Evaluating Resource and Talent Planning Strategies at British Gas

This report examines the resource and talent planning strategies of British Gas, a major energy provider in the UK. It analyzes current labor market trends, such as work-from-home options, education and training, part-time jobs, and flexible working hours, and their influence on workforce planning and talent management. The report also covers various legal requirements, including the Equality Act 2010, Unfair Dismissal Act 1977, and Employment Rights Act 1996, emphasizing their importance in workforce planning. Furthermore, it identifies the necessary skills for HR managers, such as change management, ethical conduct, and empathy. The report also delves into job descriptions, person specifications, recruitment and selection methods, and the stages of the HR life cycle, highlighting how these elements are integrated into the organization's HR strategy. The analysis provides a comprehensive overview of how British Gas manages its workforce and plans for future talent needs, ensuring the company's continued success in a dynamic market environment.

Resource and Talent
Planning

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................3
Analyse current labour market trends that influence talent management and workforce
planning..................................................................................................................................3
Different types of legal requirements for workforce planning...............................................5
TASK 2............................................................................................................................................6
Determine current and anticipated skills requirements based on current labour trends.........6
TASK 3............................................................................................................................................7
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.........................................................................................7
P5 Recruitment and selection methods used by the companies...........................................10
TASK 4..........................................................................................................................................12
P6 Stages of the HR life-cycle .............................................................................................12
P7 Stages of the HR life-cycle are integrated in the organisational HR strategy................13
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Resourcing and talent planning is one of the most critical function which involves
coordination from the recruitment team and the businesses in many aspects such as analysis on
the forecast of required resource, maintain talent pool for the future recruitment, selecting proper
hiring channel and many other. The workforce of an organisation is an important asset which
works day and night for the success for the company's growth and success. The organisations
have to effectively their talent so that they can place the right candidate at right job so that
overall organisational goals can be achieved. Talent planning is a part of talent management
where it is its first step. Talent planning is a long term blueprint which ensures that the
employees and company is prepared for future (Wiblen, and Marler, 2019). The organisation
mainly assess the current level of talent within the organisation and evaluate it against the future
and current needs of talent so that it can achieve its tactical and strategical goals and objectives.
The organisation chosen for this report is British Gas, the energy and home service provider in
the country United Kingdom. It is the biggest supplier of energy in the country. It was found in
the year 1997 and is headquartered in Staines upon Thames, UK. This report will cover the
current labour market trends which influence workforce planning and talent management,
different legal requirement for workforce planning, skills required workforce, job description and
person specification. Further it will cover recruitment and selection process, stages of HR life
cycle and how these stages integrate in organisational HR strategy.
TASK 1
Analyse current labour market trends that influence talent management and workforce planning.
Talent management is the constant process which is used by the companies in regular
basis. It involves attracting and then retaining the high quality employees, developing the skills
and motivating the workforce continuously in order to improve their performance. The main aim
of this is to retain the employees for long term.
Workforce planning is a process which involves analysing, forecasting the supply and
demand, assessing the gaps and then determining the target intervention of talent management so
that right people can be appointed in the companies with the requisite skills at right time and
right place (Deters, 2017).

For enhancing the growth rate of the company, businesses are updating their process of
decision making and operational activities and for this, the companies need high quality
employees so that they can contribute in the business activity and achieve their targetted
objectives. In context to the HR manager of British Gas, the HR manager analyse the recent
labour market trend so that the best suitable can be identified for the benefit of the company.
This trend helps the companies to find the employees which can be hired by the organisation on
the basis of their requirements and needs. It is also analysed that there is a decrease in
employment rate in UK which is now 75% from the past couple of years. So companies must
engage the people in their workforce so that they can contribute to company as well as the
economy of the country. Some of the market labour trends is illustrated below- Work from home- It is the most recent trend in the employment sector which is mainly
suitable option for the employees and is preferable by them. This trend allows the
workforce to perform their job responsibilities from the home only. In context to British
gas, the team can avail this facility from the concerned department which is HR so that
they can get the relevant information from the company. In this the workforce can do
their work according to the flexibility of time and coordinate with other employees in
their working hours. Education and training outlook- This trend influences the company to adopt this
strategy. The HR manager of British Gas is appointing many employees and provide
them requisite training so that they can work in accordance with the job profile. This also
helps in guiding and motivating the employees in terms of their education which they
needs to pursue while working in the company (Jones, and et. al., 2017). This will create
the positive relation between the employees and company and on other hand will result in
overall development of the employees and the company. Part time job- The companies nowadays work on to bring such strategies which can help
them to retain the employees for long run. The HR manager of British Gas must utilise
the strength of the employees so that the organisation can get benefit of talented
workforce. Also the organisation must work on the part time employees which will help
in bringing efficiency in the working environment of the company. Mostly the
millenniums prefer to work on part time basis, so the HR manager of British Gas must

