Effect of Talent Management on Organization Success

The assignment provided is a comprehensive review of the impact of talent management on organizational success. It covers various topics including the effect of talent management on employee retention, succession planning, and the development of new leaders. The document also references several books, journals, and online sources that provide additional information on this topic.

Resource and Talent Planning

Table of Contents
INTRODUCTION...........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
Current Labour Market Trend that Influence Talent Management.............................................1
Different legal requirements during workforce planning that is trend analysis and analysis of
labour demand and supply forecasting and analyse specific HR legislation constraints and
requirements................................................................................................................................3
ACTIVITY 2....................................................................................................................................4
Based on current labour market trends and legal requirements determine current and
anticipated skills requirements....................................................................................................4
ACTIVITY 3....................................................................................................................................5
Job description and person specification documents for effective recruitment and selection. . 5
ACTIVITY 4....................................................................................................................................7
Stages of HR Life Cycle to Support Talent Management. .........................................................7
CONCLUSION................................................................................................................................8
REFERENCES..............................................................................................................................10

INTRODUCTION
Talent management refers to activity with that organization can develop, attract and
retain employees. Aim of talent management is to enhance the performance of employees,
motivate them, engaging and retaining employees in order to make them better and use their
talent for success of organisation (Noe and et.al., 2017). This study will be based on Argos
company. It is British catalogue retailer company. This report will analyse current labour market
trend which influence talent management and workforce planning. It will explain the different
legal requirement such as analysis of labour demand and supply forecasting, trend analysis and
specific HR legislation constraints and requirements. It will elaborate legal requirement s and
labour market trends that determine current and anticipated skills. This study will describe the
effective process and mastheads of recruitment and deletion for talent resourcing that is
recruitment abs section precess and policies. It will produce a proper job description and person
specification document for effective selection and recruitment. It will evaluate stages of HR life
cycle.
ACTIVITY 1
Current Labour Market Trend that Influence Talent Management.
Resource and talent planning management is crucial factors for the success of
organization. It is mandatory to understand the demand and skill needed for success of business.
For that training and development is of employees are provided according to employee gap and
growth (Ruona, 2016). So that employees can not leave the organization. Company always need
to recruit new employees in order to meet new demands and needs. To achieve this scenario
organization is using current market labour tends for recruiting new candidates.
Talent Relationship Management will accelerate quality hires: Argos has adopted
candidate relationship management (CRM) software and bought hyper cycle of proactive
sourcing in order to maintaining and creating healthy relationship with candidates. The
knowledgable recruiter understand that focus should be on talent not on candidates. Talent
Relationship Management surround current and contingent workers in a holistic approach in
order to building, identify and engaging talent networks. Organization is focusing on to promote
trends. With that they van promote and build their own talent that will increase and enhance their
recruitment from external labour pool (Costa and et.al., 2016). Argos is investing more on Talent
Relationship Management to hire right people or candidates with right talent.
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Artificial Intelligence will Impact Capacity and Skills Required: Human Resource
Department need to understand that AI impacts not only on their workforce but influence
exciting and incorporating tools into their workflow for recruitment ans selection process. AI and
bots impacts on required skills and on people that how they work. With help of talent bot
organisation can predict high performance of employees on regular basis and it will redistribute
the workloads seamlessly. Many of survey has indicated that AI can help to retain employees for
longer time (Costa and et.al., 2016). AI is current labour trend, it assists company to understand
skills and knowledge of candidates. With talented applicant organisation can manage
performance of employees that will help them to achieve business objectives.
Agility is Prioritised over Experience: Hire people who are capable to adapt the
changes quickly with great experiences and who can shift from linear progressions. With that
organisation is concentrating on candidates who can easily and quickly change face of new
technology. Argos is confident about its strategy that it will bring talent acquisition for making
future workplace capabilities (Kerzner and Kerzner, 2017). Company is recruiting candidates
who have abilities and capabilities of agility, learning and collaboration. For making
sustainability in high performance it is required to engage employees, make them innovative that
help them to learn agility. Argos is changing its strategies and focusing on adaptability and skills
and knowledge in its applicants that support its employment structure and knees needed for
future.
Mobile: In today's era, there are so many mobile phones than people. Every body has
individual device. Mobile phone is also a recruitment trend. Survey says mobile is an important
tool for job searching. Due to this, organisation is focussed on social media platform such as
Facebook, Twitter, Instagram. All these applications are mobile application that is generally used
by large number of people (Chaudhuri, Hirudayaraj and Ardichvili, 2018). With help of this
application organisation can identify the people with their needs and requirement related to their
interest and provide them opportunities. It supports Argos to find right, skilled and
knowledgeable candidates.
