Resource and Talent Planning in Mark and Spencer

This report focuses on resource and talent planning in Mark and Spencer, a fashion retail company in the UK. It discusses the current labour market trends, legal requirements, and skills requirements for effective resource and talent management. The report also includes an analysis of job descriptions and person specifications.

Unit 19 - Resource and
Talent Planning
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Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
LO1..................................................................................................................................................3
P1 Current labour market trend which influences talent management........................................3
Analysation of Current Labour Market Trends...........................................................................5
P2 Different types of legal requirements.....................................................................................5
LO2..................................................................................................................................................6
P3 Current and anticipated skills requirement for organisation examples..................................6
LO3..................................................................................................................................................7
P4 Job description and person specification documents..............................................................7
P5 Different recruitment and selection method for effective talent............................................9
LO4................................................................................................................................................10
P6 Different stages of HR life cycle..........................................................................................10
P7 How HR life cycle are integrated in company’s strategy.....................................................11
CONCLUSION..............................................................................................................................12
REFERENCE................................................................................................................................13
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INTRODUCTION
Resources are the important element for any organisation that helps to fill the requirement of
any business and keep it growing position. If organisation is having enough resources then it can
maintain the productivity and profitability effectively. In other words, resources are those
important aspects of business without them a business cannot be run for long period. Resource
and talent planning are defined as crucial significant which helps to perform all functions and
activities effectively (Khalil, and Hashim, 2019). If businesses have lack of resources and
planning then there is chances of reducing productivity and profits. In all actions, HR manager is
playing vital role who analysis that what are the resources in company have and how employees
can be satisfied. It is managing and retaining employees by following all legalisation that
improve company position. This present report is based on Mark and Spencer company that
fashion retail sector company in UK and it has many stores in different areas. This report
highlights on labour market trend, required anticipated and current skills, process which
contributes to effective recruitment and selection. In addition, it involves human resource cycle
in context to HR strategy.
About Mark and Spencer
Mark and Spencer is greater British multinational company retailer whose headquarter in
London. This organisation was founded in 1884 by Michael Marks and Thomas Spencer for the
purpose of providing lifestyle products and services to customers. This organisation has 959
stores across UK involving 615 that only sells food products. The manager of organisation is
following the current market such as needs and wants of people then provide products and
services accordingly. All activities and functions are managed by people and HR manager who
maintain the activities. This organisation is getting higher profits by selling the number of
products and services (Chavaha, Kuntonbutr and Jaturat, 2019).
LO1
P1 Current labour market trend which influences talent management
Talent management refers as process which is used by people in order to showing their
talent and skills in order to perform all activities and functions effectively. Labours are consider
as assets of organisation who understand the goals and perform their actions in order to attain
them effectively. It is important for management that to focus on labour trend and current trend
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in market then bring changes accordingly so employees can retain in organisation for long
period of time. In context to Mark and Spencer, there are many employees who are working by
selling the products and, operating activities, focusing on administration, warehousing, cleaning,
financing and other activity that helps to manage a business by using their talent (Al Barwani,
2019).
Types of Labour Requirements
In all companies, functions and activities are performed by managers and labours by
assigning their working as per their talent and skills which help top fill the customer requirement
and maintain the high profitability in competitive environment. In Mark and Spencer, all
employees are equally responsible and important to perform their activities which helps to
increase the organisational sales and brand image in competitive business environment. In this
organisation, there are different type of labour market that are as elaborated:
Unskilled Labour – When people and labours are not educated and skilled, work
according to their capabilities and talent is known as unskilled workers. It is not compulsory for
all employees to have a highly skilled qualification but also having talent and interest can help to
provide job opportunities in which they do well. This type of employees are usually working in
construction sites, manufacturing industry, factory, meal, mine etc. Moreover, they works as
cleaner, security guard etc (Kiai, Lewa and Karimi, 2019).
Semi-skilled Labour – These are consider as little bit educated people and employees
who have required a small amount of training and development programme to do a specific task.
They do not have right to make major decisions. In Mark and Spencer, some employees are semi
skilled who works as delivery man, cleaner and transportation work that helps to work and
manage the business activities (Filippus and Schultz, 2019).
