Job Description and Person Specification in Recruitment and Selection Process

This article provides an illustration of job description and person specification in the recruitment and selection process. It explains the importance of clearly defining job roles and the skills and qualifications required for each role. It also highlights the significance of matching the right candidate to the job through effective recruitment and selection methods.

Unit – 19
Resource
And
Talent
Planning

INTRODUCTION
The resource refers as tools, materials, land, etc., which are scarce and have to be utilised
effectively by an entrepreneur for sustaining in perfect competition market. The talent is ability and
speciality of a candidate for performing given task easily whether it may be difficult. The organisation
selected for this project is Sainsbury as being the second largest chain of supermarket in United
Kingdom (Chiang, Lemański and Birtch, 2017) (Colbourne, 2017). The Chief Executive Officer of
Sainsbury is Mike Coupe from 9th July, 2014 with 16% share of the supermarket sector. This project
determines current labour market trends that influence talent administration in workforce planning
with various types of legal requirements that business must focus in planning workforce. It further
develops an illustration for job description and person specification in recruitment and selection
methods and process. Additionally, it examines the various stages of HR Life-Cycle applied by
Human Resource Manager with its integration between through HR strategy within an organisation.
TASK 1
P1. Determine current labour market trends that influence talent administration in workforce planning
Talent:- This is defined as natural endowments of person within a field or activity through
their characteristics, features, aptitude, etc. It is the ability of performing certain action with high skill
and specialization to complete task effectively with eliminating errors. Managers of Sainsbury focus
on this as to avoid more time consumption for an activity which delay in completion of aim and
objectives. If a people is having talent then it can face the challenges in their organization and helps to
increase the activities by tak9ing the competitive benefits.
HR Strategy:- The Human Resource planning is a procedure to identify current and future
requirements while planning for an organisation to serve as a link between HRM and overall strategic
plan of an enterprise. Managers of Sainsbury implement this strategy to integrate an organisation
culture, employee co-ordination, engagement and involvement. This leads to achieve vision, mission,
objectives of an organization through satisfying its target market with qualitative finished goods and
services. This is important for Sainsbury to make strong HR strategy that can help to recruit the
skilled and talented people who perform all activities of organization and increase productivity
(Chavaha, Kuntonbutr and Jaturat, 2019).
Talent Management:- It is described as strategic source of planning by managers used to
improve business value by developing competitive advantages of business to sustain in perfect
competition market. Managers of Sainsbury mainly concentrate on talent acquisition and retention,
performance management, learning and motivation to encourage employees by accomplishing
individual and organisational goals (Brady, 2014).

Some of the current labour market trends which are explained as under that influence talent
management and workforce planning is mentioned below as:-
 Globalisation:- The globalisation is a procedure of interaction with people, companies and
government worldwide at diverse countries through international trade. It is the combination
of liberalisation and privatisation which develops interdependence of world economists,
cultural and residents through cross-border trade in goods, services, technologies, flow of
investment, etc. Managers of Sainsbury are positively affected with this talent management
and workforce planning in hiring employees who leads to improve efficiency. The company
recruit workers that are not from United Kingdom and are still ready to pay at low payment
which is beneficial in expensing less for minimum wages (Duff, 2017).
 Technological changes:- It is the ability of an organisation to adopt new technologies in
company which results in developing skills, knowledge and behaviour of people that leads to
achieve success efficiently. Managers of Sainsbury are favourably affected with talent
management and workforce planning as it focuses on implementing new machines, softwares,
automation, etc. This create opportunity to reduce labour cost by adopt technological sector
which improve efficiency and reduce errors that may cause delay in accomplishing their
vision and mission of company. As all knows that technology is changing which can be
challenge and solution for business to increase the business activitie sand maintain a brand
image in competitive business environment. In context to Sainsbury, managers are adopting
different technology such as online marketing that increases selling activity by attracting the
customers (Harris, 2014).
 Demographic:- This trend of talent management and workforce planning provide opportunity
for HR managers to retire the existing or old employees from the firm. It is the procedure to
recruit or hire new candidates with high skills in organisation who are capable to perform
their task perfectly. This leads to reduce mistakes and expense on training and development
with less paid salary that result in accomplishment of success efficiently.
The systematic approach link with talent resourcing and strategic HRM:- The link
between systematic approach of talent resourcing and strategic Human Resource Management is to
recognise the tactics for role and responsibility that impact on resources of human beings. This is very
vital for an organisation to enhance their spirited strategy through intrinsic strength for controlling
weakness and extrinsic opportunities to overcome threats.
P2. Describe various legal legislations that business must focus in planning workforce
Workforce Planning:- It is a continuous process in which human resource managers
identifies various requirements of workers to develop strategic decision for recruiting new talent. This
is most important for business to follow rules and regulations of employee legislations imposed by

