Strategic Human Resource Management Report

The provided report is a detailed analysis of strategic human resource management. It highlights the importance of tracking current labor trends, complying with legal requirements, choosing suitable recruitment channels, adopting right methods for hiring candidates, and understanding the HR life cycle. The report also emphasizes the need for HR managers to make efforts to know reasons behind employee departures and maintain proper data to track complaints and queries.

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. Different types of legal requirements an organization must consider at the time of
workforce planning.....................................................................................................................4
TASK 2............................................................................................................................................5
P3. Current and anticipated skills requirement for a range of organizational examples.............5
TASK 3............................................................................................................................................6
P4. Production of appropriate examples of job description and person specification documents
for effective recruitment and selection........................................................................................6
P5. Application of different recruitment and selection methods for effective talent resourcing
and planning................................................................................................................................8
TASK 4............................................................................................................................................9
P6. Evaluation of stages of HR life cycle in context to HR........................................................9
P7. Evaluation of how HR life cycle are integrated within organizational HR strategy...........10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12
.......................................................................................................................................................12

INTRODUCTION
Resource and talent planning refers to activities of forecasting required manpower,
choosing appropriate hiring channel, delivery of resources on time, maintain adequate talent pool
for future recruitment and many other related functions. It is a function of HR department in
which it takes initiatives to attract new key talent from the market or available pool, who can
work in a way to create competitive advantage. Along with this, organization can achieve its
short and long term goals with this planning. The chosen company in this report is ARGOS,
having its headquarters at Buckingham-shrine, England (Noe and et. al., 2017). The report
covers, labour market trends along with appropriate legal requirements, current and anticipated
skills requirements, application of appropriate documents and processes in context of recruitment
and selection and evaluation of management of human resource life-cycle within context of HR
strategy.
TASK 1
P1. Analyse current labour market trends that influence talent management and workforce
planning
A labour market is a place wherein employees and workers interact with each other. It is
dependent on demand and supply of labour in the market. The employers or HR manager look
for suitable and best employee to recruit and select who can work to achieve goals and objectives
of organization. However, there are many factors responsible for availability of manpower,
which are as follows:
 Globalisation: Companies are going globalised for expanding their business into
different markets. This is done to gain competitive advantage, be a leader and capture
huge market share. This enables an organization to attract new talent and hire the suitable
one. Further, the diverse workforce makes it easy for entity to achieve its business goals
and objectives. HR manager of Argos can employ manpower according to needs in the
organization. Further, it can choose employees that charges low rate to work (Ulrich and
et. al., 2012).
 Political uncertainty: The rate of employment greatly depends on political conditions of
a country. Demand and supply are two major factors that affects talent and resource

planning. For example, if UK is facing problem of unemployment currently, then it will
be difficult to appoint required employees.
 Increasing inequality: Employees often face problem of inequality and favouritisms
which are two main causes of influencing resource and talent planning. This could be for
any reasons ranging from gender pay, denial of maternity leaves, discrimination on the
basis of abilities and disabilities etc. Argos should formulate policies to provide equal
opportunities for all the people working in the premises (Dessler, 2013). Along with this,
effective complaints redress mechanism must be implemented.
 Demographic change: It is all about increase or decrease in size of population in a
particular area or country. The higher the level of population, the higher the availability
of required talent. It is a major labour market trends which affect talent planning. For
example, according to surveys conducted by UK government shows that majority of
population is getting aged, which a problem for Argos, as the number of hiring required
new talent is less. However, it can plan to recruit internally.
 Environmental sustainability: This has affected HR strategies and planning to a major
extent on current jobs because entities have switched to use technologies that have
artificial intelligence programs. To operate these machines, companies need experts,
however, it is not possible to get the required employees on time. Similarly, Argos have
started to use technologies which must be operated by a person with required skills, in
case it fails to hire one within the specified time, then the whole business activities will
be delayed.
P2. Different types of legal requirements an organization must consider at the time of workforce
planning
Legislation are formed with an objective to provide stability and uniformity in business
activities of an organization. Entities must be aware about the regulations that are applicable on it
in order to have a legal validity (Lockwood and et. al., 2012). This provides a safeguard against
any illegal activities. Further, every act contains specific relief and actions in terms of fines and
imprisonment. Also, there are various laws that are enacted to protect employees at workplace
and provide safety and healthy working environment. Argos is a huge retail company which has
to comply with various laws in order to fulfil legal requirements. These have been discussed
below:

