Resource and Talent Planning

Resource and Talent
Planning

INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Evaluate present workforce trends which influence workforce planning and talent
management............................................................................................................................3
P2. Various legal arrangements on company which consider workforce planning...............4
TASK 2............................................................................................................................................5
P3. Present worker market trends and legal requirements which include anticipated skills with
an organisation........................................................................................................................5
TASK 3............................................................................................................................................7
P4. Illustration of job description and individual specification..............................................7
P5. Various applications of recruitment and selection...........................................................8
TASK 4............................................................................................................................................9
P7. Examine the stages of HR life-cycle within organization..............................................10
REFERENCES................................................................................................................................1

INTRODUCTION
Resource and talent planning can be referred to as the act of workforce planning and
management whereby new employees are recruited and given training to make them a part of the
company. The following report is based on Argos Ltd which is a catalogue retailer headquartered
within the confine of Buckinghamshire, England. The report includes labour trends along with
laws to be followed by the company. Further, it includes stages of HR lifecycle. In addition to
this, various method of recruiting and selecting candidates are covered.
TASK 1
P1. Evaluate present workforce trends which influence workforce planning and talent
management
There are various labour trends that can be leveraged by a company to facilitate effective
workforce planning and talent management. In this relation, the trends that can be explored by
Argos are discussed beneath. Besides this, labour plan can be defined as a systematic course of
action that is implemented for incorporation of changes in the strategies to meet the demands of
altered workplace scenario. Thus, the labour trends that impact over workforce planning as well
as talent management are discussed beneath:-
Ageing Population: Many countries have been undergoing increment in its base of
population. United Kingdom, Germany, United States and Japan have forecasted to hire thin
labour force in the time of next 15 years owing to the fast ageing population of the employees.
Thus, it may act as a recruitment challenge that can create difficulties in future context of time.
Industry: Presently, fourth industrial revolution offers a number of computerised jobs.
The store sales have over the course of time been replaced by streaming and moving services.
This implies a change in supplying channel.
Strategic approaches of Human Resource Management and its impact:
Strategic approach to HRM encompasses plans, action and policies for effectively
managing the workforce. It consists of processes like performance appraisal, job description,
creation of opportunities and selection procedure. The main intent hereby is to place the right
candidate at the right position on the right time. Such approaches tend to provide assistance to
Argos in carrying out effective workforce planning and talent management.
Human resource process and its impact in Economic composition:

The phenomenon of BREXIT has recently affected the economy of UK causing a
financial crisis. In this relation, it is important for Argos to take strategic measures through
which it can ensure its stability in such an instance. This will help the entity in acting as per the
industrial changes for hiring candidates suitable for the vacancy within the company.
P2. Various legal arrangements on company which consider workforce planning
Laws and legislation need to be followed by each and every organisation which is a part of the
economy. In this relation, there are some laws associated with workforce planning that are taken
into consideration by Argos to ensure not getting involved in legal adversities. Such laws are
discussed as follows:-
Employment Rights Act, 1996
This act tends to regulate the labour within the confines of UK by providing them with
certain rights. In this relation, Argos needs to ensure that they do not breach any of the
employees’ rights such as paid leave, redundancy and dismissal and so on.
Equality Act, 2010
This is a law that protects the employees from any kind of bias, prejudice or
discrimination done on any basis by making it mandatory for the organisation to treat every
employee in an equal and fair manner. Thus, Argos follows this law and treats all employees
working on same level of the organisation equally.
Health and Safety at Work Act, 1974
This act is laid down with an aim of ensuring health, wellness and safety of employees at
all times while at work premises. By providing a safe and healthy premise to employees, Argos
maintains its goodwill within the market.
Evaluation of worker demand and supply forecasting
Thus, workforce planning is acknowledged to include creation and maintenance of
potential labour pool for timely accomplishment of corporate goal. In this relation, it becomes
important for Argos to take into account the labour demand and thereby undertake measure to fill
the vacancy within the entity. As a result of this, entity can maintain a balance between labour
supply and demand, thereby assigning right job to appropriate candidate. Further, through
forecasting, entity can save unnecessary cost spent upon the selection of incompetent candidate.
This will aid the company in attaining growth and development.