Resource and Talent Planning in Argos

Added on - 22 Nov 2020

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Resource and Talent Planning
Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................3P1: Current labour market trends that influence talent management and workforce planning.................................................................................................................................................3P2: Different types of legal requirements for workforce planning.........................................4P3: Based on current labour market trend and legal requirements determine current andanticipated skills requirements for an organisation................................................................5P4: Appropriate example of job description and personal specification document for effectiverecruitment and selection........................................................................................................6P5: Different types of recruitment and selection method for effective talent resourcing andplanning..................................................................................................................................8P6 Evaluate stages of HR life-cycle that are applied to specific HR contexts.....................10P7 Stages of HR life-cycle integrated within organisational HR strategy...........................11CONCLUSION..............................................................................................................................12
INTRODUCTIONResourcing and Talent Planning is a critical role that includes coordination from the teamof recruitment and business in various aspects like forecasting of the resources required, deliveryof resources on schedule, Maintain Talent pool for future recruitment, and networking andselection for hiring channels.The present report is about Argos, which is a British catalogueretailer company founded in 1972 by Richard Tompkins. Argos is subsidiary company ofSainsbury which is headquartered in England. This report emphasizes on the different kinds oflegal requirement at the time of workforce planning. Along with this, the purpose of analysingthe current labour market trends is also been discussed. In addition, with this, the report willinvolves job description and person specification documents for effective recruitment andselection method. The report also elaborates about different types of recruitment and selectionmethod. At last the report describes the HR life cycle and various strategies that can be used byan HR manager for the growth of the organisation.TASK 1P1: Current labour market trends that influence talent management and workforce planning.Talent means to an individual or group of individuals, who have specific ability toperform 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 bywhich the company can able to attain the business goals and objectives. Also, the workforceplanning is a constant process used to line up the needs and status of the organisation with thoseof its workforce so that it can achieve the organisational objectives. The current labour markettrends that influence talent management and workforce planning are outlined below -1.Political uncertainty– This is a form of economical risk where the upcoming path ofgovernment policy is uncertain, raising risk and leading businesses and individuals todelay spending and investment until this uncertainty has been resolved. The stability ofpolitical system can affect the request of a specific local market. Along with this theactions of government influence the economic environments.2.Globalisation –This refers with the change in the world where the organisations aremoving from a self dependent country to a integrated world. This change has been boughtto enhance integration of the labour markets and also closing gap among employees in
advanced as well as developing economies. When an organisation develops less productsa cheaper cost, then its market share increases. This affect the current labour markettrends as customers have large number of choices which affect their behaviours, theywant to get goods and services quickly in a effective manner.3.UrbanisationUrbanisation means to the peoples working in towns and cities growsfaster than the people working in rural areas. By this all rural areas peoples wanted totransfer themselves in urban areas, this can enhance their skills and can also increases thegrowth of the peoples of urban areas. In context to workforce planning, this trend helps inprovide 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 planningIt is important for an organisation to determine the legal requirements before evaluatingworkforce planning, as this meets the demands and needs of the organisation goals andobjectives. This has been analysed that, certain legal requirements are required by anorganisation during the process of workforce planning, which are mentioned below -1.Unfair Dismissal Act, 1977-This act is being implemented in order to decrease someactivities which have the negative effects on the employees of an organisation. It supportworkforce from unexpected ending which is being given without any notice by anorganisation. In relation to Argos, this act should be considered by its management teamwhile hiring its employees. Along with this, it is their responsibility to conduct anyunethical 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 theorganisation. The purpose of this act is to serve all staff members on the basis of theirworking performance, not according to their gender or race. Here, Argos Ltd. requires tocompensate their employees in accordance with their performances and outcomes.3.Age discrimination act, 1967 -This act makes sure employees within the working placegets discriminated on the basis of age who are 40 years of age. Thus, this act prohibitsemployers to retaliate against employees over 40 years to exercise their right. Hence,respective company must not discriminate in hiring, compensation as well as promotionon the basis of age factor.
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