utilise their talent in the workplace and favour to increase their productivity as well
(Queensland Health, 2017).
 Flexible working hours- As per the new market trends, companies have increased the
flexibilities for the employees. Flexibility here means the working hours. The HR
manager of British Gas may offer liberty to its workforce regarding the working hours for
about 5 times a month so that they can make a balance in their professional and personal
life. As personal lives are being affected due to working life, this market trend has been
prevailing in the market so that high quality employees can be retained in the company.
This will help HR manager of British Gas to influence the potential candidates so that
they can get attracted towards the company (Bilgin, and Danis, 2018).
Different types of legal requirements for workforce planning.
Workforce planning is one of the strategy which can be used by the company in order to
identify the needs of the labour and also deploy such workers by the human resource technology
who are efficient in their work. The companies must identify the requisite legal requirements
before doing any workforce planning so that it any effectively analyse the labour demand and
supply forecast. In relation to British Gas, the HR can use the trend analysis so that it can collect
information and data which ,a affect the future state of the company. Also the HR manager can
anticipate the employment data and the changes in the market and come up with such strategy
which can help the company in meeting the market needs in the dynamic market environment.
There are many legal requirements which British Gas must consider while workforce
planning so that it an come up with such strategy which brings talented workforce and also
prevent the legal consequences due to non compliance and the employees can be retained for a
longer time period (Saritas, and Kuzminov, 2017). The legal requirements are discussed below-
Equality Act, 2010 is one of the most significant law which govern the relationship
between employer and employee. The Act prohibit the discrimination and sets out nine
protective characteristics which is illegal to discriminate any person. The employer must not
discriminate the employee on the ground of sex, race, religion, sexual orientation, marriage, age,
disability, gender reassignment, pregnancy and maternity. The employer must eradicate the
gender inequalities in the workplace and provide equal opportunities to all so that they can
perform their best. The HR of British Gas must ensure that it treat the employees equally (Khilji
and Schuler, 2017). Another legislation is Unfair dismissal Act, 1977 is designed to avoid some

activities which may impact the employees negatively. The legislation protect the employees
from instant termination and states that employer must dismiss the employee by providing notice
for the minimum statutory period. The HR manager of British Gas must consider the requirement
of the law when hiring the employees and also they must ensure that no unethical activity is
conducted which might harm the workforce in the near future. Third is Employment Rights Act,
1996 is designed to cover the areas like payment, protection of the wages, Sunday working,
flexible working and many other. The HR of British Gas must ensure that it provides all the
rights to the employees so that they can be retained for the longer time period with the company.
The contract of employment of the employee must state all these rights so that they can be
valued and their turnover can be decreased (Chavan, 2018).
So it is analysed that the companies must adhere to the labour legislations so that it can
effectively plan the workforce. This will help in preventing any legal consequences so that they
feel motivated and encouraged to work for the organisation and this will help in employee
retention by the company.
TASK 2
Determine current and anticipated skills requirements based on current labour trends.
The HR manager of every company needs requisite skills and knowledge which will help
them to perform their job role effectively. The above stated current labour market trend and the
legal requirements which is required at the time of talent and workforce planning, it is necessary
that the HR manager must possess with certain skills which will help it in implementing such
above mentioned activities. Some of the skills which HR manager should possess are illustrated
below- Change management skill- It refers to adaptability of the labour market trend which are
prevailing in daily lives. The market trends changes every now and then so it is essential
that the HR manager must have the change management skill so that it can easily adapt
and implement the change in the company. For instance, the employees usually prefer to
work from home or on part time basis which gives them flexible working hours. So HR
manager must analyse this trend and avail the similar working condition to the employees
so that it can retain them for longer time period.