government for recruiting candidates to contribute in development of business. Managers of
Sainsbury focus on workforce planning by analysing various legal requirements to encourage
employees to achieve individual and organisational goals (Lee and Chew-Ging, 2017). In other words,
these process of collecting number of employees in organization for the purpose of getting the work
done collectively and attain the business goals. Planning refers as uses of different function and
activities for running business and increasing production.
Trend Analysis:- This technique is used to forecast the future stock price movements by
analysing the current data. It is the widespread practice of collecting information and attempting to
spot a pattern. Managers of Sainsbury implement this trend analysis to forecast revenue and expense
line in future for budgeting and estimating result.
Analysing trend analysis in forecasting demand and supply:- The trend analysis for
forecasting demand and supply is essential for an organisation to improve its effectiveness. These
factors are mentioned below as:-
 Hiring candidate:- The main purpose of labour trend analysis is to hire a new candidate who
have the capability to perform its task with specialisation. Managers of Sainsbury are
beneficial as they recruit various individual who have the capacity to do their actively by
reducing much errors. This is important for management of chosen corporation identify the
vacancy and fill them by recruiting and selecting the best candidate who can perform the
activities and maintain effectiveness (Potts, 2015).
 Skills required:- The aim of organisation is to hire skilled persons that are highly specialised
and are acknowledge about their work for completing it within particular duration. Managers
of Sainsbury are advantageous as their new employees are highly motivated and encouraged
to accomplish their target efficiently. It has been seen that skills are required at every places
that can help to understand what needs to do and how so decided goals and objectives can be
attained in certain period of time (Solnet and et.al., 2014).
HR Legislation:- This is defined as the rules and regulations imposed by government for an
organisation to follows their instructions. These are mainly in favour of employees for planning
related with workforce betterment and to provide those minimum wages. Human Resource Manager
of Sainsbury implements this to afford equal rights for its employees by giving them appropriate
compensation in accordance with their work and efforts. It is essentially required for an enterprise in
complying employment, health, safety, wages, vacations, etc. Some of these legislations are described
as under:-
 Equality Act, 2019:- This bill was passed by United States House of representatives on 17th
May, 2019. It was amended for Civil Right Act in prohibiting the discrimination of gender,

childbirth, medical related condition, etc. It is essential for Sainsbury Company to protect
individual from doing injustice for employees and promote with justice actions as to build
team morale. According to this act, no discrimination should be happen in organisation and
opportunities provided to employees so they can show their talent and skills in completing the
targets (Al Barwani, 2019).
 Fair Labour Standard Act, 1938:- It is a Federal Law which was signed by President
Roosevelt on 25th June, 1938. It further focuses on establishing minimum wages, overtime
pay eligibility, recordkeeping and child labour standard. This intends to protect workers
against from various unfair pay practices of managers with congressional finding and
declaration of policy (Filippus and Schultz, 2019). This is very essential for HR manager of
Sainsbury as to examine the work and time consumption of an employee for paying them fair
wages by encouraging them through bonus and incentives. According to this, fair labor wages
should be provided to workers so they can feel good and get ready to work .
 Equal Pay Act, 1970:- This act was proposed by Labour government of United Kingdom to
restrict adverse and unfair actions for inequality among employees by comparing them
between male and female. It is essential for organisation to give equal pay for their workers of
any gender in accordance with their work performed. Managers of Sainsbury are aware of this
law and follow rules and regulation of government by giving equal payment with all
contractual terms. In Sainsbury organisation, managers are focusing on such act and
providing equal pays that attracts them and motivate them to perform well in organization and
retain for the long period of time (Rohida and Akbar, 2019).
 Affordable Care Act, 2010:- This act was signed by President of United States that is Barack
Obama on 23rd March, 2010. It was designed to reduce the cost of health insurance coverage
for people who qualify and includes premium tax credits and cost-sharing reductions to help
in low cost for lower-income individuals and families. Managers of Sainsbury contain full
panel-body for Affordable Care Act and Education Reconciliation Act of 2010 in one
document (Chakraborty and Biswas, 2019).
TASK 2
P3. Analyse current labour market trends and legal requirements that are essential in present and
anticipated skills
Skills:- The skill is the ability or strategy to perform certain action in accordance with
determined result at particular time and energy consumption. It is the talent of an individual to use
knowledge with various tactics in order to accomplish desired target. Managers of Sainsbury focus on
the skills and capabilities of their workers by analysing their task and time consumption for achieving
goals efficiently. The various types of current and anticipated skills are described as under:-

