Resource and Talent Planning

Resource and Talent
Planning

Table of Contents
INTRODUCTION......................................................................................................................3
PART 1: Labour Market and Skills Analysis.............................................................................4
1. Overview of organisation and types of labour requirements.............................................4
2. Analysis of current labour market trends that influence talent management and
workforce planning................................................................................................................5
3. Explanation of different legislation that the organisation considers when workforce
planning.................................................................................................................................7
4. Analysis of the influence of labour market trends and legal requirements on workforce
planning.................................................................................................................................8
5. Current and anticipated skills requirements based on current trends and legal
requirements........................................................................................................................10
6. Conclusions and recommendations.................................................................................11
PART 2: Recruitment and Selection Documentation...............................................................12
1. Developing a recruitment and selection process flowchart.............................................12
2. Undertaking job analysis.................................................................................................13
3. Creating job descriptions for at least two different jobs..................................................14
4. Producing a person specification for each of the jobs.....................................................15
5. Reviewing and deciding appropriate methods of recruitment and selection applied for
different roles.......................................................................................................................16
6. Recommendations on how to improve processes and documents...................................17
PART 3: Human Resource Life-cycle......................................................................................17
Evaluate stages of HR Life-cycle applied to specific HR contexts.....................................17
Evaluation of how each stage relates to organizational HR strategy..................................19

INTRODUCTION
Resource and talent planning is regarded as critical function which involves
coordination from team of recruitment and organisation in several aspects such as selection &
networking of hiring channel, maintaining talent candidates, forecasting required resources
and so on (Aibieyi and Henry, 2015). It is essential for business to have skilled and capable
candidates who can work for organisation to achieve set goal and objectives. This is essential
for organisation to plan resources for their employees. They should be provided with training
and development programmes so that they improve themselves in best manner. The
organisation selected for given project work is Marks and Spencer which was founded in
1884 at United Kingdom. It is retail multinational business specialised in selling clothes, food
and home products. The given report is divided into three parts such as labour market & skill
analysis, recruitment & selection documentation and human resource life cycle. Purpose of
given report is to discuss about labour market trends and legal requirements that influence
workforce planning along with anticipated and current skills required in different contexts.
For recruitment and selection, relevant documents and process are required which are
discussed in report. There is evaluation to manage human resources life-cycle in context of
HR strategy.

PART 1: Labour Market and Skills Analysis
1. Overview of organisation and types of labour
requirements
The organisation selected for project is Marks and Spencer which was founded by
Michael Marks and Thomas Spencer in 1884. It has headquartered at Leeds, United
Kingdom. This is a multinational retail business selling high quality products such as food,
home and clothing to consumers. In the current scenario, it is operating more than 959 stores
across the UK in 1463 locations. Marks and Spencer is serving their products and services
worldwide to fulfil requirements of consumers. Marks and Spencer have several brands under
its name such as Limited, M&S energy, Per Una and so on. There are more than 80,787
employees working in their respective organisation. Being the HR professional in Marks and
Spencer, several roles have been assigned to complete within the given time period. The main
work is to investigate the current labour requirements needed in business to achieve business
goal and objectives.
Here, labour is defined as physical or manual work performed by people especially
done with help of machines (Armstrong and Taylor, 2020). The HR manager of the
organisation has to identify requirements of labour as per the size and nature of business in
the best possible manner. Labour requirements are defined as a number of people required to
perform particular work within a given time period. It means several types of regulations for
protecting the interest of workers and providing them with benefits in terms of medical,
insurance and so on. The requirements of labour for different work at Marks and Spencer are
as follows:
Labour Requirement For Operational Work- The operational work means
activities and operations done on a regular basis (Carbery and Cross, 2015). As it is ongoing
and repetitive in nature. In order to perform operational work, labour should have adequate
qualification for an overall field so that they give their best. In the context of Marks and
Spencer, operational work includes checking of records, providing instructions to staff and so
on to perform activities in a proper manner. For example, Housekeeping department perform
cleanliness work at respective organisation which comes under operational work. The
respective organisation has to hire skilled and experience for performing operational work so
that they can provide better services to their consumers (Wu, Nurhadi and Zahro, 2016).
Labour Requirement for Technical Work- In order to perform technical work,
labour should have a good understanding if programming language, software proficiency,