All these current labour market trends influence the talent management of Argos.
Organisation is working to create its employer brand with help of market labour trends. They are
hiring better employees for their company and providing them values such as change makes
better and more successful, ream work, as many opportunities as can handle, impatient to win,
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believes in winning seeks new opportunities, changes are important and necessary, encourage
corporation (Yasmine El- Ramly and et.al., 2018). With that organisation is providing their new
employees training career development opportunities, appropriate compensation and rewards in
order to enhance their performance to manage talent of their employees and to retain the in
organisation for longer period.
Different legal requirements during workforce planning that is trend analysis and analysis of
labour demand and supply forecasting and analyse specific HR legislation constraints and
requirements.
Legal requirement are health, safety and welfare at workplace. Employer and
organization conduct or manage their activities in order to ensure the health, safety and welfare
of workers. Implementation of legal requirement is mandatory tin process of recruitment and
selection, trends analysis, labour demand and supply forecasting. Legislation at workplace
provides security and safety to employees with that it maintains the relationship of employees
with organisation (Dirani, Nafukho and Irby, 2018.). Employment law such as Fair Standard Act
and age discrimination in employment act are designed to maintain the relationship of employees
and employers. With that worker have the right to sage work environment, fair compensation and
an equal opportunity.
Trend Analysis and Analysis of Labour : It is important to analysis trends in business
and financial sectors. Trend analysis assists organisation to examine past performance with
current finance condition to understand how company can perform in the future. It provides
demographic information such as turnover rates, job classification, skills, age, retirement
eligibility, gender and damnation origin of the workplace (Mayfield, Mayfield and Wheeler,
2016). These informations help organisation to perform demand analysis, supply analysis, gap
analysis and solution analysis at work place panning. Solution analysis is important part of trend
analyse. When supply analysis exceeds organisation can develop strategies.
By analysing labour demand organisation can know and understand the needs and
requirement of employees. Managing labour demand help company to in producing goods and
services in production process. Providing labour all requirement assist Argos to increase its
productivity. With it enhances the engagement of employees towards company and bring
revenue for company.
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Demand and Supply forecasting: it is aspect of human resource planning. It estimates the
future requirement of organisation. Demand and supply forecasting is depends on some factors
that are labour trends in company to be measure for last four to five years in order to meet or
supply future needs (Oseghale, Mulyata and Debrah, 2018). It helps to improve productivity
while making workforce planning, better productivity needs better employees. It leads to growth
but also depends on demand of products in the market.
HR legislation constraints and requirements
The Equality Act 2010: It is more effective law in order preventing discrimination at
workplace. It supports the equality. This law covers the employees from discrimination based on
sex orientation, race, sex, marriage and civil partnership, pregnancy and maternity.
Family and Medical Leave Act of 1993: this law provide employees job protection
leave in a 12 month period for family and medical reason. It also provides health benefits.
Occupational Safety and Health Act of 1970: this act was established by Occupational
Safety and Health Administrative. This law provide employees safe and healthy work
environment and make workplace liable for safety of workers.
ACTIVITY 2
Based on current labour market trends and legal requirements determine current and anticipated
skills requirements.
To run organisation smoothly it is important to have anticipated skill in HR Assistant.
There are some skills that should have in HR Assistant.
Critical thinker and problem solver: They should be critical thinker in order to solve
problems. They must have ability to solve conflict in proper way by listening individuals.
Communication skills: HR Assistant should have good communication skills in order to
convey their idea and plans properly. They are responsible for maintaining and managing
employees records. This information have name, address, benefits, wages withholding taxes of
employees (Wilson, 2018). They have role in screening applicants, relating to questionnaires and
application. They have good communication skill to relays information effectively and
accurately to individuals.
Interpersonal Abilities: HR Assistant has to work with other department of organisation.
They are responsible to employee benefits properly monitored, maintained and paid. HR
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Assistant must be professional and approachable who knows how to make good relation with
other department.
Personal Attributive: human resource assistant must be team player, self starter, flexible
and detail oriented. They should be multitasking and follow up skills. With that they have quality
to be innovative with ideas that support to improve the organisation and department as well.
Software Knowledge: Argos use software for data entry, data information, data
monitoring. Software such as ultimate software, HRIS that is designed for managing the HR of
companies (Dirani, Nafukho and Irby, 2018). For that HR Assistant must have the sort
knowledge because it safe the time and money of company.
