Resourcing and Talent Planning Report: UK and USA Labour Markets

This report provides a comprehensive analysis of resourcing and talent planning, focusing on the UK and USA labour markets. It begins by assessing contemporary labour market trends, including unemployment rates and the impact of factors like Brexit, and explains how organizations strate...Read More

Resourcing and Talent
Planning

Table of Contents
INTRODUCTION ..........................................................................................................................4
TASK ..............................................................................................................................................4
PART B............................................................................................................................................4
1.1) Assess the major contemporary labour market trends in different country contexts...........4
1.2) Explain how organisations position themselves strategically in competitive labour
markets. ......................................................................................................................................5
1.3) Explain the significance of tight and loose labour market conditions.................................6
1.4) Describe the role of government, employers and trade unions in ensuring future skills
needs are met...............................................................................................................................6
2.2) Develop basic succession and career development plans. ..................................................7
3.1) Explain why people choose to leave or remain employed by organisations and the costs
associated with dysfunctional employee turnover......................................................................7
3.2) Assess the strengths and weaknesses of different approaches to the retention of talent.....7
Reflection....................................................................................................................................8
PART C ...........................................................................................................................................8
2.1) Describe the principles of effective workforce planning and the tools used in the process.
.....................................................................................................................................................8
2.3) Contribute to plans for downsizing an organisation............................................................9
2.4) Contribute to the development of job descriptions, person specifications and competency
frameworks..................................................................................................................................9
2.5) Explain the main legal requirements in relation to recruitment and selection...................10
2.6) Assess the strengths and weaknesses of different methods of recruitment and selection. 11
4.1) Advise organisations on good practice in the management of dismissals, retirements and
redundancies that complies with current legislation.................................................................12
Reflection. ................................................................................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Resource and talent management is used for planning as this is one of the most effective
process which manages employees and operations within an organization. The concept is based
upon making recruitment with retention over strategies with skill and talent. Further it helps in
coordinating through hiring teams with various components. In this channels and methods with
networking is selected. It leads upon maintaining of talent pool over future requirement possible.
The following report is based upon two countries that is UK and USA that impacts PTP Soda
Drinks. Further report discuss about labour market trends with significance upon market
condition, strategic solution, role of employer and government ensuring about skills. This
develop succession plan and career development. Reason behind leaves is associated with cost
by making strength and weaknesses of retention approach to be identified. In the end planning,
development of job description and person specification, legal requirements as well as good
practices for the management of retirement is to be explained.
TASK
PART B
1.1) Assess the major contemporary labour market trends in different country contexts.
In order to understand about trends which influences labour market as this is complex
process in relation to PTP Soda Drinks at the time of hiring or retaining staff members. Further
relevant emphasis is paid over UK and USA jurisdictions (Ford, 2017.).
In United Kingdom it has been observed that graduate and qualified employees has been
increasing rapidly that means PTP soda Drinks is require to be confident over staff recruitment.
As per the report of November 2019 of labour market in UK says that 20.8% economic inactivity
rate increased with 3.8% unemployment rate and 76% employment rate. Hence the statistic data
proves that number of uneducated citizen is less then educated individual's. This shows that
various jobs has been created which has affected recruitment process in positive manner. Also
trend changes due to Brexit policies within UK. Though there has been decrease within
employment level in the month of October that make UK's labour market to support economy of
UK. Through digitalization transformation of working environment is done but still skills gap is
left over effective remains over concern with various businesses competing at international level.

In USA, labour market has been working with efficiency due to government's that
encourages both small and medium scale industry. Under it on an average 48% of USA's labour
force is employed through managerial defences within public sector. Market of country is been
segmented according to demands of labour supply. Further it has been observed that private
sector employees has been facing lot of problems regarding employment in USA.
(Source : Saudi Arabia Unemployment Rate, 2019)
https://tradingeconomics.com/saudi-arabia/unemployment-rate
Interpretation: The above table shows that unemployment rate decreases to 5.60% within
second quarter of 2019. In first Quarter of 2019 it was 5.70%. Average unemployment rate
within USA is 5.63% from 1999 to 2019 (Grant, 2020.).
1.2) Explain how organisations position themselves strategically in competitive labour markets.
Strategic approach means that kind of approach which makes long term plan with talent
attraction, retention and redevelopment possible. This increases potential in relation tp talent
pool through sustainability within employees.
In relation to UK it can be observed that wide range of challenges is been covered
through impacting external climate, resource with talent management and planning. Through
recruitment cost, budget and employees turnover with retention. As UK's decision of leaving EU
is going to cause difficulties within hire scenario and attaining of skilled workers. For
positioning of recruitment channels in the process of accessing qualified and skilled candidates it

