Talent Planning and Workforce Development in H&M: A Comprehensive Analysis

This report provides a comprehensive analysis of talent planning and workforce development in H&M. It covers major labor market trends, the role of government, employers, and trade unions, effective workforce planning principles, and the development of succession and career plans. The report also discusses employee retention strategies and good practices for managing dismissal, retirement, and redundancies.

Talent planning
1

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........................5
Q3. Description of the main principles regarding effective workforce planning and examples
of the tools using for this purpose..........................................................................................6
Q4. Develop basic succession and career development plans................................................8
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..................................................................................................................................9
Q6. Evaluate how to maximise employees retention...........................................................12
Strength and weaknesses of various approaches to retention of talent................................13
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..........................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
2

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:
Economic:
3

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
understanding of these aspects upon company positioning in order to conduct business operations
4

in effective manner. In terms with H&M mentioned below there are some certain strategies that
allow company to position themselves effectively in market segment:
Training and development:
Continuous and proper training allow organisations to enhance skills, capabilities and
performance efficiency of improve the employees (Olufemi Afegbua and Etim, 2020). It allows
organisation to ensure more competitive growth through which H&M can allow employees to
face any situation in effective manner.
Long term planning:
For multinational organisation like H&M it is essential to have a long-term planning as it
facilitate company to have continuous growth in order to influence consumers for long period of
time. For this it is essential for company manager to devise efficient policies as well as strategy
for maximum 3 years and undertake tools and techniques accordingly in order to assure more
competitive growth.
Gap Analysis:
There are number of factors in external or internal marketplace that create gaps and
restrict organisation to accomplish their objectives. It is essential for company to identify these
gaps in respective period of time and undertake use of strategies, plan and tools to fill the gap.
For this H&M by taking advantage of effective gap analysis can fill the gap between human
resource and other important aspect of business organisation.
Skill and competency programs:
With the assistance of different types of competencies as well as skills programs
company can significantly enhance performance capabilities of employees. Competencies and
skills programs allow H&M to enhance productivity skills and competencies of employees
through which they can perform their roles and responsibilities with more effectiveness.
Mapping out required KSAs:
It has been identified that competency map design play key essential role through which
company can develop certain competencies and skills within employees. It will allow company
to optimise training in order to offer efficient support to employees in order to enhance their
performance (Tamunomiebi and Worgu, 2020). With the help of this H&M can take use of
effective learning and tracking methods through which overall performance of organisation can
5

be effectively enhance. With the help of this aspect H&M can significantly maximise
efficiencies, skill and knowledge of employees.
By considering all the above mention strategies H&M can significantly position
themselves in market segment. All the above mentioned strategies will allow H&M to effectively
position themselves while assuring competitive advancements within retail industrial segment.
Q2. Role of government, employers and trade unions to ensure future skills
Trade unions, employers and government are crucial element and play major role in
developing policies to ensure future skills of employees:
Government:
Play most important role and provide assistance to employer in order to fulfil their
business needs in efficient manner. Different type of initiatives and policies has been enforced by
government such as skill development in order to enhance individual’s efficiency and skills
within country (Jackson-Buxton, 2020). In addition to this it has been identified that government
also provide flexibility such as free zone entities and organisation in order to maximize
workplace structure skills and knowledge.
Employer:
Employers play essential role that manages talented of employees in an effective manner.
It helps in succession planning and provides different type of internship to employees. With the
help of different type of programs like graduate programs, career revaluation etc employer
enhances efficiency and skill of employees. It has been identified that H&M with having
collaboration with employment entities and universities enhance talent and skills of employees.
Trade Union:
Trade union is strong structure that aid employees and reduced pressure on them. They
develop different policies and plans in order to secure right of employee. In context UAE it has
been identified that it is not necessary to have trade union. While it is talked about United
Kingdom in this country there is strict law to have trade unions in order to protect and provide
support to employees.
6

Q3. Description of the main principles regarding effective workforce planning and examples of
the tools using for this purpose
Workforce planning
Workforce planning is termed as a process of evaluating the existing workforce data and
future workforce need. By identifying present and future company can implement solution in
order to assist organisation to effectively accomplish its strategic plan, mission and goals (Wang
and Wei, 2020). With the help of proper workforce planning organisation can enhance
effectiveness of their workforce and can accomplish organisational objectives with more
effectiveness.
Principles of effective workforce planning
Principles are defined as certain standards which are essential and provide effective
direction to accomplish and operation objective in with proper workforce planning. It is essential
for HR of H&M to emphasize upon certain principles and arrange them in order to effectively
fulfil the gap between existing and standard. Mentioned below there are some certain principles
which is essential for company to editor in order to have effective workforce planning.
Involvement of all stakeholders in developing, communication and implementing strategic
workforce plan:
It is one of the most important principles in which it is essential for organisation to
involve all the stakeholders, employees, top management, and employee union in order to
effectively understand the need and benefits of certain policies and strategic workforce plan.
With the help of this H&M can have transparent and clear procedure and policies through which
effective workforce planning can be assured (Wiblen and McDonnell, 2020). It is essential for
H&M to involve all stakeholders and employees in developing and implementing future
workforce strategy and maintain effective communication with them.
Establish a communication strategy to create shared expectations, promote transparency,
and report progress
Communication play key essential role in every aspect. It is important for H&M to have
proper communication strategy in order to fulfil the needs and demands of the stakeholders and
interested parties and provide them proper information. It will help in having transparency that
automatically enhances organisational workforce planning effectiveness. With the help of the
company can implement workforce plan in easy and fast manner.
7

