Assignment on Resource and Talent Planning (Doc)

RESOURCE AND TALENT PLANNING

INTRODUCTION
Resource planning are considering the crucial success factor for every organization.
With proper planning, Human Resource Department provides right talent at correct time with
appropriate skills to meet the desired goals of a company. The present report dealt with legal
requirements and current labor market trend. The client is a small retail store named Nisa in UK
where 213 employees are working and its yearly turnover is around £ 20 million. As per
changing taste and trend of customers, the company also develops its product accordingly. The
report help to understand the current trends of labor market and appropriate legal requirements
which influence workforce planning in order to meet desired goals and objectives of an
organization It also determines present skills that are required by a company. Report help us to
know how human resource life cycle manages the human resource strategy.
TASK 1
P1. Current labour market trend that influence talent management and workforce planning
As per the data available, current market trend of labor increases year by year. In UK, the
number of unemployed people are decreases from last many years and people also explore their
own talent in market. In context of Nisa, there were about 200 people are engaged in a business
but now 213 people are added in order to serve customers (Bartlett, 2018). There were about
32.38 million people that were employed in United Kingdom and from last year, around 1,
46,000 more people add in business. Nisa select those people who have management skills and
can serve all types of customers in their best way. The rate of unemployment was down about
0.3 percent this proves that labor market trend increases. The positive employment growth in UK
shows growth in GDP of market. Because of changing demographics, employers will need more
people to employ; in recent coming years, overall labor supply is expected to fall and increase in
proportion old workers who work only for few hours. As per the data available, people aged
from 16 to 64 years was 75 percent higher than earlier data available.

According to this, it has been interpret that, the current labor market of UK are increases
such that the rate of unemployment decreases and people explore their talent in market by
joining jobs. From 2001 to 2018 the rate decreases which shows in figure.
Wage growth of labor is also slightly increases from last many years. Nisa pay wages
according to work done by employees. If an employee stays late in a company company pays
overtime and provide incentives on their extra work achievements. Latest data shows that an
average earning for employees increased by 2.8 percent which excludes bonus as compared to
last year. With continuous increase in labor market trend in UK, it definitely influences
workforce planning and talent management by showing their extra skills and talent. The
employees of Nisa perform their work extra ordinary and that is how a company creates its brand
image in a country (Holm and Haahr, 2018). The national institute of UK analyzes that economy
of UK grew only 0.2 percent from last three months and this is because there is slightly change
in the rate of unemployment rate. In every three months, the UK government release new job
work place for those workers who are unemployed so that it will help in rise of GDP. Nisa also
recruit new people in order to examine the management skills and their talent which may
influence to attract number of customers and help to maximize profit as well as sell.
Illustration 1: Labor market trend of UK

P2. Different types of legal requirements
While workforce planning, there are different types of legal legislation which are
mention below:
Equal Pay Act, 1963: under this act, fair labor pay should be given to every employee
who works for a company and there should be extra wages given to those employees who work
extra for a company after his actual duty hours. Equal Pay Act also forbid favoritism depends
upon sex, eld and gender.
Civil Right Act of 1964: this act deals with maintaining good and healthy relations with
employees. This act protects illegal discrimination from race, caste, color, religion, sex, origin,
physical disability and employees over 40. This act force to record keeping and reporting on
requirement of employees (Legal legislation,2018). These records include documents related to
selection, promotions, benefits, training, increments and compensation.
Age Discrimination in Employment Act of 1967: the act forbid social control against
those worker whose age is more than 39 and who face difficulties in hiring, promotion,
discharge and retirement. Employees who are above 65 may be subjected to retirement if they
were in position of at least two years before the retirement.
Fair Credit Reporting Act of 1970: this type of act helps to use credit facility to all
employees. Under this act consumer agencies are person or type of business who paid a fee to
report the information to the third parties. The most common use of credit reporting act is to take
credit reports of current employees (Gardner, 2018).
Equal employment opportunities: this act committed that equal opportunities should be
provided in workforce to all employees. Under this act, a protected class is a group of people
who have common characteristics and are protected from all types of discrimination and
harassment on the basis of caste, gender and religion. At workplace, there should not be any
unlawful discrimination which affect person trough physically or mentally. If harassment is
done in any workplace, the media and court cases coverage lot of things in this particular topic.
M1

