Resource and Talent Planning

This study material provides insights into resource and talent planning, including the analysis of labour market trends, legal requirements, and current skills for effective workforce planning. It focuses on the case of Argos, a retail company in the UK, and discusses the impact of labour market trends on talent management and workforce planning. It also explores different legal requirements that need to be considered during workforce planning and highlights the importance of current and anticipated skills for HR managers in managing the changing labour market.

Resource and Talent Planning

Table of Contents
INTRODUCTION...........................................................................................................................3
ACTIVITY 1....................................................................................................................................3
1 Analyse labour market trend which influence talent management and workforce planning.. .3
2 Different legal requirements that need to be considered during workforce planning..............5
ACTIVITY 2....................................................................................................................................7
3.Determine current & anticipated skills based on current labour market trends.......................7
ACTIVITY 3....................................................................................................................................9
4 Example of person specification and job description documents in order to recruit and
selection process..........................................................................................................................9
Job description: HR manager.........................................................................................................10
Activity 4.........................................................................................................................................3
5.Evaluate the stages of HR life cycle for supporting strategic talent management...................3
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................5

INTRODUCTION
Resource and talent planning basically means that the organization has the capability to
analyse and attract knee people with the ability to create competitive advantage. Argos is a
limited retail company of UK which headquarter is in England. It was made by Richard
Tompkins on 12 November 1972. This company operates through physical shops as well as
online, with 845 retail shops. There is about 29,565 employees work in this company. This study
shows about current labour market trend that influence workforce planning and talent
management.
This report shows the need of legal requirements which is required for manager in
workforce planning for resolving the problems of labour turnover, discrimination at workplace,
like anti-discrimination act, employment law, safety law, industrial relations law etc. It also
shows about anticipated skills which are required for HR manager for improving the labour
market trend in positively (Sparrow, Hird and Cooper, 2015). This study shows effective
different methods of selection and recruitment for talent resourcing like recruitment and selection
policies.
ACTIVITY 1
1 Analyse labour market trend which influence talent management and workforce planning.
There are many current labour market trends which influence talent management and
workforce planning. It is an economy function with demand and supply of labour.
Talent management is the procedure to manage the ability and power of employees
within an organisation. The HR plays important role in talent management like it attracts top
talent, motivates workers, increases employee performance, engaged people retain efficient
employees, improves business performance and provide satisfaction to consumers (Veluchamy
and Krishnan, 2016).There are two types of labour trends positive and negative which influence
Argos's talent management and workforce planning-Positive labour trends are: Strategic
planning and management and development of team working skills. Negative labour trends are:
Increment in the emigration of employees, lack of skilled workers and the increment in
unemployment rate.
Some negative labour trends which influence Argos talent management and workforce
planning:

The lack of skilled employees is one of the main reason in reducing economic
development of UK. Due to unavailability of skilled workers the cost invested on training and
development by Argos will rise. This will increase the operational expenses for the firm. By this
company needs to lay more focus on learning, development and education of workers. It requires
a huge amount of time. Due to unavailability of skilled workers, firm has to lay more focus on
training because of which it might happen that they lose control over more important aspects.
The high level of unemployment rate also lays negative impact on the growth of Argos. A
lot of efficient people are unemployed that is a major cause of concern for firm. A low
unemployment rate has immediate impacts on talent management and development. Finding
new talent is now more difficult than before – and more expensive than ever; in a difficult labour
market, the cost of talent increased more. Strong and talented candidates are in demand, due to
this they are demanding more salaries. Cost of losing an employee can hinder the growth of
Argos.
One of the main factor for unemployment is also rise in making use of advanced
technology. Automation has reduced the hiring if new employees in Argos. It has disrupted the
workforce planning severely. Also firm requires that the workers which are recruited must be
skilled and has the ability to deal with the complex software's. Due to high the reson of this
changing tehnology technological change, which has favoured the more educated for example
computer use-export from countries with many unskilled worker (Carbery and Cross, 2015).
For reducing negative factors company adopts some policies which improve labour
market trend positively(Wright, P., 2018). Current trends in the labour market, HR specialists
requires performing both management and operational functions which includes training,
recruitment and performance development of workers and the change in management.
Strategic planning process guides Argos to connect the strategic planning with talent
planning which supports them in performing financially better. Developing skilled team can
support firm in managing the workforce adequately. The new management team manages to
recreate an Argos culture which seeks new opportunity, encourages so-operation. It gives the
career development opportunities to their employees for improving workforce planning.
Strategic planning can assist firm in set priorities, focus energy and resources, strengthen
operations, ensure that employees and other stakeholders are working toward common goals. It

