Resource and Talent Planning

This report discusses the current labour industry trends and legal requirements that influence talent management and workforce design. It explores the skills needed for effective workforce planning and provides examples of job statements and individual descriptions for recruitment and selection.

Resource and Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Find of current labour industry trends that determinant talent management and workforce
design......................................................................................................................................3
P2. Various types of legal necessitate of an system...............................................................4
M1 Figure out the influence of the labour industry trends and the judicial requirement on the
manpower planning of the specific system ...........................................................................5
D1 Critically measure the effect of labour market way and skills necessitate on workforce
planning and make proper suggestion....................................................................................6
P3 Founded on current class market trends and judicial need determine actual and awaited
skills requirements..................................................................................................................6
M2 Figure out the actual and awaited skills which are require to identify the labour industry
trends and judicial requirement..............................................................................................7
TASK 3 ...........................................................................................................................................8
P4 Develop proper examples of job statement and individual description papers for
efficacious recruitment and selection.....................................................................................8
P5 Various accomplishment and choice methods for effective talent origin and preparation12
M3 Measure how effectual various processes and acting of enlisting and selection are for
talent resourcing...................................................................................................................14
D2 Make effectual justice and portray on how proper papers and processes can be reinforced
for effective accomplishment and selection.........................................................................14
TASK 4 .........................................................................................................................................15
P6 Evaluate the phase of HR beingness cycle......................................................................15
P7 Evaluate the way phase of HR life-cycle integrate with the organisational HR scheme 16
M4 Measure the value of the HR life-cycle in relation to strategical talent management. .18

D3 Critically evaluate how stages of the HR life-cycle in regards of expert management.18
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................20

INTRODUCTION
Talent management mention to the expectancy of the requires the human capital for an
company as well as planning to meet those need effectively. Talent plays an essential role in
ensuring that the companies have the highest quality of people who are working hard for
betterment and growth. Talent management is a larger term which include act such as succession
design, talent review and human resource planning (Alsakarneh and Hong, 2015). The present
report is based on ASDA stores which is a British super market store and its headquarter is
located in West Yorkshire. The company was founded in year 1949 and have more than 150,000
employees working all across the globe. Further, this project covers labour market trends and the
legal requirements which helps in improving the market presence of the company. It is essential
to follow all the legal requirements of the company. HR life cycle is essential part of the
organisation as this help in improving the workplace and efficiency of the company.
TASK 1
P1. Find of current labour industry trends that determinant talent management and workforce
design
The ASDA deals in the grocery and daily use items and it is one of the largest
departmental store across the globe .The company was founded in 1949 and its head office is
located in Yorkshire. Further the company expanded it business in London stock exchange in
year 1999 and there current rivals are Tesco and Sainsbury. The company require marketing
manger for ASDA to promote the product and services effectively. The company needs to
expand the business which requires to labour to increase the productivity. Labour industry trends
refers to those alteration which are occurred in the labour market for making changes in the
workplace. In the labour market, employers compete to hire the best and the worker compete in
order to improve the job satisfaction in the well define manner. Here, are some of the trends
which are explained down below:
Current labour market trends
There are different current labour industry trends that influence talent management and
workforce planning of ASDA are given below:
More Opportunities, Fewer Skills: The employment seeks now to have lot of various
possibility for the work as the labour market has become more talent oriented. These days, it is