Current Skills:- It refers as set of knowledge, abilities and experience needed to perform a
job. Managers of Sainsbury focus on these expertisation of workers that leads to ascertain its short
and long term goals by competing with rivalries that are Tesco, Morrisons, ASDA, etc.
 Proper communication:- It is the process of effective communication among manufacturers,
managers and end-users through verbal and non-verbal method which creates possibility to
build customer relationship management. It is essential for managers of Sainsbury in market
research by analysing the demands of their buyers which are to be fulfilled for achieving
consumer equilibrium point (Jembere, 2019).
 Teamwork:- The ability of leader to build good employee relations among its workers
through their engagement and involvement with co-ordination. It is mandatory for managers
of Sainsbury to perform their task with co-operation by sharing their views and information
that reduce conflicts, disputes, jealousy, etc.
Anticipated Skills:- The anticipation as a Business Acumen skill is defined as the ability to
forecast skills for future and avoid potential mismatches (Friday and Sunday, 2019). This includes
conversation between employers and trainers, co-ordination across government institutions, labour
market information systems, etc. Managers of Sainsbury provide employees services and focus on
performance reviews of their workers through training institutions that create opportunity for growth
and stability in global market.
 Technical skills:- The continuous change in global market which leads company to adopt
new technology, software, automation, innovative ideas, etc., that leads to improve efficiency.
It is important for managers of Sainsbury to implement new techniques and instruments in
order to increase effectiveness by maintaining their superiority and efficiency (Juarez
Tarraga, Santandreu Mascarell and Marin Garcia, 2019).
 Critical thinking:- It is described as the capability of an individual to think rationally by
imagining that what has to be done in future which will create opportunity to remain stable in
global market. This skill is mandatory for managers of Sainsbury in order to hire those
employees who have potential to use their critical thinking skills in developing products with
strategic decision-making procedure (Anlesinya, Dartey-Baah, and Amponsah-Tawiah, 2019).
The classification on labour market trends and legal requirements:-
Labour Market
Trends
Trend Analysis Legal
Requirements
Current and
Anticipated
skills
Examples
Globalisation Increase
dispersion of
The main legal
requirements for
Proper
communication
Innovative idea to
develop new

creativity managers of
Sainsbury are to
provide VISA for
those employees
who are not from
United Kingdom.
skills product
Technological
Change
It emphasize on
artificial
intelligence and
digitalisation.
Property rights
with specialised
labelling.
Skills to deal with
technological
barriers such as
technical and
critical thinking.
High using of
Robots at stores.
TASK 3
P4. Develop an illustration for explaining job description and person specification in recruitment and
selection process
Job analysis:- It is the process of identifying and determining the detail of particular job with
its duties and requirements that leads to improve efficiency in accomplishment of success. Managers
of Sainsbury implement this to examine the judgement of data collected for job vacancy. It is essential
for company to establish good experience, knowledge and tactics that are needed to complete target
successfully.
Job Description:- This is a written manuscript that describes ascertained activities of workers
in accordance with their capability, duties and responsibilities that are to be performed by new
candidate. Managers of Sainsbury can use this to hire new employment in accordance with prescribed
description that is suitable for the vacancy (Lee and Chew-Ging, 2017). The appropriate example of
job description has been given with reference to Sainsbury Company is as follows:-
Job Description
Job designation:- Reception
Report To:- Practice Manager
Working duration:- 9 a.m. to 7 p.m.
Job Overview:-
 It is the procedure of directing customers in getting appropriate services.
 Proper Communication to deal with customer query and to solve efficiently.
Qualification:-
 Graduation is required in B.SC., B.Com, B.A., B. Tech., etc.

