Talent management may be defined as planned & systematically organized procedure of attracting the right candidate and help them to build their abilities by keeping the business objectives in the concentration. In every organization, talent management is significant because it helps in improving the organization’s performance, drive innovation, ensure team productivity, meet the company’s role and encourage others to grow. On the other hand, workforce planning is one of the significant processes of evaluating, predicting and planning the employee’s assessing gaps, supply & demand. It helps in identifying interventions of target talent management for ensuring that the company has right people in order to accomplish the goals & objectives. Apart from this, the assessment will highlight the labour market trends, effective on-boarding and their importance to the company. Report also presents various tools which needed to mitigate the risks which connected with the poor talent management and workforce planning.
TASK 1
Strategic Position In Competitive Marketplace
Strategic position refers to how business put their efforts in order to gain the competitive advantage over the competitors and deliver benefits to the desired customers. It is crucial for all the organization to build the strategic position within the competitive market because from this they become more market focused, fulfil the requirements of customers, react to the changes and build customer loyalty as well as awareness (Lopes et al, 2022). For building the strategic position within the competitive market SAP is continuously incorporating the new products and services to meet the preferences and requirements of the customers. To develop the strategic position within the competitive market SAP is also focusing on innovation that helps in attracting and retaining the skilled and talented employees for long period of time. To gain the competitive advantage over the competitors SAP is also committed to develop the employee’s knowledge and skills to perform the best performance.
For the growth and development of the employees SAP also offers training and development opportunities to them. To achieve the better strategic position within the competitive marketplaces the organizations are implementing various strategies regarding employer branding, choices and organizational change. In order to gain the competitive advantage it will be crucial for SunEnery to strategize its position in the competitive marketplace. This organization locate itself in the area where the labour cost will be low which helps in minimizing the overall expense and remain competitive within the market (Sudirjo, 2023). Another way to strategize its position within the market will be locate itself near sources of skilled labour. Application of this strategy will be beneficial for SunEnergy to build the position in the competitive marketplace because it enables admittance to pool of employees with required knowledge and skills to support the operation of business.
Analysing The Labour Market Conditions And Its Influence In Uk
In the present time, the labour market of UK is dynamic and it has significant on the overall growth and development. In the context of energy sector, the labour market becomes tighter because of shift in labour demand, rising unemployment, employees hobs and self-employed, timelier wage insights etc (Mayhew and Anand, 2020). Shift in labour market is considered as one of the significant labour market trend that has massive impact on the energy sector within the UK. Due to this, the job vacancies have fallen below a million and reach only to 20% after pandemic and it is a sign of tightness. This labour market trend has massive impact on the overall operation of energy sector. Due to change in labour demand, the company within energy sector does not have enough number of employees to provide services to the customers. In UK, the unemployment rate constantly increases from many previous years and in 2023 it reached on 4.2 % respectively (Statistics Research Department, 2023). The increasing unemployment rate has significant impact on the overall operation of energy sector within the UK. High unemployment results into decreasing consumer spending and inclining trend of government expenditure, lower participation of labour force, increase customer spending, reduce investment and increase poverty.
Along with this, recent global crisis i.e. COVID-19 massively impacted the overall operation and efficiency of energy companies within the UK. To combat all the challenges, the energy organization makes effective decisions regarding recruitment methods, retention strategies and skill shortages (Bell and Blanchflower, 2020). For example, Arval is one of leading vehicle leasing company in the UK and at the time of global crisis this organization put all the efforts to retain the employees. To attract and retain the employees this organization was build and reinforce its brand image, values and vision. To retain the employees during global crisis, L&Q was also focusing on social media to increase the reputation (Clark, 2019).
Roles Of The Employers, Government And Trade Unions
In UK, international energy sector, the employers, trade unions and government plays an immersive role to ensure that future skills requirements are met or not. With the help of various initiatives such as education & training, workforce planning and immigration policy, the government can assist to make sure that organizations have admittance to the talent they require to stay competitive over the competitors. This plays a main role as it offers a set of rules which need to be implied by the companies (Grzegorczyk et al, 2021). Government is required to ensure growth, economic stability offering for products & services. It can be crucial for government to ensure the future skills of labours are met or not because it helps in improving their performance as well as productivity. To improve the skill of labour of energy sector government will need to offer additional training courses to them who can’t capable to pay.
