Resource and Talent Planning at Argos Limited

The report analyzes the impact of labor market trends and legal requirements on workforce planning at Argos Limited. It provides job descriptions and personal specifications for assistant designer and sales executive. The report also provides recommendations for effective response to supply and demand forecasts, succession planning, and performance management.

Unit 19 – Resource
and Talent Planning
1

INTRODUCTION...........................................................................................................................4
PART 1............................................................................................................................................4
Analyze current labor market trends that influence talent management and workforce
planning..................................................................................................................................4
Explain the different types of legal requirements an organization must take into account when
workforce planning.................................................................................................................5
Analyse the impact of labour market trends and legal requirements on the workforce planning
of a specific organization........................................................................................................6
Based on current labor market trends and legal requirements determine current and anticipated
skills requirements for a range of organizational examples...................................................6
Analyze current and anticipated skills requirements in response to identified labor market
trends and legal requirements for a range of organizational examples..................................7
Critically analyses the impact of labor market trends and skills requirements on workforce
planning and make appropriate recommendations for effective response to supply and demand
forecasts, succession planning and performance management..............................................8
PART 2............................................................................................................................................8
Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.........................................................................................8
Apply different recruitment and selection methods for effective talent resourcing and
planning................................................................................................................................11
Evaluate different processes and methods of recruitment and selection for effective talent
resourcing.............................................................................................................................14
Make valid judgements and recommendations on how appropriate documents and processes
can be improved for effective talent resourcing...................................................................14
Evaluate the stages of the HR life-cycle applied to specific HR contexts...........................15
Evaluate how stages of the HR life-cycle are integrated within organizational HR strategy.17
Evaluate the importance of the HR lifecycle in relation to strategic talent management.. . .18
Critically evaluate how stages of the HR life-cycle can be applied separately and integrated to
support strategic talent management....................................................................................18
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20
2

3

INTRODUCTION
Resource and talent planning plays important role for an organisation which helps
company to recruit talented, skilled and capable employees to conduct various business
operations. By maintaining talent pool for present and future requirement organisation can
successfully accomplish business operations in effective manner (Abdollahbeigi, 2021). This
report is conducted on Argos which is operating as a leading British catalogue retailer
established in the year 1972. This company is performing as Sainsbury's subsidiary and
headquartered in England, United Kingdom. Present support discusses various forms of legal
requirement which is essential for company to implement in their organisation workplace
premises. In addition to this, purpose to evaluate current labour market trend is also mentioned in
this report. Present report includes job description and person specification document which is an
important element in the process of recruitment and selection. This report also discusses various
recruitment and selection method and evaluate HR life cycle and various stages that HR manager
can use in order to recruit talented and skilled employees.
PART 1
Analyze current labor market trends that influence talent management and workforce planning.
There are number of market trend which have capability to influence talent management
and workforce planning of an organisation (Annepu, 2021). These factors can affect organisation
operations of attracting talented employees to accomplish business goals and objectives.
Mentioned below there are some certain current labour market trends which can influence talent
management and workforce training:
Political uncertainty –
This is an economical risk in which upcoming policies and practices of government can
raise risk in front of the business to recruit and manage employees. In this company is required to
make investments in implementing government rules and regulation which can affect economic
activities of companies.
Globalisation –
This is defined as the change in the world where organisations are moving from self-
dependent country to an integrated world. This change has been significantly enhancing
integration of labour market and filling gaps employees and organisation. This is a significant
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trend in which organisation have capability to attract talented and potential employees from
different locations around the world. However, in this it is important for organisation to conduct
analysis and conduct recruitment and selection process to attract potential employees.
Urbanisation –
Urbanisation is defined as situations in which individual those working in towns and cities
grows faster than people those who are operating rules and responsibilities in rural areas. In
terms with workforce planning of Argos this trend can help organisation to increase their
employment attraction rate. In this organisation have number of choices to influence talented and
skill individual to conduct various roles and responsibility which will help a goes to enhance
national income rate.
It has been evaluated that Argos need skilled and productive labour to conduct business
operations in a well define and effective manner. With the help of this company can fulfil overall
goals and objectives efficiently.
Explain the different types of legal requirements an organization must take into account when
workforce planning.
In order to conduct business roles and responsibility is essential for an organisation to
emphasize upon different type of legal requirements to undertake workforce planning.
