Resources and Talent Planning Assignment

RESOURCES AND
TALENT PLANNING

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1............................................................................................................................................1
P.1 Analysis of current market trends that influence talent management and workforce
management............................................................................................................................1
P.2 Different types of legal requirements an organisation must take into account when
workforce planning.................................................................................................................3
TASK 2............................................................................................................................................4
P.3 Current market trends and legal requirements determines skills range in organisation...4
TASK 3............................................................................................................................................5
P4. Example of job description and person specification.......................................................5
P5. Different recruitment and selection methods for effective talent resourcing and planning .7
TASK 4............................................................................................................................................9
P.6 Stages of the HR life cycle applied to specific HR context.............................................9
P.7 Stages of HR life cycle are integrated within organisational HR strategies..................11
CONCLUSION..............................................................................................................................12
REFRENCES ................................................................................................................................14

INTRODUCTION
Resources and talent planning is a process or functions which maintain appropriate
coordination between recruitment team and business in various areas like networking as well as
selection of proper hiring channel, forecasting required resources or job vacancy, delivery of
resources on schedule etc. The organisation Argos is taken in report, its a British catalogue
operating in United kingdom. The company trades both through physical shops and online. It is
established on November, 1972 and also has franchised all over the countries. This report
includes the analysis current market trend which influence talent management and workforce
planning, legislations required to plan the workforce. On these basis which type of skills required
will be anticipated and produce the job specification as well as personal specification for
effective selection. The required method are considered for recruitment as well as selection of
employee, stages of HR life-cycle and integration of each stages with organisational HR strategy.
TASK 1
P.1 Analysis of current market trends that influence talent management and workforce
management.
Resources and talent planning is a function in organisation make sure to identifies key
talent from the market to create competitive advantage and helping them organisation in
achieving long as well as short team goals (Armstrong and Taylor, 2014). Labour market is a
place where workers as well as employees interact with each other. The recruitment team as well
as various function of management always maintain appropriate coordination and corporation.
In labour market employer always try to hire best employees for organisation and workers
compete foe best satisfying job. Its an economy function with demand and supply of labour. The
labour market trend in united kingdom can at upward or downward. The employees wages rates
keep on changes, their working hours policies also changing and employment rate in economy
increased due labour trends. The globalisation, demographics are various elements due to which
market get effects. The unemployment rate UK is declining as well as economic inactivity rate
are lower than last time (Boudreau, 2016). The living standard of employees also influence the
talent management as well as work force planning in an organisation.
Talent management is a process of commitment to hire, retain and develop most talented
as well as knowledgeable person available in the job market. The labour market trend influence
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talent management in an organisation. If payroll are high in market then its necessary for Argos
to provide as per standards if they want to hire talented people. Its very difficult for manager to
hire skilled and qualified employee (Briscoe, Tarique and Schuler, 2012). The talent always
managed in organisation otherwise political, economic, social factors effects talent management
in Argos Ltd.
Workforce planning is a process to make strategies to hire employees in organisation. As
its a continuous process to aligned organisation need as well as priorities which ensures them to
meet its legislation, rules and regulatory (Cooke, Saini and Wang, 2014). Its process which
outcomes partnership between human resource management and other department of an
organisation.
The market trends can be analysed through below chart as it influences talent
management or workforce planning in organisation. If unemployment rates decrease then Argos
make plan hire workforce process appropriately as now more talented people are their in market
so its essential to provide them sufficient salary as well as benefits (Dries, 2013). Timely
appraisal also provided to make them motivated in organisation or acquire more talented as well
as skilled employees in company. The living standard are also keep on changing to hire talented
employees by which objectives will be achieve its important to pay extra compensation to
employees.
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There is a close link between the strategic approach of talent resourcing and human
resource management because both are concerned with hiring a perspective candidate in the
Argos. In human resource management, the individuals are hired for the perspective job and in
talent resourcing the organisation and human resource department puts emphasis and take
initiatives to motivate and train people so that they will feel motivated towards the organisation
and helps in accomplishing the objectives effectively and efficiently.
UK labour market
The UK labour market has been divided into the following which enhances the HR
processes :
Demographics : Considering the age factor in human capital stock per capita is also reflected in
the most recent period, with 16 to 25 and 26 to 35 age groups per capita stock values decreasing
between 2017 and 2018 by 1.1% and 0.9% respectively, while 56- to 65-year -olds average stock
value increased by 1.3%.
P.2 Different types of legal requirements an organisation must take into account when workforce
planning.
