Reference no: EM133202653 , Length: word count:3600

Question: This unit focuses on the importance of effective workforce planning. It focuses on how proper preparation can have a huge impact when developing diverse talent pools, and contracting your workforce.

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Case study

You are a member of the people practice team within OcMara Industries. You have been asked to help the team understand labour market trends and the impact the changing labour market has on resourcing decisions. OcMara is a global organisation based in Japan that produces 2 billion barrels of crude oil per year. The main organisation headquarters are situated in Tokyo, and the company has 15 other offices located in countries such as India, Saudi Arabia, USA, China, Germany and the UK.

To become more competitive in the global energy sector, OcMara is moving into more sustainable energy sources. The organisation is looking to develop more environmentally friendly production processes, and therefore needs to reconsider its resource and talent planning needs.

The main objective of sustainability is to reduce environmental impact in ways that are sustainable for the earth and for the person.

The oil and gas industry is making progress on becoming more sustainable, through the use of new technologies that will cut costs and ultimate bring down their carbon footprint.

OcMara currently have two main people practice objectives:

• The first is to recruit staff who have the capabilities and skills to help OcMara move into these new areas of business.
• The second is to retain existing staff who are being poached by competitors.

Preparation for Tasks:

• Plan your assessment work with your assessor at the start of the assignment. Where appropriate, agree milestones so they can help you monitor your progress.
• Refer to the indicative content in the unit guide and support your evidence.
• Pay attention to how your evidence is presented. Remember you are working in the people development team for this task.
• Ensure that the evidence generated for this assessment remains your own work.

You will also benefit from:

• Acting on formative feedback from your assessor
• Reflecting on your own experiences of learning opportunities, training and continuing professional development
• Taking advantage of the CIPD Factsheets, Reports and Podcasts, and any other online material on these topics.

Task 1 - Poster presentation (strategic positioning and labour market) 800 words

The manager of the people practice team is looking to learn more about the labour market. They have asked you to prepare a poster presentation for the forthcoming monthly team briefing. Your manager wants you to research the labour market trends, focussing on the best practices of an organisation named "SAP" who won the Employer Brand Management Awards in 2019 in five different categories.
You will also need to carry out your own research into the changing labour market conditions across the UK and what different energy companies are doing to retain staff. The following links may help you:

The poster presentation must include:

• An explanation of how "SAP" strategically positions itself in the competitive market place. Focus on the characteristics of employer of choice, employer branding and organisational image, and how these can be applied to OcMara. (AC1.1).
• An explanation of the changing labour market conditions and its impact in the UK. Make sure to discuss the differences between tight and loose labour market trends, focussing specifically on the energy sector. Your explanation should also include the decisions energy companies are taking in relation to retention strategies, recruitment methods and skill shortages in this sector caused by recent global crisis (AC1.2).
• A discussion of the role of the government, employers and trade unions in ensuring future skill needs are met in the UK global energy sector (AC1.3).

Task 2 - Workforce planning and recruitment pack 1600 words

Now that you have completed your poster presentation, your manager has asked you to produce a workforce planning and recruitment pack. You will present this at the next HRBPS meeting, next month.

The workforce planning and recruitment pack must include an introduction, conclusion and the following points:

• An analysis of the impact of workforce planning in terms of forecasting demand for labour utilising both internal and external sources of supply (AC2.1).
• An evaluation of the effectiveness of promotion/demotion rates, employee turnover rates and critical incident analysis techniques which are used to support the process of workforce planning (AC2.2).
• An explanation of how appraisal can be used to identify who is interested in progression, managing contingency and mitigating risks through OcMara developing their own talent pools (AC2.3).
• An assessment of the use of social media and advertising to recruit employees. An assessment of interviews and job references as methods of selection. These assessments should highlight strengths and weaknesses (AC2.4).
• An assessment of how OcMara could introduce zero-hour and contractor contracts for the new staff it is hoping to recruit (AC4.1).
• A discussion on the differences between express and implied terms of contracts and what is meant by custom and practice (AC4.2).
• An explanation of how role information and socialisation can be included in an effective onboarding programme. An explanation as to the benefits of onboarding in terms of appreciation of the organisation's culture and norms and employee effectiveness (AC4.3).

Task 3 - Retention of talent proposal presentation pack 1200 words

OcMara currently have the objective to retain talented staff. The people practices manager has asked you to produce a presentation that can be delivered at the next senior managers meeting. Produce a presentation pack with notes that will include:

• An explanation of how motivational issues and management style can impact retention and turnover rates within OcMara (AC3.1).
• A comparison of how training and development and workplace characteristics can be used to develop and retain talent for individual and groups of employees (AC3.2).
• An evaluation of how coaching and mentoring initiatives and performance reviews can be used to build and support different talent pools. (AC3.3).
• An evaluation of two benefits that diversity can bring to OcMara with regards to building and supporting talent pools (AC3.4).
• An explanation of the direct and indirect costs associated with dysfunctional employee turnover (AC3.5).

Harvard referencing

Attachment:- Talent Management and workforce planning.rar