Resource and Talent Planning

This document provides an overview of resource and talent planning in organizations, with a focus on labour market trends, legal requirements, and skills requirements. It also explores recruitment and selection processes and the integration of HR lifecycle with HR strategy. The case study revolves around Marks and Spencer (M&S), a top retail firm in the UK.

Resource and Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................1
Part 1: Labour Market and Skill Analysis........................................................................................1
Overview of firm....................................................................................................................1
Analysis of current labour market trend and its influence.....................................................2
Different types of legislation that a firm should comply........................................................3
Current and anticipated skills requirements for M&S............................................................4
Comparison with similar size organization............................................................................5
Conclusion & recommendation..............................................................................................6
Part 2: Recruitment and Selection....................................................................................................6
Recruitment and selection process flowchart.........................................................................6
Job description........................................................................................................................7
Person specification................................................................................................................9
Presenting best method of recruitment and selection...........................................................12
Recommendations................................................................................................................12
Part 3: HR Lifecycle......................................................................................................................12
Different stages of HR life-cycle and its integration with HR strategy...............................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Resource and talent planning is that critical function of an organization which involves
coordination from recruitment team and business at various aspect in order to forecast the
required resources. Talent planning is all about how to use the organization's existing
capabilities and potential in order to meet the current as well as future needs of a firm.
Therefore, it is essential for top companies to maintain talent pool for the future recruitment. In
the same way, current report main aim is to develop an understanding to make sure that firm has
a skills to meet strategic intent. Further, chosen firm for this report is Marks and Spencer (M&S)
which is the top retail firm in UK.
Study describe current labour market talent which influence talent management and
provide different types of legal requirements that a firm should comply. Along with this, report
explain different types of legal requirement which a firm must taken into account at the time of
workforce planning. Next report will provide a range of anticipated skills that required by an
organization on the basis of current labour. Study describe different recruitment and selection
methods for effective talent resourcing and talent. Last, report will evaluate stages of HR life-
cycle and its integration with HR strategy.
Part 1: Labour Market and Skill Analysis
Overview of firm
M&S is multinational retailer company in UK whose headquarter is in UK and it sells
good quality of clothes at reasonable rates. Currently, company have more than 80 thousands
employees and It has more than 900 stores and it is operating at 30 different locations. Company
also serve at international level and also provide good variety of products such that clothes
including men and women, groceries, furniture and toys at best quality in reasonable rates.
Quoted firm require two types of labour in its physical store such that Physical and
mental labour who carries luggage i.e. rickshaw puller, workers working in factory etc at the
time of delivery any products. Another type is skilled labour who posses special knowledge,
learning and training in order to perform the work i.e. managers, technician, electrician etc. This
clearly reflected that company have skilled staff that assist business to maintain positive working
environment and smooth functioning of its operations.
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Analysis of current labour market trend and its influence
With the change in time, there is a evolution of new thinking in the labour market and
that is why, there are many changes that affect the labour market in positive as well as negative
manner such that technological evolution, shifting demographics and dynamic workforce,
changing world of work and economic growth are consider some major change for labour
market. Thus, some of them are as mention below: Demographic trend: One of the most affecting trend that affect talent management and
workforce planning because companies need skilled workers and young people at per
modern era. At this time, HR of M&S find out new candidate when old one gets retires.
Further, it increases the liabilities of HR to recruit skilled labour in order to handle the
work in appropriate manner (Krishnan and Scullion, 2017). Beside this, population
growth and ageing population creates impact on the workforce and market. Further, there
are many changes such that many countries face labour shortage and employers as well
as policymaker are actually forced to think in different way for talent sourcing. That is
why, many companies try to mould their existing company policy In order to better
appeal to under-represent groups such that women, young people, minorities etc. Technological change: Another trend that also affect the market trend and workforce
planning, as it affects the requirement of labour. This factor creates both positive and
negative impact upon the company such that company uses Artificial intelligence that
assist business operations and save time. While on the other side, rise of this technique
further lead to increase unemployment because company did nit require human resource ,
which in turn affect the labour market in opposite way (Bean, 2018). As M&S is deal at
retail sector that is why, it uses variety of new techniques to execute business for fast bill.
In early times, work is done on paper and after the evaluation of technology, it affect
talent management and HR of M&S needs to hire such employees who have enough
knowledge for technology. Thus, it clearly show that technological change influence
labour market and also affect the overall condition in opposite manner.
