Resource and Talent Planning

This report examines resource and talent planning strategies for Argos, a British catalogue retailer. It analyzes current labor market trends, legal requirements, and anticipated skills needed for effective workforce planning. The report also explores various recruitment and selection methods, the application of HR life cycle stages, and how these stages are integrated within the organization's HR strategy.

Resource and Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analysis current labour market trends which impacts talent management and workforce
planning.......................................................................................................................................1
P2 Various types of legal requirements taken into consideration for workforce planning.........2
TASK 2............................................................................................................................................4
P3 Current labour market trends and legal requirements to determine current and anticipated
skills............................................................................................................................................4
TASK 3............................................................................................................................................5
P4 Examples of job description and person specification document for effective selection and
recruitment..................................................................................................................................5
P5 Various recruitment and selection ways for effective talent resourcing and planning..........7
TASK 4............................................................................................................................................9
P6 Application of stages of HR life cycle within HR context....................................................9
P7 How stages of HR life cycle integrated within organisation...............................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
In business organisation, there is requirement of different resources such as employees,
finance, raw material, expertise knowledge, etc. which collaboratively helps to achieve business
objectives i.e. good profits and sales. There are many changes which are taking place in external
environment such as technological changes, hence it is responsibility of managers to plan
activities which helps to make long term existence in industry. Resource and talent planning
means there is requirement of different personnel having skills, knowledge, experience, etc.
which helps to perform business operations according to current trend in organisation (Corsello,
2012). This report is based on Argos which is British Catalogue retailer operating in UK and
Ireland. This association was established in 1972 having headquarter in Milton Keynes UK. This
report covers, labour market trends and ethics which has to be followed for workforce planning,
current and anticipated skills required, documents for effective selection and recruitment,
management of HR life cycle in HR strategy.
TASK 1
P1 Analysis current labour market trends which impacts talent management and workforce
planning
Talent means skills, knowledge, experience with employees which makes them different
from others. These days, changes are taking place in external environment rapidly such as
technological changes, changes in demand of consumer, etc. hence it is essential for HR manager
of Argos to manage work force which helps to deal with external environment. Hence, talent
management means planning for employees according to job responsibilities within organisation.
This helps to make business operations in appropriate way and make long term relations with
workforce through their satisfaction and retention with Argos.
There are many changes which are taking place in business environment as compared to
past years, so this affects working style of workforce (Dessler, 2013). Some of changes are
digitalisation, globalisation, political uncertainty, difference in demographical unit,
environmental instability, etc. In UK, there is big revolution in industry after Brexit because
many big brands gets shut down or close down many outlets. This makes unemployment in
society and affects recruitment process of Argos. Some current market trends as discussed as
under-
1

Technological changes- These days, many changes are taking place in technological
section for instance: there is more use of machines, so HR manager of Argos must select
individual which have some technical knowledge. Hence it affects selection of workers because
individuals who are ready to work under innovative technique are required.
More use of digital techniques- These days, there is use of digital technology which ease
in working style of various departments of Argos. Use of business phones, social media, official
mails, internet, computerised working, etc. are the part of digitalisation which reduces working
time and provides perfection in working of workers (Glenn, 2012). These changes affects
requirement of HR manager of Argos because manager prefer to appoint individual who have
knowledge about digital changes.
Globalisation- Globalisation is the process under which there is integration of operations
at international level. After Brexit, there are some trade barriers in dealing with inter country,
hence employees of Argos must have knowledge about policies of globalise level. Hence it is
clear that there is impact on talent management and workforce planning because at globalise
level there is more scope of selecting workers from market.
Political instability- Political parties plays crucial role in current market because
decisions are taken by government bodies. As Argos operates in UK and Ireland, so it is
important that employees must have knowledge about legal laws and ethics which are mandatory
to be followed by Argos so business can run in smooth manner. For instance: worker has
knowledge about legal laws, then there are aware about legal framework under which Argos
works. This helps to make them understand about scope of working of Argos in context authority
so involvement of political parties are less. Hence this affects workforce planning and talent
management of Argos.