Workforce planning is a core of business process in which manager align changing
organisation needs with people strategies. Its ensures Argos Ltd. to hire right person at right
position, person is required to have skill knowledge as well as qualification to placed at that
position (Glenn, 2012). Workforce planning is required to be accurate otherwise unskilled and
wrong employee can be hired by company. There are some legislations imposed which
organisation have take into account while planning for workforce. The different type of
legislation are:-
 Protected disclosure act 1994:- This act aim is to provide environment in organisation
for doing correct work. Its courages people to raise their voice through whistle blower if
anyone is doing serious wrong work at workplace (Guerci and Solari, 2012). The
organisation should always protect employees information and never disclosure it at
public. The employees should wok as per ethics, they should also can't disclosure the
organisation information. The Argos employees get protected from unlawful and
unconventional practices through whistle blowers. They make sure every body in
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organisation doing correct work or not, while planning about workforce the whistle
blower should be appointed to ensure rules should be followed.
 Occupational health & safety act 2000:- This legislation is imposed to protect health
and safety of employees in organisation or do some welfare of people at work. Its
essential for organisation Argos to follow rules which is based upon the duties of a
employer as well as employee to ensure occupational health and safety. This promotes a
safe and healthy working environment that protects workers from injury or any other
illness as well as ensure the coordination between employer and employee in achieving
business objectives (Church, 2014). This act is required to be followed properly while
planning about workforce. The organisation always make sure about the health and safety
of their employees.
 Compensation and benefit act:- This legislation is imposed to protect and safe the
employees from any accident that happened in workplace. If a employees get injured
then its Argos responsibility to provide compensation to its employees. The benefits are
provided when employees achieved targets and contributes much affords in producing
higher revenue then organisation should appraise their employees. The benefits can be in
terms of monetary as well as non monetary (Longenecker and Fink, 2013). The
monetary appraisal are providing cash prices, bonus etc. non monetary are promotions,
organising international trip fro employees, etc.
 Equal pay act 1970:- This act main aim is to prohibited any favourable treatment
between men and women in terms of conditions of employment or salary. The Argos
should never do discrimination between them in terms of salary. If roles, experience as
well as qualification are same then pay role should also be same there shouldn't be any
inequality due to gender. They have to deicide the same payroll while planning for
workforce in organisation (Newhall, 2015)(Stredwick, 2013). The anti-discrimination act
is also required to follow as to make sure appropriate working environment.
TASK 2
P.3 Current market trends and legal requirements determines skills range in organisation.
Market trends and legislations determines current as well as anticipating skills of a
manager. Some skills of a manager are current and future skill which are required to determine
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as per market trend as well as laws related workplace and workforce in organisation. The
legislation should follow properly in organisation which related to workplace. Laws which
company should follow are equal pay act, occupational health & safety, compensation act etc.
The current skill of a manager are:-
 Communication and motivation:- The current skill which manager of Argos have is
effective communication as well as motivation skill. Communication consist of written,
verbal and effective listening skills. The manager should also motivates its employees by
which they get motivated in organisation. Motivations helps organisation to accomplish
desired goals as well as objectives of an organisation. The Argos manager should have
these qualities by which labour and laws can't effect organisation operations.
 Influencing skill:- Manager always can't have direct control over employees or can't
influence them directly. Its a skill which manager should have reach to accomplish
desired goals of an organisation. The manager have team to implement strategies in
organisation to influence them as they can work according manager strategies. This skill
helps organisation to achieve objectives of business on time. Project management skill:- Its a essential role of a manager to manage project in an
organisation. Project can be of client focused, departmental and internal process. The
manager of Argos retailer should efficiently know the way of handling its project
appropriately otherwise objectives of an organisation get effected (Tansley, Kirk, and
Tietze, 2013). As manager is able to handle project properly then goals are timely
accomplished.
Future skills which manager of Argos required to achieve goals are:-
 Leadership skill:- Its essential for manager to have leadership qualities as well. If
manager are all round then they start thinking of becoming great leader in an
organisation. Leader can lead as well as manage the organisation, as leader is creative
they provide vision to its employee as manager work is accomplish those vision as well
as make path for employee. If Argos manager adopt leadership quality then it become
easy for them to perform task and people are also easy influence by them.
 Problem solving and decision making:- These are skills which leader have of an
organisation. Manager should also accomplish these skills to be an effective manager of
Argos Ltd. Problems and issues are not easily solved in organisation between employees
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by which objectives are not achieved. So, small issues as well as conflicts are solved by
manager and decisions regarding that also taken by manager by which a lot of time will
save. These are the skills which manager should anticipate for future which will help
them developing organisational goals.
