Human Resource Management and Talent Development

The provided document is a compilation of various sources related to human resource management (HRM) and talent development. It includes academic papers, articles, and books that discuss the importance of aligning talent development and succession planning processes, managing global talent, and understanding talent development implications for HRD. The sources also cover strategic human resource planning for academic libraries, effective talent management in Malaysian SMES, and critical success factors for talent management in various industries. This assignment is likely intended for students in business or education programs who are studying HRM and talent development.

Resource And Talent
Planning

Table of Contents
INTRODUCTION ..........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
P1 Current labour market trends that influence talent management and workforce planning.1
P2 Different types of legal requirements an organisation must take into account during
workforce planning.................................................................................................................4
ACTIVITY 2....................................................................................................................................5
P3 Current labour market trends and legal requirements determine current and anticipated
skills requirements for a range of organisational examples...................................................5
ACTIVITY 3....................................................................................................................................6
P4 Appropriate examples of job description and person specification documents for effective
recruitment and selection........................................................................................................6
P5 Different recruitment and selection methods for effective talent resourcing and planning. 8
ACTIVITY 4..................................................................................................................................10
P6 Stages of the HR life-cycle applied to specific HR contexts..........................................10
P7 Stages of the HR life-cycle are integrated within organisational HR strategy................11
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Resource and talent planning are two important factors for the success and growth of an
organisation. It is very essential for the enterprise to understand demand of skills required
currently or in future. In addition, resourcing and talent planning is an effective function that
involves coordination and management from requirement team in different aspects like
networking and selection of accurate hiring channel, maintain talent pool for future recruitment
etc. All this are essential for an organisation to enhance their growth and success easily
(Rothwell and et. al., 2015). Main purpose of conducting this report is to analyse the importance
of resource and talent planning for the company. In this report, given organisation is Argos
which is a British Catalogue retailer, headquartered in the UK and Ireland. It was founded in
1972 by Richard Tompkins. This report is divided into different activities which includes labour
market trends and legal requirement that impact on workforce planning of an enterprise.
Requirement of anticipated and current skill in workforce is also described here. At last, stages
of human resource life-cycle are also determined which integrated within organisational HR
strategy.
ACTIVITY 1
P1 Current labour market trends that influence talent management and workforce planning.
Talent management: It seeks to identify, attract, engage, develop, deploy and retain
persons who are considered particularly which is valuable to an enterprise. By managing talent
strategically, Argos can develop a high performance workplace, promote a learning organisations
and contribute to diversity management. For this, human resource professional widely known as
talent management to be among their core priorities. Talent management is the use of an
integrated set of activities to ensure that the
organization attracts, retains, motivates and develops the talented people it needs
now and in the future (Armstrong, 2016).
Workforce planning: It is introduced as an effective strategy used by managers to
anticipate needs of labour and deploy employees most effectively, mainly with advanced HR
technology (Cavanagh , 2017). In addition, it is a systematic analysis and identification of what
an enterprise is going to require in terms of type, size and quality of workforce to accomplish its
objectives.
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Current labour market trends: A labour market is identified as a place where employees
and workers interact with each other. In such market, managers compete to recruit the best, and
the employees compete for the foremost satisfying job. In addition to this, labour market is
referred as an economic function with accurate supply and demand of labour. There are different
trends of current labour market, some are determined as under:
Illustration 1: UK labour market statistics for August to October 2018
(Source: UK labour market statistics for August to October 2018)
In the above graph it show the employment, unemployment and economic inactive rate
that effect on workforce planning and talent management in direct manner. This effect the
working style and time period of employees (Cascio and Boudreau, 2016).
Current labour trends involves health occupation, latest wage & salary regulations along
with the medical benefits. In the Health occupation, there is the legal regulation which says about
the health & Medical care of an employee, related legislation to work on any issue related to this
matter. Argos Limited needs to look at the current legislation & issue related to the health &
medical issue at the workplace.
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UK market after Brexit: After Brexit, UK has recall their employee or worker who are
working other location of European, as they are not authorised to work their for longer period of
time. Contractual relationship has been vanished and destroyed.
Artificial technology: The scope for artificial intelligence has increased, technology has
evolved in current time & scenario. Also, labours are well-equipped with current technology and
resources to do their work effectively.
Future jobs: In the labour market, role of future jobs is high and have further future
scope with good level of income. But, here effective resource planning and talent management
is the major concept.