 Globalization: Another factor that affect the business in both positive and negative
manner. Such that after globalization, it has become easy for the workers to work in
foreign countries, therefore, this in turn assist company to hire new employees even at
low wage rates (McDonnell and et.al., 2017). on the other side, it is also analysed that
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this factor continuously contributing the integration of labour market and further closing
the wage gap between workers in advanced as well as developed economies. At this
time, HR of the company should focused on what can be done in order to help the
workers in order to adjust in the changing world. Therefore, it clearly reflect that by
changing demand of customers, HR should develop the strategy that assist to meet the
defined goals.
Different types of legislation that a firm should comply
Laws and legislation are made for the protection of employees and citizens. These assist
people to determine amongst others the right and responsibilities of an individual as well as
authorities. Therefore, or workforce planning, HR of the company make sure that they comply
with different legal requirement, these are as mention below:
Equality law, 2010: This act assist employees to protect the from discrimination. HR of
M&S make sure that they will comply the act while recruiting and selection process
(Weeraratne, 2020). Also, while workforce planning, HR of the firm cannot discriminate people
on the basis of personal characteristic, race and gender. As UK has highest rate of pay scale
discrimination, that is why, government implemented this act in order to provide equal benefits
to all employees. This act also promote diverse workforce, thus, in the same way, when
company have multi- cultural employees then it will assist to brings lot of new ideas and ways
through which company may easily attain the defined aim and objectives.
Equal Pay Act, 1970: under this act, HR of the company cannot discriminate people on
the basis of gender and age. They have to pay equal amount to their employees who are at same
level and posses similar skills (Meyer and Xin, 2018). on the other side, it is also analysed that
this act is actually introduce to prohibit unequal pay and working conditions between men and
women. Thus in the same manner, at the time of recruitment, HR of the company should make
sure that they did not discriminate people on the basis of gender and this in turn creates positive
impression upon employees as well as society. Therefore, while workforce planning, HR should
make sure that they cannot discriminate people and treat all at equal level.
Health and Safety Act: Another legal requirement in which HR of M&S ensure that it
provide safe working environment to their employees (premises, casual workers, customers) at
premises (Inamdar and et.al., 2020). Or else, company should provide proper exit facility at the
time of emergency that helps to provide safe working environment to employees. In addition to
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this, it is also analysed that HR of Marks and Spencer are also liable to provide complete
information to workers with regards to training on occupational health and safety that assist to
develop safe environment at premises.
Employment Law: This law regulates the relationship between employees as well as
employers. Therefore, it also governs what employers may expect form employees, also the
current act also relies that it is the duty of employers of the company to make sure that they
provide minimum wage act to their employees and also when they work extra for the company,
they have to provide extra benefits with regards to this (Bondarchuk, Feofanov, and Grishina,
2020). In the same way, when HR of Marks and Spencer recruit employees then they should
make sure that they have to offer minimum wages to employees and also provide some
relaxation when they need. In addition to this, it is the duty of employers to provide further
benefits such that statutory leave and time off, pension, paternal and maternal leave etc.
Therefore, it is mandatory for company to comply with this act in order to make sure that they
provide safe working environment to their employees.
Current and anticipated skills requirements for M&S
It is analysed that in this modern era, HR of M&S also tries to change its existing
workforce and required skilled labour workforce who help to attain the defined aim and
objectives. That is why, the current and anticipated skills are as mention below:
 Good communication and problem solving skills: It is the topmost requirement of
every organization because globalization affect the success of an organization and that is
why, most of the small and medium enterprise increases (Vaiman and et.al., 2018).
Therefore, HR of M&S wants those employees who have good communication and
problem solving skill that helps to accelerate the quoted firm's function at emerging
countries. This skill also assist business to make proper decision and when Marks and
Spencer emerge at different country, this skills will assist business to communicate the
offerings to their customers.
 Technological knowledge: In this era of digitalization, company implement new
techniques within their working place and that is why, they need high level knowledge of
technology skills that helps to deal with barriers. This skills helps to cope the technology
barrier and therefore, HR needs high technological skills employees at working place
(dos Santos and Pedro, 2020). If an organization's employees have this skills then it will
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assist business to implement new and advance techniques within a workplace, which in
turn assist to improve the operations of a company and also raise its brand image by
attracting new customers towards it.
 Business creation and digital skills: Another anticipated skills which is required by the
company, because due to continuous increment in population within developing and poor
countries, firm needs new mind that helps in business creation and also assist to reach
business at success level. In addition to this, having skilled labour who posses strong
digital skills also assist to deal with demographic change and this in turn leads to provide
positive impact upon the company.
