Managing Talent Resources

The provided content discusses various reasons behind redundancies, retirement, and dismissal in the workplace. The main causes of redundancies include shortage of work, new technology, firm closure, not gaining profit, and requirement for new skills. Retirement can be due to reaching retirement age, wanting to stay with family abroad, or seeking an increase in income. Dismissal may occur due to misconduct, inability to perform assigned job, lack of skill, or showing a lack of honesty. The content highlights the importance of effective talent management strategies, including succession planning and recruitment programs, to ensure that companies are prepared for future needs.

RESOURCING AND TALENT PLANNING

Table of Contents
INTRODUCTION...........................................................................................................................1
Question 1: Labor market............................................................................................................1
Questions 2: Future skills............................................................................................................2
Question 3: Workforce planning.................................................................................................4
Question 4: HR planning.............................................................................................................5
Question 5: Legal requirement in relation to recruitment and selection.....................................8
Question 6: Retention and turnover.............................................................................................9
Question 7: Lawful practices for managing dismissal, retirement, and redundancies..............10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Resource and talent planning is being regarded as the systematic activity wherein
anticipation are made regarding the total number of employees or the human capital that is
needed by the firm. Such type of planning is very significant for the firm (Oseghale, Mulyata &
Debra, 2018). This is due to the reason that it is by complying with such efforts only firm is able
to meet its goals and objectives in an effectual manner. For this report, Tesco that is the
multinational company of Britain is taken into consideration. Here, the operation of the company
will be examined in both the UK and Indian market. This report will showcase labor market
trends that are related to both nations.
Question 1: Labor market
Tesco is operating its operation in both the UK and Indian market. Thus, the labor market
trends of both nations are analyzed. The details of the same are depicted in below table:
POINT OF ANALYSIS UNITED KINGDOM INDIA
Wage level In the UK the average salary
of the sales associate is around
73000 Euro
However, in India, the average
salary of the sales associate is
2500 Euro.
Private and public sector The UK is basically a
liberalized economy in which
the private sector has full
freedom with regard to sale
any good to any person. Thus,
here interference of state is
very much low (Case, 2018).
It is a mixed economy in
which both private and public
sector works freely. But still,
in many affairs intervention of
the Indian government is
more.
Demographics The aging population is being
regarded as one of the biggest
problems. Here, 18% of the
UK population aged 65 or
more. Similarly, 2.4% of the
population aged 84 years and
more.
In India there are more than
50% of the population belongs
to the age of 25 or less. From
this, it is very correct to say
that the respective country has
more of the young population.
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Skill level The skill level in terms of
problem solving and literacy is
very low
But, people of India are very
good at problem-solving and
literacy skill
There is a significance of tight and loose labor market condition. In this regard, it can be
said that the tight labor market is the type of market in which a number of jobs are more than
labor. However, the loose labor market is opposite to the tight one. This is because here
organizations have more pool of talented candidate but they do not have many jobs for them.
Tight labor market means the employment condition of the country is good. Thus, the given
thing will tend to give the opportunity to the citizens of the nation with regard to get placed in
any of the available jobs (Taylor, 2018). Thus, this improves the economic condition of the
nation. However, the loose labor market is also called by the name of unemployment. But, this
situation has importance for companies like Tesco. This is because; in this condition, they have
many candidates for one specific job. Thus, this will give them an opportunity with regard to a
select the best possible candidate for their firm.
Besides this, Stephen Taylor’s model of tight vs loose market conditions are also taken
into consideration with an aim to carry out the further discussion. Herein, it can be said that
Taylor has given the description about different tactics that need to be used by a firm with an aim
to function effectively in both tight and loose labor market. For example, if working tight labor
market then manager of Tesco should focus on retention initiative, recruitment initiative, and
reorganization etc. In a similar way, with an aim to operate in a loose labor market, Tesco should
take actions like managing cost and administration etc. It is through this way only firm can
effectively work in both markets (Ardichvili & Zavyalova, 2018).