 Discrete and ethical- This skills determine the ethical responsibility of HR manager
which is essential while implementing the job responsibility. This reflects that the HR
manager of British Gas must have knowledge of the laws relating to employment so that
it can protect its employees from exploitation and provide them their requisite rights
which are mentioned in the legislations. Also the HR has to follow the laws so that it can
stay loyal with its employees. This skill helps the HR to prevent any government
intervention and secure the company from any legal consequences.
 Empathy and compassion- As HR is seen as the trusted resource of the company so HR
of British Gas must maintain the open door policy in the workplace so that a inviting and
comfortable atmosphere is built and employees are encouraged to feel valued and safe.
The skill of empathy and compassion requires the HR to become good listener so that it
solve the problems of the employees easily and comply with the legal requirements to
provide safe and comfortable environment to all (ARDALAN, and ALVANI, 2018).
The company must also engage its employees in talent management so that the
employees can be motivated and employee retention is done. Moreover the company must also
engage in performance management so that regular feedback can be given to them so that
improvement can be made in their working.
Job analysis
It is the systematic procedure which involves collecting the data or information relating
to nature of job, qualification and quality required for job, responsibilities and duties of job,
mental and physical capabilities and efforts to perform the job and necessary skills needed to
perform the job. The information required for job analysis are collected through the
questionnaire, interview , job specification, description, etc.
There are many documents which are collected in job analysis which includes the job
description, job specification, person specification, curriculum vitae and many other.
These documents helps in identifying the skills which are required by the individual for
performing the job as it helps company to measure the characteristics of job which are feasible
in order to predict the success of employees. These documents helps in knowing the
responsibilities and duties associated with work and the employer identifies the skills which can
help an employee in performing the particular job role.

All the HR in order to appoint the proper and the efficient candidates use to implement
these various areas trough which they can maintain and increase the growth of the company they
are like:
 Performance management- Through this tool all the managers use to monitor the
employees work and with it they evaluate the performance of there employees so that
they can attain the growth and the production of the company. Through performance
management all the employees there by seeks and the managers check and evaluate there
working methods and the way through which they can maintain all the growth and the
culture.
 Talent management- As in order to on grow the efficiency the HR managers use to imply
all the talent management. Through this they try to motivate there employees by various
programs and by developing all the motivation in various areas. The talent management
helps out to know the skilled and professional worker and to maintain the growth.
 Succession management- it is mainly the practise which is being used in order to identify
all the methods through which the employees are being trained for the future growth and
with that attain the maximum resources and skills with better efficiency so that all the
management can be attained.
TASK 3
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.
Job Description
Job Details
Post : HR Manager
Company : British Gas
Job Purpose
The Human Resource Manager have to play many roles and take on many responsibilities in
order to make sure that a appropriate action is taken to accomplish various tasks and activities.

The candidate must posses with strong communication skill, change management skill and time
management skill.
Roles & Responsibilities
 Bring out suitable schemes and policies.
 Manage working execution and productiveness of employees.
 Specify targets and goals to the workforce.
Job specification
 Post: Human Resource Manager
 Department: Human Resource department
 Key: This shows what is required as the evidence:
 (R) : Request form, (I): Interview, (R): Role
Attributes Essentials Desirable
Qualification and
Experience
 A post graduate from
the recognised
University.
 A graduate from the
recognised University.
 Have minimum
experience of 3 years.
 Strong skills like
communication and
inter personal.
 5 year experience as
HR manager relating to
similar background.
Skills and knowledge  Effectual
communication skill.
 Emblematic skill.
The individual must be able to
develop strategies per the
requirements.

Job Description
Job Details
Post : MArketing Manager
Company : British Gas
Job Purpose
The Marketing Manager will be entrusted with many roles and responsibilities in order to make
sure that right action is taken to achieve gaols and objectives. The candidate must posses with
strong communication skill, time management skill and change management skill.
Roles & Responsibilities
 Bring out suitable plans and ideas for marketing
 Manage customer feedback and demands of the customers.
 Specify targets and goals to employees.
Job specification
 Post: Marketing Manager
 Department: Marketing department
 Key: This shows what is required as the evidence:
 (R) : Request form, (I): Interview, (R): Role
Attributes Essentials Desirable
Qualification and
Experience
 A post graduate from
recognised University.
 A graduate from
recognised University.
 Have minimum
experience of 2 years.
 Strong communication
skill.
5 year experience as
marketing manager in similar
background
Skills and knowledge  Time management
skills
 Creative skills
Must be able to make relevant
strategies on time.

