Talent Management and Workforce Planning in Sainsbury

This report analyzes the current labour market trends and legal requirements that influence talent management and workforce planning in Sainsbury. It also determines the current and anticipated skills requirements based on labour market trends and legal requirements. Additionally, it develops job description and person specification documents for effective recruitment and selection. Finally, it applies various recruitment and selection methods for talent resourcing and planning in Sainsbury.

Resource
And
Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1: Analyse current labour market trends that influence talent management and workforce
planning..................................................................................................................................3
P2: Explain the different types of legal requirements an organisation must take into account
when workforce planning.......................................................................................................4
M1: Analyse the influences of labour market trends and legal requirements on the workforce
planning of a specific organisation.........................................................................................5
TASK 2............................................................................................................................................6
P3: Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples.................................6
M2: Analyse current and anticipated skills requirements in response to identified labour
market trends and legal requirements for a range of organisational examples......................7
TASK 3............................................................................................................................................7
P4. Develop appropriate example of job description and person specification documents for
effective recruitment and selection.........................................................................................7
P5. Apply various recruitment and selection method for effective talent resourcing and
planning..................................................................................................................................8
M3 Effective of different processes and methods of recruitment and selection are for talent
resourcing.............................................................................................................................10
TASK 4..........................................................................................................................................10
P6. Apply the various stages of HR Life-Cycle applied in HR contexts.............................10
P7. Evaluate how stages of HR Life-Cycle are integrated within organisational HR strategy11
M4 Importance of the HR life-cycle in relation to strategic talent management.................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Resources can be said to be materials, tools, lands etc., which are not present in
abundance and are required to be utilised by entrepreneurs to remain stable in a perfect
competition market. Talent refers to special skills in an individual through which they can easily
perform their tasks whether easy or difficult. For the following project report Sainsbury is
chosen. It is a retail supermarket chain established in United Kingdom. Mike Coupe is Chief
Executive Officer of the company from 9th July, 2014. He also owns 16% shares in company.in
the following report description of labour market trends which influence team management as
well as workforce planning along with a number of legal requirements as per planning a
workforce. It also contains development of appropriate example of job description and
specification of documents required for a person in order to carry on with an effective
recruitment and selection method. This report has also applied stages of HR Life Cycle and its
evaluation in relation with HR strategy of an organisation.
TASK 1
P1: Analyse current labour market trends that influence talent management and workforce
planning.
Talent management helps in creating opportunities for the survival and growth of the
business so that the company can sustain the competitive environment. The planning of human
resource is done under this. The manager of the company put special focus on acquisition and the
retention of the employees, they influence the employee so that individual and organisational
goal can be accomplished (Baron, 2016).
Workforce planning is a continual process under which requirement of human resources
are identified so that strategic decision can be developed for recruiting new talent. It is very
essential for any organisation to recruit talent which can contribute positively to the firm’s
development. Managers of the company put special emphasis on identifying the needs and hiring
accordingly so that firm efficiency and effectiveness can be increased.
There are lot of trends which are affecting talent management and workforce planning in a
positive manner, some of them is as follows: -

Globalisation: It is a global process of interacting and integrating among various
company’s worldwide so that internationalization trade can be established because of this
interdependency of world economy is increasing day by day. Manager of the Sainsbury company
is using Globalisation to acquire talent from various parts of the country so that workforce
planning can be done and by that efficiency of the company can be increased substantially. The
company not only focus in United Kingdom but also to different parts of the world. They focus
mainly on developing countries so that they can get able employees by paying minimum amount
of wages. Globalization has worked completely in favour of company (Ridgway, 2019).
Technological changes: It is very important to adopt with the change in technology if an
organisation want to work for a long run. It is the ability of organisation to dealt with the change
in technology creates opportunities for survival and growth of the business which will help them
to sustain the global competition. Manager of Sainsbury company is positively affected with
workforce planning and talent management as they are focusing on installing new machinery,
software and IT products for the welfare of organization and their employees. In some of the
cases it will reduce labour cost as technology will eliminate the usage of labour by that efficient
will increase and error will reduce which will help in achieving goal faster.
Demographic: This trend of talent management and workforce planning helps the
manager to terminate the current or old employees so that recruitment of new candidates with
high skills can be done. It results in reduction of mistakes and paying of less salary that will have
the cost.
Thus, with the help of current labour market trends the company can acquire a fresh
workforce and talent. The workforce planning can be done in more appropriate way for the
betterment of the organisation at the same time. With the recruitment of fresh talent error and
mistakes can be mitigated.
P2: Explain the different types of legal requirements an organisation must take into account
when workforce planning
In case if the organization wants to work in a society it is important that they are aware of
all the legal and social responsibilities. The company should have the vision of future want
changes can be expected and make decision accordingly so that it does not contradict (Sohel-Uz-
Zaman, 2018). The roles and regulation imposed by the government for an organization is known

