Resource and Talent Planning

This report examines the importance of resource and talent planning in the context of Argos, a British retailer. It analyzes current labor market trends, legal requirements, skill requirements, recruitment and selection methods, and the stages of the human resource life cycle. The report also analyzes how these elements can be integrated with organizational HR strategy to achieve business objectives.

RESOURCE AND
TALENT PLANNING

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
P1 Identification of current labour market trends that impacts workforce planning and talent
management................................................................................................................................1
P2 Analyse various legal requirements a company must considered while workforce planning
.....................................................................................................................................................3
P3 Current and anticipated skill requirement for a range of organisational example.................5
Task 3...............................................................................................................................................7
P4 Appropriate instance of person specification and job description for effective recruitment
& selection..................................................................................................................................7
P5 Various recruitment and selection method for efficient talent resource and planning..........8
Task 4.............................................................................................................................................10
P6 Stages of human resource life cycle applicable to HR context............................................10
P7 Stages of HR life cycle integrated with organisational HR strategy...................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13
.......................................................................................................................................................14

INTRODUCTION
Resource and talent planning is an important function which includes coordination
among businesses and recruitment teams. It incorporates aspects like selection and networking of
hiring channels, maintenance of talent pool, forecast of needed resources and other factors for
future recruitments (Briscoe, Tarique and Schuler, 2012). These planning ensures that company
will be able to attract needed talent so that competitive advantage can be gained against rival
companies. This assignment is based on Argos which is a Britain based retailer successfully
operating in Ireland and UK. Company is a subsidiary of Sainsbury's and headquartered in
Buckinghamshire, England. This report covers current labour market trends which impacts
workforce planning and talent management. Also, different legal aspects are discussed which
needs to be considered while workforce planning. Beside this, skills requirements, job
description and person specification is mentioned for selection & recruitment purpose. At last,
HR life cycle is discussed along with its integration with HR strategy of an organisation.
Task 1
P1 Identification of current labour market trends that impacts workforce planning and talent
management
HR strategy is a long term plan which focuses on workforce development and planning in
accordance with forward thinking perspective. These strategies emphasize on the alignment of
company's workforce requirement with qualification of employees. These Strategic HR
management train and develop employees so that company can achieve desirable growth along
with competitive advantage against rival companies. These HR strategies are needed because
they addresses those systematic issues which are inevitable for any workplace. Also, these
strategies are beneficial in those businesses where changes and advancements takes place on
rapid rate. Talent management is specified as the commitment of a company to hire, select,
retain, develop and train the most capable and efficient workers so that organisational goals can
be achieved desirably (Armstrong and Taylor, 2014). It is an effective business strategy which
can supports Argos in retaining their most skilled and talented workforce.
Workforce planning is a HR strategy which is used by employer of an organisation such
as Argos to fulfil requirements of labour and deploy employee's most effectively by using
advanced HR technology.
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Link of systematic approach to talent resourcing and strategic HRM:
Systematic approach of HRM is a set of functions to simplify the complexity faced while
managing human resources. Systematic approach benefits Argos in transforming workforce into
productive human resources. As per this approach a proper system is followed while talent
resourcing such as formation of job description, developmental opportunities, performance
assessments and effective selection processes. This assists in finding right candidate for right job.
Strategic HRM involves payroll, discipline, recruitment, training etc. if these things will be
systematic then employees will deliver their best performance which will benefits Argos in
achieving their organisational goals appropriately.
Analysing labour market trends is a way to design efficient policies for job creation.
Labour market is a region where employers and workers interact with one another. Here the
recruiters compete hard to recruit best employee and workers compete for desired jobs. Global
and regional job rates estimate these trends (Cooke, Saini and Wang, 2014).
Demographics influencing HR processes:
Demographics is defied as the study of specific population on the basis of race, sex and
age. Trends in demography posses a direct impact on labour market due to aspects like labour
demand, labour productivity and labour supply. It is noted that if demographics of UK is ageing
and population rate is reduced due to which labour market is getting negatively impacted as
output will also reduced. Due to this, it will be difficult for HR department of Argos to hire
skilled and capable employees which will be capabpe to perform efficiently. This is because of
increased number of retirements as older workforce can work efficiently.
