Resource and Talent Planning: Npower Limited Analysis and Strategies

This report provides a comprehensive analysis of resource and talent planning within Npower Limited. It begins by describing current labor market trends influencing talent management and workforce planning, followed by an examination of different legal recruitment methods. The report then determines the current and anticipated skills required in candidates, providing examples of job descriptions and person specifications for effective recruitment and selection. It also applies various recruitment and selection methods for talent resourcing and planning. Finally, the report determines and evaluates the stages of the HR lifecycle within the company, offering a holistic view of Npower's talent management strategies and their integration with the company's overall objectives. The report also references relevant legal frameworks such as the Employee Rights Act, Equality Act and Health and Safety at Work Act.

Resource and talent
planning

Contents
Introduction.................................................................................................................................................3
Task 1..........................................................................................................................................................3
Describe the current labour market trends which influence the talent management and workforce
planning...................................................................................................................................................3
Determine the different types of legal recruitments which can be adopted by the companies when they
plan to hire their workforce.....................................................................................................................5
Task 2..........................................................................................................................................................7
Which respect to the current labour market Trends and legal requirements determine the current and
anticipated skills which are required in the candidates............................................................................7
Explain an appropriate example of job description and person specification documents for effective
recruitment and selection.........................................................................................................................9
Apply different recruitment and selection methods for effective talent resourcing and planning..........11
Task 4........................................................................................................................................................13
Determines the stages of the HR life cycle applied to specific HR contexts..........................................13
Evaluate how stages of the HR life cycle are integrated within the company........................................14
Conclusion.................................................................................................................................................15
References.................................................................................................................................................16

Introduction
Resource and talent planning helps in ensuring that the organisations are able to identify
and attract the key candidates with respect to their capabilities which will be beneficial for the
company. They used to actively manage an appropriate balance of resources in order to meet the
needs, fulfilling the short-term and long-term ambitions of the strategy. This helps in developing
the strong relationship between the Human Resource Department and the other departments
within the organisation as the departments help in conducting the functions in a proper manner
(Ahmad and et. al., 2017). This report is about the Npower Limited company. The company used
to supply gas and electricity to homes and businesses. It was founded in the year of 2000 and
headquarters is located in Swindon, England. The organisation has 5700 numbers of workers
who all are working together in order to attain the common goal of the organization (Npower
Company, 2021). The report discusses the current market neighbor trends which used to
influence the employees planning along with the suitable example of job description and
specification. The process of recruitment and selection which is adopted by the chosen
organisation. It also discusses the life cycle stages that are integrated with HR strategies in which
the company will attend targets for a specified period of time.
Task 1
Describe the current labour market trends which influence the talent management and
workforce planning
Human Resource strategy is a business overall plan in order to manage their human
capital to align it with the activities possessed by the organisation. It helps in order to develop the
long-term plans so that the company can attend their targets within The Human Capital
Management and development. Npower Limited, used to focus on HR strategies so that they can
attend to long-term sustainability by achieving their targets in order to manage their talents
within the organisation.
Talent and Talent management is the most important aspect by which the organisations
used to manage their resources and business practices which helps them indulge in skills and
experience of their workforce. This is used in order to get profitability from the competitive
market. With respect to, Npower, the organisation plays an important role while recruiting and

retaining their talented workforce within the organisation which resulted in the effectively and
efficiently done of their task.
Workforce planning: it is the process of analysing done by the company in order to
determine the present and future requirements related to the labour. With respect to the chosen
organisation, the managers of Npower used to ensure that the recruitment of the candidates
should be always based on the skills which can be used by the organisation in order to satisfy the
vacant jobs. In this, the recruiters of the organisation used to determine the market of labour
where they used to demand and determine the trends so that their operations have been done
effectively, choosing the right candidate to satisfy the vacant position (Allen, Williams and
Allen, 2018). This also helps in enhancing the customers trust with respect to the organisation.
As there are several companies which used to organise different programs in order to protect the
demands of the domestic gas Engineering Services which helps them to develop and effectively
plan with respect to their employees.
As a result, the organisation is to focus on the examination of workforce requirements
with the help of two factors that is contract customers who have agreement related to service
with the organisation and another is customers who have specific issues and used to complain in
the organisation in order to take assistance from them (Deters, 2017). Due to these two factors
the organisation used to recruit more workforce which helps them to build a positive brand
image in the competitive market place. The organisation workforce used to play an important
role in order to encourage and motivate the staff to work in an effective manner so that the
organisation can attain higher profits.
Current trends in the labour market which influence the talent management
There are several trends which are present in the competitive market and influence the
talent management are discussed below:
 Globalisation: this factor has both positive and negative impact on the talented
management. The positive impact is on the companies specially the Npower Limited
organisation who used to bring the talented candidates from the global level and build the
most effective and efficient workforce within the organisation. On the other hand the
negative impact is resulting in the higher cost of recruitment and selection process and
also the local talented candidates are ignored as well as it has an impact on the economy

