Resource and Talent Planning in Organisations

This document discusses the current labour market trends and legal requirements that influence talent management and workforce planning in organisations. It also explores the skills requirements for effective recruitment and selection. Examples of job description and person specification documents are provided.

Unit 19 Resource and
Talent Planning

Table of Contents
Table of Contents.............................................................................................................................1
INTRODUCTION...........................................................................................................................2
Task 1...............................................................................................................................................2
P1 Analyse current labour market trends that influence talent management and workforce
planning.......................................................................................................................................2
P2 Explain the different types of legal requirements an organisation must take into account
when workforce planning............................................................................................................4
Task 2...............................................................................................................................................5
P3 Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples......................................5
Task 3...............................................................................................................................................6
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection..............................................................................................6
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning.......................................................................................................................................9
Task 4.............................................................................................................................................10
P6 Evaluate the stages of the HR lifecycle applied to specific HR contexts.............................10
P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy.
...................................................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCE................................................................................................................................13
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INTRODUCTION
Resources are the main needs of organisation which is required to perform all activities and
increasing the productivity and profitability. It is a challenge for company and management to
organise their capital and resources effectively so a business can be run and grow continuously.
If there is lack of key resources then become difficult to establish and expand the business
(Meyers and et. al., 2020). The collection of people and team are considered as workforces who
make planning, directing and controlling the activities so, business can be perform effectively.
To understand about this Tesco has been taken that is British multinational groceries and
merchandise retailer company operating business by providing different types of products and
services effectively. This report cover current and labour market trend that influences workforce
planning, current and anticipated skills, how document and process contribute in recruitment
process and management of human resource life cycle.
Task 1
P1 Analyse current labour market trends that influence talent management and workforce
planning.
HR Strategy – HR Strategy is the destination for long term plan that are formulated by
HR Manager to perform all activities and attain the business goals. Manager is playing a vital
role in organisation who analysis needs of their employees, working in organisation and satisfy
them by providing all facilities to them. A manager is a person who is running all activities by
identifying, planning, organising, directing and controlling the action in relation to a business. In
Tesco, HR strategy is formulated by HR manager who analysis all department and recruit people
to work according so selling activities can be increases (Ogbu Edeh and Mlanga, 2019).
Talent and talent management – Talent is natural aptitude and skills which should have
in a person in order to run business and solving all problems which arises in all actions. Talent
shows how to deal with situations and increase the production. Talent management is a
methodology that involves strategic process, organised, on boarding and growing activities that
helps to run a business and increase profitability. In Tesco organisation, HR manager and
employees are using talent management process in order to increase their skills and resources
that helps to manage all activities and increase organisational profitability (ooss, McDonnell and
Burbach, 2019).
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Workforce planning – This means collection of people and manager who are using their
skills and talent in order to attain the business goals. This is the process which are align to the
needs of organisation for the purpose of meeting with legislations and organisational objectives.
in Tesco, number of people are working collecting by making plans organise an directing the
employees to perform all task and maintain the organisational profitability (ashyap, 2020).
The HR strategy is linked with business strategy with the help of HR manager who build a
build good and competitive organisation by aligning team, members and employees. The
manager of Tesco organisation are focusing on each activities and connect with business strategy
so all task can be complete in time.
Labour market influences HR process that are as defined:
Changing demography of labour market – Labour market is changing in demographic
trend that is shaping the composition of labour supply. In UK, there is a link between population
ageing and decline which affects labour market in different ways. In Tesco, manager are
providing job opportunities according to their qualification and skill.
Changing in economic – The economical condition of UK is stable where number of
labours are working at fixed rate. In Tesco, it influences HR process such as focused on
restructuring, downsizing, consolidation rebalancing the workforce of HR into smaller, more
centralized groups, budget-cutting, and trying to prepare for the economic recovery. Such
organisation is hiring employees by cut their pay off that increases business performance
(hikweni, Schurink and van Wyk, 2019).
Political composition – This is another aspect of labour market that influences HR
process as in UK, political system is fluctuate and rigid political system which have formulated
some legislation for labour that required to follow while running a business. So this can influence
negatively HR Process to recruit employees and not following fair legislation then employees
make decision to leave that become difficult for Tesco to recruit more employees ) (Maillard and
Dutra, 2019).
Trend analysis and analysis of labour demand and supply forecasting
As labours are working at different places in order to fill their needs and wants so they
feel good and meet with objectives effectively. An organisation is needs to analysis current
labour demand and supply forecasting so all needs can be fulfil in certain period of time. The
analysis of current labour market trend are as defined:
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Ageing Population – In this, managers of organisation should focuses on age of labour
as they should not be less than 18 years. A person should be able to work and have capabilities to
perform all actions so they can work accordingly.
