Talent Management And Workforce Planning Assignment Sample

Table of Contents

Introduction of Talent Management And Workforce Planning Assignment
2.1 Analyse the impact of effective workforce planning

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Introduction of Talent Management And Workforce Planning Assignment

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Task 1 – Poster presentation

1.1 How organisations strategically position themselves in competitive labour markets

Sustainable development in the business is a goal for today’s market and everyone has to work together for this. Keeping this in mind, this presentation is all about survival in the market, being sustainable and standing out in the market. Understanding how the talent acquisition and the workforce management and mastering this art. Get to know about how the world-renowned company SAP stood out in this competitive marketplace and built its stand image.

Having a vision and working hard towards it leads to the desired results in a minimum period. From the beginning, SAP has only one mission, a goal to deliver the best intelligence enterprise. For this, the company worked hard, and seeing the competition in the market, there have been some strategies were adopted. SAP has an outstanding talent acquisition team that understands the value of innovation and getting the employees who can bring the new ideas in. Along with this, the sales and marketing team works in coordination, so that the sales, ultimately leading to the inflow of cash are always high. Overcoming the high competition in the market, SAP made sure to keep its clients happy which is the main goal of the company and helps in surviving as well as leading the market.

Being an employer, one must possess a vision that includes growth parameters. Being an optimistic employer, there should be goals that will help in the growth of an organization and an individual. Along with this, an employer of a choice should also be supportive and a good listener at the same time. Today, companies are dishonest but in a long run, authenticity plays a major role in success. Therefore, when it comes to employer branding, make sure that you provide a clear image of the work environment to the job seeker. Along with this, communication is the key so make sure to be inactive in touch with the employees, check how they find the workplace, and resolve their issues if any. Division of work is considered one of the top contributing factors when it comes to the characteristics of an organization’s image. Along with that, what matters are the continuity, flexibility, and building of an individual and a group? The OcMara should be highly goal-oriented to achieve the desired results. For the smooth functioning of the company, there should be a clear vision of short-term as well as long-term goals. During the recruitment process, the hiring’s should be informed about the same and then appointing the people who can keep up with the same (Wilden 2010).

1.2 The impact of changing labour market conditions on resourcing decisions

Many fundamental changes have occurred in the UK labour economy. Specifically, comprehensive manual jobs and manufacturing positions have declined, while labour force flexibility has risen. More people are working as self-employed or in part-time jobs, including zero-hour agreements in today’s modern labour market. The industrial sector's magnitude and relevance have been diminishing since the early 1980s. As the industrial sector has fallen, the service sector has grown, and more opportunities have been established in this sector.

1.3 The role of government, employers and trade unions in ensuring future skills needs are met

Being a team and working together for a common goal, helps in achieving the desired results in a better and more comprehensive way. To meet the global energy sector, everyone including the trade unions, the government, and the employers must be working together in a way that the results are not far away. Everyone has their role and lacking in any of them can lead to misbalance and disturb the process for sure. As per the goals, the government should set the proper guidelines after understanding the mission and implementing it in such a way that is effective and worth working for.

Next, the trade unions must keep a keen check on the employer’s activity and guide them towards the goal of achieving it. They should take care of everything is sticking to the rules set by the government or not. Lastly, when come the employers should take proper steps while hiring the employees and explain to them the rules and regulations to be followed. Remember, a team is strong than an individual, we all are together in this process, and all matters.

Task 2 – Workforce planning and recruitment pack

2.1 Analyse the impact of effective workforce planning

Some of the notable impacts of proper workforce are listed in detail below:

Making an employee prepare for the upcoming time
Assessing the labour inconsistencies
Motivates as well as creates design for transformation
Reduce the hiring expense
Get better the hiring technique
Attracting talent savings

2.2 The techniques used to support the process of workforce planning

Some of the basic steps will need to deploy my OcMara to assist the technique of labour planning are:

Creating a corporal chart
Making a proper job role accountability work matrix
Focussing on proper networking
Giving expert judgement
Doing a proper Swot evaluation

2.3 Explain approaches to succession and contingency planning aimed at mitigating workforce risks

The word appraisal can be defined as the usual assessment of a worker's work act as well as the entire contribution to a firm. Usually, companies like OcMara make use of performance appraisal to recognize the employees who are interested in the development, administering contingency as well as also assisting in deleting the threats (Dijk 2015). Effectual performance administration is important to facilitate that a company functions effectively as well as online in attaining the tactical objectives. An appraisal is in this case identified to be an important tool that helps in the identification of the strong points as well as the weak points against the already made u goals. The appraisal tool, or representative surveys, is valuable apparatuses for worker progression drives. Performance evaluations help in identifying OcMara's efficient workers to guarantee the most useful conveyance of increases in salary and advancements (Daniel 2019). Considering OcMara’s case it will be interesting to see how proper approaches to succession and contingency planning are aimed at mitigating workforce risks.