the labor market trend in UK is continuously increases. The employment opportunity is
increases from last many years and government also release some job offers to those who are not
employed from many times. The present or current market labor trend affects GDP of UK in
positive manner and the demand of labor is also increased because growth sector is increased on
monthly basis.
D1
labor market and legal requirement impact positive on the growth of GDP in UK. Many
rules and regulations are made to help in planning for workforce such as discrimination law,
equal opportunities for employment, age discrimination act and fair credit reporting act (Plug,
Klaauw and Ziegler, 2018). By involving right person at right place will help to make plan in
better way and recruit who have talent management skills and can help for good opportunities for
company.
TASK 2
P3. Current and anticipated skills requirement in employee
Nisa have number of employees working and every individual have different skills and
talent but to explore those skills on right time is necessary. The employees should have talent
and skills which are mentioned below: Communication skills: A good employee should have the best communication skills and
they should communicate properly with their colleagues and upper authority. Employee
of Nisa should have the best communication skills because a good communication power
help to attract more number of customers. (Hirsh and Cha, 2018). Positivity: A good employee should have positive attitude towards its work. If employee
feels that the work is not according to his ability then he will take wrong decision and
may leave a company that is why having a positive attitude will help to make good
relation with a company for long time.
 Inter personal skills: employees who work in Nisa have good inter personal relationship
with each other. This skill help them to make good relation with their colleagues and
authority. Strong interpersonal skills help to act with other to accomplish the desired
score for a company.

 Customers’ perspective: employees should have maintained good relationship with
customers so that it will indirectly help in profit and selling power. Making long term
relations with customers will definitely help to make brand image in a market. To fulfill
the demands as per customers need is a great skill which every employee should possess
(Card and et.al., 2018). Decision- making: it is not compulsory that decision making is done by upper authority
but the staff members and employees of Nisa should be able to make smart and quick
decision for the betterment of a company. A good decision helps to take a business in
right direction and help in the progress of a company. Intelligence and Competency: employees must be smart and intelligent in every
workplace if they take their work in serious manner . They should be deep thinker about
their work so that they can look to solve every situation of a company.
 Time management: labors or employees of a company should be very punctual.
employees do their work according to time (Cascio, 2018). They always work for good
reputation and higher productivity. As they want to achieve all the targets of a company
that is why their work management should be on timely basis.
According to Labor force survey, and in between Feb to April 2018 the number of people
in work was changes and unemployed people also decreases whereas 32.40 million people work
in 2017 but the figure changes in employed people and it increases up to 261000 people. Even
employment rate was also slightly higher in 2018 (Labor market in UK, 2018). Hence it has
been analyses that labor market of UK is increases from last many years and the rate of
unemployment person also decreases.
M2 employees of Nisa must have good communication skills and leadership qualities. A good
interpersonal skills help to develop good and healthy relationship among all members. Smart
work and good decision making will help to present himself a good and best employee for a
company.
TASK 3
P4. Job description and person specification documents for recruitment and selection
Job description: job description plays an important role in recruiting or selection. While
hiring or placing any individual in a workplace, a proper written account is needed which include

the duties and responsibilities related to a job position. Job description is an internal document
which clearly presents requirements related to job position and skills to perform a specific role. It
also includes all the term and condition required for an allotted position. For example: in a
company like Nisa, the vacant post of sales manager and HR of a company will look forward to
hire a person for this job., they select a person through interview process and after that they
present written document to a selected person which include offer letter, salary sheet and
summary of allotted role with detail of essential jobs and responsibility and many other
documents which include all the terms and condition (Banfield Kay and Royles, 2018). Job
description is a written document that clearly defines success in a role.
Person Specification documents: this document includes qualification, skill, experience
and knowledge of a person to perform the duty of job. These documents are provided by an
individual's side and help to form a foundation for the process of recruitment. While preparing
personal specification, it should clearly specify all the details which are required by authority for
recruitment process. This document also specifies the outline related to personal background as
well as experience of the previous job.
For example, there is a vacancy in Nisa, and the HR of a company were looking forward
to fill the vacant seat and they are select the person through interview procedure but before that
they want a description of every individual who are interested to do the work here (Kidwell,
Eddleston and Kellermanns, 2018). At that time, personal specification documents are required
to describe details of an individual such as his qualification detail, personal background,
experience and his motive for his future or career. By reading this document, HR can easily
recruit the person who is actually eligible for the company that is why personal specification is
the necessary papers for enlisting and option procedure
P5. Different recruitment and selection method for effective talent resourcing and planning
There are various methods of recruitment and selection such as:

