Resource and Talent Planning.

PLEASE DO ALL OF THE PARTS (3 OF THEM )

Resource and Talent
Planning

Table of Contents
INTRODUCTION ..........................................................................................................................3
PART 1............................................................................................................................................4
Overview of Body Shop.........................................................................................................4
Types of Labour Requirements .............................................................................................4
Analysation of Current Labour Market Trends .....................................................................5
Different types of Legislation ................................................................................................6
Analysis of skills requirement................................................................................................6
Conclusion and Recommendations .......................................................................................8
PART 2............................................................................................................................................9
Recruitment and selection process flowchart.........................................................................9
Job analysis...........................................................................................................................11
Creating Job Description .....................................................................................................11
Producing person specification for each job .......................................................................13
Methods of Requirement and Selection...............................................................................14
Recommendation..................................................................................................................15
Stages of Human Resource Life cycle..................................................................................16
Integration of HR life cycle with HR strategy .....................................................................18
.......................................................................................................................................................18
CONCLUSION .............................................................................................................................19
REFERENCES .............................................................................................................................20

INTRODUCTION
Resource and talent planning is referred as a crucial and significant function which
involves coordination as per recruitment team and business in different aspects such as
analysation of forecast, networking and selecting appropriate hiring channel, delivering the
resources as per schedule and maintaining talent pool for recruitment in future. For the success of
a business enterprise, the people who are working in it plays an important role. It is very
important for an organisation to develop certain skills of its labour for ensuring overall
productivity of an organisation. A business entity must meet the labour trends existing in a
market.
This report is based upon Body Shop which is an UK based cosmetics company that
deals with skin care, cosmetics and fragrances at international level. This report covers
analysation of labour market trends which influence workforce planning and talent management.
It also includes various types of legal requirements which must be taken into consideration by
Body Shop while making workforce planning. Further, it includes anticipated and current skills
requirement that is based upon current labour market trends and legal requirements. Further it
includes proper examples of job description and person specification documents for an effective
recruitment and selection procedure and these methods are applied for planning and effective
talent resourcing. It also includes evaluation of various stages of HR life cycle that is applied to
particular HR contexts. At the end, it includes evaluation of the way in which these stages are
integrated within organisational HR strategy.
PART 1
Overview of Body Shop
Body Shop is a well known cosmetic organisation based on United Kingdom and
provides its products at international level in around 65 countries. This organisation deals with
fragrances, cosmetics and skin care. It has around 1000 products range which is sold in about
3000 franchise and stores. It is a trustworthy brand and provides products for both men and
women such as skin care, hair care, shower gels, make up, body butters, and so on (THE BODY
SHOP, 2019).

Types of Labour Requirements
In each organisation, there are various types of labour that are required for smooth
running and functioning of a business enterprise. All these labours are equally important for
overall functioning and running of a business in an appropriate manner. In Body Shop, there are
different types of labours that are required for its various functions and business processes. These
are elaborated as follows-
Unskilled Labour- These labours in an organisation are not skilled and do not require any
kind of specific training for accomplishing a specific tasks. These labours do not have any
specific set of skills or any kind of experience and they also do not possess high level of
qualification. They are usually employed in construction or manufacturing site and their position
usually includes of sweeper, farm worker, etc.
Semi-skilled Labour- These labours require some amount of training and skills for
performing a specific job. Their job do not require any kind of major decisions or any specific
skills set. In Body Shop, the semi-skilled workers are delivery person or a lower grade of
manufacturing profile.
Wage Employees- These labours are supervised by a boss and receive timely wages as
well as benefits. These are the skilled labour force in an organisation and they possess specific
skills, knowledge and qualification required to perform a particular job. These labours are
provided training and development in order to enhance their specific skills. In Body Shop, the
wage employees are skilled employees working in an organisation.
Contract Labour- These labours are usually hired for a particular task and a specific
period of time. The amount paid to these workers are paid as a commission and no benefits are
paid. In Body Shop, the example of contract labour are statutory labours working in an
enterprise.
Analysation of Current Labour Market Trends
Labour market dynamics have been changes to a large extent in today's world which is
making it tough for organisations to cope with these changes (Current Trend In The Labor
Market, 2019). It is very important for an organisation to cope with these changes in order to stay
in market for a long run. Some of the current labour market trends are explained and elaborated
as follows-

