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Resource and Talent Planning - Labour Requirements

   

Added on  2021-02-21

21 Pages6670 Words32 Views
Resource and TalentPlanning

Table of ContentsINTRODUCTION ..........................................................................................................................2PART 1............................................................................................................................................2Types of Labour Requirements .............................................................................................3Different Types of Legislation...............................................................................................4Analysis of skills requirement................................................................................................6Comparison of skills with other organisation.........................................................................7Conclusion and Recommendations........................................................................................8PART 2............................................................................................................................................9Recruitment and selection process flowchart.........................................................................9Recruitment and selection process flowchart.........................................................................9Job analysis...........................................................................................................................10Creating Job Description......................................................................................................10Producing person specification for each job........................................................................12Methods of Requirement and Selection...............................................................................15Recommendation..................................................................................................................16PART 3..........................................................................................................................................17Stages of Human Resource Life cycle..................................................................................17Integration of HR life cycle with HR strategy .....................................................................18CONCLUSION .............................................................................................................................18REFERENCES .............................................................................................................................191

INTRODUCTION Resource and talent planning is a crucial function which primarily focus on propercoordination from recruitment team and several other business related aspects through whichforecasting of networking, selection is critically done. This function ensures that an organisationis significantly able to identify and attract new talent from the potential market in order canbusiness objectives effectively (Alhajjar and et.al., 2017). However, through this a business isable to create competitive advantage. For businesses it is very essential to develop several skillsfor its labour which will critically help in motivating as several as enhancing their overallproductivity. Therefore, implementation of proper business strategy is must so that labour trendsshall be maintained effectively. This report is based on Tesco which British multinationalorganisation. The respective company provides groceries and general merchandise services inseveral parts. Tesco was founded by Jack Cohen in 1919. The outcome of the repost coversseveral aspects through which proper resource as well as talent planning is significantly done.Proper analysation of labour market shall be identified through which workforce planning aswell as talent management within an organisation is influenced. An accurate specification withregard to different types of legislation shall also be considered. Furthermore, analysis withregard to current and anticipated skills requirement shall be done in order identify how currenttrends can influence organisation. It will also include job description as well as personspecification so that appropriate talent available in the potential market can be hired. Evaluationwith regard to various stages of HR life cycle shall be done. Lastly consideration with regard toorganisational HR strategy will be made. PART 1Overview of TescoTesco Plc is a British multinational retail organisation which tends to provide groceries aswell as general merchandise services. The respective organisation was founded by Jack Cohen inthe year 1919. It is the third largest retail organisation of world by means of gross revenue. Tescohave around 6800 shops and employees around 450000 employees (Bhanugopan and et.al.,2016). 2

Types of Labour Requirements Every business organisation effectively requires different types of labour based on thetype of work which an organisation tends to perform. However, labour within an organisation areprimarily responsible for carrying the allocated task with full efficiency so that businessobjective can be accomplished (Carbery and Cross, 2015). With respect to Tesco, there aredifferent types of labour who are potentially required to carry various task depending upon thedepartment for which they are selected. However different type of labour requirement withregard to Tesco are mentioned below:Semi-skilled Labour: Semi-skilled labour requires proper amount of training as well asskills so as to perform the allocated task with full efficiency. However, this type ofemployees plays a very important role within organisation. With reference to Tesco semi-skilled labour is required for manufacturing unit. Unskilled Labour: Unskilled labour refers to workers who generally do not require anykind of training or special experience. Workforce requires minimum skill set andfurthermore unskilled labour consists of people with high school qualification or maybeless. With regard to Tesco, unskilled labour is required to carry basic day to dayactivities. Contract Labour: Herein labour within an organisation are hired on contract basis inorder to effectively carry out a particular task. Employees are usually paid on commissionbasis and no further benefit are provided to them. In context to Tesco, employees Wage Employees: These are employees who are paid wages in accordance to the kind oftask which their perform within organisation. Management of such employees lies in thehands of supervisor. Specified knowledge as well as skills are essentially required toperform allocated task (Chitranshi, 2015). Proper training as well as development isnecessary for such employees so that they can perform that allocated task accurately.With regard to Tesco, wage rate employees are hired to carry specific tasks with fullefficiency so that desired business objective can be accomplished. Analysation of Current Labour Market TrendsIn today's competitive labour market dynamics have shown changes to a great extent dueto which overall business productivity is negatively hampered. However, it is very essential forbusiness organisation to effectively deal and cope up with the current labour market trends so3

