Workforce Planning, Recruitment, and Selection Documentation Report

This report delves into the critical aspects of workforce planning, recruitment, and selection, providing a comprehensive analysis of talent management strategies. It begins with an introduction to workforce planning and its importance, followed by an analysis of current market trends influencing talent management and workforce planning, emphasizing the shift towards goal alignment and strategic talent management. The report then differentiates between legal requirements and organizational practices, addressing discrimination and equal opportunity. It proceeds to determine current and anticipated skill requirements based on labor market trends and legal mandates, highlighting communication, teamwork, analytical, and technical skills, among others. The significance of job descriptions and person specifications for effective recruitment is also explored, alongside the application of various recruitment and selection methods. Finally, the report evaluates the stages of the HR lifecycle and how these stages are integrated within organizational HR strategies, concluding with a summary of key findings and recommendations.

Workforce planning and recruitment and selection documentation
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Table of Contents
Introduction:....................................................................................................................................3
Task 1:.............................................................................................................................................4
P1: Analysis of current market trend that influences talent management and workers planning:...4
P2: Explanation of the difference between legal requirement and organisation.............................6
Task 2:.............................................................................................................................................7
P3: Based on current labour market trends and legal requirement determine current and
anticipated skills requirements........................................................................................................7
Task 3:...........................................................................................................................................10
P4: Importance of jobs description and person specification documents for active recruitment and
selection:........................................................................................................................................10
P5: Application of different recruitment and selection methods for useful talent resource and
planning:........................................................................................................................................13
Task 4:...........................................................................................................................................16
P6: Evaluation of the stages of HR life circle................................................................................16
P7: Various stages of the HR lifecycle are intergraded within organisational HR strategy..........17
Conclusion.....................................................................................................................................20
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References:....................................................................................................................................21
Introduction:
As said by Steiner (2013), planning is the process of predicting the uncertain future, make
premises and allocate resources and workforce accordingly. The method of preparation requires
satisfying of few questions like what to do and when to do and by whom the job is to be done by.
Amount of labour, completion time, location is to be kept in mind in fulfilling organisational
goals while planning. For a growing firm, it is mandatory to participate in proper workforce
planning. As directed by Anthony (2010), recruitment bodies too should be sound for the
appropriate selection of available choices. The carbonation is to be collected and moulded
according to the industry principles, to get the best out of the candidate.
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Task 1:
P1: Analysis of current market trend that influences talent management and workers
planning:
Contrary to customer management, talent management is the process of matching organisational
goals with the employee goals by managing and directing the employees. The selection
procedure, placement in individual departments, retention all these processes must be looked
after by the managing committee. As opined by Michael (2016), the number of workers to be
selected, whom to choose for the right kind of job, and other such situations are very influential
for the outcome of a firm’s success and growth. A link is created between the hirers and the
candidates through the process of talent planning. The present market trend shows more
emphasis on talent management than the last decade. Companies which hire prospects on an as-
needed basis, do not give stress on talent management. As directed by Zunker (2015), goal-
oriented firms provide attention to Management by Objective which cares about just the
completion of a project, not the process followed towards attaining the end. These firms do not
use talent planning as a business tool. Employee lifecycle Model as proposed by McKinsey
depicts the transition of candidates from competency level to a developmental stage and finally
reaching to retention.
In 2016, Mclaren Group Hotels realized that they needed a joint alignment for the employees
and they set up a new set of goals that helped in new brand direction. The change included
performance evaluation, goal management, succession planning. The crystal clear transparent
working environment helped to reach both company and industry satisfying goals. As opined by
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Cascio (2017), business leaders who indulge in the act of talent planning, are more prepared, and
give better competition in the global economy as they are flexible and open to handling all
opportunities and capitalize from them. Goal alignment is the matching of the individual aim to
the company’s target. It is a handy effective business tool, engaging the employees in a better
working environment and gets them committed to the work. Executives often follow ‘gut
feelings’ to drive the workforce in a more efficient manner than a routine plan. Low employee
engagement results in low retention rate and efficiency with more chances of unexpected failures
and risks. As directed by Harel (2015), a strategic talent management has always needed a great
training department for the novice and the retraining employees, to excel in the business market,
creating real opportunities and grasping every bit of it. This procedure is a simultaneous process
that always rotates employees- cutting the poor ones, and retraining the fit ones accordingly, as
the work demand offers. Proper talent management and workers planning attracts star performers
that work as a compensation in the recruitment department as well as the training department.
