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Resource and Talent Planning Assignment - ARGOS company

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Added on  2020-10-23

Resource and Talent Planning Assignment - ARGOS company

   Added on 2020-10-23

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Resource and Talent Planning Assignment - ARGOS company_1
Table of ContentsINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................3P1. Analyse current labour market trends that influence talent management and workforceplanning.......................................................................................................................................3P2. Different types of legal requirements an organization must consider at the time ofworkforce planning.....................................................................................................................4TASK 2............................................................................................................................................5P3. Current and anticipated skills requirement for a range of organizational examples.............5TASK 3............................................................................................................................................6P4. Production of appropriate examples of job description and person specification documentsfor effective recruitment and selection........................................................................................6P5. Application of different recruitment and selection methods for effective talent resourcingand planning................................................................................................................................8TASK 4............................................................................................................................................9P6. Evaluation of stages of HR life cycle in context to HR........................................................9P7. Evaluation of how HR life cycle are integrated within organizational HR strategy...........10CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................12.......................................................................................................................................................12
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INTRODUCTIONResource and talent planning refers to activities of forecasting required manpower,choosing appropriate hiring channel, delivery of resources on time, maintain adequate talent poolfor future recruitment and many other related functions. It is a function of HR department inwhich it takes initiatives to attract new key talent from the market or available pool, who canwork in a way to create competitive advantage. Along with this, organization can achieve itsshort 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 reportcovers, labour market trends along with appropriate legal requirements, current and anticipatedskills requirements, application of appropriate documents and processes in context of recruitmentand selection and evaluation of management of human resource life-cycle within context of HRstrategy. TASK 1P1. Analyse current labour market trends that influence talent management and workforceplanningA labour market is a place wherein employees and workers interact with each other. It isdependent on demand and supply of labour in the market. The employers or HR manager lookfor suitable and best employee to recruit and select who can work to achieve goals and objectivesof organization. However, there are many factors responsible for availability of manpower,which are as follows: Globalisation: Companies are going globalised for expanding their business intodifferent markets. This is done to gain competitive advantage, be a leader and capturehuge market share. This enables an organization to attract new talent and hire the suitableone. Further, the diverse workforce makes it easy for entity to achieve its business goalsand objectives. HR manager of Argos can employ manpower according to needs in theorganization. Further, it can choose employees that charges low rate to work (Ulrich andet. al., 2012). Political uncertainty: The rate of employment greatly depends on political conditions ofa country. Demand and supply are two major factors that affects talent and resource
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planning. For example, if UK is facing problem of unemployment currently, then it willbe difficult to appoint required employees. Increasing inequality: Employees often face problem of inequality and favouritismswhich are two main causes of influencing resource and talent planning. This could be forany reasons ranging from gender pay, denial of maternity leaves, discrimination on thebasis of abilities and disabilities etc. Argos should formulate policies to provide equalopportunities 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 aparticular area or country. The higher the level of population, the higher the availabilityof required talent. It is a major labour market trends which affect talent planning. Forexample, according to surveys conducted by UK government shows that majority ofpopulation is getting aged, which a problem for Argos, as the number of hiring requirednew talent is less. However, it can plan to recruit internally. Environmental sustainability: This has affected HR strategies and planning to a majorextent on current jobs because entities have switched to use technologies that haveartificial intelligence programs. To operate these machines, companies need experts,however, it is not possible to get the required employees on time. Similarly, Argos havestarted to use technologies which must be operated by a person with required skills, incase it fails to hire one within the specified time, then the whole business activities willbe delayed. P2. Different types of legal requirements an organization must consider at the time of workforceplanningLegislation are formed with an objective to provide stability and uniformity in businessactivities of an organization. Entities must be aware about the regulations that are applicable on itin order to have a legal validity (Lockwood and et. al., 2012). This provides a safeguard againstany illegal activities. Further, every act contains specific relief and actions in terms of fines andimprisonment. Also, there are various laws that are enacted to protect employees at workplaceand provide safety and healthy working environment. Argos is a huge retail company which hasto comply with various laws in order to fulfil legal requirements. These have been discussedbelow:
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