Talent Management and Workforce Planning

1 Talent Management and Workforce Planning Task 2 – Workforce Planning and Recruitment Pack AC2.1 Analysis of the Impact of Workforce Planning Workforce planning refers to the process of reviewing, projecting, and planning the existence of human resources to satisfy an organization's forecasting needs (CIPD, 2022). It is a method for figuring out whether the current workforce possesses the necessary skills and, perhaps, even for finding and hiring new workers to fill the vacancies discovered due to this finding. Depending on the specifics of the business, planning for the staff over the long or short term may be necessary. On the other hand, workforce forecasting refers to analyzing and estimating the necessary workforce and the strategy for filling that workforce. We produce a workforce prediction appropriate for the environment after analyzing whether the organization, the industry, or the economic climate is dynamic or steady.

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2 To meet workforce demand, an organization can recruit internally or externally. Internal recruitment is a process carried out by an organization to try to fill a position from inside its already-existing talent pool. Transfers, promotions, and changing an employee's hours from parttime to full-time are just a few examples of the many various ways that internal recruitment may occur. Additionally, the company can also engage in rehiring practice in which the traits of people who have been employed in the past and may be interested in returning to the labor are analyzed. Conversely, when a business considers employing a person from outside the organization, it engages in external recruitment. Candidates who apply for jobs through an organization's official channels will only be considered for hiring if they can pass the company's rigorous screening procedures (CIPD, 2022). Different strategies for external recruitment include advertising available jobs on websites, promoting them on social networking sites, using employment agencies, and other similar tactics.

Workforce planning and forecasting can help OcMara to balance employee satisfaction and customer demands by not overstaffing or understaffing, or even scheduling hours of labor to satisfy the needs. Apart from leaving the workforce stressed, understaffing may result in customer dissatisfaction with the service offered. He was similarly, overstaffing leads to the development of unnecessary costs and a hostile competitive environment among the organizational staff.

AC2.2 Evaluation of the Techniques Used to Support the Process of Workforce Planning A range of human resource indicators can aid the process of workforce planning. The three measures that OcMara can use to support the workforce planning process: are promotion rates, employee turnover rates, and critical incident analysis techniques.

Promotion Rates

3 The HR manager can use promotion rates to determine the number of persons promoted within the organization during a specific period. To calculate the percentage of workers, divide the number of employees by the total number. Then, multiply the quotient by 100. To find out whether or not the rate of promotions satisfies the requirements, Kaela Blanks (2019) claims that it is evaluated based on the guidelines set by the commercial sector. For example, a high rate of promotions inside a company could signify that the company is in transition. This is because employees are promoted to new positions and given new responsibilities to keep up with the company's growth. Conversely, suppose a company has a low promotion rate. In that case, it invariably has a high turnover, given that the employees only stay with the business for a short time.

Employee Turnover Rates The turnover rate is intended to assess the number of workers leaving an organization over a specific period. Making it easier to calculate and anticipate the necessary number of employees for the current and future significantly enhances and aids workforce planning (Malek, Kline, and DiPietro, 2018). The HR representative may produce future projections and arrange the recruitment plan appropriately due to the pattern the rate follows. A high incidence of employee turnover may put the organization at risk hence the need to develop preventive measures to help maintain the workforce.

Critical Incident Analysis Techniques This could be a tool or a method from a performance management perspective. It is incredibly beneficial to analyze the employees' behaviors in different settings. An evaluator can take note of the behaviors portrayed during an interview or even those shown by the employees currently employed by the organization. It is beneficial for workforce planning given that the

4 utilization of this technique can help the company's HR professionals to analyze the training needs of an employee or can analyze a candidate's behavior during an interview by a required behavior benchmark, provided that the technique is adaptable and can be used within the organization.

AC2.3 Approaches to Succession and Contingency Planning Aimed at Mitigating Workforce Risks Succession planning encompasses planning a replacement for a retiring employee.

Having a contingency plan means being ready to hire more workers in the event of an unexpected event that affects the workforce. HR managers at OcMara can analyze planning reviews to determine which talent pool members possess the required competencies (Gabriel et al., 2020). The identified workers can help OcMara, especially in the event of a departure or a crisis. Selecting members based on their skills and competencies and adding them to the talent pool can benefit the organization (Gabriel et al., 2020). Planning aids in determining labor demand. It is helpful to have everyone's profiles in one location. OcMara’s talent pool will avert undesirable outcomes if it has a pool of high achievers. A contingency plan is a backup strategy or business recovery plan. The study's findings may be used to narrow the pool of candidates for employment to those who are most likely to put in the time and effort necessary to accomplish their own goals and that of the business (Gabriel et al., 2020).

AC2.4 Strengths and Weaknesses of Different Methods of Recruitment and Selection to Build an Effective Workforce Social media have significantly impacted recruitment. In the past, businesses were forced to rely on employment boards and newspaper or magazine advertisements. These days, social networking platforms like Facebook, LinkedIn, Twitter, and Instagram allow you to learn about a

5 company's most recent job openings. Social media has accelerated hiring by making it more straightforward for businesses to identify and get in touch with potential candidates (Villeda, 2019). In addition to being more affordable than conventional approaches, social media recruitment enables businesses to target specific groups. Companies may connect with a wide variety of individuals from around the world using social media recruitment, which is not available with more conventional techniques like newspaper ads or job fairs. However, social media recruitment presents the risk of drawing in many unqualified applications. Additionally, locating eligible applicants with the appropriate skill set can be challenging by cutting through the noise (Villeda, 2019).