In addition to this, employers also play massive role in make sure that the future skills of labour are encountered or not. In every organization, employers have accountability to make huge investment in the growth and development of workers. It is the responsibility of the employers to create the supportive and positive working environment of the workplace from which the employees feel motivate as well as encourage performing their roles and they are likely to retain with the company for long period of time (Li, 2022). Apart from this, trade unions also assist in ensuring that employees have the significant training and skills which are require fulfilling the demands of labour market.
Impact Of Motivational Issues And Management Style
The organizations are facing several motivational issues lack of clarity in goals, lack of direction, lack of accountability or support and fear of rejection or failure. The motivational issues and management styles have significant impact on the turnover and retention rates within the ‘SunEnergy. If the company is facing the motivational issues then it is incapable to motivate its employees from this they are likely to leave and looking towards new jobs which ultimately negatively impacts the productivity and employees (ajiali et al, 2022). If SunEnergy is facing the issue of clarity in goals and objectives then the employees didn’t have knowledge about what and how to doing as well as what to achieve so from this they feel unmotivated and discouraged which results in increase employment turnover rate. In addition, it can be crucial for SunEnergy to take corrective actions in order to mitigate the motivational challenges from which they feel motivate and influenced to do work and they are likely to retain with them for long period of time. Aside from this, effective management styles also have massive impact on the retention and turnover rates.
If the organization implements the effective management style in order to manage all the functions and employee’s work then it helps them in improving their performance (Guterresa, Armanu and Rofiaty, 2020). SunEnergy can also require focusing on effective management style to retain the employees which helps in gaining the competitive edge over the competitors. The management style tends to empower employees for becoming more productive and reduce turnover to strengthen organization’s morale.
Approaches For Developing And Retaining The Talents
In the context of organizational setting, the talent development is linked to several formal and informal interventions of learning. To develop and retain the workforces, the companies can execute various approaches and techniques. Use of continuous learning and development program is one of the effective approaches for developing and retaining the employees within the company (Kaliannan et al, 2023). Along with this, development programs and internal learning are vital for emerging talent of accessible employees with the help of skilling and reskilling. Implementation of this approach can be beneficial for SunEnergy to retain the workers because it assists in improving their capabilities and skills as well as prepare them to fulfil the organizational requirements in future.
Moreover, mentoring and coaching is another significant informal approach that helps in developing the skills and retaining the employees for long duration. This informal approach includes development of programs that helps in attracting and retaining the talent. On the other hand, coaching is considered as one of the effective method of mentoring and promoting the skills which helps them to prepare for the increasing the engagement in the higher responsibilities (Hongal and Kinange, 2020). This informal approach is framed to promote face-to-face interaction between the coach or mentor and employees. It is considered as one of the appropriate approach for retaining the talents by improving the relationships among the managers and employees.
Performance reviews and coaching as well as mentoring initiatives are playing crucial role in building and supporting the diverse talent pools. Implementation of this, approach can be beneficial for the organization because it helps in improving the skills and increasing the level of knowledge of the employees from which they able to perform better in comparison to others. Coaching and mentoring also helps in increase their confidence and enhance the communication skills from which they effectively communicate with the colleagues and make strong relationships with them (Bachkirova, Arthur and Reading, 2020). With the help of coaching and mentoring the companies can measure the performance to support the skilled and qualified employees. Apart from this, performance review also helps in building and supporting the diverse talent pools. Performance review helps the organizations to determining their weak areas and then takes corrective actions to improve them from which they feel supported and valued. Performance review helps the companies to build the better teams in order to increase the profitability and productivity. Performance review also helps in improving the employee motivation from which they feel valued and supported (Afandi, 2021).
Benefits of Diversity
In every business, diversity is crucial to build and support the talented pools. A diverse talent pool refers to differences and similarities among the workers in terms of cultural background, age, religion, sexual orientation etc. If the organization have diverse talent tool then it helps in enhancing the organizational performance and gaining the competitive advantage over the competitors (Fine, Sojo and Lawford‐Smith, 2020). Companies with diverse employees aids in attracting talent from international scale which is resourceful for them. If SunEnergy has diverse employees then it can easily handle various customers which help in expanding the business operation and improving productivity. Along with this, diversity helps in gaining the competitive benefits that improves business developments by creating new opportunities. Diversity in retention and recruitment is significant for the organization to build the positive reputation in the competitive environment (Otike, Messah and Mwalekwa, 2022).