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Economic composition influencing HR processes:
Companies while operating in a market faces economical issues which emerges due to
long transition period. Because of these changes, these economic changes have a considerable
impact on the HR processes. Declining in manufacturing jobs and trade union is faced. Overall
economic development is not appreciable but results in new job opportunities which influence
role of HR in Argos. If economic composition of company is stable then it will be beneficial for
company to hire more workforce. If company is facing problem due to economic instability, it
will be difficult for company to hire more employees due to which work productivity of
company will get impacted. To increase revenue, HR manager need to train and motivate
workforce properly.
HR processes and political composition of population & social trends:
In accordance with latest labour market trends demand for transparency in companies and
government has enhanced. Regional power of UK is dispersing at fast pace due to which gap
among rich and poor is narrowing. Also, power of non-governmental agencies like World Bank
is increasing due to which it become easy for company like Argos to perform business
operations. Due to social trends internal and international migration have enhanced. People are
becoming more connective and women have achieve great power. Due to urbanisation and
accelerated pace of life, demands of customers have enhanced to a high rate (Glenn, 2012). If
population will be large, then it will be easier for HR department to recruit desirable candidate
out of large applicant pool. In case of population will be low, company needs to hire form
limited people due to which overall efficiency of Argos will get impacted. To satisfy them, HR
manager of Argos needs to implement proper HR strategies which will results in recruitment of
capable employees which can perform well in changing situations also.
P2 Analyse various legal requirements a company must considered while workforce planning
HR manager in Argos needs to use trend analysis in order to gather data and information
which can considerably impact future growth of company. This analysis will benefits the
manager in understanding trends and changes for formulating an effective strategy. This will
allow the company to cater changing demands and needs of market desirably. It is vital for
businesses to analyse past outcomes so that futuristic problems can be encountered properly.
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There are different legal requirements which Argos needs to follow for appropriate workforce
planning which are mentioned below:
 Equality Act, 2010: This law have replaced the previously implemented anti-
discrimination law. This act give equal rights and same opportunities to men and women
for equal work. HR manager in Argos needs to treat every employee of company equally
and should provide them salaries according to their work. This will creates a positive
work environment within company which will results in achievement of organisational
goals and objectives.
 Occupational health and safety act, 2000: This act was implemented to secure the
health of employees form hazardous and risky work. Manager in Argos needs to adopt
this legislation in order to ensure that threats and risks associated with work should be
assessed, controlled, identified and eliminated appropriately. In case if company will
avoid this act, they must have to pay high penalties and fines to the government and
compensation to victim employee. This can tarnish the image of company within market
due to which revenues will reduce (Guerci and Solari, 2012). Following this act will help
in planning workforce appropriately which will benefits in achieving organisational
goals.
 Employment Rights Act, 1996: This law was passed by UK government in order to
protect the right of workers from redundancy, unfair dismissal, without notified
termination etc. HR manager in Argos needs to follow this act in an appropriate manner
so that no unethical activity can take place with any worker while working within
company. This act specifies that a company needs to be loyal with its workforce so that
objectives can be achieved in a unified manner.
Analysis of labour demand and supply forecasting
Workforce planning is related with managing present and future staffing needs so that
business goals can be achieved strategically. Along with this, it addresses matters which are
concerned with supply of labour. This will helps in acknowledging if required candidates are
available or not. The main motive behind this is to create a right balance among labour supply
and demand, this will results in hiring right individual fro right job. Labour demand forecasting
is an important aspect for Argos as no company wishes to hire unskilled and incapable
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employees (Church, 2014). Also, this forecasting will benefit Argos in reducing gaps in
employee pool due to which profitability, productivity and performance will not get impacted.
Contemporary HR issues
HR manager of a company faces different issues associated with workforce planning.