Ageing Population- Most of the developing countries witness a progressive drop in their
population that are working. Countries such as Japan, U.S and Germany has comparatively thin
force of labour in next 15 years. Most of the talented people from developing countries have
been hired from this procedure. The factor which is influencing this labour market trend is the
fast ageing population in a specific country. This can create a problem for recruitment in future
time period. Along with it also affects the workforce planning and talent management processes
of companies as it becomes very difficult for human resource staff of organisations to develop
effective plans for managing the workforce. This is because the appropriate data about the skilled
and experts available in the market is not present. The talent management gets affected because
most of the experts are old and the new people do not hold required expertise and skills which
are required by the company.
More Opportunities, Few Skills- Employment seekers has various opportunities for
working as the labour market has become more talented. Nowadays, skills of labour force are
more important than any other possessed qualities. Although there are various opportunities but
at the same time the talent and skills required to perform a specific job is comparatively less.
With the increase in number of technology and innovation such as artificial intelligence, internet
of things and robotic automation, the skills required to perform is low. The basic factor which
has influenced this trend is increase in number of technology and innovation.
Industry 4.0- Most of the number of jobs that are increasing are computerised jobs which
can also described as an ushering in of a dominance period for different industry. An example
can be seen as a drastic reduction in recording store sales. Such figures can be expected for
plummeting further in upcoming time. The factors that are leading to increase in this trend are
more usage of technology such as remote database access (RDA) and radio frequency
identification (RFI).
Different types of Legislation
While doing workforce planning, there are various legislation types which an enterprise
needed to take into account. An organisation is required to follow certain legal laws and acts
while implementing any kind of planning related to workforce within an organisation. These
legislation and acts are elaborated as follows-
Employment Rights Act, 1996- This act of United Kingdom is passed by conservative
government in order to make sure that employees are aware of their rights at workplace in

situations like dismissal, paternal leave, redundancy, and so on. Body Shop take care of the
rights of their employees and treat them equally in all aspects.
Health and Safety Act, 1974- The another act which an enterprise must keep in mind
while formulating any kind of changes at workplace is health and safety act. This act is based
upon the provision that employees working in an organisation must be provided with better
health and safety facilities. This act ensures that the working environment must be clean, healthy
and safe in all aspects. Body Shop provides healthy and safe working environment to its workers.
Equality Act, 2010- It is an act of United Kingdom Parliament which has a basic purpose
to consolidate, update and supplement the number of prior Regulations and Acts which helps in
forming basis for anti discrimination law of Great Britain. This act works on a provision that
employees are treated equally irrespective of their gender, age, caste, creed, and so on. This act
helps in providing a legal framework for protecting individual rights and provide equal
opportunities to all workers of an organisation. Body Shop protects its workers rights by
providing them equal and fair chances in its functioning.
Analysis of skills requirement
Body Shop is an multinational beauty and skin care organisation that deals with
fragrances, beauty and personal care. It is an UK based business organisation and one of the
trusted beauty care brand all over the world. It employees around 10,000 workers for its different
processes and functions. There are certain skills and qualifications that are required to get a
position in this organisation for various posts. The current skills that must be possessed by this
employees of this organisation are-
Communication Skills- Body Shop is a retail organisation that requires continuous
interaction with customers. For this purpose, it is mandatory for this organisation to have
excellent communication skills in order to form a healthy relationship with its customers. An
employee working in this organisation such as receptionist, customer service officer or sales
person have to be good in maintaining healthy relation with its customers by communicating
them in an appropriate manner.
Teamwork- Another skill that must be possessed by an applicant that wish to work in this
company or current employees is to work in a team towards achieving organisational goals and
objectives. This organisation conduct various team building activities to make sure that there are

