Talent Planning and Success of Organisation (pdf)

Talent planning and success
of Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Current labour market trends that influence talent management and workforce planning....1
P2 Various types of legal requirements an organisation must take into account when
workforce planning.....................................................................................................................2
TASK 2............................................................................................................................................3
P3 Current labour market trends and legal requirements determine current and anticipated
skills requirements for a range of organisational examples........................................................3
TASK 3............................................................................................................................................4
P4 Job description and person specification documents for effective recruitment and selection
.....................................................................................................................................................4
P5 Various recruitment and selection methods for effective talent resourcing and planning.....6
TASK 4............................................................................................................................................8
P6 Stages of the HR life-cycle applied to specific HR contexts. ...............................................8
P7 Stages of the HR life-cycle are integrated within organisational HR strategy......................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human Resource Management refers to strategic approach to better management of
people in company, so that they can assess in gain competitive benefits. Resource and Talent
planning refers to a function that includes coordination from the recruitment team as well as
business in different aspects such as networking and selecting of hiring channel, analysis of
required resources etc. It ensures that company is able to determine as well as attract key people
with capability to develop the competitive advantage (Armstrong and Taylor, 2014). These both
are the necessary factors which are important for success of company. This present report is
based on Argos which is a British Catalogue Retailer that operating its business in Ireland and
United Kingdom. Under this mention report will be discuss about current labour market trends
that can influence the workforce planning and talent management. Various recruitment and
selection methods for better talent resourcing as well as planning will be mention here in detailed
manner.
TASK 1
P1 Current labour market trends that influence talent management and workforce planning
Talent refers to an individual that are of the specific value to company either in regards to
their high potential for future purpose. Talent management defined as skills to attract the highly
skilled, profitable etc. to develop as well as retain the current employees in order to meet the
current and also future business objectives.
Current labour market trends and their influence on talent management and workforce
planning is mentioned below:
Technology change- Technology is a main factor that help in enhancing the productivity
as well effectiveness of business (Cascio and Boudreau, 2016). The technological change permit
to producing same amount of products with minimum input quantity, capital etc. In context to
the workforce planning, Argos company can adopt the modern technologies to search the
candidates and also hire them for the vacant position. Technology develops the positive impact
on workforce planning. In context to talent management, cloud based technology, social media
have taken recruiting and HR desk from paper based activities and also turn it faster.
Globalisation- It is a process through which the business and some of the other firms
develop their international influence to operating business at international scale. The
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globalisation contributes to enhance integration of the labour markets and also closing gap
among employees in advanced as well as developing economies. The globalisation trend
develops its impact on the workforce planning because it permits to the staff members or labours
to work under HR legislation in various other countries.
Urbanisation- It is an enhance in number of people which living in cities and towns.
Under this, people are shifted from the rural area to urban and it result in growth of urban
population. In context to workforce planning, this trend helps in provide the better job
opportunities to people and provide talent to Argos firm (Elegbe, 2016). On the other hand, it
will help in promote employment rate and national income rate.
Political uncertainty- This trend develops its negative impact on talent and workforce
planning because the politics of every country is different from the each other. Political
uncertainty develops its effect on the workforce planning because if the government will make
change in its policies then the recruitment and selection process of Argos firm will also be
impacted. It will have to make change in its existing process as well as policies.
It has been evaluated from the above discussion that change in technology, globalisation,
political uncertainty and urbanisation are the current market trends which develop their impact
on workforce planning as well as talent management. These all develop mainly the negative
impact due to the rapid change. On the other hand, these all affects the working situations or
conditions of company as well.
P2 Various types of legal requirements an organisation must take into account when workforce
planning
Workforce planning refers to continuous process that is mainly used to align priorities
and requirements of company with those of workforce to assure that it can be meet with
regulatory, production needs, legislative and also organisation aims. It is a strategy that is used
through employer of Argos in order to anticipate the needs of labour and deploy workers in an
effective manner. Under this, there are some workforce planning mention below as above:
Employment policy and dismissal- Under this, at the time of joining of new employees,
company form a contract and on this all legal requirements or the working conditions are
mentioned. So, it is necessary for employees to follow all regulations while working.
Reward system- In this, Argos firm set some proper structure to provide the minimum
wage to its employees as rewards. The wage will be fixed for them so that they can be motivated.
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There are different kinds of legal requirements in workforce planning mention below:
Equality Act 2010- This act protect the people from any kind of discrimination at
workplace and society. It replaced the past anti- discrimination laws with single act by making it
easier to understand as well as strengthening the protection is some condition (Latukha, 2015).
