Resource and Talent Planning in Morrison: Labour Market Trends and Legal Requirements

This report discusses the impact of labour market trends and legal requirements on workforce planning in Morrison. It highlights the skills required for effective recruitment and selection, job description, and person specification. The report also covers the current and anticipated skills in the labour market trends and legal requirements.

Resource and Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
P1 Current labour markets trends...........................................................................................3
P2 Types of legal requirements..............................................................................................4
M1 Impact of labour market trends and legal requirements on workforce planning.............6
D1 Analyse labour market trends and skills requirements on workforce planning with
recommendations....................................................................................................................7
P3 Based on current market trends and legal requirements determine current and anticipating
skills........................................................................................................................................7
M2 Current and anticipated skills in labour market trends and legal requirement................9
P4 Job description and person specification...........................................................................9
P5 Recruitment and selection methods.................................................................................11
M3 Different process and methods of recruitment and selection.........................................13
D2 Judgements and recommendations on documents and processes...................................13
P6 Stages of HR life-cycle...................................................................................................13
P7 How HR life cycle integrated with HR strategy.............................................................15
M4 Importance of HR life-cycle..........................................................................................16
D3 How HR life-cycle applied separately integrated support to strategic talent.................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
The resources and talent planning deliver fundamental knowledge of recruitment,
selection, and succession planning in the organisation. The purpose of Talent management to
improve performance level of employees and motivate them towards goal achievement. Talent
management system includes various components such as recruitment, corporate learning,
performance and compensation management. Talent planning is the effective strategy which
improve company plans in hiring, retaining and developing future and current employees. It
develops effective strategy to retain best loyal employees who contribute competitive advantage
to the organisation. Resourcing and planning of talent is the effective function which assist
recruitment team and forecast requirement of human resources in the organisation. Talent
manager use appropriate channel of recruitment to attract best talented workforce. The chosen
organisation for this report is Morrisons founded in 1899 by William Morrison (Morrison
supermarket, 2021). It is the largest supermarket chain of UK which offers groceries at
reasonable prices. The report highlights present labour market tendencies which effect staff
preparation and talent organisation. It explains many kinds of lawful requirement that is required
in workforce planning. It includes job description and person specification for improving
recruitment and selection procedure. It evaluates various phases of HR life cycle and how it
integrates with HR strategies.
TASK
P1 Current labour markets trends
The HR strategy of Morrison is to manage workforce planning and talent management
which help in achieving company goals (Abeuova, 2019). It provides appropriate direction
towards hiring, compensation and performance appraisal of employees in the organisation.
Workforce planning recognise actual requirement of employees and encourage them to enhance
performance of company. The talent management is the effective HR process which attract,
motivate and retain best employees in the organisation.
The labour market is the Job market through which demand and supply of workers get
accomplished. The employees provide accurate supply, while employers fulfil the demand in the
organisation. The workforce demand various services like compensation, perks from HR in
return of its work contribution. The productivity growth rate in the labour market impact actual

effectiveness in the human resource planning. The current labour markets trends which
influence HR processes of Morrison’s are as follows-
Workforce Demographics- The demographics include certain traits like region,
location, gender, education level which impact human resource planning. The Morrison have to
consider these factor of demographics while recruitment and selection process. Each job
specification has some certain requirement of job roles and responsibilities in the company. The
HR have to hire appropriate candidate by evaluating education level, gender, location, skills of
the candidate (Alferaih, 2018). When older employees get retired then new generation of
employees enter in the organisation and contribute creativity in production.
Changing Economic-This is the biggest external influence faced by the Morrison due to
change in existing economy level. It impacts upon talent pool of the organisation along with
ability to hire suitable candidate. The downfall in the economy decrease sales and profitability of
company which restrict revenue level. It will be difficult for Morrison to hire best skilled
employees within restricted revenue level because qualified employees charge heavy salary and
benefits for the retention in the company.
Political composition of population- The HR of Morrison have to maintain balance of
government political interference and compliances standards of employees. It creates heavy
pressure of compliance standard and laws in workforce planning because organisation have to
follow all the guidelines which is imposed by the government. If company fail to implement
these laws, company cannot regulate its business operation because they can face the situation of
shut down as per government laws.
Social trends- The social trends of workers include lifestyle, believes, attitude and ethics
which impact HR Planning process of Morrison. Most of the employees belongs to different
background, so it is difficult for HR to manage diversity and attitude of their workforce. Some
employees in the organisation believed monetary rewards is valuable and some prefer work life
balance (Bailey, 2018). So, HR of Morrison have to manage cultural social attitude of workforce
management to enhance productivity in the organisation.
P2 Types of legal requirements
Every organisation ensures that all legal obligations must be executed in company to run
day to day operations of business. There are some legal requirements which Morrison must take
into account during workforce planning.