Tactical leader progression

Emergency succession and contingency planning

Withdrawal-defined succession and contingency planning

This notion is coined by Wolfred who considered both planning as a continuous exercise which is relied on the importance of progression.

Using this form of planning companies like OcMara will put the plans as well and defined the functions and accountabilities with an intention to facilitate that company can perform mitigating the threats.

This usually occurs at the time a leader declares that they plan to move out of the company within a given span of time.

This usually helps in mitigating the risk by getting all the documents from the previous leader where the board takes the initiative to make them sign the contract where they are bound to not share any sort of confidential information outside the company (Marketing, Links Online 2022).

2.4 Assess the strengths and weaknesses of different methods of recruitment and selection to build effective workforces

With the introduction of the digital media and other technological advancement the mode of recruitment in various companies has also changed a lot. Now companies are shifting their focal point from using tradition recruitment process to contemporary recruitment process by introducing social media within their HR system. By making use of social media within the hiring process helps in attracting both active as well as passive employees that directly increase the manager’s brand in addition to corporate culture (Villeda 2019). The communal hiring is the act of making use of social media podium to hire top talented employees and is considered to be as one of the best recruitment trend in the year 2019. As published by Adween 92% of the firms are using social media for hiring. By mixing online media with the enrolment technique, a firm might draw in dynamic and latent competitors, focussing on the particular and ideal ability pool, help the manager image and corporate culture, and save money on hiring expense. The most used form of social media platform these days to hire the best talent are LinkedIn (Doyle,Orla 2019).

In the same manner interviews as well as job references also plays a major role in the hiring and selection process of a company. The basic strengths and weakness of both these concepts are discussed in detail below.

Components	Job References	Job References	Interviews	Interviews
Strengths	Few of the researchers identified that job references are 55% quicker to enlist, contrasted with workers obtained by means of vocational sites like naukri.com or career.com	A benefit of worker references is that the on-going colleague creates the association and recoveries the enrolment specialist that underlying season of obtaining the applicants	The most prominent strength of interview process is tjat it provides explicit facts about the candidates and also helps in avoiding oversimplifying the difficult problems	The next strength of interview process is that it helps in providing better focal point on the candidates by creating face to face task.
Weakness	The first weakness of job reference is that it mainly creates biasness in the work which at last disturbs the working environment and creates in-house rivalry.	The next major disadvantage of job referral is that it may create losing both the employees who bring the referral and other candidate together. This finally hampers the company culture too (Pereyra ,Caitlin 2020).	The most identified weakness of interview process is that it takes a long time to decide to finally hire the best talent for the applied post	The next weakness which usually identified in the interview process is that it is very costly as it needs additional set up cost to hire the employees (Manser 2012).

2.5 Assess suitable types of contractual arrangements dependent on specific workforce need

Zero hour contract can be defined a s type of working bond that ratify the working associations with the workers who act what is frequently identified as “piece of work” or “work on call. According to the CIPD, "In spite of the fact that there is as of now no lawful definition for a zero-hours contract, bosses need to guarantee that composed agreements contain arrangements setting out the work status, privileges, and commitments of their zero-hours staff". It ought to likewise incorporate data concerning:

At the point when worker will get remuneration
What files do they require to give to exhibit they have worked the hours.
Whether their movement or costs will be repaid (GmbH,Personio 2022)

Now given below are the points that will need to implement by OcMara concerning the contractor’s contracts for the new employees:

Need to obtain the employee contact information
Need to get the contract paper sign by the employee and to save the needed legal files too
Need to gather as well as share the contractor’s salary data with the accounts team
Need to get proper access for the contract employee from the IT department
Documenting the contractor on-boarding list documents (Ryan 2019)

2.6 Differentiate between the main types of contractual terms in contracts

The main difference between express and implied terms of contract is based on the written form. Express terms of contract are those which in reality is drafted in the bond for example if a promisor note calls for 12 months bases pay to be done on the 1^st of very month this shows an express term of contract. On the other hand implied terms of contact are the one which are not drafted in the bond yet implied by the authorized body (Manesh 2013).