mainly focuses upon employer brand in order to uplift individual's experience with positioning
organization as employer's choice.
Further in relation to USA lack of technology and engineering skills within labour
market. Through predicting future demand supply for talent considered to be one of the most
critical issues related to stargates which is faced by PTP Soda Drink. For this reason long term
strategic approach over talent management is required to be used for making talent pool used in
more impactful manner.
1.3) Explain the significance of tight and loose labour market conditions.
Tight market condition refers to that when economy of a country like UK and Saudi is
close to full employment and recruitment becomes complex placing upward pressure on wages.
Therefore, the demand for labour curve shifts to the right as company would like to employ more
workers but supply is unavailable (Walford-Wright and Scott-Jackson, 2018). Whereas, loose
labour market conditions refers to the employer's market where business has a large pool of
potential candidates to hire for positions since the jobs are scarce with jobseekers competing
with many others for a same position. In the context of UK ans Saudi Arabia, the market
conditions shows that the loose market for labours hiring oversees results as an opportunity and
tight market for nationalization as well as for management position treated as challenges
(Hasanpour and Memari, 2019.).
1.4) Describe the role of government, employers and trade unions in ensuring future skills needs
are met.
Businesses plays one of the most affective role in making development of skills within
workers which increases productivity with growth of economy. In order to make sustainable and
effectiveness attained over succession planning with talent etc. An organization like PTP Soda
Drinks defines over presenting needs within market and awareness over large skill in relation
upon policy environment within country that has been established.
Country's government, employer's and trade union has very important role which makes
skills requirement to be full filled. Government supports more to healthy manufacturing
industries for facilitating healthy life style within society which provides overseas hiring by
attracting redevelopment for making goals and objectives achieved in more effective manner.
This makes formulation and redesigning strategies through focusing over healthy life and
maintains psychological contracts that leads upon getting right kind of hiring possible for long

term survival of PTP Soda Drinks. This makes employers play important role through effectively
making succession plan which makes achievement of market position in relation to strategies for
retaining of employees in long duration of time period.
2.2) Develop basic succession and career development plans.
As the career development and succession plan makes common aspects through talent
management possible. Career development is refereed to as systematic procedure which is been
used by employees for making path in relation over career development possible of an
organization. Like wise succession planning leads over identifying talent for filling critical
position of business organization possible. This is mainly based upon employer driven approach
which makes high skill availability attained through regenerating departing workers .(Mahfozi,
Lafzfroushan and Ghorbani, 2019.).
3.1) Explain why people choose to leave or remain employed by organisations and the costs
associated with dysfunctional employee turnover.
Various reasons is there for making employed business organization in relation to
working environment, culture, behaviour, interest, attitudes etc. relation over both employer and
employee. Very first thing so discussed over reason for leaving or quitting job by employees
factors behind the reason is poor relationships, bad boss, unchallenged by the work itself, rare
opportunities to utilise their skills and abilities. Also making independence of job for overcoming
corporate culture at work place through making influence over leaving job. The reason behind
remaining employed is based upon employee engagement, personal treatment as well as
respectful environment helps in retaining them for a longer period of time which will motivate to
perform better. If an employee is leaving job then organization has to bear high cost for
recruiting new employee or workers. In this several cost which is related over advertising,
screening, selection, interviewing, training, orientation and management of time. Under this
organization's productivity over existing workforce is been checked. Further employee
engagement is lost at high rate upon turnover for losing those activities which are not involved
within managing PTP Soda Drinks performance.
3.2) Assess the strengths and weaknesses of different approaches to the retention of talent.
Several approaches that is been used within an organization is related upon talent present
in it. This provides benefits for an business entity which make high productivity achieved.

