Resource and Talent Planning Assignment :Sainsbury

Resource and Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
Overview of organisation............................................................................................................1
Impact of recent trends in labour market on talent management & workforce planning............2
Labour legislations that should be considered in workforce planning by the organisation........3
Comparison between two organisations......................................................................................5
PART 2 ...........................................................................................................................................6
1) Recruitment and selection process flowchart.........................................................................6
2) Job analysis.............................................................................................................................9
3) Creating job description..........................................................................................................9
4) Producing person specification.............................................................................................10
5) Methods of recruitment and selection...................................................................................11
6) Recommendations.................................................................................................................13
PART 3 .........................................................................................................................................13
1) Stages of human resource life cycle.....................................................................................13
Integration of HR life cycle with HR strategy .........................................................................16
CONCLUSION..............................................................................................................................16
Recommendations.....................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Resource and talent planning is one of the important function of Human resource
management in the organisation (Azma and et. al., 2019). It deals with several aspects of human
resource like assessment of required manpower in the company, networking, selecting proper
channel of hiring, scheduling availability of human capital on time, maintaining the resources for
fulfilling future recruitment needs. This function enables the organisation to possess necessary
abilities to discover and attract relevant talent to achieve goals and gain competitive advantage in
the market. Recruitment and selection processes assist the company in picking up the appropriate
talent from the market. It needs proper strategy and succession planning. For the purpose of this
study Sainsbury company is taken. It is engaged in retail industry and offer its products in
hypermarket, forecourt shop and retail stores.
The company has its headquarters in Holborn in London, UK. It is the leading grocery
store and second biggest supermarket chain in United kingdom. In this study, discussion is
conducted on current labour trends in market and its effect on the organisation, need of labour
legislation in workforce planning and essential skills required by company for handling labour
trends. Along with this, report also includes importance of different recruitment & selection
methods in hiring employees in the firm and application of the these techniques in talent
resourcing as well as in planning.
PART 1
Overview of organisation.
Sainsbury has its presence in different supermarkets and stores in United Kingdom. It
focuses on providing its customers healthy, safe and fresh products. It is one of the largest
retailer in London. It is divided into three groups such Sainsbury supermarket Ltd, Sainbury
Bank and Sainsbury Argos in the market. The company has its head office of all these groups in
City of London. It was established in the year 1869 by John James Sainsbury and Mary Ann in
partnership. It was engaged in retail of fresh foods and later expanded into groceries storehouses.
Its distribution centres are in Hampshire, Northern Ireland, Greenford, West Midlands, North
Yorkshire, Essex and many other regions in UK.
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Impact of recent trends in labour market on talent management & workforce planning.
Workforce planning is the process which is utilised continuously in organisation to align
priorities and objectives of the business with employment needs. Current trends in the labour
market may pose certain threats for the company to carry out planning process (Bao, 2019).
Therefore, it is essential for the firm to take into account these trends to implement proper
planning and managing talent. They are provided as under:-
Wearable technology & Analog systems:- There has been increase in the use of
wearable gadgets. Most of the companies has adopted this technology and eliminated analog
systems. This gadgets records the productivity, well-being and health. It increased the
recruitment of young population in Sainsbury as they highly supported this technology in the
workplace.
Emergence of boomerang employees- This refers to the employees to leave the
company for sometime and later on join it. There has been increase in the number of such
employees in the recent years. Boomerang workers emerges due to several reasons like family
matters, other opportunities, compensation form, etc. In Sainsbury HR specialists make use of
technology like social media, LinkedIn to re-hire the former workers. Re-employing latter
employees benefit the firm as they are already familiar with the culture and environment.
Increase in employment of young professionals- The increase in ageing of the
population lead to retirement of top professional and employing younger generation. Many firms
are planning strategically to cope up with the recent change. Sainsbury adopted this change in the
recruitment of younger candidates as they are more open minded and adapt to transformations
easily (Barbu, Logofătu and Olari, 2019 ). They believe in practical applications and are keen to
implement it in the job.
