Enjoy Upto 50% OFF on Assignment Solutions!
Optimizing Business with Resource and Talent Planning by Native Assignment Help
Ph.D. Writers For Best Assistance
Plagiarism Free
No AI Generated Content
Get free samples written by our Top-Notch subject experts for taking the Uk's No.1 Assignment Help from native Assignment Help.
The labor market trends deal with the demand as well as supply for the various labor. In addition to this employees give the demands, as well as employees, give supply. The labor market trends in the United Kingdom are that they have high information about their job vacancies as well as low employment levels (Khan et al. 2019). Due to this, they are leading with the tightest labor markets as per the newest labor force survey (LFS) which analyzed that in the year 2021 in December they are recovering in the field of market labor. The tight labor market is good because it helps to increase the wages of its employees but at a risk of inflation. Additionally, there is an increase in their rate of employment and a decrease in their rate of unemployment (Oesch and Piccitto, 2019). In addition to this, the data that has been provided by the labor force survey (LFS) shows the positive aspects of the labor market trend in the United Kingdom. The rate of employment in the United Kingdom has been increased by 0.1 % points in the “quarter to 75.5%” (s). In addition to this, the increase in the rate of employment is not there in the field of self-employment because the percentage of workers self-employed remains low. In the United Kingdom in the years 2021 to 2022, the number of job vacancies made a new record because there was an increase of 513,700 in their job vaccines. The unemployment rate is decreasing day by day in the country of the United Kingdom because the large population of this particular nation is above 50. In addition to this in course to develop their nation, they need more employees in their workforce to make more development in the United Kingdom. On the other hand, the country of China is leading the world’s largest labor market (Boselli et al. 2018). In addition to this, there are 288.4 million workers in China, located in large cities of China. In addition to this, the reason behind their increasing number of workers is that China is because they have more of a young generation. In addition to this as per the reports, China has the maximum number of employees who are skilled in their respective work. Additionally, the demand for skilled workers is mostly demanded by most countries in their work. In the urban market, there is an enlarged demand for trained workers as well as qualified workers. In addition to this, the number of employed workers in the year 2021 is 747.5 million, and on the other hand, the number of employed people in the United Kingdom is very low (Bell and Blanchflower, 2019). Moreover, in the case of the United Kingdom, the rate of jobs is increasing day by day but there is a huge reduction in the working employees. In addition to this, it creates a great impact on the GDP of the countries as example if the country consists of more number working employees this results in the development of that respective country. On the other hand, as an example, if there is less number of working employees that means there is no such positive growth in that respective country (Jayachandran, 2021). China is also leading the tight labor market as well as by raising the rates of the wages of its employees. A tight labor market is good for the country of China as well as good for its employees because it becomes a boon for the workers. On the other hand, due to the tight labor market, the respective country may face the risk of inflation. The loose labor market is not good for both countries and the loose labor market arises when there is an increase in the unemployed candidates and there are no jobs for the workers. Due to this, it reduces the wages of the employees because there are many unemployed candidates.
The competitive labor market deals with the compositions of the different firms that compete for the employees. To increase the competition in the markets for labor, the respective organizations need to develop certain strategies to endure attractively as well as keep scarce talents for potential hires (Popa, 2019). To become victorious, the different organizations need to adopt the strategies of resourcing that are beneficial for them. To attract the appropriate employees for their respective work in their organization's teams as well as to transform themselves from their respective competitors (Weisshaar, 2018). Various factors need to be included within the organization to attract the right employees for their respective organizations. Additionally, such as the salary offered to them, and some other benefits such as flexible working for the workers (Pavlova, 2018). In addition to this, the security of the employees, job roles for each employee in the concerned organization as well as a working environment.