healthy relations among the team members and they are motivated towards achieving company's
objectives.
Anticipated Skills- These are the set of skills that are required for future purposes due to change
in marketing trends and labour market. These skills are usually applied for technical and
operational areas in an organisation. For coping with the changing labour and market trends, it is
essential for Body Shop to develop certain skills of its employees so that they are able to achieve
certain business objectives and run the business smoothly and effectively. Due to increase in
technology and innovation, there are certain skills which are required to be developed by this
organisation. Some of the anticipated skills required for future for Body Shop are as follows-
Technical Skills- Due to rapid changes in technology and innovation, there are certain
skills required to cope with these changes such as technical skills. In future retail shops, there
might be robots instead of customer relationship manager that will help the customers in solving
their queries. Increase in artificial intelligence and other technical advancement, it is equally
important for an organisation to develop certain skills of its labour force to use this technology
for enterprise benefits.
Critical Thinking- Another skill that might be used for future perspective is to think
about a specific task or activity critically and effectively. It is the capability to think rationally
and clearly regarding what to believe and what to do. It consists of the ability of engaging in
independent and reflective thinking. In future, Body Shop might require employees and
managers who are critical thinker and has broad vision for future gaols and objectives.
Comparison of skills with other organisation
Overview- Four Season London is a luxurious hotel that is an hospitality organisation
and is a world famous brand of hotel industry. It operates its services in various countries such as
Italy, Turkey, France, Russia, Greece, Spain, and so on. Due to change in technical trend, this
hospitality organisation is also required to cope with current labour market trend. Both Body
Shop and Four Season hotel deals in different services , hence, the skills required to perform
their job roles are also different. The concept of skill identification is dependent upon two
elements which are as follows:

Job Analysis- The concept of job analysis states that the managers and officials will
make use of job description and job specification to attract and bring in the best talented and
appropriate staff in the organisation according to the needs and requirements of companies.
Job Design- The concept of job design states that it is a process of organizing work into
the task required to perform a specific job role. Job design involves the conscious efforts of
executives to organise tasks, duties and responsibilities into a working unit for achieving all
respective objectives and goals of company.
There are various current skills required to perform different job roles of this organisation as
follows-
Problem Solving Skills- As compared to the skills required to perform the job role of
Body Shop, the basic skill which is required to perform the job role of receptionist or any other
role of employees of front office in Four Season Hotel is the skill to solve problem. People
working in a hotel industry must have the quality to solve various problems of visitors over a
phone call or face to face.
Customer Service Skills- In Body Shop, critical thinking skill is required to perform a
specific job role but in hotel industry the basic skill that must be possessed by hotel staff of Four
Season London is customer service skill. Employees of hospitality industry must have this skill
and help in maintaining healthy relationship with visitors and customers. The basic requirement
of this industry is to provide appropriate customer service.
Anticipated Skills
Multitasking Skills- As compared to the anticipated skills required for Body Shop such
as critical thinking, in hospitality industry this skill is not required. Hospitality industry can be
considered as a tough place to work due to its hectic working. In upcoming future, hotel industry
has a wide scope, so, four season is required to cope with these changes by hiring candidates
who can do multitasks at a time. This organisation can also provide appropriate training and
development programmes to its current employees regarding multitasking working.
Language Skills- Another important skill that might be required by hospitality industry is
ability of a person to speak different languages. There are various visitors who are not able to
speak common language like English. So, in order to communicate with them, it is the
responsibility of hotel to employee people who can speak various languages for forming a flow
of communication between them.