2

Current trend analysis in Labour market of UK
(Source: Change in workforce jobs in London on year by industry (Sep 2016 to Sep 2017), 2019)
As per above picture, it is clear that individuals are switching job in different sectors such
as construction, health and social care, transport and storage, manufacturing, etc. Out of total
sectors mining, water supply and waste are sectors which is opted by very less personnel. While
admin and support services is adopted by large number of individuals.
Hence current changes in industry affects talent management and workforce planning if
directly or indirectly affects working performance of association (Guerci and Solari, 2012). So
HR manager of Argos has to work by analysing future changes and then take actions for
recruitment and selection of candidates.
P2 Various types of legal requirements taken into consideration for workforce planning
In order to operate business in smooth manner operations are planed in proper and legal
manner. There is requirement of some legal and ethical laws which are important and crucial for
planning work force requirement. In current market trend, there are some laws such as equality
law, sex discrimination act, etc. which has to be considered. Argos is the company which has
3
Illustration 1: Change in workforce jobs in London on year by industry (Sep 2016 to
Sep 2017)

numerous employees for attaining aims and objectives. There are some contracts on the behalf of
which they become part of association. There are some code and conduct and ethics which has to
be followed by employees so it is important to create awareness about changes which are
important and relevant for making good environment within organisation and maintaining good
relations with consumers.
There are different types of employees having different reward system. For instance in
Argos, there are brokers which work on commission, so it is essential to properly disclose
working style and payment system (Kavanagh and Johnson, 2017). Salaried employees must
have knowledge about fixed salary, deductions, etc. in offer letter salary are properly clear, so
there is no confusion among Argos and workers. Hence in order to operate properly in industry
and maintain good relations with workforce HR manager has to convey information properly to
employees related to their reward system. Some of the contracts followed by managers of Argos
undertake-
Permanent full time employees- These are the workforce who are core asset for Argos.
They work full time in organisation and work with full energy and synergy. They work for
organisation for providing benefits in the form of good profits and helps to compete in industry.
These employees mainly works at top level and middle level in organisation such as
departmental head, key personnel , etc. There are legal agreement among these workers which
contains information about working hours, compensation, etc.
Permanent part time employees- These are the work force which works with in Argos on
part time basis but are permanent asset for organisation. They have knowledge about specified
field, so they work for different on seasonal or hourly basis which provides specialised services
to Argos. There is contract between organisation and such employees which has full information
related to working system, scope, pay scale of workforce (Longenecker and Fink, 2013).
Sub contractor employees- There are some employees in Argos who are appointed
through employment contract. There are proper terms and conditions understood to contractor as
well as candidate.
There are some laws which has to be considered by HR manager of Argos to create
coordination among workers and work in ethical and relevant manner. Some of laws are
discussed as under-
4

Equality Act, 2010- as per this act, there is no discrimination among employees at
workplace and society. This law was replaced in place of Anti discrimination laws because this is
easy to understand and make policies in order to understand changes which is important and
significant for providing protection to workforce from inequality. There are less possibilities of
discrimination at Argos and proper working environment can be maintained.
Sex discrimination act, 1974- As per this, there is no discrimination in Argos on the
basis of marital status, sex, etc. is exist. This act is followed by Argos in order to maintain proper
culture and remove issue of discrimination (Meyers, Van Woerkom and Dries, 2013).
In current scenario, there is change in trend and demand for labour force. As per current
trend, there is requirement of individuals who have knowledge about different sectors and are
ready to take initiatives to completion of project. This helps in smooth running of operations with
minimum wastage of time. It is responsibility of HR manager of Argos to analyse demand of
workforce, their skills, experience and then plan actions for selecting individuals.
These legal aspects are considered at the time of resource planning. Norms are clearly
announced to candidates so proper working system can be communicated. In case of change in
these legal framework, it is important for Argos to consider it and alter resources planning and
recruitment.
TASK 2
P3 Current labour market trends and legal requirements to determine current and anticipated
skills
As per above discussion it is clear that there are any changes which are taking place in
external environment. Hence there is alteration in such laws and regulations which helps to
determine current and anticipated skills.