These kind of issues highly concerns legislations impacting workplace, technology and diverse
workforces. Some of the contemporary issues which can be faced by Argos during human
resource management are Green HRM, chronic health issues, workers compensation and
benefits, career management etc. This kind of issues can acts as a barrier in success of the
company. These issues needs to be resolved appropriately so that Argos can attain its desired
goals without facing complexity.
Human and social capital: Human capital involves attributes, skills and knowledge of
an employees. For Argos, investing in human capital results in providing economic returns,
enhanced earning and employment rates. Social capital incorporates values, norms,
understanding and networks which facilitate coordination among groups. This will benefit Argos
in sustaining a coordinated working atmosphere within company (Longenecker and Fink, 2013).
Task 2
P3 Current and anticipated skill requirement for a range of organisational example
Job analysis is defined as the procedure to determine and identify the duties &
requirements of job in detail. In this process judgements are carried out about job through the
gathered data. Job analysis carried out by an individual will benefits in collecting and analysing
information about human requirement of jobs.
Methods of job analysis: There are different methods for job analysis which can be adopted by
Argos. Main methods are mentioned below:
 Observation method: It is the duty of job analysts to observes a worker and its
performance in an appropriate manner. HR manager of Argos can perform job analysis
by three techniques which are critical incident technique, work method analysis and
direct observation.
 Questionnaire method: Here a questionnaire is given to employees form their manager
and seniors so that their opinions can be gathered. But this method faces personal biasses.
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 Interview method: In this method, HR personnel of Argos will interview employees so
that issues faced by them, their working style, expectations and insecurities regarding
career can be acknowledged properly.
If these methods will not be performed appropriately by HR manager of Argos then it
will results in capital, time and efforts wastage (Meyers, Van Woerkom and Dries, 2013).
Method of data and information collection: Basically there are two methods of data collection
i.e. primary and secondary method. These methods are specified below:
 Primary method: In this method, raw data is gathered which have not been published or
used before. This method helps in providing first hand information regarding employees.
It involves direct personal investigation, indirect interview, schedules and mailed
questionnaire etc.
 Secondary method: In this method, HR manager collects information from other sources
which are used before. Information can be collected through data in computers, feedbacks
or through files which contains information regarding employees.
Job design
It is a core function associated with HRM. It is related with method, content and relation
of jobs in hope to fulfil organisational requirements. This will help Argos in eliminating job
dissatisfaction.
Succession planning to identify skills and abilities of employees
These planning will assist the company in analysing and developing the skills of
employees so that they will work desirably even in complex and changing situations. Those
workers in Argos which are not adding value to company will be replaced with efficient and
capable employees.
To manage business operations appropriately, it is essential for HR manager in Argos to
have certain skills and capabilities which will assists in talent management and workforce
planning (Nickson, 2013). There are some skills which are required by a manager while working
in an organisation. These skills are common for every organisation. If HR manager of different
organisation will not adopt these skills, then it will became difficult for company to manage its
operations in an profitable manner. In this respect, some skills are mentioned which are essential
for HR managers in organisations like Agros, Ensoft must have. This will help them in
performing their work in an desirable manner. Some of these skills are stated below:
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Current skills:
 Project management: It is a vital skill which HR manager in Argos posses due to which
all the required tasks are accomplished in an effective manner. A project can either be
concerned with department, internal process or client focused. As business organisation
in UK are facing shortage of labour within market, project management will allow the
firm to use human resources optimally. This will results in accomplishing tasks in an
efficient way. If manager of company is not capable to manage projects appropriately
then it can results in project failure. This will leads to losses in revenues. HR manager in
Ensolf is also required to adopt project management skills so that all the projects and
work associated with Ensoft company will be accomplished in a timely and appropriate
manner.
 Interaction and communication: Another skill which HR manager of Argos posses is
strong communication and interaction skills. These skills consists of appropriate
listening, verbal and written skills. According to labour trends, employee prefer to switch
from one firm to another as they are in more demand, proper interaction will make them
more comfortable within firm. If manager does not have these skills then employees in
Argos will not be able to share their problems which will results in reduced worker
retention. These skills will benefits the HR manager in Ensoft to pass every information
and data form top level to bottom level in a desired manner due to which tasks will be
accomplished in an organised manner.