Interview questions:
 According to you, what are the responsibilities of HR manager ?
 In your perspective, what do you expect from the company regarding this job profile ?
 How can your skills and knowledge help the company in workforce planning ?
Offer letter
Mr./Ms,
Address-
City, State Code
Dear Mr./Ms. Last Name,
Greeting from British Gas !!
The organisation is highly obligated by your performance in interview and as the result we have
decided to recruit you as a HR MANAGER within British gas. It is a full time job as with 42
hour working per week. Your package shall be of $70,000/ year
The employment form is offered to you and in addition you will also get other facilities as well
which will be provided to you at the joining date which will be 05th March 2021.
If employment letter is accepted by you then kindly provide us the revert and be there at the
office along with your documents for further verification.
If you felt any kind of issue feel comfort to contact us.
Sincerely,
First-name,
Last-Name
Director,
Human-Resources
British Gas
____________
I hereby accept the HR Manager, HR department position.
_____________________________
Signature _____________________________

Date ----------------------------
P5 Recruitment and selection methods used by the companies.
Recruitment and Selection is an important process in every organisation through which a
person or the employee of the company is being selected. It provides the method through all the
companies appoint or recruit the person for the benefit of the company (Wright, and et. al., 2020)
. As in context to British Gas, the company is recruiting for the post of HR manager so for it, it
may use two types of recruitment process that implies the internal method and external method
and it has certain selection process that is mentioned below:
Recruitment method
Internal Transfer: It is an internal recruitment method which implies on the employees who are
already been working in the company. In this method the employee will be transferred
and is shifted to some other location or area as per their requirement and on the same
position on which they were working before.
 Promotions: In this method the company to promote the existing employee on a higher
position as an appreciation or the hard work they had done for the company. It is method
which provides motivation to the employee this is being done by seeing the performance
of the employee behaviour towards the organisation and their abilities.
External Advertisement: This is an external source used by the company in order to recruit any
person. The company when needs more employees for the organisation they make an
advertisement for the recruitment in which they advertise about the criteria as
qualification, education and the post for which the employee need to be recruited. That
position is by social media, print media etc. As British Gas has used various sky channels
to promote their company they give advertisement in passion TV, Parliamentary projects
TV.
 Recruiting Agency: The companies usually when need the employee they contact with
the recruitment agencies who tries to frame the channels through which employees are
contacted and once the person is eligible and interested then they can at that time be
transferred by scheduling for the interview in the company (Baharin and Hanafi, 2018).

Selection Method Interview: This is the most common method for selecting any candidate as all the
companies select their employees by taking the interviews of that employee on personal
level and asking them about their qualities their strength and also by taking test of their
knowledge.
 Aptitude: Through this method the companies tries to test the ability of the employees by
their reasoning and giving them certain task and situation to work under. It is a test which
considers various tests about all the extreme backgrounds required by the company
(Clary, and et. al., 2021).
Thus, British Gas as being the well known company can use various methods from the
above discussed methods like for instance, it can use Promotion and Advertisement method of
internal and external recruitment and also Aptitude method for selecting the employees so that it
can identify what knowledge and skill they have in order to carry out the activities of the
workplace.
TASK 4
P6 Stages of the HR life-cycle
Human resource being an important part of the organisation and they have to make all the
various steps for making there business life cycle easy and production. Human resource life
cycle is an important reframed cycle which provides all the methods and the techniques used by
the HR for growth of the company. Their are mainly 6 major steps in the HR life cycle they are
as follows: Recruitment: A HR has certain implications and duties that are to be fulfilled by them as
being a HR the manager have to make further recruitment for the company. They have to
hire new applicants for the organisation and the most importantly the have to be a good
listener as the HR should have to listen all the employees reason questions and conditions
they have to be a good listener. A HR have to explain the job profile to the employees. Selection: The process should be decided by the HR to select the candidate for the
employment. As it is the most important duty of the HR that they have to select the right
employee for the organisation by overviewing their education and qualification, and also
HR has to explain the job profile to the selected employees (Woo, and et. al., 2019).

