Resourcing and Talent Planning in Argos Ltd

Resourcing and
Talent Planning

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................4
1.1 The major key contemporary labour market trend in various countries ..............................4
1.2 Examine organisations position themselves strategically in competitive markets...............4
1.3 Significance for working planning .......................................................................................4
1.4 Role of government, employers and trade unions to ensure future skills ............................4
TASK 2 ...........................................................................................................................................4
2.1 Principles of effective workforce planning and tools used in the process ...........................4
2.2 Develop basic succession and career development plans.....................................................4
2.3 Contribute to plans for downsizing an organisation.............................................................4
2.4 Contribute to development of job description, person specification and competency
frameworks..................................................................................................................................4
2.5 Legal requirements in relation to recruitment an selection ..................................................4
2.6 Strength and weaknesses of various methods of selection and recruitment ........................4
TASK 3............................................................................................................................................4
3.1 Evaluate how to maximise employees retention...................................................................4
3.2 Strength and weaknesses of various approaches to retention of talent ................................4
TASK 4............................................................................................................................................4
4.1 Evaluate how to manage dismissal, redundancy and retirement effectively and lawfully. . .4
CONCLUSIONS .............................................................................................................................4
REFERENCES ...............................................................................................................................5

INTRODUCTION
Resourcing and talent planning is important function which involves coordination among
recruitment team and business in various aspects such as networking and selection of proper
hiring channels, forecast of required resources. In other words it is a process in which
organisation attract and identify talented from large base of market those who aid companies to
gain more competitive advantages in effective manner. The report is based on Argos Ltd. Argos
operate their functions in merchandising sector, its headquarter is in Buckinghamshire, England.
Further report is discussed on legal requirement within the workforce planning, labour market
trends, roles of government, employees and trade union for ensuring future skills in effective
manner. In addition with this report include various tools which are used for effective workforce
planning, career development plans, discussed about job description and personal specification,
various methods and process of selection and recruitment and its strength and weakness. Lastly,
employees retention and different approaches which aid to retain skilled and talented employees.
TASK 1
1.1 The major key contemporary labour market trend in various countries
HRM is very important and plays a very distinct role in every business organisations,
this department is involved in performing different functions and forming effective plans &
policies for different departments of company. Trends affecting labour market conditions are
discussed below:

Economic: In UAE labour market is very loose and there is presence of lot of
redundancies and people are suffering from loss of job. In UK, labour conditions are different
there are tight market conditions as there is shortage of skills in prospective labour for entry level
jobs and jobs requiring special skills, overall supply of labour in market is shrinking and demand
is exceeding the supply. Recent;y, BREXIT has also affected supply of labour in a negative
manner.
Emiratization: In UAE pay ranges are currently low, as compared to past. In UK there are
various payment schemes and different contracts and provisions are specifically made for
minimum wages.
Legal: There is minimum requirement of age that is 16 both in UAE and UK. Which is a
barrier for some children if they are willing to work at early age then this and support themselves
and their family.
EVP: In UAE Global mobility benefits such as flexible working, wellness and non
monetary benefits are given more attention. In UK taxation policies affect pay policies of
companies, other benefits like maternity leave, medical leaves etc. keep on varying.
Legal: There are lot of requirements in terms of Visa and other work permit in UAE. In
UK trade unions have high impact on policies made by companies for their employees.
1.2 Examine organisations position themselves strategically in competitive markets
It is necessary for organisations, to position themselves in Market if they are facing high
competition as there are lot of conditions in market which such as customer preferences,
technological shifts, government policy changes and many others. These dynamic conditions
affect position of all organisations. In context of Argos company follows some of following
strategies to position themselves in market.
Training and development: This introduces as an effective part which helps an
organisation to train their employees. As trained workers within an organisation is more
profitable and essential for business growth and success. With the help of training and
development program company can easily gain competitive advantages. For example: Trained
workers are more able to attract customers which turn to helps an organisation in increment of its
sales and profitability. Along with this, trained employees are also able to deal with competitors
as it support an enterprise in accomplishment of competitive advantages.