Determining critical skills and competencies needed to attain future results:
It is important for HR manager to determine critical skills as well as competencies the
essential to fulfil future requirements. It will further help in developing plans to provide proper
training and development courses to workforce. For this HR manager can take advantage of
different types of tools and techniques to determine critical skills which is essential to
accomplish organisational objectives.
Developing strategies to address gaps and human capital needs:
By identifying the gaps and need of critical skill HR manager can effectively implement
appropriate strategies in order to fill those gaps in effective period of time. It will not only
enhance organisational productivity and performance but also allow them to access more
competitive growth opportunities.
Monitoring and evaluating organisational progress towards human capital goals and its
contribution towards achieving main goals:
Proper monitoring and evaluating process not only allow company to maintain significant
balance but also allow them to determine issues that can hamper their objectives. In this it is
essential for H&M HR to take advantage of efficient monitoring and evaluating tools in order to
monitor human capital goals as to accomplish objectives of organisations with more
effectiveness.
Q4. Develop basic succession and career development plans
Succession development plan:
Succession planning is a process in which company engage in the process of evaluating
skills and competent employees for key role. Along with this it has been identified that in
succession development planning company identifies potential and efficient candidates for key
positioning in organisational workplace. With the help of this employees get replaced, promoted
and retired. With assistance of succession development planning H&M can make improvement
in productivity by replacing inefficient workers.
8

Educational/Challenging Management:
It has been identified that in order to develop plans as well as policies number of
challenges can be faced by managers and that can affect succession development planning
process in a number of ways.
Leadership development programmes:
It is one of the most important process in which leadership development program is
developed for leaders and managers in order to enhance their communication, thinking and
systematic ability (Hariyanto and Said, 2020). Along with it also enhance self awareness of
leaders and managers through which they can enhance or motivate employees productivity in
effective manner.
Assessment/ Testing for ability and competencies:
With the help of assessment and testing HR manager can effectively determined skills
and competencies required by improvisation for their help in providing proper training and
development courses to employees through which they can enhance their practical as well as
vertical knowledge in order to accomplish objectives of organisations in effective manner
Career development plans:
It is basically terms as personalized strategies that allow employees to enhance their
capabilities and efficiencies to perform objectives in effective manner. Career Development Plan
allows employees to accomplish their long-term and short-term goals. With the help of career
development practices organisation can enhance employees capability to perform task in
effective manner.
360 reviews:
It is one of the most important and effective feedback opportunity through which
employers can undertake feedback from employees in regular period of time. With the help of
this strong communication between employers and employees through which organisation can
accomplish their objectives with more effectiveness. It also helps in increasing performance and
productivity of organisational structure with more effectiveness.
9

Coaching and mentoring:
It is one of the most effective method in which organisation provides efficient coaching
and mentoring to employees in order to enhance their capability skills and talent to perform
objectives with more effectiveness.
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
Recruitment:
Recruitment is defined as a process that involves identifying new individual in workplace
structure of organisation. In this process activities related to identifying job vacancy, evaluating
the job requirements, reviewing of application, screening, short listing and selection of right
candidates is being done in order to strengthen organisational workforce structure.
Selection:
Selection is defined as an act to select and shortlist right candidate with necessary skills
and qualification in order to fill the vacancy within organisational workplace premises. It is one
of the most important processes in which picking and choosing right individual is being done for
the right job position within an organisation.
Legal requirements in relation to recruitment and selection
Selection and recruitment play most important role in HR lifecycle in which it is essential
for HR manager of H&M to have proper understanding of all the legal requirements associated
with selecting and recruiting. Mentioned below some certain form of legislation is defined:
Equality Act 2010:
It is one of the most important acts enforced by government of United Kingdom with an
aim to treat all individuals within workplace in equal manner. It is essential for H&M, HR to
properly understand this act and implement the same in order to ensure that within company
workplace structure there is no discrimination being done with employees on the basis of gender,
caste, colour, religion and other characteristics (Karunathilaka, 2020). Negligence of this will
lead company to face heavy legal penalties and legal consequences.
Data protection act 2018:
10