The Equality Act 2010: The equality act is the law that protect employees in the
organisation from the discrimination. This covers employees of the UK and protect their interest
from any type of discrimination, harassment and victimisation in the working environment. This
act protects from the discrimination of age, disability, gender reassignment, religion, maternity,
sex orientation and so on (Equality Act, 2019). Company can enhance their working environment
and productivity of employees by regulating Equality Act because this will bring a sense of
recognition among workforce.
The Agency Workers Regulations 2010: It refers as a statutory legislation which
prevents discrimination of employees who are working in the employment agencies. Company
must treat their employees with equal pay and good working environment (Employment laws,
2020). The regulations provide, access facilities to the workers regarding hiring and job
vacancies. It contains certain rights in respect of temporary agency workers for maintaining
working employment structure.
National Minimum Wages Act 2020: This Act protect minimum amount of pay which
employees are entitled per hour in the organisation (Minimum wages Act, 2021). Company must
provide appropriate amount of wages to their employees in return of its work contribution. This
act protects rights of employees and restrict unfair practices of low wages. The national
minimum wages keep on changing with the effect of increasing economy because living standard
of workers also gets affected.
The Maternity Leave Regulations 1999: This act is the statutory legislation which
governs actual rights of workforce for work contribution (Maternity leave, 2021). As per
Maternity Leave Regulations Act, employees of the Morrison can access twelve weeks’ unpaid
leave at the time of maternity. The workforce can utilise these leave after birth or child adoption.
Apart from this, employee can use these leaves in health problems or to care their family
members. Through this act, female employees can work without any hurdles of family issues
which may occur due to maternity leave.
Transfer of Undertakings 2006: This Act protect the rights of employees in the
organisation by providing employment contracts or promises when organisation plan for the

business transfer. It defends the employment of the workforce during planning of business
expansion.
Health and safety Act 1999: The Morrison must ensure safety and good working
conditions of employees to boost their performance. As per safety and health act, it protects
employees interest from predictable hazards such as chemicals, noise, sanitation problems,
extreme temperatures and injuries at working place. Company have to established safe working
environment in the company to enhance productivity of company.
Collective bargaining law 1992: The employees have optimum rights to conduct
collective bargaining with HR and management. Most of the arrangement of collective
bargaining are based on voluntary in the UK. Good employers identify benefits which come
from Union recognition of wages. Under this Act, trade unions start negotiation with employers
on behalf of their employees (Collective bargaining law, 2021).
Employment and labour laws regulations 2021: The employees and workers are
entitled in the form of written statement that includes terms and condition of employment that is
essential before commencing first day of employment (Employment and labour laws regulations,
2021). This written statement includes general working conditions, salary structure, leaves,
notice period and other benefits.
M1 Impact of labour market trends and legal requirements on workforce planning
HR of Morrison, highly impact due to labour market trends in the workforce planning.
The labour trends consist of Workforce Demographics, Changing economic, Political
composition of population, Social trends which impact planning of HR. In demographics factor,
HR face difficulties in recruitment and selection of employees that execute best practices,
regardless of its religion, age and education level (Cho, 2019). The social trends like beliefs,
attitude and lifestyle create cultural differences in the organisation. The HR polices cannot be
execute in appropriate manner if employees belongs to different background because it takes lots
of time to transform employee’s familiarity with the company culture. The economic trends are
also keep on changing which restrict the capacity of employee's hiring process because low
economy reduces income level of people that cut down company profitability and raise the issue
of unemployment in the country. HR department also faced difficulties in managing their
employees at the time of COVID-19 such as providing employees to work remotely from their
home made it hard for company to keep an eye on their performance. Keeping an effective