as HR Legislation. It is related to employees and generally it is in their favor. The manager of
Sainsbury company works on the roles under this and provide equal right for its employees,
proper compensation is given to the employees in accordance to the effort and work done by
them. It is ethical for an enterprise to comply with some of the factors which are employment,
safety, health, salary, leaves. Some of the legislation which are important for the enterprises are
discussed below:
Equality act 2019: The bill was passed by United Kingdom House of Representatives
dated on 17th May, 2019. Under this act discrimination of gender, medical related concerns and
maternity is discussed. It is essential for Sainsbury company to promote fair and equal working
condition.
Equal pay act 1970: This act dealt with discrimination between male and female
employees. It is very important for the Sainsbury organization to give equal pay for equal efforts
irrespective of any gender. The manager of company pays special attention to the act and follows
the rules and regulation carefully by giving reserved payments with all the terms and condition
clarified (Taylor, 2016).
Fair labor standard act 1938: The act was signed by President Roosevelt on June 25th
1938. The act focuses on establishing minimum wage overtime pay eligibility and avoidance of
child labour. This law helps workforce from getting exploited to certain unfair pay practices.
This act is very essential for HR of company so that they know if they are paying fair wages to
its employees. Workforce planning is done after keeping this act into mind the bonus and
incentives are also given due to which employees remain encouraged.
M1: Analyse the influences of labour market trends and legal requirements on the workforce
planning of a specific organisation.
With adoption of new trends, the company has been benefitted immensely as the
production has been increased because of increased efficiency and reduction of mistakes or error.
Machinery and automation have helped the company to replace multiple employees which
reduces the cost and by that the revenue of the business was increased (Cascio, 2015). Herein,
Sainsbury company focus on meeting the legal requirements of the workforce planning, fair
wages are given to their employee. Rules and regulation are set in a way so that all rights of

employees are taken care of which result in sustaining the employees and building a relationship
with them for long run.
TASK 2
P3: Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples.
Skills are defined as ability or strategy of an individual to perform the certain set of
actions so that result can be achieved in particular time frame. Under this the individual have a
talent of using their knowledge with various tactics so that the target can be achieved. The
manager of company pays special attention on skill and capabilities of their employees by
continuously checking their task and time consumption to achieve goals with efficiency.
Current skills: The skills which include knowledge, experiences and ability required to
perform a task (Collings, 2015). Manager of Sainsbury company focus on recruiting the
employees possessing these skills so that goals and objective can be achieved and competition
can be given to rivalries like Tesco, Morrison etc.
Proper communication: Manager of firm is in generally a search of employees who can
communicate their message to the need user without any deviation. They should know the way to
maintain relationship with customer and sustain it.
Team work: The manager of company works on engagement and involvement of
employees with proper coordination. It results in reducing the conflicts.
Anticipated skills: The skills help in forecasting the future requirement and avoid
potential mismatches. Sainsbury managers focus on performance review of employees that result
in growth and stability in the market.
Technical ability: An employee’s needs to know the way to with machinery, automation,
software and innovation (Khilji and Schuler, 2017). Such technical skill helps in enhancing the
productivity of ethical.
Critical thinking: The mindset of employees is tested as it gives the employee vision to
forecast future and makes change accordingly so that any loss can be avoided. The products of
Sainsbury company are developed for the future by keeping this kill into consideration.