This act state that it is essential for organisation to properly secures personal information
of employees and do not share this to any other third party without the permission of employees.
This act secure safety and right of individuals and failure of this will lead company to face legal
challenges in the form of heavy penalties and other legal obligations.
Strength and weaknesses of two different methods of Recruitment and selection
Recruitment:
There are two types of recruitment process that involves internal as well as external
recruitment which is well being defined below in detail manner.
Internal:
In this HR manager engage in the process of identifying and recruiting candidates from
internal or existing human resource with an organisation with the help of tools like transfer,
promotion and more.
Promotion:
It is one of the most effective measures to fill vacant position within an organisation that
also enhances job satisfaction among employees. However there are some certain form of
weaknesses and strengths associated to this method.
Strengths
 Motivates the existing employees
 It is one the most time saving method
Weaknesses
 Demotivates other who not did not promoted
 Non consideration of new talent
External:
Within this HR manager recruit candidates from external sources such as talent agencies,
websites and more in order to have fresh talent with an organisation.
External agencies:
In this organisation hire employees with the help of external agencies those who attract
candidates on the behalf of organisation. This method however has certain strength and
weaknesses.
Strengths
 Attract fresh talent
11

 Candidates from different geographical locations and culture.
Weaknesses
 Takes more time in implementation and filling vacant job
 This method requires more cost that further affect company budget.
Selection:
Selection is one of the prominent methods that allow organisation to select efficient and
talented candidates with the help of personality and confident test, interview attitude test and
more.
Interview:
It is one of the most common method which is widely used by number of organisation in
which candidate get questioned on certain aspects according to their competencies and
knowledge. This method involves some strength and weaknesses.
Strength
 Easy to implement
 Tine and cost saving in nature
Weaknesses
 Not good to get detailed information
 Not help to assess focus over particular field
Aptitude test:
In this organisation conduct test to evaluate the certain level of personalities such as
reasoning, general information and subject information from candidates. This method is
having some weaknesses and strength which is been defined below.
Strengths
 Help to get detailed information
 Help to ascertain record of information
Weaknesses
 Time consuming in nature
 Costly as compared to interview
12

Q6. Evaluate how to maximise employees retention
Employee retention is defined as an ability through which an organisation can retain their
employees within organisational workplace for longer period of time with the help of different
tools techniques and practices. This will allow company to perform their business operations and
activities with skilled, talented and employees workforce that automatically enhance productivity
and efficiency employee retention of company (Okoro and Iheanachor, 2020). It is one of the
best strategy of talent management that allow organisation to enhance their competitive growth
within marketplace. Negligence of this may lead organisation to lose their experienced
employees which can also affect their brand image in market segment and have direct impact
upon company productivity performance and ability to earn profit. There are different type of
techniques through which H&M can retain employees for longer period of time.
Employee retention play most important role for multinational organisations like H&M.
Thus, in this company with the help of providing competitive salary and benefits can retain
employees for longer period of time. In addition to this by identifying employee’s issues and
solving them in time effective manner with the help of strong communication allow company to
retain employees in an effective manner. On boarding and orientation is also one of the best
strategy that allow company to have strong employer employee relationship through which
employee retention can be significantly boost. H&M can also take advantage of membership
programs, employee compensation, and additional perks such as occasional lunches, coffee
everyday or free snacks through which they can enhance loyalty of employees towards company.
In addition to this wellness offerings such as gym access and other physical wellness options
with proper communication and feedback also play main role through which company can retain
its employees for a longer period of time. Furthermore, proper training and development courses,
recognition and reward system, work life balance, annual performance review and fostering
teamwork play major role through which H&M can maximize employee retention.
Strength and weaknesses of various approaches to retention of talent
It is essential for H&M to device employee retention strategy according to the current
trends prevailing in market segment and match with market standards in order to provide best
practices salaries and benefits to employees in order to retain them for longer period of time.
STRENGTHS
13

By retaining employees for longer period of time allow H&M to reduce recruiting and
hiring cost that automatically allow company to save their unnecessary time and funds (Meyers,
2020). It also develop positive relationship with employers and employees that enhances
company revenue generation capability, profitability and brand image in market segment.
WEAKNESSES
It has been identified that retention of non performing employees can lead organisation to
reduce its productivity effectiveness.
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
Dismissal, retirement and redundancy are key essential aspects for a company. In terms
with dismissal it has been identified that there are different types of dismissal that are fair
dismissal, unfair dismissal, wrongful dismissal and constructive dismissal. It is essential for a
company like H&M to have proper understanding of different type of dismissal and implement
the same with an organisational processes as per according to the best practice and law.
Company must ensure that they provide information or valid reason by following Advisory,
Conciliation and Arbitration Service. If it is talked about redundancy it usually take place when
there is a need to make reduction in employee’s number. In this it is essential for organisation to
properly aware employees and informs that position or task is no longer required in business and
provides proper support to employees while giving them prior notice. H&M is also required to
support staff and plan for the future with the help of clear communication plan (Metcalfe,
Makarem and Afiouni, 2020). With the help of providing proper financial advices H&M can help
employees in redundancy. While in terms with Retirement Company is required to provide
proper retirement pay according to the government and company rules and regulation. With the
help of additional face-to-face meetings, counselling and helping employees to find work for
other company are some of the effective measures through which H&M can effectively manage
dismissal, retirement and dependencies with good lawful practice. It will help company to
enhance their brand image and goodwill in market segments.
14

