Resource and Talent Planning

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