Talent Planning and Success

This report explores the importance of talent planning in organizational success, analyzing current market trends, legal requirements, and the stages of the HR life cycle. It provides practical examples and insights into effective recruitment and selection methods, demonstrating how organizations can leverage talent management strategies for growth and sustainability.

Talent Planning and
Success of an
organisation

Table of Contents
INTRODUCTION....................................................................................................................... 1
INTRODUCTION....................................................................................................................... 1
TASK 1....................................................................................................................................... 1
P1. Analysis of current market trends that lay an impact on talent planning and workforce.....1
P2. State various types of legal requirements that are needed while workforce planning.........3
TASK 2....................................................................................................................................... 4
P3.Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples....................................4
P4. Job description and person specification documents for effective recruitment and selection
................................................................................................................................................ 6
P5.Different recruitment and selection method........................................................................8
TASK 4....................................................................................................................................... 9
P6 Evaluate the stages of the HR life-cycle applied to specific HR contexts............................9
P7. Stages of the HR life-cycle are integrated within organisational HR strategy..................10
CONCLUSION.......................................................................................................................... 11
REFERENCES......................................................................................................................... 13
CONCLUSION.......................................................................................................................... 15
REFERENCES.......................................................................................................................... 16
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 INTRODUCTION
 INTRODUCTION
Talent planning is an important function and management practice. This is an
overarching strategy that comprehend how an organisation plans for having the talent it needs in
critical situations both in present as well as in the future. This is an ongoing process along with
its life-cycle which includes planning, developing, replacing, promoting and selecting, etc. The
purpose of talent planning is to retain the valuable employees (Elango, 2017). In this report
Argos is taken as the chosen organisation, which is a British catalogue retailer company founded
in 1972 by Richard Tompkins. Argos is subsidiary company of Sainsbury which has their head
office in England. The present report will put light on the the purpose of examine the current
labour market trends that are influenced by talent management team organisation. Along with
this, the study also show the different kinds of legal requirement at the time of workforce
planing. Appropriate job description and person specification documents for effective
recruitment and selection method is also been discussed. In the end, the report will be wind up
by describing the life cycle of HR along with various strategies that can be used by an HR
manager so that the aims and set of objectives can be attained.
 TASK 1
l P1. Analysis of current market trends that lay an impact on talent planning and
workforce.
Workforce planning is an essential process or framework that exists as an action plan
which is generally considered or used by managers whenever needs and requirements of labour
force have to examined. It is an important strategic tool that helps managers and leaders of
Argos in preparing them against any critical situations or opportunities that may arise in near
future. There are a number of advantages or benefits that workforce planning has such as
identification of talents, retaining employees for a longer time etc.
Talent planning on the other hand refers to a process which involves a series of steps
such as hiring, recruiting, retaining of employees etc (Tarigan, 2017). In present context, market

trends as well as recruitment of employees get affected which in turn affects performance of
employees. Various important market trends have been explained as under:
Globalisation: Globalisation refers to a process which aims at interlinking or connecting
people as well as different regions of the world which further helps in growth and expansion as
well. Globalisation aims at free and effective trade practices along with cross border trades as
well. This further happens to be a major factor which affects performance of Argos as by
practising globalisation talented and skilled employees tend to migrate or leave their present
business concerns.
Environmental sustainability: It is an important aspect of business which focusses on
maintaining effective quality of environment (Tokay, 2015). For this managers need to ensure
that they are adopting business practices which further restrain depletion or degrading natural
resources. Also by adopting such business practices quality of environment is ensured so that
effective business practices can be ensured.
Demographic change: Demographics are an essential element that combines overall
population aspect of a place within a specified time frame. Changes in demographics refers to
changes or modifications that may occur in a business within a specified time frame. There are
a number of factors infused in demographics such as average age, life expectancy rate,
dependency ratio etc. In relation to Argos it has been observed that nowadays more than 3
generations have started working together. By doing so everybody gets an opportunity of
learning something new.
Technological change: Technology happens to be a key factor of every business entity
as without the use of technology no organisation can function in an effective manner. By
adopting changes in technology, managers of Argos will be able to achieve their organisational
goals and objectives within a specified time frame. Also they have currently started an online
delivery app for their customers which further improves their goodwill and profitability as well.
Urbanisation: Urbanisation refers to a process in which people of a country or nation
shift from their rural livelihoods to urban cities and towns in search for work. Urbanisation
greatly affects talent management in Argos (Bridges, 2018). This happens as people today have
started shifting from rural; areas to urban areas. Hence now more and more workforce can be
employed.

