Write a short account which briefly assesses the labour market trends in each country

Learning Outcome 1

• Understand key contemporary labour market trends and their significance for workforce planning.

Criteria

1. Assess the major contemporary labour market trends in different country contexts.
2. Explain how organisations position themselves strategically in competitive labour markets.
3. Explain the significance of tight and loose labour market conditions.
4. Describe the role of government, employers and trade unions in ensuring future skills needs are met.

Learning Outcome 2

• Be able to undertake talent planning and recruitment activities

Criteria

1. Describe the principles of effective workforce planning and the tools used in the process.
2. Develop basic succession and career development plans.
3. Contribute to plans for downsizing an organisation.
4. Contribute to the development of job descriptions, person specifications and competency frameworks.
5. Explain the main legal requirements in relation to recruitment and selection.
6. Assess the strengths and weaknesses of different methods of recruitment and selection.

Learning Outcome 3

• Understand how to maximise employee retention

Criteria

• Explain why people choose to leave or remain employed by organisations and the costs associated with dysfunctional employee turnover.
• Assess the strengths and weaknesses of different approaches to the retention of talent.

Learning Outcome 4

• Know how to manage dismissal, redundancy and retirement effectively and lawfully.

Criteria

1. Advise organisations on good practice in the management of dismissals, retirements and redundancies that complies with current legislation.

Assessment activity

You are required to provide written responses to each of the following seven questions:

Question 1:

Your organisation is based in two different countries (the UK and another country of your choice). Write a short account which briefly assesses the labour market trends in each country. In your account, briefly explain the significance of tight and loose labour market conditions and how organisations position themselves strategically in competitive labour markets.

Question 2

Give a brief description of the role of government, employers and trade unions in ensuring future skills needs are met.

Question 3

Briefly describe the main principles of effective workforce planning and give some examples of any tools that may be used for this.

Question 4

Give a brief account of HR role in each of the following:

Develop and provide a basic succession and career development plan

Provide evidence to show your contribution to plans for downsizing an organisation

Provide evidence to show your contribution to the development of job descriptions, person specifications and competency frameworks.

Question 5

Explain some of the main legal requirements in relation to recruitment and selection and briefly assess the strengths and weaknesses of at least two different methods of recruitment and selection.

Question 6

Briefly explain briefly why people leave or remain with organisations and provide a summary of some of the costs associated with dysfunctional employee turnover. Go on to assess the strengths and weaknesses of at least two different approaches to retaining talent.

Question 7

Provide a brief summary of the advice you would provide to your organisation on good and lawful practice for managing dismissal, retirement and redundancies.

Evidence to be produced/required: 3,600 words

You should relate academic concepts, theories and professional practice to the way organisations operate, in a critical and informed way, and with reference to key texts, articles and other publications and by using organisational examples for illustration.

All reference sources should be acknowledged correctly, and a bibliography provided where appropriate (these should be excluded from the word count).

Sample Answer

Workforce Planning and Labour Market Analysis in the UK and Canada

Question 1: Labour Market Trends in the UK and Canada

In recent years, the labour markets of both the UK and Canada have experienced significant shifts influenced by demographic changes, technological advancements, and post-pandemic recovery efforts.

In the UK, the labour market has been marked by labour shortages in sectors such as healthcare, construction, and logistics, due in part to Brexit and an ageing workforce. There is also a growing demand for digital skills, particularly in the technology and finance sectors. The UK has experienced a "tight" labour market, where demand for workers exceeds supply, leading to increased competition among employers.

In Canada, similar trends are evident, with tight labour markets in healthcare, skilled trades, and technology. The Canadian government has responded through targeted immigration programs and investment in workforce upskilling. The influx of skilled immigrants and a robust emphasis on diversity and inclusion has helped meet some workforce needs.

Organisations in both countries strategically position themselves by offering competitive salaries, flexible work arrangements, and professional development opportunities to attract and retain talent. In loose labour markets, such as during economic downturns, employers may have more leverage in hiring decisions, but retaining high performers becomes a priority.

Question 2: Role of Government, Employers, and Trade Unions

Governments in both the UK and Canada play a pivotal role in workforce development by funding education, apprenticeships, and reskilling programs. For example, the UK government’s Skills for Jobs white paper and Canada’s Workforce Development Agreements provide frameworks to address future skills.

Employers contribute through investment in training and internal development initiatives, often in collaboration with educational institutions. Trade unions advocate for fair wages, job security, and access to training. Their involvement ensures that workforce planning aligns with both employee rights and organisational needs.

Question 3: Principles and Tools of Workforce Planning

Effective workforce planning ensures that an organisation has the right people, in the right roles, at the right time. Core principles include:

• Forecasting future staffing needs based on business goals

• Assessing current workforce capabilities

• Identifying gaps and developing strategies to address them

Tools used include:

• SWOT analysis (Strengths, Weaknesses, Opportunities, Threats)

• PESTLE analysis (Political, Economic, Social, Technological, Legal, Environmental factors)

• Scenario planning and workforce analytics

These tools help anticipate workforce changes and align human resources with long-term organisational strategy.

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