Negligence of this will affect organisation to face number of legal obligations from institutions
and government.
Unfair Dismissal Act, 1977 –
Main purpose of unfair dismissal is to decrease activities that can negatively impact upon
employees within an organisation. This act support workforce from unexpected ending that an
employer can provide without providing any notice (Dorasamy, 2021). In terms with Argos it is
important for company HR manager to implement this act in order to prevent themself to
conduct any unfair activity that can affect employees and organisation brand image.
Equality Act, 2010 –
The main aim of this act is to treat all the employees in an equal basis irrespective of their
size, scope, nationality, background, education etc. In this it is important for Argos to emphasize
upon equality of all the employees while recruiting and selecting them. With the help of this
organisation can enhance goodwill in industry.
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Employee selection procedure Act, 1978
According to this act it is important for organisation to state all the uniform guidelines in
workforce planning while selecting candidates. In this it is important for Argos HR manager to
abide code of federal regulations that offer guidance to manage various employment system
which is recruitment, selection, promotion etc. In this legal discrimination like judging
candidates on the basis of their age and gender in evaluation round.
Analyse the impact of labour market trends and legal requirements on the workforce planning of
a specific organization.
It has been evaluated that labour market trends and legal requirements have direct and
indirect impact upon workforce planning. With the help of having efficient and proper
knowledge to take opportunities from these trends company can enhance their productivity
growth late. Proper implementation of legal requirement will allow organisation to enhance the
effectiveness to retain and manage employees for longer period of time. It will help human
resource manager to lower down employee turnover rate. There are different types of legal
requirements such as treating employees equally, not engage in unfair dismissal, select
employees as per the legal requirement etc which will allow organisation to strengthen their
workforce planning. In terms with Argo’s labour market trends like political uncertainty and
globalisation have a major impact on workforce planning. In this with the help of implementing
all the legal requirements appropriately company can prevent themselves from being get
penalized from any government.
From the analysis it has been evaluated that labour market trend for Argos is somewhat
tight as due to political instability because of Brexit company is facing various issues.
Based on current labor market trends and legal requirements determine current and anticipated
skills requirements for a range of organizational examples.
There are number of elements in current labour market trend and legal requirements which
is essential for company to determine in order to higher potential candidates to operate business
roles and responsibilities.
Demographic change:
There is a significant increase in the demand for labour supply in developing and
developed countries. Argos is performing their business operations majorly in the provinces of
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United Kingdom and Ireland which is it developed countries and are investing amount of money
to attract young, skilled, talented and potential candidates which is creating job employment
(Jackson and Dunn-Jensen, 2021). In this it is essential for Argos to emphasize upon this current
labour market trend and emphasise upon making investments in influencing attention of talented
workers efficiently.
Technology change:
Technology is dynamically changing each and every industrial sector. It is also enhancing
the need of innovation and creativeness with an organisational workplace structure. In terms with
Argos, it is essential for them to emphasize upon this current market trend in order to innovate
products and services with the help of latest technologies and skilled employees, through which
they can provide higher level of consumer satisfaction to consumers.
Globalisation:
Due to significant emergence of globalisation and trade liberalization labour mobility has
been significantly enhanced on international platform. It is mainly enhancing demand of worker
efficiently who welcome changes. In this it is important for Argos to emphasize upon attracting
talented candidates from market and make upgradation in policy to includes employees
efficiently as compared to other rivals in industry.
Sex discrimination Act, 1975:
According to this act employer or organisation is restricted to discriminate individual on the
basis of their gender and marital status. In this it is essential for Argos to emphasize upon this
trend in order to conduct recruitment and selection process. In this company is required to ensure
that individual from all the gender get equal treatment in organisational workplace structure.
Analyze current and anticipated skills requirements in response to identified labor market trends
and legal requirements for a range of organizational examples.
According to the current labour market it has been identified that there are some certain
current and anticipated skills which is required in response to identify labour market trend. In
this human resource manager is need to be have proper knowledge about the employment policy,
occupational standard in order to design an effective workforce plan (Dorasamy, 2021). This will
help human resources manager to conduct strategic and systematic process through which labour
market factors can be identified. This will help them to meet future skills need in an effective
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manner and also help human resource manager to fill the gap between skill demand and supply.
Resource manager is also required to be well equipped with the legal requirements such as
sexual discrimination, equality act etc in order to manage workforce.