Equality Act 2010 is helpful in enhancement of recruitment process which enable Argos firm to
hire candidates as per the norms and standards given by government. At workplace,
discrimination can be on the basis of age, gender, race, sexual orientation, maternity etc. with the
help of this act, people can be protected from all these kind of discrimination.
Good HRM- Human resource management is practice of hiring, deploying and managing
the staff members of company. It is necessary for human resource in Argos to adopt the better
HRM. Some good HRM mention below:
Equality policy- Under this, HR should develop the equality related policy and also treat
it’s all staff members equally on the basis of their colour, age, gender etc. It will help in enhance
the reputation of firm as well as workforce planning. In Workforce planning, importance of this
policy can be ascertain in the form that it helps in reduction of employee turnover.
Complaints procedures- At workplace, there should be a procedure about complaint. It
can be related to anything like working environment, poor behaviour of manager or peer groups,
role related etc. So, for this proper complaint procedure is required and management need to take
some appropriate actions to resolve complaints of employees (Mensah, 2015). If procedures are
properly followed, then organisation able to redress all the issues early as when they arise.
TASK 2
P3 Current labour market trends and legal requirements determine current and anticipated skills
requirements for a range of organisational examples
Labour market trends and anticipated skills
Labour
market
trends
Trend analysis Legal
requirements
Anticipated
skills
Examples
Globalisatio
n
 Continuously
increasing
role of
 Visa
and
passpor
 Decision
making
 Effectiv
Increment in
new talent from
SME
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developing
and developed
countries.
 Making
increment in
role of small
and medium
enterprises
t is the
major
require
ment
 Transpa
rent
system
for
diffusio
n of
innovati
ons
e
commun
ication
Technology
change
 Artificial
intelligence
 Technological
advancement
 Digitalisation
 Label
for the
product
s
 Propert
y
related
laws
 Knowle
dge of
latest
technolo
gy
 Creative
mind
Use of robots in
most of the
fields such as
hospitality
industry
Urbanisatio
n
 Increment in
the number of
people who
are shifting
from village
to cities
 Increasing job
opportunities
in urban area
Local identity
card
 Good
academi
c skills
 problem
solving
skills
Now in cities
most of the
doctors are from
villages as they
are capable and
hard working
Political
uncertainty
 Involvement
of political
Follow the
legislations that
Good
knowledge of
Government
frequently
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parties in the
economic
decisions is
increasing
 New policies
are
implemented
frequently for
the betterment
of the country
are imposed by
the legal
parties.
political factors. changes policies
and laws that
are required to
be followed by
citizens.
Globalisation is helpful in enhancing the business at the large scale. On the basis of above
discussion, it has been interpreted that the trend analysis of globalisation is to continuously
enhancing role of the developed as well as developing countries. It is helpful for the small
business firms to expand their business at large scale. For conducting business in another
country, there will be need to VISA and Passport. Communication and Decision making skills
are helpful in communicate with the international clients.
TASK 3
P4 Job description and person specification documents for effective recruitment and selection
Job Description- It refers to an internal document that states clearly about the job needs,
responsibilities, skills and duties needed to perform particular role. It is written or general
statement of job that is based on findings of job analysis (Meyers and Van Woerkom, 2014).
JOB DESCRIPTION
Company Argos Limited
Department Design lead
Job profile Designer
Job location London, United kingdom
Job summary Argos Ltd. Looking for a passionate and talented Designer that can join
innovative as well as fast paced Digital team. Company is seeking for the
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experienced Designer that should be confident and also deal with any kind of
challenge.
Responsibilities  The responsibility to own development & production of creative
design as well as digital activity.
 Develop guidelines, practices and also some other processes which
needs to support creative development transition into business.
 Research and support use of the new technologies when executing
design strategy of Argos across digital and multi- channel platform.
 Collaboration with Brand team to develop concepts and also use
Digital approach.
 Merchandising and Trading Team, technical delivery teams and
Category Marketing Team to understand technical and resource.
 Assist with Workflow Manager for manage workload of design team,
assuring all work is created according to the brief and needed usability,
technical standards and accessibility.
 Focus on digital marketing to increase development of brand.
 Provide support to coding and creative specialist and advice upon
project development.
From the above mention table , it has been analysis that job prescription proves the all
information regarding the specific job. It consists the job profile, department, summary of job,
roles and responsibilities etc. It helps in inform the candidates about requirement of specific
vacant position.