Study of market trends of UK showed that individual of UK have lack information about the
knowledge, traits and skills required to achieve set business goals. Technology revolution also
have a great impact on operations of various companies. It is very important to carry out gap
analysis in order to identify the skills require to be develop. Through this companies can identify
the difference between actual and anticipated skills. This analysis showed that employees of
Argos limited are lacking in analytical skills require to effectively work in retail sector.
To operate effectively and to ensure proper implementation and completion of business
activities companies require to provide training and development programmes to employees on
continuous basis. Training sessions of workers should be focused on developing their skills and
traits require to perform various jobs roles. With development of analytical skills of workers
Argos limited can handle customer queries.
In consideration with H&M which prevails under clothing sector requires to have
knowledge about new aspects as to get success in market. According to the current trend in
clothing sector requires to have knowledge about all the new and advanced techniques. So, in
this regard, the skills which are needed to be in human resources of this organisation is about
adaptability and flexibility according to the changes and tend to learn new aspects every time
when something new is introduced in market.
TASK 3
P4. Example of job description and person specification
For hiring new candidates, the company has to follow some legal proceedings which is
taken care by the Assistant HR manager of Argos. Company consist of various departments
which requires hiring of people from time to time (Thunnissen, Boselie and Fruytier, 2013).
These job positions are to be described in the market for the desired candidates to have
knowledge about job position and for which they can apply, the documents which are used by
the HR team are job descriptions and person specification. Job description gives knowledge
about the profile which has to be posses by a candidate for the specific job title. On other hand,
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Person specification delivers information about skills which has to be present in the candidate
to handle the job situations.
Here are the job description and person specification example in context to Marketing
Associate working in Argos.
Job Description
Job description is a legal and reliable document formulated by the HR department of
Argos to provide information about the job requirements in suitable candidate.
Argos
Job profile Marketing Associate
Salary £ 300
Department Marketing
Location England
Report to Marketing manager
Task To manage and to handle the marketing situations
Job Purpose
 To provide new ideas related to marketing policies for the company, handling marketing
issues with the help of seniors, generating the value of products, brand with proper
promotional marketing strategies.
Duties and Responsibilities
 Should have skills and ability to analyse the business environment and to apply various
marketing models for the company.
Policy and service responsibility
 Time management is very crucial the candidate needs to complete its weekly and month
targets effectively and efficiently. A professional official approach towards the work
assigned.
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Person Specification
It is a document which includes information regarding skills, behaviour, knowledge
which are essential for a candidate to possess for the specific job, so the company can select the
suitable candidate for the job.
Job Position: Marketing Associate
Company: Argos
Qualification:
 Bachelor degree in marketing.
 Master's in marketing and finance.
Skills and abilities:
 should be able to deliver effective outcomes with the help of innovative approaches.
 Manage time and to fulfil the deadlines.
 Interpersonal and team management skills.
Expertise:
 Must consist knowledge of marketing techniques.
 Skills of managerial works and full knowledge about the company's product.
Experience:
 2 or more years of experience in the same profile.
 Should possess the knowledge of marketing strategies and need to know applications of
various models.
Interview Questionnaire:
Q1. Why do we hire you?
Q2. What you can do for our company?
Q3. What is your passion?
Q4. Have you done work in marketing before?
Personality Test
You are never late for office ?
YES
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NO
You are flexible in nature and can adopt yourself in organisation policies ?
YES
NO
You are able to work beyond the working hours of the organisation during the peak season?
YES
NO
You own the spirit of working in team?
YES
NO
P5. Different recruitment and selection methods for effective talent resourcing and planning
Recruitment Methods
These methods describes various techniques which are used by the organisation for the
hiring process of workers. Various organisations uses various types of recruiting methods as per
the job requirements. Various techniques of recruiting process helps the organisation to identify
desired candidate for the specific job. Recruitment can be defined as a positive process as it
gather large number of candidates for the specified job from which HR team of Argos can select
the suitable candidate. On the other hand selection methods are of negative approach in nature
as it rejects a lot of candidates who desired for the job title. Recruitment and selection process
can be accomplished with the use of various methods which are as follows:
Web Advertising:
Internet nowadays plays a very important part in life's of every person. Advertising on
internet about the recruiting process come with benefits of saving time in this lengthy process
and eradicates the excessive costs spend by the company. Web advertising is beneficial as it has
reach to a larger section of people in the society. As, Argos is based in UK which is
technological advanced country so this method will result in fast results for the company.
