Unit 19 Resource and Talent Planning Assignment Sample – BTEC-HND-LEVEL 4

This assignment sample allows students to develop an understanding needed to ensure that an enterprise acquires all necessary skills. It can apply them as and when required to meet the strategic goals. Sustainable growth and development of industry require proper reevaluation of talents. It allows management to plan a training program for the existing employees.

Nevertheless, management has to hire new talents to support the business’s growth and reinstate those who left the team.

This assignment sample focuses on the latter and involves students learning that offers knowledge regarding succession planning, talent management screening, and recruiting fresh employees.

On completing the assignment, students will be able to add value to the organization. They will apply their knowledge and support senior-level management and contribute towards the HR management function of an enterprise. Readers will appreciate how different businesses get managed and can contribute to effective talent management.

Assignment solutions of Unit 19 Resource and Talent Planning

Talent management and resourcing are the most critical processes. Recently Industry giants are emphasizing talent management procedures in which they motivate taskforces to hone their talents and abilities for extended periods.

To maximize the effectiveness of the HR management function, proprietors ought to determine their staffing requirements. Create an organization graph, outlining the job responsibilities and deciding job roles based on the abilities of individuals. Management notes down job descriptions to verify whether the tasks that employees should perform got assigned or not.

P1: Assess current labor trends and legitimate requirements that influence workplace planning

Labor trends and requirements play a significant role in workplace planning. By understanding these factors, employers can develop strategies to attract and retain top talent, as well as plan for future workforce needs.

Some of the key labor trends that should be considered when developing workplace plans include:

• The increasing importance of employee retention. In today’s tight labor market, employers are struggling to find and keep good employees. As a result, retention has become a key concern for many organizations.
• The changing nature of work. With the advent of new technologies, the way work is performed is constantly evolving. Employers need to be aware of these changes and adapt their workplace plans accordingly.
• The increasing importance of work-life balance. With more and more employees seeking a better balance between their work and personal lives, employers need to offer flexible working arrangements that can accommodate these needs.
• The globalization of the workforce. As the world becomes increasingly connected, organizations are increasingly hiring workers from all over the globe. This trend has important implications for workplace planning.

By taking these trends into account, employers can develop work plans that will help them attract and retain the best talent, as well as meet their future workforce needs.

When developing workplace plans, employers should also consider the legitimate requirements that influence their ability to attract and retain employees. These requirements can vary depending on the country in which the employer is based, as well as the specific industry or sector. However, some of the most common requirements that employers need to take into account include:

• Equal opportunity and non-discrimination laws. These laws prohibit employers from discriminating against employees on the basis of factors like race, gender, religion, or national origin.
• Labour laws. These laws set out the rights and responsibilities of employers and employees, as well as regulate workplace conditions.
• Health and safety regulations. These regulations place requirements on employers to provide a safe and healthy workplace for their employees.
• Environmental regulations. These regulations place requirements on employers to minimize the negative impact of their operations on the environment.

By understanding the legitimate requirements that influence workplace planning, employers can ensure that their plans are compliant with the law. This will help to avoid any potential penalties or legal action that could result from non-compliance.

M1: Analyze the importance and values of employee relations in accomplishing business outcomes

Good employees act as assets for a company. Good employee relationships ensure a healthy bond between employers and employees. Maintaining a healthy relationship between an employer and employee is vital for the company’s success. It implies that with a strong employee relationship in place, employees are bound to be more productive, less conflicting, and more loyal. Considering this fact, you need to check whether your company is performing at its peak. If not, it is due to the lack of strong interpersonal relationships between employers and employees.

This section highlights the benefits of a strong employee relationship.

• Heightens employee loyalty

They don’t leave their job, but employees leave their bosses. Employees don’t have a second thought of leaving their job if they find that the work environment is not accommodating enough. It happens when employers overlook the need for improving employee relationships.

Neglecting the need for improving employee relationships won’t only cause them financial losses, but it harms their brand reputation, hence restricting the talent acquisition. So, employers need to consider employee perspectives and their career growth.

• Employee motivation

Healthy employee relations motivate them to work harder and give their best at the workplace. Employers should know that good relation isn’t limited to communication, but it also includes evaluating employee performances. Employees like it when they find managers appreciating their efforts and motivated employees contemplate as supportive team members.

• Improves employee’s confidence and trust

Nurturing confidence and trust in the workplace needs efforts from employees and employers. If you compare success and achievement as a jigsaw, employee relations is perhaps the most critical piece of the pule.

Sound employee relations form the basis of the foundation of confidence and trust in an organization. Most companies have a dedicated relationship manager for the same purpose. It is their responsibility to ensure that efforts for improved relationships are on track.

Nevertheless, confidence and trust at the workplace depend largely on the communication between employers and employees.

• Better Employee engagement

Employee engagement refers to the efforts employers put to engage their employees. It incorporates everything from ensuring better communication to rewarding the top performers at the workplace.

Conclusion

Engaged employees yield better outcomes and effective growth in the organization that they work. Executing engagement surveys and taking necessary measures becomes easier with healthy workplace relationships.

Having proper employee relationships is an integral part of implementing employee engagement programs. When the employees share honest feedback, it becomes easier for management to take measures, ensuring improved engagement.

D1: Explore mechanisms for effective employee relation management and justified solutions for organizations

Workplace relationships get affected by factors that influence the strategic relationship between employers and employees. Strong employee relation management mechanisms involving developing a work environment that gives what people want.

Employers want to have a positive notion of what they do, and where they work. Employers feel positive about performance, productivity, and developing future leaders. An impactful employee relation strategy incorporates employee engagement, leading to improved performance.

• Develop a favorable work environment

As mentioned above, employees want to feel good about what they do and where they work. Discuss the values that represent your company, and promote them accordingly. Convey the same to every individual working in the company, as it would help them to align their behavior with the company’s success.