More opportunities, few skills – This means all people and labour have right to get
opportunities if they wants to work. So, manager should analysis and provide job opportunities to
employees who can work in organisation as per their knowledge and skills. This can help to meet
with goals (HATT and SHARMA, 2019)
P2 Explain the different types of legal requirements an organisation must take into account when
workforce planning.
For organisation employees are important who contribute in each activities which are
decided by management in order to attain the business goals and making profits. If employees
are not happy and satisfied then they cannot work effectively and make decisions to leave.
Therefore, it is important for management to follow all HR legislations and requirement that can
help in workforce planning. In Tesco, legislations are followed by management that are as
defined:
Data protection – This means employees who works in organisation wants to keep their
data secret and protection so they can work effectively and manage the work. Tesco’s HR
manager is following such regulation and protecting data of their workers that provide
satisfaction and increase the business activities (Marinakou and Giousmpasoglou, 2019).
Health and safety – This means workforce who are working in organisation should provide
good health and security to their employees so they feel secure and get ready to work. This
legislation is following in Tesco that give good pay and security to their employees. For instance,
if there is something happened at the time of working them organisation is responsible to provide
safety their family that make happy and job security.
Equality act – As all employees are equal where discrimination on the bases of sex, region,
age and colour are prohibited that increase the satisfaction level of employees. The employees of
chosen organisation are highly motivate as manager give equal opportunities to men and women
that helps to perform all activities and complete the target (Njeri, Ngui and Mathenge, 2019).
Legal requirement : In business organisation, there are some legal requirement which
should be followed by business firm at the time of working so work balance can be maintain
effectively. The legal requirement in context to workforce planning are as depicts:
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Ethical awareness – Employees and employee is required to have good knowledge about
ethical rules which can help to maintain the good relations and complete the task.
Increased competitive intensity – The manager of organisation should focus on their
activities and make efforts to increase the competition by providing better quality of products
and services. Tesco that is multinational supermarket should focus on their products and services
so it can get better competition with others.
Task 2
P3 Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples
In business organisation, workforce means collection and coordination of people who get ready
to work together in order to perform their roles and responsibilities that can help to increase the
organisational performance. Workers who are working are required different skills and
capabilities that can help to perform well. Anticipated and current skills are as defined:
Current skills – This means skills and abilities which are having in employees and they
are performing task by solving problems and completing target. Employees of Tesco are having
different skills that are explained:
Communication skills – This is important for workforce who are working in
organisation in order to share information so they can perform their assigned task in certain
period. Without communication skills employer never get what employees are facing and why
production is not increasing. In Tesco, employees are having good communication skill which
help to share the information and perform business activities so they can deliver best quality of
products and services.
Deliver a job well – The labour and employees who are working they should have skills
to deliver the well job by performing task. This can increase the motivational level of employees
which helps to improve the business profitability. If employees have these skills they focuses on
their activities that can helps to maintain the profitability (Morgeson, Brannick and Levine,
2019).
Anticipated skills – This means skills which are required in future activities to maintain
organisational activities. The manager should identify employees skills that can be use in future
period in order to deal with situation and complete the goals.
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Labour market information system – This refers as quality that is required in employees
and labour to complete the target and attaining goals. They should have knowledge how to
collect information uses it further so competitive advantages can be get effectively.
Coordination – In organisation all activities are monitor and controlled by management
who needs coordination so all employees can report and share the important information. In
Tesco, employees are required to have coordination between employer and employees which
help to increase the business activities.
Task 3
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.
Whenever organisation needed employees then it prepare some document by involving all
details and description to perform their role and responsibilities. This can help people to identify
the vacancy in which field which they wants that helps to increase the organisational
productivity.
Job analysis – This means a document which is prepared by management, are responsible
to analysis the vacant post and introducing people regarding particular role and required
capabilities is job analysis. In organisation there is need of employees at every department where
managers are required to fill the vacancy and maintain the good performance.
Job description – This is a document which states the required skills and talent in
organisation for the purpose of performing role and responsibilities effectively. This is uses to
aware the people regarding a vacant post and responsibilities. In Tesco, there is need of
customer care manager who can record all problems of customers and deliver them best quality
of products and services effectively. Therefore, a job description is prepared as:
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Company: TESCO
Job Role: Customer Service Executive
Department: Customer Service
Job type: Full Time
Location: England, United Kingdom
Job Specifications:
 Able to develop and create a dynamic team as they are skilled enough to complete the
organisational task and getting high level of team spirit.