Enable people to grow and develop the approach is been used in more effective manner by an
business organization for retaining talent with this manager of PTP Soda Drinks is been provided
with opportunity that makes skills and knowledge with career development possible through
motivating performance and high loyalty through retention of an organization possible. The
approach helps upon increasing commitment of employees which makes decision process to be
enhanced. This mainly protects negative consequences from happening.
Second is Be proactive approach this helps in retention of employees for long time period.
Proactive regulation basically makes preventive methods with safety that makes employers and
employees analyse risk that takes place in future. In this organization like PTP Soda Drinks and
employees make adverse situation formed. In this disadvantage over proactive approach under
few situation that has made formation of planned regulation possible.
Reflection.
While undertaking this project I have observed that concept of resources and making
talent planning improved. I have analysed that marketing trends of two countries that is UK and
USA this makes marketing condition with strategic solutions over attaining competitive edge.
This is been used in my research skills understanding all aspects which makes various aspects
cover through ensuring that role of employer and government is ensure with future skills
required to meet communication skills. In this discussion over roles in relation upon retention of
employees over long time period through making succession and career development possible.
Retention strategies over remaining employees which is there for long time period which makes
develop succession possible with effective decision making developed. In order to make supply
of report over progress with human resource manager of an organization I have communicated
with them through improving my communication skills. Also it developed the level of
confidence to deal with the such study in future in an effective manner (Pouyandekia and
Memari, 2020.).
PART C
2.1) Describe the principles of effective workforce planning and the tools used in the process.
Workforce planning is related to the procedure which makes ensure that business
organization existing and future access over human capital is required through performing
effectively by making strategic planning upon aligation possible through making business

objectives achieved upon long time period. The gap analysis is considered as one of the most
affective principal which makes plaining possible organization through making workforce that
makes organization's manager evaluate as per requirements of person within specific job position
possible. This makes evaluation over requirement of an individual person over position within an
organization. Under it assessing differences over performance for meeting requirements of
business possible. Different tools are there which is been used over planning related to workforce
leading upon assessment, forecasting, leadership development, retention planning with
redevelopment done. The tools is been used for managing right employees over right job
according to requirement of firm with specialized candidates. This makes analysing of
capabilities over employees population.
2.3) Contribute to plans for downsizing an organisation.
Downsizing is the process which makes reduction in size and cost over organization
through adopting management with the purpose to increase productivity with efficiency and
competitiveness over business entity(Reilly,, 2018). In this main aim is based upon plan which
restructure organization's competitiveness through attaining of financial benefits. Under it
organization like PTP Soda Drinks require to make plan as per downsizing method that is
required by making consideration over elements which makes effective results achieved. In it
scope upon extending downsizing that involves through board members which makes decision,
consulting, informing and resources within selection process through terminating agreement with
remaining work. The step which helps in managing of downsizing stage which makes success
attained. This make manager of organization held responsible for collecting right information,
proper communication, education with equality and fairness through managing of approaches in
more impactful manner.
2.4) Contribute to the development of job descriptions, person specifications and competency
frameworks.
Person specification- It is that kind of document which includes qualification, ability
and responsibility available for job.
PERSON SPECIFICATION
Organisation: PTP Soda Drinks
Job title: HR executive

Qualification: MBA\PGDM in Human Resource
Necessary Criteria:
strong knowledge of management
fluent communication skills
coordinating ability with other department
handle stressful conditions at the workplace.
Desired criteria:
 0- 3 years experience in management
 better interacting skills
 good speaking skills and personality.
Job description: It is concern over roles in relation to job position (Treem, Barley, and
Leonardi, 2020). This makes detail and clear information over vacancy of job that has been
explained as follows:
Job description
Organisation: PTP Soda Drinks
Division : HR administration
Job title: HR executive
Location: UK
Summary of job
PTP Soda Drinks has provided vacancy for HR executive which helps HR assistant manager in
managing of routine activities. In this application an individual should have in-depth and detail
knowledge over human resource management.
Role of job:
 In this knowledge is over HR policies, law regulation
 Should known about conducting of training programs.
 Efficient in helping HR assistant manger in recruitment.

