DHRM 5RST: Analysis of Resourcing and Talent Management

This report provides a comprehensive analysis of resourcing and talent management, covering key aspects such as contemporary labor market trends in the UK, workforce planning significance, and strategic positioning in a competitive labor market. It delves into talent planning and recruitment activities, including philosophies of worker scheduling, succession and career development plans, and job description development. The report also explores strategies for maximizing employee retention and managing dismissals, redundancies, and retirements legally and efficiently. It discusses the roles of government, employers, and trade unions in meeting future skills needs, and the importance of both constricted and loose work market circumstances. Overall, the report offers insights into various approaches to staffing, selection, and retention of talent, providing a detailed understanding of the subject matter.

Management
Resourcing and talent planning
Student’s name
9/12/2019

Resourcing and talent management 1
Contents
Introduction......................................................................................................................................2
1. Key understanding about contemporary labor market trends......................................................2
1.1 Significance of labor force planning......................................................................................3
1.2 Assessing the major contemporary labor market trends in different countries.....................3
1.3 How organization position themselves strategically in competitive labor market................4
1.4 Importance of constricted and lose work market circumstance.............................................5
1.5 Describe the role of government, employers and trade unions in ensuring future skills
needs are met...............................................................................................................................5
2. Talent planning and recruitment activities..................................................................................6
2.1 Philosophies of actual workers scheduling and tools used in procedure...............................6
2.2 Develop succession and career development plans...............................................................7
2.3 Contribute to plan for downsizing an organization...............................................................8
2.4 Contribute to development of job description, person specification and competency
frameworks..................................................................................................................................9
2.5 Key lawful necessities in relation to staffing and selecting employees...............................10
2.6 Strength and faults of diverse approaches of staffing and collection..................................11
3. How to maximize employees’ retention....................................................................................12
3.1 Explain why persons select to leave or continue working by organisations and the prices
related with dysfunctional worker turnover...............................................................................12
3.2 Evaluate the powers and flaws of dissimilar methods to the retaining of ability................12
4. Know how to accomplish discharge, redundancy and withdrawal efficiently and legally........13
4.1 Advise organisations on good practice in the management of dismissals, retirements and
redundancies that complies with current legislation..................................................................13
References......................................................................................................................................14

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Introduction
Resourcing and talent planning involves synchronization from staffing group and commercial in
various aspects , in which for casting of obligatory skills, interacting and assortment if proper
employing channels are taken into consideration. As the main function of the organization to
recognize and entice the key ability from the marketplace with capabilities to achieve the best
and long term goals (Taylor, 2018)
Further this, assignment carries an information about the current labor market of UK,
significance of workforce planning, tightening and losing of market, role of employee, employer
are considered. Other than this, this report also highlights about the talent planning and
recruitment activities, along with this, maximizing the employees’ retention are also considered.
Lastly, managing dismissal, redundancy and retirement effectively and lawfully are taken into
consideration.
1. Key understanding about contemporary labor market trends
If we talk about the after war age, UK labor market has experienced many essential changes
Likewise, a major decline in the full time manual labor manufacturing jobs and along with this
growth and flexibility, aspect is also badly hit by such aspect. Moreover, the performance of the
labor market always depends on the balance in between the supply and demand. Other than this,
other factors such as deterioration in industrialized jobs, rise in part-time and temporary jobs,
decline in trade unions, increment in self- employment, shifting of ageing population and lastly,
growth of the female participation is taken into considerations.
Recently, UK economic data has highlighted about the increase in the comparative prominence
of the service sector, therefore this has affected the increase in part-time and flexible working
hours and along with this, it also has increase the proportion of women in labor force. Self-
employment aspect has also increased due to the low wage growth, which helps in inspiring
persons to try their own commercial. Other than this, major change in technology aspect such as
use of internet generates more chances to effort as self- employ. Other than this, it is also seen

Resourcing and talent management 3
that there is an increase in the labor market flexibility, which mainly includes limited contracts
and short-term contracts. Hence, all this elasticity is due to globalization and the augmented
modest forces, which mainly causes the downward pressure on wages. Secondly, it is seen that
there are limited or very low regulations and protection to the workers are given. Thirdly,
altering knowledge has also increased the variety of the economy nationally as well as
internationally of a labor market. Example, it is seen that regulation making it solider for the
trade mergers to function and to exceptions for the EU work marketplace rules.
1.1 Significance of labor force planning
Workforce planning refers to the procedure, which is implemented by the organization in order
to define, align and optimize the workforce capabilities in order to execute the organizational
strategies for today and for future. As such, aspect helps in supporting the budgeting process of
the organization, leads to faster procurement of labor than normal in which it helps in knowing
the problems within the organization. Other than this, the importance of workforce planning also
helps in retaining the employees as employee retention is one of the significant challenges faced
by the employer as well as affects the company at large. This aspect also serves as the
mechanism for identification of the critical talent, in which proper integration, promotion of
communication between the business units and human resources and increases an ability to
determine and retain the most capable talent. Lastly, such aspects help in identifying the right
skills and fill the gap, which further helps in increasing the productivity as well as success in
long run (Cahill, & Sedrak, 2012)
1.2 Assessing the major contemporary labor market trends in different
countries
When we sees the performance of United Kingdom, it has increased from the decreased position
of the labor market. Many up and down were diagnosed in the labor aspect of United Kingdom.
Recently it is observed that, labor market of UK is more flexible in comparative to other
countries such as European countries and the rest of the world. In term of Europe labor market, it
is quite rigid. In term of workforce availability, UK score higher. Language skills, opportunities
for education advancement, migration policies and talent availability are majorly impacted.