more about what ability person has before any different qualities. Even though there are assorted
opportunities, the skills, and talent required of job seekers these days . For the company like
ASDA to meet the trends HR should provide effective training to enhance the productivity of the
organisation in the well define manner. With the technical advances of the ordinal industrial
alteration and innovations like robotic automation have increased the demand of labour market.
Trade unions: This refers to the association of workers who are working together for the
betterment of the company. ASDA workers also influence talent management and the workforce
planning for the company. Nowadays such association take place for the pay and the wages for
the skilled and the qualified employees take stand for the company. Hence the management also
framed the policies regarding the trade union which help in making effective decision for the
smooth functioning of the company.
Lack of qualified employees: There have been shortage of employees is becoming a
factor slow down the productivity of the company. For the company like ASDA the HR manager
have the duty to manage the improve the skills set of the employees. In the present world this has
been identified that labour skills cannot fulfil the current needs and wants of the market. So the
HR must ensure that each and every employees must get training to improve the productivity of
the company. If the organisation have skilled employees hence this will beneficial for managing
the productivity and demand of the company. For example company is currently is using
advance technology in order to maintain demand and supply. Due to this some employees lack of
training and skills to manage and control such technology. This has a major impact on
workforces as organisation cannot fulfil the needs and wants of market. It also hamper talent
management by which company reduce skilled employees by changing workforce.
P2. Various types of legal necessitate of an system
There are different kinds of legal requirement which must be follow by the organisation
as this help in making framework which help in making effective decision for the company.
Apart from this it reduce the risk, business and the government accountable for there actions
(Baporikar, 2017). Understanding the industrial laws is the prime importance when employing
people or the labour. This kind of laws help in securing the provision which secure the
employees and the labour from the inequitable discrimination. Here are some of the laws which
are used in organisation are given in the detail manner.

Equal pay, 2010: This is an act which is developed by the UK government which
provide equal pay for those employees who are working at the same position. For the company
like ASDA the management should follow all the laws which help in providing equal
opportunity for all the employees. For example ASDA management should provide equal wage
to each and ever employee's in regard of gender. Thus this law provide basic right of equal pay
for workforces working in the organisation. This is essential for the company to make sure that
each and every individual regardless of any gender must avail equal pay for betterment and
growth. This is beneficial for the company to maintain the healthy workplace and the
productivity for the longer time period. This is essential to treat employees equally as this will
encourage to achieve the targets in the well define manner.
Labour relation law: This kind of law state that there are certain employment law at the
federal level which help in protecting the employees who are engage in the Union activities. This
kind of employment law states that the employer cannot discriminate against the employees due
to actual or perceived participation in a union. For instance, there are different labour working in
the firm and which safeguard the common rights which include timely wages and job security. If
these laws are not implemented in the organisation this generate conflict among labour and
management. For the organisation like ASDA, this is essential to implement this law as it will
assist in saving the rights of the worker for the longer time period. This acts describe that if the
employee is fired for the company in such case firm have to pay full compensation in advance as
the worker have the right to avail such kind of service.
Health and safety, 1974: Now a days, employees as well as worker are facing different
kinds of issues related to the health and safety at workplace (Cascio and Boudreau, 2016). So in
UK, government has implemented law which covers health and safety to the workers who are
working in any organisation. The management of ASDA should to provide proper equipments to
the employees during the working hours as this reduce the risk and uncertainty present in the
company. The entity must also take care of the health of the workers and provide insurance
benefits during their time period of the company. This help in creating a sense of loyalty among
employees towards the company. If these laws are not implemented in organisation any theft
may occur regarding employees life through which company can loss valuable labour.
Work compensation law: If the employee is injured or develop any illness because of
work related condition, here the workers compensation law comes in the effect. ASDA should

make sure employees must use these kinds of law as this help in making better culture in the
organisation. In this case, employees have the option of availing such kinds of services or can opt
out from the programs. Along with this, work compensation help in gaining legal protection
against the most employees lawsuits and covers the damages . Such kind of employment law
states that the employee can be found legally liable for the compensation as well as the damage.
In the context of ASDA manager are paying salary even employees is not present in the
organisation as to encourage employees to achieve desire aims and objective of the company.
This improve the workforces planning and help which improve the efficiency of labour.
M1 Figure out the influence of the labour industry trends and the judicial requirement on the
manpower planning of the specific system
Labour market trends is the key to design effective policies for the job creation. The
labour trends have been change during the passage of time as there is growth in the pay scale and
it also include basic pay rights. (Church, 2014). Trends like introduction in technology and
industrial automation are increasing the demand of the worker. Facing labour shortage,
employees and policy maker are forced to think differently to hire talent sourcing effectively. For
the company like ASDA manager have to follow the trends as this will help in improving the
gaps in the worker skills which facilitate firm to fulfil the needs of the labour. This is essential
for the company to follow labour trends as this is essential to retain skill workforces in the
organisation for longer time duration. For example ASDA can provide all jurisdiction rights to
workforces as it help in encouraging the employees to fulfil the requirement of the company.
D1 Critically measure the effect of labour market way and skills necessitate on workforce
planning and make proper suggestion.
The labour market trends has been changed due to current market situations and also
improvement in demographic. Due to rapid technological change which has major impact on the
business cycle which facilitate the new work model that help in solving some of the current
labour market issue. Workforces planning is the process that how the organisation or the team
figure out how the steps should be taken for the future needs. This is essential to analyse the
workforce planning as this help in strength the teams. This effect the entire workforces as if one
employees have lack of skills which reduces performance and ability to compete in the
marketplace.