In a highly competitive labor market, Tesco should put a major focus on the type of HR
related benefits that it is providing to its employees. For example, here firm can give a
description of its reward policy as well as career management plan that it is offering to its
respective employees. It is through this way only firm can retain its existing employees in a
highly competitive environment. This thing will also attract new skilled and talented employees
towards firm in an effectual manner.
Herein, it can be said that there are some ways examined with the help of which Tesco
can establish itself as the employer of choice. In other words, it can also be said that there are
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some benefits examined with the help of which company could become “employer of choice” for
the employees that it wants to attract. The benefit could be making investment in career
progression and development. Such type of things from the side of firm will depict that employer
gives major importance to the needs and demands of its employees. Thus, through this way only
they will get attracted towards the company in an effectual way.
In addition to this, with an aim to become employer of choice firm can also take help
from its working environment. Herein, it should showcase that it gives importance to the needs
and demands of its respective employees. This thing will also build positive image in the mind of
its employees. As a result of this they will retain in the company for the longer period of time.
Thus, these are some things with the help of which firm can become employer of choice.
Questions 2: Future skills
There is a role of government, employer and trade union in the task of ensuring the future
skill needs of the nation are met. In this regard, it can be said that the economic condition of a
nation totally depends on the number of people who are working in the country. This is because
together these people contribute towards the overall economic growth of the nation in an
effectual manner. Here, it can be said that with an aim to make sure that future skill need of the
nation is met, the government of both India and UK is playing a very important role. For
example, the government of India runs differ type of programs with an aim to develop the skills
of its citizens. It consists of Director General of Training: Modular Employability skill, National
skill development and Ministry of skill development and Entrepreneurship. In Director General
of Training: Modular Employability skill program, efforts are being met by the Indian
government with regard to develop the skills of those people that are school dropout and belong
to the lower section of society. It is by complying with such type of activity only; the Indian
government develops skills among its respective employees (Sparrow and et.al., 2018).
In a similar way, the government of UK also makes a different type of efforts. It
comprises of English, Math and IT skills. On the other hand, here the government also provides
farming related training to its citizens. With the help of all such type of program, the government
of a nation can ensure the employment of its respective citizens at any place. Further, it is
through this way only government tends to prepare skills that are being needed in the future. It is
through this way only continuity of skilled workforce will be maintained by them.
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In addition to this, apart from the government the employer like Tesco also plays a very
important role in the task of assuring the future skill need of nation will be met. In accordance
with the given context, it is identified that Tesco runs apprenticeship program in which firm will
arrange training for the individuals who belong to the age category of 17 to 63 old. It offers
training in different affairs such as marketing; HR and Supply chain function etc. Here, it is
through this way only firm is able to fulfill the needs and demands relating to its employees in an
effectual manner (Pandita & Ray, 2018).
Furthermore, trade unions in the company like Tesco also have an important role. Such
unions are basically working for the lower level workers of the firm. Thus, during their working
process, they tend to get an idea about the type of skills in which workers are hindering. Here, it
is through this way only they will communicate with the higher level authority of the company
and will arrange training for them. Thus, through such type of efforts trade unions prepares lower
level employees for getting a high position at a firm in an effectual way. Overall, it is very right
to say that in future skill all three parties have an important role.
Question 3: Workforce planning
Workforce planning is basically the type of strategy that is being used by employers with
an aim to assess the total demand of employees at work and making efforts with an aim to meet
the same. Thus, with the help of given plans manager of firm gets information about the size,
type, and quality of employees that are being needed by the firm. For any company like Tesco, it
is very important that it should make such type of plans. This is because; the success of any
company totally depends on its employees. Here, if the firm does not possess skilled workers
then in this situation it cannot mark its competitive presence in a highly competitive market. In
this context, there are several principles associated with workforce planning. The details of the
same are given below:
 Determining key skill: In the given principle of workforce planning, manager of Tesco
will have to make a decision regarding the skills that it needed among its employees with
an aim to perform the specific job. Thus, the given thing will totally depend on the future
aspect. Herein, the manager of a firm will basically have to make a decision about the
type of skilled employees that it will require in future. For example, the manager of
Tesco has examined that in future it will need workers who are good at planning and
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problem-solving skill. Thus, its recruitment process will depend on the given information
only (Sparkman, 2018).