M2: Analyse current and anticipated skills requirements in response to identified labour market
trends and legal requirements for a range of organisational examples.
The employee should have a vision to forecast and make decision accordingly, this skill
help in avoiding any future change it can also be a legal change (King, 2017). Like for example
if the company can predict in advance that price of the product will fall in future, they can try to
sell those products as soon as possible. Proper communication is another skill which helps the
company to avoid any noise which can be created between the public and company, so it is a
must require skill.
TASK 3
P4. Develop appropriate example of job description and person specification documents for effective
recruitment and selection
Job analysis refers to identifying as well as determining all the details of a particular job
with their roles and responsibilities which can lead to improve efficiency and accomplishment of
success. In Sainsbury job analysis is used to collect the data regarding job vacancy. It is an easy
shall element for company to establish a level of experience, qualification, skills as well as
knowledge which are needed to perform a job in an efficient manner (Latukha, 2016).
Job description is a written document which mentions about all the general rules, task,
duties as well as responsibilities which are required to be performed by a new employee who will
be hired for a particular job. In Sainsbury, managers use job description in order to efficiently
hire a new employee who have all the required skills for the job.
An example of job description for a receptionist in company is as follows:
Job Description
Job Title:- Receptionist
Report To:- Practice Manager
Working Hours:- 9 a.m. to 7 p.m.
Job Overview:-
 It is the procedure of directing customers in getting appropriate services.
 Proper Communication to deal with customer query and to solve efficiently.
Qualification:-
 Graduation is required in B.SC., B.Com, B.A., B. Tech., etc.
 Experiences from 0 to 2 years.

 Good English conversation.
Duties and Responsibilities:-
 Welcome the guest and suggest worker to lodge their luggage.
 Responsible for maintaining telecommunication services.
Person specifications: This is a procedure which refers to a person applying for a prescribed job
with all the details of their education, skills, previous work and so on (Mensah, 2015). Sainsbury
have a number of job applicants from which they can choose some for interviews for selection
process.
Job Title: - Reception
Department: - Front Office
Criteria Essential Desirable
Skills required  Communication skills
 Telephonic skills
 Computer skills
Qualification A post-graduate degree of
Master in Business
Administration from Human
Resource.
MBA in Finance.
Knowledge  Different methods of
recruitment and
selection.
 Motivation and team
management
techniques.
 Punctuality
Experience 1year experience at
recognised hotel.
P5. Apply various recruitment and selection method for effective talent resourcing and planning
Recruitment is a process of hiring applicants by identifying, attracting, hiring as well as on
boarding new employees in the organisation. In this procedure new talent is found for
organisation to fill in the vacant positions. Managers of Sainsbury often target highly qualified
individuals for the vacant places in their organisation:

Methods of recruitment:
There are a number of types through which recruitment can be done in an organisation.
Sainsbury follow following procedure for recruitment:
Internal: The process of filling vacant position in the firm from internal employees itself is
called internal recruitment. Following are the ways through which seems very does internal
recruitment in order to increase motivation of employees:
Promotion: The vacant position in organisational field by promoting the already existing
employees to a new position where their basic pay as well as incentive increases (Seniwoliba,
2015). This is effectively done by managers at Sainsbury which helps them to create a number of
opportunities and also encourage their employers by utilizing the scarce resources.
Transfer: It is a process in which employs in one designation or transferred to a higher one by
improving their powers and responsibilities. Managers of Sainsbury keep their workers engaged
in encouraged by taking this step.
External: In this process people from outside the firm are attracted towards company to fill in
the job vacancies. Managers at Sainsbury efficiently uses this process to hire the new candidates
with Best skills and fresh talent in order to achieve goals and objectives of the firm:
Direct recruitment: In this new candidates are hired by company as per their qualifications and
experiences in order to fill the vacant positions in organizations. In Sainsbury, this procedure is
used effectively as new talent is introduced in company with New views and ideas for growth of
company.
Employee agencies: There are agencies who have contract with job seekers as well as companies
who need employees. Sainsbury is related to a number of such employment agencies who bring
in fresh talent for company as per the job roles and responsibilities.
Selection:
Selection refers to a process in which suitable candidates are selected for vacant positions as per
their qualification and experience. Sainsbury hire candidates with all the skills required in order
to accomplish success and create opportunity for growth and development in the organisation.
Methods of selection: There are a number of methods available to select employees. Below
mentioned are such methods followed by Sainsbury
Written test: This is one of the best way to judge a candidate for job. In this a candidate is
required to read, write and aurally attempt the selected questions. In Sainsbury a number of