communication among employees also become difficult for HR managers as people working
from different geographical area face internet issues and many more problems.
D1 Analyse labour market trends and skills requirements on workforce planning with
recommendations
For analysing the demand and supply of workforce planning some skills are highly
recommended to the Morrison company because it will help in evaluating impact of labour
market trends. The proper workforce planning of labour market will recognise actual
requirements of employees in the organisation. The labour market trends of Workforce
Demographics, Social trends impact planning of workforce. The demographics trends consist
different cultural employees who face difficulties to pursue company objectives. The skills like
communication, technical knowledge, management skills are highly recommended which
enhance abilities of HR in accomplish demand and supply of the workforce. The skills of
communication enforce effective message in the organisation and enhance relationship within
employees. The technical knowledge improves abilities to keeping proper records of employee
requirements. The management skills resolves conflict of employees and motivate employees to
sustain with the company.
P3 Based on current market trends and legal requirements determine current and anticipating
skills
There are some skills which is required by Morrison HR for analysing supply and
demand forecast in the company.
 Business understanding- The skills of business understanding help Morrison to
understand of current market trends. For example, Morrison can raise their market share
and improve company performance by providing online access and delivery of products
and services during Covid-19.
 Technical knowledge- In situation of Covid-19, Brexit, Morrison focus on online
retailing through websites and social media. It requires proper knowledge of technical
skills (Digital marketing, social media marketing) which help company in operating
business and generating sales through online platforms.
 Management skills- The management skills helps Morrison in determining demand and
supply of workforce planning. It provides suitable direction and synchronised

coordination of employees towards goal achievement. It accomplishes actual requirement
of market by provide direction to the employees.
 Communication- The skill of communication is highly required which support and
maintain balance of employee’s requirement. The effective communication conveys
business objectives to the employees and employers. This will spread clear objectives of
company and reduce complexities in the business. This will help Morrison in completing
task on required time.
The job analysis details task, skills and responsibilities that is needed to execute job
(Cooke, 2017). The changing demand of skills (Communication, technical, management) impact
job designing of Morrison because skills, roles and responsibilities changes in job and person
specification.
The Job design is the ultimate process of establishing employee's system, responsibilities
and roles which require to be executed in the organisation. The aim of job design is to coordinate
effective process which develop value to maximise company’s performance (Davis, 2017).
Whereas person specification is known as profile of ideal exclusive candidate which combine
experience, skills and personality type. The impact of Covid-19 and Brexit, change skills and
responsibility of the Job role due to different perspective of business practices.
Illustration 1: Job analysis, (2021)

The application of succession planning in Morrison, recognise developing skills and
abilities of employees (Barton, 2019). The succession planning is the concentrate process which
manage best talented employees at the workplace. Morrison can take advantage from principle of
identifying current job skills, knowledge, social relationships and company practices which
ensures appropriate and best talented workforce.
M2 Current and anticipated skills in labour market trends and legal requirement
The new job requirements have been seen in the industry of Morrison due to increasing
of online platforms. Jobs of technical and digital platforms arise in the Morrison such as machine
learning and artificial intelligence (Elbardan, 2017). It improves company performance and sales
by enhancing customer experience. The current and anticipated skills of digital marketing is
highly required in the labour market because online trends have been shift from traditional
trends. The skills like digital marketing, technical etc. are required from the employees because
company have to operate their business at digital level (social media, websites).
P4 Job description and person specification
For effective process of recruitment and selection in the Morrison company focus on the
job description and person specification. The job description recognises essential role, duties,
purpose and condition of specific job role (Fink, 2017). It is the written document of the
company which highlights responsibilities, duties and task related with job position. The person
specification is the detail description regarding qualifications, experience, knowledge, skills and
selection criteria which is required to execute job duties. The candidate must fulfil the essential
requirement for which they are appointed. The person specification is effective to describe the
overall job responsibility for the effective management and planning of talented resources with
the organisation. In this context, the person specification tends to include both the essential and
desired knowledge and qualification which is needed within the candidate for the vacant job
post.
Job Description- Morrison
Job title: Marketing Manager
Location: London, UK
Reported to: Senior Manager of Morrison
Salary rate: The salary package of Marketing Manager is £ 48000 per year.