helps to develop business decisions and impact positive on the talent management and workforce
planning.
With the help of current positive labour trend like team working management and
flexibility, the company can influence workforce planning in a positive manner. On the other
hand lack of team working flexibility of working from home, part-time job and undue
advantages of employment legislation can decrease the effectiveness of the process of workforce
planning. When employees see that the company is not providing them flexibility then they tend
to leave the organization which can increase recruitment cost of the company.
By applying the policies related development team work skills, it improves workforce
planning. Trained people and capable people do their job effectively which helps in talent
management process. It also impacts on competition on firm performance which helps in
maximizing profits and productivity of the organisation (Rothwell and et.al., 2015).
2 Different legal requirements that need to be considered during workforce planning
It is essential for organisation that to follow legal requirements. This aids in conducting
operations in smooth manner and minimising conflict situations. Workforce planning is a
strategy and method that is used by employers in order to fulfil the labour demands and needs of
the company to ensure to meet its organisational objectives and services. It is important for
manager to consider legal requirements. Workforce planning gives HR manager of the company
a strategic base that helps them in decision making process. It assists managers to require change
and providing strategic methods for analysing present and anticipated workforce issues. If
company does not follow laws and policies and regulations then business have to face many
negative situation. Argos needs to consider several legal frameworks during its workforce
planning:
Trend analyses
This is most essential element and influence entire workforce planning to great extent.
As competition is very high and labour market trends are impacting on entire business
operations. Thus, Argos is required to ensure implement such workforce planning strategies that
may help in managing these trends well. For example, recently technological changes are taking
place thus, company should definitely gives online training to its employees those who work in
different branches. This supports in managing employees and raising their skills to great extent.
Youth employment is another labour market trend that needs to be considered by the firm while

making strategies for workforce planning. In this respect, Argos should gives part-time,
temporary jobs to the youth so that they get adequate employment. Furthermore, Argos needs to
organise training sessions for them so that they can perform well in business and can contribute
well in accomplishing business goal.
Analysis of labour demand and supply forecasting
It is another legal requirement that needs to be considered by HR department of Argos.
Human resource managers should forecast the future demand of employees and have to look
upon existing level of people. This would help in planning for hiring new workers in business so
that enterprise can meet the future demand easily. In the absence of analysing labour demand and
supply forecasting it would be difficult for Argos to survive in competitive environment for
longer durations and offering satisfactory services to consumers.
HR legislation
Furthermore, Argos is operating its business across the world, it is very important for the
organisation that to make HR policies by considering norms of such nation. This thing
sometimes create problem for business in managing its workforce and handling different people
in the same firm. For solving the problem of emigration of employee, manger can follow
industrial relations legislation. Employee's emigration affects on workforce planning like
analysis of demand and supply of labour, trend analysis etc. industrial relations helps in resolving
industrial disputes by improving the relations between management and workmen (Rothwell and
et.al., 2015).
Equal pay act eliminate discrimination which can be based on gender while in context of
payment and financial and non financial benefits while men and women perform work that
requires same skills, efforts and responsibility for the same employer in similar situation. This
act can solve the problem of uneducated employees. By hiring the disabled but educated person
or skill full worker, manger of Argos can solve the problem of uneducated employees while
labour demand and supply forecasting. Wages act, quality act restrict Argos to pay the person
minimum wages. In such condition if the person is unable to perform well then also entity has to
offer them required salaries. Discrimination act needs to be followed strictly. This would support
the organisation in developing healthy relationship with workers and retaining them in business
for longer duration. As Argos new management aims to enhance coordination among employees
hence if the management considers all these things then it would be better in gaining success.

