Solved Assignment on Resource and Talent Planning

Added on - 21 Feb 2021

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RESOURCE AND TALENTPLANNING
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1MAIN BODY...................................................................................................................................1LO 1.................................................................................................................................................1P1 Workforce planning and talent management affected by labour trends................................1P2 Numerous legal requirements for workforce planning..........................................................2LO 2.................................................................................................................................................3P3 Current as well as anticipated skills necessary for organization...........................................3LO 3.................................................................................................................................................4P4 Person specification and job description................................................................................4P5 Hiring as well as selection methods for talent resourcing.....................................................6LO 4.................................................................................................................................................7P6 Life cycle stages in HR..........................................................................................................7P7 Evaluation of stages in organizational context.......................................................................9CONCLUSION..............................................................................................................................10REFERENCES..............................................................................................................................11
INTRODUCTIONResource together with talent planning is fundamentally the vital function thatencompasses coordination with HR team along with business in various aspects like analysis ofparticular resources, selecting the proper hiring channels and overseeing talent pool forrecruitment in future.TESCO is highly acclaimed and prominent multinational grocery with retailer that isestablished by well known Jack Cohen in year 1919 and situated in London, UK. It basicallyaddresses superstores, metro, banks etc. This report gives a brief about workforce planning andtalent management affected by labour trends, Numerous legal requirements for workforceplanning, current as well as anticipated skills necessary for organization, Person specificationand job description, Hiring as well as selection methods for talent resourcing, Life cycle stagesin HR, Evaluation of stages in organizational context.MAIN BODYLO 1P1 Workforce planning and talent management affected by labour trendsTalent management is primarily the estimation and prediction of the concerned humancapital within an organization as well as a consolidated strategy which is designed to assist theorganization for making the best use of this human capital. On the flipside, Workforce planningencompasses the procedure of analysing, predicting and planning the supply along with demandof workforce and thus ensuring that the companies have right type of people.Numerous varyingtrends in current labour dominates the planning of workforce and talent management in TESCOlike demographic situations, changes in the stability of economy in country, legal restrictions etc.The discontinuous demographic situation of a country has a direct impact on HR strategies andthe processes of TESCO(Adamsen and Swailes, 2018). Due to foreseen scarcity of skilled andqualified employees in different labour markets, the HR processes of the company are nowshifted to attract the retired employees in order to increase the older employees ratio inemployment. Besides this,HR of TESCO would have to revise their HR programs fromrecruitment to employee benefits due to increasing diversified workforce in view of age.Moreover, the rising globalization of UK has eventually resulted in migration of highlyemployable population hence increasing the cultural diversity. Because of this, the size along1
with the composition of hiring pool in organizations are affected which has directly impacted therecruitment policies of TESCO.Economic condition of different countries are influenced by the level of unemployment.In 2017, the unemployment level in UK raised to about 4.3% which has led to the dearth ofskilled employees(Tafti, Mahmoudsalehi and Amiri, 2017).The HR managers of TESCOgenerally faces the problem to recruit qualified employees due to difference between the labourforce qualification and market demands.This factor hampered the process of talent resourcing inthe company and compelled them to confide on traditional methods for attracting.The social trends prevailing in the country also influences the HR planning and talentmanagement of TESCO where the increasing varied diversity and cultures are taken intoconsideration.While attracting the talent, HR of the company now have to keep in mind thedifferent cultures that exist in UK as well as the other countries from where the applicants areapplying. Apart from this, for effectively managing the workforce the HR needs to focus oncareer development of an individual and as the employees varies in terms of culture andlanguage, it has now become necessary for the HR department of TESCO to provide effectivetraining on cross culture in order to retain them.P2Numerous legal requirements for workforce planningDuring the management of procedure and programmes of workforce planning, Everyorganization whether big or small have to take care of the various legal restrictions whichbecomes crucial for successful retention of employees and for establishing a good positionwithin marketplace (Legal requirements,2018). They need to adhere to the followinglegislations established by government.Equal employment opportunity act(1964)This act primarily constitutes the commitment to offer equal & similar opportunities toeach and every individual who are directly or indirectly involved in the process of employmentor are the part of company. Under this legislation, neither manager nor employer are allowed toattract or hire the applicants based on sex, colour, age etc and an equal opportunity would begiven to every candidate irrespective of the above attributes (Carbery and Cross, 2015).Moreover, discrimination of the candidates regarding job applications, referrals, advertising bythe employer or other personnel of the company related to employment process would beregarded as illegal. TESCO while attracting the talent, adhere to this law and provide similar2
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