2.5) Explain the main legal requirements in relation to recruitment and selection.
For managing and recruitment various approaches has been selected within an
organization like PTP Soda Drinks. It is considered as legal requirement over hiring best
candidate and treating them in fair manner. Under it organization requires over examine of
market trends for collecting information that is relevant in nature. This going to assists manager
of PTP Soft Drinks which makes recent trends understood in better manner possible. Through
these acts legality can be maintained:
Equality Act, 2010: These are those laws which has been dealing with discrimination
taking place within society. Under it equal rights and opportunities require to be granted over
employees working within an organization. As per this law PTP Soda Drinks should develop
equality with healthy working environment (Turner, 2018).
Data protection act, 2003: This act has been formed over protecting of information that
has been shared by an individual with the organization. Also it exercises selection which makes
assessment over selection through preparing of employment records through success attained.
2.6) Assess the strengths and weaknesses of different methods of recruitment and selection.
Recruitment is the process by which attraction, short listing and selecting best candidate
over vacant job position within an organization is been fulfilled. Also it allows potential
candidate over filling of vacant job position. Different methods of recruitments has been
explained as follows:
Internal recruitment: In this procedure existing workers of PTP Soda Drinks give
chances over enhancing job positions. It can be done with the helps of written test, direct
promotion and making group discussion. Under it existing employee makes organization hamper
due the fact workforce is already known.
External recruitment: Under it new individuals through acknowledging chance for
employ over job position is done. Utilizing the process PTP Soda Drinks makes recruitment of
new or fresh talent which makes growth to be improved.
In order to make selection of the person to be done upon job vacancy qualified individual makes
tasks through making valuable contribution of an organization done. In thus using approach PTP
Soda Drinks is able to choose right candidates that has been explained as follows:

Skill test: Under the methods specific skills has been mentioned over work that is tested.
The test makes PTP Soda Drinks over understanding of talent over individual's work done in
more effective manner (Turner, 2018).
Panel interview: In this method, a team of senior managers conduct interview of an
individual in order to to place the right person at the right job in PTP Soda Drinks.
4.1) Advise organisations on good practice in the management of dismissals, retirements and
redundancies that complies with current legislation.
Under these kinds of business organization there are three terms which is needed over
managing of dismissal, retirement and redundancies which makes employees complain about
present legislation.
Dismissals this is that kind of act which makes employment termination by employer
done of employee. These are those act within which decision is to be taken by the employer of
PTP Soda Drinks over various reasons this makes breach of statutory restriction, capability and
redundancy deal with it. The main purpose of managing human resource in effective manner to
be achieved. In this managing of human resource makes effectiveness in both professional and
regulated dismissal in relation to PTP Soda Drinks and the best practices that involved within has
been explained as follows: Initial meeting: Before terminating of employment contract, HR manager require for
conducting meeting through which opportunity is given over discussing problems and is
been resolved with the help conversion. Under it dismissal meeting there are only five
stages that is notice, be prepared, written document, remain professional, end well. Time for appeal: Employee which wishes for making appeal over decision through
making dismissal over best practices by leaving five day window. This makes time and
long run ton attain claims which made workers feel that treatment given to them is
unequal. Opportunity for making concerns developed over such issues (Turner, 2018).
 Termination: When a manager had meeting to discus issues, have waited some time to
pass for appeals and if managers decisions still stands for this decision then contract is
terminated.
Retirements It is the process by withdrawal over one position through developing active
working life. Other sense it can be observed that persons stop working upon services that has to
be done within specific period of time. The main reason behind this is that retirement age that

has been set by government by maintaining of organizations norms, voluntary retirement and
deals upon issues like health issues and working condition. Following practices are goods in
order to manage PTP Soda Drinks employee by its manager this is going to encourage staff
perform in more affective manner. These are been given as follows:
 This helps in setting of clear objectives for members working within an organization.
 Further appropriate training and support makes skills addressed.
 Avoiding and addressing which makes performance issues over challenges.
 In this age has been relation judgements as per capabilities.
 Adopting of risk for managing approaches.
Redundancies this is consider as that system which makes designing through negative
commotion under duplication trough unnecessary things by making poor planning. It is
considered as important part which makes running of successful business through making
employee redundancy developed. In this term management makes reaction over business
circumstances. Manager PTP Soda Drinks that is applied through some phases that has been
helping in managing of redundancies within an organization. Under it things like change
management, minimising redundancies, selecting the jobs to be cut, managing the people out and
left. Some of these are discussed below: Change management: The reason which has been threatening over market downturn,
merger, reducing of profit in this outsourcing makes funding done in kore effective
manner. This is the reason which makes manager of PTP Soda Drinks applying proper
process with practices through managing of changes in more effective manner. All
persons required to be informed over discussing situation over staff members which
makes benefits attained form it.
 Minimising redundancies: Developing of outline plan which makes managing of
redundancies that is required by an organization over analysing of benefits with
drawbacks. PTP Soda Drinks minimises redundancy by eliminating working hours
through training, job schemes, early and voluntary pay cuts (Wigens, 2018).