 Overall management skill: This is the most crucial skill which the HR manager of
Agros possess. As this skills consist of overall management and control of all the
activities that are being carried out in an organisation so as to maximise the profitability
margin ratio. This skill of HR manager helps in effective and optimum management of
an organisation resources, capital technology. These management skills will also benefits
Ensoft company in performing work related activities in a profitable manner.
Anticipated skills:
 Future planning: With this skill, HR manager in Argos can implement right strategies
which will helps in achieving better outcomes in future. Developing these skill will help
manager of company to perform their work and tasks with topmost efficiency. If planning
is appropriate, then manager in Argos will be able to perform work according to changing
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trends in an organised way. These skills will benefits the HR manager in Ensoft to
formulate and implement those strategies which will give long term benefits to the
company by attaining organisational goals and targets.
 Change management: These skills are very important so that Argos can easily adopt
new trends and changes in market. As employees prefer to work in healthy work
environment, it is vital for HR manager to be flexible enough so that demanded changes
can be adopted without facing any complexity (Nilsson and Ellström, 2012). Change
management will benefits Ensoft company in incorporating required improvements in
their management process so that a healthy working environment can be sustained within
workplace.
 Effective leadership skill: This is the another essential and anticipated skill which the
HR manager of Argos must possess as good and effective leadership will help each
employees to develop there personal skills ans knowledge at wider level. IN addition to
this it will help in rendering proper guidance to each employees so that each workers can
come up with best outcome for an organisation in the form of increase the efficiency
productivity and profitability margin level. This skill will benefits the HR manager in
Ensoft in leading and directing workforce in a proper manner. Due to which different
tasks will be performed in an efficient manner.
Task 3
P4 Appropriate instance of person specification and job description for effective recruitment &
selection
Person specification: It is a written document which include needed qualifications,
knowledge and skills along with duties of vacant position.
PERSON SPECIFICATION
Organisation: Argos Pvt Limited
Job Title: HR assistant manager
Qualification: MBA/PGDM in Human Resources
Necessary Criteria:
 knowledge regarding management of tools and techniques.
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 Ability to handle worker relations effectively.
 Capable to coordinate with other important functions.
 Able to manage pressure and stress of work effectively.
Desired criteria:
 2+ years experience in management.
 Appropriate interacting and communicating skills.
 Attractive personality with good speaking skills.
Argos does job advertisement through LinkedIn app by specifying its Job description: It is
a document which involves roles related to Job position. In this, the information needed for
vacant position and other details are mentioned. Therefore HR manager of Agros Limited create
awareness about the job vacancy through LinkedIn advertisement so as to approach to large
number of applicant.
Job Description
Organisation: Argos Limited
Division: HR Department
Title of Job: HR assistant manager
Location of Job: London, United Kingdom
Summary of Job
Argos is recruiting HR assistant manager and looking for potential candidates which can assists
the HR manager in performing different daily activities. Applying candidates should have
robust knowledge regarding management and capabilities for managing HRM effectively.
Role of Job
1. Must assure that all the regulations, policies and laws are followed properly
2. Need to sustain healthy working atmosphere
3. Efficient to help HR manager in recruitment & selection process
4. Needs to organise training and orientation programs
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Interview questionnaire document for implementing recruitment and selection
method: It is defined as a list of some personal and professional questions along with some
space for required answers. Managers and panel team within a company, asks these similar
questions to different candidates while hiring them for vacant positions within company. In
respect with vacant post of Assistant HR manager, below are mentioned some questions.
Interview Questionnaire:
1. Tell me about your educational qualification. How do you think you are eligible for the post
of HR assistant manager?