Next is to review the future plan and the objectives effectively. Further this is essential to figure
out the gaps which is useful to manage demand and supply of workforce within firm. As there
are changing environment the demand of high skill labour is required which help in meeting the
require needs of the current labour trend. The next is that manager of ASDA should assess
opportunities to train and develop current employees and consider hiring externally to
complement the current skills for completion of task.
For the ASDA management first analyse the demand of the market and make product as
per the requirement. Along with this firm must also rely on the quantitative baseline forecast
which help in increasing the sales of the company. And on the basis of forecast the organisation
can use make the planning to achieve the organisational goal effectively. This job skills help in
improving the quality and productivity which leads to expansion and profit maximization.
TASK 2
P3 Founded on current class market trends and judicial need determine actual and awaited skills
requirements
To manage the labour trends, this is essential for the company like ASDA to improve the
skills set of the employees in order to meet end demand of the market. From managing the work
from the basic role to controlling the organisation in the well define manner (Dhanabhakyam and
Kokilambal, 2014). Here are some of the skills which is required are explained down below:
Current skills:
Time management skills: These are the skills which are used to deliver the task and the
project as per the needs and requirement of the company. In the organisation like ASDA, the
management have the responsibility to manage the skills and able to compete in this modern
world. This skill is essential because it manage the work without wasting any kind of resource. In
order to master time management, labour requires good sense of work and it should be allotted
in the specific time period. It require discipline, quick thinking and how to delegate the work to
the department present in the organisation.
Problem solving skill: This is consider as the skill which is require as per the need of the
current labour trends along with the legal requirement. For the company like ASDA the firm
should manage the work efficaciously with the help of problem solving skills. It can be
developed by providing authority of work to labour and management should provide proper

training and development programmes to improve the problem solving skills (Donald, 2014). If
there are any issue arise which is associated to the team work hence this skill will help in
managing and reducing the conflict in effective manner.
Anticipated skills:
Communication skills: This is consider as one of the most important skills for the
labour to enhance the productivity. For the changing environment, the organisation must improve
the skills of the workers so that they can compete effectively in the marketplace (Hanif and
Yunfei, 2013). For the organisation like ASDA, HR have the responsibility to provide proper
training which help in increasing efficiency for the longer time period. Workers may have
different skills and may be expected to bring something different which help in making better
outcomes for the company. The communication skills include the behaviour and tone of the
worker which should be improved to creating a healthy environment. For marketing the
communication skills is required as to promote the product and services and it also help in
covering untapped marketplace.
Leadership skills: For managing labour trend this is crucial for the company to have
effective leadership skills which is essential aspect to improving the skills of worker in the
shorter time span. In the context of ASDA the management must use leadership techniques
which aid to motivate the employees to complete the task in the well define manner. In this fast
changing world, organisation must use proper strategies such as effective commitment and
problem solving method to meet the requirement of the company. Having good leader encourage
the employees to improve there work quality and meet the skill which is required to meet the
current trends. This skills is require for Managers to provide proper guidance and right path to
the labour.
M2 Figure out the actual and awaited skills which are require to identify the labour industry
trends and judicial requirement
Many companies are experiencing the gap between the skills which are needed in the
labour market and those offered by the workforce. The skill is consider as the systematic process
through which the labour market actors identify and prepare to meet the future trends of the
company (Johennesse and Chou, 2017). In regards of ASDA, management should provide
proper training and development programmes which help in enhancing the skills of employees in