Promotions: Nisa also apply this method of recruitment in order to recruit its employees.
Promotion means to upgrade the group of employees by analyzing the performance level in a
company. The company fills the higher vacant seats with promotion only (Nieves and Quintana,
2018).
Transfer: this is the internal method of recruitment and company may use this method for
recruiting which means interchanging one job from another without change in its responsibility
and duties. Nisa also shift its + employees from one department to another in order to learn
different roles and responsibility.
Job posting: this method is also helpful for Nisa and it is an open invitation for employees where
they can apply for vacant positions and it will provide equal opportunities to work together
(Madison and et.al., 2018). Through job posting, recruitment will be done because it will help to
save a lot of money for an organization.
Short listing/ Assessment: this is a fair method of selecting any candidate for an organization as
it helps to select according to ability to perform a job and Nisa uses this external method of
selection and interviews are conducted to evaluate the performance of a candidate to analyze
whether he is good for a company or not.
Illustration 2: Recruitment and Selection method

Direct recruitment: it is the external source of recruitment and Nisa uses direct recruitment
method for hiring new employees. Under this method, qualified candidates are recruited by
placing a notice of vacancy on notice board and this is a fair method of recruitment which help to
select best candidate for the vacant position in a company so that it will help to take a business in
next level of success (Kalleberg, 2018).
Employment Agencies: this is also a type of external source of recruitment where some agencies
are allotted which are run by public and private sectors that had a data of the entire qualified
candidate and whenever there is a vacancy in any organization then these agencies recruit those
candidates and in return to this they take some charges. It provides all kind of employees such as
skilled, semi skilled or trained. Nisa did not use this type of method because it is a small store
who did not have such budget to select candidate through this process.
Through advertisements and newspaper: it is the most popular and common way of
recruitment. Vacancy is announced through it that clearly states job description and other
requirements (Card and et.al., 2018). This method is helpful for recruitment and selection
process because huge amount of hiring for short time period can be done though advertisement
only and Nisa also publishes advertisement in order to get people know about their vacancy.
M3 there are various types of recruitment and selection processes but using external source of
method is quite beneficial for Nisa because it is a fair mean of selecting a candidate for an
organization and advertisement method is also the most popular and common way to recruit or
select one out of many.
D2 for effective recruitment and selection, proper documentation should be done. Personal
specification details will help to improve recruitment and selection procedure because it clearly
defines a complete background check of an individual to take proper decisions related to an
organization (Plug, Klaauw and Ziegler, 2018). A good judgment about the candidate will help
to improve the effectiveness of recruitment and selection procedure.

TASK 4
P6. HR life cycle
Human Resource life cycle have their own challenges and opportunities with their
benefits. Human Resource has their own unique life cycle and this life cycle is divided into five
stages which are mentioned below:
 Recruiting: it is a process to hire new employees for a particular job field. The role of
Human Resource Department is to place proper advertisement and then select candidates
through their resume by conducting interviews and assessment such as choose best
applicant for vacant position through its resume . In a small business where owners are
usually human resource and they he plays a role or duties of HR. recruitment is define as
chossing a talented candidate for a system as a new employee. Career planning: it is the second stage of HR life cycle which means that it is a process
through which an employee become a key member of an organization through learning
new job duties and creating good and healthy relationship with his colleagues and upper
management authority (Human Resource Life Cycle, 2018). It is a stage where an
employee and human resource department works together for his long term career goal
Illustration 3: HR Life Cycle

