Talent Management in the 21st Century

This assignment delves into the critical field of talent management. Students are tasked with analyzing various talent management strategies, evaluating their effectiveness in fostering organizational success, and considering the crucial factors HR professionals must address when implementing these strategies. The analysis should draw upon relevant literature and real-world examples to provide a comprehensive understanding of contemporary talent management practices.

RESOURCE AND TALENT
PLANNING

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Current labour market trends that influence talent management and workforce planning....1
P2 Different types of legal requirements....................................................................................2
TASK 2............................................................................................................................................3
P3 Current labour market trends and legal requirements............................................................3
TASK 3............................................................................................................................................4
P4 Job description and person specification documents for effective recruitment and selection
.....................................................................................................................................................4
P5 Various recruitment and selection methods...........................................................................7
TASK 4............................................................................................................................................8
P6 Stages of HR life-cycle..........................................................................................................8
P7 HR life-cycle are integrated.................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
.......................................................................................................................................................13

INTRODUCTION
Resourcing and talent planning is very critical concept which consists coordination and
cooperation from hiring team and also business in different aspects such as analysis on the
forecasting of needed resources, selection and also networking of effective channel of hiring.
Under this, it is essential that firm should hire talented as well as capable staff members in order
to achieving aims and objectives of firm in an effective manner (Armstrong and Taylor, 2014).
This present business report is based on IKEA business organisation and it deals in retail sector
and provides kitchen appliances, furniture, home accessories and many others. Under given
report discuss about the trends of existing labour market that impact workforce planning and
talent management. Various kinds of the legal needs that IKEA business firm will be discussed
in given report. There is a discussion about various selection and hiring methods for an effective
planning and talent resourcing. Stages of HR life cycle applied on particular human resource
will be mentioned in given report.
TASK 1
P1 Current labour market trends that influence talent management and workforce planning
Human resource is a department that searched and also provide training to staff members.
It assess with benefits of employee and also conflict resolution. In addition to this HR strategy
taking those kinds of responsibilities which can meet with mission, aims and also future
requirements of an organisation. In addition to IKEA business firm, main motive of design HR
strategy to create skills, behaviours and attitudes between staff which will be helpful for
company to meet its objectives.
Labour market is that place where employees and labours both communicate with the
each other. In labour market, managers of company compete for recruiting capable employees
and work for fulfilling needs of job in an effective manner (Bethke-Langenegger, Mahler and
Staffelbach, 2011). IKEA is a large size business firm and it deals in the retail sector in United
Kingdom firm. Retail sector is necessary to economy of United Kingdom and generated about
£358 billion sales in the retail. It is one of the largest sector and there are large number of
customers which are of retail industry.
Talent management means to anticipation of needed human capital for company and also
planning to meet with needs in a better manner. Under this, IKEA business firm recruit capable
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employees so that they can work in a better manner. Under this, managers of business firm plays
a necessary role in order to hiring, developing and also sustaining the desired employees. On the
other hand workforce planning is a continuous procedure which is used to adjust priorities as
well as requirements of IKEA company with workforce to assure to meet its regulatory,
legislative, production and service needs and objectives of firm.
The labour market trends which affect on process of human resource, involving
demographics, political composition of population, changing economic and also social trends
(Brunckhorst, 2013). In addition to this, it is necessary that company should recruit capable
employees which can work in an effective manner and achieving organisational objectives. With
the help of this unemployed will be reduced and living standard of people will be enhanced. In
the retail sector, there is a requirement of more talented staff members which can produce as well
as deal with consumers in an effective or systematic manner. Through this workforce planning
and also talent management will be positively affected and productivity of firm will also be
enhanced. IKEA business firm works or conduct its business by following all the necessary rules
and legislations. The market trends of every country is different from each other and it is based
on the demographics, social, political and economic trends. While the labour of United Kingdom
company are going to the other country then it is necessary to know about the current labour
market trends of other organisation and work according to them.