Resourcing and talent management 4
In terms of cost effectiveness, UK lies at 45th position, whereas, Thailand, morocco, the
Philippines, Chile and Vietnam lies at best. Other than this, when we talk about the countries
growth aspect, UK has shown its real growth level in terms of GDP. Moreover, in terms of
economic structure, United Kingdom leads to the rapid increment. As regulatory framework
majorly influence the cost, skill availability and productivity of the country As in this, concern it
is seen that UK lies on the seventh position to the total workforce regulation of the various
countries. Moreover, Australia, Denmark and Singapore come under the top 10 markets for
productivity (McCarthy, Almeida, & Ahrens, 2011)
1.3 How organization position themselves strategically in competitive labor
market
In term of performance, organization majorly locate themselves purposefully in modest labor
marketplace by requiring elastic highly skilled workforce, and will adapts various changes and
will be able to compete in the global market. In this, organization need to make themselves more
attractive than before so that they can attract as possible as potential and existing employees at
large.
Other than this, organization needs to strengthen its recruitment channels, in which technology
helps organization to prepare business websites, professional network sites and marketable jobs
panels. Other than this, growing trends of in-house and outsourcing activities are mainly to
attract senior and middle managers to organization (Figurska, & Matuska, 2013)
Moreover, to this, employers can also position themselves strategically by creating a positive
applicant practice by taking feedback and ensuring that engaging, thorough and fit for the
purpose. Other than this, focusing on career growth chances for cross- functioning, operating on
superior plans and over the internal mentoring schemes, which will helps in career growth, and
growth opportunities at large. Organization should also review the recruitment and retention
practices; this can be done by following the sales charges of new employs, seeking responses
from the applicants on their knowledge and lastly observing the presentation of the new workers.
Such aspect helps in giving vision to entice and recollect well and reinforce manager of the
choice (Williams, & Beck, 2015)

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1.4 Importance of constricted and lose work market circumstance
As tight labor, marketplace highlights about the shortage of knowledge and skills of the labor
market. Whereas, lose labor market highlights about the surplus of information and abilities
which are very valuable for undertaking diverse available characters. It is seen that the role of the
tight as well as lose has a solid influence over the conditions of the marketplace labor. As when
the market is lose, organization requires and effective procedure of staffing, retaining of staffs
within modest segment of the marketplace. In addition, when the market is tight, fierce rivalry
for the capable and artistic within the bazaar is highlighted. Lose market designates that the
possible workforces that have plenty of provisions within modest sector of the marketplace
(Naim, & Lenka, 2018)
It is very normal that, the loosing and tightening condition of the labor market is recurring in
environment. Hence, to compete with tighter labor market, organization needs to reduce people
with the required capabilities, as in this aspect, staffs do not have many chances for demanding
for good working condition, elasticity, growth chances within the modest segment of the
marketplace. Hence, it is very much essential for preserving the level of engagement and labor
market within the competitive market (Tiwari, & Shrivastava, 2013)
1.5 Describe the role of government, employers and trade unions in ensuring
future skills needs are met
In recent time, the effect of globalization, liberalization and privatization changed the scenario
within various competitive sectors of market. This aspect highlights that level of rivalry has
enlarged owed to the altered situation of the marketplace. In this, manager majorly needs to
focus over the process of demand as well as the employees within the company (Mason, 2013)
In terms of government, they need to alter their procedures and policies so that it becomes easy
for the organization to come across the upcoming tendencies of the marketplace. Adoption of
flexible labour market mainly highlights that there is very low interferences of government and
organization and adopts does what it wants to do in the competitive market. Moreover, in this,
employees as well as employer both are benefited as employer can make employee retail as well
as fire him with the adoption of very easy steps. Along with this, with such aspect, organization
becomes very competitive and efficient. Such environment is mostly suitable to those employees