The trade unions play a very important role in the respect of brawls for education as well as there is a need to enhance their proper skills for the changes in their lives for their members as well as to build up the voice of union with the help of appropriate training of the professional officers as well as workplace reps. Trade unions have regularly played a major role because they improve the skills of people in the field of education (Emmenegger et al. 2020). The main role of the unions of trade is it provide services as well as assistance to their members, simultaneously bargaining for the conditions of the employees together with better pay for all the workers. In addition to this, another role of the trade unions is to work on improving the “quality of public services”, industrial action as well as political campaigning (Kova?evi?-Peri?, 2020). The employees of the respective organizations need to improve their future skills for the betterment of their workforce as well as to meet the organizational goals that are set by their respective companies (Magidi and Mahiya, 2021).
The employees of the respective organization need to enhance their skills. Due to this, they play a major role in leadership and in helping the organization to provide a proper pathway within the workforce (Akhmadjonov, 2022). The next way from which the employees may prepare for the workforce in the future is by working closely with colleges, schools, programs of graduate recruitment as well as high schools. Various skills are needed to improve the employees such as the matter of active learning, and creativity of the employees to make unique as well as effective decisions (Kuhlmann and Vogeler, 2021). Additionally, improvement in the field of complex problem solving together with critical thinking as well as analysis is essential here. The skills of the employees are very much required within the organization because they help the respective organization to achieve its goals properly as well as on time (Susilowati and Suyatno, 2021). The role of government has a very important role because it provides a proper set of rules as well as regulations that need to be followed by the respective organizations of the concerned country.
The concerned government needs to make sure about the growth together with the stability of the economy as well as provide the services and public goods. The way by which the concerned government may improve their future skills through supporting the development of skills needs to be taken into consideration (Abdeldayem and Aldulaimi, 2020). In addition to the improvement in the workforce, skills need to be improved by the productivity of the labor which their concerned government supports. Various plans are needed to be included within the concerned government such as improving the leadership of the employer at the local level, as well as the local skill improvement (Lu et al. 2020). In addition to this, the other necessary changes that are needed are in improving the technical skills, skills which are required for the employees for the particular task.
There are various important principles for the planning of the effective workforce of the respective organizations such as adopting the changes to enhance their skills. In addition to this enhancing the quality of their works improves the reiteration as well as provides professional development. Additionally, it also includes the principle of reducing labor costs together with addressing the inefficiency (Hou et al. 2020). The principle of adoption of the changes deals with the changes in the planning of the workforce the concerned organization needs to be prepared to deal with the changes in the requirements or demands by providing a multi-talented workforce as well as having a flexible workforce. The next principle regarding the planning of an effective workforce is the enhanced quality of the concerned organization's workforce (Gilster et al. 2018). In addition to this, the planning of the workforce may support conveying the results of high quality for the times of better turnaround by their allocated tasks for the most qualified as well as skilled employees.
There is a huge importance of skilled employees because it helps the concerned organization to achieve their respective goals and it also shows the positive efficiency rate of those employees. In addition to this, skilled employees also help to improve the profit margin of the respective organization. The enhancement of the quality of the employee's work is very important for the concerned organization because it shows the efficiency rate of the respective organization (Abdeldayem and Aldulaimi, 2020). The next principle of workforce planning is to reduce labor costs because of the planning of the workforce attempts the reduce the costs of labor by encouraging the efficiency of their employees in the workforce as well as removing unproductive practices.
The reduction in unproductive practices is very much needed because it shows the inefficiency rate of the concerned organization. The next principle regarding the planning is improvement in the retention this needs to be implemented within the concerned organization by keeping the respective organization employees in their proper roles (Gilster et al. 2018). Due to this, the employees can use their proper skills and by this, the employees may feel more engaged as well as valued in their concerned organization. In addition to this, the reduction of the employees who left their respective organizations needs to be taken into consideration as well.
