Argos HR Life Cycle and Strategy

This assignment delves into the Human Resource (HR) practices of Argos, focusing on the HR life cycle and its integration with the organization's overall strategy. It examines various stages of the HR life cycle, including recruitment and selection, training and development, performance management, succession planning, and exit and transition. The analysis highlights how Argos effectively utilizes these stages to enhance employee performance, drive organizational growth, and maintain a positive brand image.

Resource and Talent Planning

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1: Current labour market trends that influence talent management and workforce planning.
................................................................................................................................................3
P2: Different types of legal requirements for workforce planning.........................................4
P3: Based on current labour market trend and legal requirements determine current and
anticipated skills requirements for an organisation................................................................5
P4: Appropriate example of job description and personal specification document for effective
recruitment and selection........................................................................................................6
P5: Different types of recruitment and selection method for effective talent resourcing and
planning..................................................................................................................................8
P6 Evaluate stages of HR life-cycle that are applied to specific HR contexts.....................10
P7 Stages of HR life-cycle integrated within organisational HR strategy...........................11
CONCLUSION..............................................................................................................................12

INTRODUCTION
Resourcing and Talent Planning is a critical role that includes coordination from the team
of recruitment and business in various aspects like forecasting of the resources required, delivery
of resources on schedule, Maintain Talent pool for future recruitment, and networking and
selection for hiring channels. The present report is about Argos, which is a British catalogue
retailer company founded in 1972 by Richard Tompkins. Argos is subsidiary company of
Sainsbury which is headquartered in England. This report emphasizes on the different kinds of
legal requirement at the time of workforce planning. Along with this, the purpose of analysing
the current labour market trends is also been discussed. In addition, with this, the report will
involves job description and person specification documents for effective recruitment and
selection method. The report also elaborates about different types of recruitment and selection
method. At last the report describes the HR life cycle and various strategies that can be used by
an HR manager for the growth of the organisation.
TASK 1
P1: Current labour market trends that influence talent management and workforce planning.
Talent means to an individual or group of individuals, who have specific ability to
perform certain tasks. On the other hand, Talent management is the process of finding, training,
developing those employees whose skills are best for the growth of the organisation and by
which the company can able to attain the business goals and objectives. Also, the workforce
planning is a constant process used to line up the needs and status of the organisation with those
of its workforce so that it can achieve the organisational objectives. The current labour market
trends that influence talent management and workforce planning are outlined below -
1. Political uncertainty – This is a form of economical risk where the upcoming path of
government policy is uncertain, raising risk and leading businesses and individuals to
delay spending and investment until this uncertainty has been resolved. The stability of
political system can affect the request of a specific local market. Along with this the
actions of government influence the economic environments.
2. Globalisation – This refers with the change in the world where the organisations are
moving from a self dependent country to a integrated world. This change has been bought
to enhance integration of the labour markets and also closing gap among employees in

advanced as well as developing economies. When an organisation develops less products
a cheaper cost, then its market share increases. This affect the current labour market
trends as customers have large number of choices which affect their behaviours, they
want to get goods and services quickly in a effective manner.
3. Urbanisation – Urbanisation means to the peoples working in towns and cities grows
faster than the people working in rural areas. By this all rural areas peoples wanted to
transfer themselves in urban areas, this can enhance their skills and can also increases the
growth of the peoples of urban areas. In context to workforce planning, this trend helps in
provide the good and best chance for job to people and give talented employees to Argos.
By this the employment rate and national income rate of Argos increases.
P2: Different types of legal requirements for workforce planning
It is important for an organisation to determine the legal requirements before evaluating
workforce planning, as this meets the demands and needs of the organisation goals and
objectives. This has been analysed that, certain legal requirements are required by an
organisation during the process of workforce planning, which are mentioned below -
1. Unfair Dismissal Act, 1977 - This act is being implemented in order to decrease some
activities which have the negative effects on the employees of an organisation. It support
workforce from unexpected ending which is being given without any notice by an
organisation. In relation to Argos, this act should be considered by its management team
while hiring its employees. Along with this, it is their responsibility to conduct any
unethical activity which might harm them in future as each employee is aware about that.
This act wanted that each employee remain loyal towards its organisations.
2. Equality Act, 2010 - This is an act where each employee must be treated equally in the
organisation. The purpose of this act is to serve all staff members on the basis of their
working performance, not according to their gender or race. Here, Argos Ltd. requires to
compensate their employees in accordance with their performances and outcomes.
3. Age discrimination act, 1967 - This act makes sure employees within the working place
gets discriminated on the basis of age who are 40 years of age. Thus, this act prohibits
employers to retaliate against employees over 40 years to exercise their right. Hence,
respective company must not discriminate in hiring, compensation as well as promotion
on the basis of age factor.