Conclusion and Recommendations
Conclusion
From the above discussion, it has been concluded that due to changes in labour market
trends, an organisation need to cope with such changes in order to gain competitive advantage
and for staying in market. Body Shop is making use of its latest technology and producing
organic products that are made of natural resources. This organisation is indulging itself in
various research and development processes in order to cope with changing labour trends. Latest
trend like industry 4.0 this organisation can use latest technology and innovation to cope with
this trend such as radio frequency identification (RFI) and remote database access (RDA).
Recommendations
Body Shop is a manufacturing and retailing organisation that deals with skin care, body
care, hair care, and cosmetics at international level. Although this organisation is achieving its
objectives and goals in an appropriate manner, but it can also work for its future success and
goals. Some of the recommendations that can be made upon this organisation so that it can cope
with changes in current labour market trends are as follows-
 This organisation can provide certain training and development programmes to its
employees which will help in developing their certain set of skills. These skills will
include technical skills which will help the employees in appropriately use the artificial
intelligence for the betterment of the organisation.
 Another recommendation that can be made to this organisation is that this organisation
can make some changes in its recruitment and selection procedure by using latest
technologies. It can hire those employees who are well fitted in certain job roles in an
organisation. This will save the time of a business in providing training to these
employees as they are already skilled and trained.
PART 2
Recruitment and selection process flowchart
Body shop is a British cosmetic, skin care and perfume company that was founded in
1960 in Brighton, UK. It has currently having more than 1000 products and owned approx 3000
franchised stores in more than 65 countries. To run and operate such a large organisation a large
number of employees and workforce is required. It is operating in different parts of world and

having a great number of competitors, thus it become necessary to employs highly skilled and
talented employees (Kang, Wang, and Wang, 2019).
Recruitment and selection process flowchart
It is basically a diagram or map that represent the sequence of recruiting. The flowchart
makes use of symbols and arrows to preset the all the steps of recruitment process starting from
receiving a job order and ending with on-boarding of candidate. Body shop is big multinational
organisation thus, for selection most suitable and deserving candidate use of a typical recruitment
process is made which is described below:
Job announcement- The first of step of recruitment is making job announcement i.e. providing
information to employees and other external individuals about job vacancy. Job
announcement are made by Body Shop after proper analysis of current staff to find out the
vacant position for which announcement is made (Sanchez and Garcia, 2019). Job
announcement is made through posting advertisement in newspaper, official website and
other media channels.
Screening applications- A large number of application are received for vacant jobs after
announcement of vacancy. HR department of body shop is responsible for screening or
review of application to determine eligible candidate for next step (Kareem, 2019).
Shortlisting candidate for test- After screening of application qualification and skills of
applicants are matched with criteria of vacant job to shortlist the suitable candidate for next
process.

Written test- The shortlist candidates needs to qualify a written test before appearing for a
interview. This written test conducted by Body shop contain questions based on English
comprehension, quantitative data and general intelligence.
Interview- The candidate who qualify written test with minimum 60% marks are eligible for
interview. This interview is taken by HR head of Body shop which is a two way
communication between interview and applicant. Interview includes questions about
personal and professorial qualities and habits of applicants to check their eligibility for job.
Conditional offer- A conditional offer is given to selected applicants to invite or shortlist them
for medical check-up and for further steps of recruitment and selection process (Khalid,
2019).
Pre employment process- Under this step medical check-up of applicants is conducted to check
the mental and physical fitness of candidates. Security check is also conducted to verify the
information provided by applicants.
Final job offer- The candidates who are fit and suitable for vacant job will receive a job offer
from Body Shop and get a opportunity of working for the organisation.
On boarding- It is the final step of recruitment process where most deserving candidates who
are selected by HR of Body shop is integrated into the organisation and the new employees
are made familiarized with operations and atmosphere of organization (Tang and Liu, 2019).
Job analysis
It is a process of identifying and determining the detail and qualification for a particular
job. Job analysis is used for determining duties and role of employees for placement of job
vacancy. For e.g.: job analysis of manger will include its role of management and quality of
leadership and skill of time management. Body shop is having a vacancy for job of receptionist
and HR manager and for that purpose a proper job analysis is conducted to define the role and
responsibility of both the jobs. A proper job description and person specification is also prepared
for getting pool of most qualified individual for filling the job vacancy (Kishnani, 2019).
Creating Job Description
A job description is a statement that outlines the specific qualification, role and
responsibility for a particular job or position in an organisation. Following job description is
prepared by Body Shop for vacancy of Receptionist.
Job description

