Resource and Talent Planning - Assignment

RESOURCE
AND
TALENT
PLANNING

Table of Contents
INTRODUCTION...........................................................................................................................1
ACTIVITY 1....................................................................................................................................1
P1 Analyse current labour market trends that influence talent management and workforce
planning..................................................................................................................................1
P2 The different types of legal requirements an organisation must take into account when
workforce planning.................................................................................................................3
ACTIVITY 2....................................................................................................................................4
P3 Current labour market trends and legal requirements determine current and anticipated
skills requirements..................................................................................................................4
ACTIVITY 3....................................................................................................................................6
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.........................................................................................6
Sales executive ......................................................................................................................7
P5 Different recruitment and selection methods for effective talent resource and planning. 8
ACTIVITY 4..................................................................................................................................10
P6 The stages of the HR life cycle applied to specific HR contexts....................................10
P7 Evaluate how stages of the HR life cycle are integrated with in organisational HR strategy
..............................................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Resource and talent planning refers to the anticipation of required human capital for a
business entity to achieve set objectives (Albrech, 2011). It is a integral part of management and
apply strategic human resource planning for better value. Planning resources helps to reach of
desired targets of an organisation. The report based on the events on recruit, develop, retain and
make the employees able to perform of talent management as well as strategic workforce
planning. In present report pertain the knowledge related to “Argos Ltd”, it is a British
organization that are operating in UK and the business related to retailing and traded through
offline and online webinars.
The report based on different activities these are description of labour market trends,
requirement of current and anticipated skills in several contexts. The management of human
resource life cycle and different types of legal requirements of an organisation must take into
workforce planning. Current labour market trends and legal requirements determine current and
anticipated skills requirements of organization, suitable examples of job description and person
specification document for effective recruitment and selection, different recruitment and
selection methods for effective talent resourcing and planning, evaluate the stages of the HR life
cycle in the context of HR.
ACTIVITY 1
P1 Analyse current labour market trends that influence talent management and workforce
planning
A talent is an individual art that shows in an organisation for particular value in view for
their high potential for the future. Talent management states to the skills of attracting highly
skilled/ profitable/ performing workers for engaged with new workers and developing and
continue current workers to meet current and potential business objectives. It is used to engaged
with group of activities to ensure that the Argos able to attract, develop and motivate to talented
people for future perspectives (Anderson, 2013). There is analysis current labour market trends
that impact on talent management and work force planning, they are as follows -
 Globalisation – It states to global trading of international organisations commonly
known as multinational companies (MNCs). It is used for fast movements or dispersive
of the advanced technologies in the world in various nations. This trends affect to
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working labours and employees of an organisation like Argos (UK). In present time old
technology rapidly convert in new and advanced technology to makes them more
effectiveness. The trend of globalisation impact on workforce planning because it allows
to labour and employees to work in HR legislation constraints in different countries. The
different online sites provide different tools and ideas to select employees for Argos
(UK).
 Technological change – In present time every organisation adopt modern technologies
like Argos (UK) to perform their time and costs effective manner and it enables the
organisation is trade with the help of online webinar that help to attract more customers
and target globally. It is helping to employees and labours because it makes work easier
and advance machines helps to accomplish set target rapidly. As now in developed
organisation modern technology provides many benefits to Argos and influence on
labour market trends there are as follows -
1. Provide effective and smart recruitment system
2. It helps in data management and critical analysis
3. Cost deduction and also in labour costs
4. Provide effective tool for inventory management and human resource
management techniques for talent management.
 Urbanisation – It is mentioned the modernization in rural areas in specific regions of any
country. The trend of urbanisation has impacted on workforce planning and talent
management. As a result it is increasing employment or job opportunities for HR in the
organisation. It promotes the national income rate as well as employment rates. It has
another appropriative influential effects the Argos (UK) because it is allowed to trade in
other countries and in more cities plan for workforce recruitment (Armstrong, 2011) .
 Globalisation – In the reference of global trading international organisations are calling
as multinational companies. It is also leads for fast movements and expand the advanced
technologies in various nations. These trends are affected to work of labour and
employees in the regarding of organisation Argos. The trends of globalisation impact on
the work force planning and it permit to labour and employees to work according to HR
legislations constraints.
