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Purpose Of Workforce Planning In British Gas Commerce

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British Gas is portion of the Centrica Group. British Gas Services does non provide gas ; this is handled by other British Gas divisions. The nucleus BGS merchandise is installation and care services. BGS is the UK ‘s largest operator

in the installing and care of domestic cardinal warming and gas contraptions. British Gas is a service supplier.

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The chief intent of work force planning in any administration is be aftering and pull offing the enlisting and choice of new employees and doing certain that the balance of demand and supply of the skilled employees are maintained.

A work force program must document the work force analysis, competence appraisals, spread analysis, and workforce passage planning that makes up the planning procedure. These informations provide the certification of the inputs and consist the basic end product of the planning. Workforce be aftering provides directors with a strategic footing for human resource direction decision-making that is based on accomplishing programme ends

Planning is defined as the procedure of puting ends, developing schemes, and sketching undertakings and agendas to carry through the ends.

Workforce planning is acquiring ”the right figure of people with the right accomplishments, experiences, and competences in the right occupations at the right clip. ”

Importance of work force planning:

It provides direction with a model for doing staffing determinations.

It provides with a strategic footing for doing human resource determinations.

It allows direction to expect alteration instead being surprised by the events.

It besides provides strategic methods to near the present and future or awaited work force issues.

Workforce planning allows administrations to turn to consistently issues that are driving work force alteration.

Workforce planning could be said as a procedure of measuring a company ‘s current and future labor demands. This appraisal must see non merely overall employee Numberss but besides the accomplishments that will be required within the concern. Workforce planning besides involves pull offing any preparation and enlisting procedure to guarantee the administration has the right staff in topographic point.

In BGS, work force demands are driven by two different demands foremost, there are contract clients that have service understandings with the company. Second, there are clients who call for one-off aid if they have a specific job. Demand for both these services has grown. In the last three or four old ages, BGS ‘s demand for applied scientists has expanded consequently. This has meant that it has had to enroll more staff. There are several other factors that influence work force planning for BGS. Engineering accomplishments need to be invariably updated. Apart from regular formal preparation to shut accomplishments spreads to guarantee applied scientists remain up to day of the month with proficient affairs, BGS can alarm applied scientists about proficient alterations via field wireless or text messaging. Engineers can work all their callings in the field until they retire. Qualified applied scientists may pass up to 10 old ages deriving their accomplishments, makings and experience. They have valued practical accomplishments that are needed to cover with equipment and clients.

However, BGS besides needs suited people for publicity to higher functions, such as direction occupations. It needs directors to be after, organize and organize the squads of applied scientists. It hence needs to pull and enroll a broad scope of people into the administration.

hypertext transfer protocol: //www.thetimes100.co.uk/downloads/british_gas/british_gas_13_full.pdf

hypertext transfer protocol: //www.investorsinpeople.co.uk/Standard/CaseStudies/Pages/CaseStudyDetails.aspx? CSID=5

hypertext transfer protocol: //www.financialexpress.com/news/the-importance-of-workforce-planning/36993/2

hypertext transfer protocol: //www.financialexpress.com/news/the-importance-of-workforce-planning/36993/2

TASK-2

This undertaking will look at the enlisting procedure at British Gas and the importance of enlisting within the administration.

Recruitment refers to the procedures followed by the administrations when they wish to pull appliers for vacant or new places.

Recruitment involves ( Compton & A ; Nankervis 1998 )

Recruitment readying

Applicant beginnings

Employment Advisers

Legislative considerations

Vacancy publicity

Application types

Recruitment Aims:

Company merely recruits those who to the full run into its minimal criterions.

Balanced work force across gender, age and cultural group

Recruitment must be cost effectual

It must function the company ‘s public dealingss involvements in relation to both its prospective employees and clients.

