Resource and Talent Planning: A Case Study of Rolls Royce

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RESOURCE AND TALENT PLANNING

Table of Contents
Introduction......................................................................................................................................3
Part 1................................................................................................................................................4
LO1 Labour Market trends and appropriate Legal requirements....................................................4
Current labour market trends [P1]...............................................................................................4
Different types of legal requirements for workforce planning [P2].............................................5
Proper workforce planning of an organisation [M1]...................................................................5
LO2 Current and anticipated skill requirement...............................................................................6
Determination of skills based on current labour markets and legal requirements [P3]...............6
Explanation of skills with examples from various organisations [M2].......................................7
Recommendations towards proper management of skills as per labour market trends [D1]......7
Part 2................................................................................................................................................8
LO3 Documentation process for recruitment and selection............................................................8
Appropriate examples of Job Description [P4]............................................................................8
Different recruitment and selection methods for effective talent resourcing [P5].......................9
Talent resourcing with various effective methods [M3]............................................................10
Recommendations of improvement of effective recruitment and selection methods [D2].......10
Part 3..............................................................................................................................................11
LO4 Management of HR Lifecycle with HR strategy context......................................................12
Evaluation of stages of HR Life Cycle [P6]..............................................................................12
Integration of HR Lifecycle stages with HR Strategy [P7].......................................................12
Importance of HR Lifecycle for Strategic Talent Management [M4].......................................13
Strategic Talent Management by implementation of HR Lifecycle Stages [D3]......................13
Conclusion.....................................................................................................................................14
References......................................................................................................................................15

Introduction
Talent planning in business organisations is important as it enables management of business
organisations to focus on areas of new development and increases performance and talent of
employees. In this study, example of Rolls Royce of Automobile Industry in UK has been taken
and the study produces proper information related to strategic talent management and HR
functions within the organisation. The study is separated into three parts. In part 1, recent trends
in Labour Markets and legal requirements in the industry along with skills that are required have
been mentioned in the study. In Part 2, the review has been done based on the recruitment and
selection process of the organisation and development of proper documents related to the study.
Management of HR strategies with help of HR Life Cycle has been used in the study and
explained with respect to Rolls Royce. The problem statement of the study is to identify
strategies related to Human Resource Management and its development for strategic talent
management.

Part 1
LO1 Labour Market trends and appropriate Legal requirements
Current labour market trends [P1]
In UK, skills and talents of labours have been increasing with development of economy and
literacy rates. Labours of the country nowadays try to achieve more financial stability by doing
less amount of physical labour. As a result, it is seen demands and expectations of labours have
increased invariably within the country. As per the ideas of Morris et al. (2016), Labours within
UK Automobile Industry have increased their demands more after Industrial Revolution 4.0.
Increased demands of Job Security
Labours of the Automobile and other industries have increased their demands for job security
and permanency of Jobs. This is mainly because of the fact that these people are educated and
have certain skills that had been absent among the people earlier. Moreover, it is also seen that
the company has to spend less for training these labours as they are already educated and have
learned various types of skills and problem management techniques from private or government
training providing institutes. As a result, Wang et al. (2016) stated that, labours these days have a
tendency to ask for security of jobs that are available to them as they want to stay at a particular
organisation and develop their practical skills and knowledge remaining a part of that
organisation.
Increased demands of wages
Demands for salaries among labourers have also increased significantly mainly because of
increase in their capabilities and talents that have been increased among them because of
trainings received by them. Moreover, increase in literacy rates among the people have also
made them develop talents through personal learning increasing their skills. As a result, people
nowadays have increased demands for salaries mainly because they are more skilled than labours
of previous times. On the other hand, it is also seen that wages among the people designated to
higher posts have also increased significantly because of development in economy and
organisational revenues. As a result, people of labour classes also tend to ask for more money as
they are the people who work most for success of the organisations.
Inclusion of increased amount of Technology
Trends related to inclusion of technology within the organisation have also increased
significantly in the recent times. This is mainly because of development and progress of science
which has opened doors to several technologies and makes work styles easier for people. As per
the views of Fréry et al. (2015), labours of organisations like Rolls Royce demand for technology
inclusion in the manufacturing houses of the organisation in order to be able to work more within
the provided work time. Technology has made work life faster and increased amount of work can
be done in less time. As a result, the labour demand for inclusion of AI Technologies so that
machines are able to reduce their physical efforts and more profits can be earned by the
organisations in less time (Zhang et al. 2016). Increase in profits of the organisation also affects
the organizations in a positive way as amount of payment of the labours can also be increased
accordingly.
Development of Organisational Safety