About us:
Morrison is the biggest supermarket chain of UK which offers food, drinks, clothing, books,
magazines and so on. It is founded in 1899 by William Morrison to explore the industry of retail
in UK.
About the role:
The main role of Marketing manager is to work with the top management and established
proper coordination of business activities. The Marketing Manager need to recognise potential
market and then evaluate the product before launching in the competitive market. They need to
develop effective marketing plan and choosing appropriate channel of distribution.
Responsibilities:
 Working with marketing executive team like managing director for established effective
marketing strategies.
 Researching and evaluating markets trends and competitors.
 Tracking results of marketing campaigns and reporting findings of team.
 Designing promotional materials techniques like websites and brochures to increase
sales of company.
Person Specification – Morrison
Position title: Marketing Manager
Department: Marketing Management department
Education qualification and training requirement:
Essential:
 Post-graduation degree in Marketing Management (MBA) from recognised University.
 Graduation degree in Bachelors of Business Administration
Desirable:
 Relevant recent qualification in applied marketing field.
Knowledge and Experience:

Essentials:
 Knowledge of marketing theories and research methodologies.
 Good knowledge and beep understanding of market trends.
 Awareness of current demands of competitive market.
Previous Experience:
 Experience of marketing executive for 2 years from recognised company.
 Internship in field of Digital Marketing
Interpersonal skills:
 Ability to communicate with employees of others departments
 Effective skills of presentation to communicate company objectives.

Job Description: Financial Manager
(Job Code: FFTAHA:
FINANCIAL MANAGER)
No of Positions: I.F.T.E. (5 GAC, 5 FFTAHA)
Purpose of Position:
The Financial Manger plans, organises, directs and controls all accounting, audit and financial
operations for the company. Accountability is exercised through weekly management team
meetings to discuss issues, establish workload priorities and get direction.
Accountability:
The Financial Manager is directly accountable to the Director of Services. The Finance Manager
will undergo a yearly performance appraisal.
Duties and Responsibilities:
 Manages financial transitions and financial planning for the Fort Frances Tribal Area
Health Authority and the Gizhe weadiziwin Access Centre.
 Manages disbursement and receipting of all funds for assigned programme.

P5 Recruitment and selection methods
The appropriate recruitment and section methods helps Morrison to established effective
planning and talent resourcing. They can easily hire best talented workforce which help company
in maintain competitive advantage (Furusawa, 2019). The HR of the Morrison company applied
various method of recruitment to hire best candidate.
Internal recruitment- The internal recruitment is conducted by the HR of Morrison
through promotion and transfer method. The company can hire best talented employees in
organisation by promotion and transfer fort fulfilling vacant position from lower post to higher
one. The company prefer to hire skilled employees by this method because it improve morale of
the employees. The transfer and promotion push the limits of employees towards company
productivity.
 Transfers- It is the effective process which interchange from one job position to another
job position within organisation. This also refers as shifting of employees from one
department to another as per the requirement of company.
 Promotions- It known as shifting of employee from one job position to another by
providing more pay, better prestige, higher responsibilities (Garrad, 2018). It is the
upward movement of workers from existing job position to hierarchically with increased
responsibilities and pay. It is desirable source of recruitment which fulfil vacant position
through existing employees. The promotion process motivates workforce to enhance their
performance so that they can also get promoted in the organisation.
External recruitment- The external source of recruitment, find out best talented
candidate from outside the organisation. Most of the time Morrison prefer external recruitment
because it provide scope for recruiting talented and creative employees from outside of the
organisation (External recruitment, 2019). There are some methods of external recruitment are
implement by Morrison-
 Advertisement- The Morrison can recruit best employee from the external source of
advertisement. It can be done through newspapers as well journals in order attract most
qualified person. Company must prepare appealing advertisement which contain job
specification, description, salary, age, qualifications require and so on. They can also
advertise job post on the social professional platform like LinkedIn.