Thus, from the analysis it has been underlined that it is essential for Argos HR department
to align legislations requirements to workforce planning in order to effectively deal with
challenges.
Critically analyses the impact of labor market trends and skills requirements on workforce
planning and make appropriate recommendations for effective response to supply and
demand forecasts, succession planning and performance management.
There are a number of factors and trend of labour market and skills requirement which have
significant impact upon workforce planning. Different labour market trends like demographic
change, technological change, globalisation need organisation to evaluate employees in an
effective manner. Globalisation enhanced competition as in this employee have number of
opportunities and rivals are also taking use of effective strategies to attract potential talent. In this
it is recommended to human resource manager of Argos to conduct research in order to demand
forecasts made succession planning and conduct performance management of employees. This
will help them to provide training and career development opportunities to employees which will
help company to retain them for longer period of time. Technological change is having major
impact on workforce planning. In this human resource manager is recommended to take use of
different tools and techniques to recruit employees from different locations and formulate
planning to provide time training on efficient basis.
PART 2
Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.
Job description:
Job description is defined as a formal document which is mainly inclusive of duties and
responsibilities for a given position (Khoreva and Vaiman, 2021). Hence, it specifies
qualification or certain skill set required to apply for that specific profile. Mentioned below job
description of two job profile in Argos is being given:
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Job description for assistant designer
Company Argos Limited
Department Design lead
Job profile Assistant designer
Job location United Kingdom
Job summary Argos Ltd. is looking to recruit a suitable assistant designer to
manage relationship with staff and customers. Assistant designer
also needs to conduct business operations digitally via company
website.
Roles & Responsibilities  Applicant must have sound knowledge of creative design
as well as digital activity.
 Candidate needs to be creative thinker to develop
innovative concept as well as interactive design.
 Take use of technical specification, digital tools and
innovation to enhance company brand image.
 To undertake digital approach as well as concept, and
collaborate with successful brand team.
Job description for sales executive
Company Argos Limited
Department Sales department
Job profile Sales executive
Job location United Kingdom
Job summary Argos Ltd. is looking for compassionate sales executive who can
effectively attract customers with strong negotiation skills and
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enhance sales through various leads.
Roles & Responsibilities  Candidate is required to have appropriate knowledge of
communication techniques.
 Conduct research in order to identify actual needs and
wants of customers and present company products and
services appropriately.
 Have ability to manage workload in order to enhance
company sales in peak time.
Personal specification:
Person specification is termed as skill set, experience or knowledge that an applicant is
required to have in order to conduct job role in an effective manner.
Personal specification for assistant designer
Name: Stan Key
Address: 99 Elizabeth Road, United Kingdom
Contact number: 31321435251
Job Experience: Candidate is must to have more than 2 years of job experience in the field of
designing. Along with this applicant is needed to have adequate knowledge of digital marketing
as to enhance organisation growth.
Specialization:
 Candidate is required to have degree in graphic design
 Have understanding to use 3D designs as well as visual
 Applicant must have suitable experience in designing various content as well as design
disciplines.
Skills:
 Need passionate candidate
 Have excellent communication skill
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 Skill of time management
Qualification:
 Certificate of digital designing and Adobe Photoshop
 Degree in subjects of graphic design
 Diploma course in web design
 Applicant must have more than 2 years of work experience in respective field.
Date: 11/09/2021
Place: United Kingdom
Declaration: Hereby, I ensure that all details provided by me true and valid.
For sales executive role
Name: Caroline More
Address: 77 King’s Road, United Kingdom
Contact number: 31451021131
Job Experience: It is need for applicant to have minimum 1 year of experience in sale
executive job role. Applicant is required to possess understanding and knowledge of
communication technique in order to influence customers.
Specialization:
 Negotiation skills.
 Fluency in English language and ability to manage workloads.
Skills:
 Excellent communication and negotiation skill
 Time management skills
Qualification:
 Graduate in any field.
 1 year of work experience in respective field.
Date: 11/09/2021
Place: United Kingdom
Declaration: Hereby, I ensure that all details provided by me true and valid.
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Apply different recruitment and selection methods for effective talent resourcing and planning.