Companies are needed to give safe and healthy workplace to their employees. These laws
build regulations to reduce personal injuries and illness in the workplace. By keeping in mind
this act, manager can improve the work efficiency of employees (Sparrow, Hird and Cooper,
2015). Implement strategic workforce planning for problem solving and prevention. By
encouraging the team to look toward the future, productivity can be increased by manager.
In addition, there are other legal requirements and legislations which can be carried out
by Argos to make an effective workforce planning. Equal employment opportunities, civil rights
act and all other act which can increase morale of employees and make them more able to stay
within an organization to the long run. It is stated that Argos have several male and female
employees. There are several companies who do not provide equal opportunities to their
employees as they make partiality between male and female workforce. So it can be said that the
manager of Argos need to consider and follow anti discrimination act while making workforce
planning.
It can help them in reducing skilled labour turnover. When employee feel respected and
live for the long run then it increases brand image of the company. Strong brand image help them
in increasing sales and profitability. They can also take competitive advantages by considering
employment legislations.
ACTIVITY 2
3.Determine current & anticipated skills based on current labour market trends
It is very difficult for the firm to deal with changing labour market trends. In order to deal
with such problems it is very important for companies that to have skilled and talented HR
manager who can handle such situations well. Current and anticipated skills of HR manager of
Argos are described as below:
Communication skill
Hr manager of Argos is required to understand the current labour market trends. If there
is high employee turnover then individual must be able to coordinate with workers effectively so
that human resource manager can make them understand the benefit of working in the company.
Effective communication and coordination help in managing people well and resolving their
problems efficiently. This develops healthy relationship between employer and workers.
Furthermore, it aids in making people understand new policies so that they follow new HT
legislations carefully without failure.

Problem solving skill
On the bases of current market labour trends and legal requirements, it is analysed that
HR manager of Argos needs to have good problem solving skills. Unemployment rate is
increasing in the nation, this might create problem in workforce planning and talent
management. In such condition human resource manger must be able to resolve problems and
have to create proper environment so that issues can be resolved on time. If the Human resource
manager has poor problem solving skill then it might increase burden of the firm to great extent.
Technical skill
As labour demand is changing and it is also important for the company to forecast future
demand and supply of labour. In such condition, Hr manager needs to be able to operate latest
technologies effectively so that individual can use advantage technologies in order to create
required workplace environment as per the demand. Good technical skill helps in making
necessary changes at workplace so that Argos can gain competitive advantage. For example, if
there is shortage of staff then entity may start hiring people through internet or company’s
website. For applying such recruitment process, it is very impotent for HR manage of Argos that
to have adequate technical knowledge.
Management skill
Changing labour trends and legal frameworks create urgency for the company to manage
their employees well. As changes in wages act, working hours legislation may make people
negative. As Argos has to follow all the legal frameworks carefully thus, implementing these
legislation at workplace might decrease satisfaction level of workers. In such condition human
resource manger of Argos must be able to manage people well. Good management skills helps in
dealing with workers well and making them understand with the important of these changes. If
employees are not skilful they miss valuable opportunities. Due to this effectiveness and
productivity can decrease of Argos. HR can manage this via determining the underlying problem
of employees. While providing continual encouragement and support, make them fearless for to
be creative and skilful. Hr managers needs to give support and empowered them for low
confidence issue and make them enough confident to creative and skilful despite the making
mistakes. Regular feedback reduces employee’s laziness in the problem and makes them staying
involved in participations.
Leading skill