 Experiences from 0 to 2 years.
 Good English conversation.
Duties and Responsibilities:-
 Welcome the guest and suggest worker to lodge their luggage.
 Responsible for maintaining telecommunication services.
Person Specification:- It is described as the procedure through which person give application
for the prescribed job with their detail of education, work, skills, responsibilities, trainings, etc.
Managers of Sainsbury are advantageous as they have the varieties of applicants through which they
select the highly skilled candidate as per job requirements.
Job Specification
Job Designation:- Reception
Department:- Front Office Department
Criteria Essential Desirable
Required Skills:-  Effective
communication skills
 High command on
language skills
 High computer skills
with various courses
such as JAVA, C++,
etc.
Qualification A post graduation degree of
Master in Business
Administration from Human
Resource.
Master of Business
Administration in Finance.
Knowledge  Different methods of
recruitment and
selection.
 Motivation and team
management
techniques.
 Punctuality
Experience 3 years of experience at
recognised hotel.
P5. Determine various methods of recruitment and selection within talent resourcing and planning
Recruitment:- It is the process of hiring application by identifying, attracting, hiring and on-
boarding employees. This procedure is to find and attract potential resources for filling the vacant

position in organisation. Managers of Sainsbury target qualified candidates and encourage maximum
possible job seekers.
Methods of Recruitment:- The various types of recruitment are described with reference to
managers of Sainsbury are as follows:-
Internal:- It is the process of filling job vacancy from inside the organisation. Managers of Sainsbury
are beneficial as they promote and transfer their existing candidate from old to new position. It
increases motivation of employees and leads to performance appraisal (Lloyd-Walker, Crawford,
French and Walker, 2020).
 Promotion:- The recruitment through promoting existing employee to new position increase
the motivation and lead to performance appraisal. Managers of Sainsbury are advantageous as
it encourage workers to perform their task with more eagerness to achieve individual and
organisational goals.
 Transfer:- This is the procedure to transfer employee from one designation to higher with
improving and giving more powers and responsibilities. Managers of Sainsbury are helpful as
they create certain opportunities to encourage workers by fully utilising scarce resources.
External:- It is the procedure for attracting people from outside the organisation to fill their job
vacancy. Managers of Sainsbury are advantageous as they are capable to hire new candidates which
improve efficiency to accomplish goals and objectives.
 Direct Recruitment:- This process is to hire new candidate in accordance with their
qualification and experiences to fill the vacancy. Managers of Sainsbury are beneficial as they
are able to appoint new member in organisation which have high skills and lead to increase
efficiency (Khalil and Hashim, 2019) .
 Employee Agencies:- It refers as the agency who have contract between job seekers and
company to fill their vacancies. Managers of Sainsbury contact an employment agency to
recruit candidates in accordance with their prescribed qualification, experience and skills.
Selection:- This is the procedure of selecting most suitable candidate for vacant position in
business with pre-requisite qualifications and capabilities to fill the job. Managers of Sainsbury hire
good resources candidate as to improve efficiency in accomplishment of success that result in staying
at its competitive position in global market. This is negative process in which employees are rejected
that create stress for them and reduce their confidence level.
Methods of Selection:- Some of the methods for selections are mentioned as below:-
 Written Test:- It is the test which is taken by interviewer through verbal communication as
the interviewee have to read, write and orally attempt the question for selection. Managers of