4. Sex discrimination Act, 1975: This act restricts the discrimination between men
employee as well as women employee on the basis of gender or marital status. In relation
to above mentioned company, it makes sure all employees whether they are men or
women needs to be treated equally.
5. Employee selection procedure Act, 1978: This act includes uniform guideline for
selecting employees. Herein, Argon Ltd. must follow code of federal regulation that
provides guidance to manage different employment system that is recruitment, selection,
promotion and so on. Therefore, illegal discrimination like different evaluation round on
the basis of gender or age must be avoided.
P3: Based on current labour market trend and legal requirements determine current and
anticipated skills requirements for an organisation
Demographic change: The demand for labour supply differ in developing as well as
developed country like in developing country there are huge number of young people entering
into the labour market. Argos operate its business in United Kingdom and Ireland that means
developed country invest in attracting young skilled workforce as well as create huge job
employment. Apart from young skilled worker existing worker must keep on upgrading their
knowledge or skill on the basis of market trend and legal requirement.
Educational attainment: With the change in level of educational attainment has
increased the opportunity for talent employee. Herein, Argos has more than 800 jobs deals their
prospectus through online and physical retail stores includes a huge range of personnel on the
basis of current market and legal requirement.
Technology change: With the change in technology and innovation the demand for
skilled labour has increased. In respect to Argos Ltd. which exclusively focus on current market
trend, legal requirement as well as innovation, due to they have adopted latest technologies to
conduct their functions as well as communicate with its target market effectively. They even
have adopted artificial technology, to reduce overall cost like labour cost.
Work organisation: Organisation operates in dynamic environment due to which
working organisation changes its structure as well as become more mobile. For instance, many
organisations are adopting flatter organisational structure as well as work from home trend.
Therefore, due to change in current labour market trend and labour legal laws above mentioned

company has increased the demand of teamwork, management skill as well as intercultural
communication skill.
Globalisation: With emergence of globalisation as well as trade liberalization the
mobility of labour has increased internationally. This lead to an increase demands of skilled
labour who welcomes changes and work efficiently. Herein, Argos pays a huge attention in
labour market trend to make policy, upgrade existing skill, and anticipate market need and so on.
P4: Appropriate example of job description and personal specification document for effective
recruitment and selection
Job description: Job description refers to the duties and responsibilities for a given
position. Hence, it specifies qualification or certain skill set required to apply for that specific
profile.
Company Argos Limited
Department Design lead
Job profile Assistant designer
Job location United Kingdom
Job summary Argos Ltd. is looking for Assistant designer who can maintain
effective relation with public as well as manage internal staff of
company. Along with that respective assistant designer should
carry on business digitally that mean through website of
company.
Roles & Responsibilities  Appropriate knowledge of creative design and digital
activity.
 Creative thinking to produce innovative concept and
interactive design.
 Create guidelines; make use of innovative technology,
practice changes, technical specifications that support
creative development within Argos.
 Conduct research as well as design strategies for Argos
via digital or multi channel platform.