Labour market trends and anticipated skills
Labour market
trends
Trend analysis Legal
requirements
Anticipated
skills
Examples
Technological
changes
Rapid up-
gradations in
website, change
in machinery, use
Proper billing,
training to
employees to
work with it.
Innovation in
working style,
decision making
rights to
Check in, check
out material
machine
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of latest
machines.
employees, ability
to work under
dynamic
environment.
More use of
digital techniques
Use of social
media, computer,
internet, online
portal application.
Use of authentic
webpages,
original online
address, proper
registration of
site.
Skill to deal with
latest changes in
digital
technology.
Use of social
media for
marketing
products and
services.
Globalisation Expansion of
innovation across
globe.
Increasing role of
emerging
countries.
Passport, visa
requirement.
Transparent
working style.
Personal
interaction, IT,
decision making,
problem solving,
etc.
Use of latest
techniques, talent
from small scale
organisations.
Political
instability
Change in
political parties,
difference in rules
and regulations as
per difference in
geographical
region.
Knowledge about
legal laws and
regulation to
operate in smooth
and relevant
manner.
Expertise
knowledge
related to laws,
politics. Ability to
deal with regional
issues.
Confusion in
working style of
organisation due
to changes in
legal norms.
TASK 3
P4 Examples of job description and person specification document for effective selection and
recruitment
In order to select individuals, there are some legal procedure which has to be followed by
HR manager of Argos. There are many departments in which vacancy arise, hence in order to
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provide appropriate knowledge about job position, there are documents such as job descriptions
and person specification for providing information to HR department of Argos. Job description
provides information about knowledge which are required to be posses by individual for
specified position (Rothwell and et. al., 2015). Person specification provides knowledge about
skills which must be present in individual to deal with specific designation.
There are job description and person specification for E- Commerce Photographer
working in Argos.
Job Description
Organisation- Argos
Job Title E Commerce Photographer
Salary £ 200
Location England, UK
Department Marketing
Reporting to: Marketing manager
Responsible to: Manage and click photos of product and services
Job Purpose
To provide high quality photos for customer attraction, creative photography for Argos, creating
photography that showcases products, brand and marketing stories.
Duties and Responsibilities
Have knowledge and skill about studio flash and constant lighting equipment and techniques.
Policy and service responsibility
Managing time efficiently to ensure hitting daily, weekly and month targets. A professional
photography within a digital photo studio.
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Person Specification for E Commerce Photographer
Essential skills Desirable skills
Skills Must possess knowledge
digital photography techniques
such as web, paper, etc.
Experience of shooting and
editing pictures and videos of
product using high end
cameras and edit software.
Must possess expertise in Mac
based content editing software.
Effective decision with use of
innovative approaches. Good
communication and team
management skills.
Knowledge Diploma of photography. Bachelor in mass
communication
Experience Must have 1 year experience
as assistant photographer in
any photo studio.
Practice as professional
photographer for minimum 2
years.
Attitude Positive attitude, team building
ability, completing work
within specified time.
Ability to represent association
in front of external parties.
P5 Various recruitment and selection ways for effective talent resourcing and planning
Recruitment and selection is the process of appointing best candidate for the organisation.
With the help of recruitment a poll of suitable individuals applied for the desired post in Argos.
Hence there are more opportunities for HR manager of Argos to manage employees in the
organisation. Recruitment is a positive process as it helps to provide more and more candidate
out of which HR manager of Argos selects the best. While selection is a negative process
because out of crowd best candidate are selected and remaining are rejected (Schuler and
Tarique, 2012). Hence is clear that recruitment and select are method of talent resourcing
planning for Argos. Recruitment and selection can be done with the help of different methods
and it is long process.
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Job analysis is the process to collect information about specific job position in
organisation. This contains information about skills, knowledge, experience required by
individual. This can be understood with the help of job description which is legal and authentic
document framed by concern department of Argos in order to provide information related to
requirement in one candidate. Hence this helps HR manager of Argos to select best and suitable
candidate and hence effective talent planning and resourcing is possible.
Person specification is the document which is relevant for providing information about
skills, knowledge, behaviour which are required to be present in individual, so best candidate can
be placed at Argos. Hence person specification also helps in talent and resource planning for
Argos.