of the domestic workforce. This resulted in demotivation due to the lack of recognition
and acknowledgement of the local candidates.
 Population Age: in the present scenario the population of the United Kingdom is
unevenly divided and many people are growing old (Johnson and Diman, 2017). This
resulted in lakh of young talented candidates at the local level which has become a
problem for the organisation to hire the young talented candidates. This is very hard for
the Npower organisation to find out the appropriate candidates with required skills and
knowledge. Hence it becomes the end key trend which is highly affecting the growth and
talented management in all the companies with respect to both skills and unskilled class
of labour.
 Opportunities are more but skills are less: it is a problem which is faced by the
organisation as their lack of skillful candidates because there is a flooding of
opportunities which can be explored by them in the competitive market. This is because
of the uneven distribution of population and ageing factor and resulted in retirement and
less for the organisation to recruit the skills full candidate.
 Changing Economy: as the economic conditions of the United Kingdom is affecting day
by day and getting stronger which is the most supportive for all the business
organisations as this helps them in enhancing their business (Bouaziz and Hachicha,
2018). It is treated as a positive trend as it is favorable with respect to the industry in
order to promote their innovative products in the competitive market.
 Changing demographic labour market: it is linked with the population of the nation. It
means that the population with higher opportunities will attract more talented candidates
towards the organization (Pant and Venkateswaran, 2019). With respect to the present
conditions in the United Kingdom the majority of the population is aged and this is the
major issue faced by the Npower organisation in order to hire the talented candidates.
Determine the different types of legal recruitments which can be adopted by the companies
when they plan to hire their workforce.
It is important for every company to implement the workforce related activities in an
appropriate manner as There are several rules and regulations which are imposed by the
government and they must be followed otherwise these authorities used to penalize the
organisations. The Npower organisation, the managers used to determine the rules and

regulations in order to reduce the complexities which might be a good due to the not adopting
such rules in an appropriate manner (Cao and et. al., 2020). There are several laws which are
adopted by the chosen organisation or discussed below:
Employees Right Act: It is the act which was passed in the year of 1996 in order to
protect the employee’s rights in the organisation. The managers of Npower Company use to
focus on the provisions which are given in this act and try to offer the paid leaves, compensatory
leaves and many others. As this helps in developing the ethical environment at the working place
which helps the workforce to get satisfied and motivated from the working culture in the
organisation.
Equality Act: This is the act which was passed in the year of 2010 where the government
used to provide equality to the working employees in any of the organisations. Law says that
every employee must get an equal pay with respect to their capabilities and working criteria. The
managers of Npower firms used to follow this law and provided equal wages with respect to the
capabilities of the employees (Barrena-Martinez, López-Fernández and Romero-Fernández,
2019). This helps in developing a positive working environment and retaining the talented
employee in the organisation for a longer period of time.
Health and Safety at Work Act: This act was propounded in the year of 1974 where the
provisions of this act talks about the health and safety of the working employees in an
organisation. The managers of the Npower organisation, used to focus on the safety of their
employees while offering their proper ventilation, insurance policies and many other things
which helps the workers to work in a satisfactory manner. This also helps the organisation to
enjoy a positive brand image in the competitive market and leads to the higher profit. It also
helps in globalisation of business proficiently due to which the company can gain more
advantage from the market.
The above discussion helps in analysing the planning for workforce in an organisation in
order to create and maintain the labour pool that shows that the company cannot achieve the
common goal of the organisation in an effective manner. The managers and the higher authority
plays a significant role in determining the demands of their workforce and are supposed to take
all the initiatives in order to fully fill the vacant positions in the organisation.

Task 2
Which respect to the current labour market Trends and legal requirements determine the
current and anticipated skills which are required in the candidates
Job Analysis is the press and the structured approach in order to collect the information
about the nature, qualities and qualification with respect to the particular job role (Porter and
Watts, 2017). There are several things which job design helps in determining the duties and
responsibilities which must be attached by the job.
Methods of Job Analysis
Job Description: it is the written narrative document which talks about the general duties,
responsibilities and the tasks which the candidates are responsible in order to perform (Shimp,
2017).
Job Description
Job title: Executive Manager
Reported to: HR Department
Job summary: The candidate will be responsible to manage the work which is assigned by the
manager.
Responsibilities:
 Complete the task on the given time period.
Qualification:
 Graduate from any of the affiliated college.
 Multi tasking
 Post Graduation (if possible)
Job Specification: It is also called as employee’s specification where it helps in analysis
the candidate in a specific manner (Collings and Isichei, 2017). It includes educational
qualifications, specific qualities, level of experiences, physical, mental, communication and
technical skills which are required in order to perform the role on the vacant space.

