Resource and Talent Planning: Impact of Labour Market Trend on Manpower Planning

This report on resource and talent planning discusses the impact of labour market trend on manpower planning and talent management. It covers legal requirements, job descriptions, and person specifications for effective recruitment and selection. The report also includes examples of job descriptions and person specifications, as well as interview questions and an offer letter.

Resource and Talent
Planning

Table of Contents
INTRODUCTION ............................................................................................................................3
Examine the current labour market trend that effect talent management and the manpower
planning....................................................................................................................................3
P2 Explain Different types of the legal requirement for the workforce planning...................4
Impact of the labour market trend and other judicial requirements on workforce planning.. .5
D1 Analysis impact of the labour market trend and skill necessitate on manpower planning and
appropriate recommendation fro effective response of supply demand forecast and performance
management..............................................................................................................................5
P3 Define current and the anticipated skills on the basis of current labour trend....................6
M2 determine current anticipated skill requirements to identify thee labour market trend and
legal requirements of organisation............................................................................................7
P4 Example of the job description and person specification documents for an effective
recruitment and selection..........................................................................................................7
P5 Utilize various recruitment and selection ways for an effectual talent resourcing and
planning..................................................................................................................................11
M3 Different methods and process of recruitment and selection for effective talent resources. 12
D2 Make a valid judgement and recommendation that how appropriate documents and process
can be improved for an effective talent resourcing................................................................13
P6 Evaluate stage of the HR life cycle applied to particular HR context...............................13
P7 Evaluate how stage of HR life cycle are unified in the organisational HR strategy........14
D3 How the stage of HR life cycle applied separately and integrated to help the strategic talent
management............................................................................................................................16
CONCLUSION ...............................................................................................................................16
REFERENCES.................................................................................................................................17

INTRODUCTION
The resource and talent planning consider as a critical function which involve the
coordination from the recruitment team and enterprise in different aspects like analysis on the
forecasting of required resources, delivery of resources on schedule, networking and selection of
the proper hiring channel, maintain talent pool for the future recruitment. Through the effective
resourcing, the organisation become able to find the talented workforce who are culturally
integrated and aligned with their business objectives (Bruneau and et. al., 2021). The firm
considered in this report is Tesco which is situated in United Kingdom. It is founded in 1919 by
the Jack Choen. This organisation is a retailer supermarket and offer a large variety of products to
the customers. This report will cover the current labour market trend which impact talent
management, different kinds of legal requirements that business must take during workforce
planning, current and the anticipated skills requirements, different selection and recruitment
method, stage of HR life cycle, how HR stage life cycle unified with in organisational HR
strategy.
Examine the current labour market trend that effect talent management and the manpower
planning.
The labour market is a place where the employers and workers interact with each other.
There, demand is organizational demand for the labour and supply the worker's supply for the
labour. In this, demand and supply of the labour in this market is influenced by the changes in
bargaining power ( Cao and et. al., 2020).
Workforce planning is a process that help the company to chose appropriate number of the
individual with right talented correct time. In order t this, the workforce planning assist
organisation to get good employees in the company to perform the organisational task. In context
of Tesco there are different labour market trend that effect company's workforce planning and
talent, discussed below:
 Demographic situation- this trend has given an intense impact on the UK labour market.
beside, around 30% individuals in employment within UK are over age of the 50 years
and younger people of the UK has replaced the group at the time of resined their position.
In this scenario those employee left with their experience skills. In this case, workers faces

