Analysis of Resource and Talent Management for British Gas

This report provides a detailed analysis of resource and talent management, focusing on British Gas. It begins by examining current labour market trends, such as an aging population and globalization, and their influence on workforce planning. It also explores the legal requirements that organizations must consider. The report then delves into determining current and anticipated skills requirements for various organizational examples, followed by an analysis of effective recruitment and selection methods. The report evaluates the stages of the HR life cycle and their integration within organizational HR strategy. The analysis includes recommendations for effective responses to supply and demand forecasts, succession planning, and performance management, offering insights into optimizing talent resourcing and strategic talent management.

Resource and Talent
Management

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
P1 Analyse current labour market trends that influence talent management and workforce
planning.......................................................................................................................................4
P2 Explain the different types of legal requirements an organisation must take into account
when workforce planning............................................................................................................6
M1 Analyse the influences of labour market trends and legal requirements on the workforce
planning of a specific organisation.............................................................................................7
TASK 2............................................................................................................................................8
P3 Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples......................................8
M2 Analyse current and anticipated skills requirements in response to identified labour
market trends and legal requirements for a range of organisational examples.........................12
D1 Critically analyse the impact of labour market trends and skills requirements on workforce
planning and make appropriate recommendations for effective response to supply and demand
forecasts, succession planning and performance management.................................................12
TASK 3..........................................................................................................................................12
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection...........................................................................................12
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning.....................................................................................................................................15
M3 Evaluate how effective different processes and methods of recruitment and selection are
for talent resourcing..................................................................................................................16
D2 Make valid judgements and recommendations on how appropriate documents and
processes can be improved for effective recruitment and selection..........................................17
TASK 4..........................................................................................................................................17
P6 Evaluate the stages of the HR life-cycle applied to specific HR contexts...........................17
P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy.
...................................................................................................................................................19

M4 Evaluate the importance of the HR life-cycle in relation to strategic talent management. 20
D3 Critically evaluate how stages of the HR life-cycle can be applied separately and
integrated to support strategic talent management....................................................................20
CONCLUSION .............................................................................................................................20
REFERENCES..............................................................................................................................21

INTRODUCTION
Resourcing and talent planning define as an essential function within an organization
because it helps in building strong relationship between HR and other department of business so
that operations can be done properly (Abbasi and et. al., 2020). Human resource within an
organization involves recruitment, selection, motivation etc. to the talent workforce so that they
will retain for a longer period of time. This report is based on British Gas that is energy and
home service Provider Company within UK. This company comes into existence since 1997
along with 28000 employees in the organization. This report explains current market labour
trends that help in influencing workforce planning along with suitable example of job description
and specification with proper recruitment and selection process in an organization. At last it
inculcates HR life cycle stages that are integrated with HR strategies so that firm will attain
targets on time and in proficient manner.
TASK 1
P1 Analyse current labour market trends that influence talent management and workforce
planning.
HR Strategy is a process that is applied by an organization for developing long term plan
to achieve the targets within human capital management and development. It reflects an output
of strategic management in relation to human resource management. In case of British Gas, they
focus on HR strategies to attain targets for longer sustainability by managing talent within
company.
Talent and talent management is the main resource and business practice of an
enterprise that indulge employees skills and experience which are used to operate a business
proficiently and productively (Karam and et. al., 2017). In terms of British Gas, HR manager
play a significant role within this by recruiting and retaining talent workforce so that activities
within several departments are done effectively and efficiently.
Workforce planning- It refers to a process of analysing an organization present and
future needs related to labour. In terms of British Gas, manager ensures that the recruitment of
employees is done on the basis of skills that are useful for a particular position so that
requirements of business are fulfilled effectively. In this manager of company research market
labour demands and trends so that operations has been done effectively by placing right

