Resourcing and Talent Planning: Assignment
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Added on 2021-02-20
Resourcing and Talent Planning: Assignment
Added on 2021-02-20
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RESOURCE AND TALENTPLANNING
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1MAIN BODY...................................................................................................................................1PART 1............................................................................................................................................1Overview of the organization and types of labour requirements ................................................1Current labour market trends and factors impacting it................................................................2Various legal requirements that organisation should consider during workforce planning........3Current as well as anticipated skills required by the organization...............................................4PART 2............................................................................................................................................5Job description with person specification....................................................................................5Selection and recruitment methods for workforce planning........................................................6PART 3............................................................................................................................................8HR life cycle stages.....................................................................................................................8Evaluation of the stages in organizational context......................................................................9CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12
INTRODUCTIONResource & talent planning is primarily a crucial function which mainly involvescollaboration with the recruitment team as well as business in different aspects such asassessment on prediction of particular resources, selection of appropriate hiring channels andmanaging the talent pool with respect to future recruitment.TESCO is a renowned multinational grocery as well as merchandise retailer which isbeing established by Jack Cohen in 1919 and placed in London, UK. It mainly incorporatessuperstores, petrol stations, metro, banks etc. This report gives a brief about assessmentworkforce planning and talent management influenced by current market trends, various legalrequirements that organisation should consider during workforce planning, current as well asanticipated skills required by the organization, Job description with person specification,selection and recruitment methods for workforce planning, HR life cycle stages and evaluation ofthe stages in organizational context.MAIN BODYPART 1Overview of the organization and types of labour requirements TESCO is a renowned multinational grocery as well as merchandise retailer which isbeing established by Jack Cohen in 1919 and placed in London, UK. It mainly incorporatessuperstores, petrol stations, metro, banks etc. There are more than 25000 stores of TESCO in UKand they deals in every type of business ranging from convenience stores to hypermarkets. There are different types of labour requirements which the TESCO addresses. These can becategorized as Skilled labour- They are the one where organization hires the staff and labour by analysing theirskills and knowledge. Requirement of skilled labour comes when the organization hires the stafffor some technical or supervisory jobs which needs high level of knowledge. Semi-skilled labour- These are the people who generally requires some training and aregenerally hired when the company comes across requirement in particular sector for examplemanufacturing. They are not highly qualified and skilled and hence undergoes some training andeducation.Slave labour- These are the individuals who are generally pressurized to perform for theorganization. These basically does not have any knowledge and comes under unskilled labour. It1
is considered as illegal and the company hires when they require personnels to work under heavymachineries and equipments. Usually children comprises this where they are forced to dela withheavy machineries and work with injurious apparatus. Current labour market trends and factors impacting itTalent management is basically the well structured procedure of recognizing the positionswhich is vacant, recruiting the most suitable candidate and thus developing the knowledge andskills of them in order to retain them for attaining long term goals (Abedini and et.al., 2017). Oncontrary to this, Workforce planning is to make sure that the company has current as well asfuture access of human capital which is required to operate effectively. There are various factors which has a direct influence on the current market trends oflabour. These factors include demographic factors, economical factors and situation of a country,legal legislation etc. The unstable demographic proportion has always influenced the HRdepartment in a great way. Ageing people are generally apparent across the world as more peoplenow lives healthier life which has somehow shifted the concentration on older people in thecompany. This will impact the HR department as they would have to manage everything whetherit is recruitment, training or occupational health along with employee benefits. Besides this, theincreasing globalization in UK has led to the migration of more employable population thusraised the cultural diversity. This has eventually influenced the composition as well as size ofrecruitment pool within UK organizations and therefore recruitment policies are highly affected.Recently, UK has adopted a wide range of laws which regulates labour links and protectthe personnels from discrimination. These corresponding laws directly has influenced the HRstrategies and policies. Mostly, the laws addresses to ban discrimination based on colour, religionetc. Consequently, the top management in most of the UK companies has been under pressurewhile hiring and selecting the new personnels during recruitment.The economic condition of a country is usually dependent on the unemployment level.The rate and level of unemployment in UK has increased to 4.3% as reported in 2017 which hasresulted in shortage of qualified employees. This factor has hindered the talent resourcingprocess in most of the companies of UK and has weaken its the labour market ( HormozganMedical Journal 2017). The HR managers finds it difficult to hire the skilled employees as thequalifications of labour force available does not complement the market demands. This has, inturn resulted in high structural unemployment along with decreased professional mobility which2
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