Positive aspect is that it saves time and cost of the firm. Whereas negative aspect is that a large
number of applicants apply for the job due to which manager have to contribute more efforts.
Internal Recruitment:
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This recruiting method is used by many organisations as it leads to boost the growth of
the present employees in the company and motivates the employees by creating a sense of
belongingness. The candidates selected by the process of internal recruitment are not required to
go through entire interview procedure because the HR team already has the knowledge of their
skills and abilities and also the existing employees are aware of the business culture of Argos.
This method is beneficial as the appointed employee takes less time to align in the new job
profile in comparison with the candidates hired from external methods. This method acts good
for the company sometimes and is only used when the required job profile can be fulfilled by the
existing employees . It also helps when the promotions take place within the company it leads in
creating opportunities for the employees to grow professionally and set the example for the
other staff members. Positive aspect is that the employee can be hired within the firm and due to
this the member will take less time to adjust. Negative aspect is that when the employees are
hired within the firm, then skilled and talented employees can be ignored by the management.
Selection Methods:
This method is defined as the process of choosing candidates with the essential
qualifications and abilities to apply for the specific job in the company. It is the process of
distinguishing between the candidates and required to identify and select the ones which possess
great abilities to acquire the job in comparison of others.
The several methods involved in selection are:
Interview:
It is considered as the most important part in selection method. Interview involves the HR
team of Argos and the bunch of candidates in a face to face round where the department ask
certain questions to analyse the candidates. Interview is essentially an in-depth conversation of
the candidate with the employer. This method contains various process like one on one
interviews, panel interviews, group discussions, etc. It is very beneficial part of the selection
process as it helps the management to evaluate the knowledge of all candidates and can select
accordingly. Positive aspect of Interview is that this process is less time consuming. Negative
aspect is that interviewer cannot determine the knowledge and skills of interviewee in 15
minutes.
Recruitment and selection
method
Advantages Disadvantages
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Promotion It is a cost effective way of
recruitment because a person
is recruited internally within
an organisation.
This is also time saving as
organisation does not require
to conduct interview from
outside sources.
This lacks the new and fresh
talent in the organisation as
they bring new ideas with
them.
It can also create conflict
among people when one
person is promoted from same
group of people.
Campus recruitment This can bring fresh talent and
skills to the organisation.
It promotes better competition
and is a good way of getting
ideas of other industries.
It is a time consuming and
expensive procedure.
It also comes with the issues
related to maladjustments.
Skill based and experience based evaluation:
Skills and experience of a employee results as the asset for the organisation. Skills are
meant to be the very essential part in a employee related to the job profile as it helps in
completion of task in various business activities. Specific skills in accordance to the job are
considered as good for the employee as it helps in providing him ability to face the day to day
working situations and also helps in rising in quality of work (Ulrich and et. al., 2012).
Evaluation of experience is considered because it describes the worth of an employee in the
market and reflects the amount of knowledge for the suitable job. Positive aspect is that the
manager can determine the skills and qualities of employees which are necessary for performing
the job. Negative aspect is that this evaluation does not always provide valuable results.
TASK 4
P.6 Stages of the HR life cycle applied to specific HR context.
Human resources life cycle stages starts with recruiting employees and ends with
retirement from the job. This life cycle has its own uniqueness as employees are go through and
HR is responsible to take care of employees during those stages. Each & every stage of HR life
cycle has its own opportunities, benefits and challenges to employee as well as HR manager.
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Through this life cycle employees performance can evaluated and as per standards appraisal are
provided to them by which employees get motivated or organisation objectives will be achieved.
The stages of human resource life cycle are:-
 Recruitment and selection:- The first stage of human resource is recruiting as well as
selecting employees for a particular job in organisation. The Argos manager always
recruit right person at right place. In recruitment best people is hired for organisation
which help in growing the business. HR department of Argos need to find out vacancy
and chose the right candidate for the job otherwise its impact turnover rate,
productivity as well as growth of company. The appropriate interview should be
conducted then employees will be selected. For this organisation is required to make
numerous strategies or plan by which growth or turnover can't get effected. At this
stage the organisation must follow legislation of eligibility to work in UK law so that
they can think of hiring and interviewing the person.
 On boarding and attendance:- Once candidate is hired for particular job then on
board orientation starts. In this new employees are get to know about culture, working
standards of organisation. As for new employees its very necessary get acquainted
with new culture and ethics of a company. Through this employees job profile, their
packages everything get cleared to them. At this stage, organisation will follow
employment law which will contain all the relevant terms and conditions required for
employing.
