Resourcing and Talent Planning

This report discusses the importance of resource and talent planning in organizations, using ZARA as a case study. It covers labor market trends, the role of government and trade unions, and principles of effective workforce planning. It also explores career development plans and strategies for downsizing.

Resourcing and Talent
Planning
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INTRODUCTION
In industrial backgrounds, it is most important for the administration to undertake its
resource and talent planning of its individual to assure the most crucial results from the
workings. Sustainable organisation execution and development needs a constant reassessment of
abilities, requirements which will then inform the training and development of existing workers.
For retaining skilled workforce, companies use effective HR practices so that they made their
effective contribution in development of establishment. This report is based on ZARA which is a
Spanish apparel retail sector organisation which was incorporated in 1975 and is headquartered
in Arteixo, Spain. The report will define about labour trends and importance of stretched and
movable labour marketplace (Taylor, 2018). Further, will explain about role of government,
managers and trade unions and principle of efficient workers planning. Moreover, career
improvement plan, job descriptions, and individual condition and capability frameworks. Along
with this, legal requirements and legalized tradition for overseeing sacking, departure and
redundancies.
MAIN BODY
Q1.
Labour market trend
Pay expectations- It is one of the major trend of labour market. Due to arising change in
it, pay growth for employees in both total pay and regular pay is estimated to be 3.1 % which
translates to 1.5% in real terms. It is one of the effective changes which positively affect the
entire global labour market in term of impacting it in favourable manner (Labour market
overview. 2020). Along with this, change is occurred in wages or pay laws which positively
affect labour expectations.
Labour demand- Cause of change in labour market, the demand of labour and workers
are also arisen all over the world which positively influence the employment rate in term of
increasing it. December 2019 to February 2020 saw the second quarterly maximise in vacancies,
after 11 consecutive quarterly falls, but vacancies stay historically high. This creates a favourable
impact on labour market in term of offering employment to labour and workers of entire nations
of the globe.
Significance of tight and loose market conditions
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A tense labour marketplace involves violent rivalry for more capable labour while
unfastened market situations reproduce the purchasing authority of the manager (Walford-Wright
and Scott-Jackson, 2018). It should however be included that each marketplace can have a
combination of tight or movable labour marketplace with sub sectors of tight or slack labour
markets.
Particular The UK India
Loose market This will influence the job
marketplace by advanced
arrival of provide than
command directing to more
rivalry disburse between large
customer bases.
It has already influence fresh
graduates with employability
chances. Employers have
more influence in choosing
rivalry manpower that are
prepared to cooperation over
their work reimbursement.
Tight market Higher need and labour supply
ultimately will influence the
market by developing growth
options for job seekers in the
specialised area with control
of numerous chances of
managers. Compensation will
be superior.
Although the immense
common of the labour
marketplace is unfastened,
highly skilled and talented
workers in retail sector is a
tight marketplace.
Being the manager of option and framing a working environment where the talent craves
to work for is demanding yet not hard. The increasing unemployment rate is a communal
disquiet when accounted with the inhabitant’s explosion and developing literacy. The reduction
in employment is a disturbing anxiety in increasing greatly aggressive labour (Sohel-Uz-Zaman,
2018). Including the tactical location there are three significant aspects like technical ability,
work time administration competency and successful commerce announcement skill.
Q2.
Employers expend a huge speculation in recruiting new applicants from the marketplace. These
investments are numerous components such as; workplace advantages, satisfactory reward and
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training programmes for fulfilling the upcoming skill difficulty. It is attained in the combined
effectiveness and contribution of the administration by offering the right communications,
reviews and forecasts. Certain nations with effective trade unions bodies act as overpass and the
delegate for the good faith of the labour (Siddiqui, 2018). Operate unions offer employees with
job security, hike in pay and acts as instrument for arbitration.
Particulars Overview
In respect of UK
Employer Roles:
 The employers can overpass
the capability gap
 Find out the abilities for
new recruits and match the
skill degrees with the
particular educations.
