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Resource and Talent Planning (RST) Assessment Activity 2 Template
Resource and Talent Planning (RST) Assessment Activity 2 Template
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Word count:2600
Introduction
HR planning enables the organisation to plan before so they could sustain a
stable supply of qualified and skilled staff members. This report aims to provide
information and understanding about resource planning through which MicroTech
Systems could evaluate and plan their workforce needs and demands. This report
seeks to provide an understanding of the methods of resource planning, which
includes the fundamentals of effective workforce planning and consideration on good
practice in retirement. The main aim of this report is to provide succession planning
and different manners through which organisation can be benefitted, different roles in
skill development, handling misconduct and under-performance, downsizing, and
redundancy.
There are many ways in which MicroTech Systems can determine the skills
demand; three from them are;
Skill Gap Analysis:
A skill gap analysis is a technique to measure the difference among the real
conditions and the potential objective conditions. Organisations apply it to determine
the skills which an employee requires, but it does not inevitably have yet to execute
their role and to conduct specific activities efficiently and effectively. For HR, skill
gap analysis is a method to discover what the knowledge and skills which the
employees lack. Once the HR obtain this data, they could deal with skill gap within
the workplace. This could be executed through succession planning, L&D investment
decisions, reskilling, and upskilling (Galport & Azzam, 2016).
Advantages:
- Provides an understanding of the overall workforce.
- It enhances individual learning and development.
- It assists with strategic workforce planning.
- It results in improved recruitment.
- It builds competitive advantage (Galport & Azzam, 2016).
Disadvantages:
- It has cost and time restriction of gap analysis.
- It has apprehension amidst staff.
- It decreases employee morale (Galport & Azzam, 2016).
Management of Retirement
The rules and regulation have been substantially changed in recent years.
Employers could not put pressure on the aged staff members to take retirement. As
according to the amended law, employees are permitted to stay in the firm as per their
choice. The employers acknowledge valid organisational causes that why a particular
retirement age is significant, appropriate, and justified, and they have the capacity to
facilitate this retirement age towards any discrimination claim (Cotton, 2020).
Succession planning:
Succession planning is defined as the strategy or the process to communicate
the leadership roles, often the possession of an organisation to a particular employee
or set of employees. Another term used for succession planning is replacement
planning. The succession planning is used to ensure that the entrepreneurship
continues to function smoothly after the firm’s employees retire, move on to new
positions, leave, or pass away (Pipatanantakurn & Ractham, 2016).
It increases the accessibility of capable and experienced workers who are
ready and capable to manage and accept the company's roles. A liquidity event can be
provided by the succession planning allowing the relocation of authority and
ownership to rising labourers (Budhiraja & Pathak, 2018). Succession planning is
used by the companies to ensure that the employees are developed and hired to
occupy the key roles within the organisations.
In MicroTech Systems, the replacement planning is used to identify the
fundamental positions within the company, and it includes drafting who will be
successful in replacing the existing role-holders when they move on to new positions
or abandon the organisation (Stephens, 2016).
Following are the benefits of the succession planning within the MicroTech
Systems:
By the aid of succession planning, the employees and the leaders of the
MicroTech Systems will be able to share the company's vision and values. There will
be increased job satisfaction and empowerment as the employees will be aware of the
existence of opportunities for advancement and ownership. Moreover, there will be
more potential individuals available for the management positions in MicroTech
Systems (Pipatanantakurn & Ractham, 2016). The likelihood of losing experienced
staff will be less. Minimum expenditure on the financial resources for the searching of
candidates will surely benefit MicroTech Systems.
The fairness and transparency of the succession plan are important for
developing a successful succession plan. It helps people develop and place them in
the right position at the perfect time for developing and existing roles (Budhiraja &
Pathak, 2018). Therefore, it should be fair and open. The plan could operate fairly and
transparently within MicroTech Systems by transferring the responsibility of updating
the data in the personal files to the employees themselves as they are the best source
of data about their own experiences and skills. For attaining transparency in the
succession plan, the systems can be used by the company that are not complicated but
easy to use. The access to these systems should be immediate and secured for the
employees. Technology, especially the internet, is a strong enabler that can be used as
a tool by MicroTech Systems (Stephens, 2016).
Role of employers
The employers prepare for the future workforce by working in close
association with the colleges, schools, universities, graduate recruitment programs,
and apprenticeships to help formulate the degree programs that meet the future skills
needs. These developed programs aid employers to verify that the graduates possess
the skills required to advance in the proceeding years (Mcguinness & Ortiz, 2016).
The employers of MicroTech Systems can instil the reskilling programs to
ensure the meeting of future skill needs. They play a significant role in addressing the
skill gap. They create internal pathways for promotion and skill development. The
employers of MicroTech Systems have developed a pay for skill program that is
designed to provide the opportunities to the company's employees to obtain raises by
acquiring various levels of skill development (McGuinness & Ortiz, 2016).
Conclusions
The following report discusses the resource planning methods MicroTech
Systems that explains the principles of effective workforce planning along with some
good practices while planning to resource. It elucidates the succession plan of the
organisation and its benefits to MicroTech Systems. Various roles of the government,
trade unions, and employers in ensuring future skill development have been discussed
in this paper. Moreover, some good practices concerning the Acas code of conduct
have been defined and implemented on the MicroTech Systems for the management
of misconduct and under-performance. Also, the ways to reduce headcount and labour
cost in MicroTech Systems that aligns with the present legislations have been
assessed under the heading of downsizing and redundancy.
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