Person specification- It refers to description of skills, knowledge, qualification,
experience etc. which an individual should possess to perform job duties. It is derived from job
description and also forms main foundation for recruitment process (Mupepi, 2017).
PERSON SPECIFICATION
Name: ABC
Address: Red Chilli Road, 30 Avenue, Baker Street, London (United Kingdom)
Contact number: 20 4112 5544
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Job Experience: Five years of Job Experience in Waitrose firm as a Designer. Looking for
work with Argos firm to gain better knowledge and also give many opportunities for future.
Ability to deal with all kinds of stakeholders.
Specialization:
 Graphic Design degree
 Fluent in Adobe Creative suite such as InDesign, Photoshop and Illustrator
 Understanding about UI and UX principles and also of responsible email design and
website.
 Conversant with Microsoft Office software.
 Knowledge of ESP’s and CMS
 Experience of the collaborative working of different content & design disciplines
consisting Technical Team Ux and Product Managers.
Skills:
 Strong attention.
 Communication and negotiation skill.
 Leadership skill.
 Direct & challenging approach and Confident.
 Organisational skills and Strong planning
 Confident and Influential in taking effective decisions by using metrics for support
 Passion and charismatic
Qualification:
 Certificate of smart working and digital designing with Adobe Creative Suite Sketch as
well as front end code skills.
 Foundation degree in graphic design and design based subject.
 Diploma in HTML and other web design applications.
Declaration: Hereby, I declare that all information provided by me is true as well as better of
my knowledge.
Date: XXX
Place: XXX
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It has been analysed from the above table that job specification give detailed of a
candidate that is applying for job. The details consist skills, knowledge, qualification, job
experience etc. From these information, company can know about the capabilities as well as
abilities in order to perform the job in a better manner.
P5 Various recruitment and selection methods for effective talent resourcing and planning
Recruitment- It refers to process of searching and hiring best qualified candidate for
opening job in cost effective manner. It is a necessary part of creating as well as maintaining
effective team. Recruitment process consists inviting applicants, attracting candidates, screening
and also selecting the applications to company (Mohan, Muthaly and Annakis, 2015).
Recruitment methods
Internal source- It refers to hiring staff members internally with in firm. Under this,
applicants are seeking for various positions which are vacant with similar firm. It is one of
easiest way of choosing the resources ad their work or performance is already known.
Advantages of Internal source
 It is cost effective and time saving method.
 It is helpful in motivate staff to work hard and also enhance work relationship.
 Developing loyalty in employees towards company.
 There is no need to provide training because employees are already aware about their
responsibilities in better manner.
Disadvantages of Internal source
 This internal method restricts from new hiring or provide chance to new talent.
 Employees which will not be promoted then they will be demotivated (Naim and Lenka,
2017).
 Scope is limited because all vacant positions cannot properly fill.
External source- It is explained as hiring the candidates outside company. This method
is related with generating poll of the qualified candidates by external employment sources. The
external candidates bring the fresh thoughts and innovation to firm.
Advantages of External source
 This method is helpful in motivate job seekers.
 It is impartial or unbiased method.
 Through this method, branding of company enhances.
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 By hiring new talent, there will be chance of facing better competition.
Disadvantages of External source
 Under this method, more cost and time is involved.
 The external candidates need more benefits and remuneration.
 Need to provide training to new candidates.
 Chance of arise the internal conflict with existing staff members.
Selection- It is a procedure of selecting suitable person for vacant job position in
company on the basis of knowledge and competencies (Nijs and et. al., 2014).
Selection methods
Interview- Under this, interviewer asks some questions from interviewee to know about
opinion and view point. This method is a way to exchange among interviewee and interviewer
according to suitability of interviewee. The interview can of different kinds such as face- to-
face, telephonic etc. Through interview, interviewer can know about opinions and viewpoints of
candidates.
Advantages of Interview.
 This method is time saving and costly.
 Interview enhances knowledge of interviewer and interviewer. It assesses in determining the knowledge and skill of an interviewee.
Disadvantages of Interview
 This method is impractical with the large number of candidates.
 Complex to summarize responses (Noe and et. al., 2017).
Aptitude tests- It is designed to identify ability of an individual in specific area of
knowledge. This test shows intelligence, verbal ability, mechanical ability etc. of an interviewee.
Advantages of Aptitude tests
 It is an economical method of selection. Through this method, various applicant’s areas can be compared.
Disadvantages of Aptitude tests
 This method cannot calculate appropriate intelligence way.
