Resource and Talent Planning Assignment - Argos
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Added on 2020-11-12
Resource and Talent Planning Assignment - Argos
Added on 2020-11-12
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RESOURCE AND TALENTPLANNING
Table of ContentsINTRODUCTION...........................................................................................................................1P1. Current labour market trend that influence talent management and workforce planning1P2. Different legal requirements that should be consider during workforce planning...........2P3. Anticipated skills required based on current trend and legal requirement.......................4P4. Job description and person specification..........................................................................6P5. Different recruitment and selection method for effective talent resourcing and planning9P6. Stages of HR life-cycle..................................................................................................10P7. Effective organisational HR strategies that integrated to stages of the HR life-cycle...12CONCLUSION..............................................................................................................................13REFERENCES..............................................................................................................................14
INTRODUCTIONResourcing and talent planning is a critical function that involves coordination fromhuman resource department in various aspects such as; networking and selecting proper hiringchannel, forecast of required resources, delivering the resources on particular schedule, maintainthe talent and skill pool for future requirement, etc. Thus, this function ensures that Argos able toidentify and attract key talent from the market. Argos is a British catalogue retailer that issubsidiary of Sainsbury's. It operates in United Kingdom and trades both through internet andphysical stores.The report will analyse the current trend in labour market and appropriate legalrequirements that influence talent management and workforce planning. Current and anticipatedskills that are required in the trend will also determine. The study will also evaluate theappropriate documents and procedures that contribute to effective recruitment. Lastly, HRstrategy will explain to manage the human resource cycle.P1. Current labour market trend that influence talent management and workforce planningTalent management can defined as the anticipation of needed human capital for anorganisation and strategic planning to meet those needs (Bratton and Gold, 2017). In UK labourmarket the trend is beneficial for the organisational issues are; fulfilling gender gap in labourincome. Labour market can be categorise into two parts; loose labour market and tight labourmarketLoose labour market- it is an employer's market that give organisation a large pool of potentialemployees to hire on desired position according to their skills. Loose labour market is for lowlevel skill position (Collings and et. al., 2018).Tight labour market- in the situation of relatively high demand, the labour market is tight. In thatcase, unemployment will be low and there will be many unfilled job vacancy and there areshortage of skills and knowledge.There are certain labour market trends that influence the talent management andworkforce planning in Argos.TechnologyThe pace of change in technology is fast and accelerating that makes it essential for theworkforce to be skilled in information technology (Dale-Olsen, 2016). The current trend of1
market is being advance with emerging technology that is essential for being in competitivemarket with productivity. Employers expect higher qualified technical and professional workers.Technological advancement allow organisation to identify and attract key people as well as intalent planning and improve organisational performance of Argo. Technological advancementallow organisation to enable more efficient matching between opportunities and talent as onlineemployment of UK is independent (Jennings and et. al., 2017). Trend in wages and benefitsOver past 20 years, the average earning of UK workers is slightly declining. The labourmarket trend is emerging as organisations are favouring flexible cost structure and employees aremore demanding in wages and benefits as well as in job security that satisfy them in their need(Noe and et. al., 2017). UK labour market is changing from manufacturing economy to serviceeconomy. This trend is essential for the employees as it fulfil their personal need and motivatethem to work productively. Economic change in the labour marketThe economy of UK is service dominant that change the perception of employees and theorganisation. The trend includes the type of economically advanced social order where theimportant resource is knowledge and service work has largely replaced manufacturingemployment and knowledge based occupation play a privilege role. The trend occurs economiccomplexity and uncertainty (Oates, 2017). It encourages the importance of thinking skill andperson to person skill of employee.P2. Different legal requirements that should be consider during workforce planningWorkforce planning is the strategy that is used by an employer to anticipate needs oflabour and deploy workers effectively that is done usually with advanced human resourcetechnology (Oseghale and et. al., 2018). Workforce planning ensuring that organisation haveright people with appropriate skills at the right time. Legal requirement includes variousemployment laws, company laws and other policies that is required to consider by Argo whileworkforce planning. The steps in workforce planning includes; supply analysis, demand analysis,gap analysis and strategy development.Supply forecastingThis method in workforce planning refers to make an estimation of supply of HR shouldconsider, while supply forecasting HR of the company need to consider the maintenance of2
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