Labours of the current market also ask for increased amount of safety devices within the
organisation mainly because of various types of skills and facilities that are provided to them by
the organisation. Increase in knowledge of safety devices also increases their demands as safety
comes before work. All workplaces are developed and maintained as per legal legislations and
acts of the country and labour safety is provided proper attentions by operation management
team of Rolls Royce at all times.
Different types of legal requirements for workforce planning [P2]
There are several legal legislations and acts that are maintained in the workplace environment of
Rolls Royce in order to provide all the workers of the organisations with a proper workplace
environment where they can work in a safe manner (rolls-roycemotorcars.com, 2019).
Legislations that are maintained in the workplace environment of Rolls Royce are:
Health and Safety at Work etc Act, 1974
In case of Rolls Royce it is seen that the management of operations include Health and Safety at
Work etc Act 1974 in their workplaces so that they are able to keep their employees safe at all
times. The employees also remain satisfied at all times as the management of the organisation
remain concerned about their health and safety while they are working and makes proper
arrangements so that people are not harmed while they are working (worksmart.org.uk, 2019). In
case of any emergency or accident, it is seen that the management of Rolls Royce takes the entire
responsibility of the person and bears the entire financial requirements of the injured person as
per the Act.
Employment Act, 2002
As per the Employment Act, 2002 all members of Rolls Royce are provided employment
completely based on their capability, merit and qualification. The recruitment committee
performs the task in an unbiased manner and proper facilities are provided to the ethnic
minorities based on the rules of the government (legislation.gov.uk, 2019). Further, it is also seen
that there is no discrimination done on employees done based on their gender, cast, creed, colour
or social background. Influence of external sources and recommendations are also not preferred
much by the management in case of employment services provided to the employees.
Labour Law, 2019
As per the Labour Law, 2019 of UK, regulations related to various acts related to management
of labours have been focused on. The wages of labours above the age of 25 have been taken into
concern and changed as per requirements (cipd.co.uk, 2019). On the other hand, it is seen that
the act has also taken into concern the requirements of the labours while working in order to
develop their performance and efficiency in the organisation.
National Minimum Wages Act, 1998
The wages that have to be paid to the employees are decided by the UK government and
provided in the regulations of National Minimum Wages Act, 1998. As per the act, labours of
the country need to be provided with similar amount of payments as per the regulations by the
organisations (legislation.gov.uk, 2019). Moreover, the working hours for every employee need
to be limited per day so that they are able to spend proper times with their families. The wages
are set as per the economy of the country.

Proper workforce planning of an organisation [M1]
As per ideas of Chen (2016), proper management of labours and their skills can develop proper
planning for the workforces in the business organisations. The operational departments of
organisations that manufacture products need to focus on ethical legislations of workplace
management in order to satisfy customers in UK. Influences of current labour trends are seen to
be high on management of workforces in these business organisations. In case of Rolls Royce, it
is seen that all the labours are provided with advanced facilities and their performances and
efficiency is affected in a positive manner. On the other hand, Wang (2017) commented that,
workforce planning is also done in UK business sector keeping in mind the legal and legislative
laws that have been developed by the government in order to remain unbiased and focused on
employee satisfaction.
LO2 Current and anticipated skill requirement
Determination of skills based on current labour markets and legal requirements [P3]
Determination of skills of employees is done by the management of automobile industries based
on the types of work that are done at the organisations. These organisations try to develop
performances of employees properly and develop their skills so that performance of the
organisation can be developed. List of skills that requires to be present among the labours are
described below:
Management skills
Management skills among the employees is of utmost importance as it enables them to develop
proper ideas related to the ways in which all the workplace ethics can be maintained and all the
aims of the organisation can be fulfilled. It is very important for the employees to develop
management skills so that they are able to provide instant solutions that are faced within the
organisations or a particular product. On the other hand, Anbumathi and Sivasubramanian (2016)
commented that, the employees also need to be capable enough to develop their performance in
such a way so that they are able to develop organisational processes and avoid conflicts within
the organisation. At Rolls Royce, responsibilities of management of labour groups are taken up
by the senior most member of the group in order to ensure that experience of the person is able to
affect all members of the group in a positive manner.
Designing skills
Employees of Rolls Royce need to develop their skills related to designing of the new products
as it can add up to the new product range of the organisation. The employees have the best ideas
related to the facilities that need to be available in the cars so that customers are satisfied. The
labour force of the organisations have skilled engineers, technicians and designers who provide
proper information to the management about designs that can be used to ensure proper sales of
the products and increase its popularity in the market.
Numerical skills
In case of labourers of Automobile manufacturing industries, capabilities of calculation and
scientific development needs to be more as the entire process of automobile manufacturing ae
dependant of science. According to Zhu (2015), with proper knowledge of science and
mathematics, the employees are easily able to develop their performance as manufacturing the
products become easier for them. Moreover, it is seen that the employees are also able to design

