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Unit 19 Resource and Talent Planning

   

Added on  2021-02-20

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Professional Development
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UNIT 19RESOURCE AND TALENT PLANNING
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Table of ContentsINTRODUCTION...........................................................................................................................3PART 1............................................................................................................................................3Organization overview and types of labour requirements......................................................3Analysing current labour market trends with the factors influencing them...........................4Legislations which are to be considered while workforce planning......................................4Analysing anticipated and current skills requirements with their direct influence to theorganization ...........................................................................................................................5Comparison with similar size organizations...........................................................................6Recommendations and Conclusions.......................................................................................6PART 2............................................................................................................................................7Flowchart of recruitment and selection process.....................................................................7Job analysis.............................................................................................................................7Job description for different jobs............................................................................................8Person specification for each job............................................................................................9Methods of recruitment and selection..................................................................................10Recommendations for improving processes and documents................................................11PART 3..........................................................................................................................................11Different stages of HR life-cycle..........................................................................................11Stages of HR cycle integrated with HR strategy..................................................................12CONCLUSION..............................................................................................................................13REFERENCES..............................................................................................................................14
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INTRODUCTIONResources and talent planning is significant function as it involves coordination with recruitmentteam and with company in many aspects, which are analysis on forecast for required resources,delivery of resources on time, maintain the talent pool in the company for future recruitment,following proper selection and networking channel for hiring .The chosen firm for this report is ASDA which deals in retailing industry. The company wasfounded in 1949 and headquarters of the company are situated in Asda house, south Bank Leeds,West Yorkshire, England. The company offers financial services, mobile phone with EEnetworks, etc. In this report the study will discuss current labour market trends that influencetalent management and workforce planning. The discussion will be based on the legal requirements that company should fulfil while workforce planning. Further the report will determine skill requirement in current labour market.Further the study will discuss the appropriate documents and process for effective recruitmentand selection in firm. Lastly the study will discuss HR life-cycle within context of HR strategy. Organization overview and types of labour requirementsAsda is a British supermarket retailer which is headquartered in West Yorkshire. It was thesecond largest supermarket chain in the year 2003 to 2014. Revenue of the company in the year2016 was £21,666 million, and the number of employees working in the company is 165,000. Itis a huge organization which requires different types of labours in order to carry out itsoperations that includes skilled labours and semi-skilled labours, mental and physical labour.Skilled labour are those individuals who have special knowledge and training with the efficiencyto perform the work, In Asda several skilled workers like engineers are required for managing itsmachinery. Unskilled workers refer to that labour in which there is no requirement of specialknowledge and skills, Asda requires this labour mainly for transporting, lodging and fulfilling allthe activities which requires physical energy rather than any special skill. On other hand there isanother labour category known as semi-skilled labour. Under this those employees comes whohave knowledge but moderate and also have laborious work skill. ASDA use such kind ofemployees for both office and physical tasks.
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Physical labour are those workers who have more physical strength that makes the skill moreimportant in order to complete tasks including physical activities, Asda requires physical labourfor completing its all the tasks related to pulling, luggage transporting, material handling etc.Whereas mental labour refers to the workers who have more mental knowledge than physicalstrength, these are required by Asda in order to carry out its operations by managing all the tasksby their knowledge rather than their physical ability.Analysing current labour market trends with the factors influencing themCurrent labour market trends refer to the changes in environment of availability of labour at aspecific region. The trends which can affect Asda are discussed as follows:Pulling young talents from outside the countryIt is the latest trend which is being influencing the companies to bring talents from othercountries due to lacking of young talents within the country. In current time period ASDA is notfocusing much on this point and is recruiting employees from within nation. Recruitment ofemployees outside nation assist firm in innovating its operations at fast rate. Thus, by changingrecruitment approach innovation can be promoted at workplace. Requirement of more skillsWith passage time more and more retailers are focusing on recruiting employees in workforcethat have more number of skills. ASDA is also following same approach and under this it isselecting candidates from multiple areas in its workforce that have diversified knowledge. This isthe reason because of which ASDA is able to fight with its competitors. It is offering product atlow price relative to competitors and it is main reason behind its growth in market. It is pool oftalented skill which assist firm is remaining ahead of its competitors.Checking employee’s backgroundASDA makes an effort to ensure that candidate it recruit have neat and clean background. In thisregard it do preliminary investigation. However, this is done only to fill top positions atworkplace. It is essential for ASDA to check the background of the employees who are to berecruited before the process of selection. The data base of the candidates is also to be kept verysafely in order to prevent any leakage of data which may be used by the hackers for performingcriminal activities. High rate of unemployment has raised this issue of trapping unemployedpeople and asking for upfront money. In order to be safe, Asda must check the background of theemployees and keeping the data generated for recruitment and selection safe.
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