 Equality Act, 2010: The UK government enacted this Act to protect human resources
against discrimination on the basis of gender, nationality, sexual orientation, age,
disability etc. No employer has a right to discriminate his employees. Every personnel
should be treated equal. HR manager of Argos should provide salary and other benefits
according to performance and in a fair manner so as to retain them and attract new
talents (Jenkins, 2017). Further, when employees are provided a working environment
that does not discriminate its workforce, it impact profitability in a positive way.
 Health and Safety at Work Act, 1974: The abbreviated form of this Act is (HSWA), an
Act of Parliament to be applicable on organizations which contains rights and duties of
employer regarding health, safety and welfare of people working in the company. It is a
primary statutory requirement. An employee prefer a company which ensure safety and
health of them. Moreover, it reduces the employee turnover, which a major risk for any
entity.
 Employment Right Act, 1996: This Act governs various aspects in an employment such
as leaves, study, training and termination. Along with this, it protect wages and payments
of employees. Furthermore, remedies are available in case of unfair dismissal. This
particular act can provide an environment in Argos where workforce get sense of
belongingness. This encourages and keep them motivated to do their work with complete
dedication and achieve their targets within specified time.
TASK 2
P3. Current and anticipated skills requirement for a range of organizational examples
Skills are important to do an activity in an organization. Employees are chosen on the
basis of skills possessed by them in a dynamic, globalised world. Further, it ensures quality of
work. It is high priority for an organization. Also there are few jobs that requires specific skill for
which HR manager should look for suitable employee (Pessoa and Van Reenen, 2014). If the
entity workforce with right skills for the right job then it makes decision making easy and
increases profitability.
Current skills:
 Communication: It is the most essential and required skill which should be possessed by
both employer and employee. It is a combination of verbal and written form which also

include listening. HR managers of Argos have this skill which make them convey the
right message or announcement to all employees working in the company. Further, this
includes effective interaction of employees and manager so that they can share their
problems, which will impact their efficiency and productivity.
 Forecasting: It is involves making predictions about requirement of prospective
candidates according to changing environment. It is must for not just HR but all the
managers to have certainty in their estimation (Tridico, 2012). This reduce wastages,
costs, resources can be procured and allotted without delay and most importantly,
adequate talent pool can be maintained. HR managers of Argos have this skill which
make it successful in its business as it predicts the changes in advance and make
adjustments to reduce potential risks.
Anticipated skills:
 Change management: This skill is regarding adopting changes due to fluctuations in
market trends. Further, employer must make its employees aware about changes and
motivate them to adopt changes and work accordingly. There should be a certain level of
flexibility. Argos' HR mangers understand pressure from external internal sources and
make plans accordingly, but fails to make its personnel to work by addressing such
changes.
 Performance management: This skill shows the involvement of employee business
activities. The appraisal and rewards of personnel depends on their performance. There
should be an appropriate performance rating system. HR managers of Argos must
understand expectations of its workforce, monitor their performance and give reviews
and ratings so as to keep them motivated to perform good.
TASK 3
P4. Production of appropriate examples of job description and person specification documents
for effective recruitment and selection
Job description refers to a document describing tasks and responsibilities/duties of a
particular job position (Blundell and et. al., 2013). It consists position reports, specifications
regarding qualifications or skills must be possessed by the person in order to get the job along
with salary to be paid. Generally, these are narrative but some organization may provide list of