• Improve employee engagement

Productive Employees are assets for companies, so management ought to instill a sense of belonging. Allow them to willingly accept the company’s policies and standards. Management should encourage group work, as it allows employees to communicate with one another. Allow them to work together, and make their own decisions. A team leader ought to supervise them, and intrude only when needed.

• Performance Evaluation Mechanisms

Management should appreciate employees for performing well, and provide them rewards. Encouragement and appraisal make employees perform based on the expectations of the top-tier management. Ensure that the company has proper appraisal in place so that employees can perform up to the mark.

P2: Outline Fundamentals of employee laws

There are several employee laws in the United Kingdom that protect the employees from any sort of discrimination or unfair treatment at the workplace. Some of these laws include The Equality Act 2010, The Employment Rights Act 1996, and The Health and Safety at Work, etc. Act 1974.

The Equality Act 2010

The Equality Act 2010 is a piece of legislation that makes it unlawful to discriminate against people on the basis of certain protected characteristics. The protected characteristics are age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. The Act applies to everyone in the UK, including public bodies, businesses, and employers.

The Equality Act 2010 provides a legal framework to help achieve equal opportunities for all. It replaces previous legislation (the Equal Pay Act 1970, the Sex Discrimination Act 1975, and the Race Relations Amendment Act 1976) with a single piece of legislation. The Act brings together over 116 separate pieces of legislation into one coherent framework.

The Employment Rights Act 1996

The Employment Rights Act 1996 is an Act of Parliament of the United Kingdom that sets out minimum rights for employees in the UK. The Act covers a wide range of topics, including the right to a written statement of employment particulars, the right to paid holidays, the right to request flexible working arrangements, and the right not to be unfairly dismissed.

The Health and Safety at Work, etc. Act 1974

The Health and Safety at Work, etc. Act 1974 is the primary piece of legislation covering occupational health and safety in Great Britain. The Act sets out the general duties which employers have towards their employees. It also provides for the enforcement of these duties by the Health and Safety Executive and local authorities.

The Act applies to all workplaces in Great Britain, including factories, shops, offices, and schools. It does not apply to domestic premises or to any self-employed person.

These are some of the most important employment laws in the UK that every employer must be aware of. These laws protect the employees from any sort of discrimination or unfair treatment at the workplace.

P3: Explain the rights, obligations, and responsibilities of employees and employers in an organization

Rights, Obligations, And Responsibilities Of Employees:

Every employee has the right to a safe and healthy workplace. This includes the right to be free from discrimination, harassment, and violence. Employees also have the right to fair wages and benefits, and the opportunity to voice concerns about working conditions without fear of retaliation.

Employees have the obligation to do their best to perform the duties of their position and to uphold the standards of conduct set by their employer. They also have a responsibility to follow company policies and procedures and to cooperate with management in achieving the goals of the organization.

Rights, Obligations, And Responsibilities Of Employers:

Employers have the right to expect employees to perform their duties in a satisfactory manner and to meet the standards of conduct set by the organization. Employers also have the right to discipline employees who violate company policy or who fail to meet performance expectations.

Employers have the responsibility to provide a safe and healthy workplace for their employees. They also have a responsibility to ensure that employees are paid fair wages and receive benefits that are required by law. In addition, employers have a responsibility to comply with all applicable laws and regulations.

Purpose of HRM

The purpose of human resource management (HRM) is to ensure that the organization has a skilled and motivated workforce. HRM also plays a vital role in ensuring that employees are compensated fairly and have the opportunity to grow and develop in their careers.

The human resources function plays a critical role in an organization’s ability to meet its business goals. The HR function provides the necessary support to employees in the form of training, development, and compensation. HR also ensures that the organization complies with all applicable laws and regulations.

The ultimate goal of HRM is to help the organization achieve its business goals. To do this, HR must provide a skilled and motivated workforce. In addition, HR must ensure that employees are compensated fairly and have the opportunity to grow and develop in their careers.

Vital functions of the HRM within the organization are as follows:

1. Recruitment and selection: The HR department is responsible for finding and hiring the best-qualified candidates for open positions. This includes advertising the position, conducting interviews, and making offers of employment.
2. Training and development: The HR department is responsible for providing employees with the training they need to be successful in their jobs. This includes both initial training and ongoing development.
3. Compensation and benefits: The HR department is responsible for ensuring that employees are compensated fairly. This includes developing compensation plans, administering benefits programs, and conducting salary surveys.
4. Employee relations: The HR department is responsible for maintaining positive relationships between employees and management. This includes handling employee complaints, investigating incidents of harassment, and mediating disputes.
5. Compliance: The HR department is responsible for ensuring that the organization complies with all applicable laws and regulations. This includes developing policies and procedures, conducting audits, and providing training on compliance issues.

Compare best fit and best practice Human resource management policies:

Best fit HRM is an approach that focuses on aligning the HRM function with the strategic goals of the organization. The goal of best fit HRM is to create value for the organization by improving the performance of employees.

Best practice HRM is an approach that focuses on creating a competitive advantage for the organization by implementing practices that are proven to be effective. The goal of best practice HRM is to create a work environment that is conducive to high performance.

The main difference between best fit and best practice HRM is the focus of each approach. Best fit HRM focuses on aligning the HRM function with the strategic goals of the organization, while best practice HRM focuses on creating a competitive advantage for the organization.

Conclusion

Employers and employees ought to understand their duties and rights at the workplace. Employees need to read the contracts that they sign at the time of accepting the joining letter, as it includes details, responsibilities, rights, rules, and regulations.

Browsing company sites might prove to be beneficial, as employees would know what should be done and what shouldn’t be done.

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