Resource and Talent Planning

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 organisation must consider during workforce
planning.......................................................................................................................................2
ACTIVITY 2...................................................................................................................................3
P3. Current and anticipated skills needs based on current labour market trends and legal
requirements................................................................................................................................3
ACTIVITY 3...................................................................................................................................5
P4. Job description and person specification documents for effective recruitment and selection
.....................................................................................................................................................5
P5. Different recruitment and selection methods for effective talent resourcing and planning. .7
ACTIVITY 4...................................................................................................................................8
P6. Assessing application of stages of HR life-cycle to specific HR contexts............................8
P7. The way stages of HR life-cycle are integrated within organizational HR strategy...........10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
In today’s era, resourcing and talent planning are considered to be one of the essential
management practices. These play a significant role in providing HR professionals and their
organisations with benchmarking data in against the costs related to recruitment and selection,
rate of employee turnover, etc. (Taylor, 2018). Present study is based on Argos Ltd. as per the
given scenario which is a British Catalogue retailer based in the UK and Ireland. Here, with
reference to the selected firm, discussion will be made on analysing the labour market trends
with appropriate legal requirements that influence workforce planning. Also, there will be study
on anticipated skills requirements in different HR contexts. Further, appropriate documents and
processes which contribute to effective recruitment and selection will be applied along with
assessing the way to manage HR lifecycle with organisational HR strategy.
ACTIVITY 1
P1. Current labour market trends that influence talent management and workforce planning
HR strategy – It can be termed as a long term plan which is made with an aim to attain the set
objectives of organisation related to human resources, their development and human capital
management.
Talent and talent management – Talent refers to the skills, competencies and potential of people
working in a firm with high performance and moving the organisation up in managerial
positions. Talent management is a practice performed by HR department to anticipate the
required human capital for an organisation that helps in planning of meeting the future needs
related to attracting, identifying, developing, engaging, retaining and deploying of suitable
candidates (Siddiqui, 2018).
Workforce planning – It can be referred as a continuous process that helps in aligning of needs
and priorities of firm in relation with the workforce required to ensure that all legislative,
regulatory and organisational goals will be met.
Labour market trends
Demographics – In the present scenario, there is shift in trends like reduction in the birth rates as
well as in ageing which shows that number of labour across the world are decreasing and so as in
UK too. Thus, Argos might have to face the situation of shortage of labour. Thus, for them, to
1

think differently about talent sourcing is required through forcing employers and policymakers
(Prising, 2016).
Changing economic situation – This labour market trend refers that if in the UK, economy is
sound, companies like Argos will be able to offer attractive pays to the workforce and so,
retaining them will become easy. However, if economic condition gets disturbed due to any
factor, company might have to pay less to even skilled workforce also due to decreased flow of
money in the market. This may lead firm to face high rate of employee turnover and thus, talent
management and workforce planning will get directly influenced through same (Walford-Wright
and Scott-Jackson, 2018). Presently, European economy is growing at a very fast rate which is
helping the labour to gain high employment opportunities and so, Argos can easily take
advantage of that and in advance, it can prepare pool of talent for the future.
Social trends – In the UK, social situation is getting improved to a high extent and so, there is a
positive labour trend. The level of employment in this nation has reached to new record as in
2017, more than three and a half million people were employed. However, the present labour
market trend is that number of working hours of per person employed has increased with rising
disposable income and reduction in the level of poverty. With technological change, growth of
firms and number of jobs have increased as in Europe, there are people equipped with better
education and so, it helps in talent management of Argos (Sparrow, 2018). Thus, workforce
planning gets highly influenced as with better people in terms of skills, knowledge and
competencies, company can hire best suitable candidates for their vacant positions.
P2. Different types of legal requirements organisation must consider during workforce planning
HR legislation constraints and requirements
In any firm operating in the UK like Argos Ltd., to comply with employment laws in a
fair manner is highly important to save itself against any kind of penalty or obligation from the
side of regulatory authorities of nation. There are different legal requirements that Argos have to
consider at the time of workforce planning. Some of the HR legislation constraints and
requirements in Argos are discussed as below:
Anti-Discrimination Act 1991 – The anti-discrimination act refers that any organisation
and so as Argos cannot discriminate its working people on the basis of their colour, religion,
race, sex or national origin and need to consider them equally. Therefore, at the time of
workforce planning, company needs to consider people of all nations equally and they cannot
2