aptitude, intelligence, logical reasoning as well as personality test are undertaken by the
candidates for a job.
Interview: this can be described as a two-way verbal as well as non-verbal communication
through which companies can judge the applicators gestures, emotions, knowledge, skills and
communication skills (Ulrich, D. and Allen, 2014). In Sainsbury hiring is done after interviewing
the candidate which helps to understand the thinking of candidate.
M3 Effective of different processes and methods of recruitment and selection are for talent
resourcing
There are various options for recruitment and selection present with Sainsbury to look for
new employees. All these methods are effective enough for company to gain new talent in
organisation. This helps company in finding right people for the right job. Through the help of
this method companies are able to achieve individuals who have all required skills as per the job
description.
TASK 4
P6. Apply the various stages of HR Life-Cycle applied in HR contexts
HR Life cycle is a concept in human resource management that describes stages of
employees throughout they work for an organisation. The managers of Sainsbury implement this
in their organisation in order to divide roles as well as responsibilities in their organisation
efficiently. It helps company by providing a number of opportunities for growth and stability of
business to sustain in market for a longer period of time. The various stages in Human Resource
Life Cycle are mentioned below:
Attraction: This is the first step in HR life-cycle process in these individuals are attracted
towards company by prodividing them with various job opportunities which might be beneficial
for them in future. Company provides a good culture to employs giving them huge incentives
and good compensation. Managers at Sainsbury can attract huge number of employees through
their brand image. They also provide their employees with good job responsibilities in order to
perform the task with optimum employee engagement and building good relations within
organisation (Clarke, M. and Scurry, 2020).
Recruitment and selection: This is the second stage in which new candidates apply for vacant
jobs in the firm (Direction, 2020). They apply for jobs only when job description matches with

their skill sets. Managers at Sainsbury take interviews of people who have applied for a job and
then choose the best out of all who have all the requirements of the job description. It is often
recommended that the person who is selected for job needs to have high skills and capability to
work within the organisation.
On boarding: in this third stage of human resource life-cycle the person who is recruited for
specific job is introduced with business environment. Managers of Sainsbury provide training
and development and orientation programmes for these new employees
. They make sure that communication between takes place efficiently.
Development: In this step employers are guided with the help of policies of business. They are
instructed how to perform their job. Managers at Sainsbury make sure that proper training and
development programmes for their employees in order to increase their skills and reduce error
in their work due to which delay in achieving the objectives can be caused. This also helps in
increasing the strategies in order to compete with their rivals.
Retention: This is the stage where it is required to appreciate and motivate workers for their time
and efforts. Managers at Sainsbury make sure that they perform various performance appraisal
programmes in order to fulfil the desires and needs of the employees (Acharya, A. and Biswas,
2020) . It is important for business to drive transformation in the organisational structure as well
as culture through meeting the requirements of customers and their change in trends and
preferences.
Separation: This is the final stage in this life cycle of human resource. It is the end of procedure
of recruitment by any other business for more pay, incentives or better offers. Managers in
Sainsbury take care that all the policies are followed by workers and also that no fraud is done by
them. Company is also required to provide employees with pension act so that exit of employee
can be followed smoothly.
P7. Evaluate how stages of HR Life-Cycle are integrated within organisational HR strategy
There is a major role played by HR Life Cycle in accomplishment of success in order to
compete with rivals in market to sustain in competitive market (Bagheri, and et. al., 2020). They
use their internal strength in order to control all of their weaknesses as well as external
opportunities to manage their threats. In development and retention stage training is provided to
workers in an organisation in order increase their skills and efficiencies. Managers at Sainsbury
use Human Resource Life Cycle in order to achieve their goals and targets. They develop