that overall business performance is not negatively hampered. Some of the current labour markettrends are mentioned below in details:More Opportunities, Fewer skills: Now-a-days employment seekers have severaldifferent types of opportunities for work this is essentially because labour market havebecome very talent oriented (Current Trends In The Labor Market, 2019). Appointmentof candidates is currently based on skills rather than on the quality which an individualinherit. However, with increase in innovation and technological advancement, skillsrequirement have being increased. Technology advancement includes artificialintelligence, robotic automation, and several other similar aspects. Ageing Population: Most of the developing countries are eventually witnessing aprogressive drop in overall working population. This current labour tend is essentiallyobserved due to fast ageing population. Furthermore, such trends critically causesrecruitment problem (Church and et.al., 2011). Migration is currently being appreciatedin several developing Data: The current medium of operation of several companies states at there are highpossibility of databases proliferation. This is essentially because most of the data as wellas information is usually accessible from several different locations. Furthermore,hackers and other criminals can essentially take advantage. Therefore, it has becomevery crucial to have a proper as well as through check on prospective employees beforehiring. Industry 4.0: With enhancement in globalization within UK market, the need forcomputerised jobs has increased to next level. Furthermore, a drastic reduction in retailstores has also being witnessed due to the growth oh e-commerce business organisation.However, future trends of labour market would also be impacted due to this factor. Different Types of LegislationIn order to effective carry out business related activities with full efficiency there areseveral types of employment legislation which an organisation needs to adopt in order to protectthe rights of employees (Daneshfard and et.al., 2016). While implementing several newstrategies and policies within business each and every aspect of employment legislation shallbe kept in mind. Employment legislation are critically implemented by government of the4

country where business activities are carried out. Following are some of the employmentlegislation which Tesco needs to follow while carrying out business related activities: Employment Rights Act: This act came into force from 1996 by the government ofUnited Kingdom. Prime objective of this act is to make sure that each and everyemployee are aware about the rights which are entitled to them. Some of the commonrights includes paternal leave, dismissal and many others (Elsevier and Liu, 2019). Withregard to Tesco it is the prime responsibility of human resource management to makesure that each and every employee shall be aware about their rights and equality withinrespective organisation shall be witnessed.Health and Safety Act: Health and Safety Act was enacted in 1974. This is an importantact which is essentially required by an organisation to keep in mind while adopted newbusiness policies and strategies effectively. The provision of this act is to protect differenttypes of healthy and safety services to its employees. Implementation of this actessentially helps in motivating overall potential of employees so that they can performattained task accurately. Tesco have implemented several health and safety measuresthrough which employees at Tesco fell motivated. Equality Act: Equality Act came into existence from 2010. The provision of this act isbased on the aspect that each and every employee within an organisation shall be treatedwith equality and no discrimination on the basis of age, gender, caste and religion shallbe made. This act critically helps in providing employees rights within organisation.Tesco have implemented several policies keeping in mind the guidelines introduced bygovernment of UK under this act. Family Medical Leave Act: The Family Medical leave act was enacted in the year 1993.The main focus of this act is to effectively provide minimum amount of leaves tocompany's potentially employees through employee retention as well as job satisfactioncan be witnessed. However, this acts states the employees shall be provided with 12weeks of unpaid leaves within the duration of twelve months. The major acceptablereason for such leave many be serious illness of spouse or parents, birth of child and anyother which shall be specific in nature. The Fair Labour Standards: This act came into force from 1938. The prime objectiveof this act is to effectively focus on minimum amount of funds which employees can get.5

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