Illustration 2: UK labour market statistics for July to September 2018
(Source: UK labour market statistics for July to September 2018)
Part time employment: It is a role of Argos to provide part time employment to their
workers. It is essential for them to retain strong relation with them and achieve better results
within given time period. In the organisation, there are some employees that are not able to work
maximum or full time due to few personal issue (Newhall, 2015). For this, Human resource
manager of such organisation play vital role for recruiting those employees who have better
knowledge and have capacity to do their work part time. As per the above graph number of part
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time women employment is approximately 6199 and men is about 2276. There are number of
women is maximum as compare to me workers which effects on workforce planning and talent
management by providing opportunities to women.
Flexible working hour: It is identified as an effective way of working that suits a
worker's needs and requirement. For example; having flexible finish and start time or working
from home. Argos provide different options to their workers such as job share, part-time work,
special arrangements for mature-aged workers, a compressed working schedule etc. All this are
influence on workforce planning and talent management by increasing employee morale,
commitment and engagement to the company. It is also impact in increasing ability of managers
to recruit outstanding employees.
P2 Different types of legal requirements an organisation must take into account during workforce
planning.
Argos needs different types of legal requirements during the workforce planning. Some
requirements are determined as under:
Trend analysis: It is related with historical employment activity to future labour demand.
In this, manager of Argos plot trends that impact on employees number, company's performance
and development directly. Company apply this information to analysis continuing trends that
highly effects on employee number needed in the future. For instance: If Argos has grown
grown by 5% each year, business administrator may anticipate that such trend will continue. Any
maximise in workers number across the past years will be planned to continue in future (Bratton
and Gold, 2017). Trend analysis is helpful to locate the existing and future availability of the
workforce. Thus, it is helpful in accurate workforce planning.
Analysis of labour demand and supply forecasting: Demand forecasting is identified as
an effective activity of figuring the future number of workforce needed and the likely
competences and skills they will require. Forecasting demand of human resources is the specific
activities for proper forecasting and estimating the future workforce requirement on the basis of
an accurate quality and number. Analysis of employment trends; replacement requirement of
workers due to death, retirement termination, resignation etc. are effective forces for human
resourced forecasting. On the other hand, supply forecasting calculate the number of workers
likely to be present from outside and within the business. Analysis of labour and supply
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forecasting is useful to identify and analysis of existing and future availability of the workforce
and labour for the future production and operational activities.
Human resource legislation: There are different rules and regulations which are required
by an organisation in workforce planning. Few legislation are determined as under:
Equity act (2010): According to this act, company treat their all workforce in a equal manner
which is essential for the company to retain strong relation with them. Beside this Argos HR
manager need to give compensation, salary to their employees as per its performance and work
in the organisation.
Employment rights act (1996): This legislation was introduced by legal authority of
United Kingdom for protecting employees rights for reasonable notice before dismissal, unfair
dismissal and many other reasons (Boudreau, 2016). This act highly protect and motivate
workers towards their job. Thus, it is essential and important for the company as well as
employees to retain better relationship with each other and gain effective outputs within
predetermined time period.
Employment wages act, 1980: This act was enacted in September, 1980. The main aim
of this act is to provide equal right and justice to every employee & worker while paying salary
and wages on the fair basis. This act protect the right of an individual for being rewarded as with
adequate wages and salary. This is one of the important legislation for an every individual.
Equality act, 2010: This act has been initiated with purpose to maintain equality and
effective relationship among different person on the basis of age, disability, gender, religion etc.
Also, this act has been enacted with major purpose to make every person responsive with other
person and also to get equal behaviour among others. Good human resource management needs
this law and regulation to maintain common interest of an employee.
Good HRM needs to be well-equipped by equality policy, person specification, positive
action during recruitment, complaints procedure as well as monitoring etc.
ACTIVITY 2
P3 Current labour market trends and legal requirements determine current and anticipated skills
requirements for a range of organisational examples.
Legal requirements and labour market trends are essential for an organisation by
determining anticipated and current skills. There are some skills which are highly required by the
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human resource manager for accomplishing long term goals and objectives of an organisation.
Some skills are determined as under:
Current Skills: It is identified as a capacity and ability of human resource manager acquired via
deliberate, sustained and systematic effort to adaptively and smoothly executed job functions or
activities involving technical, interpersonal and cognitive skills. These are as follows:
Teamwork and collaboration: This kind of skill is possessed by the Human resource
manager of Argos Limited. With use of skill, employee's can easily work in a team and
accomplish a better results within predetermined time period (Carbery and Cross, 2015). It will
also help an organisation to keep strong and long lasting relation with their workforce:
Leadership skills: It is another skill which is currently posses by the HR manager of
Argos limited. This skill help the human resource manager to lead their workforce towards
achievement of long term objectives and goals.