 Campus recruitment-The campus recruitment offers varieties of opportunities in
attracting young graduates from the recognised universities (Guðmundsdóttir, 2018). It
will help company to attract mass and creative candidates for their respective job
position.
The Morrison can select appropriate candidate out of various applicant from the
following methods-
General Mental Ability- This is the effective tool for the selection of appropriate
candidate. The General Mental Ability conduct thirty minutes’ paper test which check the ability
of person. It will analyse capabilities and predict performance of candidate whether they fit to the
job role or not.
Situational Judgement Tests- It is used to examine candidate's competencies in which
test presents candidate with relevant work and they have to choose best option (Gulshani, 2019).
It provides valuable insight and analyse response of candidate in different situation.
Structured Interviews- It based upon structured based interviews in which some
specific, job related, predetermined questions has been asking from applicants. After that
responses will be recorded and HR select best candidate out of all applicants.
Morrison should adopt external source of advertisement (newspaper, journals, social
media) because it is cost effective and help in finding mass creative candidate. Company should
focus on structured interviews selection method because it will help company in analysing
capabilities of company regarding job specific.
M3 Different process and methods of recruitment and selection
The several options of recruitment and selection is available for the Morrison of HR. The
advertisement and campus recruitment is most beneficial source of external recruitment because
it is cost effective approach provides fresh and innovative talent to improve company
profitability. Company can easily find suitable skilled employees from these sources without any
huge investment. In approach of selection method, company can have used structured interviews
method to analyse skills and abilities of candidate (Kasemsap, 2017). By structured set of
question answer, company can select right candidate without wasting any time. This is very cost
effective technique which Morrison can be used and appoint suitable candidate for maintaining
competitive advantages. The talented employees help company in improving its performance and
productivity.

D2 Judgements and recommendations on documents and processes
By establishing achievable goals, company can accomplish short and long term goal of
company in improving effective talent resourcing process. Through data driven approach,
company can ensure appropriate acquisition of workforce. This will enhance appropriate success
and efficiency level in the company (Lee, 2018). The document of job description established
purpose of job role and specific task which needs to be carried out. The respective person
specification details include experience and skills which is required to execute job role
effectively.
P6 Stages of HR life-cycle
The HR life cycle is the approach of human resources management which examine
responsibilities of HR department. The HR life cycle is the continuous process that is integrated
by the HR activities in the company. The breakdown of HR life-cycle presents own challenges
and opportunities to maintain competitive advantage. There are five stages of human resource
life- cycle that is implement by Morrison's HR to improve company productivity.
 Recruitment- Hiring of appropriate candidate is essential for the growth and
productivity of the Morrison. During recruitment in HR life-cycle, Morrison department
of HR identify requirement of employees and recruit candidate from external source
(advertisement, campus recruitment). They also provide compensation and benefits
packages to grab the attention of talented employees.
 On boarding and orientation- It is the process through which new employees
introduce with the organisation (Maghdomi, 2017). By the help of this process new
employees of Morrison can learn their job duties and responsibilities. It improves
culture of the organisation and new candidate easily adjust with the positive culture of
the company.
 Performance management- It known as corporate management tool which help
Morrison to evaluate employee's work performance. The purpose of this HR life-cycle
to enhance ability of employees and produce work quality in the organisation. It can be
done through supervision of employers which support strategic goal of the Morrison.
 Succession planning- The proper evaluation is necessary in the early stages of company
because it provide growth opportunity to the organisation progress. It is the strategy for
delivering leadership roles to the employees in form of ownership (Maqueira, 2019). In

Morrison, it ensures business operation effectively by holding key position in the
organisation.
 Exit and transition- In Morrison, employee transition plans known as living documents
which HR used to structured company transition. Morrison required proper training in
the process of employee transition employees move from one job position to another.
These five stages are very effective for the Morrison company because HR life-cycle help
organisation in retaining best talented employee of company. Skilled employees will contribute
best practices of business (Competitive advantage) and achieve objectives of company. The HR
cycle motivates employees to raise the level of performance by giving them financial and non-
financial perks. It will help in boosting performance of employees and accomplish goals of the
company. Morrison's HR execute training programs which enhance skills and knowledge of the
employees. This will increase scope of productivity and innovation in the organisation and retain
talented employees. The company hire qualified and experienced employees and provide
opportunities to young and fresh talent. To retain their expedience and skilled employees,
Morrison give high salary package, work flexibilities, financial and non-financial perks,
compensation etc. to their staff so that they sustain with the company in the long run.
P7 How HR life cycle integrated with HR strategy
Human resource strategy is adopted by the organisation, which aims towards company
culture to coordinate required set of actions. The HR strategy aid to unify and assist employee
behaviour and actions for the overall development of organisation (Olsen, 2019). The HR
strategy recognise, unifies and motivates employees in creating strategic plan. This will provide
proper direction to the management and employees who promote effectiveness and efficiency in
the company.
The HR life-cycle of Morrison consist vertical and horizontal integration of the HR strategies.
 Vertical integration- This involves acquisition of busies operations in the process of HR
life-cycle. It is the integration of the HR activities and business strategy during HR life-
cycle in the company because it boosts company profits and access potential customers. It
will provide proper direction to management and employees in achieving organisation
goal.
 Horizontal integration- This strategy aid company in expensing size of workforce and
provide diversified products or services in order to reduce competition in the new