technical writing, data analysis, project management and many more. This is the requirement
of the respective organisation for performing work related to technical aspects. For example,
maintenance department has to overview maintaining work at M&S which comes under
technical work. They need to perform technical work at stores related with billing, providing
information and so on.
Labour Requirement For Product Designer- Respective organisation is dealing in
the retail sector so it has to design different types of products on a frequent basis which
required labour who is specialised in designing goods (Carbery and Cross, 2018). For this,
the labour required is a designer who has experienced 2 to 3 years in the respective field so
that they can design unique and attractive products. For example, interior designer has to
design products such as ambience, colour of room and many more. This all comes under
product designing department of respective organisation.
Therefore, these are the types of labour requirement for a different field to be
performed at the respective organisation in order to achieve set goal and objectives within a
stipulated time period. They should be provided with training and development on a regular
basis so that they can enhance their knowledge and skills for a particular field (Wiblen,
2016).
2. Analysis of current labour market trends that influence
talent management and workforce planning
Labour market trends are defined as the factors that affect the labour supply (and
demand) in the labour market and influence them. Such trends affect the labour market in
various aspects like demographic factors such as size of the labour market, its geographical
location and many more. The current labour market trends also influence talent management
and workforce planning of Marks and Spencer. Some of them are as follows:
Ageing Population- The developed countries are seeing a drop in the working
population. This is the latest market trends which are followed at the organisation (Collings,
2015). In this context, the U.S, Germany and Japan are predicated to have low labour in the
next 15 years. This happened because of the fast ageing population in the marketplace. It
impacts both countries as well as all types of organisation which is running their activities
and operations at the workplace and create a recruitment problem in the future time period.
Remote working also helps in making easier for employees to work from various parts of the
world. Marks and Spencer is a large organisation which requiresall types of people to conduct
current trends in the marketplace. Therefore, this is the new labour market trends faced by the

organisation in a competitive market. In UK, there are more than 12 million people who are
aged above 65. The respective organisation has more than 60,000 staffs who are over age of
40. They possess experience and knowledge in order to perform work as per requirement of
business in effectual manner (Walford-Wright and Scott-Jackson, 2018).
Improved technology; More Opportunities, Fewer Skills- The employment seeker
has various opportunities to work because of the labour market that has become more talent
oriented. In the current scenario, the organisation views what skills are possessed by
individuals before other qualities. Also, there are few people who possess good opportunities,
skills, talent which is actually required in a particular field. With a rise in technological
advancement, there is high innovation such as the internet of things, robotic automation and
artificial intelligence. In the context of the respective organisation, it has more opportunities
but skills are lacked by employees due to involved more in technological advancements. For
example, it has to launch their own application for selling their products and service through
online mode in proper manner (van Zyl, Mathafena and Ras, 2017). The technology leads to
create opportunities for their business to attain goal and objectives.
Industry 4.0- Another current labour market trend is the industrial revolution which
leads to vanishing many jobs from the marketplace (Current Trends In The Labor Market,
2020). This impact talent management and workforce planning of the organisation to attain
set outcomes. Many jobs are based on a computerised system which is performed through an
online portal. For example, there is a drastic reduction in recording store sales of the
organisation as it is replaced by streaming services. This new trend creates a negative impact
on the life of employees and positive impact in the life of the organisation as they can get
their work to be done on a quick basis. For example many M&S stores have self-service
check outs are offered to customers. This helps the firm to reduce costs for firms and
encourages and convenience for customers; specifically in the Food Hall (Uysal, 2016).
Various locations;Data- In the current scenario, most of the companies are operated
through many locations from different places which creates high chances of the proliferation
of database. This leads hackers and criminals to take advantage of and steal data and
information on the business. It is also current market labour trends which are seen at the
organisation. Marks and Spencer is a large organisation which may face issues of database
records of their organisation. For example, the respective organisation can save their data and
information through cloud computing which helps in easy sharing of data from one to another
without happening of any fraudulent activities (Tajuddin, Ali and Kamaruddin, 2015).