Above mentioned are certain current market trends that have an impact on talent
management as well as workforce planning in business concerns in UK.
l P2. State various types of legal requirements that are needed while workforce planning.
Workforce planning is an essential process of every business concern which focusses on
fulfilling needs and requirements of employees working in an organisation. This process helps in
maintaining effectiveness and positivity among the employees of Argos. Furthermore, managers
will also have to focus on various legal rules which will help in workforce planning. These legal
acts and issues have further been stated as under:
Equality act, 2010: This act was passed in the year 2010 by government of UK. Main
aim of passing this act was to provide equal status and opportunities to employees of a business
concern regardless of their gender (Wan, 2016). As per this act, employees are assigned tasks
based on their skills and expertise level as well. By this act female employees in Argos received
equal amount of payment or compensation for their work.
Anti- discrimination act, 1994: This act was initially passed in the year 1994 by
government of UK. As per this act no discriminatory behaviour and practices were allowed in a
business concern. In context of Argos it has been analysed that managers have adopted this act in
their organisation to eliminate any sort of discriminatory practices and adopt ethical ways. This
further proved quite useful in retaining skilled employees for a specified time frame.
Fair HRM policies:Maintaining ethical and fair business practices is quite important for
every business concern in today's hour. This further helps in boosting morale of employees and
also maintaining a healthy and apt working environment in a business concern. In relation to
Argos it has been analysed that HR managers will need to practice effective and fair business
practices while adopting recruitment and selection (Spear, 2015) . In this context managers tend
to provide equal and fair opportunities to each and every candidate. Also managers make
candidates sign a document named as equality document.
Maternity and paternity benefits: Maternity and paternity benefits are provided to people
in UK for taking care of their infants. In context of females, maternity benefits are an essential
benefit which has been provided to female employees while they are pregnant. Male employees
are also rendered a benefit which is known as paternity benefit. In female employees, they have

an opportunity that they can avail upto 12 weeks leave which is paid and male employees on the
other hand receive a paid leave of 4 weeks for taking care of their child.
 TASK 2
l P3.Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples.
Labour market trendsTrend analysisLegal requirementsAnticipated
skillsExamplesGlobalisationIn context of globalisation, there are a number of trends that are
prevailing in current market. Examples of such trends include increasing role of SME's ,
promotion of new and innovative products and services etc.
In relation to legal needs, various legal requirements had to be fulfilled by business ventures
such as incorporation of a fair and transparent system which helped in fostering of ideas. Also,
employees will further need a visa if they wish to move from one place to another.
Skills are an important element of a person's personality. Hence entrepreneurs will need a certain
set of skills such as communication, problem solving skills, leadership skills, collaborative
working skills etc.
An example in this context is by adopting globalisation companies were able to bring in new and
innovative changes for example, expansion of SME's in global business markets (Tietz and
Kugler, 2018). Demographic changesDemographic changes helped in raising population of less
developed nations which further promoted longer life sustainability as well.
In context of demographic changes, people will require a visa which will be a necessary
document whenever people wish to travel to other nations freely (Muenjohn and McMurray,
2018).
In context of demographic changes, a number of skills which will be useful are digital skills,
team development skills, and other promotional ways which help in work from home.
Examples of demographic changes include work from home which creates an ease in lives of
individuals.

Environmental sustainabilityIn today's scenario managers now focus on adopting sustainable
business practices such as green marketing which does not harm the environment.
Various laws can be considered by business tycoons in this context such as environment
protection laws etc.
For conducting effective business practices and develop sustainability of environment business
men will have to adopt creative measures.
Examples or tools that help in sustainable business practices include bio bottles as well 3D
technologies as well.
Technological changesMajor technological changes that have been initiated are digitisation,
automatised industry where work is done through robots etc.
Laws that are applicable in this section are property rights as well as label (Singh, Kaur and
Khan, 2018).
 Entrepreneurs will have to hire more technically skilled employees who
can make use of new technology.Examples of technological changes include
adopting a new technically advanced system for maintaining records or
practising operational activities.CultureIn today's globalised world, culture
has become more people oriented rather than task oriented. Various laws that
should be included in this part are maternity paternity rights, equality act
etc.Skills required in this section are practising effective team building
approach.Examples of well developed culture include healthy work
environment
TASK 3
l P4. Job description and person specification documents for effective recruitment and
selection
The Person specification and Job description is designed and created by Argos in order to
have an effective recruitment and selection process for the post which is mentioned below :