employee relations through engaging them, involving them and also co-ordinating by performing
the actions which are specifically meant to achieve targets. It also helps employees with abilities
to share their ideas and views with each other which develops trust and faith in them.
M4 Importance of the HR life-cycle in relation to strategic talent management.
Companies need to identify all the stages of HR Lifecycle through the help of which they
can manage employees in organisation. Companies uses all this method in order to provide
employees with all the requirements according to the stage they are at HR Lifecycle. Through the
help of this employee productivity can be increased and maximum could be retrieved from
employees while they work towards organisational goals.
CONCLUSION
The above report concludes that there are a number of resources such as land, labour,
physical as well as human capital which can be utilised by a business in order to develop various
competitive strategies. Talent is described as an exceptional ability inbuilt in an individual that
can be acquired through way of a number of practice as well as training. It is important for ana
organisation so that they can easily survive in the increasing competition in the market place. In
the following project analysis of various labour market trends which influences workforce
planning and talent management as per a number of legal requirements which are applied
throughout the world to organise globalisation, demographic as well as technological changes is
also explained. It also talks about developing various job description and specific documents for
recruitment as well as selection of employees. There are a number of ways to recruit employees
such as internal, external, interviews and written test. In addition to this various stage of HR life
Cycle which are attraction, recruitment, selection, on-boarding, enablement, development,
retention and separation are also explained in relation with an HR strategy for organisations.

REFERENCES
Books and Journal
Baron, A., 2016. Human resource planning. In Encyclopedia of Human Resource Management.
Edward Elgar Publishing Limited.
Ridgway, M., 2019. Brexit: human resourcing implications. Employee Relations: The
International Journal.
Sohel-Uz-Zaman, A.S.M., 2018. Understanding the Fundamentals of Talent Management for
Effective Business Application. International Journal of Economics, Finance and
Management Sciences. 6(3). p.98.
Taylor, S., 2016. Resourcing. In Encyclopedia of Human Resource Management. Edward Elgar
Publishing Limited.
Cascio, W. F., 2015. Managing human resources. New York: McGraw-Hill.
Church, A. H., 2014. Succession planning 2.0: Building bench through better
execution. Strategic HR Review.
Collings, D. G., 2015. The contribution of talent management to organization success. The Wiley
Blackwell Handbook of the Psychology of Training, Development, and Performance
Improvement. p. 247.
Khilji, S. E. and Schuler, R. S., 2017. Talent management in the global context. The Oxford
handbook of talent management. p. 399.
King, K. A., 2017. The talent climate. Journal of Organizational Effectiveness: People and
Performance.
Latukha, M., 2016. Talent Management in Emerging Market Firms. Editor (s)(if applicable) and
the Author (s).
Mensah, J. K., 2015. A “coalesced framework” of talent management and employee
performance. International Journal of Productivity and Performance Management.
Seniwoliba, J. A., 2015. Succ.ssion planning: Preparing the next generation workforce for the
University for Development Studies.
Ulrich, D. and Allen, J., 2014. Talent accelerator: Understanding how talent delivers
performance for Asian firms. South Asian Journal of Human Resources
Management. 1(1). pp. 1-23.
Clarke, M. and Scurry, T., 2020. The role of the psychological contract in shaping graduate
experiences: a study of public sector talent management programmes in the UK and
Australia. The International Journal of Human Resource Management. 31(8). pp.965-
991.
Acharya, A. and Biswas, S.B., 2020. Knowledge Management Strategy and Practices Using the
Appreciative Inquiry Approach for Organizational Transformation: The Indian
Context. In Appreciative Inquiry Approaches to Organizational Transformation (pp.
76-92). IGI Global.
Bagheri, M. and et. al., 2020. Talent Management in the Tourism and Hospitality Industry:
Evidence from Iran. Anatolia, pp.1-11.
Direction, S., 2020. Nurturing an organization’s high achievers through strategic talent
development: An asymmetric approach to talent management investment.