several issue in the recruitment and selection process including skills shortage, labour
shortfalls, productivity challenges, production targets and many more. This type of the
situation impact workforce planning and talent management (Castillo and et. al., 2021).
 Unemployment- It directly impact the workforce planning and talent management to
bring up new talents that is a major issue or concern in these days. High level of the
unemployment causes a fear about unemployed and working aggregation. A high level in
unemployment allow the employers to disregard social and material need so the employees
and for braking labour laws.
 Demand of the qualified employees- A Shortage of the qualified employees or workers is
becoming main key component hindering economic development in UK. Qualification of
the labour force often do not correspond to market's demand and phenomena of the
structural unemployment and the low professional mobility determined. In its turn, system
of the professional orienteering hold several flaws, training quality is inadequate,
employers assign little attention and money for employee's training.
 Legal restriction- In past decades, some nation have adopted different laws that regulates
the labour relation and also defend the workers from any type of discrimination. Aim of
these laws is to stop the discrimination on ground of the gender, age, sexual orientation,
nationality, race, religions and many more.
Explain Different types of the legal requirement for the workforce planning
 Health and safety act 1974- It is primary piece of the legislation that cover the
occupational safety and health. Adequate training of the staff to make sure safety and
health procedure are adhered and understood to. At work place, there is adequate welfare
provision for the staff within organisation. Tesco, apply to all the aspect of working
environment and employer in order to provide such workplace and environment which is
safe and suitable for duties which are carries out in the organisation (Cortes and et. al.,
2021).
 Equality act 2010- This law protect the workforce from any type of the discrimination. It
defines that unfair treatment and discrimination based on the certain personal characteristic
including age, gender etc. is now agents the law in all cases. Tesco, outlaws the

discrimination all access to the private goods and service, public services, education and
transport in addition to the employment. Tesco should ensure that they treat all employees
equally (Dalal and Akdere, 2018).
 National minimum wages act 1998- It set out minimum amount of the pay a worker or
employee is entitled to per hour. Tesco, ensure that every employee or workers is paid
minimum amount of the wages prescribed for any particular job. It minimize the chance of
employees getting exploited by the employers.
Impact of the labour market trend and other judicial requirements on workforce planning.
The current market trend impact the workforce planning and talent management in term of
demographic, unemployment, policies and other factors. In organisation when they make planning
regarding the employees, it require some legal policies which set a area in which company
formulate their polices and other rule for the employees and their working condition. The labour
market trend and judicial requirements impact organisational strategies and process of recruitment.
In this, companies need to fulfil all legal requirements to run their operation effectively. The
impacting factors and legal policies help the company to determine number of the candidate on the
basis of their skills and area.
Analysis impact of the labour market trend and skill necessitate on manpower planning and
appropriate recommendation fro effective response of supply demand forecast and
performance management.
It is analysed that, current market trend of the UK is quite improving in quarter of the
2018 and its average employment rate was estimated around 2% points in its pre crisis peak. Due
to the new change and other development, HR faces many challenges to plan the effective
strategies in order to attract skilled and productivity employees toward the organisational
development. The supply demand forecasting make an estimation of the human resources
considering analysis of the current HR inventory and future availability. It is recommanded to the
respective company that they make sure enough supply and the hand in order to satisfy demands
(Edwards, Kinirons and Patterson, 2018).

Define current and the anticipated skills on the basis of current labour trend
 Change management skill- It is adaptability of labour market trend that is prevailing on
the basis of daily life. Now days, the market trend is changing rapidly so it is very essential
that company's HR manager must have change management skill and ability so that they
can adopt and implement all change in the organisation very easily. For example, in
comparison of Tesco, if the employees of Mark and Spencer want to work from home due
to any reason, then the HR should analyse this trend and create such working condition to
the workers that the company able to retain the employees for long term.
 Empathy and compassion- It is analysed that the HR are trusted resources of Tesco, they
also maintain an open door policy in organisation so that they can create a comfortable
atmosphere which make feel the employees as being valued and they get encouraged for
work safely. In comparison of Tesco, the HR department of Mark and Spencer adopt
several method to recruit people such as social media, advertisement and many more. They
formulate policies for employees development and organisation (Graedel, 2019).
 Job analysis- It is a systematic procedure that include collection of information or data
related to the nature of job, duties and responsibility of job, quality and qualification for
the required job, physical and mental capabilities and the efforts in order to perform the job
role and essential skills needed to work efficiently.
For the job analysis the required informations are gathered through interview, description,
questionnaire, job specification etc (Latukha and et. al., 2019).
Different document are gathered in the job analysis that include job specification, curriculum
vitae, person specification, job description, and other etc.
All these documents help to identify those skills that are required by an individual to perform their
job a sit assist the company to measure job characteristics that are feasible to predict employee's
success. These documents are helpful in knowing duties and responsibilities associated with the
work and employer identifies skill that hep the worker to perform specific job role.
The organisation should involve its workers in the talent management that motivate the employees
and increase employee retention, moreover, the organisation must also involve in the performance
management that hep to get regular feedback so improve in the work efficiency.