 Involving key stakeholders: It is also essential for the manager of Tesco that it should
make efforts in terms of involving its different stakeholders such as top-level
management and suppliers etc in the workforce planning process. Here, it is by
complying with the given type of activity only firm is able to get an idea about the things
that are happening in its external environment. It is through this way only it can make
proper plans regarding the type of workforce that is being needed by it.
 Monitoring and evaluating agency progress towards human capital goals: The work of
workforce planning is performed by different recruitment agencies. Thus, here it is the
responsibility of Tesco that it should make efforts in terms of reviewing the work that is
being performed by them. This is due to the reason that it is through this way only firm
can examine whether it is going on in the right direction or not.
Besides this, there are some workforce planning tools examined that can be used by the
manager of Tesco. The details are below:
 Scenario planning: It is basically a type of future approach that gives information about
the things that will go to happen in the future. Here, through this way the manager of
Tesco can examine the changes that will take place in the future retail industry. Thus, on
the basis of given aspect only it will have to plan its workforce need. It is through this
way only respective tool assist in the future planning of employees.
 Gap analysis: With the help of this tool, a comparison can be made between the current
and future market situation. On the other hand, it is through this way only current and
future skill of employees can be compared (Siddiqui, 2018). Thus, the given tool also
guides the firm like Tesco in the right direction. As a result of this firm will make a
correct decision in relation to the type of workforce that is being needed by it.
Question 4: HR planning
1. Succession planning is the systematic process in which efforts are made with regard to
develop new leaders for the company who can be replaced with the old one in the future.
The main aim of a given document is to prepare current employees for getting a high
position in the future. Similarly, the career development plan defines long and short terms
goals that an employee want to accomplish within a specified period of time. For
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example, being the HR manager of Tesco, I used to take help from the following
framework in relation to the succession planning.
Figure 1 Succession planning
(Source: Wilson, 2018)
Suppose I have to prepare a succession plan for the director of finance in Tesco. For example, at
the firm phase, I will make my efforts in terms of defining the successful leader in the company.
Thus, such employee could be the finance manager who has been working in the firm from last
10 years. On the other hand, the person should be good at communication, leadership and
analytical skill. Thus, after defining the success profile for the particular position in the next
phase diagnose will be conducted. Here, a list of two or three managers is developed who fulfill
the given criteria. Finally, at the end, selected leader will be developed and they will be placed in
the director of finance position in future.
However, a career development framework also involves different steps. For example, I
am preparing a career path for a finance manager. At first self-assessment will be done by the
employees who are working in Tesco. Here, they will basically gather knowledge about different
skills. After this, they will make career path related decisions like whether they are fit for finance
manager role or for the executive role (Harper, 2018). It is through this way only their
implementation will be performed in the firm. In addition to this, here, they will also make
efforts in terms of developing their professional skills for the purpose to get the finance manager
role in the future. With an aim to accomplish the same, they will join a different type of training
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and development type of programs in an effectual manner. It is through such type of efforts only
they will be able to attain their career goals and objectives in an effectual manner.
2. Downsizing is the activity of reducing the number of employees who are working in the firm.
In Tesco, I am working in the role of HR. Thus, in the downsizing activity, I have played a very
important role. Such type of activity always affects the morale of employees. Thus, with an aim
to maintain the morale of downsizing employees I have played the role of communicator. In this
regard, I have communicated them the reason behind the respective decision of the firm. Further,
here I have also told them about future recruitment. Here, I have told them that if in future Tesco
will recruit someone then in this situation the company will give them first opportunity. In
addition to this, here during the downsizing activity, I have played my role in a fair manner.
Here, at first, I have prepared the list of employees on the basis of their skill and experience.