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who are free in taking their lifestyle and working conditions within the organization (Govaerts, et
al, 2011)
In addition, when we talk about the trade union concern, they play very important role in order to
reshape the employed aspects of the staffs all within the organization. Moreover, trade unions
also provide satisfactory achievement towards the workers with the changing nature of the
employment relation. Other than this, foreign direct investment, possessions attracts employer
and staffs within the modest sector of the marketplace.
2. Talent planning and recruitment activities
This particular aspect is one of the serious purposes, which include synchronization from staffing
team, and commercial in various features such as it is used in networking and selecting proper
hiring channels, maintaining the talent pool for the future recruitment. Thus, this aspect ensures
that organization will be able to identify and attract the best talent from the market and further
will generate the competitive advantage along with the achievement of short as well as long
term goals.
Recruiting activity mainly includes, progression development, which upsurges the obtainability
of knowledgeable and capable workers. Other than this, succession planning also helps in
recruiting greater workers, develop their acquaintance, talents and aptitudes and along with this,
also preparing them for the advancement or promotion for the challenging roles. Other than this,
prescreening of the candidates are done, their background check and verification and references
are also checked at the time of hiring (Hovmand, et al, 2012)
2.1 Philosophies of actual workers scheduling and tools used in procedure
For an actual workplace planning, association always makes sure that there should be reduced
labor cost and along with this, cost should always in the favor of workforce deployment and
flexibility. Other than this, workforce should identify and should respond to changing customers’
needs. As customers are the most important should for every employee and organization.
Moreover, their work is also to identify revenant strategies for the focused people development.
Lastly, in terms of principle concern, it also helps in improving employees retention along with

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the improved productivity and quality inputs for betterment of organization at large (Das, &
Baruah, 2013)
If we talk about the workforce planning it safeguards that the right persons with the right set of
services are placed at the right time. As such, aspects help in saving time, productivity and
money. Moreover, in terms of process it goes like this, Firstly, organization understands the
current as well as future business goals, then, they identify the capacity and capabilities of the
current workforce to meet the set goals, Thirdly, organization forecast the capability and capacity
of the workforce. Fourthly, organization tends to identify the gaps and use the information guide
to develop the workforce strategy than lastly, company tends to review and evaluate the strategy
for better performance generation.
Tools which are applied for understanding the effective workforce planning aspect highlights
that organization should scan the micro as well as macro environment in which the review of
demographics, economic, political and technological trends are taken into considerations and
helps in giving direction to employ the workforce effectively. More strategically, the techniques
will be performed so that it benefits both the employees as workforce and to organization at
large.
Second best strategy highlights about the development of a policy for gap closing, in which gap
analysis, classifies the excessive and shortfall in between the labor force demand and supply.
This particular strategy helps in determining the way to meet the surplus by overcoming
deficiencies. This might need recruitment of employees with certain set of skills, creation of
plans for employee development, reduced over staff, build the skills of employees and also
retaining the best knowledge are also other effective strategies which can be applied by
organization and can generate success at large (Pruis, 2011)
2.2 Develop succession and career development plans
Progression scheduling mainly talks about the procedure, which helps in categorizing and
emerging the new influential who can exchange the elder influential who leave, retire. As
advantage behind this succession planning mainly helps in providing better understanding of
talent and will further highlights about the areas of development, prepare employees for
managerial positions by giving them training and leadership opportunities (Delahanty, 2010)

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Succession planning process firstly highlights about the evaluation of the employee skills, as
such aspect will be helpful in finding the more personalized role of the company. Accordingly,
assigning the specific responsibilities along with establishing and evaluating the efforts made by
employees
Secondly, providing employees training and expansion, this is unswervingly related to the career
path of the each employee. Gathering feedback and applying motivational tools for betterment.
Further determining specific knowledge and training need in order to help them in achieving the
personal aspirations along with the organizational goals (Williams, & Beck, 2015)
Further proving recognition and advancement opportunities; it comes in many forms such as
promotion, pay raise, or other benefits such as bonus, perks and benefits. This generates long
term benefits for both employees as well as organization in terms of performance and results. As
also allowing top performers to offer mentoring and training which helps in developing
leadership skills and refining the existing once.
Other than this, organization needs to be proactive with the succession planning everytime.
Moreover, they should also hire executives and upper management should be involved for the
future promotions, which helps the company to maintaining success at large. Lastly, company
should keep revisiting and revising the succession planning so that further it should benefits
organization to target the better of all.
2.3 Contribute to plan for downsizing an organization
Downsizing concept highlights about the reduction of the organizational size and operation cost
which management implements in order to improve the organizational productivity and also
competitiveness of the organization. Planning for downsizing aspect highlights about-
 Developing a cautious and methodical conversion plan, this comprises objectives and
aims, drivers, and facilities, which are further, implemented and communicated within
the organization.
 Ensuring that top management understand the visionary role they must play, in which
they should help, provide support to middle level managers for implementing plan.
 Involving personnel or human resource department as they use strategic resources for
moving forward with the set plan

