HR Strategies for Talent Planning

The report explores the importance of talent planning in HR management, highlighting the need for managers to recognize current labor trends and adapt hiring methods accordingly. It discusses various stages applied by HR professionals at Argos to select the best employees, emphasizing the significance of employee engagement and motivation. The document draws on research from academic sources, including journals and books, to provide a comprehensive overview of HR strategies and talent planning.

TALENT PLANING AND
SUCCESS
ORGANISATION

Table of Contents
INTRODUCTION...........................................................................................................................3
ACTIVITY 1....................................................................................................................................3
P1 Analysing current labour market trends that influence talent management and workforce
planning........................................................................................................................................3
P2 Explain the different types of legal requirements an organisation must take into account
when workforce planning............................................................................................................5
ACTIVITY 2....................................................................................................................................7
P3 Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples......................................7
ACTIVITY 3....................................................................................................................................9
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection..............................................................................................9
........................................................................................................................................................10
ACTIVITY 4..................................................................................................................................10
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning......................................................................................................................................10
P6 Evaluate the stages of the HR life-cycle applied to specific HR contexts............................12
P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy.
....................................................................................................................................................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Talent planning refers to the anticipation of required human capital for a business entity
to accomplish the desired objectives. It is integral part of the talent management and It refers to
the art of using strategic human resource planning to enhance value and to make it realizable for
the organisations to reach their desired targets (Albrech, 2011). This all mainly based on the
events of recruit, retain, develop, reward and make the employees able to perform of talent
management as well as strategic workforce planning. This is completely required or inevitable
for the accomplishment of goals or the success of the organisation.
This report also pertain the knowledge regarding the “Argos” Ltd. is a British
organisation operating in UK and engages in the business of retailing and traded through both
physical shops and online webinars. Besides this the report also pertain the description regarding
the labour market trends, requirement of current and anticipated skills in several contexts,
management of Human resource life-cycle. different types of legal requirements an organisation
must take into account when workforce planning, current labour market trends and legal
requirements determine current and anticipated skills requirements for a range of organisational
examples, appropriate examples of job description and person specification documents for
effective recruitment and selection, different recruitment and selection methods for effective
talent resourcing and planning, Evaluate the stages of the HR life-cycle applied to specific HR
contexts.
ACTIVITY 1
P1 Analysing current labour market trends that influence talent management and workforce
planning.
During the present business scenario the talent becomes a most crucial part of a
individuals personality and capabilities. It depicts the special aptitudes of individuals. Here, it
means an individual deserve great value for the organisation as because of their full potential
workings and may be due to their critical roles in an organisation like Argos (UK). In any case
the talent management consider to be the method of hiring, developing, managing and contain
the skilled and professional staff member within company (Anderson, 2013). In general the
talent management perform an crucial function in formation of business strategy since it
manages one of the important assets of the organization that is people. Therefore it is the use an

incorporate set of action to make sure that the company pull, hold, prompt and create the
professional employees that are needed for future development. Moreover it is observed that
there are several social class market trends that influence talent management and workforce
planning to execute better function. That are determined below.
 Technological changes: It refers to the advance in modern technologies which enable the
organisations like Argos (UK), to perform their time and costs effective manner and also
enables the organisation to trade with the help of online webinars to attract and target the
customer globally. This also make the work of employees or labours very easier as with
the help of advance machineries they becomes able to achieve their target with rapidity.
Accomplishment of production targets with standard quality as well as in time and cost
effective manner with the help of advanced technologies reduces the need good strength
of workers in organisation. Although, in present the number of workers working in the
organisations are relatively less in comparison of old times or unmodernised time period.
Where almost each and every task is perform by the workforce. As now in developed
organisations advanced technology ensures several benefits which are as follows.
 Effective and smart recruitment system.
 Data management and critical analysis.
 Inventory management tools and effective human resource management
techniques for the the betterment of talent management and workforce for
future.
 Cost reduction as well as reduction in number of extra labours.
 Globalisation: It refers to global trading of international organisations commonly known
as multinational companies (MNCs). This also leads to the fast movement or spreading of
the advanced technologies throughout the world or in several of nations (Armstrong,
2011). This trend also effects the workings of the labours and employees of the
organisation like Argos (UK), as the obsolescence of old technologies and rapid transfer
of new and more advanced technologies makes them enable to ensure more effectiveness
in their works. Besides this, the trend of globalisation influences the workforce planning
as it allows labours and employees to work in HR legislation constraints and
requirements of different countries. according to their own desires this is also benefited