Thus, here I have put that specific employees in the downsize list who do not have much skill
that is being needed by Tesco. It is through this way only I have played me role successfully.
3. The main purpose of the job description is to give information about the things that an
employee has to perform in relation to a particular job. Further, job specification gives detail
about the skills that are being needed among the particular person who is applying for a specific
job. The competency framework is the model that depicts performance excellence within the
firm. I have prepared the job description, specification and competency framework for a retail
executive position (CPF & Breault, 2018).
Job description of retail executive
Report to Retail manager of Tesco
Work timing 9:00 AM to 6:00 PM
Area of working Tesco UK retail store
Roles and responsibilities  To define the sales goals for the
company
 To regularly makes efforts in terms of
attracting customers towards the firm.
 To manage the budget.
 To make sure that the firm complies
with the health-related legislation.
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 To make an arrangement for the
process of improving the skills of
Tesco employees with the help of
training and development type of
programs.
Person specification of retail executive
Qualification The person who will be placed in the give position
must have an MBA degree from some recognized
college.
Attitude  Positive attitude
 Polite
 Honest
 Must be very social in nature (Aucoin,
2018)
 Should dress in a proper manner.
Skills  Should be good at communication skill
 Should be good at the interpersonal
skill
 Problem-solving ability
 Must also be good at the writing skill
Knowledge  Knowledge of all the MS office
programs
With regard to the competency framework, the retail executive of Tesco should be good
at generating sales for the company. The person should be competent in problem solving and
communication skills. It is through such type of activity only the firm is able to accomplish the
goals and objectives of the enterprise in an effectual way. The given thing will also have a
positive impact on the profitability related condition of Tesco.
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Question 5: Legal requirement in relation to recruitment and selection
In the process of performing recruitment and selection related activity, the manager of
Tesco has to comply with a different type of legal laws and regulations. Herein, there are
different legislations examined that need to be used by Tesco manager while performing the
recruitment related activities. The details of the same are given below:
 Equality act 2010: The given act tends to create compliance over the Tesco Company and
it forces a firm that it should not discriminate its employees on the basis of gender and
caste etc. The firm needs to take proper care of the given legislation. For example, if the
manager of Tesco is preparing recruitment plans for sales manager then in this situation it
will have to give equal opportunity to the girls also. This is because, if the firm will not
do the same then government of a nation can take strict action towards the company. This
thing will also hamper the brand image of the firm in the market in an effectual way
(Keller, 2018).
 Data protection act 1998: It is being regarded as another most important act that applies
to the recruitment and selection process of Tesco. In accordance with the given context,
the given act entails that it is the responsibility of the recruitment manager that it should
not reveal the personal information that is being revealed by the candidate during a job
interview (Turner, 2018). Further, the resume and other related information that is being
collected by the firm at the time of interview should be kept at some secret place. If it is
not done then strict action can be taken against the company.
There are strength and weakness of different recruitment and selection method examined.
The detail is given in the below table:
Recruitment and selection
method
Strength Weakness
Recruitment methods
Employment agency The given approach of
recruitment saves the lots of time
of the firm that is generally being
invested by them in the process
of calling candidates for
interview and making significant
But, at the same time, it proves a
costly affair as the firm will have
to pay a good amount of money
to them in return of getting their
services.
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arrangement for the same (Al-
Lozi, Almomani & Al-Hawary,
2018)
Selection methods
Psychometric test This is being regarded as one of
the most effective tools with the
help of which recruiter can get an
idea about the skills that are
being needed among employees
(Turner, 2018).
However, it consumes lots of
time and does not work well
when if firm have very limited
time for the employee
recruitment.
Question 6: Retention and turnover
There are different types of reasons examined that forces employees with regard to stay
in the organization or to leave the organization. The details about the same are given below:
Why employees retain in firm
 Positive and open working environment: It is being regarded as one of the most
significant reasons that attach employees in the firm for a longer period of time. For
example, such type of environment gives them feeling that they are being regarded as one
of the most important parts of the firm. Due to this, they will stick with the form for a
long tenure in an effectual way.
