Further, it includes the individual and collective bargaining of
the contract.
Role of Government, employers and Trade Unions in Meeting the
Future Skills
There is role of government in making the population more advanced and skilled. In UK,
there are policies for improving the skills and competencies and ensure the learning of the
people that fulfil the skill requirements in the labour market and industry being concerned.
For example, the government of UK has made significant changes in the apprenticeship
funding through the apprenticeship levy and apprenticeship service for not only funding but
also managing the apprenticeship provider (Education & Skills Funding Agency , 2019).
Further, in Australia Government Department of Education and Training is designed for
meeting the skills and competencies of the people and creating the job scenarios for the
employability (AISC, 2020).
Moreover, the professional standards in terms of trailblazers are the changes int the
apprenticeships standards for one or more job roles shaping the career frameworks and job
descriptions. This has subsequently enabled the workforce to get the skills that meet the
needs of the business and industry. Apart from this, there is huge role of Union Learning
Representative in meeting the future skills through the facilitation of the training and
development opportunities by working with the colleagues, line managers and human
resource departments (Birkbeck University of London, 2020). Specifically, this works for the
development of skills of employees by not only working with them but also participating with
the training and relevant issues for addressed by the trade unions. Their support and guidance
on the arrangement and facilitation of training that enhances the learning within the
workplace and ensure that the future skills are met.
Principles of Effective Workforce Planning
The effective workforce planning involves the alignment of the requirements of the
organization with the future goals of the organization. The principles of effective planning of
the workforce enables in developing, acquiring and retaining the correct talent within the
organization. It involves the principle of developing of strategy that can align the human

RESOURCING AND TALENT PLANNING 4
capital and can sustain the critical skills and competencies (Willis, et al., 2018). Further, the
strategic planning of workforce must involve the engagement with the stakeholders that can
help in the communication and implementation of the effective workforce plan. Further, the
planning must be based on the development of skills and competencies that can lead to the
more effective planning of the concerned workforce. Also, the gap analysis is based on the
fact that the proper alignment of the human approaches that can sustain and contribute in the
critical skills and competencies. Besides, the planning is made effective by supporting the
educational, administrative and other requirements that builds the human capacity. This
principle of effective workforce planning can affect the overall development of the skilled
workforce which is the basis of organizational capacity.
The use of tools can facilitate in the effective workforce planning through assessing the
current capabilities and meeting the expectations of employee population. Workforce
planning map is the strategic tool which is applied in the workforce planning that describes
the human activities to be applied like the organizational strategy. Further, scenario planning
is another tool for workforce planning that provides an opportunity to think about various
scenarios and the way it can impact the workforce and developing a strategy for coping with
impactful events. These scenarios are the basis of planning and can impact the overall
development of the human capital that can make the better planning of human capital. Also,
there is span and gap analysis is the method of the workforce planning that determines the
gaps in the skills, capability and capacity of workforce which later helps in the development
of strategies that can reduce the gaps identified (Kroezen, et al., 2018). Further,
organizational benchmarking is used for comparing the performance with the organizational
goals that can be helpful in improving the performance. Further, there is one more tool called
role fit that determines the planning of the workforce through the defining the role to the
workers as per their individual characteristics.
Succession and Career Development Plan
Succession and career planning are an important role of HR which is concerned with the
process for developing the skills and competencies which are potential for the targeted
learning and job rotation. The process of basic succession planning involves the identification
of the appropriate job positions for which the HR needs to succession combining the current
and future goals (Peters-Hawkins, et al., 2018). Further, the process requires the future job
requirements that can satisfy the goals of the organization. Also, HR identifies the interested

RESOURCING AND TALENT PLANNING 5
employees and assesses their capabilities within the required time frame. Further, HR makes
attempts for the identification of the possible successors through defining the training and
development experiences and the learning plans. The process is further proceeded with the
building the competencies through the learning plans which can make the effective
contribution in the corporate knowledge of employees. Finally, HR assesses the progress of
the plan that can ensure the filling of the job positions and helps new employees to perform
effectively.
Further, career development the ongoing process of making an increment in the self-
knowledge and skills to reach the career path. HR play an important role in advising the
organization for the job enrichment in which the employee is given additional responsibilities
for motivating the employees for improving the performance (Yarbrough, et al., 2017).
Coaching and mentoring are another career development option in which the employee is
given appropriate guidance and support and also helps in meeting the desired set goals.
Further, training assignment is another option to be advised by HR that seeks to promote and
enhance the competencies of the employees by giving them assignment that in result in the
increasing the skills and knowledge of the employees. Moreover, this involves the lengthy
process that requires various materials to be used for the employee’s efforts. Job rotation is
treated as an effective option for the career development that seeks to encourage the skills
through the shifting of the job roles which in turn brings confidence in the employees and
later adds to the skills and competencies of the employees. Further, job rotation provides new
responsibilities to the employees which they can affectively undertake to get the self-reliance
which can keep them motivated.
Contribution in Plan for Downsizing the Organization
Downsizing the organization is concerned with the firing or removing the employees from
the organization. HR has a key contribution in the downsizing plans of the organization in
which HR makes a forward step for the success of the downsizing plans (Hart, et al., 2016).
Firstly, communication is the first step for the downsizing in which the employees are clearly
being made aware of the plan and the risk associated with the plan. Education is another role
that HR plays in the downsizing of the organization in which HR educates about the
restructuring by making the plan transparent in front of the employees. Also, HR’s role is
explained as the collection of the relevant data that can help HR to reach to consensus and
mitigating problems that can arise in the future.