Increase in popularity of part-time work- There is a rigorous increase in the literacy
level in the population. Every year several universities and colleges provide trained professional
and talented individuals. These candidates demands part-time jobs instead of full time to fulfil
the financial needs. Various organisations seeks for employing such individuals to welcome new
ideas and technology in its environment. In Sainsbury, Human resource team is working on
accommodating younger generation in the workplace by satisfying their current needs.
Factors affecting the labour trends in market:-
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Change in population- Labour trends were influenced by increasing rate of
unemployment, increase in the activity of women in the population due to decrease in their death
rate, encouragement in the education of women, increase in the life expectancy of the people.
Rate of unemployment- Increase in the rate of unemployment in United Kingdom due to
addition of ageing population and decrease in birth rate caused the changes in labour market.
Most of the employees ignore the social needs of the workforce in the organisation due to high
state of unemployment.
Discrimination- It can encourage the trends in labour market if the companies do not
provide equal and fair treatment to its employees (HAILE, 2019). Labour may be discriminated
by favouritism, low pay, extra working hours and non availability of holidays by the employer.
Education- The enhancement in the awareness of advantage of education lead to more
educated professionals, trained and talented population. Henceforth, there demand increased in
the organisations as they can advantage them in increasing the profitability and growth in the
competitive market. This factor lead to change in the employment patterns in the organisations.
Labour legislations that should be considered in workforce planning by the organisation.
Workforce planning is regarded as the vital function of the organisation which effectively
manage the requirement of manpower. There are various labour legislations that are formed by
the state and federal government of United Kingdom. An organisation has to follow employee
acts in order to manage the effective functions. In UK following laws exists which affects the
decisions of establishments.
Equality Act- This act was formed by the government to regulate the activities of the
companies. This act describes that every employee should be treated on equality basis in the
organisation. A company should follow all the rules given in this act and accordingly provide
contract of employment to every new individual hired in the company. Several acts were merged
together to form this act. It eliminates discrimination in race, disabilities colour and race from the
workplaces. Sainsbury resources the manpower by complying with this act and hires people
without discriminating at any aspect.
Employment Act- The reason behind implementing the act at UK is to promote equity at
wok premises through providing equal opportunities as well as delivering fair treatments in
context to employment. Managers of Sainsbury properly implement the aspects of such act so to
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coordinate addition to utilise resources, functionalities together with functions for promoting full
employment without any discrimination.
Health & safety legislation- This act reflects that healthy and proper working
conditions should be offer to employees so they can perform their job roles in adequate manner.
proper training should be offer to employees so they learn about how to work with risky
resources at workplace. This reduce the chances of rising accidents at workplace and do not
hamper the productivity of employees. All this help in create and maintain positive environment
at workplace.
Assessment of current skills and estimation of required skills by the organisation.
Existing skills of the organisation:
Strategic analysis and planning: It is one of the most important skill needed in change
management. Sainsbury company management excels in this skill. It assisted the company in
developing strategy so as to accomplish the vision and objectives together with change
management. Top management in the company analyses recent trends and compares it with state
of performance. They develops plan which strategically satisfies the company and implements
necessary change.
Interpersonal skills: Sainsbury has provided regular training to the employees and
conducted development programs to instil efficient interpersonal skills in the employees. Hence,
the main advantage of this skill to the company is such that it developed strong relations among
the employees, management and the customers (Jacobs, 2019). This assisted in increasing the
overall productivity of the firm and the employees operating in team as well as individually. This
skill allows effective communication between the human resources of the company and
encourage to meet the deadlines and goals on specified time.
Delegation & time management: Sainsbury firm's management effectively perform the
functions with efficient time management and delegating skills. The advantage of these skills is
that they allows the company to manage the projects, develop different policies and rules,
manage the environment of the workplace. Proper delegation helps in complying with the
modifications in the labour market and legislations. It also assists in concentrating on the tasks
that generates high revenues for the company.
Anticipated skills of the organisation:
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Advancement in technical skills: The need of Data science will increase in the future
period. Sainsbury company should work for enhancing the skills in Data Science. It will be
required in conducting effective recruitment process in the company as it will become part of Job
description for recruiter in the coming years. The dependency on the advanced analytics as well
as software will improve to hire, engage, retain and manage the high performances of the
employees. It will assists in enhancing the profile of the recruiter company. Big data will
perform important function in taking vital decisions for managing talent and resourcing in the
establishments.