Determine current anticipated skill requirements to identify thee labour market trend and legal
requirements of organisation.
The organisational manager need some skill and knowledge that help them to perform
their job efficiently. Legal requirement and labour trend that are requires time management and
workforce planning, it is essential that company's HR manger posses with some skills that support
them to implement effective strategies. A company required different type of skill in their
employees so that they can perform in several way effectively. In their HR department they want
such type of skill which are able to identify labour market and legal requirement of organisation.
Job analysis skill is very essential for them as it make enable the HR manger to evaluate
employee's performance by comparing them with desired output and bring essential correction in
them (Price, Robbins and Valverde, 2020).
P4 Example of the job description and person specification documents for an effective recruitment
and selection
Job description
Job details
Post : Human resource manager
Company: Tesco
Job purpose
HR manager has to play different role and responsible for making sure that that the appropriate
action and strategies undertaken in order to attain several task and the activities. Applicant must
posses with a strong communication skill, time management skill and change management skill in
the company.
Roles and responsibility
• Formulate suitable policies and other schemes.
• Specify the goals and other targets to entire workforce.

• Ability to manage employee’s productivity and working execution.
Job specification
Post- HR manager
Department- HR department
Key- It show required evidence:
(R) Request form (I) Interview (R) Role
Attributes Essential Desirable
Experience and qualification  Required post graduate
from recognised
university.
 Graduate form a
recognised college.
 Minimum experience
required of 2 yeas.
Required 4 year experience as
the HR manger related to the
similar background

 A strong
communication and
interpersonal skill.
Skills and knowledge  Emblematic skill
 Effective
communication skill.
Person must be able to develop
the strategies as per
requirements or situation.
Job details
Post- Marketing manger
Company- Tesco
Purpose of job
The marketing manger is responsible to manage the promotional activities and brand position that
the company sells. They attract customers to purchase company's product to raise the brand
awareness by creating marketing campaigns.
Roles and responsibilities
 Create suitable strategies and plans for the marketing
 Specify the targets and objectives to workers.
 Manage customer's demands and customer's feedback.
Job specification
Post- Marketing manger
Department- Marketing department
key- It show required evidence:
(R) Request form (I) Interview (R) Role
Attributes Essentials Desirable

Experience and qualification  Required post graduate
from recognised
university.
 Graduate form a
recognised college.
 Have experience of the
3 years.
Require experience of 4 years
as marking manager in the
similar background
Skills and knowledge  Require strong
communication skill
 Problem solving skill
Able to make the relevant
strategies properly on time.
Interview questions
 What are basis responsibility of the HR manger ?
 How can your knowledge and ability assist the organisation in its workforce planning ?
 According to your perspective, what do you expect form company regarding to this job
profile ?
Offer letter
Mr, James
Address- 26 Brook street, London
Dear James Smith
Greeting for the Tesco!!
The company is extremely obligated to observe your performance during the interview. So
we have decided to recruit you as the HR manager in Tesco. It will be full time job with 40
hour working per week and your annual package is decide to $ 80000.
The company offer you an employment form and other facilitates will be provided to you
at the day of joining which will be 1st February, 2022.
If you have accepted the employment letter then kindly revert to us and be at the office
with your all documents for the further verification.

