Resource and Talent Planning in Morrison: 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