Hybrid skills- It is the collection of technical skills and non-technical abilities. It refers to
cloud computing, analytical reasoning, workforce management, mobile application development,
artificial intelligence, audio production, sales leadership, scientific computing, etc (Jooss,
Burbach and Ruël, 2019). It will become necessary for the company Sainsbury to excel in these
skills to manage change in the labour market and comply with the legal requirements. Hybrid
skills will ensure long term survival of the firm in the competitive market and to manage the
needs of the market as well as employees.
Advanced social selling- The boom in the use of social media will encourage the
population to excel in the social media. Henceforth, future colleges will focus on imparting
training to the individuals on the social media. To cope up with this employee trend
organisations have to alter the workforce planning process to hire as per the need of the market
and labour legislations. Sainsbury should work on creating advanced social selling skills in the
workforce in order to build strong relationship with the customers and manage the change in
selling processes.
Comparison between two organisations
The trends in the market changes continuously and it highly affects the performances of
the businesses. Every organisation possess different skills which helps them in managing the
change in employee trends and various legislation. Following comparison is given to understand
several skills of the firms and its benefit in the coping with change.
Following is the comparison among two same sized organisation to
Basis Sainsbury Marks & Spencer
Technological change Hybrid technical skills are The current need of the
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needed by the company to
design, develop the structure to
adapt advancement in digital
technologies, enhance
customer services and comply
with regulatory bodies
(Kareem, 2019).
company to implement
technical change will be
fulfilled by strong & advanced
communication skills and
interpersonal abilities in the
employees.
Change in demands of
employees
Sainsbury need the
management with strong skills
like creative thinking which is
also termed as digital skill.
This will ensure long term
retention of employees and
will help the employees in
facing the automation in the
company.
Mobile proficiency is the skill
required by Marks & Spencer
to improve the connection with
the job seekers as well as with
the customers in the market. It
will provide the opportunity to
use the selling potentiality in
growing the customer base and
resourcing the talented
employees.
PART 2
1) Recruitment and selection process flowchart
Sainsbury's is a chain of supermarkets in UK having 15.3 % share of total supermarket
sector of UK. It was founded in 1869 and having its headquarter in London, United Kingdom. At
present, Sainsbury's is the second largest supermarket of UK and employ more than 186900
employees. The success of an organisation is highly dependent on efficiency and productivity of
its employees thus, to remain in list of top supermarkets it become necessary for Sainsbury's to
have most skilled and talented employees. Recruitment and selection process have a significant
impact on quality and efficiency level of employees (Khalid, 2019). Recruitment is the first
process through which an employee entered an organisation and become a part of its operation
thus, it is necessary to have a efficient recruitment and selection process to ensure the better
quality of employees. Sainsbury's is having a proper recruitment and selection flowchart to
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select and employ the most deserving and talented employees which are helpful in increasing
the efficiency and performance of whole organisation.
Recruitment and selection process flowchart
It is a template used for visualizing the all the steps of hiring process. Recruitment ans
selection process flowchart which is also known as recruitment workflow is a diagram where use
of symbols and arrows are made to map out sequence of all steps of recruitment and selection.
Sainsbury's is making use of an efficient recruitment and selection process flowchart to get best
employees for success of organisation. Following is the recruitment and selection process
flowchart of Sainsbury's:
Different steps of recruitment and selection process are explained below:
 Job vacancy- HR mangers are responsible for timely evaluation of job vacancy in an
organisation. In Sainsbury's timely steps are taken to determine newly created and
unoccupied positions in the organisation so that further steps can be taken to find a
suitable candidate for enterprise.
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(Illustration 1: Recruitment and selection process flowchart, 2019)

 Job analysis- Once the vacant positions are determined the nest step is to analysis the
different factors of job. HR manger of Sainsbury's make use of job analysis process to
evaluate and identify different content of a job in terms of activities involved and
attributes needed to perform that activities ( Kishnani, 2019).
 Attracting candidates- On the basis of job analysis, announcement or declaration are
made by Sainsbury's to attract a pool of best employees for specific job having all the
required attributes. Use of adverting and notices are made to attract the candidates for
vacant jobs.