 Orientation and Boarding: In this stage the HR has to manage and explain the selected
employees about the goal of the company. HR will take the induction of the new
employees will make them clear about all the activities and working led in the
organisation. Thus merely also includes the salary and the working environment with all
the rules and regulation of the company. Performance management: In this stage, the HR have to keep eye on the working of all
the employees that means that the performance of the employees and the company should
be regularly checked. They have to analyse the growth of the employee and the company
by raising various feedbacks and giving training and development session to the rest of
the employee so that they can do well for the organisation (Vitzthum, 2017). Succession Planning: As being an HR manager they have to take care about the
working continuity of an organisation and for that the main aim of HR is to focus on the
job roles and hiring new talents who will help to raise the company in better way as the
old staff will at a period of time will be retired and changed so it is important duty of HR
to manage more hard-working employees in an organisation.
 Entry and Exit: The HR will explain the new entrant or all the employees being working
with them about the terms and conditions that are required to be fulfilled if any employee
wants to resign or exit from the company and same as with the new joiner as they will be
explained about all conditions of the rules and regulation of organisation (Roberts,
2018).
Thus, it has been evaluated that the role of HR is the most important in all the areas and
that provides the work which undergone the through all the stages as HR has to frame out all the
areas and they will further have to go through all the stages like recruiting, selection, entry exit
and many more. All the employees being undertaken have to go through all the stages and that
implies them to make a proper areas through which usually works and the employees tends to
face all these stages in the organisation.
P7 Stages of the HR life-cycle are integrated in the organisational HR strategy
In the HR life-cycle this has been an important factor that they have to take care of all the
changes in the organisation. They have to develop certain strategies which helps in the growth of
the company as HR attributes to maintain the goals and achieve the targets of the company. All

these aspects of life-cycle of HR are to be properly framed by them.An implementation of the
HR life-cycle in British gas has been explained below:
 In the first stage of Recruitment and selection in which the HR mainly regularly checks
all the working area and the requirement of the employee in vacant position. With that the
HR mainly makes certain strategies through which they appoint the employee. They
make certain advertisement and in which they provide all the requirement which
company needs and select the suitable employee. The British gas makes all the sky
channels to promote and advertise the company.
 In the Boarding and orientation, the HR managers explain about the working of the
organisation, The British gas gave a major orientation session in which they properly
explain about the working of the company with their varies strategies, culture, goals,
targets and all the activities in which employees have to work (Gehrels, 2019).
 In the implementation of performance management, British gas makes a proper scale and
record in which they make their employees working in the company. The HR makes all
the guidelines and framework for the performance of the company. As all the working of
the employees were being checked and there is a regular feedback made so as to know
about the lacking areas of the organisation. HR also regulates to give training to those
employees which need to be improved.
 For the succession plan being raised by the company, British gas has made varies areas
in which they tries to reduce the employment turnover areas and trained their new joiners
in a better way so that all the employees which are going to retire in the mean time will
be replaced by the new joiners. This condition helps them to easily build a low
employment turnover area in the company.
 The final stage in which the HR tries to manage the exit and transition of the company,
The British gas company has made a proper documentation in varies format through
which a company can work and maintain the records through which the employees will
leave the work and the areas in working zone (Yadav, and Katiyar, 2017).
Thus all the HR use to make the efficient areas and working in which the growth of the
organisation. The British gas company tries to maintain all the specific record by attaining the
process in step. There has been evaluated that all the managers tends to keep there employees to

go through this stages and the life cycle. As this is the duty of the HR to work out in proper way
and manner and to make the company achieve there goals.
CONCLUSION
From this above report it is concluded that, the resources and the talent management
helps in the growth of current market conditions. It implies that due to the changing scenarios in
various fields the companies has made various trends in the working conditions like part time
jobs, work from home and flexible working hours all are enormously increasing. The change
management increase the empathy, compassion and ethical knowledge of the company. With the
growth of the companies their lies the methods in which all the legal regulation are used for
development of the organisation for instance, Equality act, Employment rights act, Unfair
dismissal act etc. The life-cycle of HR plays an important role in the company as they provides
the methods of selection and working ans targeting in all the fields. The HR manager of British
gas must comply with all the requirement and work with this life cycle in an efficient manner.

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