2. Give a brief description regarding your experience in previous jobs?
3. Can you define a situation in which you had to manage a team to perform a specific project?
4. What are your biggest strength? How do you think it will benefit the organisation?
5. What are your weaknesses? How you are planning to improve them?
These are some questions which interviewer in Argos can ask to the applicants in order to
recruit the desired candidate. Innovation and technology management refusing innovation theory
P5 Various recruitment and selection method for efficient talent resource and planning
Different recruitment approaches which can be adopted by HR manager in Argos are mentioned
below:
 Internal recruitment: In this process existing employees are given chance to fill vacant
positions within company. It involves various informal and formal methods like written
tests, group discussion etc. due to which required talent will be identified. As employee
are already families with work, working productivity of Argos will not suffer.
Positive aspect of internal recruitment:
 It is a less expensive procedure due to which organisation don't have to face shortage of
funds while recruiting.
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 Second positive aspect is that it helps in strengthening employee engagement and helps
in crating a feeling among among employees that they are being valued by an
organisation.
Negative aspect of internal recruitment:
 It can leads to conflicts and issues among existing employees due to intense competition
for particular position.
 Second negative aspect is that it leads in creating resentment among workers and
managers as employees who are considered for a role could feel resentful if external
candidate are eventually hired.
 External recruitment: In this method, new individuals are given chance to recruit as
employees. This procedure helps in hiring new, talented and innovative workforce which
will help Argos in finding competitive advantage against rival companies. With
appropriate planning required workforce can be hired (Sparrow and Makram, 2015).
Positive aspect of external recruitment:
 It will open the firm to larger pool of applicant due to which finding desired candidate
will be easy.
 Bringing in fresh talent from outside will help business to motivate current workers to
achieve and produce more in hopes of obtaining next best promotional opportunity.
Negative aspects of external recruitment:
 It is a costly procedure and takes longer time period.
 Second negative aspect is that current employees morale will get decreased if the new
employees will be hired for the post for which the exist employees is liable.
There are various approaches through which HR manager of Argos can select suitable candidate.
Some of these are mentioned below:
 Skill tests: To perform any job a specific skill is required. These skills assists an
employee in performing work efficiently. These tests can be in typing, online or written
form. This test will helps in identifying those talented individuals which are required by
Argos to perform business operations efficiently.
Positive aspect of skill test:
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It has standard set of questions and the answers are auto-evaluated due to which a
transparency is maintained and which is considered to be the positive aspect of one of the
selection method. In addition to this it minimizes anxiety and terms to be cost effective.
Negative aspect of skill test:
Disadvantage is that this process can favours Guesstimates which is not in favour of firm.
 Panel interview: This selection method involves a team of senior officials of company
which asks different questions from the candidate. These questions are based on the job
position for which candidate has applied. This will help HR manager in Argos to hire
right talent.
Positive aspect of Panel interview:
 It helps in maintaining objectivity while selecting candidate.
 In addition to this it saves job seeker time as they eliminate the need to conduct second or
third interview.
Negative aspect of Panel interview:
 Disadvantage is that these interviews can make employees feeling more pressure and they
will feel reluctant in giving their best performance.
 In addition to this if questions are being asked at rapid rate then an applicant might get
confused which can negatively affect the workers performance.
If HR manager of Argos wishes to hire required talent. They need to formulate a proper
planning. If they will perform these methods without any planning, it will results in process
failure. This will results in loss of money, time and efforts. Hence, it is important for HR
manager in Argos to have right planning so that required talent resources can be recruited
(Stredwick, 2013).
The legal and financial aspects and implications of different recruitment and selection
methods
The legal aspect of recruitment and selection process refers to the process of hiring and
short-listing the applicant by following legal rules and norms like sex discrimination Act.
For example Argos company HR manger should take this Act into consideration and
should not discriminate the applicant on the basis of gender or marital status while recruiting the
applicant for the job.
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The financial aspect of recruitment and selection method is that at the time of hiring and
selecting the best applicant HR manager of Argos company should clear up the salary structure
which include compensation, bonus, incentives etc. so that in future there doesn't arise any
misunderstanding among the applicant and management. Thus by implementing this legal and
financial aspect company can create positive brand image in the mindset of individuals.
