RESOURCE AND TALENT PLANNING TABLE OF CONTENTS

RESOURCE AND
TALENT PLANNING

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
ACTIVITY 1....................................................................................................................................3
P1. ...............................................................................................................................................3
P2. ...............................................................................................................................................4
ACTIVITY 2....................................................................................................................................4
P3.................................................................................................................................................4
ACTIVITY 3....................................................................................................................................6
P4. ...............................................................................................................................................6
P5. ...............................................................................................................................................8
ACTIVITY 4....................................................................................................................................9
P6. ...............................................................................................................................................9
P7. .............................................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
In today’s era, resourcing and talent planning are considered to be one of the essential
management practices. These play a significant role in providing HR professionals and their
organisations with benchmarking data in against the costs related to recruitment and selection,
rate of employee turnover, etc. (Taylor, 2018). Present study is based on Argos Ltd. as per the
given scenario which is a British Catalogue retailer based in the UK and Ireland. Here, with
reference to the selected firm, discussion will be made on analysing the labour market trends
with appropriate legal requirements that influence workforce planning. Also, there will be study
on anticipated skills requirements in different HR contexts. Further, appropriate documents and
processes which contribute to effective recruitment and selection will be applied along with
assessing the way to manage HR lifecycle with organisational HR strategy.
ACTIVITY 1
P1.
HR strategy – It can be termed as a long term plan which is made with an aim to attain the set
objectives of organisation related to human resources, their development and human capital
management.
Talent and talent management – Talent refers to the skills, competencies and potential of people
working in a firm with high performance and moving the organisation up in managerial
positions. Talent management is a practice performed by HR department to anticipate the
required human capital for an organisation that helps in planning of meeting the future needs
related to attracting, identifying, developing, engaging, retaining and deploying of suitable
candidates (Siddiqui, 2018).
Workforce planning – It can be referred as a continuous process that helps in aligning of needs
and priorities of firm in relation with the workforce required to ensure that all legislative,
regulatory and organisational goals will be met.
Labour market trends
Demographics – In the present scenario, there is shift in trends like reduction in the birth rates as
well as in ageing which shows that number of labour across the world are decreasing and so as in
UK too. Thus, Argos might have to face the situation of shortage of labour. Thus, for them, to
think differently about talent sourcing is required through forcing employers and policymakers
(Prising, 2016).
Changing economic situation – This labour market trend refers that if in the UK, economy is
sound, companies like Argos will be able to offer attractive pays to the workforce and so,
retaining them will become easy. However, if economic condition gets disturbed due to any
factor, company might have to pay less to even skilled workforce also due to decreased flow of
money in the market. This may lead firm to face high rate of employee turnover and thus, talent
management and workforce planning will get directly influenced through same (Walford-Wright
and Scott-Jackson, 2018). Presently, European economy is growing at a very fast rate which is
helping the labour to gain high employment opportunities and so, Argos can easily take
advantage of that and in advance, it can prepare pool of talent for the future.
Social trends – In the UK, social situation is getting improved to a high extent and so, there is a
positive labour trend. The level of employment in this nation has reached to new record as in
2017, more than three and a half million people were employed. However, the present labour
market trend is that number of working hours of per person employed has increased with rising
disposable income and reduction in the level of poverty. With technological change, growth of
firms and number of jobs have increased as in Europe, there are people equipped with better
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education and so, it helps in talent management of Argos (Sparrow, 2018). Thus, workforce
planning gets highly influenced as with better people in terms of skills, knowledge and
competencies, company can hire best suitable candidates for their vacant positions.
P2.
HR legislation constraints and requirements
In any firm operating in the UK like Argos Ltd., to comply with employment laws in a
fair manner is highly important to save itself against any kind of penalty or obligation from the
side of regulatory authorities of nation. There are different legal requirements that Argos have to
consider at the time of workforce planning. Some of the HR legislation constraints and
requirements in Argos are discussed as below:
Anti-Discrimination Act 1991 – The anti-discrimination act refers that any organisation
and so as Argos cannot discriminate its working people on the basis of their colour, religion,
race, sex or national origin and need to consider them equally. Therefore, at the time of
workforce planning, company needs to consider people of all nations equally and they cannot
refuse to hire an employee or dismiss him because of the any of the reasons like their colour or
national origin (Employment Law and Compliance, 2019).
Wage and Hour – According to The Fair Labour Standards Act (FLSA), it is mandatory
for Argos to provide federal minimum wages to the workers that is to be revised on a periodic
basis. HR professionals in company are required verify the accuracy of payment made to
employees on continuous basis. Further, if employees are doing overtime, they have to be paid
extra for respective hours. Thus, workforce planning in Argos gets impacted as keeping in
consideration the same, HR manager needs to ensure about proper classification of employees
based on their job duties (Malik, 2018).
Equal Employment Opportunity Act 1972 – As per this act, Argos is not allowed to
make any kind of illegal discrimination with its workforce on the basis of age, gender or race and
need to provide equal employment opportunities to all. Thus, while workforce planning,
vacancies of company should be open for all and they have to consider them on equal grounds
irrespective of their race, age or gender.
Rise in Ethical Awareness – One of the major legal requirements of Argos to be
considered during workforce planning is rise in the ethical awareness. In the current era,
employees are well aware with all laws which protect them against any kind of injustice (Li and
et.al., 2018). Therefore, at the time of workforce planning, it is important for Argos to do
recruitment and selection keeping in mind all legislations so that risk of any penalty or obligation
can be reduced and process can be done in a fair manner.
Increased Competitive Intensity and Globalisation – There is one more requirement
which is to be considered by Argos while workforce planning i.e. rise in the competition as well
as globalisation. As today’s business environment is highly dynamic and there are number of
competitors available to the firm due to globalisation, so, it is crucial that people who will be
selected by the organisation must be highly skilled and proficient enough to lead organisation to
gain a competitive edge over others (Wójcik, 2018).
ACTIVITY 2
P3.
On the basis of current labour market trends and legal requirements identified, Argos
have to do their workforce planning where current and anticipated skills requirements are to be
determined which can be done through job analysis.
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