the well define manner. A skill anticipation strategy enables training providers, young people,
policy-makers, employers and workers to make better learning and training choices, and through
institutional execution and information resources, leads to reinforced use of skills and human
capital improvement. Support provided by the area of the work which include the skills and
betterment of the company. Further this help in developing, adapts and applies knowledge and
tools for improved labour market and the trends.
As from the above mentioned report this has been analysed that to meet the current
labour trend of the market the organisation have to improve the skills of the employees
effectively. As the world is changing with the new technology so to meet the ends need this is
essential to empower the employees by providing proper training regarding the job work.
TASK 3
P4 Develop proper examples of job statement and individual description papers for efficacious
recruitment and selection
Job description for Marketing Manager
Job Title: Marketing Manager
Place: xyz
Number of hour: 8
Salary: 5000 $
Job overview: The company wants to hire candidates for the position of marketing manager
who is responsible for managing the marketing activities of the company. The person is able to
handle the production of all the promotional activities which help in expansion and growth
effectively. Further the prime role is to expand the business as this help in increasing sales and
productivity of the company.
Roles and responsibilities:
 The prime responsibility of the marketing manager is to communicate with the different
media and buyer, advertisement agencies as this will improve the productivity of the
firm for the longer time period.

 Another duty is to create and increase the demand of the goods and services produced
by the enterprise and the marketing manger has to identify the new potential market and
also to maintain the relationship among the existing markets for enterprise.
 Along with this, the role of marketing manager is to study the needs and demand of the
market. The management must make sure that organisation productivity and skills of
employees are managed effectively.
Qualifications:
 The candidate must have Bachelor degree in marketing or related field.
 He/She must have Masters degree in Business administration or in international
marketing.
Experience:
 The person must have at 2 years of experience in online marketing, including social
media and content media for making better advertisement campaign.
 Along with this, candidate must have 1 year of experience as the marketing manger in
the company.
Skills:
 The individual must have ability to accept the change and must be very good in making
public relation effectively.
 The candidate must have good communication skills and also have problem solving
skills which tend to attract more and more customers.
Job description for HR Manager
Job Title: HR manager
Place: xyz
Location: XYZ
Number of hour: 8
Salary: 5000$
Job overview: To manage the Administration work and also look after the employees salary

and payrolls.
Roles and responsibilities:
 The main responsibility of HR is to look after the organisation culture and make sure
that each employees is working effectively.
 Provide training and development programmes to improve the skills to meet the current
trends present in the market.
 To provide incentives and bonus to employee's as this will increasing the motivating to
achieve the desire goals and objectives.
Qualifications:
 the candidate's must have bachelor's degree.
 The individual must have Master degree from the recognised university.
Experience: The candidate should have at least must have 1 year of experience regarding this
job.
Skills: The person must have communication skill and ability to manage the work effectively in
any situation.
Person specification for HR Manager
Basis Essential Desirable
Education  The candidate must
complete graduation
degree from the
recognised university.
 Apart from this,
candidate must have
master degree in
human resource
management.
 The person must have
basic information about
HR and IT like MS
office etc.

Skills  For this post,
individual must have
effective
communication skills
as it will be beneficial
for interacting with
employees
 Along with the strong
time management and
must used by critical
thinking ability to
manage any kind of
situations.
 The candidate must
have ability to solve the
complex issue along
with the this
motivational skills is
also require to manage
the work and complete
the task in the given
time frame.
Experience  Experience in team
leading and monitoring
HR functions.
 2 Years experience as a
HR manager in a well
known firm.
 Experience in advising
and managing
grievances.
Documents  The person must have
educational documents
and internship
certificate.
 This is important to
have certificate of
graduation and Master.
Person Specification for Marketing Manager
Basis Essential Desirable
Education  Bachelor's degree in
marketing.
 Master;'s degree in
marketing and
 Having information
related to IT like MS
Office and mail etc.

