1.1 Explain how organisations strategically position themselves in competitive labour markets. 1.2 Explain the impact of changing labour market conditions on resourcing decisions. 2.2 Evaluate the techniques used to support the process of workforce planning. 3.2 Compare different approaches to developing and retaining talent on an individual and group level. 3.3 Evaluate approaches that an organisation can take to build and support different talent pools. 3.4 Evaluate the benefits ofdiversity in building and supporting talent pools.

1.1. explaining how organizations strategically positions themselves in competitive labor markets.

• rewards to its employees
• culture where the working environment of workers are suitable, respectable and served ethically

1.2 explaining the impact of changing labor market condition  on resourcing decisions

• it increases the employees engagements
• it changes and increases the strategic role of human resource
• develop the attractiveness of the workers brand

2.2 evaluate the techniques use to support the process of workforce planning

• organizational strategy
• human resource analytics and reporting
• total compensation and benefits analysis
• contingency planning

3.2 compare different approaches to developing and retaining talents on an individual and group level

• providing the development opportunities
• developing the job descriptions
• performance assessment
•  effective compensation and selection process

3.3 evaluate the employees approach that an organization can take to build and support different talent pools

• generating a procedure that progressively evaluate the talent need
• ensure that your previous practices are encouraging your talent  pool strive for future
• evaluate your present candidates
• evaluating internally to create and develop your talent pool

3.4 evaluating the benefits of diversity in building and supporting talent pool

• it attracts the talents
• it provides the competitive advantage
• diversity drives employees engagement
• it increases the productivity
• it creates and increase the creativity

Step-by-step explanation

1.1 in organizations, they ensure that in their strategies, they make sure that their employees are satisfied with the working environment. The organizations achieve the position by focusing on the employee's value, employee choice, and employee cash. An employee value, the organization has to provide employees fair treatment, rewards, and security to motivate them from sticking with the company. The employee values can be provided either financially or non financially. In non financially, the employees are treated well with respect and given opportunities in their workplaces. In employees' choice, providing them with a generally good working state will make them attracted to the organizations and maintain their talents because they willingly chose to work there.

1.2 the change in the labor market condition on resourcing will lead to an increase in employees engagements. It changes and increases the strategic role of human resource and develop the attractiveness of the worker's brand. The management attitude influences the company's capability to maintain its workers. Also, apparently, with the purpose of human resources. 

2.2 the organization strategy needs to be created and implemented by the management teams and is the most important technique that the human resource team needs at its allocations. It should major on the market trends, products or service soot, and the competitors. Human resource analytics and reporting are other important techniques to back up the workforce planning process. It makes the company understand the general absence rate and the employee turnovers.

3.2 providing development opportunities ensure that there are chances for the progressive development of employees in their professions. Developing the job descriptions ensures that the company provides concrete and precise descriptions and needs for the job applicants to make them aware of what they are expected of. Performance assessment retains employees' talents by making them aware of what they are doing, what they are supposed to do, and where to improve.

3.3 creating the procedures that evaluate the talent need will make the organization support and build different pools by retaining the right candidates or time in business. Ensuring that the current practices motivate the talent pools to strive is also important. Ensure that you don't depend on the old job descriptions but provide the new descriptions to distinguish the company's needs. Evaluating your current candidates will also support diverse talents pools.
3.4 diversity has several benefits in supporting the talent pools. The benefits come in both tangible and intangible when you major in diversity within your companies talent pools.