 Appraisal or performance management :- Its essential for an organisation to
evaluate and measures employees performance to provide the appraisal. Once
employees are evaluated as per standards if performance executed then appraisal paid
to employees. Appraisal can be monetary as well as non monetary to motivate them
for performing excellent job. Employees are get motivated through compensation,
benefits and personal growth (Waheed, Zaimand Zaim, 2013). Appreciating
employees are necessary to have successful business. This stage involves equality act
and personal characteristics law so that they would not be appraised on the basis of
race, gender, age, sex, religion, etc.
 Payroll run:- Orientation of a employee is done then organisation Argos clearly
précised their employees about package they offered to particular individual.
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According to experience, qualification and skills payroll of an individual is decide.
The equality pay act will be applied under this stage which assures that equal pay will
be paid to both man and women for performing same work.
 Training:- The HR manager of Argos provide appropriate training to its employees
by which they get to know about job specification. In training process employees
skills , knowledge and capabilities are enhanced for doing a particular job. This
process motivates employees which leads to increase quality of performance in
organisation. Its essential for both employer as well as employee of an organisation. If
employee is well trained then become more efficient as well as productive for
organisation.
 Exist and retirement:- After this stage comes when employees leave an organisation
or get retired from the job. The retirement stage when employees have done work for
long career. In this dismissal and termination law will be followed that will contain the
various terms and conditions relating to termination, retirement, etc.
These are stages which HR manager of Argos need to handle while recruiting any
employee. Its a life cycle of HR in which employees will go through in their career.
P.7 Stages of HR life cycle are integrated within organisational HR strategies.
The stages of human resources integrated with organisational HR strategies. These
strategies are formed for long term to achieve organisation objectives in a field of human
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Illustration 1: HUMAN RESOURCES LIFE CYCLE

resources management. The strategies related reward as well as recognition, continuous staff
training or development, strategies related to well-being of employees, corporate social
responsibilities, hiring practices, transparent as well as regular communication between
employee. The stages of Human resources life cycle integrated with strategies HR formed in
Argos retail company. The stages and integration are:-
 Recruitment and its integration with HR strategies:- When employees hired in
organisation strategies related to hiring practices are integrated. The manager of Argos
need to make plan what type of steps required to hire employees. As they external
recruitment through campus placement or networking sites and internal recruitment by
promoting existing employees or hire through referrals. To recruit employee its also
essential to form strategies as well. The managers need to consider the laws such as
equal opportunity, equal pay etc. while recruiting the candidates.
 On boarding and its integration with HR strategies:- In this employees orientation
programmes are conducted get to know about organisation polices, working, employee
job role etc. strategies of human resource are integrated with HR manager in
organisation.
 Payroll and its integration with HR strategies:- In this salaries are decided as per
qualities of a employees and candidate. HR manager of Argos made strategies as per
standards which employee get how much pay. In this salaries are considered according to
role of employee in an organisation. Payroll strategies are collaborate with strategies
related to recruitment. When job role is decided of respective employee than salaries are
also decided.
 Appraisal and its integration with HR strategies:- To motivate employee its essential
to appraise them also. Appraisal boost employee moral to work more in respective to
organisation benefit. Appraisal can be monetary as well as non- monetary so strategies
are required made which employee get what type of appraisal. The performance appraisal
integrated with HR strategies as manager is required from strategies according to
performance of a employee.
 Succession planning :- In this step, it identifies and develop the future leaders of the
company. This process ensures that the business continues to operate efficiently without
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the presence of people who are holding key positions. This replaces the old leaders when
the existing leaders leave, retire or die.
 Training and its integration with HR strategies:- Training is essential for new as well
as existing employees. New employee required training get to know new working culture,
way accomplishing task in an organisation, understanding of polices as well as ethics of
an organisation. Existing employees are trained when new technologies, polices are
adopted and when there is a change in working of an organisation. The HR manager
strategies are integrated with training. They both are combine when employees are hired
for particular job in Argos.
 Exist and its integration with HR strategies:- HR manager is required to map strategies
when an employee get retired, conditions of employees get stable in organisation. These
are important aspect through which employee exist and their stability is decided. These
strategies are also required to be formed by organisation.
CONCLUSION
From the above report it would be concluded that organisation should analyse its current
market labour trends as it can influence talent management as well as workforce planning of an
organisation. If hiring process is not accomplished properly then organisational goals are
achieved and proper legislation should company follow. The manger should have appropriate
skills and some skills which manager of an organisation required to develop, for recruiting and
selecting specified method to select right candidate. HR life cycle help in developing appropriate
HR strategies in an organisation.
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