for them. This ensures the HR of organisations like Argos (UK) to recruit the employees
or labours from different nations according to the talent or skills requirements.
 Urbanisation: It refers to the modernization of the rural areas of the specific regions of
any country. It pertain several things that infrastructural development, industrialization,
improvement in living standards of people and mainly the whole conversion of the
village or town into developing city. Furthermore, the trend of urbanisation has its
impacts over the workforce planning and talent management, as it results in more
employment or job opportunities for the unemployed people of the different regions as
well as more recruitment opportunities for HR of the organization. It promotes the
employment rates of the nation as well as the national income of the nations. It has
another favourable influential effects that the organisation like Argos(UK), it allows to
trade in the more cities and plan for workforce recruitment according to the country or
region in which the organisation is going to commence trading. Besides this, after the
urbanisation or conversion of village or town into city of UK.
Analyse the report ‘future jobs’: The above trends and after the Brexit the job
opportunities in UK has been increasing day by day. As due to mainly with the limited
population the small and medium sized business grows with rapidity after the Brexit of UK from
the European Union. This all leads to advantageous and competitive for the international
organisations like Argos Ltd. (UK) as they can trade according to their own rates in UK and
export their products to any country at their own rates (Bloom and Van Reenen, 2011). It is tried
to create such kind of jobs that is related to the person specific skills and knowledge, this will
lead the workforce planning in the right direction.
P2 Explain the different types of legal requirements an organisation must take into account when
workforce planning.
While preparing the workforce planning the HR of the organisation is required to
consider that the recruitment process or workforce for future must be recruited without the
involvement of any kind of distribution as there are several legal requirements which are
necessary to follows and separate laws that protects the interests of the employee or applicants of
employment. Some legal requirements and relevant law is described underneath.

1. Trend analysis: Trend analysis is a technique used in technical analysis that attempts
to predict the future stock price movements based on recently observed trend data(Talent
management, 2014). Trend analysis is based on the idea that what has happened in the past gives
traders an idea of what will happen in the future. There are three main types of trends: short-,
intermediate- and long-term.
2. Analysis of labour demand and supply forecasting: Under the analysation of the
labour demand and and supply forecasting, the brief quantification of total quantity of demand of
labour in current market of the economy and estimation is being made for the future supply of
labour for fulfilling the requirements of the labour in market.
3. Specific HR legislation constraints and requirements: there are some specific HR
legislative requirements which an n organisation must take into account while preparing the
workforce planning.
Equality Act 2010: The Act protects people against discrimination, harassment or
victimisation in employment, and as users of private and public services based on nine protected
characteristics: age, disability, gender reassignment, marriage and civil partnership, pregnancy
and maternity, race, religion or belief, sex, and sexual orientation. The protected characteristic
"gender reassignment" does not change a person's sex. besides this, The Act includes provisions
for single-sex services where the restrictions are "a proportionate means of achieving a legitimate
aim". In the case of disability, employers and service providers are under a duty to make
reasonable adjustments to their workplaces to overcome barriers experienced by disabled people.
In this regard, the Equality Act 2010 did not change the law.
Good HRM: The good HR must pertain the some qualities in order to effectively
manages the workforce of the organisation in prominent manner.
 Knowledge and Expertise: HR manager must display a willingness to remain abreast of
the latest trends, best practices, and ethics in their profession, which requires dedication
and discipline.
 Engaging Presentation Skills: Presentation skills are particularly important to an HR
manager because they must conduct training sessions for new employees and present a
wide variety of information to management on all levels (CHUANG and Liao, 2010).