Recruitment:
Recruitment is the most important part of human resource management in which HR
manager engage in the process of searching and hiring suitable candidates to fill company
vacancies. This is positive process which enhance organisation ability to increase overall
performance and growth. Recruitment process is mainly inclusive of planning, strategy,
development, searching and screening and evaluation and control of candidates in order to select
best.
Method of Recruitment
Internal source of recruitment:
Internal recruitment defines employees those who are appointed from within organisation
workplace structure to fill vacant position in company, with the help of transfer and promotion
(Liu, Qingqing and Liu, 2021). This is a simple way to fill vacant position in company and is
also a cost-effective method. In terms with Argos company mainly believes that internal
appointment is helpful in filling higher position as employees are already aware about
organisation culture and the manner of doing business. Mentioned below some of the internal
recruitment is being defined:
Promotion:
Promotion is defined as a shift of an employee from one position to a new one and
increase responsibilities, remuneration and status. This is mainly a shift from low job profile to a
higher position in organisational workplace premises.
Transfer:
Transfer is defines as shifting of employees from one department to other or from one
location of job to another (Makarova and Ni, 2021). This is mainly change in working
environment without making significant changes in profile job responsibility and remuneration.
Pros of internal source of recruitment
 In internal sources of recruitment company does not need induction and training as
employees are already familiar with the company policies and programmes.
 This method effectively helps in enhancing loyalty of employees towards company and
they put more hard work in conducting roles and responsibilities.
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Cons of internal source of recruitment
 This method restrict organisation to bring fresh blood in organisation which can also
affect innovate and creativity.
External source of recruitment:
External source of recruitment organisation recruit employees from external sources from
pool of candidate. This process facilitate organisation to attract talented, skilled and potential
employees on external basis. There are some certain methods that Argos is taking as an external
source of recruitment.
Direct recruitment:
It is a form of external recruitment which is done for experienced applicant. In this
company place notice in notice board in context of the vacancy.
Employment exchange:
This is a method in which organisation connect with number of employment exchange in
order to hire capable and talented employees to fill the vacant position in company.
Campus recruitment
Under test method Argos visit to number of universities and colleges to hire fresh blood
and passionate students to conduct various job roles within company.
Pros of External Sources of Recruitment:
 Main benefit of external sources of recruitment is that it helps in increasing new
opportunities for job seekers and also allow organisation to bring fresh blood and new
ideas to conduct various roles and responsibility.
Cons of external sources of recruitment:
 As compared to internal sources of recruitment this method is time consuming and
requires top investment.
Selection:
Selection is defined as a process in which company select most desirable and talented
candidate to conduct organisation job role among number of candidates (Musakuro and de Klerk,
2021). This is mainly defined as a negative process in which company conduct comparison
between number of individuals. Furthermore, it has been underlined that selection is a complex
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as in the process in this HR manager of Argos conduct this process to recruit right candidate to
place them in a right job role.
Interview:
It is formal way to select the most appropriate and effective candidate to conduct roles and
responsibilities in company. Interview is a two-way form of communication between interviewer
and interviewee. In this Argos undertake use of Sysco-metric test to evaluate candidate
suitability. This method helps organisations to provide brief information about company to
candidates which helps in building positive and good image of company among them.
Evaluate different processes and methods of recruitment and selection for effective talent
resourcing.
There are different processes and methods of recruitment and selection which allows
human resource manager to conduct talent resources efficiently. In terms with direct employment
company can select candidates from employment exchange, campus recruitment and more.
While in terms of internal recruitment company can take use of promotion and transfer which is
an effective way of filling the vacant job. In terms with selection interview is the most efficient
method of selecting appropriate candidates with the help of methods like Sysco-metric test.
Make valid judgements and recommendations on how appropriate documents and processes can
be improved for effective talent resourcing.
In order to eventually improve the process of effective talent resources it is recommended
to human resource manager of Argos to diversify and define their job requirement and employ a
new approach to discover talent (Khoreva and Vaiman, 2021). Along with this with the help of
taking use of tools to eliminate bias company HR manager can improvement in their talent
resource in process.
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Evaluate the stages of the HR life-cycle applied to specific HR contexts.
HR lifecycle mainly based on biological aspects of development which is inclusive of
number of stages. In this it is important for HR manager to conduct roles in efficient manner
during the course of these stages in order to enhance effectiveness of their responsibility. In HR
life cycle every stage is having separate opportunities, benefits and challenges. In terms with
Argo HR manager, it is essential for them to develop efficient strategies as to overcome any type
of possible barrier or breakdown that can affect these stages. This will help them to maximize
employee’s performance and also allow company to a sure growth and high-performance
evaluation of HR life cycle is being done below.