international
marketing.
Skills and abilities  Strong problem solving
and communication
skill.
 Ability to design
marketing strategies.
 Understanding of
traditional and rising
marketing channels.
Experience  Experience in creating
a marketing campaign,
strategy and planning.
 2.5 year experience as
an Assistant Marketing
manager.
 Experience with online
marketing and content
marketing.
Documents  Job certificate related
to past jobs and
educational documents.
 The candidate must
have all the documents
such as job letter of
previous company and
pay slip.
P5 Various accomplishment and choice methods for effective talent origin and preparation

Recruitment as well as selection process is one of the major steps which is taken by the
organisation to hire best employee's for growth and expansion in the well define manner. For the
company like ASDA, the HR have the responsibility to choose the candidates who are fit for the
job and able to improve the efficiency for betterment. As recruitment and selection process is
consider as the lengthy process, so manager of the company should make sure proper use of
resource should be used in order of completion of this process effectively (Kash and et. al.,
2014). It is the duty of human resource department to figure out weather there is surplus or the
shortage of workers or just have sufficient workers to achieve the organisational goal in the well
define manner.
Recruitment:
Recruitment is define as the process of attracting the individual how have appropriate
qualification for applying the job. There are mainly two stages of recruiting which are strategies
planning and human resource planning which help to figure out the best candidates for the
company. Here some of the methods which are explained down below:
Methods of recruitment
Internal recruitment: This refers to filling up the vacant position from the existing work
force in the organization. This include promotional policy, transfer of employee from one
department to another. (Nafei, 2015). For the organization like ASDA the HR have the prime
responsibility to fill the organization's vacant position and they can recruit employee internally
for filling the vacancies by the help of promotional method. There are different method of

internal recruitment such as employee transfer which is also consider as the internal method and
this is consider as the effectively method to select the employee.
External recruitment: This refers to hiring the candidates from outside the organization
with the help of employment agencies, campus recruitment and through online portal. In the
context of ASDA, the management must ensure to hire the employee from outside as this help in
finding out the best talent present in the market. On the other hand online portal is consider as
the most popular way to hire the employees and it also the cheapest method.
Selection:
Selection is the process of choosing the individual from the group of applicants and the
individual is chosen for the particular position in the organization (Naim and Lenka, 2017).
ASDA management should focus on hiring those candidates who are most suitable for the job
duties and the culture of the organization. This is important to choose the right tool and
techniques to select the employees which can improve the efficiency in the well define manner.
Here is the method of selection which are explained down below:
Methods of selection:
Interviews: This is the method which is basically used by every organisation for hiring
the employees. In interview process, the selected applicants are examined through the personal
interview to figure out the knowledge and capability of the individual (Obedgiu, 2017). With the
help of this process, interviewer try to understand the attitude of the employees and their
expectations from the job.
Testing: It is also known as another method which help in selecting the employees. For
the organisation like ASDA the HR manager have the prime responsibility to test the candidate's
ability, aptitude and mental test for the employees.
The most effective method of selection is external recruiting which able the company to
provide fresh talent for the company. This is also known as the less costly method and company
can avail better employees who have experience regarding the work.
M3 Measure how effectual various processes and acting of enlisting and selection are for talent
resourcing
Recruiting and selection is the process which is important for the organisation in order to
achieve the organisational goal and objectives effectively. Further, this will improve the
productivity and also enable company to capture larger market share. The selection process is