BGS uses actions programs which adapted for diverseness and besides scheme. BGS besides picks new recruits from about all kinds of backgrounds. And BGS makes certain that it gives a lots attempt and importance to the same. This is for doing certain that they have a work force which is socially recognized every bit good. It helps them to portray the diverseness of its client base itself. For e.g. .Most of the clients of British gas do non hold English as their first linguistic communication and hence battle to pass on and explicate their demands or grudges but the work force being from different cultural and societal background enables them to immensely get the better of this barrier.Also adult females applied scientists are appointed to do certain that have a equal manus to get the female client base every bit good. This can be clearly seen in the Georgina and the Dragon run run by BGS to advance female enlisting as applied scientists. This has besides resulted in BGS winning the award for Women into Science and Engineering.It does n’t halt here. They besides won the national Award from the council for registered gas installers ( CORGI ) for promoting female workers recruitment in field of plumbing and related trades.BGS was besides awarded the “ Inspiring the work force of the hereafter ” award by Opportunity Now.

BGS besides efficaciously uses media to back up its purpose to enroll people from about every background. It can be clear seen in the type of channels they promote their occupation chances for e.g. : Sky channels like Parliamentary undertakings Television which focuses on employment and occupation chances.Also Passion Television which focuses on the black community. Besides adult females magazines, minority cultural group magazines like Muslim weekly is used by BGS for publicity. BGS besides uses other manners of communicating like newspapers and wireless.understanding that today ‘s coevals is more into computing machines and cyberspace BGS has besides got its ain web site ( www.britishgasacademy.co.uk ) wholly concentrating on the younger coevals and edifying them about the company and the manner the enlisting work. It besides gives a in dept cognition on the educational and professional demands for a person who is willing to work for the BGS.

BGS has the undermentioned educational demands listed on the website forA a individual willing to fall in the BGS:

Campaigners for a British Gas apprenticeship must be at least 17 old ages old, have a lower limit of four GCSEs at grade C or above or tantamount ( e.g. NVQs ) and hold at least a probationary drive licence.

Appendix:

Professionalism is judged by a aptitude trial or a psychometric test.These trial are specially designed to judge what a single behavior is towards peculiar state of affairss and thereby helps to make up one’s mind whether the campaigner is fit for the function he or she has applied for. The full trial is a valued based inquiries with 90 statements in all where the campaigner is given 3 replies to take from.The replies are so correlated in to different colorss ( Red, Green and Amber. ) Finally the consequences are based on coloring material which has been chosen the most by the single.BGS rejects the campaigners which fall under the ruddy coloring material group.And call the staying campaigners for farther appraisals and interview for the concluding choice procedure. They are besides requested to convey all the relevant educational paperss and their licence with them every bit good

Mention:

hypertext transfer protocol: //www.bus.ucf.edu/brockmore/man4320/4320_WK6_RecrtSources_S08.ppt # 261,9, External Recruitment Beginnings

hypertext transfer protocol: //en.allexperts.com/q/Human-Resources-2866/2008/4/recruitment-4.htm

hypertext transfer protocol: //www.thetimes100.co.uk/case-study — workforce-planning-at-british-gas-services — 137-330-4.php

hypertext transfer protocol: //www.performanceedgesuite.com/performanceedge/casestudies/PerformanceEdge_British-Gas-Services_CS_A4.pdf

hypertext transfer protocol: //www.investorsinpeople.co.uk/Standard/CaseStudies/Pages/CaseStudyDetails.aspx? CSID=5

TASK-3

This undertaking will look at the to what extent work force planning aid British Gas achieve its purpose.

Workforce planning could be said as a procedure of measuring a company ‘s current and future labor demands. This appraisal must see non merely overall employee Numberss but besides the accomplishments that will be required within the concern. Workforce planning besides involves pull offing any preparation and enlisting procedure to guarantee the administration has the right staff in topographic point.