 Screening applications- As Salisbury's is one of the best organisation of UK, thus, a
large number of applications are received by HR department for vacant job. At this stage,
manger review all applications to check that which applicants are eligible and most
suitable for that specific job. On the basis of this screening of applications, eligible
candidates are moved forward for next step of job recruitment.
 Interviewing candidate- A proper interview is conducted by the HR department of
Sainsbury's for the applicants who are short listed in the process of screening. Interview
provide a overall check and evaluation of skills and knowledge of candidate through
providing a two way communication between interviewer and applicants.
 Selecting and appointment- After proper evaluation of skills, knowledge and eligibility
of candidates most deserving and suitable candidates are selected by Sainsbury's. These
selected candidate are appoint at different vacant job on the basis of job role and
attributes of candidate required to perform these activities and role more efficiently.
 Induction and training- Proper orientation and induction training is provided by
Sainsbury's to its new employees to enable them to perform their wok in new profession
or job more efficiently. Orientation programs are conducted to make an employee more
habitual and friendly with the operations of organisation (Knodel, 2019).
 Employees evaluation- Performance of new employee are evaluated by Sainsbury's to
review and assess that whether right candidate is selected or not. Evaluation of employee
performance makes it easy to determine that skills and talents of employee are more
suitable for which activity and job thus, an organisation can make better use of
employees creativity and talent to ensure its success and growth.
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2) Job analysis
It is the process of gathering and analysing information about the criteria and role of a job
to determine which employee or individual is best for that specific job. Job analysis provide an
accurate study of operations, duties, responsibilities and organisational aspects of a job which
helps in deriving specialisation in that particular job or task. Different documents and job
descriptions are prepared by Sainsbury's to properly define the job role and responsibility of each
job.
3) Creating job description
Job description is a written statement which provide all relevant information about a
specific job on the basis of finding of job analysis ( Laras and et. al., 2019). It includes general
duties, responsibility and nature of job along with Job's title and name and designation of person
to whom the employee will report. Sainsbury's is having job vacancy for the post of cashier and
finance manger thus, following job descriptions are prepared.
Job description for the post of cashier:
Job description
Job Title : Cashier
Reports To: Finance Manager
Working Hours: To be agreed later
Job Overview: To mange and handle day to day cash
Qualification:
Education level – Graduate from any recognised collage
Experience- At lest 1 year
Specific skills: Mathematical skills
Responsibilities and duties:
Handle cash credit and check transaction.
Scan goods and collect proper payments.
Count money in cash drawers at beginning and end of the day to ensure that amount is correct.
Job description for the post of finance manger:
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Job description
Job Title : Finance manger
Reports To: CEO (chief executive officer)
Working Hours: Will be decided later
Job Overview: To monitor day to day financial operations
Qualification:
Education level – MBA in finance
Experience- at least 2 years
Specific skills: proper accounting and management skills.
Responsibilities and duties:
overseeing the flow of cash and other financial transaction.
Planing and directing activities of worker
preparing timely reports and other accounting document.
Ensure compliance with provisos of laws and financial act.
4) Producing person specification
Person specification is a written document which provide detail about qualification,
skills, experience, knowledge and other attributes which a applicant must possess to perform a
particular job or task (Lv, 2019). Following person specification documents are prepared by
Sainsbury's for the current vacant position of cashier and finance positions.
Person specification for the post of cashier
Person specification
Job Title : Cashier
Department : Finance department
Criteria Essential Desirable
Skills required Cash management
time management
Accounting skills
Attainment/ Qualification Graduation Diploma in accounting
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Knowledge Basic maths
customer service
computer knowledge
-
Relevant experience 1 year experience -
Person specification for the post of finance manger
Person specification
Job Title : Finance manger
Department : Finance department
Criteria Essential Desirable
Skills required Management skills
motivation skill
Leadership skill
Attainment/ Qualification MBA in finance MBA in any other branch
Knowledge Knowledge of different
accounting reports
management skills
financial knowledge
Effective knowledge of
computer and IT
Relevant experience 2 years experience -
5) Methods of recruitment and selection
There are different methods of recruitment and selections which can be applied for
different role in organisation. The types of methods used by Sainsbury's for recruitment and
selection are explained below:
Requirement – It is process which includes announcement of job vacancy for attracting and
shortlisting most suitable candidate for a job ( Madhavi and Mehrotra, 2019). It is of two type:
Internal
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Under this process job vacancy are filled from existing workers within the organisation
and no announcement is made for any third party. The different methods of internal recruitment
used by Sainsbury's are as follows:
 Transfer- Transfer is a process of shifting an employees or group employee from one
branch to another at some different location.