P2 Different types of legal requirements
Workforce planning included assuring that IKEA business firm has right persons which
have good skills and right time. It will be helpful for the HR team to evaluate gap in current
workforce. In order to undertaking the workforce planning. In addition to this, there is a need to
various types of the legal requirements which IKEA business firm taken in to an account. There
are different kinds of legislations given below as above:
Compensation and benefits act- These two given enactments constituted and called Code
of social security advantages for workers of country. The main motive of this act is to give for
compensation payment through certain managers to workers for any kind of injury caused to
them though an accident at the time of employment (Cooke, Saini and Wang, 2014). This act is
introduced for the scheme of social security for staff members in United Kingdom country. It is
a workforce planning related act and under this firm provides compensation to accidental or
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injured people. On the other hand also provides benefits to those workers which give their better
performance towards making business successful.
Worker Adjustment and Retraining Notification Act (1988)- This act was enacted
through parliament of United Kingdom and its aim to protect staff members, families and also
communities through needing managers with the 100 or more to give advanced 60 calender day
notifications of mass lay-offs and closing of staff members. For increasing skills of employees,
organisation provide retraining to them so that they can give their better performance.
Anti Discrimination Act 1977- This kind of law states that there is a requirement to
managers to give necessary facilities as well as services to enable person with disabilities in
order to carried out specific job which are qualified and skilled (Dries, 2013). It helps in
increasing motivation level of employees or workers and also beneficial for workforce planning.
It is more illegal for manager to discriminate against workers on disability grounds.
Protected Disclosures Act- The main aim of this act is to increase courage of people to
serious doing wrong work in workplace through giving protection for staff members which are
whistle-blower. In this, employees raise their voice for any wrong things at workplace. This kind
of act introduced for workers to irregular and unlawful conduct through fellow workers and
manager, while giving for employees protection which are whistle blower. Through this,
motivation level of employees will be enhanced and work for achieving aims of firm in an
effective manner.
Occupational health and safety act- Its major aim is to protect the workers from any
kind of safety and health hazards on job (Guerci and Solari, 2012). Under this, all rights and
duties of employees at workplace in a better manner. It is a duty of manager of firm to provide
safe as well as secure working environment to workers so that they can safe from hazards. This
act established process for dealing with hazards at workplace and also gives for an enforcement
of law.
TASK 2
P3 Current labour market trends and legal requirements
Economy of the UK is based upon some certain aspects which are associated with labour
market in retail sector. There are some current trends and legislations analysed subject to analyse
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the current market trends in retail sector. There are some potential sectors defined in this report
such as
 Non specialised: in this section supermarket and department stores are considered.
 Specialised: green grocers, fishmonger, butchers and tobacconist are some specialised
sectors considered in this context.
 Pharmaceutical goods: chemical products, medicines and goods are covered in this
section.
 New goods: clothing, books, electronic household appliances and products, furnitures
and textiles are the main products which are covered in this section.
 Second-hand goods: eBay and charitable shops are considered in this section.
 Not in stores: mail orders, stalls and markets and mail orders are some major aspects
which are covered in this context (Dries, N., 2013).
Current skills trends are defined as follows:
 UK is one of the largest retail sector hub across the world. Low levels of formal
qualifications and counted as 31% of sales staff and five good GCSE are some essential
skills which are required in current retail sector.
 Staff members with technical skilled and practical skills are also some essential skills
which are relevant to current labour trends.
 Entrepreneurial skills are also required to boost the structure of retail labour market in the
UK.
Relevant legislation to control and managing skills
Food and safety act, Anti discrimination act 1977, Protected Disclosure Act, Worker
Adjustment and retiring act are the legislations which are required to manage and control current
trending skills in retail sector.
TASK 3
P4 Job description and person specification documents for effective recruitment and selection
Recruitment and selection both are the necessary functions of human resource
management. Recruitment is a positive process and in this firm invite the applicants for vacant
positions by give advertisement (Hartmann, Feisel and Schober, 2010). On the other hand
selection is a negative process and in this firm selects only those employees which are capable
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and perform job in a better or effective manner. In addition to this, for recruitment and selection
of new employee for vacant position, human resource manage prepare job description and person
specification both documents.
Job description- It is general, broad and a written document of particular job which are
based on findings of job analysis. It consists, purpose, duties, scope, working conditions and also
purpose of job along with the title of job, designation, name, reporting person and many others.