Various tools can be used for making effective workforce planning such as organizational strategy because it is the main strategy in the identification of the major elements of the strategic plan. Which is used to select the objectives as well as goals of the respective business to expand their potential in the absence of straining the resources or creating risks? The organizational strategy is important for the concerned organization because it gives the employees consistency in their respective work. The organization also helps the concerned business priorities (Olson et al. 2018). The organizational strategy also deals with the top-down plan which is based on the market trends, product fit or service fit, as well as competitors of their organizations. This type of huge alignment is very much needed within the organization as well as within the team. The respective tool also uses the strategy of workforce planning (Bombiak and Marciniuk-Kluska, 2018). The next strategy that can be used by the respective organization is the 9-Box Grid because this particular tool prints out the performance of the employees and permits the leaders for a better understanding of the management of the trams. The 9-Box Grid can play a hugely important role in the respective organization by allowing the spotting of high performances in their respective organizations to improve their rate of efficiency (Lee, 2018). In addition to this, it also identifies what the concerned organization needs to be improved for further development.
Title of the job |
Skills |
Experience |
Qualification |
Personality |
What |
How |
Who |
HR Employee |
Responsible to retain workforce and talents |
2 years experience in human resource |
Master in human resource |
Organized, and capable of handling complex workplace situations |
Trainee HR employee |
Training program |
HR manager |
Management team leader |
Effective management of the performance level of employees |
A minimum of 3 years of experience in the management field |
Master of Business Administration (MBA) |
Organized, interpersonal, able to handle workforce |
Train the talented management team members |
Must include training in the development plans |
Senior manager |
Executive director |
Financial acumen along with senior leadership |
A minimum of 6 years of experience as a senior management employee |
Master of Business Administration (MBA) |
Have a high level of innovative skills, high EI (emotional intelligence) skills along with strong visionary |
Prepare the “senior management team” |
Mentoring as well as “professional qualifications” |
Director of Human Resource |
Table 1: Succession plan
Goals |
Skill or competencies required |
Activities |
Resources |
Time |
Status |
Leadership competency development |
Leadership skills such as motivation, creativity, trustworthiness, feedback, and others |
Active participation in the leadership programs |
Workshops and programs within the workplace Following up with the successful leaders to identify their skills and abilities along with their impacts |
6 months |
Pending |
Enhance the knowledge regarding the long-term retention of workers within the workplace |
It is essential to have a high level of critical thinking skills and understanding skills |
Frequent communication with others to understand their needs and wants |
Non-verbal communication along with face-to-face communication |
3 months |
Pending |
Increase the ability to conduct better personal specifications |
It is essential to understand the personal consequences of the individuals for which empathy skills, civic-mindedness, and strategic thinking skills are essential. |
Needs to use the strategic thinking aspect to identify other’s perspectives Engage with the teamwork on a strong aspect |
Teamwork, meetings, and conferences |
2 months |
Pending |
Table 2: Career development plan
It is essential enough to develop effective plans to downsize an organization more appropriately. As per my role, I was responsible for developing the “systematic transition plan” in which specific goals, as well as objectives, are included to retain the individuals. Different downsizing tactics such as workforce reduction, organization redesign, and others have been conducted by me [Refer to Appendix 1]. These are relevant enough to ensure an appropriate level of downsizing of the organization. Moreover, I was also responsible for conducting appropriate planning for an effective communication strategy through which it is possible to avoid the concern regarding bounded by “one-time action” severely (Hammond et al. 2021). The communication strategy that has been selected by me was the encouraging participation of the employees in the “speaking-focused organization”. In this regard, I have also collected feedback that can also be considered proof of my contribution [Refer to Appendix 2].
I was also responsible for ensuring the fact that the top managers of the organization understand their visionary role within the plan appropriately. In this context, I conducted meetings with the managers and provided a clear overview to them regarding the whole plan. The top managers were also able to explain the facts of how the organization is going and able to provide such support to the “middle-level managers” as well. I have made effective communication as well to keep in touch with the workers as it helps me to collect relevant information regarding their wants and needs.