Job Description – This can be described as the ceremonial document which includes all the
general tasks and other related roles and responsibilities of a particular job profile (Arraya,
Pellissier and Preto, 2015).
Job Description
Job Details
Post : HR generalist
Company : Argos Ltd. Job Purpose : HR generalist in Argos Ltd has the role to manage day-
to-day HR operations. Also will responsible to manage the policies, programmes and procedures
of the organisation.Roles & Responsibilities
 The one should assist in talent acquisition and recruitment processes.
 Conduct the employee on-boarding and help to plan training and development
programmes.
 The one should administrates the compensation and benefits the plans and performance
management.
 The one has the duty to investigate the complaints which are forwarded by the
employees.
 Preparing and maintaining reports related to specific HR projects
 Assisting with monitoring and evaluating the budget and payroll.
 Developing methods for compiling and analysing data for reports and special projects
 Conducting the research to remain up-to-date about the new HR trends and practices.
 Create and submit the report on the activities of HR generalist.

 Resolve disputes and conflicts of employees.
 Has the responsibility to manage the database of employees of the organisation and
prepare the reports.
Person Specification – This describes the skills of the applicants for the specific position which
a company demanded to have to perform their organisation tasks, such as educational
qualification as well as more personal qualification that a candidate must have (Pirie, 2017).
Person Specification
Post : HR generalist
Department: Human Resource Department
Key: This show that what is required when like an evidence:
1 Educational qualification 2. Skills and knowledge
Attributes
Essential
Desirable

Qualification & Experience
MBA and BBA with human resource as specialisation from an authorised college. Minimum 3
to 5 years of working experience as a HR generalist.
Experience of working in human resource department as a HR generalist.

Skills or knowledge
Effective communication skills in both written and verbal, interpersonal skills and must be
expressive.
Ability to learn and adapt. Moreover, should done training in employee relations, safety and
preventative labour relations. Also should have potential to deal with grievances and disputes of
employees.

l P5.Different recruitment and selection method
Recruitment is defined as to find and hire the highly and skilled qualified applicants for a
specific job profile, in a timely and cost effective manner. In context with Argos, their
recruitment process is generally apart of their organization culture. Argos managers follow the
effective recruitment process for hiring the right person at right job (Kondakci and et. al., 2019).
To addition to gain the efficiency of hiring, Argos HR team follows some recruitment methods :
Internal Sources of Recruitment : This is the process in which hiring is done within the
organisation by using following methods such as - Transfer – This method of recruitment refers to the interchange or transfer of the
employees within the company without changing their duties and Position, which saves a lot of
time and money of the company as they can not required spend this much money in the process
of recruitment. Promotion - This method of recruitment refers with the promotion of existing employee
in the company itself, from which they get motivates towards their work. In this the
responsibilities and remuneration of an employee is increases as they are shifted from lower
position to a higher position.
External Sources of Recruitment : This is the process in which hiring is done from the outside
of the organisation and fresh applicants are brought in the company. Campus Recruitment – This is an external source of recruitment, where the universities
and colleges call the educational organisation to hire their students for suitable posts. Advertisements - Advertisements is the well-Known and desirable source of external
recruitment, which is very cost-effective and can speed up the recruitment cycle and streamline
of the organisation (Viljoen, 2016).
Selection Methods – this is the process which is done after the process of recruitment to select
the right person for the right job, this hires the most appropriate and suitable candidate for the
vacant job profile in an organization. This is the duty of Argos HR manager to select the right
applicant for the right job by using the following methods of selection, which are as follows : Application Form – This is a process, by which an organisation can get the complete
information of an applicant without any issue. In this the mental and physical fitness of an
individual is checked to ensure that the candidate has the capability to do a job or not.