Responsibilities:
 Endorsing in house training
and extrinsic teaching for
the workers in CPD.
The role of employer In united
Kingdom is to facilitate training
solutions for new candidates.
Moreover, they required very much
proficient labourer. In addition to
this, its role is to render more
apprenticeships as well as
communicating with another
employer for evaluating the
inefficient competencies.
Government Role
 This facilitates support as
well as bridge to employers
in accomplishing the
requirements of future.
Responsibilities
 They assist them to shift the
talent landscape.
Within United Kingdom, the role of
government is to change the
funding structure in respect of
training and development along
with apprenticeships. Moreover, it
is the accumulation of employer to
practice as well as promote.
Trade unions Role:
 Its role is to bridge the staff
voices towards government.
Responsibility:
 Its accountability is to
The role of the trade unions is to
boost the staff career through
acquisitive competencies that
enhances employability. Moreover,
they assists to build the skills above
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safeguard the employees’
future for its betterment
with the assistance of
monetary benefits as well as
training sessions.
numeracy, literacy as well as ICT
competencies fro the economy.
Q3.
Workforce planning is the process of ensuring that an organisation has access to the
workforce skills required currently and in the future for execution of tasks and attainment of
organisational goals (De Bruecker and et. al., 2015). Effective workforce planning helps in
reduction of labour cost and increases the operational productivity by hiring employees with
required skills and knowledge. Some of the most important principles of workplace planning to
be considered by the management of the organisation are:
Organisational requirements and environment: The management of the company should
consider the environment in which the company operates and determine the organisational needs
to identify the skills desired in the workforce.
Forecasting and future skills analysis: Forecasting skills and competencies desirable in the
future is an important principle of effective workforce planning. It helps the management of the
company to hire employees who can meet the current needs of the organisation as well as be a
resource in future saving costs incurred on repetitive recruitment and selection (Cotten, 2007).
Evaluation of different alternatives: Different alternative options are available for any
organisation to hire the skills and knowledge it desires. An evaluation of various alternatives is
an important principle of workforce planning that helps in reduction of the labour cost and
increases operational productivity as well.
Involvement of stakeholders: It is crucial and a very important principle of effective
workforce planning to have a collaborative approach. Different stakeholders of the business
should be involved and engaged in the process of workforce planning to gather valuable inputs
and improve the efficiency of the complete process (O'Brien-Pallas and et. al., 2003).
Tools of workforce planning:
Strategic workforce planning map:
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Illustration 1: Strategic Workforce Planning Map
(Source: https://www.analyticsinhr.com/blog/strategic-workforce-planning-tools/)
It is one of the most important tools of strategic workforce planning that is based on
aligning the workforce strategy with the organisational strategy. As per this tool, the
management of the organisation should conduct market analysis and determine the current trends
in the industry and the extent of competition. Based on this evaluation, the management should
determine an organisational strategy for attainment of goals and objectives. The next step in the
mapping process is to determine the skills and quality of the existing workforce to determine the
potential of productivity and meeting organisation requirements (Mayo, 2015). On the basis of
insights from the above stages, the HR Strategy should be implemented in the organisation
which includes recruitment and selection strategy, performance management of employees,
learning and development and rewards and promotions. This tool can be used by the
management of the organisation for effective workforce planning.
9-box grid:
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Illustration 2: Performance-potential Matrix
(Source: https://www.analyticsinhr.com/blog/strategic-workforce-planning-tools/)
9-box grid, also known as performance-potential matrix, is a very significant tool which
helps in determination of the current level of employee performance and potential of employee
with the help of a matrix. The matrix is divided into different sections based on existing
performance level graded from low, medium and high to level of potential with similar grading
(Anderson, 2004). It is a very simple and easy to understand tool that outlines the existing
abilities and knowledge of the workforce that can be used to determine the organisational needs
and requirements in the coming recruitment cycles.
Q4.
1. Career development plan
Succession and improvement plan assist in framing, expand qualities, skills and
experiences to fill in the significant superior roles for long and short term (Adeniji and et. al.,
2019).