Job Title : Receptionist
Reports To: Practice Manager
Working Hours: Agreed later
Job Overview:
 Receive, assist and directs customers in getting appropriate services.
 Maintain a positive and friendly relation with customers and provide assistance to other
department to properly coordinate activities (Whysall, Owtram and Brittain, 2019).
Qualification:
 Education level – must be graduate from a recognised university
 Experience- at least 2 years experience
 Specific skills: proper verbal communication skill is required
Responsibilities and duties:
 Welcome visitor by welcome them.
 Directs and guide visitors trough maintaining proper employees and department
directories.
 Responsible for maintaining telecommunication system.
 Maintain safe and clean reception area.
Job description prepared by Body Shop for post of HR manager:
Job description
Job Title : HR manger
Reports To: CEO
Working Hours: To be agreed later
Job Overview:
will be responsible for all employee related issues and managing all HR activities.
Qualification:
 Education level – must be a MBA in Human resource branch

 Experience- 1 year experience as manger in any recognised organisation
 Specific skills- team management skills are required
Responsibilities and duties:
 responsible for recruitment and selection of employee .
 Develop strategies to meet goals of organisations.
 To provide motivation and direction to employee for increasing their efficiency and
productivity.
 Time management and team management.
Producing person specification for each job
Person specification provides a description about qualification, skills, experience,
knowledge and other attributes which must be present in a candidate to perform a particular job
or task (Knodel, 2019). Following person specification is prepared by Body shop for the post of
receptionist.
Person specification
Job Title : Receptionist
Department : Front office
Criteria Essential Desirable
Skills required Communication skills
telephonic skills
Computer skills
Attainment/ Qualification A graduation degree form any
recognised university
Any kind of diploma in
communication.
Knowledge  Strong technical
receptionist skills
 brilliant communicator
 organisation skills
 outstanding
interpersonal skills
Knowledge of MS word, MS
excel and presentation is
desirable.

Relevant experience At least 2 year experience
Following person specification is prepared by Body Shop for job vacancy of HR manger:
Person specification
Job Title : HR manger
Department : Human Resource Department
Criteria Essential Desirable
Skills required Team management
Communication skills
Time management
Attainment/ Qualification A degree of MBA in human
resource
MBA in finance
Knowledge  Knowledge about
different methods of
recruitment and
selection
 Knowledge of most
effective HR strategy
 Motivation and team
management
techniques
Knowledge about proper time
management techniques
Relevant experience 1 year experience
Methods of Requirement and Selection
The different recruitment and selection process which are used by body shop for selecting
most suitable and talented candidate for different job profiles are described below:
Recruitment- It is a process of attracting and short-listing qualified person for vacant jobs. It is
of two type:

Internal- It is a process of filling job vacancy from existing workforce. There are
different methods through which internal requirement can be made. Some of these method used
by Body Shop are described below:
 Promotion: It is a process of advancement in powers and authority of employees and
providing them a better job profile and higher ranking in the organisation on the basis of
their good performance and efficiency (Laras and et. al., 2019).
 Transfer: It is a lateral movement of employees within an organisation. A transfer is
basically a process of shifting an employee from one job location or branch to another
without having much change its job responsibility or compensation.
In Body shop organisation use of transfer method is made to keep a balance between
availability of staff at different branch (Xing and Chen, 2019). If any branch is having extra staff
then they will be transferred to other branch which is having job vacancy. Transfer technique is
most suitable for filling the vacancy of lower job profile like receptionist, helpers, labours, etc. to
reduce the level of work boredom and to increase their efficiency. For higher level post like for
mangers use of promotion technique should be made to appoint a more experienced individual at
important posts (Lv, 2019).
External-It is process of attracting individuals from outside the organisation to fill the
job vacancy. The different methods of external recruitment used by Body Shop are as follows:
 Direct recruitment- It is a recruitment process through which qualifier candidates are
directly appointed by organisation through placing a notice of vacancy on notice board or
through using advertising.
 Employment Agencies- Theses are agencies which act as a bridge between job seekers
and organisation having job vacancy. An organisation can contact any employment
agency to get qualified or suitable candidates for a vacant job.
Body shop is making use of both the techniques. Use of direct requirement technique is
made when Body shop have sufficient time for recruitment of an employees as it is a time
consuming process. Use of employment agencies is more suitable to fill urgent vacancy as it is
a less time consuming process as there is no need of making public announcement and
advertising (Madhavi and Mehrotra, 2019).