Directors at British Gas behavior a programme of calculating to foretell how much the UK market for domestic gas technology services will turn. This helps the company make up one’s mind how many extra applied scientists it will necessitate in the hereafter. BGS makes elaborate prognosiss of its demand for technology forces for one twelvemonth in progress and makes more general estimations for a farther two old ages into

the hereafter. In BGS, work force demands are driven by two different demands foremost, there are contract clients that have service understandings with the company. Second, there are clients who call for one-off aid if they have a specific job. Demand for both these services has grown. In the last three or four old ages, BGS ‘s demand for applied scientists has expanded consequently. This has meant that it has had to enroll more staff. There are several other factors that influence work force planning for BGS. Engineering accomplishments need to be invariably updated. Apart from regular formal preparation to shut accomplishments spreads to guarantee applied scientists remain up to day of the month with proficient affairs, BGS can alarm applied scientists about proficient alterations via field wireless or text messaging. Engineers can work all their callings in the field until they retire. Qualified applied scientists may pass up to 10 old ages deriving their accomplishments, makings and experience.

They have valued practical accomplishments that are needed to cover with equipment and clients. However, BGS besides needs suited people for publicity to higher functions, such as direction occupations. It needs directors to be after, organize and organize the squads of applied scientists. It hence needs to pull and enroll a broad scope of people into the administration.

Mention:

hypertext transfer protocol: //www.thetimes100.co.uk/case-study — workforce-planning-at-british-gas-services — 137-330-4.php

hypertext transfer protocol: //www.performanceedgesuite.com/performanceedge/casestudies/PerformanceEdge_British-Gas-Services_CS_A4.pdf

hypertext transfer protocol: //www.investorsinpeople.co.uk/Standard/CaseStudies/Pages/CaseStudyDetails.aspx? CSID=5

TASK-4

This undertaking will look at the benefits that the British Gas application, enlisting and choice procedures give to both appliers and the company.

Recruitment can be done internally and externally.

Internal enlisting could be done by internal beginning example- Promotions, Tranfers, Job Re-design, Re-Employment and Job Reassignments

External enlisting could be conducted via private employment bureaus, professionals and trade diaries, walk-ins, newspaper, wireless, telecasting, bumper spines, streamer, film ads, occupation carnivals, e- recruiting.

Internal Recruitment

Advantages

Less expensive, cheaper.

More accurate safer to do choice determinations.

Accurate apprehension of the strength and failings

Advantage of past preparation

Motivational, morale and public presentation sweetening.

Disadvantages

Lack of qualified forces

Bing bias / favors

Time devouring

Lack of credence by former equal ‘s group/co-workers.

May cause bitterness amongst campaigners non appointed.

Advantages:

Acquire new accomplishments

Advanced thoughts

Larger pool of workers from which to happen the best campaigner

Low cost so developing ain old staff

Peoples have a wider scope of experience

Less susceptible to political relations.

Disadvantages:

Longer procedure

More expensive procedure due to advertizements and interviews required

Selection procedure may non be effectual adequate to uncover the best campaigner

Time required for socialisation and orientation

Not openly accepted by the current employees.

External enlisting:

Choice

At the BGS appraisal centre the accent is really much upon ‘core competences ‘ and ‘life accomplishments ‘ . Life accomplishments are personal accomplishments that are likely to impact the client experience when person is working in the field. British Gas applied scientists needs to demo courtesy and niceness, for illustration. These are personal qualities that have a direct impact upon client perceptual experience. Core competences involve squad working, interpersonal accomplishments ( such as covering

with people ) , motive and reacting to alter. These are important accomplishments that can impact the manner an single tantrums in and plants within an administration.

Benefits of the above procedures to BGS:

BGS is able to guarantee it gets the right people with the right accomplishments.

Have a clear image about the occupation specification and a clear apprehension of what precisely they are looking for.

Helps acquiring suited applier with the right making with a balanced experience demands to the occupation.

Will assist make up one’s mind best tantrum in instance of employees ( internal enlisting )

It benefits from its investing.