Methods used for assessing validity and reliability of R&S methods
Recruitment and selection policies can be effectively administered only if the HR manger
of Argos company ensure that the policy should specifically indicate who recruit and selct,
where, when and in what manner. Moreover it can also be administer by ensuring that the
selection and recruitment process is term to be user friendly and are being carried out in order to
present effectively so as to make sure that widest range if high calibre. Most important of all all
the steps and hiring and short-listing the applicant must be followed in a sequential manner as
per the policies framed by government. Thus, it will help in creating positive brand image of the
company in marketplace.
Task 4
P6 Stages of human resource life cycle applicable to HR context
HR life cycle is an efficient way to visualize the workers and their engagement within a
company. In general there are five stages associated with HR life cycle which are mentioned
below: Recruitment and selection: This is the first stage. In this stage, workers in Argos are
recruited and duty of HR personnel is to hire them. It involves aspects like collecting
resumes of applicants, organising GD and interviews and selecting skills &
knowledgeable candidate. For example, while recruiting employees, HR manager in
company needs to follow policies and regulations like Equal pay Act (1970) in which
every employee should be paid equally for equal amount of work. If company is offering
some employees more, then victim employee can file lawsuit. In Discrimination Act
(1995), no employee can be discriminated on the basis of race, caste, sex or nationality.
In some companies owner personally perform these process, in that case HR manager
plays a supportive role. In selection, out of all the candidates only talented and desirable
individuals are selected.
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Positive aspect:
Positive aspect of this stage is that company is able to hire candidate according to work
requirements.
Negative aspect aspect:
whereas negative aspect is that due to hiring of more employees, working environment
became more competitive and conflicts take place. On-boarding and Orientation : Here the requirements of employees are fulfilled. Here
the new hired employees of Argos learn capabilities, knowledge and skills form company
(parrow, Hird and Cooper, 2015). For example, New workers tries to create a good
relation with seniors & superiors whereas in On-boarding the individual is selected from
already existing workforce and required training is given to them so that they can
perform their new tasks efficiently. Laws and legislation associated with orientation and
on-boarding are Employee relation Act (2004) in which every employee working in an
organisation needs to behave ethically with other human resources otherwise they can be
terminated or suspended. Other legislation is Health and safety at work Act (1974) in
which employees are provided safety from threats and risks while performing business
activities.
Positive aspect:
Positive aspect associated with it is that a strong on-boarding process will help employees
to avoid anxieties while start working for a new job.
Negative aspect aspect:
Ineffective on-boarding can results in reduced working morale due to which workers will
not able to perform well. Career panning and Performance management: Career planning is defined as a
process in which workers of Argos will achieve organisational targets so that their
experience, skills and career will improve. For example, in performance management
performance of employees is evaluated by HR manager of Argos. This denotes stability
of employees within company (Newhall, 2015). Different legislations and laws associated
with this stage are Affordable care act (2010) where required facilities and benefits are
given to employees so that their welfare can be maintained accordingly along with
Workforce innovation and security Act etc. It is the role of HR manager to offer
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challenging responsibilities to workforce and support them in complex situations. HR
manager of company needs to give proper suggestion to employees so that their career
will reach a new height.
Positive aspect:
Advantage of performance management is that performance of employees is evaluated on
a regular basis.
Negative aspect aspect:
If performance will nit be evaluated properly can leads to wastage and mismanagement
of efforts. Succession planning: In this process HR manager in Argos decides to identify new
capabilities and talent in their workforce and offer them better opportunities. Here, the
unproductive employees are replaced with talented, capable and desired employees. This
stage benefits Argos in sustaining a robust position within marketplace. In this stage, no
legislation or law is required to be implemented.
Positive aspect:
Positive aspect with success planning is that only capable and skilled employees perform
business activities.
Negative aspect:
Negative aspect is that already working employees leaves firm and new employees take
some time to learn about organisational rules. Exit and transition: Employees which are working in Argos form a long timespan
wishes to gain new opportunities and experiences and there are some employees which
wishes to join Argos to build their career. In this case, role of HR manager is to manage
all procedure and formalities for these employees which wishes to enter and exit
company. Saving account Act where information associated with bank accounts of
employees is kept confidential so that will not get fraud by other individuals working in
same organisation. Beside this, Refund to Rainy Day saving Act will be taken into
consideration during this stage.