This is another essential anticipated skill that needs to have in Hr manager of Argos. Due
to changes in legal norms, person must lead people well so that they do not feel demotivated.
Leaders are required to encourage employees.HR manager has to
Researching skill
In it, employees compete for the best and employers compete to recruit the best. Basically it is a
economy functions with supply of workers and demand. Labour market trends provide economy
information, current labour market that help to make decisions about future. Labour market
trends can be positive or negative. There are some market trends which include some functions
that are related to strategic planning in order to develop team work skills.
Argos has some attitudes, values and beliefs for its employees that support them to set
clear vision and goals these are- changes makes better and more successful, they are impatient to
win, changes are necessary and important. In order to meet these beliefs and value Argos can
take benefits from current labour market trends HRM of firm required some anticipated skills
that would help them to understand market trends and how to use it for firm. For that HR should
has these qualities (Kavanagh and Johnson, 2017).
ACTIVITY 3
4 Example of person specification and job description documents in order to recruit and
selection process
Argos can engage in making use of different methods of recruitment and selection so that
they can effectively manage the talent in the organisation (Cascio and Boudreau, 2016)..
These methods can include:
Internal method of recruitment
In this type of recruitment the vacancies are generally filled from the existing workforce.
Firm can engage in making use of various methods such as transfer and promotion that will
help them to place the efficient employee at the right place. These techniques can help
Argos in enhancing the satisfaction level of workers. In order to ensure effective talent
management and utilization of resources, company needs to get involve in impressive
succession planning. By giving promotion to employee's, firm must make sure that they are
properly trained and ready for the next position in their career path (Boudreau, 2016).
External method of recruitment

It can be defined as the process of searching talented employee's out of the organisation.
Various tactics which can be used by Argos to attract workers can include media
advertisement, e-recruiting or casual callers. These methods can assist firm in attracting the
pool of talented and efficient employee's that can help them grow. Talent management and
manager of large size companies requires Hr information system in order to track the career
paths of workers and also provide opportunities for potential workers.
Selection method
Various type of selection methods can be used by Argos like psychometric test, interview in
order to employee talented staff. For effective planning firm needs to develop a strategic
perspective on the common human resource function of recruiting and selecting employees.
Often relying on software-based tools, talent management means that the HR system aligns
all facets of hiring and retention with long-term strategic needs of the organization which
supports HR department in effective planning and managing resources.
Job description: HR manager
Job Title Assistant HR manager
Reports to CEO of Argos
Responsibilities To identify vacancies in the company.
After identify to dive advertisement for vacancies.
Assistant HR manager is also responsible for recruiting and selecting
potential candidates for the company.
To maintain all the data and informations of employees.
Review employees' performance and then provide guidance and support
to them.
To conduct training and development programmes for employees.
Educational
Qualification
The candidate should have depth and proper knowledge of this field.
For fulfilling criteria it is important to have bachelors and management
degree. It is also required that to have knowledge of legal laws. Masters in
Human resource management is essential.

Person Specification: Assistant HR manager
Title of the job Assistant HR
manager
Date: 01/04/19
Essential Desirable Met
Qualification required
Bachelors in business
administration
MBA in Human resource
CIPD qualified
3 level vocational
qualification
Yes
Yes
Need of Experience &
knowledge
2 years experience in the
same field.
Experience of supporting
& maintaining
recruitment process.
Hr software
3 Months internship in
any retail organization
Yes
Yes
Yes

Maintaining and
administrating payroll
Yes
Skills Required
IT proficiency effective
communication skills
Skills and ability to
deliver the best customers
services
Excellent grooming
standards
Ability to maintain
working relationship with
employer as well as
workers
Ability to work
confidently
To have confidence in
dealing with difficult or
critical situations.
Yes
Yes
Yes
Yes
Yes
Yes