On the basis of job specification, job description is formulated.
Job Description
Organisation Name IKEA
Job Designation Human Resource Manager
Location London, United Kingdom
Reporting To Top authority (Director)
Roles and Responsibilities  Know about all the human resource related
practices and implementation of important
legislations.
 Provide training to employees for financing their
skills, knowledge and working abilities.
 Should deal with the conflict situations.
Working Hours 9: 30 am to 6:00 pm
Salary 9000 Pound per month
Working Facilities This organisation provides flexible working hours,
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compensation, positive working environment and benefits
.
Person specification- It is description of skills, knowledge, qualifications, experience and some
to the other attributes which a person or applicant should possess in order to perform hob related
duties (Iles, Preece and Chuai, 2010). Specifications are derived from job description and
foundation forms for process of recruitment.
Name: Peter Jones
Contact no.: 684898456
Email: PeterJones@yahoo .com
Career Objective: I want to use my skills and core competnceies in a well situated firm and
work for long time.
Qualification:
MBA (Master of Business
Administration)
Imperial college London 96.00%
B.com Imperial college London 93.00%
Secondary education London school of economics 88.00%
Higher education London school of economics 90.00%
Know about:
 Deal with the conflict conditions.
 Should know regarding practices of human resource and execution of the all legislations
which are necessary at working place in firm.
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Experience:
 Minimum experience of 3 years related to human resource manager.
 2 to 3 years of experience regarding selection and training and development of
employees.
Skills:
 Effective skills of communication.
 Better multitasking abilities.
 Provide benefits and compensation.
 Honest ethics, sensible.
 Motivate staff members to make improvement in their performance.
Awards and Achievements:
 Performance Appraisal to employees
 Certification concerning to training and selecting staff members.
Declaration:
Hereby I declared that all above given information is correct along with relevant on the basis of
my skills and knowledge.
Date:
Place:
(Signature)
P5 Various recruitment and selection methods
Recruitment is core or main functions of HRM and it is primary stage of appointment.
Under this includes attracting, choosing, short-listing and also appointing best and capable
candidates which can perform job in a better or proper manner. In addition to this, IKEA
business firm provides advertisement for vacant positions and large number of candidates apply
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for that position (Kavanagh and Johnson, 2017). The human resource manager are appointed
through large size business firm in order to coordinate hiring efforts of whole firm. IKEA
business firm recruit capable and also talented staff members for enhancing sales as well as
productivity level. In addition to this, recruitment strategy develops clarity and proactivity of the
purpose in attracting as well as selecting process for business and goals of talent acquisition.
Recruitment methods
IKEA business firm uses internal and external methods of recruitment which are given
below as above:
Internal recruitment
It consists hiring candidates or existing employees at workplace in order to fill vacant
job positions. Under this, applicants are seeking for various position which are employed with
same company. Some sources of internal recruitment are:
Promotions- It is an upgrading cadre of staff members through determining their
performance level in company. Under this employees shifting from lower position to higher with
more remuneration, statues, responsibilities and facilities (Khasawneh, 2011).
Hiring Former Employees- It is a procedure of internal sources of the recruitment and in
this ex staff members are called back based on needs of position. It is cost effective as well as
time saving.
Transfer- Under this, there is an interchanging from one job to the other without making
nay change in roles as well as responsibilities. In addition to this, employee shift from one
department to other and one location to other based on needs of job position.
External sources
In this, business organisation recruit staff members from outside of firm and give
chance to fresh talent to show their talent. Some of the external sources given below:
Direct recruitment- It is an external source and in this IKEA firm hire qualified
candidates through placing vacancy notice on notice board in company. This method is known as
the factory gate recruitment.
Employment agencies- These are better source of external recruitment and run through
different sectors such as public, private and government (Khera and Gulati, 2012). It gives semi-
skilled, skilled and un- skilled resources on the needs of firm.
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Advertisement- It is a main source of recruiting people. Job vacancy which is announced
by IKEA firm through different electronic as well as print media with particular job
specifications and descriptions of needs.
Selection is a procedure of examining candidates and interviewing for particular job and
choosing right individual for vacant job positions which are based on some certain criteria.