Feel comfortable to contact us, if you face any kind of issue
Utilize various recruitment and selection ways for an effectual talent resourcing and planning
Recruitment is a process to find applicants for vacant position and encourage them for
applying in company. Whereas , sin selection, the company choose best candidate from pool of
candidates and offer them job. There are different external and internal methods of the recruiting
and selection process. In context of Tesco, there are various way for these process which are
discussed below:
Methods of recruitment
 Direct advertising- In this, placing the job adverts on the company's job boards, careers
sites and the industry publication is a best method to find many applicants. This method
enable the organisation to reach a large audience. Attracting the passive applicants can be
highly valuable at the time of quality hire (Rufí-Salís and et. al., 2020).
 Internship and apprenticeships- This method is an excellent mode to get know strength
of an individual. During this time period, hiring manger evaluate potential of the identify
apprentice and intern which can be developed and up skilled in order to fill the future
roles.
 Social media- Possibility of the social media recruitment is endless, in this the
organisation can use Instagram, Facebook, twitter, LinkedIn and other platforms as the
recruitment is becoming innovative. It allow the recruiter to spread the information about
different job opening and organisation.
 Employment exchange- It is a government run imitative which keep a record of the
unemployment job seekers. In this, the employer submit all new vacancies to exchange and
give details of the suitable candidates. It is a cost effective and mostly suited method.
For the recruitment process, Tesco uses the social media as it is an excellent way to to make aware
a large number of applicants for the recruitment in any company. Mostly people searching job

online, so by undertaking this method Tesco give detail about the job requirements through
Instagram, Facebook, twitter and other etc.
Methods of selection
 Interview- Company invites large number of the application for interview. It is a face to
face meeting in which the employer ask series of different question and then observe that
how the applicants answer these questions. After this, performance of all candidate are
compared and suitable applicants is selected (Self, Gordon and Jolly, 2019).
 Group activities- The employer ask all the candidates to complete a task by working
together. It may be a discussion or practical task. Whilst completing the given task the
applicant's behaviour are observed in order to identify that who work well with team, who
are leader and work better in the task are selected.
 Test- In this, organisation ask to the job applicants to complete any specific test. It might
be paper based test, practical test, depending on vacancy in the company. Test is used to
see that how well candidates is able to react and think under high pressure (Turra and et.
al.,2019).
Tesco use the interview method for the selection process by both the externally and internal. By
the interview, Tesco judge non verably behaviour of the applicants. They use this method as it is
very cost effective and short time communication way for the selection process.
M3 Different methods and process of recruitment and selection for effective talent resources.
There are different method which are used by the organisation in order to recruit a suitable
and bets candidate. They use different platform of social media and advertise their job detail on
several online sites. They also conduct test, group activities to evaluate the behaviour and skill of
the applicants. Some organisation select applicant by measuring their performance during their
internship time period. They select the candidate from educational institute and on the basis of
other criteria.
Make a valid judgement and recommendation that how appropriate documents and process can be
improved for an effective talent resourcing.
The documentation is essential for various reason. It justifies the employment actions,
from the recruitment and selection to the resignation , termination or retirement. It is

recommended to that the document should be written in short and cut the unnecessary things. It
help the to improve the talent resource effectively. It ensure help to ensure the expectation and
consent. It record the information which help the talent management in order to evaluate skills of
candidates.
Evaluate stage of the HR life cycle applied to particular HR context
The human resource has a unique life cycle. It is a concept in the human resource
management which describe stage of employee's time in the organisation and responsibility of
human resource at each stage. Every stage of this life cycle has its own opportunities and
challenges. In context of Tesco, the HR life cycle's stage are mentioned below:
 Recruitment and on boarding- The recruitment is a process to hire new employee. In this
stage, the role of human resources department is to help in the hiring. It might include the
placing job ads, selecting the candidates whose CV look promising, conduct the
employment interview and managing assessment like personality profiles for choosing
best candidates for the vacant position (Xu and et. al., 2018).
 Orienting and career planning- In this process, worker become member of the
organisation's workforce by learning their new job duties efficiently, establishing
relationship with supervisor and co workers and develop a niche. In career planning stage,
Tesco's employer and their supervisor work out them long term career objective with the
organisation. Human resource department may make an additional use of the personality
profile testing at this phase to help the worker ascertain their best career alternative with
the organisation
 Performance management or career development- These opportunities are very
essential in order to keep the employees involved with the organisation over time. In
Tesco, When the worker has established themselves in the organisation and determine their
long term future career goals, human resources should try to assist them to meet their
objectives, if they are realistic. It can include the professional growth or training in order
to prepare the worker for more trustworthy positions with the organisation. In company
assesses history of the employee's performance at this phase to ascertain whether or not
they has been a successful hire.
 Succession and planing- In this, phase it is significant to understand that what keeps
workers from leaving, all employees are different in this regard, so the organisation should