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 Political uncertainty – The political uncertainty also impact on workforce planning
because when UK government change so they are changes business policies and
regulation so according to than recruit people for business. The company Argos trade in
offline and online so it will affect work fluctuated government due to changes policy. It
is influenced talent management because due to changes shows on existing employees
are secured or not and new employees are not sure about their job for long time. It's
affected to workforce planning because rules and regulations are submit according to
government.
P2 The different types of legal requirements an organisation must take into account when
workforce planning
When preparing the workforce planning the HR of the organisation it is considered about
recruitment process and design in effective way for recruit right people for right job. The process
of recruit workforce will be recruited for future without involvement of any kind of distribution.
There are many requirements that are related to organisation perspective which are important to
follow by separate laws and protects the interest of the employee. There are mention below some
legal requirements -
1. Trend analysis – It is a technique that used in technical analysis and it attempts to predict
the future stock price movements that are based on trend data. Trend analysis is mainly
based on the idea that what has happened in the past traders an idea of what will happen
in the future. The trends are classified in three categories these are – Short term,
intermediate and long term (Bamberger, Biron and Meshoulam, 2014).
2. Specific HR legislation constraints and requirements – There are using some specific HR
legislative requirements which are used in organisation when planning of work force.
3. Analysis of labour demand and supply forecasting – According to analysation of the
labour demand and supply forecasting, the total quantity of demand of labour in present
market to estimate economy of future labour of economy for future supply.
Equality Act 2010 – The act of equality create for protect people against discrimination,
victimisation and harassment in employment. The users of private and public services based on
nine protected characteristics these are – age, gender reassignment, civil partnership, race,
religion, sexual orientation, belief, sex, marriage and pregnancy. In this act added many
provision time to time and modify according to changing scenario. In particular act includes
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provisions for single sex services and there is restriction about a proportionate, it means
achieving a legitimating aim. Of any case happen regarding to disability, service provider and
employers so there is make reasonable adjustments to overcome from many barriers by
experienced people.
Employment Rights 1996 – The employment rights act 1996 is a piece of legislation and
the framework created according to modern day labour law in the United Kingdom. The act is
passed fro British parliament to formally systematize the existing law on individual employee
rights. This act basically related to refurbished, agglomerated and amendment on the basis of
previous labour legislation.
Good HRM – The good HR must refer the some qualities in the subject of effectively
manages the workforce of the organisation, they are as follows -
 Knowledge and expertise – HR manager must present a temperament to remain
informed in latest trends, ethics and best practices in their profession.
 Engaging presentation skills – The presentation skill is most important part when
conduct training session for new employees because they are influence by the
presentation skill. The company present broad variety of information in all over stages.
 The ability to multitask – In human resource manage multitask and also manage
problems related to these multitask. Every employees has issued to important for them.
A business's need and priorities are constantly shifting and evolving.
 Be able deal with “Gray” - The human resource management is able to take appropriate
decision according to situation and it is taking advise from lawyers, experts and other
fellow HR professionals (Bloom and Van Reenen, 2011).
ACTIVITY 2
P3 Current labour market trends and legal requirements determine current and anticipated skills
requirements
Labour
Market
Trends
Trend Analysis Legal
Requirements
Anticipated
Skills
Examples
Globalisatio
n
 It helps in
promulgati
 Transpa
rency
In this skills
need to
The examples are
new innovated
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on in
innovation
 Participatio
n increase
in different
countries
and
convinc
e
prevails
in
system
of
Promul
gation
of
innovati
on
conflicts
settlement and
ICT skills
products and new
talents from different
countries.
Demographi
c change
Increasing strength
of poor countries
Requirement of
VISA
Virtual team
business
creation and
digital skills
Virtualism in team
for performing
specific task.
Environmen
tal
sustainabilit
y
In this include
innovation, green
marketing
For this need
environment
protection laws
There is need
to creativeness
in new
marketing.
3D technology
Technologic
al
It is considered
digitalised and
automated artificial
technology
Property right
label
There is need
to innovative
and creative
skills for
growth
These is used to
google assistant in
android app
Culture There is included
different people
from different
countries like as
traditional people
Safeguarding
law related to
specific
country
Improve
learning skills
according to
culture
The people of Japan,
India and other
countries
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Economical Condition based of
economy
Involvement in
specific laws
Futuristic
skills required
Predication of
economic
Commendatore, head
of global
ACTIVITY 3
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection
JOB DESCRIPTION
Company Argos Limited
Department Design lead
Job profile Passionate designer
Job location London, United kingdom
Job summary Argos Ltd. is seeking for a passionate designer who is accountable for the
previous knowledge as well as experiences assists to set many problems.