Under this human resource manager take interview of candidates and also know about their
perceptions, knowledge and opinions. It is a negative procedure because under this firm selects
only capable staff members.
Methods of selection
Application forms- It is an effective method of gathering information in written regarding
education, working or non- working experience of applicants. In this form, all kinds of
information related to applicant taken by firm to know about it in a better or effective manner.
Employment interviews- It is main source of exchanging information among an
interviewer and applicant about interest and suitability of applicants in job to which manager
seeks for fill. Information which is gives in application of applicant for employment purpose can
probed in deep manner in an interview and other related to qualification of applicant (Meyers,
van Woerkom and Dries, 2013).
Under this, IKEA business firm uses promotion and transfer for internal recruitment and
employment agencies for external sources. These both are the effective method to recruit and
select best and capable staff members for vacant job position.
TASK 4
P6 Stages of HR life-cycle
Human resource life cycle is started from hiring stage and finish to retirement stage and it
has unique life cycle. It consists those stages in which staff members go by and role of human
resources takes at the time of all those stages. Every stage of HR life cycle has its opportunities,
challenges and advantages (Pilbeam and Corbridge, 2010). There are some stages of HR life
cycle given below which are applied to particular human resource:
Recruitment and selection- Under this, there is a need to hire bets and right person for vacant
job positions. Recruitment plays necessary role in growth, turnover and also productivity of firm.
In addition to make recruitment process succeed in HR life cycle, there is a need to human
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resource function to develop plan of strategic staffing which consist understanding positions,
analyse benefits and compensation packages, create interviewing protocol. IKEA business firm
uses software of talent acquisition which enables them for automation and design all kinds of
aspects of recruiting process.
On boarding and orientation- After appointing new candidate, there is a ned to human resource
manager to on boarding and also orientation so that they can know about their roles, existing
employees and also organisation. On boarding is a process or action of integrating new workers
in firm or also familiarize new consumers with services. On the other had orientation is planned
and systematic introduction of staff members to their co- workers, job and firm.
Performance management- Under this, new employees are settled for their job position and try
to give their better performance to firm in an effective manner. Performance management is
improve as well as promote effectiveness of staff members (Rothwell, 2011). It is continuous
procedure in which managers and workers work in a team in order to plan review and also
monitor work goals of staff members which give their contribution in company. IKEA business
firm motivates it employees to work in a better manner and try to give better performance.
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Illustration 1: HR life cycle
(Source: HR life cycle, 2018)

Succession planning- It is a procedure for determining and appointing new managers which can
replace the old when they retire, leave and die. In IKEA business firm, this succession planning
entails creating internal person with existing in order to fill the vacant position of leadership. The
main role of leader is to guide and give proper advise to people sop that they can work in a better
of effective manner. The succession planning determines the future leaders which can make
improvement in business.
Exit and transition- Under this, some of the staff members will leave an organisation by
retirement after successful and long career. Some of the staff members leave company their or
can say voluntary and some are terminate through manager for their wrong behaviour. In
addition this, main role of human resource is to manage and also control transition through
assuring about all procedures and policies which are followed at the time of exit interview
(Schuler, Jackson and Tarique, 2011).
All these given stages can properly handled in business firm. This is a whole human
resource life cycle and IKEA business organisation applied all these give stages in to context of
human resource and at the time of recruit new candidate in an organisation.
P7 HR life-cycle are integrated
Human resource life cycle is helpful in recruiting and then introducing new candidates at
work place and also feel them comfortable. IKEA Business firm believe that staff members are
necessary factor or components of this firm and reason behind making firm successful in an
effective or better manner. Under this, firm integrated its human resource life cycle in a better
manner. It is helpful in increasing motivation level of employees. Motivation is an effective way
to increase morale of employees. In this, there is a focus of manager to building better
connection with staff members in first 90 days so that they can sustain at work place for long
period of time and make effort in increasing productivity of firm (Schweyer, 2010). Human
resource can motivate new employees through providing better reasons to motivated like
compensation and benefits, growth related opportunities etc. and other one is to giving
recognition to those employees which give their better performance. Keeping more engages to
new employees, high perform and also showing commitment towards firm.