Custom and practice allude to a non-drafted and inferred agreement term that connects with an informal act inside an industry or association which has turned out to be acknowledged as the standard. (Postema 2007)

2.7 Explain the components and benefits of effective on boarding

In general, the process of on boarding can be defined as the technique of introducing a new worker within a company or making them familiarise themselves with the team or with a client with one’s item and administration (Bauer 2015). Considering the situation of OcMara the concept of information and socialization might play a big role in an effective boarding program. It is a true fact that providing proper information along with making the employees social with each helps a lot in identifying the perfect labour for the company fit. A lot of studies have represented that the process of informing and socializing is pivotal due to the fact that it provides a positive impact on the adjustment of the new labor in the context of their affectivity, work consummation, and company obligation as well as company removal (Bauer 2004). In addition to this considering the advantages of on-boarding in the context of appreciation of company culture as well as norms and worker's effectiveness are listed in detail below:

A good on boarding system assists in engaging the workers properly on the work which will directly lead to OcMara’s company culture. An engaged employee will look forward to working better for the company which directly increases the work culture of the company.
The commitment ought to be the target of any on boarding program since it assembles culture and affinity, but since it likewise drives business development. As indicated by Gallup, representatives who were exceptionally drawn in with their organization had 147% higher profit per share than their opposition.
On boarding straightforwardly affects the efficiency of new workers. Associations with an average on boarding technique experience 54% more prominent fresh recruit efficiency. As a matter of fact, workers at organizations with longer preparation programs gain full capability as long as four months quicker than those with the briefest venture (Jacob 2018).

Task 3 – Retention of talent proposal presentation pack

3.1 Examine turnover and retention trends and the factors that influence why people choose to leave or remain.

Some people leave the company in a certain period is considered the employee turnover at OcMara. In terms of this, certain factors which can affect the people’s opinion of leaving or staying in the company are as follows:

Flexibility: Flexibility is a positive factor that can affect the employees at OcMara to have a decision of staying in the business. The flexible arrangement in the workplace is considered a new aspect of retention trends in the business (Kamrath, and Gregg, 2018).

Recognition: The employees always wanted to have appraised recognition for their hard work at OcMara and if the company does not provide significant recognition that ultimately leads to employee turnover.

Work-Life Balance: This is a major priority for the employees of OcMara and they require balance in their life. The employees are not getting any constraints for the work and the remote work employees need such retention so that they can effectively input their efforts.

Thus, the poor management of OcMAra can affect the retention trends of the employees and they need to make changes in the management as per the requirement of the business and employees. It can have a valuable impact on the business activities and helps to retain the people for a long period.

3.2 Compare different approaches to developing and retaining talent on an individual and group level.

In order to make this statement clear the two important things needs to be considered that are the approaches from the point of view of individual perspective and group perspective.

Individual Perspective: Below mentioned are some of approaches from the view point of individual perspective.

Continuous learning process: Considering the individual level it can be said that continuous learning is one of the important approaches to retain and develop the employees. The development of talent is considered as an organizational setting that is mainly associated with the different formats as well as an informal way of learning interferences. OcMara can accept various approaches for developing as well as retaining the talent of a person along with the team member with the help of adopting different techniques. The utilization of continuous learning and programs of development is considered a major approach related to the development and retaining the talent within the business for individuals. However, interior learning and programs of development are playing a crucial role in developing the people based on the existing workforce with the help of their skills and knowledge of employees (Marinakou, and Giousmpasoglou, 2019).

Providing proper coaching: Offering Proper training to the employees also helps in retaining the employee’s longer period of time as it help them in understanding their weak points and provide them opportunity to work upon it. This also work as the best individual approach. The best approach related to talent retention at OcMara is to bridge the gap in communication among the employees and the management of the business. However, Communication is an important tool for the major procedure which helps to motivate the employees so that they can meet the needs of the business within OcMara.