competencies such as methodologies of strategic human resource planning etc. It consists
knowledge required for the job. It is used by employers in recruitment process.
Job Description
Organization: Argos Limited
Division: Accounting Department
Title of Job: Accounts Manager
Location of Job: Buckinghamshire, United Kingdom
Summary of Job
Argos Ltd. Is hiring Accounts manager and is looking for potential candidates who have the
capabilities and skills to meet the requirement of job position. The potential candidates must
posses required qualification, strong knowledge about accounting principles and financial
management and related activities.
Role of job
 Managing team members on daily basis
 Assigning them tasks and target along with prescribed time
 Monitoring their work and provide guidance
 Forming financial contract with other parties on behalf of company
 Allocation of funds in various departments
Person Specification is description of the qualifications, skills, experience, knowledge
and other attributes which must be possessed by candidate to perform his job. It should be based
on job description and must be considered as foundation for whole recruitment process
(Wilkinson, F. ed., 2013). This will be used to make decision whether to shortlist or not for
further rounds including interview. Further, the questions to be asked must be based on the
qualification and other specification provided so as to assess whether to select the candidate or
not.
Person Specification
Organization: Argos Pvt. Ltd.
Job Title: Accounts manager

Qualification: Masters in commerce and certificate in professional accountant course
Necessary criteria:
 Excellent knowledge of concepts and principles of accounting and finance
 Ability to manager team and apply leadership skills
 effective management of funds
 Developing of plans and policies for company
 Allocation of funds
 Forecasting of requirements of finance by various departments
 Able to manage workload in peak time
Required criteria:
 Experience of more than 7 years in the field of accounting and finance in a MNC
 Effective communication and interaction skills
 Analytical and computation skills
 Proficient knowledge of computer, MS excel and internet
 Attractive personality with good spoken English
P5. Application of different recruitment and selection methods for effective talent resourcing and
planning
There are various methods of recruitment and selection. Every organization must choose
appropriate method by considering its advantages and disadvantages. The cost factor should also
be considered. The different methods are as follows:
 External recruitment: It refers to the process of filling vacant posts by employees
outside organization. The company looking for new talent and skills go for this method.
This gives an opportunity to entity to appoint new prospective candidates who will
provide fresh ideas which will contribute to attain company's objectives and goals. The
costs involved is higher than internal as HR managers have to contact various
advertisement channels for giving ads, attract new talent and conduct interviews (Rees
and Smith eds., 2017).
 Internal recruitment: It is the process of hiring employees internally within the business
premises. The company appoints employees for vacant job position from existing
workforce. Before selecting them, entity consider their job performance. This is cost-

effective and less time consuming also, company have an idea about the record of all
personnel, therefore, can take better decision regarding selection of personnel. Promotion
is one of the ways through which it is done. If company is looking for fresh ideas and
talent, then it is not a suitable method.
Similarly, there are many methods of selection which can be opted by HR managers for
selecting suitable employee. These are as follows:
 Interviews: It is the most effective way to select an employee. In is usually conduct in
person, but now-a-days online interviews are also taken by organizations. It starts from
asking various questions from candidates in order to know more about candidate, his
knowledge and confidence level. Argos can use this method for recruiting externally as
well internally (Lane and et. al., 2015).
 Psychometric and ability tests: It involves test, aptitude test and personality profiling.
This shows the level of mental pressure an employee can take if he gets selected.
Moreover, his logical reasoning knowledge can also be assessed. It will an useful method
for Argos while selecting employees for technical and specialised fields.
 Presentations: Under this, applicant is given a topic along with a specific time in which
he has to deliver a presentation. Some organization may send presentation topic with
interviews confirmation letter. Argos can opt this method for selecting employees for
senior job posts.
 Group discussion: In this method, candidates are given a topic to discuss and present
their views. They sat in group and answer in group only. Observers hear their answers,
asses them and award marks accordingly. The best candidate who has got the highest
marks is chosen. Argos can choose this to select employees where it has received
application in huge amount but has limited positions.
TASK 4
P6. Evaluation of stages of HR life cycle in context to HR
HR life cycle is important for both employers and employees. It provides variety of
opportunities, benefits and challenges to grow in the business organization (Newhall, 2015).
There are six stages in HR life cycle, which are as follows:

1. Attraction: It is the step which happens before opening a job position. The managers of a
company attends seminars and conferences to build a profile in the market which will
attract employees whenever company have openings. It is related to brand image of an
organization.
2. Recruitment: It is the second step, in which appropriate and suitable are searched as a
result of an existing role becoming vacant or new position being created. Candidates can
be referred by team members, or applicant may walk-in after seeing advertisement in
newspapers and other channels.
3. On-boarding: In this stage, employees are given an introduction about company and its
objectives with a view to make them adjust in company quickly and smoothly. In this
stages, new employees are welcomed and made aware about organization's mission and
vision (Stredwick, 2013.).
4. Development: In this stage, the managers or employers take initiatives to encourage and
motivate employees for growth and development. This increases employment
engagement, as they can share ideas and views. Also, complaints are entertained and
resolved to provide them a workplace they need.
5. Retention: This is the fifth stage in which employees are given appraisal and reviews
about their work performance. This requires managers to fulfil employees' expectations
and give them opportunities to growth. Further, they should be appreciated for their work.
6. Exit: This is the last stage in which employees can move out of the company due to
various reasons such as retirement, new job offer or due to personal reasons. Before, an
employee leaves a company, an exit interview must be conducted to know the reason for
his leaving. Also, HR manager should ask for a chance to fulfil his wishes and retain him
in company (Nilsson and Ellström, 2012).
P7. Evaluation of how HR life cycle are integrated within organizational HR strategy
The HR life cycle as mentioned above has been analysed which suggest that HR
managers of Argos should formulate strategies that will increase its overall efficiency and help in
attaining organizational goals. The integration of HR life cycle stages with HR strategies are as
follows:

 First stage: HR manager should attend seminars, job fair, conferences etc. with outside
parties in order to increase the brand image and make a presence in the minds of people
looking for a job currently as well as in future.
 Second stage: Effective strategies for recruitment must be implemented by HR manager
of Argos. This attract new talents in a huge number which will make it easy for company
to choose the best among them. Choosing right candidate for right job will increase
efficiency to achieve organizational goals.
 Third stage: The HR manager of Argos should interact with selected applicant in an
impressive way. Further, they should communicate the vision, mission, objectives,
policies and procedures to make them comfortable at workplace.
 Fourth stage: In this stage HR manager of Argos will provide required training and
development. The training will update their existing skills and knowledge which will
make them achieve goals in prescribed time (Nickson, 2013).
 Fifth stage: The HR manager of Argos should provide growth opportunities to all
employees and treat them equal by providing safe and healthy environment so as to retain
them. Further, their salary should be increased and they should be engaged in decision
making.
 Last stage: HR manager should make efforts to know the reason behind an employee
leaving the company. Proper data should be maintained to track their complaints and
queries along with the time taken to resolve them.
CONCLUSION
From the above report, it can be concluded that human resource is the asset through an
organization achieve its goals and objectives. HR manager should track current labour trends
prevailing in market along with various legal requirements that it needs to comply with. Further,
the company must choose the suitable channel and mode to give advertisement to attract new
talents for job interviews. Further, the right method of recruitment and selection must be adopted
to hire right candidate for the right job. Further, importance of HR life cycle should be
understood. In nutshell, HR department of an organization should formulate strategies that will
provide a competitive advantage and increase its profitability.

REFERENCES
Books & Journals:
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Stredwick, J., 2013. An introduction to human resource management. Routledge.
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Ulrich and et. al., 2012. HR talent and the new HR competencies. Strategic HR Review. 11(4).
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Wilkinson, F. ed., 2013. The dynamics of labour market segmentation. Elsevier.