Activity 4
5.Evaluate the stages of HR life cycle for supporting strategic talent management
HR life cycle describes the different stages of employees within a firm instead of
focusing on biological features of development. HR life cycle includes entire recruitment and
selection process via posting a job, screening and finding applicants resumes, on boarding and
orientation, performance management, succession planning, exit and transition etc.
Talent management is human capital or resource for Argos. It is used to improve business
values and helps organisation to reach its goals. Talent management has an important role in
business strategics that's why company make effort to manage its employees effectively to
develop their capabilities and skill in order to meet success. There are some HR life-cycle stages
that help to maintain talent management (Wahyuningtyas, 2015).
Selection and Recruitment: Recruitment and selection process is to find and attract the
qualified and potential candidates to fill the vacant position in Argos. It is very important stage
of HR as it helps the company in making a talent pool. It requires the candidates with the
capabilities, attitudes and abilities for obtaining goals of firm. It increases the effectiveness of
recruiting and hiring via the best consistence practices like planning, identifying vacancies, job
analysis, description, job specification, recruitment strategies, searching the right candidates etc.
For making Recruitment planning Hr needs to include job specification and its nature,
qualification, experience, skill required. Potential candidates should be experienced and qualified
with required abilities to achieve the aim of Argos. Job analysis refers to analyse, identify,
determines the responsibilities and duties, abilities, skills, work environment etc. This process
helps to know about job demand and productivity. Job description describe the responsibilities
and positioning of job, scope of job. It is designed to fulfil the process that includes placing and
orientation of new resources, ranking and classification of jobs, describing the career path,
promotion and transfers, future development of work standards etc.
On Boarding and Orientation: It is a crucial stage of HR life cycle. It can break and
create whole recruitment process. On boarding is to make new employees feel welcomed and
help them to work in new work place by teaming up them in new team. It starts with
introduction then proceed to orientation. Orientation is a stage where employees become member
of Argos and have learnt about new job duties and responsibilities, making relationship with

their co-workers and start career planning in this stage. It is also an essential for the company as
it helps them in decreasing labour turnover so it is required for HR to follow this step in effective
manner.
On boarding and orientation makes employees to feel comfortable and welcomed in their
new job. It helps employees to develop necessary skills, behaviours, knowledge to become
effective contributor towards organisation (Newhall, 2015).
Motivation: Motivation is other main important way of managing human resource life
cycle. Motivation is something that push an individual to perform and achieve their goals it may
be financial and non-financial like rewards, achievements etc. It is stated that the reason of
increasing turnover is lack of motivation. For reducing this problem and for managing HR life
cycle it is important for the manager of Argos to recognize their employee for their excellent
performance. By doing this they can make employees feel more respected and encouraged.
Celebration: The company can be considered the best when it celebrates their employees
achievements on regular basis. By celebrating achievements and excellent performance, the
manager can create a healthy and positive working environment. It can decrease labour turnover.
Performance Management: Performance management monitors performance of
employees regards to achieve the goal. It has stages for development of employees such as
coaching, process of orienting, training, encouraging employees etc. To manage performance of
employees Argos provides its employees training and career path and opportunities for
individuals via different training modules. Performance is not rewarded by competitive basis it
also includes numerous bonus and incentives schemes that is used to enhance efficiency of
workers. HR of Argos works on to motivate, encourage, empower its employees to engage them
towards it.
Succession Panning: Succession planning is a process to analyse and identify the skilled
and effective leaders who can replace the older one when they retired or leave the job. It
increases the availability of capable and experienced employees that supports firm for achieving
goals. It includes systematic, integrated approaches, for developing, identifying, analysing and
retaining skilled and capable worker to project and to achieve business objectives.
It is important stage of Hr as it is beneficial for Argos because it maintains brand identity,
helps company plan for long term, frame structure for training and development, identify most

qualified future leaders of company. Due to this, Argos enhance its employees performance and
engagement and make them enough productive to achieve goals.
Termination or transition: Employee of the company leave at a stage. Some employees
leave the company after retirement and some workers leave before retirement for whatever
reason. In this stage of HR life cycle it is required by HR to manage transition by analysing and
ensuring that all the policies and practices of the company are being followed by all the workers.
Integration of HR life-cycle stages with company's HR strategy
All the stages of HR life cycle are integrated with company's HR strategy as it helps Hr in
order to achieve determined goals of company as well as employees.
CONCLUSION
From the above study it has been concluded that legal market of UK is highly
unpredictable, shaped by a wide range of economic, demographic, legal and other factor.
Changes in the labour market influence the workforce planning and talent management. For
reducing this type of situations manager requires analysing and evaluate their personal skills and
activities in order to work effectively. The need of different legislation help manager in resolving
these problems while workforce planning. The recent trends in the labour market force, human
resource focus to perform not only traditional human resource management function, but also the
functions of strategic planning, development of team work skills and the designing of the
organisations. Manager of the company kept all the factors in their mind before making plans
and investing in professional development plan. All these changes brought a transformation in
organisation into the ones that analyse trends in the labour market.

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Online
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