The pitching job shifts from the recruitment board to the candidate’s side. Issuance of budget
takes a big turn due to this process. If a company chooses to capitalize though talent management
program, it may has to allocate lesser funds in the training and the selection department. About
66% of top CEO's crown strategic talent management as a top priority tool. The management
world has seen a difficulty in hiring in the last five years, at an alarming rate. Retention rate,
internal or external recruitment, applicant feedback, successful hires, contender number, are few
essential tools to measure talent management and workers planning.
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P2: Explanation of the difference between legal requirement and organisation
Many measures are being taken to put an end to discrimination in the work life, the most
significant issue in the world right now. As stated by Jarvis (2016), prejudice or segregation in
the fields of religion, sex, skin tone, caste, and nationality has been diminishing in the scope of
recruitment procedures. It is unlawful to classify candidates into any categories depending upon
these factors. Title VII of the Civil Rights act 1964 ensures equal rights in training and
developmental programs for all. Pregnancy discrimination Act stopped discrimination based on
child birth, and an employee cannot be fired due to pregnancy. Sexual persecution has been put
an end to. Apprenticeship and understudy training have been made upon and are judged by
knowledge and mastery. Any firm that has 15 or more members mandates to show a strong
payroll to the higher authority. As opined by Neely (2017), management of every organization
should abide by a specific rule to recruit new staffs of their organization. Apart that due to
deprivation of other candidates organisation can committed into a scandal.
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Task 2:
P3: Based on current labour market trends and legal requirement determine current and
anticipated skills requirements
Learning the current labour market trends, a set of most attractive key skills can be enumerated
as follows:
 Communication Skills: In the vast, growing global market, communication skills are of
the most anticipated skills of this era. As intended by Jones (2015).Proper verbal and
non-verbal communication leads to better understanding of a project and clearance of
doubts. Proper encoding and decoding are very important for the proper process of
communication. Thoughts expression and interpretation of the person at the front can
land a great deal.
 Teamwork: In today's world, every goal is achieved in groups. No project is done single-
handedly. A team player is thus preferred who can bring out the best out of himself and
from others when working together as a unit.
 Analytical Skills: As stated by Neely (2017), Aptitude, reasoning, experience together
build a trait that helps in quick identification of points of disputes and rapid problem-
solving techniques. This test by the requirement department is must for all firms as this
tests the adapting power of an applicant.
 Management Skills: Multiple projects handling leads to messy and pressurised working
conditions that need to be tackled effectively through self-management skills of
organising, goal setting, and time management, fixing priorities and allocating work
efficiently.
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 Self-potency: Judgment by self-development and mixing skills is apt in -leading
companies. The self-judgment of what one is capable of, and finding one's strong field is
very significant in job life.
 Technical Knowledge: With time, problem-solving techniques, training processes have
transacted from manual to digital in the developing world. So acquiring basic computer
knowledge and handling of interface quickens up the learning procedure and saves time n
the job too. Veterans who have been working throughout also should take professional
coaching for software uses to avoid retention.
 Leadership skills: Taking charge of colleagues and at times, leading them to better
achievement of goals may bring out the leadership role in a person. As opined by Fowler
(2015),to find promotion in the global pyramid, ones need to possess or acquire
leadership to climb up the corporate chain. An absence of a good leader leads to a faulty
organisation.