new cars for the company in order to get promotion and develop new product ranges for Rolls
Royce.
Communication skills
Communication skills need to be present among the employees of the organisation so that they
are able to communicate properly with other employees and develop the all over performance of
the workplace. As per the ideas of Toma and Naruo (2017), communication skill ensure that
these labourers are able to share the information properly amongst themselves and thus
development of the products take place in a much easier manner. Talents are also increased
among the employees as senior employees share their knowledge with newly recruited and junior
employees thus developing their performance in the organisation.
Explanation of skills with examples from various organisations [M2]
In case of Rolls Royce, it is seen that skills that are available among the labour group are mainly
related to various technologies as per the recent scientific trends. Management of Rolls Royce
train their employees about implementation of recently improvised technologies so that they are
able to implement them within the business organisation. On the other hand, Yang et al. (2017)
mentioned that, it can be commented that all members of the business organisations remain
focused on various operations in the manufacturing houses in order to ensure quality of the
products being sold are proper. Altogether, examples from various organisations prove that skills
that are present among labours are increasing day by day thus leading to the increase in their
economic capabilities and learning rates.
Recommendations towards proper management of skills as per labour market trends [D1]
In order to ensure that members of the organisations are able to develop their financial conditions
and also remain satisfied with their work roles, the following recommendations need to be
followed by the business organisations.
● The employees need to be provided with proper designations and wages as per their skills so
that they are able to develop their performance and add up to organisational revenues.
● The employees also need to be encouraged towards self-learning in order to ensure that skills
that are developed by the members are able to add up to knowledge of the company and
encourage development of new products.
● Skills that is developed by an employee which turns out to be profitable for the organisation
needs to be taught and developed among other employees so that the skill is applied in
increased amount within the workplace and is able to develop organisational profits.

Part 2
LO3 Documentation process for recruitment and selection
Appropriate examples of Job Description [P4]
Recruitment and selection process Flowchart
Step Name of Step Description
Step 1 Providing
advertisement
Advertisement related to the job role needs to be
provided by the organisation with proper description of
the Job Roles and Job Description. These advertisements
can be produced on the social media websites and
websites of the company. The company also produces
advertisements on the regional newspapers and
recruitment journals and visits different colleges and
training institutes for campusing.
Step 2 1st Round Interview In the 1st round interview, verification of the educational
background of the employees and other criteria’s that
needs to be met for the job are checked properly by the
organisational managers. The HR Manager needs to
develop proper information related to the choice and
skills of the interviewees in this stage.
Step 3 2nd Round
Interview
In the 2nd Round Interview, proper arrangement for skill
testing of the candidates as provided by them is done by
the management of Rolls Royce. For example, there are
preparations of machines and other tools and the
candidates are asked about the operational styles and
practical errors that could arise while using those
machines and tools. On the other hand, it is also seen that
the management of Rolls Royce also check the conflict
management and communication skills of the employees
in this stage of the interview.
Step 4 Training After the candidates clear the second round interview
they are kept in the training period within the
organisation with probationary recruitment. Salaries are
provided to the employees as per their job roles and they
are provided with practical and theoretical training by the
trainers and senior employees so that they are able to
develop proper ideas related to their job roles.
Step 5 Evaluation After trainings are provided to the employees they are

evaluated by the managers of the organisation. This
evaluation is done based on the trainings that have been
provided to them in the training period by the trainers and
senior employees of Rolls Royce.
Step 6 Selection of the
Candidate
Once candidates are able to successfully pass the
evaluation tests they are selected by the company as full
time employees. This selection is done completely based
on the merit of the candidate and the selection committee
remains independent and reports to the leaders of the
organisation in order to ensure that the recruitment
process remains unbiased.
Table 1: Recruitment and Selection Process flowchart
(Source: created by Learner)
Two job roles that can be taken for example are technicians in the manufacturing houses and
designers in the manufacturing houses.
Technicians are given the job of taking care of all the technologies that have to be included for
manufacturing the products. Technicians make the other employees understand the ways in
which the technologies can be installed in the vehicles. They also explain the usage pattern to
marketing employees and to customers if necessary. Improvement of technologies and replacing
them with advanced technologies are also done by the technicians. The technicians also consult
with designers and invest various technologies for improving looks and performance of the
vehicles.
On the other hand, it is the job of the Designers to pay proper attention on the designing process
of the products of the organisation. As per the ideas given by, designers of the organisation
always try to develop old and new product ranges so that each product can be modernized and it
can attract customers. The models of the vehicles are developed at regular intervals so that they
are able to add up to the product lines. New products are also designed by the designers as per
demands of customers with latest invented and researched technologies to add up to
organisational performance and product performance.
Different recruitment and selection methods for effective talent resourcing [P5]
Technicians are provided with the job roles of developing the technological inclusions in the
vehicles so that they are able to develop effective talent resourcing within the organisation.
Further, it is also seen that technicians need to have proper knowledge of proper engineering and
technical skills so that they are able to develop the models as per requirements of customers. The
technologies that are included in the vehicles are developed by the technicians of the company
with proper permission of the government in order to gain competitive advantage.
Talent at the organisation is also restored with the help of designers of the organisations. These
designers are highly skilled with engineering and instrumentation skills and are able to develop
diagrams of vehicles (Pica, 2016). Designed that are developed by the designers are different as
per requirements of customers. They develop large vehicular designs for family rides where they
try to develop sleek modular cars with maximum space and positive aerodynamic design. On the
other hand, compact cars are developed with positive aerodynamic designs as per the
requirements of customers for less number of people.