Comparison with similar size organization
Marks and Spencer have thousands of employees who posses strong digital skills, but on
the other side, its competitor Tesco also have strong workforce that helps to gain customer
towards it. While comparing Marks and Spencer with Tesco it is analysed that Tesco produces
new and advance products, also have skilled labour force that also assist in taking better decision
(Collings, Scullion and Caligiuri, 2018). On the other side, both companies have automatic
sliding door, which reflect that company comply new and advance technologies that also assist
to sustain the brand image at international level. Along with this, Tesco keep complying with
advance technology such that it allow customer to scan and also pay for groceries through their
smartphones. This in turn also assist to save time and human resource cost, the same application
is used by Sainsbury in 2017 but it is not successful. At comparison side, it is analysed that
Marks and Spencer use digital transformation plans that helps to drop down the 62% of its pre-
tax profits. Therefore, Marks and Spencer also help to accelerate the change so that it will cater
better for the customers that raise online shopping.
Beside this, Asda planning to hire robots at their working area in order to reduce the
work pressure from their employees. On contrary, Marks and Spencer did not use this techniques
but it use digital platform for marketing its products. Therefore, it is analysed that due to
changes in labour market trend, HR of top multinational companies also recruit candidate as per
their competencies (Cattermole, 2019). Thus, it is clearly reflected that in order to cope up the
demographic change, M&S also uses telecommuting method for their employees in order to
reduce miss-communication. Overall, it is observe that in retail industry every company uses
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range of new techniques that helps to keep attract new customers and cope up with technological
change.
Conclusion & recommendation
From the above, it is concluded that Marks and Spencer have two main types of labour
requirement that helps firm to attain the defined goals and objectives. Moreover, it is also
concluded that three main types of trend affect the labour market i.e. Globalization,
technological change, demographic change. Therefore, quoted firm requires skilled labour that
assist to manage the entire work and sustain brand image as well.
On the basis of above, it is recommended to the firm to change its recruitment system
and also use internal recruitment process as well. It is so because it will help a business to meet
the defined aim and objectives (Tafti, Mahmoudsaleh and Amiri, 2017). Or else, company may
also use psychometric test in order to determine candidate's skills and their efficiency to
determine whether they are fit for the vacant position or not. In addition to this, it is also
recommended to the firm to respond the technological changes, for that company may hire
effective candidate who posses strong technological skills to cope up any technological change.
Part 2: Recruitment and Selection
Recruitment and selection process flowchart
Recruitment and selection are the important operation in HRM and it is actually designed
in order to maximize the employee strength so that they will meet the employer's strategic goals
and objectives. Moreover, recruitment is that process which assist to find and attract potential
resources in order to fill the vacant position in the firm and, on the other side, selection is that
process in which HR may select a qualified person who may successfully do a job and also
deliverer valuable contribution to the firm (Monteiro and et.al., 2020). Thus, R&S process
flowchart of Marks and Spencer is as mention:
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Job description
Job Description for Sales manager
Description
The position of sales manager is consist of directing the actual distribution of products to
customer, coordinating sales distribution by establishing quotas and goals.
Responsibilities
 Identify annual unit and gross profit plans by implementing marketing strategies
 Establish sales goals through forecasting and developing annual sales quotas
 Maintain sales volume, product mix and selling price by analysing future trends.
 Contribute team efforts
 Manage, control, motivate sales force to make sure that high professional standards is
achieved.
 Analyse the strength and weakness of sales teams ad develop sales initiatives.
 Prepare reports as per requirement
 Continuously assess current business distribution channel and also develop their
performance and manage conflict within a team. Provide daily report of entire sales in a field and communicate the same to seniors.
Skills and Competencies
 Analysis skills
 Strategic planning abilities
 delegation skills
 Enough market knowledge
 Strong communication skills
 Collaboration and motivation skills Strong communication skills
Qualification and Requirement
 College degree and higher in business or related field.
 Any experience in related field
Job Description for Operational manager
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Brief description
The position of operational manager comprises of planning, directing and coordinating
operations at organization.
Responsibilities
 Communicate job expectation: planning, monitoring and reviewing job contribution
 Planning and reviewing compensation actions.
 Contribute operations information and recommendations to strategic plans and reviews
 Proper forecasting and develop operations system
 Maintain safe and healthy working environment by complying legal regulations.