Confidentiality: Human resource assistant has access to employees personal
information. With that conflict and complaints of co workers are bought in HR department. It is
important for department to keep that information confidential. For that HR Assistant should
have ability to keep information confidential in order to maintain the image of company.
ACTIVITY 3
Job description and person specification documents for effective recruitment and selection.
JOB DESCRIPTION
Job Title HR Assistant Job Category Human Resource
Location UK Position Type Full-time
HR Contact 0044161 123 4567 Date Posted 25/02/19
Will Train
Applicant(s)
Yes
Job Description
We are looking for employ an HR Assistant with tremendous communication and
administrative skills. An HR Assistant is expected to be a visionary thinker with superb time
management organizational skills. One should be able to follow the instruction with capacity to
acclimatize and multitask in a fast paced environment.
HR Assistant must be display remarkable decision making skills and conflict management with
good understanding of staffing management, employee relationship and benefits administration.
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Candidates must be able to problem solving, effective in scheduling in the recruitment process.
HR Assistant Responsibilities:
 Maintain electronic and digital record of employees.
 Support all external and internal HR related requests and inquiries.
 Maintain the calendar of Human Resource Management team.
 Able to schedule interviews, meetings, maintain agendas, HR events.
 Complete termination paperwork and exit interviews.
 Help in recruitment process by identifying candidates.
HR Assistant Requirements:
 Bachelors degree in Human Resource Management. (essential)
 2 years experience as an HR Assistant. (essential)
 Exposure to payroll practices.
 Good understanding of HR practices and best functions
 Outstanding organizational and time management skills.
 Tremendous verbal and written communication skills.
Recruitment and selection policies and process
Recruitment and selection process manage all the activities from posting job offers, and
ads to hire and select candidates. Full recruitment process includes sourcing, interviewing and
hiring applicants. Argos is using the e-recruitment with the help of web, software, other
technologies, to find, attract, evaluate and hire candidates. For that company is sourcing
applicant on professional social media, using applicant tracking system and interviewing
candidates via online video interviewing software (Coutinho, Mesquita and Fonseca, 2016). Use
of these methods help organisation to make its recruitment process effective and assist in order to
hire the best candidates. With that company has to follow the guideline in order to make its
recruitment and selection process effective and focus on equality, inclusion, diversity. Protect
employees from discrimination which can be based on disability, age, marriage and civil
partnership, gender reassignment, sexual orientation, race, regional and belief.
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ACTIVITY 4
Stages of HR Life Cycle to Support Talent Management.
It is a concept of employee life cycle in which human resource management describe the
different stages of employees in particular company. In that role human resource management
play in each stage. This HR life-cycle includes recruitment and selection, on boarding and
orientation, performance management, succession planning, and exit and transition.
Recruitment and Selection Process: the first step of employee life cycle is recruitment
and selection process in Argos company. Recruitment process I about to hiring new employee or
candidate in company. HRM is responsible for hiring the attractive and qualified applicant who
is justified that particular post. It is a process in which management has to identify the job
vacancy, reviewing applications, analysing the job description, short listing, screening, and
selecting the right candidate. For that HR department use wide variety of recruitment process.
Organisation can use both offline and online methods. Online methods includes job posting
websites such as monster, wise-steps, LinkedIn etc, whereas offline methods includes offering a
satisfactory performance in the professional networking association such as active participation
in talent communities and trade organisation.
On Boarding and Orientation: On boarding is ongoing process in which new
employees are acquired the mandatory skills, knowledge, behaviour to enhance their ability in
order to become effective and efficient employee of organisation. During on boarding process
employees introduce to their department and learn business objectives and culture of Argos
company. For that leaders and managers plans and schedule regular check in meeting with new
employees in order to make them comfortable talking to each other. With that new employees
learn and know their role and responsibility of their projects and tasks. On boarding process help
employees to make connection with their day to day task and company wide goals.
Orientation is a process in which new employees introduce to their co workers and
value, vision, mission of organisation. Orientation is conducted by company for new employees
on weeks of employment or on the first day of week. It is a conference style event in which new
candidates from different departments across the organisation. In this process information is
given by question answer session and through presentation. In orientation process leaders and
managers gives presentation about benefits, plans, review of health and safety and other policies.
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Performance Management: performance management is used to refer activities,
programs, tools with that company can manage the performance of employees, department and
teams. Human resource management is responsible for measuring ad maintaining the
performance of employees (Vaiman, Collings and Scullion, 2017). Active and effective
performance management is able to evaluate individual performance and increase productivity
by clarifying accountability and providing visibility, documenting the performance of individuals
to support their carer planning decision and compensation, building documentation for legal
purpose in order to reduce dispute and support decision. Establishing learning activity choices
and focused on skill development. Aligning each employees in day to day action for
implementing business strategies.
