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Resourcing and Talent Planning (pdf)

   

Added on  2020-12-10

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Resource and TalentPlanning

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

INTRODUCTIONIn business organisation, there is requirement of different resources such as employees,finance, raw material, expertise knowledge, etc. which collaboratively helps to achieve businessobjectives i.e. good profits and sales. There are many changes which are taking place in externalenvironment such as technological changes, hence it is responsibility of managers to planactivities which helps to make long term existence in industry. Resource and talent planningmeans 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 andIreland. This association was established in 1972 having headquarter in Milton Keynes UK. Thisreport 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 1P1 Analysis current labour market trends which impacts talent management and workforceplanningTalent means skills, knowledge, experience with employees which makes them differentfrom others. These days, changes are taking place in external environment rapidly such astechnological changes, changes in demand of consumer, etc. hence it is essential for HR managerof Argos to manage work force which helps to deal with external environment. Hence, talentmanagement means planning for employees according to job responsibilities within organisation.This helps to make business operations in appropriate way and make long term relations withworkforce through their satisfaction and retention with Argos.There are many changes which are taking place in business environment as compared topast years, so this affects working style of workforce (Dessler, 2013). Some of changes aredigitalisation, globalisation, political uncertainty, difference in demographical unit,environmental instability, etc. In UK, there is big revolution in industry after Brexit becausemany big brands gets shut down or close down many outlets. This makes unemployment insociety and affects recruitment process of Argos. Some current market trends as discussed asunder-1

Technological changes- These days, many changes are taking place in technologicalsection for instance: there is more use of machines, so HR manager of Argos must selectindividual which have some technical knowledge. Hence it affects selection of workers becauseindividuals who are ready to work under innovative technique are required. More use of digital techniques- These days, there is use of digital technology which easein working style of various departments of Argos. Use of business phones, social media, officialmails, internet, computerised working, etc. are the part of digitalisation which reduces workingtime and provides perfection in working of workers (Glenn, 2012). These changes affectsrequirement of HR manager of Argos because manager prefer to appoint individual who haveknowledge about digital changes. Globalisation- Globalisation is the process under which there is integration of operationsat 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 isclear that there is impact on talent management and workforce planning because at globaliselevel there is more scope of selecting workers from market. Political instability- Political parties plays crucial role in current market becausedecisions are taken by government bodies. As Argos operates in UK and Ireland, so it isimportant that employees must have knowledge about legal laws and ethics which are mandatoryto be followed by Argos so business can run in smooth manner. For instance: worker hasknowledge about legal laws, then there are aware about legal framework under which Argosworks. This helps to make them understand about scope of working of Argos in context authorityso involvement of political parties are less. Hence this affects workforce planning and talentmanagement of Argos. 2

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