JOB SPECIFICATION
Job Details
Post: Executive manager
Job purpose: The main aim of this position is to execute the task which is assigned by their
assigned managers in order to attain the common goals of the organisation.
Roles and responsibilities
 Develop the strategies which can be used in order to complete the assigned task.
 Maintain the positive environment in the organisation.
Person Specification: it is the written document which talks about the qualification, skills and
knowledge, experience and other things which a job applicant is possessed.
Particulars Essential criteria Desirable criteria
Personal characteristics Multi tasking
Qualification Graduation Post Graduation
Experience 0 to 5 years of experience. 7 years of experience
Skills Communication skills, team
work skills
Technological skills
IMPORTANCE OF JOB ANALYSIS:
Preparation of job description and job specification: the most important procedure is
preparation of job specification and description. It helps the HR department while recruiting and
selecting the appropriate candidate in order to fulfill the vacant job position in the organization
(Sparrow, 2018).
Succession planning: it enables the Human Resource Department while conducting
succession planning and making the employees work in the most productive and efficient
manner as organisations use leadership roles in an appropriate manner.
Job design is its basic function of Human Resource Management that is related to the
method relationship of a job in order to fulfill the technological needs of an organisation.
Different Ways by which organisation can fulfill their future skills requirement

Succession planning: it is this strategy used in order to pass the leadership roles in the
working environment while determining the different employees and different team members.
This helps in developing a more responsible team while acquiring most skills in the candidates
(Tang and et. al., 2019). The process is also called as replacement planning which means
allowing the form to shuffle roles and responsibility and also diversify the set of skills which are
possessed by the individuals.
Talent management: it is the process which helps the organisation to attract and retain the
skillful employees who possess the highest quality of capabilities. They also felt self motivated
and had most skills themselves (Rybka-Iwańska and Lopez, 2019). The Npower organisation's
HR team use to focus and retain the most suitable employees in the organisation as they play a
major role in order to attain the common goal of the organisation.
Performance Management: it is the practice where the management of the company use
different strategies in order to keep their workforce motivated manner. The department also
focuses on productivity which is increased by the motivation.
Current Skills
 Communication skills:
 Decision making: Innovative:
Anticipated Skills
 Change management:
 Innovative skills:
Explain an appropriate example of job description and person specification documents for
effective recruitment and selection
JOB DESCRIPTION OF Marketing Manager
Division: marketing Team
Designation: Marketing manager
Job summary
A Candidate must possess the capability in order to tackle the team of marketing and also
develop such strategies which can be adopted by the firm in order to promote their innovative
products and services in the competitive market.

Roles
 Solve the issues faced in the team.
 Train the subordinate
 Teach different techniques
The candidates which are interested at this profile can apply from the website or can send their
[e-mail]
Thanks
Human Resource Department
Npower

JOB SPECIFICATION OF MARKETING MANAGER
Person Specification
Post: Marketing Manager
Department: Marketing department
Attributes Essential Desirable
Experience and
Qualification
The candidate must have an
experience of 2 year in the
marketing sector.
5 Years or more years of
experience.
Skills or knowledge Communication skills,
technology skills.
Technology skills,
leadership skills.
From the above example of job description, it all talks about the requirements with
context to the job role of marketing manager. On the other hand the personal specification talks
about the eligibility criteria which are made by the Npower organization.
Apply different recruitment and selection methods for effective talent resourcing and
planning.
Npower organisation used to focus while recruiting the white range of candidates
organisation. With respect to their specific job rule that is marketing manager. The HR managers
use internal and external recruitment processes in order to select the appropriate candidate
(Turner, 2018). There are several methods by which the organisation can recruit the candidate.
Some of them are discussed below:
Methods of Recruitment
Internal process means when the candidate is already working within the organisation and
is sufficient to fill the vacant position. It includes:
 Transfer: it is the process when the company used to transfer their employees from one
branch to another or from one department to another in order to enhance the activities of
the organization (Cui, Khan and Tarba, 2018). Npower Limited is also adopting the
geographical transfer method in order to fill the vacant positions within the specified
area..

 Promotion: it is another method which helps the choose organisation to place their
talented employees at the higher position so that the organisation can attain profitability
in their long-term sustainability. Npower is also using the several promotional techniques
which helps in attracting the candidates to avail the job opportunity.
External process: it is another method of talented candidates in order to fulfill their position
(Fahmi and Mohamed, 2020). This method helps the company to apply from the pool of
candidates. There are several aspects from which the candidates have knowledge about the
vacant position. Such as:
 Advertisement: with respect to the chosen organisation, the manager recruits their
marketing manager with the help of print media as well as social media platforms. This
helps them to reach their skillful and knowledgeable candidates in an effective manner.
The company is using their own websites in order to advertise about the vacant positions.
For recruiting the marketing manager Npower Limited company adopted the use of an
external recruitment process as it is beneficial for the organisation to get fresh talented
candidates who cause new and innovative ideas in order to attain the common goal of the
organization (Yabanci, 2019). It helps in increasing the profitability and also sustains a long term
goal in the competitive market.
For selecting, it is important for the candidate to satisfy a particular job role which adopts
several processes. With respect to the choose an organisation, managers use to focus on hiring
the marketing manager with the help of different methods of selection, some of them are
discussed below:
 Interview: it is a kind of a face to face round where the interview are used to ask different
questions with respect to the specified job from the candidates. Npower Limited
company, human resource manager used to organise and interview so that they can hire a
marketing manager in the best manner which helps the organisation in order to generate
profitability.
With context to, Npower Limited organisation, the managers used to focus on recruiting the
marketing manager for this they have prepared the interview question and reflect the offer letter
for the selected candidate. This is discussed below:
Interview questions for marketing manager job role
1. Tell me about yourself?
2. What type of marketing experience you have in your past?