There are different techniques such as on- site notice boards, newspaper advertisement,
professional journals, recruitment agencies, etc. for selection and recruitment of employees
which can be used by HR manager of Argos. Some of them are discussed in detail-
On- site notice board- This is the method under which information related to job vacancy
in Argos are advertised on official site of company (Sparrow, Hird and Cooper, 2015). This helps
to provide information to people who visit site of Argos. Advantage of this method is this is cost
effective for organisation. While disadvantage of this method is there are possibilities that
company may not get creamy individuals because people may not visit official sites frequently.
Recruitment agencies- There are some agencies which works to create bridge gap
between individuals who seek fore job and association who need new employees. This is good
method under which Argos need not to make search candidate, they have register themselves
under particular employment agency. Advantage of this tool is that ready candidate are available
which are skilled according to job, so it is easy for HR manager of Argos to select them and
recruit. While disadvantage of this method is it is cost consuming and some specified amount as
commission has to paid to recruitment agency.
University/college/school careers centres- Schools, colleges and other educational
centres are one of the best source for selecting best best candidate for organisation. From school
and other educational centres, it is easy to select new and young individuals who have idea about
latest trends. Hence it is beneficial for Argos in growth and development (Thunnissen, Boselie
and Fruytier, 2013). Advantage of this method is recruitment of new and fresh personnel, so it is
easy to take them learn about new techniques. Disadvantage of this method for HR manager of
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Argos is time consuming and possibilities of confusing is more because there is huge crowd of
individuals.
Selection methods-
Psychometric test- This is the test which is conducted to judge about specific skills
related to vacancy, general reasoning of individual. From this test, it is easy for HR managers of
Argos to analyse whether individual is suitable or not for the vacant designation.
Presentation- This is the way to judge knowledge on some specific topic and confidence
while speaking in front of others. In presentation sometimes topic is given at the same time or it
is pre- decided. This helps to know whether individual is able to present Argos in front of others
or not.
Future trends in recruitment system and new skills, knowledge for workforce
These days, there is competition taking pace in retail sector so it is essential for Argos to
employ best candidates, which directly or indirectly emphasise on improving performance of
Argos. As compared to later years, there are many options with HR manager to select individuals
as compared to past years. Hence best resource and talent planning can be performed to achieve
objectives. Hence in near future, there is more use of social media, fore creating awareness about
job vacancy in Argos. Social sites such as Facebook, Instagram, recruiter agencies, etc. helps to
get instant employees, so it will easy for HR manager of Argos to select best personnel.
TASK 4
P6 Application of stages of HR life cycle within HR context
HR is the department which deals with selecting best candidates for the organisation.
Hence HR manager has to select individuals who suits best for association. There is a cycle
which is implemented for selection of personnel. There are five stages which helps to make long
term relations and provide satisfaction to them. Five stages are discussed as under-
Recruitment- This is the first stage in HR cycle which works to grow business with
hiring of individuals (Meyers, Van Woerkom and Dries, 2013). Recruitment of people helps to
make changes which are essential and significant for increasing production, revenues of Argos
which helps to make long term relations with work force which is crucial for analysing best skill
for association.
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Education- Second stage of HR cycle is education. This process gets started when
candidate become part of Argos. In this stage, education related to job roles and responsibilities
are provided to candidate. There is induction about working style, accountabilities, hierarchy,
different departments of Argos, so they have brief overview about working style of association.
Motivation- Motivation means making employees to work in specified direction as per
code of conduct of Argos. Due to lack of motivation, there is inefficiency in performance of
workers (Stredwick, 2013). Hence in order to improve overall performance of Argos, it is
responsibility of HR Manager to motivate employees through monetary and non monetary
aspects. In Argos, there are many employees, so it is responsibility of manager to analyse
requirement of worker and then motivate them, so organisational and personal objectives of
employees can be satisfied.
Evaluation- This is the stage in which evaluation of performance of employees can be
done. With evaluation, it is easy for manager of Argos has to give feedback regarding
performance and actions can be taken in order to improve performance of overall employees.