 Training and development program: Employees always expect that in return of
delivering the services they should gain some improvement in their existing skill. Here, if
the firm will consider the given need of employees then they will stay with the firm like
Tesco (Walford-Wright & Scott-Jackson, 2018).
Why employees leave the firm
 Lack of recognition of work performed: Employees takes the decision to leave the
firm if they will not get recognition for the work that is being performed by them. This is
because each employee wants motivation for the work that they are doing. If this will not
happen then they will move on to some other firm (Melton, 2018).
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 Not getting a promotion: If the firm will not promote the employees as per his desire
then in this situation also they will leave the firm.
There are some costs associated with dysfunctional employees. These are selection and
training cost. Here, with an aim to recover the position of such employee’s manager of
Tesco will again have to arrange selection test and also they have to take measures in terms
of improving skills of new employees. This leads to raising the overall cost of the firm.
Strengths and weakness of different approaches to retaining talent examined Flexible working: This has the strength of maintaining work-life balance and it will raise
the motivation of employees. However, it will force the firm with regard to operating its
function 24 hours. Financial benefits: This raises the satisfaction level of employees but it will cause a
negative impact on the money allocation tactic of Tesco. Thus, these are being
considered as the major advantages and disadvantages that are associated with the
approaches of retaining talent (Johnson and et.al., 2018).
Question 7: Lawful practices for managing dismissal, retirement, and redundancies
There are different types of advice that I would provide to my firm for managing
retirement, dismissal and redundancies etc in a lawful manner. In accordance with the given
context, I will make my efforts in terms of updating myself with all the legal changes that are
happening in the field of retirement, dismissal, and redundancies etc. Here, it is through a given
type of activity only I can give my best suggestion to the employees of Tesco. In addition to this,
I will also make efforts in terms of following all HR policies while doing these all activities. For
example, in case of dismissal, I will give prior information about the same to the employee.
Similarly, at the time of retirement, I will fill exit form from then and will get their opinion. In
the case of redundancies, I will give them all the essential documents and will also give them
prior information. Besides this, there are different reasons associated with these all activities:
Redundancies
 Shortage of work
 New technology
 The firm is closing its operation
 Not gaining profit
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 New skill employees required
It can be summaries that in case if firm do not have much work to perform then in this
situation the situation like redundancies will occur. On the other hand, other reasons are also
explained above. These all can be managed with the help of consultation. Here, through this way
employer of company can communicate the reason to respective employees regarding the steps
that it has taken. Thus, it is through this way only all the reasons behind redundancies can be
managed in an effectual way.
Retirement
 Some medical issue
 Has reached to retirement age
 Want to stay with the family who is in some other country and firm do not have a branch
in a particular area.
 Increase income
 Fed up of travel (Vaiman and et.al., 2018)
With respect to all the reasons of retirement, it is required by firm that it should comply with
Equality act 2010. This is because with the help of given act an effective action can be taken in
relation to the retirement related decision taken by employees. Further, the individual who have
given its so many years of services can also gain the right in relation to the employment.
Dismissal
 Misconduct
 Inability to perform the assigned job
 Lack of skill
 Done something wrong
 Showing lack of honesty
The fair reason for dismissal could be lack of skill and not showing honesty towards firm.
For example, each company has some protocol in relation to the type of information which
employees should not share with others. If employee will do the same then in this situation then
in this situation he and she will be dismissal from the company. Such type of incidence can be
eliminated by using an effective disciplinary procedure. As per given procedure at first the
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supervisor of employee will warn him. Here, if he/she will continue doing the given activity then
the action of dismissal will be taken.
CONCLUSION
It can be concluded that for any firm it is very important that it should make efforts in
terms of making plans for the talent and resources. This is because, it is through this way only
firm can get an idea regarding the type of employees that it will need in future. On the basis of
given information only firm can arrange recruitment program in corporation in an effectual
manner.
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