Diligent and always ready to take new challenges through innovation
designing skills. Positive in nature and accountable in all prospect.
Responsibilities  Improvement of whole activity relate with online and digital.
 Set up guidelines, practices and another methods needed to support the
transformation of imaginative development into enterprises.
 Own production as well as development of innovative design.
 Analyse and support the utilisation of new technologies at the time of
design implementation strategy.
 Provides specialist coding and creative support as well as advice for
project development.
 Engage with another sections like online trading and merchandising
team, digital marketing team, technical delivery team and category
marketing team to know the technical as well as resources needs,
maintain identity of brand and articulate the proposition of creative
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design.
 The main aim of this job is to concentrate on digital marketing to raise
the development of branding.
Sales executive
Name: MNO
Address: XYZ colony, 27 avenue, Abbott Street, London (United Kingdom)
Contact number: 9971408456
Job Experience: Four years, work experience in Marks and Spencer company as designer.
Seeking to work with the company such as Argos Limited, UK, which provides more
opportunities to increased my skills and knowledge. The firm develop along with its workers
growth known as prior concern that is entirely satisfied with Argos company.
Specialization:
 Advanced knowledge about digital designing, smart working with the Adobe Creative
Suite Sketch and front end code skills(HTML, CSS).
 Experience about cooperative work over different content and disciplines of designing
involving product managers, technical team and UX.
 Important experience of working efficaciously in a fastest moving, wider range, Digital
retail surroundings.
Skills:
 Organisational skills
 Communication skills
 Leadership skills
Qualification:
 B.tech graduate from computer science
 Certificate from International webmaster association(IWA)
 Certificate of HTML Writers guild and Certified Internet Webmaster.
Declaration: I hereby declares that all the information given above are true and best of my
knowledge.
Date: XXX
Place: XXX
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Illustration 1: Recruitment and selection process. 2019
P5 Different recruitment and selection methods for effective talent resource and planning
Every organisation adopt different selection methods which are suitable to their
organisational policy, these are mention below -
Selection methods
Ability tests – It is method of selection and conducted to employee in direct manner. It is
describe the ability of individual people in various filed that are set by organisation. The
applicants turn up the position through the test and applicant would provide their services and
duties in the organisation. But when making comparison in the integrity and direct interview this
method is attach to less effective in the context of talent management (CHUANG and Liao,
2010).
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Advantages – The main advantage of this method is allows to comparison between
objective and standardized aptitude test in the context of Argos (UK). With the help of this
method compare different areas of applicants.
Disadvantages – The disadvantages of this area that it is not calculate in appropriate way
of intelligence. Because it does not focus on social ability, artistic ability (Farndale, Scullion and
Sparrow, 2010).
Integrity tests – It is a most critical method of selection because in this method take test
of applicant and allows to show their skills and abilities in positive manner. It is very beneficial
for an organisation because it is helping to know ability and interest of particular person. It also
helps to identify attitude and experience of the applicants. It helps to know honesty,
dependability and trustworthiness of each applicant who apply in organisation.
Advantages – When compare of different situation according to judgement tests so this
method very useful for job performance.
Disadvantages – Many times applicants may react in negative way on the situation of
moral ground.
Face to face interview – This method mainly used by every organisation because it is
very popular method of selection. In this method both parties are connected face to face and
know views each of them. Many peoples are feel nervous during interview so it will help to
judge their confidence level and communication skills. This method of selection provide
feedback to candidate at the spot and they know their capabilities on the time. It is useful for
organisation because it is time saving and provide right candidates. This method is also known as
the direct interview that are based on the terms and conditions of the organisation.
Advantages – The main advantage of this organisation that cost effectiveness and help to
save time. It is also provide right candidate for right job. With the help of this method analysis
the intelligence and confidence level of particular person.
Disadvantages – It is form of the leads nervousness in the among employees and taking
much more time.
Recruitment methods
The methods of recruitment divide in to two parts these are related to organizational
structure, these are -
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Internal source of recruitment – It is a method of recruitment in which company not
allow people from outside because in this people selected from internal sources. The organisation
involves recruitment of employees for a specified job regarding to company. In this method
mainly use promotion, transfer and reorganisation in company (Flamholtz, 2012).
Advantages – It is provide big advantage regarding to cost and it motivate to other
employees also.