 Promotion- It basically leads to an advancement in employees rank or position in terms of
designation, salary and other benefits. Promotion is mainly made on the basis of seniority
or qualification and efficiency.
Transfer method is mainly used to keep an balance between number of staff at different
branches as if any branch is having extra staff then they can be transferred to any other branch
where there is insufficient number of employees. Transfer technique is mainly used for lower
level of job like helper, cashier, etc. For higher authority post promotion technique is more
suitable as it provide more qualified and experienced person at important post.
External
Under this method pool of candidates is attracted from outside the organisation to fill up
the vacant positions. Different methods of external recruitment which are used by Sainsbury's
are as follows :
 Campus recruitment- Under this method organisation recruit or hire students from any
collage or university who are about to complete their graduation. This provide a raw
employee to an organisation with new and more innovative skills and talents.
 Employment Agencies- These agencies act as a bridge between organisation and job
seekers and provide most eligible and suitable candidate for vacant position of
organisation in short duration of time.
Sainsbury's is making use of campus recruitment to get new and fresh ides in
organisation. Employees recruited from campus placement are more energetic and have better
skills thus, mostly perform marketing role. Employee agencies are used at the time when there is
urgent need of staff.
Selection- It is a process of choosing or shortlisting most suitable candidate for an organisation
through making use of different techniques and methods. The different methods of selection are
as follows:
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 Interview- It provide a two way formal communication between an interviewer and
applicant where different questions are asked by an interview to analysis the skills and
knowledge of candidate ( Ngcobo, Martins and Martins, 2019).
 Written test- It is a exam on paper or on computer which contain various questions about
comprehension, reasoning, aptitude or mathematical problems. It can be in form of MCQ
or descriptive exam. Answer of these questions by candidate provide a better analysis of
knowledge and intelligence of an applicant.
Sainsbury's is making use of interview method to select an employee as it provide a better
interaction between employer and candidate and at the same time also provide information about
communication skills of candidate.
6) Recommendations
Following recommendation can be made for Sainsbury's for improving their process and
documents:
 Sainsbury's can include a written or aptitude test in its selection process to properly
evaluate the knowledge and intelligence level of an candidate. Efforts should also made
by Sainsbury's to reduce level of biasness in its interview process trough making use of
CCTV camera or other instrument to increase the efficiency level of selection process.
 A better template or format of documents can be adopted by Sainsbury's to more clearly
defines the role and duties of specific jobs in job description. Some more criteria can be
added in person specification document to make it more update and relevant as per
current requirement of skills to perform specific task ( Othman and et. al., 2019).
PART 3
1) Stages of human resource life cycle
Human resources life cycle is a concept which is used for efficient management of human
resources. It describes different stages started from recruitment of employees and include all the
operations and total time spend by an employee in that organisation. This life cycles ends with
the exit or retirement of an employee. The human resource life-cycle of Sainsbury's is described
below:
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(source: Human resource life-cycle, 2019)
Different stages of human resource life-cycle are explained below:
Attraction – It is the first step of human resource life cycle where efforts are made by an
organisation to attract a pool of qualified and eligible candidates. Sainsbury's is having a very
good image in markets of UK thus, it become easy for it to attract a large number of candidate as
individuals are attract with goodwill and better image of organisation. HR strategy plays an
important role in attracting an candidate as positive work culture and higher amount of incentives
are the factors that are desired by all candidates thus, Sainsbury's is providing adequate amount
of incentives and other perks to become a good employers. It will help in attracting more suitable
candidates for vacant position (Pessima and Dietz, 2019).