In the case of identifying the job descriptions, I was responsible for identifying the accurate job titles for the individuals to attract them the most. This job description is helpful enough to fill up the position of accounting manager within the organization and it has been developed by me as well [Refer to Appendix 3]. In addition to this, I influenced the current employees to develop the job descriptions so they can develop them more suitably. I was responsible for avoiding the contexts through which biased situations would be raised while hiring new personnel.
In the case of person specifications, I have followed the below-stated format mainly in order to fill up the position of an HR employee.
Position: Human resource employee Reporting to: Human resource manager Location: 10 Downing Street, London, UK
Knowledge and skills: Critical thinking, strategic management ability, decision-making skills and quick action skill |
Table 3: Person specification
In the case of competency frameworks, I mainly followed the "Job competency model" and the "Custom competency model". I have clearly defined the needs within a specific job role to ensure that each of the individuals must perform to their extent to fulfill each of the responsibilities properly (Kansal and Singhal, 2018). The custom model is suitable to include each of the relevant business objectives regarding the business context.
The legal requirement deals with the qualification or the quality which is needed within the person to do something or which is suitable for something. In addition to this, the legal requirements for the selection deal with the criteria of knowledge of the people, proper abilities that are needed within the employee, personal attributes as well as skills of the people which are required for the proper selection of the employees to perform their jobs (Petraška et al. 2018). The legal requirements that are needed for the employee are the age of the employee, gender reassignment, and maternity as well as pregnancy for the women for the selection. In addition to this, the legal requirements also include the race of the people such as color, nationality, national origin of the people as well as race. In addition to this, the legal requirement for the selection also includes the sexual orientation it is about bisexual, gay, lesbian, and heterosexual. The legal requirement that is needed for the requirement is the mane of the selected employee, the title of the job, place of work, and job description.
Methods of selection |
Strengths |
Weakness |
1. In-person interviews |
Concerning in-person interviews, accuracy is one of the strengths of the selection method. In addition to this, it also creates clarity about the person (Johnson et al. 2021). |
Some of the candidates are introverted and are not able to give their interviews properly. |
2. Introductory screening |
One of the strengths of introductory screening is discipline. |
Perfectionists are one of the weaknesses of introductory screening (Gray et al. 2020). |
Methods for recruitment |
Strengths |
Weakness |
1. Web advertising |
Helps to show that the employees are on the internet for the recruitment methods. |
For some employees, web advertising is very complicated (Aghakhani et al. 2018). |
2. Using recruitment agencies |
It helps to fast hiring of its employees. |
The higher cost is one of the weaknesses of using recruitment agencies. |
The reason behind leaving an organization includes less opportunity to enhance their careers as everyone aims to improve their career opportunities for moving towards an upward trajectory. It is common for people to have ambitions regarding the development of their skill set for taking on more responsibilities as well as challenging roles. Apart from this, the desire to get better compensation and career change is also included in the reason for leaving an organization (Rashidov and Rasulov, 2020). Lacking to fit with a specific culture of a company and bad management within the company are also considered to lower the motivation of the employees who are ultimately responsible for leaving a job. Satisfied employees choose to remain within a company as it leads to team belonging and respect for the respective organization (Zappettini, 2019). Apart from this, desired job opportunities and career development opportunities can be also involved in the reason for remaining within a company.
Dysfunctional employee turnover occurs mainly when the positive employees within an organization leave voluntarily at high rates compared to weaker ones. There are a total of five cost structures that are associated with employee turnover severely. The initial one is the cost related to employer brand where for filling up the position of workers, the employer has to increase both time and "cost per hire". The second one is the cost related to employee development such as for training purposes and others (De Winne et al. 2019). The third one is the productivity cost that affected most due to high employee turnover as loss of productivity can raise customer dissatisfaction and affect the profit percentage severely. It is also observed that replacement of the staff is considered the more expensive one than retain them. Another cost structure is associated with the advertisement purpose of getting the attention of new employees to fill up the workforce gap (Belete, 2018). The last one is the cost related to "recruitment of replacements” which affects the revenue level of a firm mostly.