take time to receive the feedback form worker on what is very important for them.
Company can do this through the survey requesting feedbacks. Some of thing which might
retain the employee include benefits, career opportunity, pay, company culture and team
morale.
 Termination or transition- In this, few worker leave the company through the retirement
after a successful and long career. The other employees will prefer to move on other
chance. Whatever the reason, workers will finally leave the company. In this situation, role
of the HR is to mange this transition by making sure that all procedure and policies are
followed, carry out the exit interview as per the company's policy and remove the workers
from system (Zheng and et. al., 2021).
Evaluate how stage of HR life cycle are unified in the organisational HR strategy
There is a significant factor in the life cycle of the HR, in which they have to consider all
changes within the organisation. It requires to develop certain effective strategies that help in
company's growth as HR attributes for maintaining objective and the organisational target. All
these aspects of the HR life cycle are properly framed by them. There are the implementation of
HR life cycle is mentioned below:
 In the recruitment and selection stage, the HR primarily regularly checks all working area
and employee's requirement for vacant position. For this the HR makes certain strategies to
appoint a suitable candidate. They advertise for the employees requirements that the
company need and hire best employee. Tesco, has make all sky channels in order to
advertise and promote its product among the customers.
 In Boarding and orientation phase, HR manger of the organisation explain working system
of the company. Tesco give major orientation session to its new employees and explain the
working detailed of the company with their culture, goals, different strategies, targets and
other activities in which workers have to work.
 In performance management, Tesco prepare an appropriate scale and record on the basis of
which its employees work in the organisation. HR make and formulate all the framework
and guidance to perform in the organisation. There is facility of regular feedback as
employee;'s working has been checked in order to know about lacking area of the
respective company. Its HR regulate training and development session to those workers
which need to be improved.

 In succession and planning, Tesco has made different areas and tries to minimize their
employment turnover ratio and also provide training to its new employees effectively so
that the workers who are going to leave the company will be replaced by new workers. It
help the respective company in building low employment turnover ratio in the
organisation.
 At this final stage, the HR of an organisation make efforts to manage the exit and transition
of the organisation. In context of Tesco, this enterprise has made an appropriate
documentation in different formate through which it work and maintain its record through
which its workers leave the company and areas in the working zone.
Strength of importance of HR cycle
 It ensure the selection of right people at right place.
 It play essential role in overall employee's experience.
 It improve the organisational productivity level.
Weakness
 There is lack of support from the senior management
 There is improper actualisation due to which productivity approach remain undistributed.
 There is inadequate information as some business do not have requisite information about
their workers.
Importance of HR lifestyle in the relation to strategic talent management
It is analysed that HR play an important role in all areas of the organisation and provide
work to the employees which undergone through all stage of the HR life cycle. Because HR frame
out all these areas and have to go through these stages such as recruiting and selection, termination
transition and many more. In the organisation, all employees go through all the above phases
which implies them to make seemly areas through which, employees work and face all the stages
at workplace (Ozkan-Ozen, Kazancoglu and Mangla, 2020).
How the stage of HR life cycle applied separately and integrated to help the strategic talent
management.
HR of all organisation uses to make efficient areas and the working for the organisational
growth. Tesco, also tries to handle and maintain its all record by attaining this process in step to
step. It is analysed that, the organisational manager tend to keep the workers to go through

specific stage and life cycle. It is responsibility of the company's HR to work efficiently and in a
proper way to make enable the company to accomplish its objectives.
CONCLUSION
From this report it is concluded that talent management help the company in its growth of
current market condition. Some market trend impact the workforce planning as the legal
requirements also impact it. For HR manger it is essential to have some anticipated skill like job
analysis on the basis of current labour market trend. To recruit or select employees, the comap0y
uses several method for hiring a suitable employee. The HR life cycle goes through different stage
as these stage help the organisation to implement their strategies efficiently.

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