Career plan Implementation
Primary career areas Employee’s current role/designation of the
individual
Short term goals  Determination devising
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 Performance administration
 Efficient announcement
 Work time administration
Long term goals Employees final goal/designation
Activities to attain above aims It consider the career improvement
performances:
 CPD courses
 Workshops, training and peer guidance
 Meeting excellence standards as set by
the company
 Building group exertion and
understanding
Defining current tasks in existing function that
give to long term goals
 Role improvement
 Client commerce tasks, needs and
connection
Additional skills  Technical ability
 Organisational competency
 Soft skills
Supervising an considering the
accomplishment
 Monthly recital observing
 Reassess the skill sets by utilising
ability matrix system
2.
An unintentional and unrestrained downsizing can be overwhelming for the employees as
it could look like human resource infringement the emotional agreement by grabing the
constancy, preservation and remuneration of a job also is distressing. (Whysall, Owtram and
Brittain, 2019) I would like to frame my intended donation in rationalize Zara:
Stages Action Mitigation/Reason
Planning Freezing of hiring To neglect unsustainable
growth
Identifying talent pool Review supported to Evade inequitable judgement
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 Performance
evaluation
 Behavioural analysis
 Similar work
accountabilities
Employee consultation  Offer causes for
dismissal assortment
 Domains of growth
 Corrective
complexities
Volunteer Influencing the talent for
willingly opt out
Removing compellation
Compensation Providing a month’s CTS as
reimbursement
Common understanding
among employee and
employer
Appeals, review and dismissal Providing them observe and
for instant efficient dismiss
aptitude with reimbursement
 Offering assorted
aptitude the right of
equivalent occasion
 Following benchmark
labour act
Alternative solution  Resume building
 Free participation for
skill development
workshops for next 3
months
Counselling and exit support Offer analysis on enthusiasm
Providing brief knowledge
and alleviating letter providing
letter of proposal
Helping in acquiring prospect
chance with easiness
3.
Job Description of Human Resource Manager
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Job summary: The HR manager will direct the daily business functions of HR division
considering hiring, managing compensation, benefits, leave and enforcing organisation policies
and activities.
Roles and Responsibilities:
 Offer productive and appropriate presentation assessments.
 To administrate recruitments, interviews, training and many more activities of the HR
function.
 Manage information of developments, best actives, regulator y modification and
equipment in HR, aptitude administration and employ law etc.
Qualification and experience:
 Bachelor’s degree in Human resource, business management and associated field.
 Master’s of business management in with human resource specialisation.
 2 years experience as Assistant Human Resource administrator from a well established
firm.
Person specific of Human resource manager
Criteria Essential Desirable
Skills required  Good communication
and administration
skills
 Strong organisational,
problem solving,
presentation and
decision making ability
 Ability to prioritise,
work and task under
pressure and to meet
strict deadlines
 Effective critical
thinking ability
Qualification and experience  Master’s of business
administration with the
specialisation of Human
resource management.
 1 year experience as
human resource manager
from a reputed company.
 2 years practice as
human resource
administrator from a
international
organisation.
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Knowledge  An effective working
information of
Microsoft office
 Knowledge about
technical products and
database as well as
budget etc.
Competency frameworks
Basic Job title Abilities and skills Level
Core competencies HR manager  Communication
 Working together
2-Supporting
2-Supporting
Functional
competencies
HR manager  Planning &
organising
 Flexibility
2-supporting
2-supporting
Question 5
Recruitment is considered as way to distinguish, draw in, meet, choose and recruit as well
as on-board the representatives. This involves all things from distinctive proof of staffing
requirement to accomplish it. As per the size of firm, enrolment is the accountability for labourer
scope.
Selection is considered as the process of differentiating as well as employing the staff to
fulfil the opportunities within organisation. Representative identification is a method of co-
ordinating association’s requirements along with individual’s abilities as well as aptitudes.