Disadvantages – It involve technique of promotion which are create conflicts between
among employees.
External source of recruitment - It is method of recruitment that provide and hiring
people from outside and it will allow to new talent in companies and generating growth. These
are recruit employees through selection methods.
Advantages – This method helps to search out new talent in company and it will help to
implement new ideas in effective way.
Disadvantages – This method is consume much more time and charged much more cost.
ACTIVITY 4
P6 The stages of the HR life cycle applied to specific HR contexts
HR life cycle is a systematic process of an organisation which are based on HR activities
and human resource manager, manage all activities that are mention below -
Recruitment & Selection – It is a important process of every organisation and human
resource manager hire right people for the growth of the business. In the context Argos taken
effective decision for play critical role in order to turn over, productivity and growth. The human
resource department of company create a strategic staffing plan for filled empty position and
with the help of strategy attract best candidate. After that offering attracting package of
compensation and salary and develop an interview according to protocol and focus on active
listening (Hendry, 2012). After than appropriate employee select for the company.
Positive – It will create opportunity for new employees and help to talent acquisition.
Negative – Methods of selection and recruitment are tough which can not follow by organisation.
On boarding & orientation – After recruitment start on boarding & orientation process
where provide information about their new position. With the help of this process they knew
about their responsibilities, roles and expectations. During the phase the human resource
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department communicate about culture and values of company. Provide training to understand
their job's duties and responsibilities. For new employees assign mentor who help and support
for their transition and they are feeling more connected with company.
Positive – In this stage provide detailed information about company and their roles and
responsibilities.
Negative – Many time people take advantage for wrong work and supply information to other
company.
Performance Management – In starting of work of first ninety days the employee feel
lack of motivation so leaders are focused on to build bond with new employees and they are
retaining longer than who do not make this effort. The HR department focus on new hires and
engage with them for motivation. It will help to manage performance of the employee.
Positive – In this stage help to manage performance every employee regarding to their skills.
Negative – After training people can not understand their roles and responsibilities.
Succession Planning – In this stage of human resource cycle the mentor analysis and
determine the performance of employees. These reviews are beneficial for employees to
determine they are fit for job or not. In evaluation focus on following topics are – challenge,
support and feedback on regular basis. It will planning about the success of employee in order to
getting success for long time.
Positive – The stage can provide to achieve their dream and success in order to get success.
Negative – The employees can not set their target and they are not achieve their organisation
goals.
Exit and Transition – It is the last stage of HR life cycle and provide opportunity to
reenergize of staff. In this stage thank to employees for their hard work and know about
important milestones. They are appreciated by offering unique benefits and find a way to
motivate employees to achieve company goals (Jiang and et. al., 2012).
Positive – In this stage exit from company after getting new opportunity
Negative – Many time it will increase employee turn over
The end of the cycle
All cycle must come to an end including HR life cycles. Many times the cycle end with
retirement, leaving to return to school, leaving for more benefit and for more pay. It is a
important part of employee life cycle it is recruiting, training and development.
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P7 Evaluate how stages of the HR life cycle are integrated with in organisational HR strategy
HR cycle of an organisation is related within organisational HR strategy because it is
important for a human resource managers of Argos to analyse all these stages in order to manage
staff members. All of them are described below -
Business needs - It is the first stage of HR life cycle where is manager needs to assess
the needs of a business. In the company of Argos the department of human resource focus on
particular factors which are related to HR strategy (Kehoe and Wright, 2013) .
Job competencies – This stage related to experience, skills, knowledge, abilities of new
candidates. The manager of HR focus on these people when implement HR strategy and clear
their vision.
The hiring process – In this process human resource department makes plan for hire new
employees and it is related to HR strategy to follow proper and effective process for new
applicant.
Learning and development – Both are related to continuous process and manager of
human resources needs to follow all HR strategy for implementation. It is important to guide
requirements of all employees in effective manner (Renwick, Redman and Maguire, 2013).
CONCLUSION
As per the above discussion it has been concluded that talent planning and resource
management is important for organisation. Both are internal part and managers recognise current
labour trends and impact on workforce planning. Different stages of company used by HR in
their life cycle to perform in better way and battalion function in order to objective of the
company and it it interrelated to HR strategy.
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REFERENCES
Online
Talent and resource planning. 2019. [Online]. Available through:
<https://www.itsyourskills.com/blog/resourcing-talent-planning/>
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