 Addressing the issues or grievances of people and give them proper response so they
feel good.
 Able to ensuring all regulation and implementation of customer service strategies so
attracting and selling process can be confirm through customers.
Responsibilities:
 Able to understand what customer wants to say regarding product, payment, delivery
and cancellation process.
 To provide discount offer and ways to use them so they feel good.
 Respond to the queries and complaints of customers in proper way.
 To monitor and controlling each activities that can satisfy the customers.
 Focusing on needs and wants of customers by interacting with them.
The candidates who are interested in this profile can share their Cvs or resumes at
[e-mail].
Thanks and Regards
Senior Human Resource Manager (TESCO)
England, United Kingdom
+00441161
Person Specification – This is a document which states the skills and qualification of
person that should have in or must to perform the job duties. A person specification for the post
of Customer care manager are defined below:
PERSON SPECIFICATIONS
Job Title: Customer Service Executive
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Department: Customer Service
Responsible To: Managing Customer Queries
Attributes Essentials Desirable
Core Competencies A person should be able to
have good communication
and coordination with
customers and employees so
their problems can be
resolved.
To maintain interpersonal
relationship and handling of
queries by understanding properly
either phone and physically.
Experience The person who is going to
recruit must experience in
handling the calls and
problems.
The person should have and
experience to provide
satisfaction to customers who
have queries regarding
products and its process.
At least 1 year experience in
customer care department and
having good track records.
Ensuring multiple problem can be
solve at one time.
Knowledge Diploma or Post-graduation
degree in area of customer
service management is
mandatory.
Should be graduate in
management field so all activities
can perform effectively.
Role requirement  Ensure all customers
are managed and
handled properly.
 To provide direction
and guidance to
 Distribution of products
and services on time.
 Solving problems instantly
and don’t misbehave with
them.
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customers.
 Keep information
about customers and
their preference.
 To arrange meeting with
superiors.
Job Description
Job Details
Post : Marketing manager
Company : Tesco
Job Purpose
The person should be able to attracts the customers by offering the products and services by
understanding demand that helps to increase the organisational capabilities. The person should
be responsible to increase the market share and brand image.
Roles & Responsibilities
 The marketing manager is responsible to attracts the customers by providing
information and uses that increases sales.
 Initiating different programs and trainings in order to increase employee engagement
and motivation.
Person Specification
 Post: Marketing Manager
 Department: Marketing department
(A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
 Qualification &
Experience
Diploma or Post-graduation in
management field from any
Good knowledge about
marketing.
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college.
At least 4 year experience in
marketing.
 Skills or knowledge Marketing, communication
and coordination skills.
Able to understand customer’s
needs and deliver better quality
of services.
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning.
Recruitment and selection are HR process which are performing by HR manager in order
to recruit and select the right employees for right place. For this, firstly vacancy identification is
done by management in all department and share with Human resources manager so it can
recruit employees as per requirement. Many department are working in organisation who needs
to perform well and increase the business profitability. In Tesco, managers are using recruitment
and selection methods that are as defined:
Recruitment – This is the process of attracting number of employees by providing detail
regarding a vacancy and responsibilities. In this, HR manager is playing a vital role who analysis
the needs of employees and collect the number of people for the purpose of recruiting one. This
involves internal and external methods that are as explained:
Internal method: The meaning of internal recruitment method is when manager seek to
fill the empty position within the organisation. In other words, when existing employees are
available for filling the higher post (Hsieh, Chen and Liu, 2019).
Promotion – The means of transfer is when employees are recruited internally for
promotion as they work well and helps to increase the organisational performance. In Tesco,
manager have option to promote their employees that can help to perform the task effectively. As
they are already known from business organisation and its environment so they can work easily
and increase the performance.
Transfer – This method is uses by management to get the responsible person for other
store and organisation so they can manage activities and organisational performance effectively.
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The manager of Tesco, transfer their employees at other tesco store so they can man age and
control the activities and increase the organisational capabilities.
External method: This is the another way which is uses by managers to bring the new and
best talent in their organisation by selecting best employees. This is uses by Tesco, when it is
required fresh talent for the purpose of increasing performance.
Job Boards – This is uses by organisation while selecting the best one employees who
get ready to work and show their talent in order to accomplish the business goals. Tesco
organisation, uses job boards for selecting best employees by posting client’s opening on the job
boards (Hsieh, Chen and Liu, 2019).