 The Ability to Multitask: In human resources, if it is not one problem, then it is another.
Every employee has issues that are important to them. A business’s needs and priorities
are constantly shifting and evolving.
 Be Able to Deal With “Gray”: Human resource managers are often required to make
decisions the “best available” information, and they must possess the wisdom to know
when they should seek advice from lawyers, experts, or fellow HR professionals.
ACTIVITY 2
P3 Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples.
Skills are considered as capabilities and capacities of an individual which helps them to
sustain at workplace and get growth in the workplace. As it is very important to have adequate
skills for an individual to sustain in this competitive dynamic. In this dynamic environment there
is great skill shortage in market as companies are not getting those candidates who has skills
which can fulfil the vacant position. There are various skills which are required for fulfilling
vacant position. These capabilities can be very helpful for company as well as individual person
in order to attain company's objectives. These skills are discussed as below:
Labour market
trends
Trend analysis Legal
requirements
Anticipated
skills
Examples
Globalisation Promulgation of
innovation.
Brain drainage
Increment in
participation of
SME.
Increment in
participation of
emerging
countries
Transparency
and
convenience
prevails in
system of
promulgation
of innovation
Requirement of
visa
communicatio
n, settlement
of conflicts
and problems,
team works
and ICT skills
are
‘influence’
skills
New innovated
products
New talents from
SMEs and emerging
countries

Demographic
change
Increment in
strength of
public in poor
countries
Long life
Requirement
of visa
Digital and
valuable skills
Virtual team
Business
creation
Business from
home
Teleworking
Virtualism in team
for performing the
particular tasks
Environmental
sustainability
Sustainability
oriented
innovation,
technology,
Green marketing
Environment
protection laws
Creativeness
in
New
marketing
Bio bottle
3D technology
Technological Digitalised
Automated and
robotic industry
Artificial
technology
Property right
Label
Innovative and
creative skills
are required
for innovation
or more
betterment in
technology.
Google assistant
latest technology, in
form of android app,
as it work only with
the commands in
mobile.
Culture Different people
from different
countries, tries
to learn the
tradition al as
well as modern
cultures of
specific region.
Laws related to
safeguarding
the culture of
the specific
country.
Learning skills
for learning
the culture of
the specific
country.
The people of Japan,
India and other
countries tries to
learn the culture of
the UK.
Economical Economic
conditions
pertain several
Involvement of
specific Laws
guiding the
Futuristic
skills required
for predicting
Prediction of
economic
commentator Peter

of fluctuations.
According to the
market forces
and demand and
supply contexts.
Predicted
recession in
future in some
specific regions.
trading of
MNCs of
different nation
trading in a
specified
country like
UK.
Requirement of
visa.
or estimating
the future
economic
conditions on
the basis of
present
economic
condition and
its influential
factors.
Schiff and Murray
Gunn, head of global
research at Elliott
Wave International
believe the next crisis
will be worse than
2008
Financial crash is
expected to hit the
US within the next
two years after US
debt doubled to
$21trillion over a
decade and global
debt hit $247trillion.
From the above table it has been analysed that compnaies must be familier with all these
current labour market trends that help them to survive in future and sustain for long in
competitive dynamic. Manager of respective company analyse market trends in various manner
for example globalisation they use to capture market by opening stores in developing countries.
It is essential for management to have proper skills such as learning, communication and
innovative mind set to create effective plans to over issues.
ACTIVITY 3
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.
Job description: It is a general and a written statement of a particular job according to
the post requirement within a company. It gives the brief knowledge about the duties,
responsibilities, name of company, scope, working hours, person whom to reports. Job
description are usually knows as the specification of job title in a company.
JOB DESCRIPTION

Organisation: Argos Ltd. (UK)
Division: Design lead
Job profile: Passionate designer
Location: London (UK)
Job Summary: Argos Ltd. is looking for an passionate designer who is responsible for the past
knowledge and experience helps to settle various issues. Hard working and always ready for
new challenges by innovative designing and thinking skills. Positive in every situation and
responsible in every aspects.
Role:
 Own the production & development of the creative design
 development of all online and digital activity
 Establish practices, guidelines and other processes required to support the transition of
creative development into business as usual when appropriate
 Engage with other divisions such as the Digital Marketing Team, Online Trading and
Merchandising Team, Category Marketing Team and the technical delivery teams to
understand resource and technical requirements, maintain the brand identity and
articulate the creative design proposition
 Collaborate with Brand team to build concepts and take Digital first approach for
campaigns.
 The main purpose of job is focus on digital marketing to enhance brand development.
Resume: It is a detail information document of an individual that provide a specific
knowledge about the candidate appearing for job. Resume contain all past experience,
qualification, salary requirement etc. of an individual that makes easier for companies employees
to make decision.
Name: XYZ
Address: ABC colony, 25 avenue, Abbott Street, London (UK)
Contact number:9971308359
Job Experience: Five years, work experience in ASDA organisation as chief designer.
Looking forward to work with the organisation like Argos (UK), that renders more
opportunities to enhance my skills. The organisation grows along with their employee's growth