Recruitment and Selection- Recruitment and selection of an right candidate is necessary for
ensuring success and growth of an organisation. Strategic staffing plan are made by HR of
Sainsbury's to properly analysis and evaluate the number of vacant job and to get information
about job role and responsibility. HR strategy of Sainsbury's include provisions for proper
compensation and timely incentives to garb attention of best candidate. Due consideration is
provided to legal laws and act before making announcement of job vacancy.
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On-boarding- Under this process new employee is made familiar about its role and
duties in the new organisation. It is the responsibility of HR department of Sainsbury's to
formulate such HR strategy which provide comfort atmosphere and workplace to an employee.
Timely interactive activities and onboard program are conducted by HR to make new seemly
comfortable which helps in improving its efficiency and productivity level. Employee are also
made aware about employment act and sex discrimination act to safeguard them from all kind of
miss treatment.
Enablement- Under this stage new employees are formally introduced with other
existing employees to develop better relation between them. Employee orientation is also a part
of this stage where different strategies are made to develop healthier relation between
organisation and employee (Raheem and Khan, 2019). Sainsbury's is having a strategy of
conducting proper sessions and presentations to make new employee aware about mission,
culture, vision and objective of organisation. Information about various employment acts is also
provided.
Development- In this stage various personality and aptitude test are candidate by HR
department to analysis and formulate such strategy which will leads achievement of long term
career gaols of an individuals. Such strategies are implemented and adopted by Sainsbury's
which are beneficial for both organisation and employee. Proper career and growth opportunity
like promotion are provided to employees by Sainsbury's for their better development.
Retention-. Under this stage proper recognition and thanks is given to employees for
their hard work to motivate them for better performance in future. HR strategy of Sainsbury's
includes facility like rewards, gifts, flexible working hours, etc. to motivate employees which
helps in retaining best and most skilled employees for a longer span of time.
Separation- This stage is the last step of HR life cycle which includes retirement and exit
options of an employee. An employee can leave an organisation after completion of its tenure, or
for better incentives or opportunity or due to any voluntary personal reason. Proper strategy are
made by Sainsbury's for providing timely pensions to retired employees and proper system is
followed for exit of an employee. Accomplishment with pension act and other laws are also
made by Sainsbury's to reduce the chance of legal claims.
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Integration of HR life cycle with HR strategy
Proper integration and collaboration between HR strategy and stages of HR life cycle
ensures better quality of workforce and maintain a level of efficiency and productivity in the
organisation. HR strategy like adequate compensation and timely reward are necessary to attract
better candidate and also provide a better pool of suitable candidate for recruitment and selection
process (Rybka-Iwańska and Lopez, 2019). Training and development program are also
necessary for career development of an employee. HR strategy are also important in motivation
an employee thus, retain them for a longer period of time. Proper motivation and timely rewards
which is a part of HR strategy are very helpful in achieving the objectives of retention process
and they keep an employee motivated for working for a long period of time with same
organisation. Effective recruitment and selection strategies ensure selection of most suitable and
talented individual at the during of HR life cycle. Thus, proper integration of HR life cycle with
HR strategy ensure the better performance of employees and lead to timely achievement of
organisational goal and objectives.
CONCLUSION
From the above study it is concluded that changes in the labour market influence the
decision making process of the company. An organisation should be ready with necessary skills
to tackle the overcoming trends in the environment. It is essential for the company to comply
with the labour legislations while resourcing and planning workforce to avoid any kind of legal
action by the state and the employee. Skills anticipation is must to identify the barriers in growth
of the company and strategically engage the employees of the firm. It also assists in meeting the
future needs in managing the change. It can be concluded from this report that recruitment and
selection process is necessary to employ a deserving and qualified employee. Different type of
documents are used for proper job analysis like job description. Person specification provide
information about required qualities and skills in an individual required for performing an task.
HR life cycle shoes all the stages through and conditions faced by an employee in an
organisation starting from their recruitment and ends at their exit.
Recommendations
An organisation can handle the recent changes in labour market by effectively performing
the practices of HRM. Human resource manager has to execute other functions like strategic
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planning, team work skills development, designing organisation, change management and
promoting the competencies of HR specialists along with the traditional roles like recruitment,
selection, performance appraisal, etc.
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