Figure 1: Recruitment and selection process
Source: http://hrmpractice.com/recruitment-and-selection-process/
Recruitment and Selection:
Recruitment and selection is an important stage of HR life cycle with help organisation to
hire effective and potential set of candidates to conduct different roles and responsibility which
helps in enhancing overall productivity of organisation (Roundy and Burke-Smalley, 2021). In
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terms of HR manager of Argos, they develop appropriate policies and strategies to entrance and
attractive best candidates and hire them for job role. This is providing benefit to company in
terms of enhancing overall productivity turnover and growth. Company HR manager take use of
interview, written test and select candidates in order to enhance recruitment and selection process
efficiency.
On boarding and orientation:
This is a second stage of HR life cycle in which candidates already accepted job letter to
become organisation work force part. In this is important for HR manager to provide required
appropriate information to employees. In terms with human resource manager of Argos they
conduct two-way communication with candidates in order to provide them information and solve
their queries. This also help HR manager to make them aware about the culture of company,
rules, procedures and provide training to conduct their roles and responsibilities in effective
manner. This stage helps HR manager to enhance employee confidence to perform their
responsibilities efficiently.
Performance Management:
It is an important role and status Human Resource life cycle which helps in enhancing
performance and productivity of employees and organisation on simultaneous basis (Werner,
2021). In this human resource manager of conduct monitoring of employees on regular basis in
order to identify their skills and knowledge they are needed to conduct different roles and
responsibilities in company. HR manager also take use of innovative tools and techniques to
evaluate employee’s performance on daily basis. This is significantly helping workers to enhance
the ability and confidence to conduct business operations. It is also helping human resource
manager to enhance loyalty of employees to watch company.
Succession planning:
After human resource manager provide appropriate training to employees in this stage it
is important for them to develop policies and strategies to retain them. In terms with human
resource manager of Argos with the help of continuous plan of performance, evaluation,
recognition and training human resource manager is retaining employees for a longer period of
time.
Exit and Transition:
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This is a final stage of HR life cycle in which employee leave company due to number of
reasons that can be termination retirement, termination, new job or any other personal reasons
(Smit, 2021). In this human resource manager is required to follow exit and translation process
and provide documentation to employees and inform them about their final pay as well as other
benefit they are entitled. It is an important stage which is helpful for company to build a positive
image in market segment.
In addition to this, it is important for HR manager of company to emphasise upon legal obligations
and laws which is related to industry. This will effectively facilitate HR manager to conduct roles and
responsibilities in a well define and effective manner.
Evaluate how stages of the HR life-cycle are integrated within organizational HR strategy.
Human resource lifecycle mainly includes stages which is helpful for an HR manager to
conduct various roles and responsibilities in a systematic process. All stages are providing
effective guide and direction to human resource manager through which they can conduct crucial
operations of HR and can provide guidance and benefits to employees (Sharma and Sharma,
2021). These stages are also helpful in developing organisational culture in which employees are
valued in workplace in an effective manner. With the help of emphasizing and putting
consideration on all the HR life cycle stages human resource manager can efficiently enhance
performance and productivity of employees and can help company to ensure long-term
sustainability in industry. Argos human resource manager effectively integrate organisation
operations with human resource life cycle stages in order to develop efficient plans and strategies
for rapid growth of company in industry.
Thus, from the above analysis it has been underlined that with the help of focusing upon all
the stages of HR life cycle company can effectively operate while assuring higher competitive
advantage. These stages also allow HR manager to implement strategic talent management
strategies and manage workforce effectively.
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Figure 2: Hr life cycle
Source: http://denetsoftware.com/service_hrm.html
All stages are being effectively managed by human resource manager in order to enhance
organisation revenue and growth rate. With the help of different strategies like employee
retention, recognition, training and development Argos human resource manager is building
efficient workplace environment which is also helping them to attract more talented individual
towards company.
Evaluate the importance of the HR lifecycle in relation to strategic talent management.