Legal requirements in respect to recruitment as well as selection:
The human resource manager of entity should concentrates upon adhering legal needs while
hiring as well as choosing the participants into firm. These legal needs are discussed below:
 Equality Act 2010: It is considered as an legislation which is facilitated through the
government of United Kingdom in order to eliminate all types of discrimination from
company so that they can perform the business practices effectively and efficiently. This
significantly facilitates a responsibility upon Human resource manager which has to
adhere respective regulations provision into the methods of hiring candidates. It means
that there should not be any discrimination based upon gender, age, religion and many
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more. This is essential for human resource manager to comply this act otherwise it has to
face some legal consequences.
 Data protection act, 2018: The provision of respective legislation governs the practices
of human resource manager that they have to protect the personal data of staff as well as
do not disseminate to any other persons without its permission. It brings an obligation in
respect of optimum safety of data at some secure areas. If they fail to comply it them this
will outcomes in legal consequences upon human resource manager in the way of
penalties.
Strength and weaknesses of two different methods of Recruitment and selection
Mainly, there are two kinds of recruitment procedures such as internal as well as external which
are utilised within entity. So, both are discussed below:
Methods Strengths Weaknesses
Internal: It is a kind of
recruitment in which vacant
job position is filled through
human resource manager.
Such as promotion, transfer
and others.
 Promotion: It is the
process to fill vacant
job through providing
promotion towards
higher posts.
 It is very much time
saving.
 Encourages the
existent staff.
 Moreover, it saves
cost.
 This is simple way to
fill vacant job post.
 This demotivates
other individuals who
do not get promotion.
 New talent are not
welcome.
External: It is considered as
the recruitment method in
which candidates are recruited
from outside of firm. It assists
them to develop effectual new
as well as skilled team of
personnel as per the needs.
Such as external agencies,
 This grab the attention
of new talents.
 Helpful in acquiring
effectual team.
 This method is
expensive in nature.
 It is time taking.
 This demotivates teh
existent employees if
they do not get
promotions.
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websites and others.
 External agencies:
These are considered
as professionals who
provide advertisement
of job recruitment on
behalf of entity for
intent to grab the
attention of proficient
candidates.
Selection: There are several methods that may be utilised for intent of choosing
candidates into entity such as aptitude test, interview and many more.
Methods Strengths Weaknesses
Interview: It is considered as
the most common method that
is utilised for an intent of
choosing proficient
candidates. It involves
questioning from candidates
for determining the data
regarding confidence as well
as knowledge.
 The method is simple
to implement.
 It is time as well as
cost saving.
 It do not provide more
information.
 It is not helpful in
focusing upon specific
areas.
Aptitude test: It is considered
as test that determines the
degree of various aspects into
the personality of candidates
such as reasoning, general
information and many more.
 It assists to obtain
sufficient information.
 It assists to determine
the record of
information.
 This is very much time
taking.
 Moreover, it is
expensive in
comparison to
interview method of
selection.
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Question 6
There are numerous reasons why individuals select to be there or leave the entity. The
reason may be personal or professional such as re-location, career change and many more.
Whole these reasons fail to be addressed through administration of firm as it is associated with
staff personal life. Managers who do not have faith upon its staff then questions them in frequent
manner related to its decisions as well as worker required to look for approval upon all the things
which they perform (Grant, 2020). Such manager may restrict atmosphere into firm creating it
tough for staff to perform in that situations. Moreover, the aspects such as obtaining underpaid
and others and may also be the reasons why workers leave specific firm.
ZARA is an organisation which understands the importance of their workers as well as
therefore treats them in very effective manner. Several benefits as well as rewards are facilitated
to staff that allows them to feel comfortable and valuable. Moreover, their manager undertakes
suggestion and inputs which are rendered through workers at the time of decision making
procedures. Individuals who put effective potential are to be appreciated for its performance. It
has not only assists ZARA to retain their competent staff but also develops optimistic brand
reputation that they has now. But in case entity is not perform that then it will outcome in
reducing organisational productivity and also affect upon their brand reputation, demand and
supply of market ratio will also get unbalanced and many more. Apart from this, when a
competent employees leaves the firm that is known as dysfunctional employee turnover so some
cost related with this are resourcing cost, operational cost, training cost and many more.