RESOURCING AND TALENT PLANNING 6
Further, downsizing of the organization affects the organization in which HR can play a
major role in the giving the necessary support to the survivors. This can be possible through
the visionary and accessible leadership and providing the support through making
engagements with the employees. HR’s role is to cope the feelings of employees through the
supportive leadership and providing morale to the employees (Mousa & Ayoubi, 2019). The
contribution of HR in downsizing is to ensure the equity and fairness which can facilitate the
equal treatment of all the employees. HR takes care that all the employees are being fairly
treated and their productivity and morale is not damaged due to unfair policies and laws. The
role of HR is significant in terms of undertaking the managed approach which can reduce the
impact of the downsizing into the workplace. This can be ensured through informing all the
stakeholders about the plan and making engagements with them for overcoming the hard
time.
Contribution in Job Description, Person Specification and
Competency Framework
HR has a key role in the preparation of the documents such as job description and person
specification and also developing the competency framework. Job description and person
specification are the important recruitment documents which are specifically developed by
HR that consists of the expectations of the employee from the organization. Thus, the role of
HR is to develop job description in which HR enlist the duties and responsibilities of the
employees, their accountability in terms of given and also the key deliverable or the strategic
objective that can make the employees make more informed about the job role (Nickel, et al.,
2018). In the person specification, the role of HR is to enlist the qualification and experience
which is required for the concerned job position. Along with this, it includes the knowledge
and skills which are required for the fulfilment of the job position. Further, HR considers the
competency framework that includes the set of skills and competencies required for the
undertaking of the specific job for developing the job description and person specification.
Also, the role of HR in the forward planning of the employees through advising the
employees in terms of supporting the managers with the facilitation of the skilled people that
can be helpful in the productivity of the organization. Moreover, the role of HR in giving the
support to the managers into the operations. Further, HR adhere with the relevant
employment law and legal compliances that can facilitate HR to act within the legal
framework (Kroezen, et al., 2018). This has been ensured by HR for avoiding the penalties

RESOURCING AND TALENT PLANNING 7
and fines that can damage the reputation of the organization in the long run. Also, there are
labour laws which are effectively managed by HR through the regulations that can ensure that
the good practices are maintained.
Legal Requirements for Recruitment and Selection
There are certain legal requirements for the recruitment and selection that employer needs to
follow while making the hiring process. Relatively, the organization needs to adhere with the
legal regulations through Equality Act 2010. This act determines that the employer should not
discriminate the candidate on the ground of age, gender, disability, race, religion and sexual
orientation. Moreover, this Act legally protects the person from the discrimination at the
workplace and society (Gov.UK, 2013). Further, there is one more Act called General Data
Protection Regulation came in force in 2018 and this act provides the protection to the job
seeker for the safe keeping of personal information. As per this Act, the employer is expected
to keep the information of candidate private and safe.
The recruitment and selection methods are the mediums by which the candidates are being
approaches and also selected as per the requirements of the organization. Moreover, every
method has their own strength and weaknesses. For example, advertising through media is an
effective method of recruitment in which the job requirement can reach a large number of
people (Oikarinen & Sinisalo, 2017). Also, this method has the strength of making the
recruitments through the social media which the most convenient and economical way of
recruiting. On the contrary, advertising through the recruitment agency it costly as it the
agency demands a certain sum of money for recruitment. Moreover, the recruitment agency is
an effective method for recruitment and selection as it provides the frequent hiring and saves
the time of the organization and it is the best way to hire for prestigious position.
Further, the second example can be seen from the method of individual interviewing which is
the effective method of recruitment that allows the employer to get the deeper understanding
of the skills and knowledge. Also, the recruiter can know about the desires, beliefs, attitude
and confidence level of the candidate that can later be helpful for employer to make the
appropriate selection. Besides, assessment centres are initiated by the organization to select
the candidate through the determination of their analytical and problem-solving skills (Iii,
2016). This method is quite challenging in comparison to individual interview as this process
takes time to be invested in the preparation of the materials for the discussion. Moreover,