Costs Connected With Dysfunctional Employee Turnover
Dysfunctional turnover happens when the positive workforce are willingly leaving at higher rates in comparison to weaker employees. The financial and non-financial costs are associated with the dysfunctional employee turnover. Financially, the process of recruitment and selection is costly process for the organizations because they require making huge investments for determining and hiring the talented employees. However, companies with limited resources are facing the difficulty in find out the skilled personnel according to their expectations (Yeasin, 2023). The dysfunctional employee turnover negatively impacts the morale and productivity of the existing employees because it increases the workload. In turn, this can be expensive for the companies due to decline of performance and production rate. To minimize the effect, the HR practitioner will need to build and execute the effective strategic workforce plan that helps in minimizing the turnover rates.
TASK 2
Impact Of Workforce Planning
Workforce planning described as process of evaluating accessible workers and planning for requirement of staff for the future with the help of employee management procedures, talent gap assessment and recruitment strategies. Effective workforce planning helps in balancing the skills of employees with the organizational requirements. Workforce planning is considered as core process of business that includes evaluation of present employees and building the labour supply needs for future (Jaillet, Loke and Sim, 2022). Effective workforce planning also helps in setting the general goals and objectives for the employees as well as developing the accessible gap between the present and future workforce. Workforce planning plays an immersive role in predicting the demand for labour. It majorly focuses on getting the right employees at the right time with right roles and for right cost.
Additionally, workforce planning has significant impact on the overall efficiency of the business. It has more positive influence in comparison to negative influence. Effective workforce planning helps the business in reducing labour costs, response to changing customers’ requirements, improve productivity, maintain work-life-balance and increase employee retention (Odom and Hyams-Ssekasi, 2022). With the help of effective workforce planning the companies can improved quality output and productivity. Effective workforce planning also helps the business to meet the set goals relevant to production and create concise pattern demand and supply of employees.
Techniques To Support Workforce Planning Process
Supporting the process of employees planning is regard as important part of people practice that requires potential communication among HR and other stakeholders. Generally, the process of workforce planning is based on primary organizational strategies that associated with daily operations and people management. It can be crucial for SunEnergy to adapt the workforce planning process to recruit and retain the best talent. The planning process is consisting of six phases and first one understanding the organization and its environment (Irigaray and Stocker, 2024). This phase states determination of changes and structure of the business that can be made in order to improve the supply of labour. The second step of the process is evaluation of workforce and it includes finding out and evaluating the talents, skills, knowledge and capabilities that comprise the employees in the business.
Identification of future employees needs is third step of workforce planning process. To determine the needs of employees it can be crucial for the companies to find out the gaps in their knowledge and skills. Through scenario planning tool, SunEnery can easily identify the needs and requirement of employees by assessing their skills and knowledge. The fourth step of workforce planning process is development of action plan that has numerical, functional and adaptation flexibility. Monitoring and evaluation is fifth and final phase of workforce planning. This phase includes regular review of results in order to develop the effectiveness and weakness areas.
Figure 1: Process of workforce planning
Benefits Of Appraisal
Appraisal is described as formal process of assessing the specific workforce’s performance by contrasting the actual performance against the organizational goals and objectives. The appraisal can be conducted by using one-to-one discussion or questionnaire among the workers and managers. Conducting the appraisal can be beneficial for SunEnergy to developing their talent pool because it helps in mitigating risks and managing the consistency in effective manner (Taneja, Srivastava and Ravichandran, 2023). Appraisal helps the employees and managers to determine the needs and requirements of training and development. With the help of appraisal the organizations can reward and recognize their workforces. Moreover, appraisal is also significant for the contingency planning. In specific, companies can use the appraisal to evaluate and prevent as well as alter the impact connected with certain unexpected risks (Na-Nan et al, 2020). SunEnergy can implement employee appraisal to determine key areas where workforces require advancing their knowledge. Along with this, performance appraisal can offer SunEnergy with a chance to receive the feedback of employees which can be significant for the success of business.
Methods Of Selection
For every organization, social media is useful tool for advertising vacancies to recruit the workforce. With the help of social media SunEnergy can hire the applicants through networking, job postings and research. Social media make the organization’s advertisement accessible to broad range of peoples that assist them in finding the strongest candidates. Advertising on social media allows the companies to focus more on recruiting for particular position which ultimately positively impacts the process of hiring. The organizations are used various selection methods such as job references and interviews to recruit the employees. Interview is considered as one of the significant method of selecting the candidate at right position (Abbas, Shah and Othman, 2021). Adaption of this method can be beneficial for the organizations to recruit the best candidates because it helps in choosing the ideal applicants for the positions, conducting detailed assessments, experiencing enhanced customer bonds and differentiating similar candidates. Strengths of interviews are provide insights into candidates, understands stakeholders and investors as well as offer opportunity for interaction between employers and employees. On the other hand, weaknesses of interviews are navigating personal biases, experiencing uncertain results and verifying the applicant’s facts.