Strengths and weaknesses of at least two different approaches to retaining talent.
Talent retention is also known as employee retention. This can be define as the ability which
is possessed through firm to staff be within entity as well as perform for longer duration.
Moreover, it accounts as whole that methods and techniques by which workers search for
retaining employees for longer period. As time goes on retention becomes a plan of action rather
than results. This is essential for ZARA’s manager to retain their staff within workplace. Also,
talent retention initiatives are undertaken through employers that involve paid vacations,
rewards, flexible working hours and others. Whole these are efficient way to retain employee and
support firm for conducting the business activities in well defined way (Ahonen, 2020). Some
approaches of employee retention along with its strengths and weaknesses are described below:
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Training and development: This is considered as the educational practices into entity
developed for enhancing the competent as well as skills of staff while facilitating instruction
upon how to perform work in more effectual way. This helps ZARA to boost their staff skills.
Some strengths and weakness are as follows:
 Strengths: The staff of ZARA obtains an opportunity for enhancing its skills and
competencies while being with similar position or another one within workplace.
Moreover, this is the motivational factor for them.
 Weakness: This has higher effects upon firm’s funds or budget introducing orientation
while employees are only underperformer.
Workplace flexibility: This is considered as a strategy which emphasizes being competent
as well as willing to opt changing situation when this comes towards how the task can be
performed. Also, it accomplishes the requirements of both staff and business.
 Strengths: The flexible working environment can enhance the ZARA’s employees’
morale as this assists them to reduce absence level as well as develop productivity.
 Weakness: The main weakness of this is to develop communication issues as all work
from home so there communication barriers among various staff.
Question 7
The dismissal, retirement and redundancies are considered as the three vital processes for
entity such as ZARA. In context to this, it is determined that dismissals are of various kinds like
constructive dismissal, wrongful dismissal, unfair dismissal and many others. No issues what
kind of dismissal is, respective firm must assures that dismissal takes place through considering
effective regulations and practices. For instance, the human resource department of ZARA
requires facilitating a suitable to staff as well as complying the advisory, conciliation and
arbitration service. Rather than this, retirement is considered as a period when a staff may select
to accomplish working. Company should several rules in respect of retirement such as through
undertaking staff its employee’s age and obeying set of process when an individual within entity
retires (Opute, 2020). In case the organisation wants that particular worker to retire they should
notify firm appropriately with same. The worker has to be facilitated whole retirement benefits
which they are accountable for. For example: the present retirement age within United Kingdom
is 60 for female as well as 65 for male. Along with this, Redundancy is regarded as procedure of
minimising personnel into entity as specific jobs are not required any more. In case ZARA
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becomes redundant at any point, they must assure that redundancies are genuine as well as it has
to be informed to staff in well defined way in time. Also, the firm should understand their
accountabilities that may raise from various reasons such as policies, contracts, and other. For
managing whole this, they should has effective network of communication as well as plan of
action that has to be executed in effectual manner so that there is appropriate communication
flow within staff. Moreover, the entity must support their workers always as well as it can be
performed through consulting with them for discussing related to all measure which may be
undertaken for minimising the redundancy impact.
CONCLUSION
As per the above report, it has been concluded that resourcing and talent planning is
essential as it will facilitates the opportunities for organisational growth. Moreover, various
countries has distinct trends of labour market such as tight or loose marketing situations. Also,
the government, employer and trade unions plays different role which may be helpful to deal
with various things. Along with this, Effective workforce planning helps in reduction of labour
cost and increases the operational productivity by hiring employees with required skills and
knowledge. Succession and development plan assist firm to frame, develop attributes, skills and
experiences to fill in the critical senior roles for long and short term. Human resource manager of
entity should concentrates upon adhering legal needs while hiring as well as choosing the
participants into firm as it is helpful to grab attention of various competent candidates. Apart
from this, there are several recruitment and selection method such as interview, attitude test and
many others.
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https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/employmentandemployeety
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