CONCLUSION
As per the above engine report it has been concluded that employees are key essential
element for an organisation irrespective of its size and scope as they play a major role in revenue
generation process of company. Resourcing and talent planning play essential tool through
which organisation can effectively manage employees. It is essential for an organisation to
conduct business operations under lawful practices and abide all the legal legislations and
regulations enforced by government. In addition to this with the assistance of workforce planning
and taking advantage of efficient principles and tools company can enhance skills and
capabilities of employees. With the help of proper resourcing company can retain employees for
longer period of time and can further assure long term growth and sustainability in respective
industrial segment.
15

REFERENCES
Books and Journals
Lotfi, A., Hasani, A. and Esfahani, S.A., 2020. Performance assessment of talent management
system via using system dynamic approach and scenario planning (case study: Iran
Falat-Qhare Oil Company). International Journal of Productivity and Quality
Management, 29(1), pp.62-93.
Metcalfe, B.D., Makarem, Y. and Afiouni, F., 2020. Macro talent management theorizing:
transnational perspectives of the political economy of talent formation in the Arab
Middle East. The International Journal of Human Resource Management, pp.1-36.
Meyers, M.C., 2020. The neglected role of talent proactivity: Integrating proactive behavior into
talent-management theorizing. Human Resource Management Review, 30(2), p.100703.
Okoro, C. and Iheanachor, N., 2020. Talent Management and Succession Planning in Traditional
Igbo Businesses. In Indigenous African Enterprise. Emerald Publishing Limited.
Damer, L., 2020. Successful Talent Management Strategies Business Leaders Use to Improve
Succession Planning.
Karunathilaka, K.G.S., 2020. TALENT ACQUISITION AS A STRATEGIC TOOL OF
BUSINESS PERFORMANCE. PEOPLE: International Journal of Social
Sciences, 6(1).
16

Wang, H. and Wei, A.M., 2020. Talent Demand and Training Strategy of Oceangoing Cruise
Company Based on Customized Talent Development Model. Journal of Coastal
Research, 106(SI), pp.233-236.
Muriithi, N., 2020. The Effect of Talent Management on Strategic Employee Retention in the
Banking Industry in Kenya: A Case Study of Kenya Commercial Bank (Doctoral
dissertation, United States International University-Africa).
Wiradendi Wolor, C., 2020. Implementation talent management to improve organization’s
performance in Indonesia to fight industrial revolution 4.0. International Journal of
Scientific & Technology Research.
Wiblen, S. and McDonnell, A., 2020. Connecting ‘talent’meanings and multi-level context: A
discursive approach. The International Journal of Human Resource Management, 31(4),
pp.474-510.
Tamunomiebi, M.D. and Worgu, V.O., 2020. Talent Management and Organizational
Effectiveness. Journal of Contemporary Research in Social Sciences, 2(2), pp.35-45.
Olufemi, F.J., Afegbua, S.I. and Etim, E., 2020. Talent Management and Public Sector
Performance: An Assessment of Lagos State Ministry of Education, Nigeria. The
Journal of Social Sciences Research, 6(9), pp.845-855.
Ahonen, T., 2020. Creating an Inclusive Internal Talent Pool.
Tan, L. and Guan, Y., 2020, November. Talent Evaluation Model of College Students Based on
Big Data Technology. In International Conference on Machine Learning and Big Data
Analytics for IoT Security and Privacy (pp. 745-749). Springer, Cham.
Hariyanto, B. and Said, L.R., 2020. Evaluating Talent Management Practices in Indonesia State-
Own Enterprises: A Case of Adhi Karya Ltd. Systematic Reviews in Pharmacy, 11(3).
Jackson-Buxton, M.C., 2020. Talent Management and Competitive Advantage for Medium to
Large Manufacturers in North Carolina (Doctoral dissertation, Capella University).
Krishnan, C.G. and Krishnaprabha, S., 2020. A Study on Talent Acquisition Procedure in IT
Industry. International Journal of Research in Engineering, Science and
Management, 3(7), pp.167-170.
17