candidate on right place. It also helps in building customers trust over brand (Workforce
planning at British gas, 2021). The respective companies organize a program to predict the
demand of domestic gas engineering services in future that helps in planning the workforce
effectively (Adamsen and Swailes, 2019).
Therefore company focuses on examine workforce requirement by using two factors i.e.
contract customers who have agreement related to service with the firm and another is customers
who have specific issues and call for one off assistance. Due to these two factors company
decide to recruit more staff so that market reputation is to be maintained. Within this human
resource play an essential role to encourages and motivates staff to work effectively for attaining
goal to get higher profits.
STRATEGIC APPROACHES OF HRM AND ITS AFFECT:
This involves various set of action, plan, policies that are useful to manage workforce of
company appropriately. In terms of British Gas there are several strategies that are adopted to
attract talent for resource planning. It includes appraisal, effective hiring procedure, creation of
job description etc. The main purpose of these strategies is to attract right talent for vacant job
position. Effective labour market associated with the face to face interaction of employer and
employee that helps in building strong relationship of company with workforce. It helps in
completing the targets for attaining competitive advantage within marketplace.
CURRENT LABOUR MARKET TRENDS INFLUENCING TALENT MANAGEMENT:
 Ageing population- Presently, in the United Kingdom the population is unevenly divided
and most of them all are growing old. Hence, the ageing population is becoming a
problem for companies as the employees are getting retired and they have to conduct
continuous recruitments and selections (Cascio and Aguinis, 2018). In such situation
finding appropriate talent is hard too as the talented and skilled population is reduced as
they are in their early age of working and entering the market and in practical world.
Thus, this is a key trend which is highly affecting the growth and talent management in
organisations in respect to both skills and unskilled labour forces.
 Globalisation- Then the next trend which is imposing positive and negative impacts is of
globalisation. At first, the positive aspects of it is the companies specifically like British
Gas has the opportunity to bring in talents form outside the country and build the most
effective and efficient workforce. But the negative aspect of the same is increased cost of

recruitment and selections as well as of managing talents as salaries of the talented staff
has to be higher. On the other hand, the local talents are ignored which is another
influence on talent management as well as on the economy as domestic employees gets
demotivated due to lack or recognition and acknowledgement (Aucoin, 2018).
 More opportunities but few skills- Another trend which is being flourishing in the
economy is the lack of skills and flooding opportunities for the people to explore. This is
because of uneven population and ageing factor. In the United Kingdom as discussed
population is ageing, this is resulting in retirement and less of resources to recruit by the
organisations as most them are in growing age and do not hold enough required skills to
explore the presented opportunities in the most effective manner possible.
 Changing economy- The economic condition of the UK is getting effective and stronger
day by day which is most supportive of its businesses of all sizes and with different
scopes. Thus, changing and growing economy is a favourable trends which goes on in the
industry which is also a positive trend for businesses to explore innovation and the
company like British gas will be most benefited of it (Mihalcea, 2017).
 Changing demography of labour market- It is linked with the population of country
within an area. It means more the population higher the opportunities to attract talent for
organization. But, in UK majority of population is aged that is consider the major issue
for British gas to select and recruit talent workforce. Moreover, as demographics are
changing the requirements of employees are rapidly evolving too and this is a concerning
aspect in regards to talent management and development.
P2 Explain the different types of legal requirements an organisation must take into account when
workforce planning.
For an organization, to implement workforce related activities in appropriate manner it is
significant to follow laws and regulations that are imposed by government. In terms of British
gas, manager follows laws and legislation to reduce the complexities that occurred due to not
adopting law properly. Several laws that are adopted by British Gas are presented below:
EMPLOYEES RIGHT ACT
This act is established on 1996 for protecting the employee’s rights (Yadollahi and et. al.,
2018). In this manager of British Gas should focus on this act by offering paid leaves, unfairENT
Vs. UNEMPLOYMENT RATES IN THE UK LABOUR MARKET IS MI dismissal etc. This