and achievements. They also help an employee to determine the best option for their
career so that they can analyze their key strengths and weaknesses. Career development: This opportunity is essential to keep engaged the employees within
organization. Human resource department keep trying to meet all goals and achievements
of a company. They also help for growth and training to prepare the employees o take
more responsibility in a company. On the other hand, sometimes this stage help to assess
the employee's work and its performance that leads to a result that he is a successful hire
for a company or not. Motivation and evaluation: keep employees busy in their work force will sometimes
distract from their goals (Coller, Cordero and Echavarren, 2018). To provide proper
motivation related to their job field by human resource department will lead them in a
successful way. Evaluating their performance and reviews will help to determine whether
he or she will be fit for a job or not. By conducting proper performance evaluation test,
Human Resource Department can judge the effectiveness of an employee.
 Termination: it is the last stage of human resource life cycle where an employee will
time off a organization through termination after leading a flourishing vocation; it can be
evaluated that others will leave a company in order to grab other higher opportunities
(Gardner, 2018). The main role of HR is to manage formalities of leaving a company
through proper documentation and ensure that all policies are fulfilled by an employee
even after leaving a company. All this stages are handling through internal basis and
sometimes these formalities are not fulfilled by human resource.
P7. stages of HR life cycle in the context of Nisa
HR life cycle helps to know the situation whether the recruited person is fit for an
organization or not. HR of Nisa will also follow all the stages of life cycle and evaluating the
performance of every individual such as:
Recruitment: HR of Nisa uses this stage of life cycle in order to evaluate the efficiency of
employees. It is a process which helps to hire the best person for a vacant position. Through this
process or stage, HR can easily select promising candidate by seeing their resume and sometimes
it may be lead to take wrong decision for the company. Because by only looking promising
resume, no one can be sure that an individual can be good for a company, it is only an
assumption of Human Resource Department which sometimes lead to loss for a company.

Career Planning: the next stage of a life cycle is career planning. Human resource treats this
stage as the most successful stage (Holm and Haahr, 2018). In Nisa, when employees are
recruited and they help to make learn them new opportunities and duties related to their job
position. Through this stage, human resource department can determine the effectiveness of
recruited employee and help them to achieve all goals and desired objectives of a company. It is
a stage where HR can evaluate that employee and his supervisor work out for long term goals
and objectives or not. But sometimes it is not fruitful for a company because HR cannot
understand the basic need of an employee and as a result they did not maintain long relationship
with a company.
Career development: Different types of opportunities are essential in a company that helps to
keep new employees in a company (Waxin and et.al., 2018). HR of Nisa will train new
employees in order to make them understand about their roles and responsibilities but this stage
has its own drawback such as through performance analyzes, managers or HR can determine that
whether the candidate is fit for an organization or not. The department of HR will try to maintain
good and healthy relationship with their employees in order to meet all the desired goals and
achievements.
Motivation/Evaluation: through motivation, an employee can be easily set mind to do the
particular job. By creating positive environment of Nisa, the staff will automatically adjust in the
workplace (Bartlett, 2018). Human resource department will always try to motivate their staff
but sometimes they may take wrong decisions according to situation or by evaluating their
performance, they can be terminated from the existing company.
Termination: it is the last stage of HR life cycle where employee of Nisa can be easily leave a
company according to their need and through retirement also after leading a successful career.
While on the other side, other employees may be leave the company in order to grab other
opportunities. At that time HR of a company should be manages all the terms and condition
which carry out through exit interviews.
M4 Life cycle of human resources is quite important in relation to strategic management and
talent (Hirsh and Cha, 2018). These stages of life cycle help to determine effectiveness of an
employee in an organization and HR can evaluate the performance of each and every individual
of a company.

D3 Life cycle of HR completely defines the exact role ina business they always try to motivate
their employees and make them strong to face any type of situation.
CONCLUSION
By summing up above report, it is concluded that talent and workforce planning is quite
important in any organization. With proper planning, HR department can easily achieve their
desired goals and objectives. The report also analysis the current labor trend in UK and how
employment rate is increases from last so many years. The report help to learn the use of job
description and personal specification documents. It also explain different legal requirement and
different recruitment and selection method. The report focus on different stages of human
resource life cycle and how it help to make an employee effective in work place.

Labor market in UK. 2018. [Online] Available through:
<https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandempl
oyeetypes/bulletins/uklabourmarket/september2018>