Anticipated Skills: This type of skill mainly related with the future which help an
enterprise to forecast demand and supply of labour. There are some skills which are included in
this are determined as under:
Communication skills: Communication skills is useful for the Human resource manager
of the Argos Limited. This skill would help to remove any kind of barrier such as
misinformation, improper interaction among there worker and manager of the Argos limited.
As, discussion over current labour skills are not completely satisfied. There is the clear-
cut requirements of analysis over labour market trends, which will be discussed through tabular
presentation as follow:
Labour
market
trends
Trend analysis Legal requirements Anticipated skills Examples
Globalisation Dissemination of
innovation, brain
drain, increasing
role of SME etc.
Transparent and
convenient system
for dissemination
of innovation.
Communication,
problem solving,
team working and
ICT skills are
“Influence skills”.
New advanced
products, new
talents from SME
and emerging
countries.
Demographi Increasing number Visa requirements Digital skills, Teleworking
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c change of population in
poor countries is
the major factors
of demographic
issues.
for labour, who are
looking to work
abroad.
virtual team,
business creation
etc.
virtual team for
specific tasks.
ACTIVITY 3
P4 Appropriate examples of job description and person specification documents for effective
recruitment and selection.
In Argos, there is requirement of human resource assistant manager. For this position
company need personal specification of candidates who apply for such position (Zahro, 2016).
Job description and personal specification of team leader are described as under:
Job description: It is a type of document that describes the basic tasks, or other related
responsibilities and duties. In simple word, it includes a summary of the foremost features of a
particular job, covering the job title, salary range, duties, responsibilities ans working conditions
(Hedayati, 2016).
Job Description
Organisation: Argos Limited
Post: Front end developer(digital market handler)
Salary Range: $25,000-30,000 per annum
Type: Permanent
Job No: JLF955
Purpose of the Job: The main purpose of this job is to focus on digital marketing to enhance
effective brand development for Argos limited. Also, person needs to enables production and
development of the creative design along with development of all online and digital activities.
Roles and Responsibilities:
 Establish practices, guidelines and other practices, which are required to support the
transition of creative development into business as usual when appropriate,
 Give specialist creative and coding support along with advice on development projects
to investigate and support the use of new technologies, when implementing Argos
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design strategy across multi-channel and digital platform.
 Set-up digital marketing team, online trading, technical delivery team, category
marketing team as well as merchandising team.
Personal specification: This is identify as a description of qualification, experience,
knowledge, skills and many other attributes which a participant must possess to perform job
duties systematically (Tajuddin, 2015). In this document different aspects are included such as
detailed description of the role, covering entire objectives, requirements and responsibilities. It is
a profile of new candidate, including personality type, experience and skills.
Person specification:
Knowledge: Person should be graduate in computer course from recognised
university. Also, person should have knowledge of web-designing,
digital marketing handler, social media etc.
Experience Fresher are most-welcome and experienced candidate will also be
entertained. Experience of at-least 6 months.
Skills:  Expertise in Vanilla JavaScript
 Knowledge of fundamental SEO principles and performances
 Excellent knowledge of cross-browser compatibility issues and
their resolution
 Excellent knowledge of responsive frameworks like Foundation
and Bootstrap
 Familiarity working in both Windows and Mac environments
 Expertise with CSS pre-processors like LESS/SASS
Language: English must be fluent. Apart, if candidate is expertise in speaking
French will be appreciate and recognised.
Competency: Behaviour and personality should be responsive and appealing for self-
hire. Candidate must be organised with clear time management, action &
decision making. Apart from this, person must be enriched ability to
listen criticism and potential to work its mistakes/problems
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P5 Different recruitment and selection methods for effective talent resourcing and planning.
Recruitment can be described as searching for and obtaining a different number of
potential candidates with the needed skills, experience and knowledge to allow an enterprise to
select the right people to fill vacancies against defined job specification and descriptions (Meyer
and Xin, 2018). It is an effective process of selecting most suitable participants for the vacant
position in the Argos Limited.
Recruitment method: There are mainly two types of recruitment methods: internal and external.