helps in developing ethical environment within working place so that targets are attained
effectively.
EQUALITY ACT, 2010
This act was propounded by government to provide equality to the working employees in
business enterprise. According to this law every employee get equal pay as per their capabilities
and working criteria (Greene, 2020). In terms of British Gas, manager adopts this law that helps
in developing positive working environment and retaining talent workforce for a longer period of
time.
HEALTH AND SAFETY AT WORK ACT
This act is developed in 1974 that states the health and safety of working employees. In
terms of British gas manager focus on employee safety by offering proper ventilation, insurance
policy so that workers are working satisfactorily. Due to this firm also enjoy good market
reputation that leads to higher profits. Within this increased competitive intensity, ethical
awareness, globalization is all associated with legal requirements that are followed by British gas
for organizing all their activities effectively and encouraging workforce to accept the changes for
generating profits. In this both employees and employers having knowledge related to ethical
rules and for these top authorities reflects guidelines to the working premise so that conflicts are
reduced and effective relationship are maintained. It helps in globalization of business
proficiently that helps in gaining competitive advantage within marketplace.
From above discussion it is to be analyses that planning for workforce includes creation
and maintenance of labour pool for attaining targets. In this higher authority play a major role to
examine demands of workers properly so that vacant position are fulfilled appropriately. In this
organization can implement laws and regulation properly so that productivity and proficiency is
to be maintained for running a company longer period of time.
M1 Analyse the influences of labour market trends and legal requirements on the workforce
planning of a specific organisation.
The chosen organisation for the analysis is British Gas and from the discussion in the
section above the major trend which is affecting the talent management is of ageing population,
globalisation, economic and demographic changes taking place these trends when engaged with
legal requirements the country is affecting the British gas severely as the organisation first have
to keep their labour pool ready for fulfilling the workforce requirements (Huff, 2018). On the

other hand, the cost of talent management and bring best talents is also increasing, as per laws no
discrimination is allowed the company have to maintain proper health and safety standards for all
domestic as well as international employees which is leading to engagement huge cost and time.
Hence, in overall aspects the company has to be very careful while managing and maintaining
talents according to the needs of the law and as per the flourishing trends.
TASK 2
P3 Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples.
Job Analysis is a systematic and structured approach of collecting information about the
nature, qualities and qualifications of a particular job role which is essential and required. Along
side in regards to the job the physical and mental capabilities are examined too which is
necessary for performing the job role. Moreover, another aspects in which job design helps is in
finding out about the duties and responsibilities attached to a job and the physical and mental
efforts the individual should hold for performing the job.
METHODS OF JOB ANALYSIS:
 Job Description- A Job Description which is also denoted as JD is a written narrative
document which elaborates the general duties, responsibilities and tasks for which the
candidate is responsible to perform once entered the organisation of the respective job
role (Jha and et. al., 2020). An example is as follows:
JOB DESCRIPTION
Job title: Marketing Manager
Reported to: Manager of Administration
Job summary: A marketing manager is the one holding responsible for the whole team with the
role to offer the best marketing plans and campaigns to organisation.
Responsibilities:
 Properly answer phone calls Handling customer queries
Qualifications:
 Effective interpersonal and managerial skills
 Multi Tasking

 Job Specification- A Job Specification which is also known as employee specification is
a written statement which helps in job analysis and specifies the educational
qualifications, specific qualities, level of experiences, physical, mental, communication
and technical skills which are essential for the job role to perform and recruited for the
respective vacant post (Kavanagh and Johnson, 2017). An example is
JOB SPECIFICATION
Job Details
Post: Marketing manager
Department: Marketing
Job purpose
The main purpose in order to fulfilling the sales target on daily basis as well as conducting
various promoting activity in order to enhancing profitability and productivity of company.
Roles and responsibilities
 It involves effectively formulating marketing strategies in order to gaining competitive
advantages.
 Maintain and managing customer as well as providing best services for customers.
 Person Specification- This is a descriptive document consisting of qualifications, skills,
experiences, knowledge and related attributes which a job applicant should and must
posses to be selected and perform the given role within their organisation. This document
is derived from the job description and works as a base for recruitment and selection
process of an organisation. An example is underneath:
PERSON SPECIFICATION
Particulars Essential criteria Desirable criteria
Personal characteristics Adapting challenges
Managing team
-
Qualification MBA in Marketing and HRM Qualification in Masters

