Talent Planning: Strategies for Effective Workforce Planning and Succession Development

Talent planning
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INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Q1. The major key contemporary labour market trend in various countries .............................3
Examine organisations position themselves strategically in competitive markets.....................4
Q2. Role of government, employers and trade unions to ensure future skills............................6
Q3. Description of the main principles regarding effective workforce planning and examples
of the tools using for this purpose...............................................................................................7
Q4. Develop basic succession and career development plans....................................................8
Contribute to plans for downsizing an organisation.................................................................10
Describe how HR can contribute to the development of job descriptions, person specifications
and competency frameworks.....................................................................................................11
Q5. Description of the main legal requirements in relation to the recruitment and selection and
assessment of the strengths and weaknesses of two different methods of recruitment and
selection.....................................................................................................................................11
Q6. Evaluate how to maximise employees retention................................................................14
Strength and weaknesses of various approaches to retention of talent ....................................15
Different approaches to the retention of talent along with its strengths and weakness ...........15
Q7. Provide a brief summary of the advice you would provide to your organisation on good
and lawful practice for managing dismissal, retirement and redundancies...............................16
CONCLUSION..............................................................................................................................17
REFERENCES .............................................................................................................................18
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INTRODUCTION
Resourcing is defined as a process to gather best resources in organisation in order to
effectively build a Portfolio to fulfil various needs. Resourcing play most important role that
aims towards effectively accomplish organisation objectives and goals through which company
can access opportunities in competitive market segment (Lotfi, Hasani and Esfahani, 2020). With
the help of distinctive resources Portfolio Company have ability to manage talent within
organisation through which significant improvement in employee skills and competencies are
done. In this report discussion has been conducted on the concept of resourcing as well as talent
planning for this H&M is being selected which is operating their business functioning as a
multinational organisation in the provinces of United Kingdom. In these report formative
discussions has been conducted on labour trends in different countries along with the
significance of loose and tight labour market conditions upon organisational positioning. In
addition to this report include the role of government, trade union and employers upon
organisational objectives. Furthermore, report includes succession and career development plan
is being included along with essential legal requirements. In addition to different modes of
selection and recruitment along with its strength and weakness is also included in this report.
Lastly the manner in which employee retention can be maximized along with the significance of
good practice to manage dismissal, retirement and redundancy is also covered in this report.
MAIN BODY
Q1. The major key contemporary labour market trend in various countries
Human Resource Department is key essential unit within an organisation, as this unit is
responsible to conduct operations related to identifying current labour trends prevailing in
country in which company is operating their functions and formulate policies and plans
accordingly in order to manage organisational workplace structure according to the trends.
Certain forms of trends affecting labour market condition are being defined below:
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Economic:
It has been identified that in UAE labour market is likely loose in this nation. It has been
identified that there redundancies present in country and individuals are suffering from job loss.
While if it is talked about United Kingdom it has been identified that this country is having tight
labour condition in which there are shortage of skills in respective labour for entry level jobs and
jobs requiring special skills, overall supply of labour in market is shrinking and demand is
exceeding the supply (Krishnan and Krishnaprabha, 2020). In addition to this has been identified
that Brexit is also having a significant impact upon United Kingdom labour in adverse way.
Emiratization:
Compared to many years it been identified that in UAE there is low pay range. While in
United Kingdom, this country is having various forms of payment schemes, contracts and
provisions enforced by government for minimum wage scale.
Legal:
In UAE United Kingdom government imposed certain minimum legal requirement that
act as barriers for company to effectively perform their business operations. It has been identified
that in UAE it is essential for individuals to have various documents and context of work and
visa and permits. While in terms with United Kingdom trade unions are having maximum impact
upon policies of organisation.
EVP:
In UAE there are global mobility benefits such as flexible working, monetary benefits as
well as wellness. If it is talked about United Kingdom policies are having significant impact
upon organisational decision policies such as medical leaves, maternity leaves and more.
Examine organisations position themselves strategically in competitive markets
Proper positioning play key essential role for an organisation it is essential for an entity to
position the business structure in an effective manner in a market segment. Due to the increase in
aggressive competition consumers easily change their behavioural mind set or taste and
preferences towards substitute products and services. In addition to this, it has been identified
that technological shift, government policies changes and other factors or also having adverse
impact on positioning of company. Thus, it is important for an organisation to have proper
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