not done carefully, this will slow down and capabilities of individual to carry forward the task.
The importance of recruitment in your company lies in the reality that how you recruit will
influence who you attract to apply, which results in either a good hire or a bunch of wrong
candidates.
D2 Make effectual justice and portray on how proper papers and processes can be reinforced for
effective accomplishment and selection
With the help of proper documentation, the selection process can be improved as this
help in identifying the potential candidates who have have actual experience and knowledge
regarding the work. This is important for the company like ASDA to use appropriate method to
hire the employees hiring the employees is crucial which have the ability to build healthy
environment in the organisation. If the organisation have proper documentation which is
consider as the authenticity and proof that the employees have proper documents and have also
work for the previous company. Along with this, it also help in provide insight about the skill
and talent of the worker in the well define manner.
TASK 4
P6 Evaluate the phase of HR beingness cycle.
The HR life cycle is the unique kind of cycle which instead of focusing on the biological
aspect of the development, rely on the stages by which employer go through for evaluating
activities of employees (Orlova, Afonin and Voronin, 2015). In context of ASDA, by using the
following stages, organisation can involve each and every employee from initial recruitment till
exit of them. Here are the steps of HR life cycle:
Recruitment, selection and onborading:
It is the first and foremost step of HR life cycle that consist various actions or activities
which enables in recruiting and selecting the candidates in the organisation. In context of ASDA,
they systematically build the strategic staffing plan which includes acknowledging position that
needed to filled, expectations from employees and best strategy to attract them within the
organisation. After that they analyse the compensation and benefit packages and at last develop
the interviewing protocols that includes written tests and requirements of interview by focusing
on active listening (Pandita and Ray, 2018). onboarding is chain of activities by using which

employees are introduced within the organisation by which employees can be the member of
organisation and can be able to give one of their best efforts in organisational development.
By using the equality act which state about on equal pay is set out for equality in terms by pay
between the man and women for equal work. It consisted the individuals in the same
employment so that they can give one of their best efforts in organisational development.
Respective act implies the sex equality automatically in all contracts of the employment. In HR
life cycle to motivate and gain productivity from employees respective laws proved beneficial. In
context of ASDA they consider respective acts while recruiting the employee's in their
organisation so that potential candidate's should be attracted.
Education, entablement and development:
Education process starts from the moment employee initiate working for the specified job
role. With the help of orientation or education process, employees are able to acknowledge
about their role in organisation, responsibilities and many more important information. In context
of ASDA, by using respective cycle of HR they can be able to communicate the culture and
values by train new hires until they able to give one of their best efforts. To integrate strategy
with HR life cycle organisation they priorly apply it small scale to access results. In respective
process of HR life-cycle which entails the new hires by formally introducing them into new
culture, mission and vision so that they can give one of their best efforts. Orientation is usually
derived as an conference style event where information delivered to the new candidate's. The
another phrase is development in which employees and HR department work for attaining the
long term career goals within organisation so that desirable outcomes should be achieved.
Motivation and retention:
In an organisation, turnover rate is very high in first ninety days, due to the lack of
motivation in employee's. In that situation, the role of a leader is to put efforts in building bonds
within employee's. In context of ASDA, they organise get together and build teams to keep
engage employees in the firm's activities so that they can perform greatly. In that regards leader
and manager evaluates major ways to get motivated such as good compensation, benefits and
opportunities to obtain growth. For an organisation retention plays very much important role to
reenergize the staff members and give thanks for their work by setting milestones.
By using the sex discrimination act, 1975 UK which helps to protect men and women from the
discrimination on the grounds of sex or marital status (Soans, 2015). Respective law concerned

for the employment, training, education, harassment and provision of goods and services. In
context of ASDA by using the HR life cycle they can be able to maintain the equality in behalf
of sex so that they can give one of their best efforts. To motivate employee's they behave equally
with people by considering the Sex discrimination act.
Evaluation:
In respective stage of HR life cycle, supervisor examine and measures the performance of
their employees (Piansoongnern, 2014). In context of ASDA, with the help of consumer matrix
evaluate the employee's performance accordingly appraise and to provide challenging task. So
respective stage plays very much important role in enhancement of motivation of employee's.
Celebration and separation:
In this respective stage HR life cycle, it gives the opportunity to organisation to greet
employee's contribution for working hard and recognizing milestones. In context of ASDA they
appreciate the efforts of their employee's that helps in enhance their level of motivation
positively. So it can be concluded that by commencing all activities in organisation HR life-cycle
plays very crucial role in optimising productivity and profitability. The stage of separation come
to an end including the HR life cycle. Sometimes in finish with the retirement, lead to family
responsibility or involuntary downsizing for economy or strategic reasons. So in that regards
separation is must for organisation in order to unite other members.
P7 Evaluate the way phase of HR life-cycle integrate with the organisational HR scheme
For an organisation, each and every stage of HR life cycle has its own strength,
weakness, opportunities and challenges (Sparrow, 2019). It is the accountability of HR manager
to utilise all respective stages in most effective manner by aligning with organisational strategies
that are as follows:
 In the first stage of HR life-cycle that is Recruitment and selection and onboarding that
focus on the development of plan and policies by recruiting and selecting potential
candidates within the organisation to gain desirable outcomes. In context of ASDA they
by collecting the data and information related to staffing so that right kind of personnel
should be selected with the organisation. To integrate HR life cycle with strategy
organisation communicate with the HR department for giving appropriate information
about personnel required in organisation.