Both are use by the Argos Limited to recruit knowledgeable and talented workforce for vacant
position in the organisation.
Internal recruitment: In order to fill vacant position business looks from within its
available employees. Transfer, promotion are identify as a best source of internal recruitment.
External recruitment: In this approach of recruitment, employee's are generally hired
from outside sources such as through agencies, recruitment organisation and even campus
placement etc. Argos used e-recruitment system, where contacted agencies advertises at on-site
noticeboards, local or national newspaper, professionals journals, universities/colleges etc.
Advantage and disadvantage: The major advantage of e-recruitment, as it will facilitate
ease and convenient of an appropriate candidate from given different sources. Also, disadvantage
is that, it will led Argos to invest more to recruitment agencies over their expenses for advertise
and application charge for process of per candidate. As, both advantage and disadvantage are
required to be identified correctly and appropriately.
Selection process: The selection process for team leader of Argos Limited, in which the human
resource department takes part, is given below:
Selecting a panel for interview: It is selected by the human resource manager of the
Argos Limited where the knowledgeable and talented candidates of various division will
betaking important part so that the participants can be tested on entire basis.
Short listing of candidates: It is another stage in which selection panel shortlist the
participants for interview from the present application accepted via advertisement on newspaper
and web. It is completed according to the academic scores, skills, experience and aptitude test.
Interviews: In this business manager asked different questions to the candidates about its
personal details including experience, background, personal skills, education and interests.
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Appointment letter: Candidates are selected in this step and company give appointment
letter to those candidates who are selected in interviews process (Kaliannan, Abraham and
Ponnusamy, 2016).
Selection method: There are some selection method applied by the Argos Limited to select
talented and experienced workforce.
Ability tests: This method support in understanding more about the workforce directly. It
describe employee's ability and capability in understanding how well turn up for vacant position.
Interview: After complete recruitment stage and complete selection test, finally interview
will be conducted to test behaviour, knowledge, personality instead of paper test, information
over any specific topic. This is the last and final stage, where candidate needs to be confident and
moralise with its aim. Being motivated and enriched is the major factor, which is required to
their candidate.
Advantage & disadvantage: The major advantage of interview is its complete revelation
of person to know he/she is appropriate for job or not. Also, it shows that actual knowledge,
skills, behaviour, personality such as talking manner of an employee, while in condition of the
job. The major disadvantage is that it will ultimately break-down the confidence and motivation
of candidate who have appeared for it.
ACTIVITY 4
P6 Evaluation of Stages of the HR life-cycle applied to specific HR contexts.
Human Resource manager is an important part of any Organisation, in which it has
several roles and responsibilities to effectively manage the human resource. The stages of HR
life cycle are stated as follows:
Recruitment & Selection: It is an continue task in an entire HR life cycle. The HR
manager have the challenges for recruiting & selecting the candidates on the basis of their skills,
capabilities and knowledge. For this, strategic staffing plan is requires to understand the position,
which needs to be fulfilled The candidate's knowledge should match the desires of specific post
on which HR is recruiting. In the context of Argos, the manager should try to study the
requirement of post and than accordingly should select the candidates (Martin, 2015).
Education
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: Begin with an education process from the moment, when employee's start in their new position.
They
should know their exact job role, their expectation, and responsibilities. During
this phase of the human resources life cycle, it’s important for HR to
communicate your company’s culture and values.
Motivation: Turnover is highest in the first ninety days, which is often due to a lack of
motivation.
Leaders, whose focus is on building bonding with every employee in the first ninety days to
retain
employee longer than those who do not make their own effort.
Evaluation
: In this stage of the HR life cycle, supervisor evaluates and measures their employee’s
performance. Along with this, review has to be given leaders and employee's which specifies
metrics and
helps to determines, if he or she is the right fit for the job. Focus on the following: Challenge,
support, and evaluate employees while offering constructive feedback on a
regular basis (not just at evaluation time) is required.
End of the HR life cycle: All cycles must come to an end including HR life cycles.
Sometimes it ends with retirement,
leaving to return to school, leaving for more pay or better benefits, to tend to family
responsibilities or involuntary downsizing for economic or strategic reasons.
P7 Stages of the HR life-cycle are integrated within organisational HR strategy.
HR managers must adopt various strategies such as HR life cycle for effectively carrying
out their roles and responsibilities for accomplishing the organisational goals (Martin, 2015).