Succession Planning: This process identify develop the new leaders who are able to
replace older one when they retire, die or leave the organisation. With that it analyse the
competencies then develop, works to assess, and sustain the talent pool of employees for
continuity of leadership. Succession planning is a strategy which imply in order to achieve goals,
missions, in workforce planning. It develops the process to enhance the skill of employee,
recruitment of employees, prepare them for advancement, retaining employees in organisation.
Succession planning helps leaders and manager to focus on the quality of applicants by analysing
competencies and skills.
Exit and Transition: When employees resign or terminate from the position, HRM gas
to perform some tasks in order smooth exit transition. There are many reasons when employees
leave the organisation but the still receive salary from the organisation and employees has no
returned company assets like laptop, mobiles etc. it happens due to employee exit and handover
process in not tracked (Cappelli and Keller, 2017). But some times employees summits their
resignation to their reporting head but not forwarded to manager to the HR team. Due to this
lack of communication, gr department is not aware from exit of HR and problem occurs. Hence,
there is guideline and policies are made for exit of employees that includes all assets to
employees that must be updated in the HRIS, handover checklist from all concerned department
through the HRIS, employees should submit their resignation through the HRIS.
CONCLUSION
From the above study it has been concluded that current labour market trends helped
organisation in order to select and recruit talented and skilled people at workplace. Effective
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recruitment and selection process supported organisation in order to hire qualified, knowledgable
and skilled people. Different recruitment and selection process such as e recruitment helped
organisation find, analyse and identify candidate with various skills. With the help of effective
recruitment process company managed to bring talented candidates that assisted Argos in order
to achieve business objectives, while HR life cycle made positive impact on recruitment and
selection process. On boarding and orientation made employees to understand their role and
responsible towards company. Performance management assisted to measure and manage
performance of employees by providing them proper training, benefits and compensation, that
help Argos to retain their employees for longer period, whereas succession planning of human
resource management developed the new leaders in order to replace the older one.
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REFERENCES
Books and Journals
Asrar, Z., Azhar, T. and Hussain, M., 2018. Effect of Talent Management On The Success Of
Organization Development. Archives of Business Research. 6(3).
Cappelli, P. and Keller, J. R., 2017. The historical context of talent management. The Oxford
handbook of talent management. pp.23-42.
Chaudhuri, S., Hirudayaraj, M. and Ardichvili, A., 2018. Borrow or Grow: An Overview of
Talent Development/Management Practices in Indian IT Organizations. Advances in
Developing Human Resources. 20(4). pp.460-478.
Costa, C. J. and et.al., 2016. Enterprise resource planning adoption and satisfaction determinants.
Computers in Human Behavior. 63. pp.659-671.
Coutinho, P., Mesquita, I. and Fonseca, A. M., 2016. Talent development in sport: A critical
review of pathways to expert performance. International Journal of Sports Science &
Coaching. 11(2). pp.279-293.
Dirani, K. M., Nafukho, F. and Irby, B., 2018. TALENT DEVELOPMENT IN
INTERNATIONAL CONTEXTS. Global Issues and Talent Development: Perspectives
from Countries Around the World. p.1.
Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Mayfield, M., Mayfield, J. and Wheeler, C., 2016. Talent development for top leaders: three HR
initiatives for competitive advantage. Human Resource Management International Digest. 24(6).
pp.4-7.
Noe, R.A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Oseghale, O. R., Mulyata, J. and Debrah, Y. A., 2018. Global Talent Management. In
Organizational Behaviour and Human Resource Management. (pp. 139-155). Springer.
Cham.
Ruona, W. E., 2016. Evolving human resource development. Advances in Developing Human
Resources. 18(4). pp.551-565.
Vaiman, V., Collings, D. G. and Scullion, H., 2017. Contextualising talent management. Journal
of Organizational Effectiveness: People and Performance. 4(4). pp.294-297.
Wilson, V., 2018. Succession planning models, conceptual maps: Ethical considerations and best
practices. In Succession Planning. (pp. 199-211). Palgrave Macmillan. Cham.
Yasmine El- Ramly, C. P. A. and et.al., 2018. Customizing talent development. Journal of
Accountancy. 225(5). pp.26-30.
Online
Talent Development System. 2018. [Online]. Available through:
<https://humanresources.ku.edu/talent-development>.
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