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 Then, the organization will thinks of communication strategy, in this organization needs
to keep a touch, create a climate of trust and squelch the plans for future.
 In an organization, downsizing fundamentally one can change rules, assumptions and
organizational realities. Team building and change management programs are taken into
considerations and extra effort is made to forge common work values and organizational
goals in newer environment (Bangdiwala, et al, 2010)
2.4 Contribute to development of job description, person specification and
competency frameworks
In terms of development of job description, it mainly helps in identifying the essentials of their
role, the main purpose, the major duties, terms and conditions.
Job description-
Leading curriculum development and leading teaching innovation in line. Manage the course of
development and review process. Other than this, monitor and evaluate the quality of employee
experience and taking actions to ensure retention and progression of the employees. Moreover,
also focusing on developing the further national as well as international profiles of the
employees. Lastly, maintaining the knowledge of the educational development which are
relevant to work (Rothwell, 2010)
Personal specification-
This aspect mainly comprises of first class degree in appropriate discipline, detailed knowledge
of quality assurance procedures in workplace and capacity to maintain and develop procedure of
development in organization. Along with this, also maintaining knowledge and development of
employees in an organization, Other than this, it also helps in knowing the capacity to set and
operate the budget and monitor the achievement of the budgetary targets. Lastly, employee
should be ambitious, demanding of high standards and should be objective oriented. Moreover, it
should also include information on qualifications, skills and knowledge that they possess, earlier
experience, which they had, their personal qualities, which benefit firm and lastly, priority
aspect, should be considered (Harcourt, Lam, & Croucher, 2015)
Competency framework-

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This aspect highlights about the understanding, abilities and characteristic, which is needed for
persons inside the business. Every distinct person possesses a set of capabilities to achieve job
proficiently. Hence, framework of the same highlights that before analyzing the job, first
company should figure out the purpose and then they need to create a competency framework
team with the aim of representing diversity of organization.
Secondly, the organization will collect information through a process in which firstly they will
observe people, interview them, group or individual, create questionnaire and consider the issue
of reality and validity. After that, analyzing the work through seeing job description,
organizational principles, customers and suppliers requirements and business plan, strategies and
objectives.
Thirdly, according to information building the framework in which declaration of group
statements, creation of subgroups, refining the subgroups and identification of competencies are
taken into consideration. In this, leading and supervising teams by communicating, motivating,
and developing succession plan and lastly monitor performance of staff. Other than this,
recruitment and staffing, providing training and development and lastly, managing projects and
programs (Vance, & Paik, 2015)
Lastly, implementing the above- mentioned plan by linking the employees’ objectives with the
organization or the business objectives. Moreover, rewarding the competencies, providing an
effective coaching and training to the employees so that they can perform at their best, lastly, by
keeping all-simple and also communicating to that it can leads to better results and achievement
of the objectives at large.
2.5 Key lawful necessities in relation to staffing and selecting employees
In this, Equivalence act 2010, which highlights about the unlawful to discriminate in
employment, is taken into consideration in terms of recruitment and selection, In this, Age,
infirmity, gender relocation, marriage and civil corporation are taken into consideration. Along
with this, it also highlights about the race, religion, sex, pregnancy and maternity and lastly
sexual orientation as legal requirement are taken into consideration in terms of recruitment and
selection.

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Other than this, policy act, 1997 to carry out the criminal record bureau check over the
employees who are working with children and adults. This all is done prior to the confirmation
of the candidates’ position. Lastly, data protection act 2003 is followed in which the data or
information is meant to be private and can only be applied for the valuation and assortment
(Borras et al, 2011)
2.6 Strength and faults of diverse approaches of staffing and collection
In terms of selection process it mainly highlights about the selecting the best candidate out of
numerous candidates who can in interview. Selection is done through testing, online, face to
face. Strength- As pre testing helps the HR manager to access candidate’s skills and
competencies. Interviewing and selection method are most objective and reliable. As such,
aspect helps in avoiding biasness. Weakness states that candidates at much are not honest; some
test tends to be ambiguous which mainly affects the results.
Recruitment is done in two ways, internal as well as external, in which internal can be done
through promotion and transfers, as this method is cost effective and helps in boosting the
employees’ morale. Moreover, it also helps in retaining the top talent and reduces the employee
turnover. Weakness for the same highlights that organization limits the number of potential
candidates, and by this company miss out the fresh talent and ideas which outsiders can bring in
(Sharma, 2017)
External recruitment includes resume based selection, friend and relatives advices, online, or
through newspaper, the recruitment is done. As, in this, automated recruitment uses artificial
intelligence software to identify candidates as it helps in saving time and money more than usual.
But weakness states that cannot rely more over technology due to this company can face a major
loss of fresh and potential talent if their strength didn’t match to machine (Carter,Murray, &
Gray, 2011)