Approaches |
Strength |
Weakness |
Prioritizing the work-life balance |
? Helps to enhance productivity and employee satisfaction ? Helps to enhance employee morale which is much required to promote high employee engagement in the workplace ? Helps to enhance the profit level |
? Can enhance stress and mental health issues among workers ? Work-life balance can fluctuate at any time directly impacting of organization’s profitability (Nasution and Ali, 2020) |
A strong investment in the employee’s careers |
? Helps to enhance employee motivation and satisfaction ? Employees feel more connected in this regard (Davidescu et al. 2020) ? Creating a better path for employees to ensure upward mobility |
? Can affect the revenue structure of the firm ? Able to enhance employee turnover cost on a strong aspect |
Empower the workers to develop networks |
? Helps to encourage employees to network at the company’s expense (Baird et al. 2020) ? This approach has a strong influence on the retention of employees ? Enhances employee engagement on a strong aspect |
? Can raise inequality in the workplace as not each individual can conduct at the company’s expense ? Can raise workplace conflicts |
Table 5: Strengths and weaknesses of talent retention approaches
Redundancy refers to a specific situation in which an employer can reduce their workforce within a particular event where it is not needed for a certain job. It is a fair reason for the dismissal however an e employer is required to be sure which can be related to the closure of a specific business due to a certain fall in the consumer’s demand (Štefko, 2019). To manage redundancy within the workplace, it is first needed to make sure that the situation is genuine. After that following of own procedures as well as policies is also considered an important part. Along with this, it is also needed to be made available for the employees who are affected. I am suggesting that within an organization when I can find myself at an employment tribunal, having satisfied myself to create a reason for redundancy, the dismissal. In addition to this, clear and good communication within the workforce is also effective according to me, especially for those people who got affected through redundancy.
Meaningful consultation is also effective in providing employees with adequate information regarding the situation from which they are known about financial entitlements along with the size of redundancy payments. As a manager, I also advise that several potential fail criteria such as sickness record, attendance, and performance record are needed to be used for making the selection criteria right. On the other hand, following disciplinary procedures, and gathering evidence are also considered for ensuring that the dismissal is well handled (Borghouts–van de Pas et al. 2021). Inviting employees for disciplinary meetings along with reconvening for communication regarding outcomes is also an effective method for managing dismissal. In my opinion, to take retirement, an employer needs to talk with the head of the company about retirement and leaving a positive legacy.
Reference list
Abdeldayem, M.M. and Aldulaimi, S.H., (2020) Trends and opportunities of artificial intelligence in human resource management: Aspirations for the public sector in Bahrain. International Journal of Scientific and Technology Research, 9(1), pp.3867-3871.
Aghakhani, N., Karimi, J. and Salehan, M., (2018) A unified model for the adoption of electronic word of mouth on social network sites: Facebook as the exemplar. International Journal of Electronic Commerce, 22(2), pp.202-231.
Akhmadjonov, B., (2022) THE ROLE OF TRADE UNIONS IN PREVENTING CHILD LABOR AND FORCED LABOR IN RENEWING UZBEKISTAN. EPRA International Journal of Research and Development (IJRD), 7(4), pp.206-208.
Baird, K., Tung, A. and Su, S., (2020). Employee empowerment, performance appraisal quality, and performance. Journal of Management Control, 31(4), pp.451-474.
Belete, A.K., (2018). Turnover intention influencing factors of employees: an empirical work review. Journal of Entrepreneurship & Organization Management, 7(3), pp.1-7.
Bell, D.N. and Blanchflower, D.G., (2019) The well-being of the over-employed and the underemployed and the rise in depression in the UK. Journal of Economic Behavior & Organization, 161, pp.180-196.
Bombiak, E. and Marciniuk-Kluska, A., (2018) Green human resource management as a tool for the sustainable development of enterprises: Polish young company experience. Sustainability, 10(6), p.1739.