business administration in
Marketing and HRM.
Experience 20 year of experience in
hospitality industry and work
under pressure.
-
Skills Management skill
Computer skill
IMPORTANCE OF JOB ANALYSIS:
 Preparation of Job Description and Job Specification- A key and major importance of
job analysis procedure is preparation of Job specification and job description which
enable a support for HR department of organisations like British Gas in recruitment and
selection.
 Succession Planning- Another important aspects of the same is it enable the HR
departments in conducting succession planning and making the workforce work in the
most productive and efficient manner with passing on leadership role appropriately.
Job design is a basic function of human resource management that is related to methods,
relationship of job to fulfil technological and organizational needs including persona
requirements of an individual person (Marchington and et. al., 2016).
WAYS BY WHCIH ORGANISATIONS CAN FULFIL THEIR FUTURE SKILL
REQUIREMENT:
 Succession Planning- This is a strategy used for passing on leadership roles within the
organisation to employees and different teams. This makes the team more responsible
and enable them the chance to acquire more skills. The process is also known as
replacement planning which allows the firm to shuffle roles and diversify the skill-sets of
individuals.
 Talent Management- It is a constant process that involves in attracting and retaining
skilled employees with high quality of capabilities and also who are self motivated to
develop morENT Vs. UNEMPLOYMENT RATES IN THE UK LABOUR MARKET IS

MIe and more skills themselves. This process can easily enable the British Gas HR team
to stay focused and retain the most suitable staff members in the workforce.
 Performance Management- This is a practice by which the management of the
company make use of different small practices to keep staff motivated and focused
towards increasing their productivity. For example, performance appraisal is a key
performance management effort which is commonly used by all HR teams and members.
CURRENT SKILLS
 Communication skill- It is a significant skill that is indulges within an individual person
to work in a business industry. It helps in maintaining relations with other and avoids
misunderstanding at working place (Oseghale, Mulyata and Debrah, 2018).
 Decision-making- This skill is also essential when working in a corporate world. Each
and every employee within an organization having a decision making skill that helps in
maintaining productivity and reducing complexities at peak time.
 Innovative- It is very essential skill within business industry as it helps in long term
sustainability with high production.
ANTICIPATED SKILLS:
 Change management- In present time business environment changes very frequently
that impact performance of employees in an enterprise. There is no control of any
business on macro environment as company does changes as per the macro environment
trends. To overcome this issue HR manager and employee need to be flexible so they
can easily deal with situation and reducing negative impact. It helps British Gas in
maximizing their productivity effectively. Software engineer of British gas are flexible in
nature due to this they adopts changes effectively that helps in completing targets on
time.
 Innovative skill- As per current environment requirements employer focus on hiring
those candidate who have an ability to innovate new things and ability to grab new
opportunities. This anticipatory skill reflects with active presence of mind. In terms of
British Gas, top authority focus on developing this anticipatory skill within their
employees so that firm will get high growth and sustainability within competitive
marketplace place.

M2 Analyse current and anticipated skills requirements in response to identified labour market
trends and legal requirements for a range of organisational examples.
The current and anticipated skills which are required by British Gas in their workforce as
per the current trends and legal requirement are mentioned above. As per the determination
change management is an anticipated skill this is necessary for keeping up the requirement of
globalisation, so that British Gas do not need to engage external employees in their organisation
and save extra costs. Moreover, innovation is a current skill which is needed as demographics
are changing and employee do required to work in the relevant respect to get hold of the market
and the competitive environment (Singh, 2019) (Wilton, 2016).
D1 Critically analyse the impact of labour market trends and skills requirements on workforce
planning and make appropriate recommendations for effective response to supply and
demand forecasts, succession planning and performance management.
The impacts of labour market trends and skill requirement over workforce planning is
clearly evident and thus, the HR team of British Gas has to make sure of being informed about
the skills needed in the organisation. Along with it, the company can make use of specific tools
to do so such as job specification, job description and others discussed to keep track of the skills
requirement within the organisation as well as by keeping other informed too.
TASK 3
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.
JOB DESCRIPTION OF TECHNICAL ENGINEER
Division: Labour Force
Designation: Technical Engineer
Job summary
An individual who is capable to tackle responsibilities and roles that are given by top
authorities. Lead group of people related to assigned work. Examine several factors that helps
organisation to complete operations effectively.
Roles
 Solve problems
 Coaching employees’