On the other hand it is necessary that employees should know their responsibilities as
well as roles in an organisation, at the time of this phrase, it is necessary for human resource
manager to consist following points:
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 Communicate values as well as culture of firm to new employees.
 Provide training until they understand responsibilities and duties of job.
 Assign new employees to co- workers in order to support all their transactions and feel
them connected with firm.
 Introduce new staff members to rest staff.
In addition this, manager of IKEA business firm measures and evaluates performance
level of staff members. It provides employees and manager particular metrics and also assess in
identify if she or he is for job. Under this, firm conduct reviews of performance which are
depend on facts not feelings. Support, examine and challenge staff members at the time of
offering constructive feedback on continuous basis. IKEA provides professional development
and training to assess staff members in order to reach at goals and also move further. Human
resource cycle which provides opportunity to staff for reenergize, motivate workers about their
hard work and also identify necessary milestones (Silzer and Dowell, 2010). In addition to this,
IKEA business firm express their appreciation through providing them advantages like gift cards,
additional paid time, flexible working hours and many others.
CONCLUSION
It has been concluded from the above report that in retail sector there is hue competition
in the market. To effectively operate their business need to do appropriate workforce planning as
per ascertaining current labour trends in retail market. It helps the organisation to acquire more
talented employees. There are many legal requirements which is need to follow by organisation
while recruiting new candidates. Under this given report studied regarding various types of
selection and recruitment methods which are used by IKEA business firm for better talent
planning and resourcing.
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REFERENCES
Books & Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bethke-Langenegger, P., Mahler, P. and Staffelbach, B., 2011. Effectiveness of talent
management strategies.European Journal of International Management. 5(5). pp.524-
539.
Brunckhorst, D.J., 2013. Bioregional planning: resource management beyond the new
millennium. Routledge.
Cooke, F.L., Saini, D.S. and Wang, J., 2014. Talent management in China and India: A
comparison of management perceptions and human resource practices.Journal of World
Business. 49(2). pp.225-235.
Dries, N., 2013. The psychology of talent management: A review and research agenda. Human
Resource Management Review. 23(4). pp.272-285.
Guerci, M. and Solari, L., 2012. Talent management practices in Italy–implications for human
resource development. Human Resource Development International. 15(1). pp.25-41.
Hartmann, E., Feisel, E. and Schober, H., 2010. Talent management of western MNCs in China:
Balancing global integration and local responsiveness. Journal of World
Business. 45(2). pp.169-178.
Iles, P., Preece, D. and Chuai, X., 2010. Talent management as a management fashion in HRD:
Towards a research agenda. Human Resource Development International. 13(2).
pp.125-145.
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Khasawneh, S., 2011. Human capital planning in higher education institutions: A strategic
human resource development initiative in Jordan. International Journal of Educational
Management. 25(6). pp.534-544.
Khera, S.N. and Gulati, K., 2012. Human resource information system and its impact on human
resource planning: A perceptual analysis of information technology companies.IOSR
Journal of Business and Management. 3(6). pp.6-13.
Meyers, M.C., van Woerkom, M. and Dries, N., 2013. Talent—Innate or acquired? Theoretical
considerations and their implications for talent management. Human Resource
Management Review. 23(4). pp.305-321.
Pilbeam, S. and Corbridge, M., 2010. People resourcing and talent planning: HRM in practice.
Prentice Hall.
Rothwell, W.J., 2011. Replacement planning: A starting point for succession planning and talent
management. International Journal of Training and Development. 15(1). pp.87-99.
Schuler, R.S., Jackson, S.E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business. 46(4).
pp.506-516.
Schweyer, A., 2010. Talent management systems: Best practices in technology solutions for
recruitment, retention and workforce planning. John Wiley & Sons.
Silzer, R. and Dowell, B.E., 2010. Strategic talent management matters. Strategy-driven talent
management: A leadership imperative, pp.3-72.
Online
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Person specifications., 2018. [Online]. Available
through:<https://www.soas.ac.uk/hr/procedures/recruitment/bestpractice/
personalaspecs/>./
Resourcing and talent planning survey, 2018. [Online]. Available through:
<https://www.cipd.co.uk/knowledge/strategy/resourcing/surveys>./
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