Resource and talent planning (RST) assessment activity 1 template

MicroTech Systems growth plans report

Name:

Word count:
Table of Contents
Introduction....................................................................................................................................3

Context............................................................................................................................................4

In the UK labour market, some key considerations include:................................................4

1. Talent availability:......................................................................................................4

3. Employee benefits:......................................................................................................4

In the international labour market, some key considerations include:................................5

1. Cultural differences:...................................................................................................5

2. Legal requirements:....................................................................................................5

3. Language barriers:......................................................................................................5

Being an employer of choice:....................................................................................................5

Key considerations.........................................................................................................................6

Equal opportunity laws:............................................................................................................6

Employment contracts:.............................................................................................................6

Data protection laws:.................................................................................................................6

Health and safety laws:.............................................................................................................6

Recruitment and selection activities.............................................................................................7

Online job boards:.....................................................................................................................7

Recruitment agencies:...............................................................................................................7

Employee referrals:...................................................................................................................7

Interviews:..................................................................................................................................7

Skills tests:..................................................................................................................................7

Reference checks:.......................................................................................................................7

Justification for these choices:......................................................................................................7

Evaluation of effectiveness:...........................................................................................................8
 Human resources Techniques to support the Expansion planning.......................................9

Conclusions...................................................................................................................................10

References.....................................................................................................................................10
 Introduction
In this following assignment, we are required to understand the trends of the labour market and
their significance for the planning of the workforce. we will be judging the contemporary labour
market trends which usually are utilised in different countries. Also, we will be explaining how
organisations put themselves into such positions where they stand strategically contemporary in
the labour market. Including the labour market scenarios, we will be discussing the rules and
principles regarding the effective workforces of the planning and the tools which are usually
used in the process. The production of basic succession and the planning of career development
are also used in the below assignment. In short, we will be knowing about the procedures and
activities of human resources and the selection planning of HR managers. Also, e have assessed
the techniques of how to manage dismissal or redundancy also the retirement effects and the
lawsuits. We have also explained how employee retention is stated as important for the company
by the Hiring Resources (Potočnik et al., 2021).

Context
MicroTech Systems' expansion plans involve both the UK and international labour markets.
There are several considerations that the Board of Directors should be aware of when planning
for expansion in these markets (Oree et al., 2017).

In the UK labour market, some key considerations include:

1. Talent availability: 
It is important to assess the availability of skilled labour in the areas where MicroTech Systems
plans to expand. This may involve looking at factors such as the local unemployment rate and
the presence of other companies that may be competing for the same talent.

2. Labour laws and regulations: 

It is important to be aware of and comply with all relevant labour laws and regulations in the
UK, including those related to minimum wage, working hours, and employment rights
(Nikolaou, 2021).

3. Employee benefits: 
Offering competitive employee benefits can help MicroTech Systems attract and retain top talent
in the UK labour market. This may include things like healthcare coverage, retirement plans, and
other perks.

In the international labour market, some key considerations include:

1. Cultural differences:

 It is important to be aware of and consider cultural differences when expanding into new
countries. This may involve adapting company policies and practices to align with local cultural
norms and expectations (Khan et al., 2021).

2. Legal requirements: 

Each country has its own set of labour laws and regulations that must be followed. It is important
to be aware of and comply with these laws in order to avoid legal issues and ensure a smooth
expansion process.

3. Language barriers: 

In countries where English is not the primary language, language barriers may be an issue. It
may be necessary to hire employees who are fluent in the local language and/or provide language
training for existing employees (Han et al., 2020).

Being an employer of choice:

Being an employer of choice refers to a company that is highly sought after by potential
employees. There are several ways in which MicroTech Systems can compete against its labour
market competitors to become an employer of choice; Offering competitive salaries and benefits
can help attract top talent to MicroTech Systems. This may involve conducting market research
to determine what other companies in the industry are offering in terms of pay and benefits, and
then offering similar or slightly better packages to employees. A positive work culture can be a
major factor in attracting and retaining employees (Hamza et al., 2021). This may involve
creating a welcoming and inclusive work environment, offering opportunities for growth and
development, and providing support and resources to help employees succeed. Many employees
value the ability to maintain a healthy work-life balance. By offering flexible work
arrangements, such as the option to work from home or have flexible start and end times,
MicroTech Systems can appeal to potential employees who prioritize work-life balance
(Gunderson, 2017).