HR life cycle plays important role to strategic talent management practice, as it allows
human resource manager to keep current employee and enhance their skills and capabilities to
higher position in company. Human resource life cycle is inclusive of different type of stages
which allow and HR manager to maintain and target the right kind of employee and provide
them efficient support and guidance. This cycle provides human resource manager to
strategically deal with the needs and demands of employees in organisation on simultaneous
basis.
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Critically evaluate how stages of the HR life-cycle can be applied separately and integrated to
support strategic talent management.
The 5 stages of HR life cycle attraction, recruitment and selection, induction and orientation,
onboarding, career planning and development, retention and separation and termination phase
plays crucial role which supports in strategic talent management for HR. In this with the help of
attraction, recruitment and selection stage human resource manager can conduct in-depth
research in market to recruit good candidate for the job role. In terms with 2nd stage which is
induction and orientation and on-board human resource manager can make employees aware
about the new role, organisation culture and help them to settle down in efficient manner
(Khoreva and Vaiman, 2021). If it talked about career planning and development stages, in this
human resource manager can provide opportunity to employees to grow. In this HR manager can
deal with performance management and provide individual or team incentives for new goals. In
context with fourth stage retention, in this it is important for a manager to retain could employees
and provide them positive environment tools and skills which they need to do job efficiently. In
this human resource manager with the help of transparency and provide career pathways can
retain employees for longer period of time. The last stage of separation and termination phase, in
this it is essential for human resource manager to know the reason why employees are leaving
and recommend them to another organisation. Human resource manager is needed to simplify the
process of domination in order to make sure that employees does not feel difficulties.
CONCLUSION
According to the above-mentioned report it has been concluded that resource and talent
planning is a significant process for any organisation irrespective of its size and scope. In this
with the help of conducting resource and talent planning in organisational workplace structure it
is important for companies to emphasize upon various labour trend which is prevailing in
business environment and implement all the relevant and applicable legal requirements. This will
help company to enhance visibility and transparency on international platform which will
significantly help them to influence attention of more talented and skilled individual. With the
help of having adequate knowledge of all the legal requirement applicable in industry human
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resource manager can recruit potential individual on the basis of evaluating job description and
person specification. HR cycle also plays an important role which provide the direction and
guidance to an HR manager through which they can conduct their roles and responsibilities in a
systematic way. It enhances organisation capability to recruit and select employees those who
can fulfil organisational goals and objective. This will significantly allow company to make
seamless growth, profitability and grab more development opportunity for long-term
sustainability.
REFERENCES
Books and Journals
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Abdollahbeigi, B., 2021. EXPLORING KEY FACTORS THAT INFLUENCE TALENT
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Coron, C., 2021. Quantifying human resource management: a literature review. Personnel
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Dorasamy, N., 2021. THE SEARCH FOR TALENT MANAGEMENT COMPETENCE:
INCORPORATING DIGITILIZATION. International Journal of
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Jackson, N.C. and Dunn-Jensen, L.M., 2021. Leadership succession planning for today’s digital
transformation economy: Key factors to build for competency and innovation. Business
Horizons, 64(2), pp.273-284.
Khoreva, V. and Vaiman, V., 2021. Talent management: decision making in the global context.
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Liu, P., Qingqing, W. and Liu, W., 2021. Enterprise human resource management platform based
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Roundy, P.T. and Burke-Smalley, L., 2021. Leveraging entrepreneurial ecosystems as human
resource systems: A theory of meta-organizational human resource
management. Human Resource Management Review, p.100863.
Sharma, E. and Sharma, S., 2021. Talent Management Challenges for Heritage Tourism and
Rural Sustainability: A Case Study of Surajgarh Fort Heritage Hotel, India. In Capacity
Building Through Heritage Tourism (pp. 157-169). Apple Academic Press.
Sheri, A.M.A., Nori, N.R. and Gupta, S.K., 2021. The Role of Strategic Intelligence in
Enhancing Effective Talent Management: A Study on some Academic Institutions of
Duhok Governorate. Academic Journal of Nawroz University, 10(2), pp.137-155.
Smit, P.K and et. al., 2021. The relationship between talent management, transformational
leadership and work engagement: An automotive artisan perspective. SA Journal of
Human Resource Management, 19, p.10.
Tomcikova, L., Svetozarovova, N. and Coculova, J., 2021. Challenges and priorities in talent
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Werner, J.M., 2021. Human Resource Development: Talent Development. Cengage Learning.
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