Borghouts–van de Pas, I., Bosmans, M. and Freese, C., (2021). Unemployment prevention: The role of Human Resource Management in job-to-job transitions in the event of redundancy. European Journal of Social Security, 23(2), pp.103-119.
Boselli, R., Cesarini, M., Marrara, S., Mercurio, F., Mezzanzanica, M., Pasi, G. and Viviani, M., (2018) WoLMIS: a labor market intelligence system for classifying web job vacancies. Journal of Intelligent Information Systems, 51(3), pp.477-502.
Davidescu, A.A., Apostu, S.A., Paul, A. and Casuneanu, I., (2020) Work flexibility, job satisfaction, and job performance among Romanian employees—Implications for sustainable human resource management. Sustainability, 12(15), p.6086.
De Winne, S., Marescaux, E., Sels, L., Van Beveren, I. and Vanormelingen, S., (2019). The impact of employee turnover and turnover volatility on labor productivity: a flexible non-linear approach. The International Journal of Human Resource Management, 30(21), pp.3049-3079.
Emmenegger, P., Graf, L. and Strebel, A., (2020) Social versus liberal collective skill formation systems? A comparative-historical analysis of the role of trade unions in German and Swiss VET. European Journal of Industrial Relations, 26(3), pp.263-278.
Gilster, S.D., Boltz, M. and Dalessandro, J.L., (2018) Long-term care workforce issues: Practice principles for quality dementia care. The Gerontologist, 58(suppl_1), pp.S103-S113.
Gray, L.M., Wong-Wylie, G., Rempel, G.R. and Cook, K., (2020) Expanding qualitative research interviewing strategies: Zoom video communications. The Qualitative Report, 25(5), pp.1292-1301.
Hammond, M., Cross, C., Farrell, C. and Eubanks, D., (2019). Burnout and innovative work behaviors for survivors of downsizing: An investigation of boundary conditions. Creativity and Innovation Management, 28(3), pp.306-317.
Hou, L., Wu, S., Zhang, G., Tan, Y. and Wang, X., (2020) Literature review of digital twins applications in construction workforce safety. Applied Sciences, 11(1), p.339.
Jayachandran, S., (2021) Social norms as a barrier to women’s employment in developing countries. IMF Economic Review, 69(3), pp.576-595.
Johnson, D.R., Scheitle, C.P. and Ecklund, E.H., (2021) Beyond the in-person interview? How interview quality varies across in-person, telephone, and Skype interviews. Social Science Computer Review, 39(6), pp.1142-1158.
Kansal, J. and Singhal, S., (2018). Development of a competency model for enhancing organizational effectiveness in a knowledge-based organization. International Journal of Indian Culture and Business Management, 16(3), pp.287-301.
Khan, N., Korac?Kakabadse, N., Skouloudis, A. and Dimopoulos, A., (2019) Diversity in the workplace: An overview of disability employment disclosures among UK firms. Corporate Social Responsibility and Environmental Management, 26(1), pp.170-185.
Kova?evi?-Peri?, S., (2020) The role of trade unions in the employment contract cancellation procedure. Zbornik radova Pravnog fakulteta u Nišu, 59(86), pp.125-137.
Kuhlmann, J. and Vogeler, C.S., (2021) United against precarious working conditions? Explaining the role of trade unions in improving migrants’ working conditions in the British and German meat-processing industries. Journal of Public Policy, 41(3), pp.515-531.
Lee, G.J., (2018) Talent measurement: A holistic model and routes forward. SA Journal of Human Resource Management, 16(1), pp.1-11.
Lu, V.N., Wirtz, J., Kunz, W.H., Paluch, S., Gruber, T., Martins, A. and Patterson, P.G., (2020) Service robots, customers and service employees: what can we learn from the academic literature and where are the gaps?. Journal of Service Theory and Practice, 30(3), pp.361-391.
Magidi, M. and Mahiya, I.T., (2021) Rethinking training: The role of the informal sector in skills acquisition and development in Zimbabwe. Development Southern Africa, 38(4), pp.509-523.
