(PDF) Resource and Talent Planning
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Added on 2020-12-29
(PDF) Resource and Talent Planning
Added on 2020-12-29
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RESOURCE ANDTALENT PLANNING
Table of ContentsINTRODUCTION...........................................................................................................................1Task 1...............................................................................................................................................1P1 Identification of current labour market trends that impacts workforce planning and talentmanagement................................................................................................................................1P2 Analyse various legal requirements a company must considered while workforce planning.....................................................................................................................................................3P3 Current and anticipated skill requirement for a range of organisational example.................5Task 3...............................................................................................................................................7P4 Appropriate instance of person specification and job description for effective recruitment& selection..................................................................................................................................7P5 Various recruitment and selection method for efficient talent resource and planning..........8Task 4.............................................................................................................................................10P6 Stages of human resource life cycle applicable to HR context............................................10P7 Stages of HR life cycle integrated with organisational HR strategy...................................11CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................13.......................................................................................................................................................14
INTRODUCTIONResource and talent planning is an important function which includes coordinationamong businesses and recruitment teams. It incorporates aspects like selection and networking ofhiring channels, maintenance of talent pool, forecast of needed resources and other factors forfuture recruitments (Briscoe, Tarique and Schuler, 2012). These planning ensures that companywill be able to attract needed talent so that competitive advantage can be gained against rivalcompanies. This assignment is based on Argos which is a Britain based retailer successfullyoperating in Ireland and UK. Company is a subsidiary of Sainsbury's and headquartered inBuckinghamshire, England. This report covers current labour market trends which impactsworkforce planning and talent management. Also, different legal aspects are discussed whichneeds to be considered while workforce planning. Beside this, skills requirements, jobdescription 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 1P1 Identification of current labour market trends that impacts workforce planning and talentmanagementHR strategy is a long term plan which focuses on workforce development and planning inaccordance with forward thinking perspective. These strategies emphasize on the alignment ofcompany's workforce requirement with qualification of employees. These Strategic HRmanagement train and develop employees so that company can achieve desirable growth alongwith competitive advantage against rival companies. These HR strategies are needed becausethey addresses those systematic issues which are inevitable for any workplace. Also, thesestrategies are beneficial in those businesses where changes and advancements takes place onrapid 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 canbe achieved desirably (Armstrong and Taylor, 2014). It is an effective business strategy whichcan supports Argos in retaining their most skilled and talented workforce.Workforce planning is a HR strategy which is used by employer of an organisation suchas Argos to fulfil requirements of labour and deploy employee's most effectively by usingadvanced HR technology. 1
Link of systematic approach to talent resourcing and strategic HRM:Systematic approach of HRM is a set of functions to simplify the complexity faced whilemanaging human resources. Systematic approach benefits Argos in transforming workforce intoproductive human resources. As per this approach a proper system is followed while talentresourcing such as formation of job description, developmental opportunities, performanceassessments 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 besystematic then employees will deliver their best performance which will benefits Argos inachieving 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 therecruiters compete hard to recruit best employee and workers compete for desired jobs. Globaland 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 andage. Trends in demography posses a direct impact on labour market due to aspects like labourdemand, labour productivity and labour supply. It is noted that if demographics of UK is ageingand population rate is reduced due to which labour market is getting negatively impacted asoutput will also reduced. Due to this, it will be difficult for HR department of Argos to hireskilled and capable employees which will be capabpe to perform efficiently. This is because ofincreased number of retirements as older workforce can work efficiently. 2
Economic composition influencing HR processes: Companies while operating in a market faces economical issues which emerges due tolong transition period. Because of these changes, these economic changes have a considerableimpact on the HR processes. Declining in manufacturing jobs and trade union is faced. Overalleconomic development is not appreciable but results in new job opportunities which influencerole of HR in Argos. If economic composition of company is stable then it will be beneficial forcompany to hire more workforce. If company is facing problem due to economic instability, itwill be difficult for company to hire more employees due to which work productivity ofcompany will get impacted. To increase revenue, HR manager need to train and motivateworkforce properly. HR processes and political composition of population & social trends: In accordance with latest labour market trends demand for transparency in companies andgovernment has enhanced. Regional power of UK is dispersing at fast pace due to which gapamong rich and poor is narrowing. Also, power of non-governmental agencies like World Bankis increasing due to which it become easy for company like Argos to perform businessoperations. Due to social trends internal and international migration have enhanced. People arebecoming more connective and women have achieve great power. Due to urbanisation andaccelerated pace of life, demands of customers have enhanced to a high rate (Glenn, 2012). Ifpopulation will be large, then it will be easier for HR department to recruit desirable candidateout of large applicant pool. In case of population will be low, company needs to hire formlimited people due to which overall efficiency of Argos will get impacted. To satisfy them, HRmanager of Argos needs to implement proper HR strategies which will results in recruitment ofcapable employees which can perform well in changing situations also. P2 Analyse various legal requirements a company must considered while workforce planningHR manager in Argos needs to use trend analysis in order to gather data and informationwhich can considerably impact future growth of company. This analysis will benefits themanager in understanding trends and changes for formulating an effective strategy. This willallow the company to cater changing demands and needs of market desirably. It is vital forbusinesses to analyse past outcomes so that futuristic problems can be encountered properly.3
There are different legal requirements which Argos needs to follow for appropriate workforceplanning 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 womenfor equal work. HR manager in Argos needs to treat every employee of company equallyand should provide them salaries according to their work. This will creates a positivework environment within company which will results in achievement of organisationalgoals and objectives.Occupational health and safety act, 2000: This act was implemented to secure thehealth of employees form hazardous and risky work. Manager in Argos needs to adoptthis legislation in order to ensure that threats and risks associated with work should beassessed, controlled, identified and eliminated appropriately. In case if company willavoid this act, they must have to pay high penalties and fines to the government andcompensation to victim employee. This can tarnish the image of company within marketdue to which revenues will reduce (Guerci and Solari, 2012). Following this act will helpin planning workforce appropriately which will benefits in achieving organisationalgoals. Employment Rights Act, 1996: This law was passed by UK government in order toprotect the right of workers from redundancy, unfair dismissal, without notifiedtermination etc. HR manager in Argos needs to follow this act in an appropriate mannerso that no unethical activity can take place with any worker while working withincompany. This act specifies that a company needs to be loyal with its workforce so thatobjectives can be achieved in a unified manner. Analysis of labour demand and supply forecastingWorkforce planning is related with managing present and future staffing needs so thatbusiness goals can be achieved strategically. Along with this, it addresses matters which areconcerned with supply of labour. This will helps in acknowledging if required candidates areavailable or not. The main motive behind this is to create a right balance among labour supplyand demand, this will results in hiring right individual fro right job. Labour demand forecastingis an important aspect for Argos as no company wishes to hire unskilled and incapable4
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