While evaluation, when performance of one employee is found to be excellent then they must be
rewarded by HR manager of Argos in front of others. This helps to motivate them and other will
also tries to give best. While evaluation, focus of HR manager must be on challenges at work
place, support and feedback from others.
Celebration- This is the last stage of HR cycle. As per this stage, there must be some
good opportunities which works as energy booster for workforce of Argos. HR manager has to
be thankful for hard-working and achieving objectives within specified time. There are some
gifts, cards, flexible working hour, etc. which uses as unique benefits for workforce. These
benefits helps to motivate workers
End of cycle
HR cycle comes to an end with proper working of employees. As per this model, this
may come to end with retirement, dismissal, resignation of job for more benefits, etc. These are
the part of HR cycle for employees. It is responsibility of HR manager of Argos to analyse ita nd
take actions which is essential for making changes.
P7 How stages of HR life cycle integrated within organisation
HR cycle is techniques through which performance of individual can be maintained and
hence performance of overall association is maintained. It is important to implement HR cycle in
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organisation, so positive results can be attained. HR strategy are set of human resource activities
which is important for getting positive results from the performance of workforce of Argos. In
order to understand integration of HR cycle within Human Resource strategies of Argos, there
are seven steps which are discussed as under-
Business needs- In order to understand business needs of Argos, there is use of different
aspects such as surveys from employees, customers, exist survey, customized diagnostic tools,
benchmarking, economic survey, industry survey, etc.
Job competencies- There are some organisational goals which can be accomplished with
working of employees (Rothwell and et. al., 2015). Hence it is responsibility of managers of
Argos to analyse skills, knowledge, competencies of employees. There must be policies to bridge
gap between both with the help of business plan, audit of core and competencies, competencies
Matrix review,job specific.
The hiring process- With proper hiring process, it is easy to develop competencies and
industry validated recruitment process for different designation. This helps to select
administrative, technical, non technical employees.
Learning and development- With learning and development process, there is knowledge
about working style of Argos. This includes managing performance, resource advisor, talent
management, etc.
Performance assessment- In this stage, there is performance assessment which helps to
know level of performance which has to be achieved by employees of Argos. In case of flaws in
performance, proper training program are planned which helps to attain goals and objectives.
Continued learning and training- These days, changes are taking place with rapid speed,
so it is essential to provide learning techniques for growth and development of Argos. There are
changes taking place in industry, hence it is essential to provide knowledge about change in
trends which improves working of association.
Total rewards- At last, rewards are provided to employees in the form of commission,
extra monetary and non- monetary benefits which helps to provide satisfaction to consumers and
it is easy to make policies according to external change (Schuler and Tarique, 2012).
This integration is regular process which helps to attain organisational goals by analysing
human resource requirement, knowledge, skills needed . So this helps to develop talent in with
proper resourcing of manpower.
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CONCLUSION
From the above discussion it is clear that as per change in external market, there is
requirement of talent planning which helps to recruitment best candidates in organisation.
Globalisation, technological up-gradations, political instability, etc. are part of current trends and
it affects talent management in organisation. Different types of employees such as full time,
permanent part time employees, etc. have different legal rules and regulations. Laws such as
Equality Act, 2010, Sex discrimination act, 1974 are considered to deal with legal laws and
regulations. Recruitment and selection helps in managing and planning resources for
organisation with On- site notice board, Recruitment agencies, University/college/school careers
centres, etc. At last there is discussion about HR cycle which helps to plan induction and
policies for maintaining long term relations with workforce.
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REFERENCES
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Guerci, M. and Solari, L., 2012. Talent management practices in Italy–implications for human
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Your Organization's Talent—for Today and Tomorrow: Developing Your
Organization’s Talent—for Today and Tomorrow. ABC-CLIO.
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Sparrow, P., Hird, M. and Cooper, C. L., 2015. Strategic talent management. In Do We Need
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Stredwick, J., 2013. An introduction to human resource management. Routledge.
Thunnissen, M., Boselie, P. and Fruytier, B., 2013. A review of talent management:‘infancy or
adolescence?’. The international journal of human resource management. 24(9).
pp.1744-1761.
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