 Manage staff level, wages, hours and contract labour
 Manage relationship with key operations vendors
 Communicate customer issues with operations team and improve customer experience
 Review and approve all the operational invoice and also make sure that they are
submitted for payment.
 Communicate all the operational policies as well as issues at department meetings closely work with other department an ensure that company utilize proper inventory in
better manner.
Skills and Competencies
 Leadership skills
 Conflict management
 Business negotiation
 Decision making skill
 Communication skill
 Critical thinking and problem solving skills Planning and organizing
Qualification and requirement
 Must have post graduation degree with relevant field
Person specification
For Sales Manager
Category Essential Desirable
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Attributes Professional appearance and confident
communicator
Education Graduation degree
Knowledge and
Experience
 Minimum experience of 3 years
in sales
 able to demonstrate good
working knowledge of general
products
 have an experience to deal with
customers and attain sales
margin
 Must know how to convince
people and solve their issues
 Also manage issues of a sales
team
Experience of selling products
and manage team
Skills  Develop positive ongoing
working relationship with new
and existing customers
 Able to determine additional
sales opportunities
 Ability to deal with customer
issues
 Evidence of well developed
people skills
 Strong communication skills
 Have an innovative
approach to solve
needs of customers
 Experience in sales
field
Personal qualities  Can work on own initiatives
 determine opportunities for own
improvements
 openness to change and ability to
Note taking skills
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respond any changes
 Willingness to assist others
within department.
 Strong communication skills
 Interpersonal skills
 Strong rapport building skills
For Operational manager
Category Essential Desirable
Attributes Professional appearance
Education Graduation in relevant field Management qualification
Knowledge and
Experience
 Understanding of equality
 Understanding of legal
framework
 Experience of effective
partnership working and
managing contracted services
 Staff management and leadership
and supervision
 Understanding of local and
political structures
 experience in competitive
tendering with good quality
assurance system.
Skills  Excellent written and oral
communication
 Planning and organization skills
 ability to lead and contribute
team
 Effective time management
 Ability to develop and manage
people
 Self motivated
 Statistical and analytical
skills
 Ability to demonstrate
positive approach to
problem solving
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Personal
qualities
 Can make decision independently
 Ability to manage change
 Able to mange varied workload
and balancing schedule task as
per request.
Presenting best method of recruitment and selection
There are many methods of recruitment and selection such that internal recruitment
method and internal recruitment method. For selection, companies use Application forms and
CVs, online screening and short-listing, interviews and psychometric test that helps to determine
the skills and competencies posses by a candidate.
Among all, for recruitment, M&S should use external recruitment method because it is
much cheaper and faster method to recruit people and also contribute to reducing employee
turnover (Meyers and et.al., 2019). Therefore, company may use newspaper for an
advertisement in which it easily attract new candidate towards it that helps to bring new ideas for
the success of a company. Further, for selection, M&S may use Psychometric test in which HR
of the company may easily determine whether the candidate is suitable for the vacant position.
Moreover, this method is well method because it assist to determine cognitive abilities of a
candidate. So, both external method and psychometric test are consider the best method of
recruitment and selection that helps to hire best employees for the company.
Recommendations
In order to improve the process of recruitment, it is recommended to M&S to use
checklist that helps to organize hiring process. This is used to prepare for an interview and
screening calls that make sure that all information HR need before speaking with the candidates.
Moreover, company may also install software that helps in proper documentation which further
save time and cost (Greene, 2020). M&S should also stop its paper work and try to implement
new software that helps a business to run smoothly and save time. During recruitment process,
interviewer does partiality and that is why, in order to reduce bias, HR of the firm may use
hiring scorecard that helps to determine the best candidate for the company.
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Part 3: HR Lifecycle
Different stages of HR life-cycle and its integration with HR strategy
HR life cycle is that concept which describe the stages of an employee's time for a
company and its every stage, describe responsibilities of HR department. This stage is quite
important for Marks and Spencer because it tracks employee's career progression within a firm
and further helps to attract new employees in order to attain the defined aim and objectives of
the company. A complete HR life- cycle provides complete data that helps to make further
improvements within a firm. It consist five stages which are as mention below:
Recruitment: It is the first stage of HR life cycle which refers to the finding the right fit
for each position within a firm. At this stage, HR of Marks and Spencer make sure that they
place proper job advertisement and also select candidate whose resume look promising,
conducting employment interviews in order to choose the best candidate for the vacant position.
