Talent Management in Renewable Energy
Table of content page
Introduction 3
1. Task- 1 3
1.1- Talent Management 3
1.1.1Potential Talent Management Strategies 3
1.1.2. Shared goal 3
1.1.3. Keep it balanced 4
1.1.4. Choose the right people 4
1.1.5. Demographic plan 4
1.1.6. Develop a brand campaign 4
1.1.7. Relationships with colleges and universities 4
1.1.8. Employee referral program 5
1.1.9. Quicken up the process 5
1.1.10. Seek into unusual sources 5
1.2. Potential recruitment strategies 5
1.2.1. Retention Policies 5
1.2.2. Safety and Quality 6
1.2.3. Aggressive growth plans 6
2. Task- 2 6
2.1. Potential steps to be followed on 6
2.1.1. Sourcing Methods 6
2.1.2. Talent pool 6
2.1.3. Image and Brand 7
3. Conclusion 7
4. References 7
Introduction:
A key objective of the UK government's energy policy is to reduce rapidly and radically the country's dependence on fossil fuels and particularly on energy supplies provided from overseas. An ambitious target has been set for the development of renewable sources of energy, the current target being that a third of the total demand for electricity in England and Wales should be met from renewable sources by 2020.
In 2010 it was estimated that approximately 6000 people were employed in the offshore renewable sector in the UK. By 2020 this number is expected to exceed 70,000. The chronic skills shortages that already exist in these areas of engineering. The 2020 targets are without doubt ambitious, and industry figures are in agreement that the UK will not be able to supply the manpower needed.
This report recommends the major alternative potential resourcing, recruitment and talent management strategies that are required in order to meet its future skill needs, and advises the potential steps to be taken as priority.
1. Task- 1
Introduction 3
1. Task- 1 3
1.1- Talent Management 3
1.1.1Potential Talent Management Strategies 3
1.1.2. Shared goal 3
1.1.3. Keep it balanced 4
1.1.4. Choose the right people 4
1.1.5. Demographic plan 4
1.1.6. Develop a brand campaign 4
1.1.7. Relationships with colleges and universities 4
1.1.8. Employee referral program 5
1.1.9. Quicken up the process 5
1.1.10. Seek into unusual sources 5
1.2. Potential recruitment strategies 5
1.2.1. Retention Policies 5
1.2.2. Safety and Quality 6
1.2.3. Aggressive growth plans 6
2. Task- 2 6
2.1. Potential steps to be followed on 6
2.1.1. Sourcing Methods 6
2.1.2. Talent pool 6
2.1.3. Image and Brand 7
3. Conclusion 7
4. References 7
Introduction:
A key objective of the UK government's energy policy is to reduce rapidly and radically the country's dependence on fossil fuels and particularly on energy supplies provided from overseas. An ambitious target has been set for the development of renewable sources of energy, the current target being that a third of the total demand for electricity in England and Wales should be met from renewable sources by 2020.
In 2010 it was estimated that approximately 6000 people were employed in the offshore renewable sector in the UK. By 2020 this number is expected to exceed 70,000. The chronic skills shortages that already exist in these areas of engineering. The 2020 targets are without doubt ambitious, and industry figures are in agreement that the UK will not be able to supply the manpower needed.
This report recommends the major alternative potential resourcing, recruitment and talent management strategies that are required in order to meet its future skill needs, and advises the potential steps to be taken as priority.
1. Task- 1
References: Bersin & Associates, Talent Acquisition Systems 2011: Market Realities, Implementation Examples and Solution Provider Profiles, April 2011 Conaty, Bill, and Ram Charan (2011). The Talent Masters: Why Smart Leaders Put People Before Numbers Human Resources, Training, and Labor Relations Managers and Specialists". U.S. Bureau of Labor Statistics. 2011. Jonathan E Schein, Edgar. Increasing Organizational Effectiveness through Better Human Resources Planning and Development. Sloan Management Review, 1977, 19:1 p. 1. Schweyer, Allan (2004). Talent Management Systems: Best Practices in Technology Solutions for Recruitment, Retention and Workforce Planning. John Wiley & Sons. ISBN 0470833866. Towers Watson Executives See Growth Ahead For Merged Firms". Workforce Management. 2007. Understanding Cost and Talent Characteristics Sims, Doris, 2009. The Talent Review Meeting Facilitator 's Guide Ulrich, Dave (1996). Human Resource Champions