Sainsbury are beneficial as they acknowledge aptitude, intelligence, logical reasoning and
personality test of individual.
 Interview:- This is basically described as two-way and non-verbal communication through
which candidate is being judged on its gestures, emotions, etc. Managers of Sainsbury hire the
individual through assessing its career ambition in future and the ability to achieve it.
TASK 4
P6. Examine the various stages of HR Life-Cycle applied by Human Resource Manager
HR Life-Cycle:- It is a concept in human resource management that describes the stages of
employees. It is also known as Human Resource Cycle that refers to various stages of employee time
consumption at particular duration. Managers of Sainsbury implement this as to diversify roles and
responsibility of workers to function it for accomplishment of success efficiently (Chen, 2019). It
creates opportunity for growth and stability of business to sustain in perfect competition market. The
various stages of Human Resource Life Cycle are mentioned below as:-
 Attraction:- It is the first stage of employee life-cycle in which the brand of organisation
encompasses with shape of potential worker perception for company. This stage provides
employees well known industry to perform and generate good culture by giving compensation
with bonus and incentives. Managers of Sainsbury are capable to attract huge number of
workers through their increased brand image and reputation. It recommends candidates
through providing better job responsibility to perform their task with employee engagement
and involvement by building good relations.
 Recruitment and selection:- It is the second stage where new candidates apply for job
vacancy to be employed with prescribed description of qualification and skills. The selection
refers to hire the selected person after taking interview by assigning the job description with
its duties and responsibility. Managers of Sainsbury recruit applicants of new candidates by
analysing the detail with the requirement of job vacancy. It is recommended that persons must
be selected who are active with high skills and have the capability to achieve individual and
organisational goals and objectives (Chen, 2019).
 On-Boarding:- It is the third stage of Human Resource Life Cycle which describes that the
person selected is been introduced to business environment and is assigned with its job
requirements. Managers of Sainsbury provide training and development skills to employees
for increasing their skills and making them to reduce errors which may cause delay in
achievement of goals and objectives. It is recommended that employees must be
acknowledged that a single mistake may create threat for business as well as avoid fraud and
misrepresentation.

 Development:- It is the procedure through which employee is trained and guided with rules
and regulations of business by instructing them to perform their actions with the motive to
achieve success. Managers of Sainsbury are beneficial as they develop their workers with
high skills which lead to reduce errors and improve effectiveness. It is suggested that
company must train their employees with less cost as it result in increasing their competitive
strategies to compete with rivalries.
 Retention:- This stage refers to appreciate the workers of an organisation by thanking them
for their efforts and precious time. Managers of Sainsbury encourage its workers through
performance appraisal as it leads to fulfil the needs, desire and wants of customers by
building good relations. It is suggested that business must drive transformation in
organisational structure and culture by meeting the requirements of customers with change in
taste and preference.
 Separation:- It is the last stage of Human Resource Life-Cycle which describes the end
procedure of recruitment for more pay or better benefits through bonus, incentives, degrees,
performance appraisal. Managers of Sainsbury are beneficial as they ensure that policies and
procedures are being followed by their workers and no possibility of fraud and
misrepresentation. It is recommended that company must provide employee pension act as
being properly followed for smooth exit of worker.
P7. Evaluate the integration between various stages of HR Life-Cycle and its strategy within an
organisation
The stage of HR Life-Cycle plays very essential role in accomplishment of success to
compete with rivalries for sustaining in perfect competition market through their internal strength to
control weakness and external opportunities for overcoming threats. The development and retention
stage provides training to their workers for increasing their skills to increase efficiency. Human
Resource Life-Cycle is very important for managers of Sainsbury to achieve organisational goals and
objectives by developing employee relations through engagement, involvement and co-ordination by
performing their action for specific target (Chen, 2019). It creates the ability for employees to share
their views and information with one another that develops trust and faith.
Moreover, all HR life cycle strategies in context to Sainsbury are related with HR strategies
which helps to decide goals and attain the targets which are given by superiors to their employees.
This helps to increase the business performance by recruiting skilled and talented person who manage
activities and get completion of task.
CONCLUSION
From the above discussion it have been concluded that resources such as land, labour,
physical and human capital that are utilised by business owner to develop their competitive strategies.

The talent is an exceptional natural ability, which is something the inbuilt skill of an individual that is
acquired and developed through practice. These are very essential for an organisation to sustain in
perfect competition market with increasing competitive strategies that leads to compete with rivalries.
This project determines current labour market trends that influence talent administration in workforce
planning with various types of legal requirements that business must focus in planning workforce
through globalisation, technological and demographic change. It further develops an illustration for
job description and person specification in recruitment and selection methods and process by internal,
external, written test and interview. Apartly, it examines the various stages of HR Life-Cycle such as
attraction, recruitment, selection, on-boarding, enablement, development, retention and separation as
applied by Human Resource Manager with its integration between through HR strategy within an
organisation.

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