Managers needs to execute & evaluate each and every stage of HR life cycle in various situation
critical situation of organisation, which is as follow:
Business needs: To identify various business & HR needs, customer satisfaction
surveys, employee opinion surveys, exit surveys, customized diagnostic tools, economic
survey, industry
survey etc., are some major tools & techniques for analysing various different needs.
Job competencies: Linking your employees’ job skills, abilities and knowledge with your
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organization’s strategic goals and business plans/Core Competencies Matrix review etc., comes
after business needs stage to identify given above of organisational employee to accomplish
defined goals & targets.
Hiring process: Developing a competency-based and industry-validated hiring/staffing
process for various positions, proper and supplement strategic action are required to carry hiring
process with major aim to get right person for job at the right time.
Learning and development: Learning & professional development programs will helps
employees
to address/inform their critical areas of business efforts. Performance Management,
Development Resource Advisor, Multi-Rater system, Talent Management system,
Interview Management system etc., are important components of learning & development.
Performance assessment: During entire learning & development, it is necessary to assess
the performance of an individual to show, what actually person have learnt through entire L&D
process and what will be outcomes of it into their work practices.
Continued learning and training: As an invaluable partner in your organization’s
success, continued learning and development can help employees stay up-to-date on the
latest industry trends, emerging technologies and best practices.
Total rewards: Organisation should stay competitive/active in terms of giving salaries,
compensation,
benefits, non-financial rewards to their employee in response to its performance.
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CONCLUSION
From the above mentioned report, it can be concluded that talent and resource planning is
essential part for the growth and success of an organisation. Understanding of current labour
market is important for the human resource manager to maintain strong relation with the
workers. It will help an enterprise to plan effective and talented workforce in the organisation
and accomplish better outputs easily. Different types of act and demand forecasting also support
and enterprise to achieve better results. There are different recruitment and selection process and
methods which will support an enterprise to recruit knowledgeable and talented employees from
inside and outside. For this, HR manager need current and anticipated skills which will help in
forecasting of future demand and supply of labour.
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REFERENCES
Books and Journals
Rothwell, W. J and et. al., 2015. Career Planning and Succession Management: Developing
Your Organization's Talent—for Today and Tomorrow: Developing Your
Organization’s Talent—for Today and Tomorrow. ABC-CLIO.
Kavanagh, M. J. and Johnson, R. D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Cascio, W. F. and Boudreau, J. W., 2016. The search for global competence: From international
HR to talent management. Journal of World Business. 51(1). pp.103-114.
Newhall, S., 2015. Aligning the talent development and succession planning processes: Don’t
allow critical leadership talent to fall by the wayside. Development and Learning in
Organizations: An International Journal. 29(5). pp.3-6.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Boudreau, J. W., 2016. IBM's Global Talent Management Strategy: The Vision of the Globally
Integrated Enterprise. SAGE.
Carbery, R. and Cross, C. eds., 2015. Human Resource Development: A Concise Introduction.
Palgrave.
Schein, E. H. and Van Maanen, J., 2016. Career anchors and job/role planning: Tools for career
and talent management. Organizational Dynamics. 45(3). pp.165-173.
Wu, M. C., Nurhadi, D. and Zahro, S., 2016. Integrating the talent management program as a
new concept to develop a sustainable human resource at higher educational
institutions. International Journal of Organizational Innovation (Online). 8(4). p.146.
Hedayati Mehdiabadi, A. and Li, J., 2016. Understanding talent development and implications
for human resource development: an integrative literature review. Human Resource
Development Review. 15(3). pp.263-294.
Tajuddin, D., Ali, R. and Kamaruddin, B.H., 2015. Developing talent management crisis model
for quality life of bank employees in Malaysia. Procedia-Social and Behavioral
Sciences, 201, pp.80-84.
Meyer, K. E. and Xin, K. R., 2018. Managing talent in emerging economy multinationals:
Integrating strategic management and human resource management. The International
Journal of Human Resource Management. 29(11). pp.1827-1855.
Tafti, M. M., Mahmoudsalehi, M. and Amiri, M., 2017. Critical success factors, challenges and
obstacles in talent management. Industrial and Commercial Training. 49(1). pp.15-21.
Crumpton, M. A., 2015. Strategic Human Resource Planning for Academic Libraries:
Information, Technology and Organization. Chandos Publishing.
Kaliannan, M., Abraham, M. and Ponnusamy, V., 2016. Effective talent management in
Malaysian SMES: A proposed framework. The Journal of Developing Areas. 50(5).
pp.393-401.
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