Nasution, N. and Ali, M., (2020). The Importance Of Work-Life Balance To Improve Work Satisfaction. Jambura Science of Management, 2(2), pp.57-65.
Oesch, D. and Piccitto, G., (2019) The polarization myth: Occupational upgrading in Germany, Spain, Sweden, and the UK, 1992–2015. Work and Occupations, 46(4), pp.441-469.
Olson, E.M., Slater, S.F., Hult, G.T.M. and Olson, K.M., (2018) The application of human resource management policies within the marketing organization: The impact on business and marketing strategy implementation. Industrial Marketing Management, 69, pp.62-73.
Pavlova, M., (2018) Fostering inclusive, sustainable economic growth and “green” skills development in learning cities through partnerships. International Review of Education, 64(3), pp.339-354.
Petraška, A., ?ii?nien?, K., Prentkovskis, O. and Jaraš?nien?, A., (2018) Methodology of selection of heavy and oversized freight transportation system. Transport and Telecommunication, 19(1), p.45.
Popa, D.M., (2019) New versus Established Migrants in a Competitive Labor Market. Intersections. East European Journal of Society and Politics, 5(2), pp.130-149.
Rashidov, A. and Rasulov, T., (2020) The usage of foreign experience in effective organization of teaching activities in Mathematics. International Journal of Scientific and Technology Research, 9(4), pp.3068-3071.
Štefko, M., (2019). Notice for redundancy as a discriminatory measure on grounds of age. Central European Journal of Labour Law and Personnel Management, 2(1), pp.61-73.
Susilowati, W.W. and Suyatno, S., (2021) Teacher competence in implementing higher-order thinking skills-oriented learning in elementary schools. Premiere Educandum: Jurnal Pendidikan Dasar dan Pembelajaran, 11(1), pp.1-14.
Weisshaar, K., (2018) From opt out to block out: The challenges for labor market re-entry after family-related employment lapses. American Sociological Review, 83(1), pp.34-60.
Zappettini, F., (2019) The Brexit referendum: How trade and immigration in the discourses of the official campaigns have legitimized a toxic (inter) national logic. Critical Discourse Studies, 16(4), pp.403-419.
Go Through the Best and FREE Answers Written by Our Academic Experts!
Native Assignment Help. (2024). Retrieved from:
https://www.nativeassignmenthelp.co.uk/resource-and-talent-planning-15804
Native Assignment Help, (2024),
https://www.nativeassignmenthelp.co.uk/resource-and-talent-planning-15804
Native Assignment Help (2024) [Online]. Retrieved from:
https://www.nativeassignmenthelp.co.uk/resource-and-talent-planning-15804
Native Assignment Help. (Native Assignment Help, 2024)
https://www.nativeassignmenthelp.co.uk/resource-and-talent-planning-15804
System Design And Analysis Of The Phoenix Theatre Group Navigate through our...View or download
What can the Brexit ‘Vote Leave’ campaign tell us about cultural...View or download
2.1 Describe conflicts or dilemmas that may arise between the duty of care and...View or download
Effective Communication with Elderly Patients: A Care Guide Get free...View or download
Portfolio Analysis and Valuation of Airbnb and Competitors Get free samples...View or download
M.Sc. Molecular Biology And Biotechnology Coursework Introduction - M.Sc....View or download
Get your doubts & queries resolved anytime, anywhere.
Receive your order within the given deadline.
Get original assignments written from scratch.
Highly-qualified writers with unmatched writing skills.
We utilize cookies to customize your experience. By remaining on our website, you accept our use of cookies. View Detail
Hi! We're here to answer your questions! Send us message, and we'll reply via WhatsApp
Please enter a messagePleae enter your phone number and we'll contact you shortly via Whatsapp
We will contact with you as soon as possible on whatsapp.
Ph.D. Writers For Best Assistance
Plagiarism Free
No AI Generated Content
offer valid for limited time only*
someone has bought
skills for academic study