Key considerations
A Standard Operating Procedure (SOP) for the process of defining a vacant post should include:

1. A clear job description: This should outline the duties and responsibilities of the role, as
well as the required qualifications and experience.
2. An outline of the recruitment process: This should include details on how the vacancy
will be advertised, who will be responsible for reviewing resumes and conducting
interviews, and how the final candidate will be selected (Ghaderi et al., 2014).
3. A timeline for the recruitment process: This should include deadlines for advertising the
vacancy, reviewing resumes, conducting interviews, and making a final hiring decision.

There are several key legal requirements to consider throughout the recruitment and selection
process:

Equal opportunity laws:

 It is important to ensure that the recruitment and selection process is fair and unbiased and that
all candidates are treated equally regardless of their age, race, gender, religion, or disability
(Gacitua et al., 2018).

Employment contracts: 
All new employees should be provided with a written employment contract outlining the terms
and conditions of their employment, including their duties, responsibilities, and compensation. It
is important to ensure that the terms of the contract are in compliance with all relevant laws and
regulations. (Rolim Ensslin et al., 2013)

Data protection laws: 

Personal data of candidates and employees should be collected, used, and stored in compliance
with data protection laws, such as the General Data Protection Regulation (GDPR) in the EU.
Health and safety laws: 
It is important to ensure that all employees have a safe and healthy work environment, in
compliance with relevant health and safety laws and regulations.

Recruitment and selection activities

There are several ways in which MicroTech Systems can promote its vacancies for the new
offices:

Online job boards: 

Posting job openings on online job boards such as Indeed or LinkedIn can reach a large pool of
potential candidates. This method allows for easy application and tracking of resumes (Fouladi &
Jafari Navimipour, 2017).

Recruitment agencies: 
Partnering with recruitment agencies can help identify and attract top talent for the new offices.
This method can be useful for filling specialized or hard-to-fill positions.

Employee referrals:
 Encouraging existing employees to refer qualified candidates can be an effective way to fill
vacancies. This method can be beneficial as referred candidates may already have a connection
to the company and may be more likely to fit in with the company culture. (Soltani et al., 2004)

For the selection process, we suggest using a combination of the following methods:

Interviews: 
Conducting in-person or virtual interviews allows for direct interaction with candidates and the
opportunity to assess their skills, experience, and fit with the company (Douketis et al., 2022).

Skills tests: 
Administering skills tests, such as coding tests for IT positions, can help assess a candidate's
technical abilities.

Reference checks: 
Checking references from previous employers or educators can provide insight into a candidate's
past performance and work ethic.
 Justification for these choices:
Interviews and skills tests are both effective methods for assessing a candidate's qualifications
and fit with the company. Interviews allow for direct interaction with candidates and the
opportunity to ask targeted questions about their skills and experience. Skills tests can provide a
more objective measure of a candidate's abilities and can be particularly useful for assessing
technical skills. Reference checks can provide valuable information about a candidate's past
performance and work ethic, which can be difficult to assess through interviews or skills tests
alone (Cardoso de Lima et al., 2018).

Evaluation of effectiveness:
Interviews and skills tests can be effective methods for assessing a candidate's qualifications and
fit with the company, but they also have limitations. Interviews can be subjective and may be
influenced by factors such as the interviewer's biases or the candidate's charisma (STRATH et
al., 2000). Skills tests may not always accurately reflect a candidate's ability to perform in a real-
world setting. Overall, it is important to use a combination of assessment methods and to
carefully evaluate the effectiveness of each method in order to make informed hiring decisions
(Douketis et al., 2022). HR can add value to MicroTech Systems' expansion plans by ensuring
that the company is compliant with all relevant labour laws and regulations, offering competitive
employee benefits, and fostering a positive work culture. By using a combination of effective
recruitment and selection methods, such as online job boards, recruitment agencies, employee
referrals, interviews, skills tests, and reference checks, HR can help MicroTech Systems attract
and hire top talent for its new offices. It is important to carefully evaluate the effectiveness of
each method and to consider any limitations or biases that may impact the accuracy of the
assessment. By following these key considerations, HR can play a crucial role in helping
MicroTech Systems successfully expand and grow in the UK and international markets (Benner,
2002).