Talent resourcing with various effective methods [M3]
Effective methods that can be taken into consideration to improve the talent resourcing have
been outlined below;
Use of online tests
Online tests would help in identifying the mathematical skills as well as their analytical skills.
Thus candidates that are able to apply logic can be selected.
Use of psychometric tests
Psychometric tests would help in assessing the candidates’ ability to handle themselves under
different situations. It would help in assessing the emotional stability of the prospective
employees (Cascio, 2015).
Situation based questions
In case of thisit has been seen that the candidates would be tested regarding their ability to solve
complex problems with the help of logic.
All these methods would help in improving the talent management and referencing process.
Recommendations of improvement of effective recruitment and selection methods [D2]
It can thus be recommended that from the above evaluation of documentation processes that it
would be better for the organisation to conduct recruitment and us education processes as per the
requirements of the job role (Nankervis et al. 2016). Moreover selection should also be done on
the basis of the skills required for nth specific job. On the other hand it would be better for the
organisation to conduct the documentation process on an online basis.

Part 3
Executive Summary
Strategic Talent Management requires inclusion of HR techniques for properly enhancing the
roles of the employees. In this part of the study, ideas related to each stage of HR Lifecycle has
been provided and proper information related to its use in Rolls Royce has been given.
Development of strategies with the help of HR Lifecycle Model has also been done in the study
and its importance has been discussed. Implementation of the model has been done in order to
develop strategic talent management.

LO4 Management of HR Lifecycle with HR strategy context
Evaluation of stages of HR Life Cycle [P6]
Five stages of HR life cycle that have been found to be relevant in case of the organisation Rolls
Royce have been discussed here as follows;
Recruitment stage
In the context of HR, it has been found out that recruitment stage plays a significant role. This is
due to that fact that it helps in attracting large number of prospective employees. This in turn
helps in selection process as employees with accurate skill set as required for a particular job are
selected (Brewster et al. 2016).
Training and development
The second stage of human resource life cycle has been seen to be training and development. In
this process or stage the employees that have been recruited are trained by the senior employees
or the field experts. It has been seen that the experts train the employees regarding the job that
they would be allocated and the required skills that would be needed to complete them
efficiently.
Performance assessment
Performance assessment is done with the help of various financial and nonfinancial parameters.
It has been seen that the company assesses its employee’s performance on a quarterly basis. As
per the opinion of Pica (2016), performance assessment helps in motivating the employees since
they are able to know about their performance level. In addition to this the feedback process also
helps in making them understand the need of improvement.
Evaluation of the performance
Evaluation of performance by the top management is done on a quarterly basis on the parameters
such as the ability to sale large number of cars and the reduction in repairs within a year.
Rewards and recognition
After proper evaluation on the respective parameters, the employees are motivated with the help
of rewards and recognition. It helps in motivating the employees since as per Maslow's’
hierarchy theory of needs their work is recognised and their limitations are outlined.
Integration of HR Lifecycle stages with HR Strategy [P7]
In case of integration within the processes of Rolls Royce, it has been seen that these stages of
HR life cycle has been effectively applied.
Recruitment stage
In case of Rolls Royce, it has been seen that recruitment is mainly done with the help of both
internal and external recruitments process. Employees that have been serving the company for
long and have a good performance record are seen to be promoted internally. On the other hand
employees for the lower positions are recruited and application for such recruitments is invited
from the newspapers, or online sources (rolls-roycemotorcars.com, 2019).
Training and development
In the context of Rolls Royce, it has been found out that the senior officials take active
participation in providing training to the newly recruited employees. On the other hand