Moreover, during this stage, HR of the firm should make sure that they comply with all legal
requirement such that Equality Act in which they cannot discriminate people on the basis of
caste, gender and race (HR Life-cycle, 2018). On the other side, HR of the firm may also ask for
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Illustration 1: HR life cycle

the referrals from the team in order to hire new employees and make the working environment
comfortable.
For example, HR of M&S uses the best platform for recruitment such that Jora, seek,
indeed so that it will help a business to attract new employees for the vacant seat. On the other
hand, company may also conduct proper interview session and select candidate whose resume
looks promising. Therefore, it attract range of new customers which in turn assist to bring new
ideas that helps to attain defined aim and objectives.
Onboarding: It is the next stage in which HR of the firm try to make employees
comfortable within the workplace. Therefore, it is the process in which new hire learn the
attitude, knowledge and skills which is requires to function in effective manner. At this stage,
HR of the firm tries to make new hires feel welcomed into a team and also prepare them for the
new roles in order to make them comfortable within the working environment (Kravariti and
Johnston, 2020). Along with this, HR of the firm also convey organizational brand and values to
employees and also explain culture of company and align the institutional expectations and
performance too. During this stage, HR professionals make sure that they have to comply legal
requirement and did not discriminate people on the basis of any race, gender. HR should also
make sure that by recruiting the best candidate will help to meet the defined objectives and aim
of the firm.
For example, HR of the firm may introduce induction period for new hires and as a
result, it will assist to make new candidate comfortable within a business. At this stage, HR of
the company also tries to provide them friendly environment through conducting activities that
assist them to realize about some policies. Or else, HR also conduct training session in which
employee learn about company's policies and procedure and job duties.
Development: It is the third stage in which employee development begins and it is the
duty of HR to work out with their new employees so that they will share long term relationship.
In this stage, HR of the company tries to provide professional growth for that they use
personality profile testing that assist to determine employee determine their best career options
in the firm (Morrison, 2019). it is also analysed that career development opportunities are
consider an essential term that helps to keep an employee engaged within a firm for long time.
Therefore, along with professional development of an employee, HR of Marks and Spencer also
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develop different learning management system that helps to determine the exact performance of
an employee and this information further assist to improve employee performance.
For example, HR of Marks and Spencer at this stage, provide different training session in
order to enhance their current knowledge and also make them aware with regards to their key
responsibilities towards company. Additionally, in this stage, when an employee has established
themselves at a company and also determine their long term career objectives then HR
department tries to fulfil those goals of they are realistic.
Retention: The fourth stage of HR life-cycle in which HR provide an opportunity to re-
energize the staff and recognize their important milestone. In order to retain employees, HR of
the company tries to develop new policies that leads to provide positive working environment to
their company. That is why, company may provide flexible working hours, reward system, gift
cards and extra paid off in order to retain their employees (.Howe, 2017). This stage is also align
with the HR strategy and also make sure that all new employees are working comfortable at
premises.
For example, in order to retain, HR professionals of M&S also may take feedback and
also measure morale of employees. They also openly communicate with teams in order to
determine their views. Or else, company may set target objectives and after completion, they
may reward employees for their best performance. Many top multinational company also uses
different talent management software in order to monitor continued learning, this will assist to
determine whether candidate is fit for promotion or not.
Exit: It is the last stage of HR life-cycle in which workers leave an organization and at
that time, HR should take proper exit interviews in which they determine the leaving reasons
(Gupta, 2019). At this stage, HR of the firm make sure that they take proper and honest feedback
from their employees an may also collect deep reason for resignation. This helps In the smooth
functioning of every operations and also meet the defined aim.
For example, Marks and Spencer may also provide farewell to their old employees and at
the time of retirement, company also provide different monetary and non- monetary benefits that
will assist to maintain long term relationship with them.
CONCLUSION
By summing up above report it has been concluded that resource and talent planning
plays an effective role in the success of an organization. As study concluded that due to sudden
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change in trend of UK, it affect the labour market in both positive and negative way. Report
further concluded that technological skills and decision making skills are some current skills
which is required for an organization which are directly influence an organization. Moreover,
report concluded that for vacant seats, M&S may use External method of recruitment and
psychometric test that helps to determine the skills and competencies present within the
candidate.
Along with this, it also provides a Job Description and personal specification of Sales
Manager and Operational manager. Further, report also concluded that HR life- cycle stage helps
to determine the challenges faces by the firm and how HR assist to make the process better.
Through this model, it is concluded that companies attract new talent, introduce individuals to
team that helps to meet all goals and objectives of a business.
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