Group Perspective: Now considering the group perspective approach below mentioned are few of the strategies which will help the OcMara to retain its employees for a longer period of time.

1. Improving the organization will be considered as the first strategy which companies like OcMara need to implement immediately. The culture of the company directly impacts the mental state of the workers which motivates them to stay with the company for a longer period of time. In addition to this proper organization culture also help in developing the employee’s ability to work more dedicatedly.

2. Secondly company will need to provide proper attention to the employees so that they can make a balance between work and home. Many a times it has been seen that due to overburden of work they do not able to provide proper time to their family and this creates imbalance between work and personal life. Thus keeping this in mind OcMara need to prepare the work schedule for the worker in such a manner so that they can dedicate their time both in work and towards family.

3.3 Evaluate approaches that organization action can take to build and support different talent pools.

The talent pool is a group of employees who are performing on a great level and able to develop responsibilities in a particular area of business at OcMara. It is considered art as well as science for building and sustaining the talent pool for OcMara so that it helps to recruit the skilled individual in less period.

The segmentation of the different talent pools is based on OcMara based on the demand of the business. However, it is advantageous to add a certain level of logic to the aspect of business talent is important for developing the target market.

OcMara needs to develop a continuous procedure of assessment that helps to identify the present need for talents as well as it can forecast the future requirements of the company. The proper system of talent management is crucial for the analysis of the business and OcMara can apply some technological aspects to the activities (Cletus, and et.al., 2018). However, open communication between the employees is important for the acquisition of talent along with the retention of talented people. OcMara must network internally as well as externally which helps to make an effective talent pool with their employees who are potentially strong for handling the various situation at the workplace. However, the employers of OcMara can make utilization of social media for creating a talent pool with help of attracting the best candidates for the company. Thus, technological advancement must be used by company build and support talented people.

3.4 Evaluate the benefits of diversity in building and supporting talent pools.

OcMara needs to develop a continuous procedure of coaching and monitoring that helps to identify the present need for talents as well as it can forecast the future requirements of the company. The proper system of talent management is crucial for the analysis of the business and OcMara can apply some technological aspects to the activities (Cletus, and et.al., 2018). Also coaching and monitoring is important for the acquisition of talent along with the retention of talented people. OcMara must network internally as well as externally which helps to make an effective talent pool with their employees who are potentially strong for handling the various situation at the workplace. However, the employers of OcMara can make utilization of social media for creating a talent pool with help of attracting the best candidates for the company. Thus, technological advancement must be used by company build and support talented people that will also help in providing modern and digitalised coaching and mentoring system within the company.

Performance review is also identified to be as one of the important tools that helps in to build and support different talent pools. Conducting a proper performance review helps in identifying the best talent from the team and also helps in identifying the weak employees. Based on this identification proper steps can be taken by OcMara to help the weak employees in making their work better for the upcoming times so that they can also deliver proper for the company.

3.5 Explain the impact associated with dysfunctional employee turnover

Employee turnover can be termed as the percentage of the people who are leaving before their time at OcMara. Staff turnover can be divided into categories like voluntary as well as involuntary turnover. In terms of OcMara, the dysfunctional turnover can be termed as the performance of an individual when they are leaving the company based on their own volition. How was the leadership he is a major concern about the dysfunctional turnover because it has a detrimental impact on the performance of OcMara. In that case the direct costs associated with the dysfunctional employee turnover are the expense of departure, substitution expenses, and progress expenses, while aberrant turnover costs incorporate the deficiency of creation and diminished execution.

In addition to this, another impact includes highly initial cost which is faced by OcMara because of dysfunctional turnover (Rothmann, Redelinghuys, and Botha, 2019). The company had to face some productivity those issues due to the loss of the high-performing employees. It creates a negative impact on company-only customer services. It can impact the loss of a company which reduces the opportunities for business in the future. The dysfunctional turnover is also developing issues of administration in the business itself. Further, this can hurt the employees and leave them in a confusing state of manner which highly affects their retention in the company. Aberrant expenses of worker turnover can incorporate variables like lost efficiency; lost commitment, as existing representatives, question why turnover is so high and begin to withdraw; and others, like lost institutional information, decreased resolve, and even uses interaction among the employee which creates arguments within the team. Thus, it creates a negative image of OcMara because of the high turnover rate of skilled employees.

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