RESOURCING AND TALENT PLANNING 8
assessment centres are the best ways of recruitment and selection as it will define the accurate
skills which is required for the particular job through the written and oral assessment.
Dysfunctional Employee Turnover and Retention
Employees remain with the organization when they get satisfaction with their respective job
and the work that they are given (Hom, et al., 2019). Also, the company’s environment and
the degree of comfort to be experienced by the employees. Besides, employees leave the
organization due to the lack of dissatisfaction in terms of wages and the stiff culture of the
organization. Further, dysfunctional employee turnover is caused when the skilled employees
leave the organization (Gong & Wang, 2019). This can negatively impact the organization
due to the loss of talented personnel. Further, this can cost greater to the organization which
can include the recruitment and training cost which the organization can save when they
retain the employees. Also, this turnover can also cause the employment and accommodation
cost for special physical and mental needs.
Further, methods of retention can be used by the organization for retaining such employees.
Firstly, the when the organization gives financial benefit to the employees for retaining then
it is the effective way of getting them. In this, the organization gives financial benefits
through increasing the work pay and promoting them which can motivate them to continue
with the organization. Besides, the organization can give strong company culture that can
create the satisfaction with the job and the organization. Secondly, the organization provides
flexible working options for the employees which creates satisfaction through the flexible
working schedules (Hom, et al., 2019). Moreover, this can create leniency within the
workplace and often hampers the professionalism within the workplace. On the opposite of
this, the organization can adopt for the job enrichment which is the effective method of
retaining as it directly provides them the feeling of engagement. Job enrichment is process of
giving new job roles and responsibilities that can make them motivated and often make them
more focused towards the organization. Besides, the employees might feel overburdened by
the new duties and often decline in the management of the new responsibilities due to lack of
required skills.
Managing Dismissal, Retirement and Redundancies
Management of dismissal, retirement and redundancies is crucial for the organization as it
directly affects the reputation of the organization and it places an impression on the existing

RESOURCING AND TALENT PLANNING 9
and new employees. There are strict regulations in the managing of these three areas which
are considered to be crucial part of the organization. As per the UK employment laws
regarding dismissal, it is observed that the employers do not always have to give you notice
about the dismissal (Gov.uk, 2020). Rather, the employer needs to give a valid reason and
also the employee needs to serve the notice period as per the contract or the statutory
minimum notice. Also, it needs to be given in written in order to avoid further complications.
This law of UK is helpful in maintaining a good practice and often acting within the legal
framework.
Further, the employment relating to retirement shows that the retirement age is 65 and
befor4e this the employer cannot force the person to get retired. The law came up in April
2011 to be campaigned by Age Australia that tells that the employer can force for the
retirement in the exceptional situations (Age UK, 2019). Further, the retirement plans are also
being provided who gets retired. Additionally, in UK, laws relation to redundancy states that
redundancy pay given to the employee who has been working with the organization for more
than 2 years. This pay is decided upon the age wherein if the employee is under 22, then half
week’s pay is given and also if the employee is under 41 and above 40 then the pay will be
one week’s pay and one and half week’s pay as per the circumstances of redundancy being
made (Unlock The Law, 2019). These laws and regulations pertaining to the retirement,
redundancy and dismissal are the basic laws of UK that the employer must follow and guide
the decision making. This can facilitate in the good practice which can later add to the brand
reputation of the organization.
Conclusion
To conclude, it can be said that resourcing and talent management is the crucial aspect of the
organization in which the organization attempts to evaluate the labour market conditions in
order to articulate the number of number of vacancies to be filled into the organization.
Further, the future skills are met through the making contribution in the skills and
competencies. Moreover, the role of government is crucial in it which shows that the
government has introduced several initiatives which are proved to be the major actors of the
managing the resources. Here, the report is successful in the resource management in which
there is effective workforce planning and succession and career planning is being undertaken
through the process that helps the organization to manage the workforce. Further, it is
important for the organization to legally manage the various recruitment method and must

RESOURCING AND TALENT PLANNING 10
adopt for the appropriate method that meets the needs of the organization. Also, the
organization should reduce the employee turnover through the appropriate retention method
that can costs higher to the organization. Good practice can be maintained through the
following of the rules and regulations that can ensure in the good management of human
capital within the organization.

