Workforce planning, recruitment and selection are important for any organisation, in order to have the right people with the right skills to achieve its aims and objectives. Workforce planning is the process of assessing current and future labour needs within the organisation whilst recruitment is about attracting the right standard of applicant to apply for the vacancies. Selection is the end process of choosing the most suitable people for the jobs available.

Workforce planning reflects the different needs of each organisation. In the case of Tesco it has announced its annual profits passing £3 billion for the first time. Tesco plans to continue increasing its selling space in Britain by up to 7% every year (current share of the grocery market is just under 31%). To achieve this it needs to reinvest profits and create 11,000 jobs to meet with its expansion plans. (The Times, 22 April 2009).

On the other hand companies such as British Gas Services may need to adjust its workforce requirements if decisions made by the government (or other external organisations) have a direct impact on its work. The recent announcement by David Milliband, the energy and climate change secretary, to build up to four 'clean' coal testing plants to trap carbon dioxide emissions could mean gas pipelines being converted to carry CO2 emissions in the next four years. If this change goes ahead British Gas Services would need to ensure it has the right people in place with the right skills to carry out the work. (The Times, 26 April)

Compare and contrast The Times 100 business case studies on workforce planning, recruitment and selection for British Gas Services and Tesco.