termed as prior concern which is completely satisfied with Argos (UK).
Specialization:
 Advanced skills and knowledge of digital designing, smart working with the Adobe
Creative Suite Sketch and front end code skills(HTML, CSS).
 Experience of collaborative working across various content & design disciplines
including UX, Product Managers and Technical Teams.
 Significant experience of working effectively within a fast moving, broad range, Digital
retail environment.
Qualification:
 Graduate from B. Tech with Computer science
 Certificate of international Webmaster Association
 Certificate of HTML Writers guild and Certified Internet Webmaster.
Declaration: I hereby declares that all the information rendered above are true and best of my
knowledge.
Date:
Place:
ACTIVITY 4
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning.
There are different selection methods which are used by the organisation mentioned
below.
Selection Methods:
Ability tests: this method of selection, conducted in order to know the about the
employee in a direct manner. It depicts the individuals ability to know how would applicants
turn-up the position for which the test is conducted and how the applicant would render services
or duties to the organisation. But, while making comparison with Integrity or Direct interview,
this method is relatively less effective in context of talent management.

 Advantage: It allows the objective comparison such as standardized aptitude
tests(SAT), that organisations like Argos(UK) use to compare the different areas
of applicants.
 Disadvantage: It neglects the areas of intelligence and ability such as social
ability, artistic ability and spatial awareness etc.
Integrity tests: it can be termed as the most critical test or method of selection. Under
this test, the applicant is allows to show their own skills and abilities in a positive manner, that
would be beneficial for the organisation. It helps in identifying the attitude and experience of the
applicants. It helps in relating the individual with his honesty, the art of dependability and the
nature of trustworthiness. That is why, this can be termed as the effective method for enhancing
the talent management.
 Advantage: While comparison or used as a situational judgement test, this
method relatively serves as a good predictor of job performance.
 Disadvantage: Applicants may react negatively to being evaluated on moral
grounds.
Face to Face Interview: This is the toughest among all and for both the parties. Most
people dislike this process as it consumes a lot of time and makes the interviewee nervous
enough to blabber in front of everyone. Also, it hits on a lot of misconceptions as the interviewer
might be prejudiced and partial enough not to choose the deserving candidate because of
personal issues. this interview is conducted with an aim of eliminating the unqualified applicants
or an aim to reject misfits. Furthermore, the preliminary interviews also known as the courtesy
interview. This method is also known as the direct interview and it can be termed as most
prominent method of selection as in context of talent management.
 Advantage: This method helps in identifying several qualities and inferiority of
the applicants and also helps in identifying the intelligence and skills.
 Disadvantage: generally this kind of interview leads to nervousness among the
applicant and also extra consumes time and costs.
Recruitment Methods:
The recruitment methods involves the two kind of sources one is Internal source and
second is external source (Flamholtz, 2012). there classification are as follows.

Internal source of recruitment: It is a method of recruitment which doesn't involves
additional recruitment or recruitment of employees from outside of the organisation. This
organisation involves recruitment of employees for a specified job from within the organisation
workforce, as with the help of promotion, transfer and reorganisation.
 Advantage: Recruitment costs are lower as well as it motivates other employees
also.
 Disadvantage: It involves technique of promotion which sometime leads to
conflicts among the colleagues.
External source of recruitment: It refers to the method of recruitment which involves
hiring or recruitment of the employees for the specific post in organisation from outside of the
organisation, by conducting interviews and relevant tests. There are some advantage and
disadvantage of the this method of recruitment.
 Advantage: This method of recruitment allows the fresh talent in the organisation and
also better for the opportunity for a fresh outlook on the industry that a company may
need to stay competitive.
 Disadvantage: this method is termed as time consuming and requires extra costs.
P6 Evaluate the stages of the HR life-cycle applied to specific HR contexts.
There are five different stages of HR life cycle and all the human resource managers have
to face all of them. These are described below in detail:
Recruitment: Human resource manager of business entities such as Argos are
responsible to recruit young blood so that all the business operations can be performed in
appropriate manner. In this step the manager analyse all the skills and experiences of applicants
and then assess that all of them are required for the particular job profile (Jiang, and et. al.,
2012). For example, in Argos manager use to hire the best candidate from the pool of applicant
applied for the desired job. Such as company wants to fill vacant job of accountant, then they
would properly examine the C.V of applicant those have applied for specific Job. Then they use
to recruit the best among the following candidates.
Education: When employees are hired then it is the another responsibility of human
resource manager of Argos to provide them right training. It helps to enhance their work quality
and efforts to accomplish the tasks successfully. For example manager of Argos use to develop