Organisation gets a opportunity to judge the abilities of the appliers in footings of their interpersonal accomplishments, squad work and motive.

This helps understands the appliers attitude towards work and other people ( employees )

Benefits to the appliers:

Clarifies the occupation outlook

The applier is clear about the occupation specifications.

Help construct assurance and positive attitude that they are capable for the place.

Brands sure that their abilities are used to the fullest

They are given the best start in their callings

Competitive get downing salary

Campaigners attend the Centre for a half-day appraisal. This has three elements: Appendix -A

Decision

Recruitment and choice at British Gas Services is driven by the demand to keep the competitory place of the company within the energy market. Domestic gas clients demand the really highest criterions of service. They can be assured that BGS applied scientists have high-ranking accomplishments and expertness through its careful specification of entry makings followed by top quality preparation.

BGS besides assesses the personal properties of staff through function drama

and questionnaires as these influence clients ‘ perceptual experiences of the service and the company. Great attention is taken in finding the administration ‘s future staffing demands. This drives the enlisting and choice procedure to guarantee BGS is seen as offering dynamic and exciting calling waies for people of all backgrounds. By developing and fostering its people, BGS ensures that new recruits have the right qualities to assist the concern to vie.

Appendix:

A ) Candidates attend the Centre for a half-day appraisal. This has three elements:

The entire tonss from the three-part appraisal aid BGS to make up one’s mind who receives a occupation offer. Campaigners are notified of the result within 14 yearss. All campaigners can have feedback. For those campaigners offered a occupation, BGS provides the usual occupation benefits including a new wave from the beginning and a competitory starting wage. The new recruits so go on to profit from BGS ‘ comprehensive programme of preparation through its Academy.

BGS uses an on-line application signifier. To assist BGS make up one’s mind an applier ‘s suitableness, this includes a value-based questionnaire. This requires responses to a series of statements about attitudes to work. There are 90 statements in all, and an applier ‘s overall responses are rated either green, amber or red. The coloring material reflects the attitudes the applier has about work and people. This helps to demo which roles a individual is best suited to. BGS does non take appliers with ruddy evaluations farther as they may non demo a ‘fit ‘ with the company demands. However after an initial showing, green and brownish-yellow appliers are invited to an interview and appraisal Centre for the concluding choice procedure. Here, campaigners must demo grounds of makings, ID and driving license.

Mention:

hypertext transfer protocol: //www.bus.ucf.edu/brockmore/man4320/4320_WK6_RecrtSources_S08.ppt # 261,9, External Recruitment Beginnings

hypertext transfer protocol: //en.allexperts.com/q/Human-Resources-2866/2008/4/recruitment-4.htm

TASK-5

This undertaking will look at the characteristics of preparation and development and benefits of preparation and development of the workers to British Gas.

Training AND DEVELOPMENT is a subsystem of an organisation. It ensures that entropy is reduced and larning or behavioral alteration takes topographic point in structured format.

Traditional Approach ( Both explained in item in Appendix-B )

Modern attack

Training AND DEVELOPMENT OBJECTIVES:

The chief aim of preparation and development division is to do certain the handiness of a skilled and willing work force to an organisation. ( Below are explained in item in Appendix-A )

Individual Aims.

Organizational Aims

Functional Aims

Social Aims

There are several benefits of Training and Development ; nevertheless four benefits are as follows:

Additions employee motive: Training and development ensures that employees understand the demand of the occupation and are good equipped to work like an expert. This procedure besides builds assurance and prepares employee to confront any issues whist their work. As employees are happy and motivated to finish their occupation successfully ensures that BGS gets the upper limit out of each employee which in bend helps increase the gross of the house in this manner one time the employees are motivated the workplace becomes a better environment for advancement.