RESOURCING AND TALENT PLANNING 11
References
Age UK, 2019. Retirement age. [Online]
Available at: https://www.ageuk.org.uk/information-advice/work-learning/retirement/
retirement-age/
[Accessed 31 January 2020].
AISC, 2020. Future skills and training. [Online]
Available at: https://www.aisc.net.au/sites/aisc/files/documents/Future%20Priority%20Skills
%20Resource.pdf
[Accessed 31 January 2020].
Apply Direct, 2019. State of the Australian Labour Market 2019. [Online]
Available at: https://www.applydirect.com.au/Blog/state-of-the-australian-labour-market-
2019
[Accessed 31 January 2020].
Birkbeck University of London, 2020. The role of the Union Learning Representative.
[Online]
Available at: http://www.bbk.ac.uk/lod/services/workplace-learning-agreement/the-role-of-
the-union-learning-representative/
[Accessed 31 January 2020].
Education & Skills Funding Agency , 2019. Apprenticeship funding: how it works. [Online]
Available at: https://www.gov.uk/government/publications/apprenticeship-levy-how-it-will-
work/apprenticeship-levy-how-it-will-work
[Accessed 31 January 2020].
Gong, T. & Wang, C., 2019. How does dysfunctional customer behavior affect employee
turnover. Journal of Service Theory and Practice.
Gov.UK, 2013. Equality Act 2010: guidance. [Online]
Available at: https://www.gov.uk/guidance/equality-act-2010-guidance
[Accessed 31 January` 2020`].

RESOURCING AND TALENT PLANNING 12
Gov.uk, 2020. Dismissal: your rights. [Online]
Available at: https://www.gov.uk/dismissal
[Accessed 31 January 2020].
Hart, A., Thomson, N. & Huning, T., 2016. The mediating role of distributive, procedural,
and interactional justice on the relationship between downsizing and organizational
citizenship behavior. Academy of Educational Leadership Journal, 20(1), p. 132.
Hom, P., Allen, D. & Griffeth, R., 2019. Employee Retention and Turnover: Why Employees
Stay Or Leave. s.l.:Routledge.
Iii, G., 2016. Assessment centres and global talent management. s.l.:CRC Press.
Kroezen, M., Van Hoegaerden, M. & Batenburg, R., 2018. The Joint Action on Health
Workforce Planning and Forecasting: Results of a European programme to improve health
workforce policies. Health Policy, 122(2), pp. 87-93.
Mahuteau, S., Mavromaras, K., Richardson, S. & Zhu, R., 2017. Public–private sector wage
differentials in Australia. Economic Record, Volume 93, pp. 105-121.
Mousa, M. & Ayoubi, R., 2019. Inclusive/exclusive talent management, responsible
leadership and organizational downsizing. Journal of Management Development.
Nickel, B. et al., 2018. Identifying managerial roles of general surgery coordinators: making
the case for utilization of a standardized job description framework. Journal of surgical
education, 75(6), pp. e38-e46.
Office for National Statistics, 2018. Public and private sector earnings in the UK: 2017.
[Online]
Available at:
https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/earningsandworkinghou
rs/articles/analysisoffactorsaffectingearningsusingannualsurveyofhoursandearnings/2017
[Accessed 31 January 2020].
Oikarinen, E. & Sinisalo, J., 2017. Personality or skill: a qualitative study of humorous
recruitment advertising campaign on social media. International Journal of Internet
Marketing and Advertising, 11(1), pp. 22-43.

RESOURCING AND TALENT PLANNING 13
ONS, 2019. Labour market economic commentary: March 2019. [Online]
Available at:
https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemploye
etypes/articles/labourmarketeconomiccommentary/march2019
[Accessed 31 January 2020].
Peters-Hawkins, A., Reed, L. & Kingsberry, F., 2018. Dynamic leadership succession:
Strengthening urban principal succession planning. Urban Education, 53(1), pp. 26-54.
Taylor, S., 2018. Resourcing and talent management. s.l.:Kogan Page Publishers.
Twin, 2018. What different employment contract types are there in the UK?. [Online]
Available at: https://www.twinemployment.com/blog/what-different-employment-contract-
types-are-there-in-the-uk
[Accessed 31 January 2020].
Unlock The Law, 2019. Redundancy Law - The Definitive UK Legal Guide. [Online]
Available at: https://www.unlockthelaw.co.uk/redundancy.html
[Accessed 31 January 2020].
Willis, G., Cave, S. & Kunc, M., 2018. Strategic workforce planning in healthcare: A multi-
methodology approach. European Journal of Operational Research, 267(1), pp. 250-263.
Wy Wage, 2020. Employment Contracts Worldwide. [Online]
Available at: https://mywage.org/australia/labour-law/employment-contracts
[Accessed 31 January 2020].
Yarbrough, S., Martin, P., Alfred, D. & McNeill, C., 2017. Professional values, job
satisfaction, career development, and intent to stay. Nursing Ethics, 24(6), pp. 675-685.