 In context of ASDA the second but important process which related to education,
entablement and development of employees and it can be possible by giving training and
development by accessing major areas of improvement. They priorly apply it on small
scale and after evaluating it they apply it large scale to integrate strategy with HR life
cycle. To integrate HR life cycle with strategy organisation priorly evaluate individuals
that required training and development and after that they evaluate their performance.
 The third stage which is motivation and retention, in that regards it is the responsibility of
management to evaluate the motivation level of employee's so that they can align with
organisational goals and objectives. In respective stage management find out causes of
employee's motivation such as good compensation, best environment situation and
healthy facilities so that they can align oneself from strategy. By using the Maslow's
hierarchy model organisation evaluate the need of motivation such as financial and non
financial motivation and align with the HR life cycle. They integrate HR life cycle with
the strategy organisation conduct the research to find out best way to motivate an
individual so that important outcomes should be attained.
 In the fourth stage of HR life cycle, which is Evaluation in which HR evaluate the
performance of their employees by giving challenges and support by using directive
feedbacks so that employees keep engaged with them (Tansley, Kirk and Tietze, 2013).
So, it is very important for organisation to evaluate and examine the organisational goals
and objectives and engagement of employee's with it. Respective activity provides the
profitability and sustainability in marketplace. With the help of performance management
organisation analyse the performance of their employee's to appraise them accordingly.
 The last stage in which organisation greet and appraise the employee's performance. By
doing that employees remain motivated to give their best efforts till concluding the
work. By appraising performance and giving other kind of benefits to employee's is the
way to integrate the HR life cycle with strategy in positive manner. In respective stage
organisation plan for successful separation of people and tasks in order to gain desirable
outcomes and align with the other objective in potential manner.
So it is very much important for an organisation to implement the strategies and tactics
properly within the every tier of organisation. It is necessary to align HR life cycle with

organisational strategies and tactics so that every individual within the organisation can give
their best efforts.
M4 Measure the value of the HR life-cycle in relation to strategical talent management
The HR life cycle is important for the talent management as this assist in helping the
making smooth flow of organisation. Hence this help in improving the company bottom line
which help in acknowledging the success rate effectively (Waheed, Zaim and Zaim, 2013). They
conduct extensive wage and salary study to maintain compensation costs in line with the
organization actual financial status and help in identifying sales.
D3 Critically evaluate how stages of the HR life-cycle in regards of expert management
HR life-cycle take initiatives and provide guidance, support and the service which help in
enhance the productivity of the company in the well define manner. This also ensure the
productivity and make effective policies as well as practises are include to maintain as well as
cater the development of each and every employees well being in the effectively manner
(Wahyuningtyas, 2015). Today impulsive environment demands a constant assessment of
internal and external situations for challenges and possibility to remain competitive and to
sustain growth.
CONCLUSION
From the preceding discussed report it has been identified that assets planing is important
aspect which help to manage the workflow within company effectively. There meet the trend in
the labour market the management should analyse the external market and makes changes as per
the need and requirement of the company. Along with this, it is essential for the organisation to
follow all the rules and regulation which aid in minimising the risk and uncertainty present in the
market. HR life cycle is an important process that can be used by the management of ASDA to
understand the activities and function to meet the trends.

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