Reflection.
In this I have undertaken the project and has realised that improving of knowledge and
skills through effective workforce plaining and tools that makes talent management possible
which makes organization attain success. As I have been developing thinking with personality
while making detail structure through downsizing, through making job description and personal
specification with legal jurisdiction achieved. This has been increasing professional and
marginal skills. Further I have made development by interpreting of skills that has made me
analysed that advising organization is good practices which makes management of dismissals,
retirement as well as redundancies. Finally I learned that different things has been helping over
understanding knowledge and making talent planning within an organization done.
CONCLUSION
From the above discussion it can be concluded that resources and talent planning is one
of the most important aspect within an business organization. Such functions is not performed in
appropriate manner leads over affecting activities in business. Further functions is dine in
appropriate manner through which activities is been impacted. Human resource manager is the
skills through making experiences and talented persons recruiting upon vacancies that makes
assistance in improving over organization through productivity and profitability. Resources and
talent planning must be done by manager over human resource over identifying current as well
as requirements through managing of dismissal and retirements.

REFERENCES
Books and Journals
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organisations. In Managing Talent (pp. 187-213). Palgrave Macmillan, Cham.
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Effective talent management strategies for organizational success (pp. 283-300). IGI
Global.
Baporikar, N., 2017. Sustainable framework to attract, develop, and retain global talent. In
Driving Multinational Enterprises Through Effective Global Talent Management (pp.
50-74). IGI Global.
Ford, D.G., 2017. Talent management and its relationship to successful veteran transition into the
civilian workplace: Practical integration strategies for the HRD professional. Advances
in Developing Human Resources, 19(1), pp.36-53.
Grant, K., 2020. TALENT MANAGEMENT AND LEADERSHIP. Organizational Leadership,
p.223.
Hasanpour, A., Abdollahi, B., Jafarinia, S. and Memari, M., 2019. Designing Talent Management
Model in the Banking Industry Using Grounded Theory. Management Studies in
Development and Evolution, 28(93), pp.93-129.
Mahfozi, A., Lafzfroushan, D. and Ghorbani, M., 2019. A Comprehensive Succession Planning
Talent Management Model to Enhance Organizational Efficiency in Governmental
Organizations: A Structural Equation Modelling. The Journal of Productivity
Management, 13(48), pp.249-275.
Pouyandekia, M. and Memari, Z., 2020. How can clubs play an essential role in talent
identification and development programmes? A case study of German football. Sport in
Society, pp.1-35.
Reilly, P., 2018. Building customer centricity in the hospitality sector: the role of talent
management. Worldwide Hospitality and Tourism Themes.
Thorpe, K., 2019. Resourcing the Spirit of the Child: Creativity in the Contemporary Classroom.
A Broad and Balanced Curriculum in Primary Schools: Educating the Whole Child,
p.15.
Treem, J.W., Barley, W.C. and Leonardi, P.M., 2020. Resourcing expertise: How existing
schemas and communication processes shape the meaning of expert work in a global
organization. Communication Monographs, pp.1-26.
Turner, P., 2018. Attraction, recruitment and resourcing of talent. In Talent Management in
Healthcare (pp. 221-252). Palgrave Macmillan, Cham.
Turner, P., 2018. The Talent Management Evolution Matrix. In Talent Management in
Healthcare (pp. 97-126). Palgrave Macmillan, Cham.
Turner, P., 2018. Twenty Important Conclusions About Talent Management in the Health Sector.
In Talent Management in Healthcare (pp. 339-347). Palgrave Macmillan, Cham.
Wigens, L., 2018. Development of an England-wide nursing director talent pipeline. Nursing
management, 49(1), pp.51-53.

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