Social media – This is another way which uses by organisation for selecting the
employees by using social media that uses to provide the information regarding vacancy. Tesco
uses face book, websites, print media etc. that helps to increase the organisational performance
(Navidad, 2019).
Selection: This is a method which is uses by Human resources department by selecting the
best person out of many candidates which helps to make the right business decision by getting
work done. In Tesco, management are using selection method by selecting best person which
helps to getting the work done at the right time effectively. This involves various methods:
Interview – In this methods, manager conduct the interview round that can help to select
the best employees and getting the work done.
Written test – By taking written test Human resource manager of Tesco organisation
select the employees by identifying their skills and qualification.
Planning – This is another method which can be use to select the right employees by
making plan and activities.
Advantages Disadvantages
 This can help to select the right
employees by using right methods
which increases performance.
 With the help of this all working can be
done in right time.
 This is negative approach in which
some candidates are rejected.
 This is time taken approach which take
time to select the person.
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Task 4
P6 Evaluate the stages of the HR lifecycle applied to specific HR contexts.
HR Lifecycle is a concept in human resource management that states the stages of
employee’s time in organisation by defining role and responsibilities. This uses to recruit
employees and providing them proper assistance so they can work effectively and increase the
business performance. In Tesco, managers are using different HR life cycle that are as described:
Attraction – The first step of HR life cycle is uses to recruit the great employees and
team by providing detail on job board that helps to attracts number of employees and provide
them right information regarding roles and responsibilities. For example, Tesco is performing
first stage by attracting number of applicant for the purpose of finance manager in such
organisation who can keep information helps to make profits (Daghfous and Belkhodja, 2019).
Recruitment and selection – This stage is related to recruitment and selection of right
employees which helps to perform the activities and increase the performance. In this stage,
manager of Tesco take interview rounds by selecting some candidates by analysing their skills
and abilities to perform the business activities. This helps to increase the working capabilities of
employees and organisation as they are skilled and capable to perform role.
On boarding – This stages is related to introducing new employees in organisation in
order to learn new duties, maintaining good relationship with other employees. When Tesco has
selected new employees then managers are responsible to introduce environment and their
responsibilities that needs to perform. So all activities can be managed and complete the goals
(Suleman and Ogbette, 2019).
Development – In this stage, career opportunities and growth chances are provided by
management to employees so they can complete the task which are provided by management in
order to maintain a business activities and attaining goals. In this, manager of Tesco are
providing growth opportunities that can helps to increase the performance (Grobler, Grobler and
Mathafena, 2019).
Retention – These steps is related to retaining the employees as they works for long time
and complete the goals. As people who are working, skilled and experienced works correctly and
perfectly in organisation which helps to perform all actions. The manager of Tesco organisation
are providing different benefits and incentive for their well performance that helps to retain the
employees.
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Separation - This process is uses by employees as they wants to separate from the
organisation at they wants to switch their job and transferring other places. This step is uses by
Tesco company that employees to leave by facing the interview round (Wang, Yang and Zhang,
2019).
From the above it has been evaluated that HR life cycle is running good in chosen
organisation that helps to attracts the customers and employees by performing the activities and
increasing performance. This helps to increase the business performance in changing
environment and helps to attain the business.
P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy.
HR life cycle process such as attraction, recruitment, selection, on boarding, retention and
others are important for organisation as it helps to recruit the best employees for getting the work
complete and attain the business goals. This can help to increase the business performance as
they are highly skilled and talented who understand needs of organisation and perform their
action accordingly that helps to maintain the activities. Such strategies are integrated with
organisational HR Strategy such as increase in business profitability, placing the right employees
at right place and completing the organisation task so each activities can be performed in certain
period of time (Bafagih, 2019). For instance, the strategy of HR manager is to recruit right
person and complete the task with the help of all workers so HR life cycle is important for such
organisation where HR manager recruits and select employees, introduce in front of all,
providing them training and get completing on goals which increases business performance.
HR strategies are uses by organisation for the purpose of determining how HR life cycle
process runs and assist how goals can be achieved. This helps to tale the competitive advantages
as employees get ready to work by accepting challenges and perform their functions efficiently
so each task can be complete on right time (Mohammed, Baig and Gururajan, 2019).
CONCLUSION
From the above report it can be concluded that resources planning refers as capital and
human resources which are uses by HR manager in order to complete the task and attain the
business goals. Current and labour market are following important requirement as ethics
awareness, ageing population etc. that complete the task. Different legislation in relation to a
workplace are followed by managers that motivates employees, Job description and person
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specification are prepared for filling the vacant post. HR life cycle involves different states that
uses to recruit and select the right employees in certain time period.
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