 In order to use digital approach and concept, collaborate
with successful brand team.
 Manage workload, priorities as well as provide support to
design team to maintain stability.
 With increase emergence of digital marketing focus on
its various tools to enhance brand.
Personal specification: Personal specification refers to the skill set, experience or
knowledge an applicant must possess to perform job duty.
Name: Mahi Cooper
Address: Long Crichel Road, near bakery street, United Kingdom
Contact number: 32451123121
Job Experience: Applicant must have three years of job experience in designer field. If looking
for experience in Argos Ltd. applicant must make the use of digital marketing to enhance the
brand and exploit the opportunity.
Specialization:
 Graphic Design degree
 Fluency in Microsoft office suite, experience of Adobe Creative suite such as
Photoshop
 Understanding of 3D designs, visual art as well as responsible for digital tools like email
and website design.
 Experience in designing various content as well as design disciplines
Skills:
 Strong passion of designing
 Excellent communication as well as negotiation skill
 Leadership and time management skills
 Effective network to build contacts
Qualification:
 Certificate of digital designing and Adobe Photoshop

 Degree in subjects of graphic design
 Diploma course in web design
 Three years of work experience in respective field.
Declaration: Hereby, I ensure that all details provided by me is valid.
Date: 07/07/2018
Place: United Kingdom
P5: Different types of recruitment and selection method for effective talent resourcing and
planning
Recruitment: Recruitment is a part of human resource management that refer to
searching and hiring best suitable candidate. Therefore, it is positive process as prospective
applicant can apply for the vacancy. Hence, recruitment process includes planning, strategy
development, searching, screening as well as evaluation and control.
Method of Recruitment
Internal source of recruitment: Internal recruitment means employees are appointed
within the working organisation to fill up certain vacancy through promotion or transfer. It is one
of the simplest as well as cost effective methods. Argos strongly believes in internal appointment
to fill up higher position. Some of the basic types of internal recruitment and they are as follows:
Promotion: Promotion refers to shift of an employee to new position with new
responsibilities, status and remuneration. This shift is basically from low job profile to higher
position.
Transfer: Transfer refers to shifting of employees either from department to other or
from one job location to another. This is basically a change in working environment without
change in job responsibility, profile and remuneration.
Pros of internal source of recruitment
 It is easier as well as cost effective method of recruitment
 No requirement of induction and training as applicant is already familiar with
organisation
 Loyalty as well as belief towards organisation increases.
Cons of internal source of recruitment

 Limited scope in comparison to external recritment6 as all vacancies cannot be filled up
by internal source
 It may lead to negative politics between employee
External source of recruitment: Under external source of recruitment employees are
hired outside the organisation. Though in external source company get huge pool of candidate
but it is time consuming process in comparison to internal recruitment method. Therefore, within
Argus Ltd. Company uses some of the essential types of external recruitment and they are
described below:
Direct recruitment: It is one of the types of external recruitment done for experienced
applicant. Here, notice is placed in the notice board of organisation regarding the vacancy.
Employment exchange: It is practised by government employee, here record of various
job seekers are kept and given to various companies to fill up vacant place. This type of
recruitment is used for all worker whether they skilled or not.
Campus recruitment: Under campus recruitment organisation like Argus visit to various
colleges or universities to hire students. It is one of the most effective methods to get a huge pool
of desirable candidates.
Pros of External Sources of Recruitment:
 It encourages new opportunities for job seekers.
 Business entity stamping enhances over various external sources.
 It helps to minimise biasing or partiality among employees.
 It provides a framework for selecting right candidate more effectively.
Cons of external sources of recruitment:
 This system is time consuming and lengthy.
 Cost of this kind of recruitment is very high.
 Candidates recruited under this process wants high amount of remuneration and salary.
Selection: Selection refer to the process of picking most desirable candidate by weeding out
unsuitable candidate due to which it is considered as negative process in comparison of
recruitment. Hence, it is quite lengthy as well as complex process. Herein, Argus Ltd consider
this process for selecting right candidate for right place.
Interview: It is a formal way for selecting most effective and appropriate candidate
suitable for company job role. It is mainly a two way form of communication between