 Interview method - This process can be conducted in a series to ascertain the better and
suitable candidate for the job. This can help the company to save time and to select the highly
skilled candidates (Hyde, 2018).
 TASK 4
l P6 Evaluate the stages of the HR life-cycle applied to specific HR contexts.
Employee life cycle is an effective business process which focusses on employment of
individuals in an organisation. It basically refers to a process that deals with stages an employee
goes through while they are employed in an organisation. In this context there are a number of
stages in human resources life life cycle that have been mentioned as under:
Recruitment and on boarding: Recruitment refers to a process which aims at hiring
employees in a business concern. In context of Argos it has been examined that managers in this
stage work towards guiding employees while they undergo hiring process. Hiring or recruitment
process further includes a number of steps such as placing job advertisements and conducting
interviews as well. After this employees will also have to decide compensation packages for
employees. Last step of this process is development of a protocol which infuses a number of
tasks such as taking written examinations along with focussing on active listening as well.
Education: Education is a quite large topic which has a number of meanings. This
process in a business concern gets initiated as soon as an employee joins a business. In relation
to this, educating employees means providing details to them or familiarising them with
organisational culture and structure. Also it is essential that managers of Argos communicate
their culture and values to employees in an effective manner (Armstrong and Taylor, 2014).
Motivation: Motivation is an essential element or factor in every business concern. Main
aim of this factor is to develop satisfaction level and morale of employees as well. In context of
Argos it has been examined that employee turnover happens to be quite higher in first 90 days
when an employee joins. Hence, in this case only those employees retain who develop an
effective bond with leaders as well as managers.
Evaluation: Evaluation or examination is a process that aims at assessing or examining
performance of an individual. Hence in context of Argos, supervisors and managers measure and

examine performance of employees which helps them in evaluating as to whether the employee
is suitable for the job or not. Also employees are provided training in this stage.
Celebration: After evaluation, comes the last stage of HR life cycle which is celebration
stage (Church and Silzer, 2013). Here HR managers are provided an opportunity so that they can
further motivate and satisfy their employees by both monetary as well as non monetary rewards.
For this managers of Argos even provide extraordinary gifts and benefits to their employees
thereby leading to achievement of organisational goals and objectives as well.
End of life cycle: Every life cycle ends at some point of time so does HR life cycle also.
This cycle comes to an end in a number of ways such as retirement, transfer, leaving for better
growth scope etc.
l P7. Stages of the HR life-cycle are integrated within organisational HR strategy.
`Employee life cycle is an integral part of a business concern. It basically deals with
stages that an employee has to go through while they have been employed in a business concern.
In relation to Argos it has been observed that there are a number of stages that have to be
followed by employees which have been stated as under:
Stage 1: First stage of employee life cycle deals with development of an effective
understandability in relation to fulfil business needs as well. In context of Argos, it has been
observed that managers of Argos will need to go through customer satisfaction surveys along
with benchmarking and employee opinion surveys as well.
Stage 2: Second stage of HR life cycle deals with linking skills and talent of employees
that further help in achieving organisational goals and objectives as well. This stage also uses or
considers core competencies present in an organisation which further leads to development of
effective models and strategies. These models further get linked to organisational goals and
objectives of Argos (Cooke, Saini and Wang, 2014).
Stage 3: Third stage of HR life cycles relates to hiring process being used in Argos.
Here in this scenario, HR managers of Argos need to develop and consider effective staffing
plans which can be applied to various job positions such as administrative, customer service
related, technical and so on.

Stage 4: Fourth stage of HR life cycle focusses on learning power and knowledge
enhancement of employees. These programmes help employees of Argos so that they can easily
deal with any sort of critical or complex situations that may arise while conducting business
operations. Various types of learning programmes being launched by managers involve talent
management system as well as multi rater system.
Stage 5: Fifth stage of HR life cycle is an essential stage. This stage aims or focusses at
continuous learning and development of individuals present within a business concern (Dessler,
2013). It happens to be an essential part of an organisation's growth as well as success. Also it
helps in developing knowledge base of employees and keeping them updated about recent
technological trends.
Stage 6: Sixth stage is the last stage of HR life cycle. This stage aims at total rewards
and compensation packages of a business concern. Hence in this aspect, managers of Argos are
expected to be quite effective and competent in their pay scale strategies and other benefits given
to employees as well.
Last stage focusses on total rewards where Argos is expected to be competent in terms of
salaries, compensation and other monetary and non monetary benefits.
By adopting these stages managers of Argos will be able to hire efficient and skilled
employees in their organisation (Church and Silzer, 2013). Also they will be able to raise
productivity of a business leading to a stable market position.
 CONCLUSION
From the above mentioned report it has been concluded that resource and talent planning
is an important element in an organisation which focusses or aims at enhancing employee ratio
in an organisation. Talent planning involves a process that managers undertake for effectively
developing skills and expertise of employees. This report discusses various elements such as
current labour market trends along with HR life cycle and laws related to workforce planning It
is important for HR department to consider various legal laws for workforce planning. Different
types of recruitment and selection methods have been used by organisation for hiring best
employee for company. It can be said that if an HR manager is using effective strategy for
implementing process of HR life cycle, then it will directly influence growth of organisation.

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