Resource and Talent Planning

Resource and talent planning

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Labour market trends influencing talent management and workforce planning.........................3
Types of legal requirements in work force planning...................................................................5
Current and anticipated skills required........................................................................................6
Job description and specifications for effective recruitment.......................................................8
Types of recruitment selection for effective talent......................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11
Books and Journals....................................................................................................................11

INTRODUCTION
Resourcing and talent planning are very important parameters for attaining a proper
coordination from the recruitment department. It helps the business of an organisation in various
aspects such as analysing about the required and available quantity of resources. It helps in
networking leading to best selection through a proper hiring channel. Resource and talent
planning maintains the talent pool for future recruitment process. Organisations can identify and
attract the main talents present in the market having the ability to achieve the competitive
advantage by resource and talent planning (Cseh-Papp, and et.al., 2017). Mark and Spencer is a
British multi national retailer. The headquarters of the company are located in London, England.
The speciality of the company is in selling retail fashion products such as clothing, home
products and even the food related goods. This report deals with the influence of labour market
laws and the requirement of the legal systems into the organisation. It focuses on the skills
required and process which contribute to an effective recruitment and selection. There is an
assessment on the human resource life cycle of Mark and Spencer.
MAIN BODY
Labour market trends influencing talent management and workforce planning
Labour market affects the planning of the human resource team in relation with labour
demand and supply. HR department on board employees on the basis of their characteristics they
fulfil in the job vacancy. Many organisations hire employees based on their qualifications. Work
force planning is a process focusing on aligning the requirements of the business with the needs
and requirements of employment (Hou, Crossman, and Picot, 2020). New advanced technology
impacts on the work done by the people. Labour trends influences the work force planning and
the process of hiring based on the work plan and trends to attract and retain the best employees.
Some of these trends are:
Boomerang labour: Emergence of an employee who leaves the company and returns
later is on the factors making challenges for the already existing employees. This decision of
company back to the company is based on the opportunity, family matter or even a reason about
compensation. The rate at which companies are rehiring their boomerang employees is high.
This trend has risen in the current market as the individuals who are top professionals are
perfected in switching their jobs in a small amount of time. Technology has helped the

employees to stay in contact with the former employee which in turn has helped in track of the
goals and needs and reemploy former employees (Maguire, and Maguire, 2020). The main
advantage of hiring boomerang employees is that they know how to work in organisation’s
culture and are already oriented with the company’s needs.
More younger staff: Many employees are retiring and the younger professionals are
filling up the slots for managerial posts. Many companies are working to plan this transition and
cope up with the loss of boomers. Many researches and studies have shown that the staffing
trends of the company and their culture are required to understand and use regular performance
reviews in the opposite to the traditional annual reports. The autocratic method of boomers is
working like the open minded working of a millennial generation leaders. They are more brave
and can perform better in the ground shifting transformations. Moreover, millennial generations
are more updated towards the current technological trends.
Wearable technology: Companies are not taking the use of technology very seriously.
The use of wearable technologies and related gadgets must be used as they form a small version
of technological gains accepting the modern market. Most of the younger members of the
company and the whole of the industry are in favour of wearing technology in order to support
their applications in the work environment. These are used to track their productivity, health and
wellness. The use of smart wearable is increased as the workers of the companies are becoming
more conscious.
Rearranging the store: The set up of the office and the store is set in a way which will
attract more top talent to work for the company. The space of the office is reducing to make a
perfect work life balance. It is important as it has becomes a generational preference when
globalisation has become a popular thing (Escudero, and et.al., 2018). The area office will
decrease in the coming years according to this trend. This is the result of having many of the
employees working remotely while taking complete advantage of the technology. Reducing the
office space will also minimise the logistical costs. By following this trend, company can offer
more convenience and sensitive space for their millennial workers along with a more hassle free
business environment.