interviewer and interviewee. Argos Ltd. is using Sysco-metric test in order to effectively
evaluate applicant suitability. In addition to this, it will benefit them to provide brief information
of company to applicant and build a good image of company among applicants.
P6 Evaluate stages of HR life-cycle that are applied to specific HR contexts
Human resource life-cycle emphasize on biological aspects of development it include
various stages through which employee passes and HR is required to perform their role during
the course of those stages. Every stage of HR life-cycle has their separate opportunities,
challenges and benefits. In context with this, HR manager of Argos is required to formulate
effective strategies in order to overcome any kind of future possible barriers or breakdown in
these stages. It will help them enhance performance level of their employees and make their
business grow simultaneously. Mentioned below there are some stages of HR life-cycle
described in brief:
Recruitment and Selection: Selection and recruitment is one of the most important
stages in HR life-cycle as it helps them to hire potential and effective candidates for an
organisation and increase their level of productivity. Argos HR manager formulate appropriate
strategies and policies in order to attract best candidates and hire them for job role. It will benefit
Argos to increase their overall rate of turnover, growth and productivity. HR managers of
company conduct formative interviews, take written test and select candidates after then.
On boarding and orientation: It is the second stage of HR life-cycle in which a
candidate already accepted job offer and becomes part of organisation workforce. At this stage
HR manager of Argos provide appropriate and required information and tools to them as to work
with more efficiency. In addition to this, HR manager integrate them to company culture. In this
newly selected employees get to know about Argos policies, job duties, procedures and undergo
training. This will help company to train them in effective manner and get best out of them as to
maximise Argos production and profitability level.
Performance Management: It is one of the most important and basic role in HR life-
cycle. As to maximise employee level of performances it is required to monitor and control them
on regular basis. HR manager of Argos adopted various innovative tools and techniques to
evaluate performance of employees on day-to-day basis. It will not only help workers to

maximise their area of opportunities but also benefit Argos to retain their employees for long
term and ensure company growth.
Succession planning: Once an employee is well trained it is required for an HR manager
to make certain strategies and policies to retain them. For this HR managers of Argos formulate
continuous plan in which regular evaluation, recognition and training included. It benefits
workers to maximise their level of performance and help Argos to increase their rate of
production in simultaneous manner.
Exit and Transition: It is a final stage in HR life cycle, in this an employee leave their
job due to numerous reasons that include, retirement, termination, layoffs, new job or for any
other personal reason. In context with this, HR manager follow appropriate procedure and
process of documentation and inform employee about their final pay and any other benefits. This
is one of the most critical stages which are required to be effectively done by HR manager of
Argos. It will benefit them create strong corporate brand image in market.
P7 Stages of HR life-cycle integrated within organisational HR strategy
Stages included in HR life –cycle helps an HR to conduct their process of recruitment
and selection of candidates in more effective way. It is one the crucial function of HR as it deals
with an organisation most valued asset. It is a continuous in organisational culture as it helps
employees to maximise growth in their career. All the functions included in HR life –Cycle helps
an organisation to increase their overall rate of production and ensure long term sustainability.
HR manager of Argos effectively integrate all the functions of HR life-cycle within organisation
strategy as to formulate rapid growth in employee performance level. Company by managing all
these functions of HR life-cycle can effectively generate high turnover rates and focus on
employee retention. In order to integrate this process in formative manner HR manager of Argos
is taking advantage of employee engagement with the help of which they can evaluate
contribution of their every employee in effective manner and recognize their actual performance.
In addition to this, with the adaption of successful selection and recruitment strategy HR
manager of Argos effectively increase their brand image and organisation reputation in external
market.

CONCLUSION
As per the above mentioned report it has been concluded that, resource and talent planning
is most vital part in an organisation as it emphasize on allocation and gathering of tools and
techniques required to formulate effective performance of an employee. There are different types
of market trends such as, globalisation, urbanisation and political instability that affect talent
management and workforce planning. In addition to this, it is important for an HR manager to
posses required knowledge of legal requirements as to conduct their activities in effective way.
This report include, job description and person specification with the help of which HR can
select potential candidates for their job role. This project also includes stages of HR life cycle
which is required for an HR to perform in appropriate way.