Selection- It is a process of choosing most deserving and qualified candidate from pool of
applicants which is most suitable for that particular vacant job. The different methods used for
selection process are :
 Written test: Theses test are used to evaluate or assess the knowledge of potential
candidate and mainly contain aptitude, intelligence, reasoning and personality test.
 Interview: It is basically a two way communication between interviewer and candidate
which provide a opportunity to interviewer to assess the qualification and career
ambitions of an individual.
Body Shop is making use of a combination of written test and interview as it helps in
analysing overall knowledge and personality of an individual. Written test provide all relevant
information about general intelligence and knowledge level. On the other hand, Interview
provide knowledge about communication skills and personal habits of an candidate and also
reflects the attitude and behaviour of candidate (Ngcobo, Martins, and Martins, 2019).
Recommendation
Following recommendations can be made for Body Shop to improve its recruitment and
selection process and also for better preparation of document.
 Body shop should implement better control measures to reduce biasness in its
recruitment and selection process so that most deserving and qualified candidate can be
selected (Zhao, 2019). It is also recommended to add some more aptitude and personality
test in its selection process to get more skilled and talented employee.
 Body shop should more clearly define role and responsibility of each job in its job
description document to attract better pool of candidate and timely updates and
modification should be made in criteria of person specification document to get more
skilled, qualified and suitable candidate as per current requirement.
Stages of Human Resource Life cycle
HR life cycle provides a sequence of different stages through which an employees get
selected and the time spend by employees in an organisation while performing different
responsibilities. It also include the way of exit through which employees can get out or leave an
organisation. The HR life cycle of Body Shop is explained below which clearly showing initial
recruitment, transition and exit of an employee:

(Source : Human resource life cycle, 2019)
Attraction – This is the first step through which pool of candidates are attracted by an
organisation. Candidates are attracted by brand name of employer thus, it become easy for Body
Shop to attract better candidates as it having a very good brand name. Higher perks, company
culture, growth opportunities and HR strategies plays a significant role in building a brand image
of employers in eyes of employees. Better job responsibility and high perks provided by Body
shop is helpful in attracting a lager number of employees for job of receptionist and HR manger
(Othman and et. al., 2019). Body Shop make effective use of its brand image for attracting best
talented applicants. The company use social media and print media to advertise for the hiring
information about the vacant position.
Recruitment and Selection- Hiring a right individual for right job is vital for improving
growth and productivity of any business. For this purpose different strategies are formed by HR
department of Body shop which includes a strategic staffing plan to understand the needs and
criteria of vacant positions. A proper compensation and benefit package is decided to attract best
talent. Labour laws and employee act are kept in the mind while deciding the incentives and
compensation for a job. During selection process relevant consideration is provided to legal laws
and act of a nation to remove chances of all kind description and biasness while selecting an

candidate. Body Shop make use of external recruitment process for creating pool of expert
candidates, where company advertise through social media and print media. Also for external
recruitment Body Shop human resource department conducts group discussion and interviews as
a selection process where company evaluates the skills of applicants and appoints the best
candidate as their employee.
On-boarding- It is process of introducing a new employee with current workforce of an
organisation. New employees are made familiar with their duties and responsibility. HR mangers
of body shop properly convey organisational values and operation to make new employee
comfort in its work culture. HR strategy of Body Shop include a proper structure of on boarding
program to get provide best working conditions to an employee to improve its skills and
efficiency. Employee is also made aware about provisions of different acts like employment
rights act, health and safety act, equality act, etc (Pessima and Dietz, 2019). Human resource
department and manager of Body Shop conducts training and induction programmes for new
comer to introduce them from the function and operations of company along with rendering them
knowledge about the vision and motives of entity.
Enablement- This stage include proper orientation of new employees and they are made
aware about organisational culture, mission, vision and values. HR department of Body Shop
conduct a conference style event where information are provided to new joined employees
through proper presentation and sessions.
Development- It is a process where HR department works out to meet the long term
career goals of an employee. HR manger conduct various personality test to determine best
career option for an employee which is most profitable for both employee and employer. Proper
career development opportunities are provided by Body Shop to keep its best employee engaged
with the organisation for a long period of time and managing the talents available in the
company.
Retention- This stage provide an opportunity to organisation to reenergize its staff,
provide thanks and respect to staff for their handwork and recognize important milestones to
retain their best and most efficient staff. HR department of Body Shop is providing timely
appreciation and formulates best strategies for offering unique benefits for its employees. To
maintain a good relation with employees flexible working schedules, gift cards and other