 Learning skills: In the ever-changing world of now, one cannot always find a job in
his/her comfort zone, so one needs to master the trait of quick learning to adapt to new
subjects and excel in any field of employment. Due to job saturation in few industries,
one has to switch industries to earn a living. Hence, being flexible and learning
techniques are a rare and needful trait in today's world. As stated by Parrish (2018),if
there is an absence of this skill, there is a vast possibility of never finding a breakthrough
in the professional life. In one's department too, learning of new technology is asked for,
else detention may be unavoidable.
 Morale: Positive attitude and behaviours towards co-workers and subordinates and
seniors help in the making of the anaesthetic working condition and personal integrity to
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is maintained. As directed by Politis (2014), the principle of honesty, friendliness helps
build a better team that eventually leads to the refined achievement of goals. Self
Confidence is another trait one needs to explore.
The absence of any of the qualities leads to a faulty structure that retards the growth and stability
of a department. Currently, many issues are being faced due to inappropriate skill sets of
candidates. Some entrants are increasing that lack a particular part of the skill sets required for a
job. The hiring committee is not at fault to ask for what a job post needs. As directed by Price
(2015), wrong hiring can result in a loss of resources for the firm. One excelling in technical
skills and lacking in managerial and leadership skills can never climb up the corporate ladder and
never prize promotion for individual as book knowledge is not enough. Often students having the
best grades end up suffering in the field jobs where the practical knowledge and experience do
the work.
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Task 3:
P4: Importance of jobs description and person specification documents for active
recruitment and selection:
A job description consists of a set of written specifications of a particular job that includes the
responsibilities to be taken, range of the situation, details of working conditions, the designation
or the post, to which the employee has to report his/her career to, and an outline of the duties
under that post. As opined by Sheldon (2017), a detailed job description at selection includes a
vivid knowledge of the principles of working hours, office principles, salary, extra facilities etc.
Job description must be as follows, if depicted in a tabular form:
Hiring Mechanical & Automobile Engineer Fresher
Department: Production, Quality, Maintenance, Designing
Benefits: Food / Transport / Accommodation
Directly Walk-in to the below mentioned address
Contact: 04448505166
Salary: 5.560 GBP
Industry: Automobile
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Functional Area Production, Manufacturing and Maintenance
Role Fresher
Employment Type Full Time Job
Key Skills Production and Maintenance, Quality Control,
Analysis, Designing, Autocad specialist ,
Plastic modeling Robotics
Desired Profile UG or Completed: B.E. in Automobile or
Mechanical,
Post Graduate not required
Doctorate not required
Table: An Example of Job Description format
(Source: Sheldon, 2017)
Thorough checking of documentation of application of candidates is a very important tool for
effective recruitment. As stated by Jones (2017), a very vivid and clear knowledge of the
specialty and key skills of a candidate must be examined as there may be problems later in the
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training and selection processes. McLaren group in 2002 faced a huge problem in the recruitment
batch of hiring employees with the necessary skills of the applicants. Adding to that, an
employee may adapt to unfavorable working conditions but the morale will go down. So, the
selection board must examine the specialty areas of the candidates and put them in the best suited
departments.
When a post needs a very proficient use of computer interface, the recruitment board must take a
test of that beforehand. As intended by Hendry (2016),a front office job requires proper
communication skills which must be adequately tested by the Human Resource Department. The
interview board must interrogate the candidates in the primary stages of the knowledge they
possess, what job they need them to do. If required communication between the hiring firm and
the former firm of the candidate can be created to know about the morale, set of skills, character
certificate.
 Qualifications- McLaren group ensures that a candidate has the minimum requirements
for the job role one is opting for, there are various screening processes for the filtering of
the lot.
 Specialization- A general knowledge about automotive is asked for, by this firm who can
implement the experience in the field of automobiles. Data analysis techniques are
suitable equipment for strategic methods. Analysis and simulation software like
MATLAB and N-CODE should be well equipped and proficient in, for the candidature.
As stated by Parrish (2016), acquisition and diagnostic tools must be familiar to use.
Microsoft Office is almost a constant requirement for all top companies. For a high house
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