There are a few additional considerations that HR should keep in mind as MicroTech Systems
expands into new markets.

 It is important to have a well-planned onboarding process in place to help new hires feel
welcome and supported as they transition into their new roles. This may involve
 providing information on the company culture, policies, and procedures, as well as any
training or development opportunities (STRATH et al., 2000).
 In order to retain top talent and support the company's growth, it is important to provide
ongoing training and development opportunities for employees. This may involve
providing access to learning resources, offering professional development courses, or
providing opportunities for employees to take on new challenges and responsibilities
(Beijer et al., 2019).
 Engaged employees are more likely to be productive and committed to the company's
success. HR can work to foster a positive work culture and encourage employee
engagement by soliciting feedback and suggestions, promoting open communication, and
offering opportunities for employees to get involved in company initiatives and events.
 A diverse and inclusive workforce can bring a range of perspectives and ideas to the table
and can help the company better understand and serve its diverse customer base. HR can
work to promote diversity and inclusion by developing diversity recruitment strategies,
implementing diversity and inclusion training, and creating a workplace culture that
values and celebrates diversity (Anwar & Abdullah, 2021).

By addressing these considerations, HR can help ensure that MicroTech Systems is well-
positioned to attract and retain top talent as it expands into new markets.

Human resources Techniques to support the Expansion planning. 

There are a few additional ways in which HR can support MicroTech Systems' expansion plans.
In addition to using traditional recruitment methods, HR can explore alternative ways to identify
and attract top talents, such as through internships, apprenticeships, or partnerships with
educational institutions. HR can work with managers to develop and implement strategies for
retaining and developing top talents, such as through performance management processes, career
development plans, and succession planning. (Syafitry Sitorus et al., 2021) As MicroTech
Systems expands into new international markets, HR may need to support the movement of
employees between countries (Syafitry Sitorus et al., 2021) This may involve coordinating with
global HR teams, managing immigration and visa processes, and providing support and
resources to help employees navigate cultural differences and adapt to new environments. As the
company grows and expands, it will be important to have a clear understanding of the workforce
needs and to plan for future talent needs. HR can work with the leadership team to develop
workforce planning strategies that anticipate future workforce needs and identify potential gaps
in talent. By taking a proactive approach to talent management and workforce planning, HR can
help ensure that MicroTech Systems has the right mix of skills and expertise to support its
growth and expansion (Ahmed et al., 2021).

Conclusions
In summary, HR plays a crucial role in supporting MicroTech Systems' expansion plans by
helping the company attract and retain top talent, fostering a positive work culture, and
promoting diversity and inclusion. HR can also support the company's global expansion efforts
by coordinating with global HR teams, managing immigration and visa processes, and providing
support and resources to employees as they adapt to new environments. By being proactive and
strategic in its approach to talent management and workforce planning, HR can help ensure that
MicroTech Systems is well-equipped to succeed in its expansion efforts (Abbasi et al., 2020).

It is also important for HR to consider the potential impact of expansion on existing employees.
As the company grows and expands, HR may need to manage changes to the workforce, such as
the promotion or transfer of employees to new locations or the hiring of new employees to fill
newly created positions (Willcocks & Mason, 1988). It is important to communicate any changes
clearly and transparently to employees and to provide support and resources as needed to help
them adjust to the changes. HR can also play a role in managing the potential risks associated
with expansion, such as the risk of cultural misunderstandings or the risk of legal compliance
issues in new markets. By conducting thorough research and due diligence, HR can help identify
and mitigate these risks to ensure a smooth expansion process. Finally, HR can support the
company's expansion efforts by building strong relationships with key stakeholders, such as
employees, customers, and community partners. By fostering positive and productive
relationships with these stakeholders, HR can help ensure that MicroTech Systems is well-
positioned to succeed in its expansion efforts (Abbasi et al., 2020).
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