incentives are provided to retain best employees for a longer period of time (Raheem and Khan,
2019).
Separation- It is the last stage of HR life cycle which comes to an end with retirement,
leaving for more pay or better benefits, or involuntary downsizing because of any economic or
strategic reason. HR department of Body shop plays an important role in ensuring that all the
polices and procedure are properly followed. All laws and employee pension acts are being
properly followed for smooth exit of an employee.
Integration of HR life cycle with HR strategy
Proper coordination between HR strategy and stages of HR life cycle is necessary for
achievement of targets and objectives. Development and retention stage is only possible through
proper training and development program which are part of HR strategy. Compensation and
rewards plays a important role retaining and motivating an employee which helps in increasing
their skills and efficiency. Thus, proper collaboration between both is necessary (Rybka-Iwańska
and Lopez, 2019).HR life cycle also plays a important role in talent management as it include
stages like development of employees which provide better career opportunity to employee.
Proper motivation and intensives are also provided to employee to improve there skills and
talents.
CONCLUSION
From the above report, it has been concluded that resource and talent planning helps the
business in maintaining the overall human resource practices in future. There are various types of
labour required in an organisation such as skilled, semi-skilled, contract and wage labours and all
plays an important role in the overall functioning and processes of a business. There are various
latest labour trends which must be needed to cope by an organisation in order to stay in
competitive market. The recent labour trend is industry 4.0 that is increase in number of
computerised jobs and this trend arises due to increase in technology and innovation. In order to
cope with these changes, there are certain anticipated skills which must be possessed by an
applicant such as technical skills, critical thinking, language skills, and so on. An organisation
must ensure that labours are provided proper health and safety facilities in order to motivate
them towards achieving business objectives.

It can be concluded that effective recruitment process is necessary to select most
deserving and qualified employee for a vacant job. Person specification and job description
document are used for defining the role and responsibility required for an job. Theses document
also provide information about qualification and skills required in an individual for performing
that particular job. Different recruitment and selection process are their which can be used by an
organisation for getting best employee. HR life cycle shows the different stages which include
recruitment, transit and exit of an employee. At last it can be concluded that integration between
HR strategy and life cycle is necessary for achievement of targets.
REFERENCES
Books and Journals
Azma, F. and et. al., 2019. Investigating relationship of talent management and organizational
entrepreneurship. International journal of life sciences & earth sciences. 2(1). pp.25-37.
Bao, J., 2019, March. Problems and Countermeasures of Human Resource Management in Local
Universities. In 2018 8th International Conference on Education and Management
(ICEM 2018). Atlantis Press.
Barbu, C. M., Logofătu, M. and Olari, C., 2019. ISO 26000: A Vital Vector in Interconnecting
the Human Resource Management Standards. In ISO 26000-A Standardized View on
Corporate Social Responsibility (pp. 29-45). Springer, Cham.
HAILE, N., 2019. FACTORS AFFECTING HUMAN RESOURCE PLANNING IN NEHAM
INTERNATIONAL PLC(Doctoral dissertation, St. Mary's University).
Jacobs, J., 2019. The Future of Strategy in Top-Performing Organizations: Encapsulating
Adaptive Capacity, Agility, and Contingency Planning. Business and Public
Administration Studies. 13(1). pp.32-36.
Jooss, S., Burbach, R. and Ruël, H., 2019. Examining talent pools as a core talent management
practice in multinational corporations. The International Journal of Human Resource
Management, pp.1-32.
Kang, J., Wang, J., Wang, J. and Wang, Y., 2019, February. Combined Model-based Prediction
on the Scale of Professional & Technical Talents in the End of the 13th Five-Year Plan
Period of Guizhou, China. In 2018 International Workshop on Education Reform and
Social Sciences (ERSS 2018). Atlantis Press.