Reduced employee turnover: This helps the administration to salvage on disbursals of enlisting and choice processs. This procedure ensures that every employee undergoing the preparation and development is clear about the occupation and the manner it needs to be done. It besides helps to unclutter all uncertainties of the employees, this works best even with the experience employees as refresher whereby they understand the worth of basic of occupation function and demand. As employees are motivated and skilled and they see the future potency in their occupation the turnover would be minimum which means in bend it will assist company to salvage clip and money and work force that is spend on enrolling the new staff.

Enhanced company image: Training and development adds to company good will and physiques and enhances the image of the administration. British Gas Service has gained reputable image over old ages the scheduled preparation for the new old and new employees have helped them to follow the legal ordinance for e.g. : Health and safety preparation, this displays that the administration is good organized and understand the demand and demand of legal and societal facets by besides carry oning moralss preparation, developing about sexual torment, diverseness preparation. With transporting on these sorts of developing it displays that they are a multicultural administration.

Increased capacity to follow new engineerings and methods: BGS has proven that they are good equipped to follow new engineerings and methods in their on the job manner. This non merely helps to hold an competitory border in the market but besides keeps the administration in front in the market. It helps construct advanced schemes which in bend helps in the productive of the administration. This increases efficiencies in procedures, ensuing in fiscal addition.

British Gas has nucleus values that they expect all their employees to show through their work. ( The preparation officers approach is mentioned in the Appendix- C ) These values include ‘We wear the client ‘s places ‘ and ‘We go the excess stat mi ‘ which learners can easy use to supplying first-class client service. There are able to maintain up to that due to the uninterrupted development that they work on.

Appendix:

A ) Training AND DEVELOPMENT OBJECTIVES: The chief aim of preparation and development division is to do certain the handiness of a skilled and willing work force to an organisation.

Individual Objectives – aid employees in accomplishing their personal ends, which in bend, enhances the single part to an organisation.

Organizational Objectives – assist the organisation with its primary nonsubjective by conveying single effectivity.

Functional Objectives – maintain the section ‘s part at a degree suited to the organisation ‘s demands

Social Objectives – guarantee that an organisation is ethically and socially responsible to the demands and challenges of the society.

Traditional Approach – Most of the organisations before ne’er used to believe in preparation. They were keeping the traditional position that directors are born and non made. There were besides some positions that preparation is a really dearly-won matter and non deserving. Organizations used to believe more in executive pinching. But now the scenario seems to be altering.

The modern attack of preparation and development is that Indian Organizations have realized the importance of corporate preparation. Training is now considered as more of keeping tool than a cost. The preparation system in Indian Industry has been changed to make a smarter work force and give the best consequences.

C ) The Training officers ‘ attack to bringing helps guarantee that learners ‘own ‘ these four values. For illustration, by showing unity, Training officers show that they ‘Deliver on our promises ‘ . The Duke of Edinburgh Gold Award Scheme besides reinforces these nucleuss values get downing with a hebdomad long residential that is focused on squad working and the value ‘We conveying out the best in each other ‘ .

Mention:

hypertext transfer protocol: //traininganddevelopment.naukrihub.com/

hypertext transfer protocol: //www.managementhelp.org/trng_dev/basics/reasons.htm

hypertext transfer protocol: //excellence.qia.org.uk/pdf/Brochure % 201_Benefit % 20of % 20Training_v1.0_20080822.pdf

TASK-6

This undertaking will look at the how appraisal system can consequence employees motivational degree.

An assessment system is a self-contained procedure that enables you to do formal and standardised ratings in a concern context utilizing one or more templets ( appraisal theoretical accounts ) , and in every bit nonsubjective a mode as possible.A structured assessment system can assist employees experience that their good work is recognised and that they are valued. It can besides supply the opportunityA to discourse any failings or jobs they may hold, and to come up with solutions.