On the other hand, interviews promote thorough screening of the candidates. They can determine a candidate's background, qualifications, and skills. They provide an opportunity to determine whether the prospect is qualified for the position or has the necessary skills (Baykal, 2020). Interviews can take a lot of time and effort, but when conducted properly, they can assist in finding individuals who are ideal for the job. Additionally, interviews are a fantastic chance to compare candidates side by side.

AC4.1 Assessment of Suitable Types of Contractual Arrangements Dependent on Specific Workforce Need Numerous contracts exist, and the organization has used them to fulfill its employment obligations. Zero-hour contracts and independent contractor agreements are the two types of contracts that OcMara can offer the newly hired members of its staff.

Zero-Hour Contracts An employment arrangement known as a "zero-hour contract" is one in which the employer and employee have no minimum agreement regarding the number of hours the

6 employee must work. People who require the flexibility to reject down work or do not want a set schedule may find zero hours contracts particularly intriguing. For those who do not mind working hours outside of the typical 9 to 5 that many jobs offer, zero-hour contracts can also be beneficial (Koumenta & Williams, 2019). Construction site managers who work the night shift might be informed about these opportunities by OcMara. Since there is already staff on-site, this contract will be helpful in an emergency. In addition, this contract allows new hires to be called for work if essential staff are absent.

Independent Contractor Agreement It refers to a contract between an organization and its workers. Both parties sign the agreement. This written contract outlines the employee's responsibilities, the start and end dates of employment, the pay for services, the duration of contractual labor, and other employment situations. Contracts have benefits and drawbacks. Non-disclosure agreements prevent problems and legal actions. When working with independent contractors or freelancers, such as when looking for an outside engineer's opinion prior to launching a new renewable energy section, OcMara can use independent contractor agreements.

AC4.2 Differences between the Main Types of Contractual Terms in Contracts An explicit contract contains all the terms and conditions stipulated in writing or verbally.

A clear contract can be established either in writing or orally. All these two approaches are practical. The idea that parties sign an explicit contract makes it difficult for an implied contract to precisely match the one the parties engage in. When the terms and circumstances of a transaction may be inferred from the actions of the persons participating in the transaction, there may be an "implied contract." in paper or spoken form. Within the company or industry in which we work, this tactic has become institutionalized as a widely accepted standard. The phrase

7 "custom and practice" is frequently used in implicit contracts. The phrase alludes to the recognized practices that have existed for a while. Custom and practice is the phrase for an implied clause in an unwritten contract that relates to an unofficial procedure followed by a company or organization that has come to be regarded as standard operating procedure. For instance, it may become customary (over time) to leave early on a Friday or extend a holiday by one day.

AC4.3 The Components and Benefits of Effective Onboarding Many organizations often regard the socialization process as necessary because it influences a firm's commitment, effectiveness, job satisfaction, and disengagement associated with new employees. By utilizing systematic and step-by-step programs, OcMara can gradually complete the socialization of new members (Maurer, 2019). Employees of the organization will have a deeper awareness of their roles, the company's expectations, and the proper behavior to uphold while working as a direct result of the training they will receive. OcMara's success significantly depends on the quality of its onboarding process, which entails orienting new hires to the company culture and encouraging strong relationships among employees (Maurer, 2019).

This fact demonstrates the importance of the onboarding process. When employees are being onboarded, they learn of their jobs and responsibilities, their current positions, and how they can grow within the firm.

New staff will spend most of his or her jumping through many administrative hoops during the onboarding process. Improper development at this stage can result in unfavorable outcomes such as decreased output, less engagement, and high employee turnout. Conversely, research has shown that proactive worker onboarding can benefit forward-thinking businesses (Maurer, 2019). An example of such benefits concerns the overall framework it gives the

8 employment experience. New employees are more likely to support the organization's mission, fundamental values, and long-term objectives if they receive the proper training and orientation.

In addition, OcMara may be in a position to persuade prospective employees that it honors their prior work experience by emphasizing corporate culture, staff development, and regular checkins.

Actively seeking and implementing employee suggestions and publicly praising staff accomplishments can help OcMara enhance employee engagement. In addition, the company should consider extending a friendly welcome to new employees to capitalize on the enthusiasm generated due to the hiring process and offer. OcMara must also ensure that the onboarding process lasts at least 90 days (Maurer, 2019). This is essential in ensuring that newly hired individuals acclimatize successfully to their roles, enjoy their time in the workplace, and eventually decide to stay on as employees.

9 References Baykal, E. (2020). Digital era and new methods for employee recruitment. In Handbook of Research on Strategic Fit and Design in Business Ecosystems (pp. 412–430). IGI Global.

CIPD, (2022). Workforce planning factsheet. https://www.cipd.co.uk/knowledge/strategy/organisational-development/workforceplanning-factsheet#gref Gabriel, P. I., Biriowu, C. S., & Dagogo, E. L. J. (2020). Examining succession and replacement planning in work organizations. European Journal of Business and Management Research, 5(2).

Kaela Blanks, S. (2019). An HR Metric: Promotion Rate - Employee Cycle, Employee Cycle. https://www.employeecycle.com/an_hr_metric_promotion_rate/#:~:text=To%20calculate %20the%20promotion%20rate,the%20story%20behind%20the%20number.

Koumenta, M., & Williams, M. (2019). An anatomy of zero‐hour contracts in the UK. Industrial Relations Journal, 50(1), 20-40.

Malek, K., Kline, S. F., & DiPietro, R. (2018). The impact of manager training on employee turnover intentions. Journal of Hospitality and Tourism Insights.

Maurer, R. (2019). New employee onboarding guide. Proper onboarding is key to retaining, engaging talent.

Villeda, M. (2019). Social media recruitment: How to successfully integrate social media into recruitment strategy. The Journal of Social Media in Society, 8(1), 285–287.