Positive aspect:
Positive aspect is that employees gets a chance to attain high growth in future.
Negative aspect:
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Where as negative aspect is that firm losses capable workers due to which productivity of
firm get impacted.
All these phases of life cycle are managed by HR manager of company by taking the
required help form management.
P7 Stages of HR life cycle integrated with organisational HR strategy
From above mentioned life cycle, it can be stated that to perform their duties properly,
HR manager of Argos needs to implement some strategies. Acknowledging HR life-cycle is not
sufficient to manage organisation properly. HR manager needs to execute this life cycle while
performing business operations in desired manner. HR life cycle of Argos along with HR
strategies are mentioned below:
Recruitment and selection: HR manager in Argos needs to laid appropriate emphasize
on recruitment and selection process. Effective strategies will helps in attracting desired
candidates for vacant job positions. Marketing strategy will benefit company in getting large
number of applicants for vacant position. By these strategies, the desired candidate will be
selected which will be able to perform business operations effectively. This will results in
achievement of organisational goals. Moreover, one of the legislation which must be taken into
consideration while recruitment and selection process is Minimum wage act, 1998. It means that
while recruiting and selecting candidate written contract must be done and all the factual
information must be rendered about the wage system that they are going to receive.
On boarding and Orientation This stage is related with orientation and on-boarding.
Here, the HR manager of Argos needs to initiate orientation programs for new candidates so that
they can became familiar with organisational work and procedures. It is the responsibility of HR
manager in Argos to deliver vision, mission, objective and desires of organisation to new
employees. This strategy will motivate employees to work harder. There is no legislation while
needs to be implemented during on- boarding and orientation program and efficient employee
orientation program is the ideal way to welcome a new workers to an organisation.
Performance Management: During this stage, HR manager evaluate the performance
of workers and suggest ways to improve more so that overall productivity of company will also
improve. HR manager needs to properly specify the roes and responsibilities of employees so
that they can deliver their best performance. HR manager can adopt different strategies like
providing guidelines, timely evaluation for developing knowledge of employees and keep them
16

encouraged (Longenecker and Fink, 2013). Moreover, one of the legislation which must be
taken into consideration while performance management is non- discrimination law (1975). As
per this law employers of Argos are being prohibited from discriminating based on religion, race,
colour, national, age, disability, religion, genetic information etc.
Succession Planning: Here the HR manager of Argos needs to implement effective
strategies so that employee turnover can be decreased. To achieve this, manager needs to focus
on enhancing engagement of employees. This will benefits in sustaining a positive relation
between workers and company.
Exit and Transition: As per this stage, HR manager of Argos needs to prepare a proper
data and maintain every record of employee so that no complexity takes place in case if
employee wishes to exit form job. Strategy in this stage is that, having appropriate records will
helps company in finding right candidate for that position which is going to be vacant.
To manage each stage in a desired manner, it is suggested to the manager of company
that they need to formulate a robust recruitment and selection system in which only those
candidates are passed which are skilled enough to perform in changing situations. Manager of
firm need to initiate appropriate on-boarding techniques which provide encouragement to
workers at new workplace. This will enhance the working productivity of Argos due to which
revenue and share of firm will increase.
CONCLUSION
From the above mentioned report it can be comprehended that workforce planning needs
to be done with appropriate analysis within organisation to achieve effective results. modern
labour trends are helpful for companies such as Argos for achieving desired outcomes and
objectives. Trend analysis will helps in determining the changes to satisfy market requirements.
HR managers needs to have skills like future planning skills and change management skill etc.
for maintaining positive working atmosphere. Also, different recruitment and selection methods
can be used by the Argos for recruiting desirable candidates.
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REFERENCES
Books and Journal
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Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management:
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Cooke, F. L., Saini, D. S. and Wang, J., 2014. Talent management in China and India: A
comparison of management perceptions and human resource practices. Journal of
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