There are four cardinal elements in a good public presentation and assessment system ( mentioned in Appendix A )

Different assessment systems are as follows:

Forces assessments

360A° feedback assessments

Formalized occupation mentions

Business event assessments

Benefits of holding an assessment system:

An effectual assessment systemA will:

aid you to measure your staff against defined aims

give you the opportunity to give constructive feedback and to praise staff for their good work, which in bend will do them experience valued

Opportunity to Employees: ( Appendix-C )

reference any jobs

discuss evident failings

happen solutions

Honoring good public presentation

A good assessment system could be plenty to actuate your employees. Motivated staffs are more likely to work harder and more efficaciously.

However, you could besides associate your assessment system toA determinations about wage, fillips and other inducements such as portion strategies. Appraisals and wagess systems are constantly really closely linked, but consider transporting them out as separate interviews. Otherwise, the inquiry of money can overcast the issue of public presentation.

The HRM Cycle involves elements of Selection taking to Performance farther ensuing to Appraisal which could Honor the employee or would place the countries of betterment and would give feedback and anticipate Development which would take to Good Performance. In this mode the HRM Cycle is a uninterrupted procedure in any administration.

Methods of honoring staff

Appreciation missive: These could be given if the employees work ahs been outstanding ; this is a signifier of gesture of wages which would be fruitful for prospective callings.

One-off fillip payments – These are based on a combination of a per centum of wage and how far the employee has achieved their aims over the twelvemonth.

A wage addition – This could be based on overall public presentation evaluation

Honoring employees with portions in the company – the better their public presentation, the greater the measure of portions. This means it is in their fiscal involvement for the company to make good and the portion monetary value to lift.

Promotion: Systematically good public presentation and a willingness to take on more duty might do you see an employee for publicity.

Issues that could be faced of fiscal wages programmes ( Mentioned in Appendix -B )

British Gas Service rewards its employee

Performance-related fillip

Access to a broad scope of online and high-street price reductions in association with Perks – from subject park tickets to new autos and one-year travel insurance

Sharesave strategy: The Share Incentive Plan gives the option to lend up to ?125 from your pre-tax wage ( or 10 % if lower ) to purchase portions each month

Decision:

It could be said that British Gas Service could utilize any of the above mentioned methods of assessment and guarantee that it motivates their employees. There are different degree of motivational demand for each single hence BGS has to understand that they need to accommodate a system which could more or less suit each employee and so it could depend on the director carry oning the assessment would necessitate the flexibleness to change guaranting that both terminals are satisfied.

Appendix

A ) Puting up a public presentation direction and assessment system

Set objectives – make up one’s mind what you want from employees and agree these aims with them. If appropriate, set timescales for accomplishing them.

Manage public presentation – give your employees the tools, resources and developing they need to execute good. If appropriate, set timescales for accomplishing aims.

Carry out the assessment – proctor and measure your employees ‘ public presentation, discuss those appraisals with them and hold on future aims.

Provide rewards/remedies – consider wage awards and/or publicity based on the assessment and make up one’s mind how to undertake hapless public presentation. However, there can be dangers every bit good as benefits of associating wagess to public presentation.

B ) Issues that could be faced of fiscal wages programmes

Offering fiscal wagess can be an first-class manner to actuate employees, but be careful -A they can besides backlash if attention is non taken. There may be cause for difference if employees discover some are given greater wagess than others. You need to supervise wagess programmes carefully to do certain they are holding the impact you hoped for.

They must be just, and all employees should be treated every bit. Take peculiar attention that the wagess do non know apart against peculiar employees.A See our usher on how toA prevent favoritism and value diverseness.

Some companies find that the usage of occupation ratings helps to give a clearer wage construction by ranking each occupation in a conference tabular array and puting salary brackets consequently

C ) Opportunity to Employees:

– reference any jobs

– discuss evident failings

– discovery solutions

Cite this Purpose Of Workforce Planning In British Gas Commerce

Purpose Of Workforce Planning In British Gas Commerce. (2017, Jul 05). Retrieved from https://graduateway.com/purpose-of-workforce-planning-in-british-gas-commerce-essay/

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