Along with this, job reference is also regard as one of the effective method of selecting the best candidates. Job reference helps the employers to verify the information that have offered in their resumes at the time of interview. With the help of job reference, the employers can assess the past work performance of applicants and forecasting cultural fit. Job reference also helps in boosting the creditability, mitigate hiring risks for future and provide evaluation of work style (Abdalla Hamza et al, 2021). However, not all the job references are forthcoming and honest with the information and may be biased positively or negatively.
Zero-Hour And Contractor Contracts
Most of the businesses are likely to introduce zero hour and contractor contracts in order to recruit the new staff. Zero-hour contract is an employment agreement that is provided to workforce with unreliable work schedules. Introducing this contract can be beneficial for SunEnergy to hire the new employees it provides flexibility and managing the better work-life balance. This agreement also provides organizations the flexibility to react speedily to the fluctuations in demand at the time of certain occurrence or peak seasons. A flexible schedule of work permits the employees to manage their lifestyles and advance professionally without sacrificing personal life (Gheyoh Ndzi, 2021). If the employees have better work-life balance then they are more likely to put all the efforts in order to accomplish the target goals and objectives. Generally, zero-hour contracts have more chances to build the new skills due to opportunity to work with various employers and higher flexibility of work. Additionally, contractor contract is also beneficial for the SunEnergy to recruit the new staff because it provides flexible work schedules, better work-life balance, less pressure, commitment, better compensation and facilitates more learning opportunities.
Differentiate Between Contractual Terms In Contracts
Implied and explicit are considered as two significant terms of the pledged contracts. In the expressed contract, the terms related to employment are communicated verbally. The express terms are fulfilling with significant laws and the managers also complies with all the lawful standards (Avram, 2020). For example, if SunEnergy hiring a new workforce then the contract of employment consist express terms that provide complete information work hours, leaves and wages which are reinforced by the law. However, in the contractual contract the implied teams are neither written or nor spoken but develop from mutual understanding or circumstances. In the implied terms of contractual contract the actions of parties included infer conditions and terms. On the other hand, in express terms, the conditions of contract are indicated out in writing or orally (Mantouvalou, 2022). The implied terms comes into presence as the results of actions in contrast to articulated terms to complete the contract. The express terms are obeyed with the minimum legal standards while implied terms can follow by facts or law. Furthermore, in contracts the custom and practice are described as implied and unwritten contract that is relevant to unofficial practice within the company.
Benefits Of On-Boarding
On-boarding is considered as one of the important process through which the workforces are regulating to their work environment and new roles as well as responsibilities. This process is significant for new employees, remote workers, newly promoted and transferred employees. In addition, on-boarding process has various components such as role clarification sessions, functional training, leadership assessment, initial orientation and team assimilation. The initial orientation is the significant process that helps the organizations to introduce new employees. After induction, the employees are provided information about the company’s activities, products and structure. On the other hand, role clarification is vital for providing direction towards accomplishing the business goals and objectives. On-boarding program helps the employees to settle speedily and easily integrate into their respective work groups and teams (Sharma and Stol, 2020). With the help of on-boarding program the new employees are easily understand the organizational culture and values as well as make them more productive. Information and socialism plays an immersive role in effective on-boarding programme for new employees. The socializing includes introduction to the organization’s employees, management, process and procedures as well as principles and cultures.
Conclusion
It has been concluded that, it is significant for the organization to managing their talent effectively because it positively impacts the productivity, enhancing organizations performance and meet the organizational goals and objectives. To build the strategic position in the competitive environment SunEnergy can focus innovation that assist in attract and retain the workforces for long-duration. The labor market of the UK is tighter because of rising unemployment, shift in labor demand and rising unemployment. The government, employers and trade unions are playing crucial role to ensure the future skill requirements within global energy sector of the UK. Effective workforce planning is crucial for all the business because it helps in maintaining work-life-balance, enhance productivity, increase employee retention and reduce labor cost.
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References
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