 It is not focus on artistic ability.
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TASK 4
P6 Stages of the HR life-cycle applied to specific HR contexts.
It is a main concept in human resource that explains stages of employees’ time with
specific firm. It is a process that is based on the HR activities. Some stages of HR life cycle
mention below:
Recruitment- It is a process of hiring right person at right place. Decision of hiring plays
a necessary role in productivity and turner of business. To success in this phase, there is a need to
HR department to develop strategic staffing plan that consisting understanding of positions
which are require to be filled. HR department of Argos should develop interviewing protocol that
involve written tests and focus on the active listening (Sparrow, Hird and Cooper, 2015).
Education- Start process of education from moment staff begin in new position. It is
necessary that employees should know about their role in firm and also their responsibilities. At
this stage, it is essential for HR in Argos firm to communicate values and culture of firm. On the
other hand, HR should provide training to new employers until they understand their job
responsibility and duties in proper manner.
Motivation- It is a reason for actions, goals and willingness of people. Under this,
turnover of firm is high in 90 days because of lack of motivation. The leaders whose focus on
developing bonds with staff in first 90 days sustain employees. It is necessary that In Argos,
should focus on motivate the new hires through keep them engaged.
Evaluation- Under this stage, there is a need to HR manager of Argos to measures as
well as evaluate performance of staff members. Review provides the employees and leads
particular metrics and also assess in identify that candidate is fir for job or not. In addition to this,
HR should focus on conduct the performance conversations which are based on facts not feelings
(Taylor, Doherty and McGraw, 2015).
Celebration- It is a last stage in HR life cycle and it provides an opportunity to
reenergize employees and also appreciate them. Company can show appreciation to employees
by providing them better advantages such as flexible working schedule, additional pay time, gift
cards etc.
The End of the Cycle
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All the cycles should come to end consisting HR life cycle. Most of the times, it ends
with retirement, leaving more pay, tend to family responsibilities etc. The most necessary part of
employee life cycle is to invest time to do the right termination.
There has been discussed about the different stages of HR life cycle. In this, different
activities related to the HR included. It is helpful in provide the proper guidance to HR manager
to recruit, educate, motivate, evaluate and celebration of candidates. On the other hand, HR life
cycle identifies various stages and in this HR plays a necessary role in optimizing the progress in
an effective manner.
P7 Stages of the HR life-cycle are integrated within organisational HR strategy
Under this, there are some stages of HR life cycle mention below which are integrated
with the HR strategy of firm:
Business needs- It is a first stage and there is a need to HR and business of Argos to go
through employee opinion surveys, turnaround times benchmarking survey, customer
satisfaction surveys, economic survey and many others.
Job competencies- It is related with the job abilities, knowledge and skills of staff
members with business plan or strategic goals. Under this, it is necessary for the HR manager to
Argos firm to develop as well as execute a better competency model that is related with the
business plan as well as strategic aim (Waheed and Zaim, 2015).
The hiring process- In this, hiring process is based on the competency and industry
validated hiring for different positions such as technical, management, administrative etc.
Learning and development- The HR department of Argos to conduct Learning and
development programmes which help staff members to address critical business areas of
operations. These mainly consists Development Resource Advisor, Talent Management system,
Multi-Rater system, Performance Management etc.
Performance assessment- In this stage, there is a need to analyse performance with the
help of learning and development. The manager need to give task to employees and then check
their performance.
Continued learning and training- Continuous learning and development is a main
reason behind success of business. It is helpful for staff of Argos to start up-to-date about latest
industry trends, best practices and emerging technologies (Armstrong and Taylor, 2014).
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Total rewards- The rewards are effective way to enhance motivation of employees. In
context to total rewards, Argos firm can stay competitive in regards to job salaries, non- financial
rewards, compensation etc.
It has been evaluated that Stages of the HR life-cycle are related with the HR strategy of
company. It is a responsibility of HR manager to develop some of the effective strategy which
can meet with the HR life cycle. Argos company develop the strategy on the basis of HR life
cycle. It will help in hire the right candidate and enhanced productivity level of business.
CONCLUSION
It has been concluded from above mention report that talent and resource planning both
are necessary in attracting the talent employees towards firm. Organisation uses the various kinds
of legal needs which are required to be included at the time of workforce planning. In order to
recruit and select capable candidates, Argos uses the different methods such as internal and
external, resourcing etc. For support the strategic talent management, HR department applied the
HR life cycle in an effective manner.
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REFERENCES
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