Kareem, M. A., 2019. The Impact of Human Resource Development on Organizational
Effectiveness: An Empirical Study. Management Dynamics in the Knowledge
Economy. 7(1). pp.29-50.
Khalid, F., 2019. The Choreography of Talent Development in Higher Education. Higher
Education Studies. 9(1). pp.40-52.
Kishnani, N., 2019. Talent Analytics for Organizations of 21st Century. Available at SSRN
3307505.
Knodel, L. J., 2019. As Healthcare Changes, So Must the People Who Deliver It. Frontiers of
health services management. 35(4). pp.21-24.
Laras, T. and et. al., 2019. The effect of knowlege management and talent management on
employee performance and the impact on competitive advantage (Survey at private
colleges in Kulonprogo district, Yogyakarta). Management and Economics Journal
(MEC-J), (2).
Lv, Y., 2019, February. The Application of Confucianism in Human Resource Management—
Taking Anta as an Example. In International Conference on Application of Intelligent
Systems in Multi-modal Information Analytics (pp. 693-700). Springer, Cham.
Madhavi, T. and Mehrotra, R., 2019. Competency-Based Talent Management––An Effective
Management Tool. In Proceedings of the Third International Conference on
Microelectronics, Computing and Communication Systems(pp. 291-299). Springer,
Singapore.
Ngcobo, T., Martins, A. and Martins, I., 2019. Talent Management: Retaining Distinctive
Human Capital Sustainably. In Forecasting and Managing Risk in the Health and Safety
Sectors (pp. 145-174). IGI Global.
Othman, Z. A. and et. al., 2019. Development of talent model based on publication performance
using Apriori technique. International Journal of Advanced Computer Science and
Applications. 10(3). pp.631-640.
Pessima, J. D. and Dietz, B., 2019. Global Talent Management. The Wiley Handbook of Global
Workplace Learning, pp.155-170.
Raheem, A. and Khan, M. A., 2019. Impact of Talent Management on Organizational
Effectiveness: Mediation Model of Psychological Contract. Business and Economic
Review. 11(2). pp.149-179.
Rybka-Iwańska, K. and Lopez, E. S., 2019. Smart cities and the search for global talent. In Smart
Cities: Issues and Challenges (pp. 171-184). Elsevier.
Sanchez, S. M. M. and Garcia, E. K. M., 2019. Human resource development in Faculty of
Physical and Chemical Mathematical Sciences. International journal of social sciences
and humanities. 3(1). pp.1-6.
Tang, W. and Liu, X., 2019, May. Review and Prospect of the Combination of Human Resource
Management and Big Data in Enterprises. In 1st International Conference on Business,
Economics, Management Science (BEMS 2019). Atlantis Press.
Whysall, Z., Owtram, M. and Brittain, S., 2019. The new talent management challenges of
Industry 4.0. Journal of Management Development. 38(2). pp.118-129.
Xing, S. and Chen, Q., 2019, April. The Literature Review and Future Prospects of Talent
Management Research in China. In The First International Symposium on Management
and Social Sciences (ISMSS 2019). Atlantis Press.

Zhao, G., 2019, May. Research on the Human Resource Management of the Local Application
University. In 1st International Conference on Business, Economics, Management
Science (BEMS 2019). Atlantis Press.
Online
Current Trend In The Labor Market . 2019. [Online]. Available through:
<https://newtohr.com/current-trends-in-the-labor-market/>.
THE BODY SHOP. 2019. [Online]. Available through: <https://www.thebodyshop.com/en-gb/>