different training programs for new candidates so that they will gain appropriate knowledge
about the working condition.
Motivation: In this stage hired employees are motivated by managers so that they can
giver their best to Argos. The ways that can be chosen for motivation are monetary and non
monetary benefits. It is very important for manager to provide motivation to employees because
more motivated employees in an organisation will help to achieve predefined goals and increase
profitability in a specific period of time.
Evaluation: Human resource manager of Argos evaluate the performance of staff
members and then decide to provide them rewards accordingly. It provides an insight to the
leaders that who is working good and putting higher efforts to complete assigned tasks.
Therefore it is the duty of manager to properly record and calculate the performance of each
employees so that proper advantages can be provided to employees. For example if an employee
is working in production department than it is the duty of manager to properly analyse their
performance so that promotion or other benefits can be given.
Celebration: It is the last stage of HR life cycle in which an opportunity is provided to
the managers to energise their staff members. It results positively for business entities by
increasing their involvement in operational activities (Hendry, 2012.). For example, company
wants to achieve it sales target in two months that is up-to 30000 unit. On the achievement of
specific goals manager use to celebrate the occasion to boost the moral of employee.
P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy.
HR cycle of an organisation is integrated within organisational HR strategy because it is
very important for a human resource managers of Argos to analyse all these stages in order to
manage staff members. All of them are described below:
Business needs: It is first stage of HR life cycle in which the managers needs to assess
the needs of a business. In Argos the human resource department is required to focus on such
factors while formulating HR strategy because if business needs are not analysed then they will
not have the base of hiring new employees.
Job competencies: It is related to the skills, experiences, abilities and knowledge of new
applicants and for HR managers it is very important to focus on this stage while forming HR
strategies. It helps them to have clear vision about the basic requirements for applicants (Kehoe
and Wright, 2013).

The hiring process: In this stage human resource manager of Argos make plans to hire
new employees for the organisation. It is related to HR strategy because it is important to follow
a proper and effective process to select applicants for the organisation.
Learning and development: Both of them are continuous processes and human resource
manager of Argos needs to consider these elements while formulating HR strategy. It is essential
as it guides them to analyse the major requirements of employees and then conduct learning and
development programs for them.
Performance assessment: In this stage employee's performance is measured by
managers of Argos which is a major element of HR strategy because it helps to make decision
about retaining or terminating staff members.
Continued learning and training: Human resource managers are responsible to provide
best training to the workers so that their work quality can be enhanced. All such types of
decisions are taken with the help of HR strategy hence it is related to this stage.
Total rewards: It is the last stage of HR cycle in which rewards according to the
performance of employees are provided to them. Managers consider it while formulating HR
strategies as it helps to motivate employees and increase their engagement in work (Renwick,
Redman and Maguire, 2013).
CONCLUSION
From the above report, it has been observed that talent planning gives cognition about
interior as well as outside factors for a company. It is very important for the manager recognise
the current labour trends that help to hire talented and skilled employees in company. It is the
main role of manager of an organisation to properly adapt the method for hiring and selecting a
candidate suitable for the job. Manager use to recruit staff by various methods like internal and
external recruitment, aptitude test that help to hire the best person within an organisation.
Different stages are applies by the HR of Argos in order to hire the best employees that perform
better function in order to attain the objective.

REFERENCES
Books and Journals:
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Armstrong, M., 2011. Armstrong's handbook of strategic human resource management. Kogan
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Bamberger, P. A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
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CHUANG, C. H. and Liao, H. U. I., 2010. Strategic human resource management in service
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Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global
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Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Hendry, C., 2012. Human resource management. Routledge.
Jiang, K., and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
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Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
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Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
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Online:
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