markets. It is the integration of HR activities to improve performance of employees with
HR bundles, Systems and integrated HR practices.
The HR life cycle help Morrison HR in integrating and implementing effective strategies
in the organisation. It helps in improving performance and productivity of the employees which
encourage competitive advantage. In recruitment stage of HR Life cycle, HR can adopt effective
strategy to attract new and fresh talent to the company. Morrison's HR can recruit appropriate
candidate from source of college campus, advertisement and increase strengths of company by
pooling talented workforce (Perrenoud, 2017). HR implement regular training and education
session during the life-cycle of On boarding. The strategy of HR regulates formal and informal
training in the company to support skills and knowledge of employees. This strategy will clarify
actual roles and responsibilities and provide useful information which raise productivity of
company.
In stage of performance management of HR life cycle, HR of Morrison focus on the
strategy of motivation and development. It aims towards encouragement of employees so that
they enhance company’s progress. It improves employee’s abilities and skill set which help in
performing accurate job role. The HR strategy of Morrison focus on coaching and mentoring to
enhance learning and development of employees. The effective strategy of HR helps in
forecasting of employee requirement and support innovation in the company. The HR
concentrate on the retention strategy which improve employee loyalty in the organisation. By
providing financial and non-financial perks, HR can retain best talented employees. This will
encourage and motivate employees to sustain with the company in long run.
M4 Importance of HR life-cycle
The development phase of HR’ life cycle is most essential because it motivates and
encourage workforce in the organisation. It also improves overall productivity in the organisation
through appropriate progression of employee abilities and skill set via training and development.
The HR life-cycle helps Morrison to recruit best talented employees who is capable to
accomplish company objectives (Yaseen, 2018). It gives proper training to the employees and
update skills which enhance performance level in the organisation. The suitable training session
will increment scope of competitive advantage. The HR life-cycle of Morrison support retention
strategy in the organisation. The retention strategy is most essential for the company progress
because this will help company to sustain their best talented and experienced workforce. This

will raise the motivation level and assist workforce to improve the level of performance. For
example, Morrison's HR execute effective life-cycle of HR which conduct regular feedback to
improve strategic talent management. HR life-cycle provide suitable direction to the employees
and employers for improving their performance level. The ultimate significant of HR Life-cycle
with talent management is to appoint suitable candidate at suitable role by matching its skills and
abilities.
D3 How HR life-cycle applied separately integrated support to strategic talent
The HR life-cycle support strategic talent by attracting, recruitment, on boarding,
development, retention and separation. HR life-cycle increase employee engagement through
motivation, training and development. This will help in achieving organisation goal and improve
productivity of talented workforce. The talent management of Morrison combine holistic view in
the integral life-cycle to support recruitment, assessment, training/development, success
planning, performance development in the organisation. The engagement and retention strategy
of the HR plays essential role in the life-cycle of talent management (Yerby, 2020). This will
visualize employees’ engagement in the company and attract the employees, recruit best
candidate, provide proper training, developing effective retention strategy to sustain best talented
workforce. It manages effective workforce and create strong management policies by collecting
useful information. It will enhance skill set of employees which contribute great opportunities of
productivity in company. It will recognise current and potential requirements of employees
which support competitive edge in the organisation.
CONCLUSION
From the above report, it has been summarising that talent administration is the effective
approach which recognise actual requirements of employees. The workforce planning gets highly
impacted by the labour trends like economic, social, political and demographics trends. Some
skills like communication, management and technical are recommended to accomplish demand
and supply of workforce. The job analysis includes job description and person specification
which help in examining job details and skills, nullification of the candidate. The appropriate
method of recruitment and selection help the respective company in finding suitable candidate
who is capable to introduce innovation in the company. The life-cycle of human resource helps
in implementing strategies of HR through Recruitment, on boarding and orientation,

performance management, succession planning, exit and transition. This will enhance scope of
productivity in employees and retain best talented employees. The HR life-cycle improves
company’s performance and push the limits of employees in enhancing customers experience.

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