Wage Employees – These are categorised in to daily wages and salary bases employees
who have skills, degree and experience to work. This helps to manage the performance by
managing and controlling all activities that helps to perform well and increase the organisational
profitability. In Mark and Spencer, such type of employees needs training and development
programme to complete particular task and work which is assigned by top authority. This helps
to increase the selling activities and maintain high profits (Rohida and Akbar, 2019).
Contract Labour – Such type of labour are works and hired for performing specific task
who gets a fixed amount of wages and commission that helps to manage activities. In Mark and
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Spencer, the example of contract labour are statutory labours who works on the basis of contract
(Atlantis Press. Lavanya, 2019).
Analysation of Current Labour Market Trends
Labour market is dynamic that is changing day by day in competitive environment. For
organisation it is important that to cope up with changes and increase the organisational
productivity. The management of Mark and Spencer are analysing the current labour market
trend that are as stated:
Ageing Population – This means an organisation should employs to those people who
are more than 18 year that are mentioned in laws which helps to perform all activities legally. In
Mark and Spencer, talent employees are recruited from other developed countries. This affects
the workforce planning by making strategies and plans to perform all functions (Chakraborty and
Biswas, 2019). In UK, ageing population in LM is reducing as business concern are educated and
following legal terms who are not getting the work done from small child who re less than 18
years. This helps to increase the working and making a strong economy.
More Opportunities, Few Skills – According to this, Mark and Spencer is providing
opportunities to its employees by analysing their skills and talent that helps to perform specific
role and responsibilities by using their skills and talent (Uysal, 2019).
Current labour market analysis
Part time jobs – In this, workers are working for part time and fixed period of time as
they wants for the purpose of earning income.
Zero hours contracts – This means, workers are free to work, no one is obelised to
provide to provide any minimum workings hours. In this, workers are not obeliged to accept any
work which they offers.
Flexible hours – This means flexible hours schedule that permits workers to work
alternatively. They can understand their work and complete the task which helps to get the
earnings.
Trend – This is considered as general directions where something is going to change and
development as per people life style. For instance, demand of people are increases towards new
products and in clothes and accessories which should be focuses by Mark and Spencer in order to
provide the products and services according and it also influence labour workforce planning. In
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organisation there is needs of many workers which are recruited by management in order to
getting the work done and fill the desires that increases business performance.
P2 Different types of legal requirements
Workforce planning – This is the process of collecting people and getting the work done
in specified time period that helps to manage the activities and performance. In Mark and
Spencer, work force planning is highly important where all employees understand the common
goals and give efforts to attain them properly. In chosen organisation, there is required to follow
some HR legislations and legal requirement that are as follows:
Disability act: This legislation is related with employees who are disable as physical,
mental, sensory impairment and other that hinder the employees participation in organisation and
society with others. According to this, a person has right to work and participate equally in
society and organisation. Mark and Spencer, is following this act and providing appropriate job
opportunities to those person which helps to maintain good performance (Jembere, 2019).
Sex discrimination act 1975: This is an act of parliament of UK that protects the women
and men from discrimination in the basis of sex and marital status. According to this, men and
women must consider as employees who can work in organisation at similar pay. Mark and
Spencer is following this act which provides similar job opportunities and pay scale to women
that impacts positive on HRM decision as it women work effectively by accepting challenges
and make efforts to complete the task. Women are also working as they have skills and
capabilities to perform well (Ismail and et. al., 2019).
Health and safety act 1974: This act is formulated for the benefits of employees who are
working in organisation. In this, employer of organisation should provided safety standard and
other facility in organisation which helps to perform well. For instance, Mark and Spencer is
providing health and safety to its employees at the time of working which protects from injury
and serious problems that increases happiness between employees. This impacts on HRM
decision making such as employees feel secure and health which motivates them to work more
and retain in organisation for long term.
Equality Act, 2010- This is useful act in business organisation which uses to provide equal
rights to employees and increase the employee retention. In Mark and Spencer, people are
working as food and beverage server where all employees are treated equality which creates
good image and wellness for employees. This is influencing act which promotes employee
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engagement as task divided between staff and maintain good coordination that helps to make
happy them and they works for long period of time (Friday and Sunday, 2019).
LO2
P3 Current and anticipated skills requirement for organisation examples
Skills are consider as capabilities and abilities to perform a business activities and increase
the organisational productivity. In other words, skills are expertise and talent which helps to
complete the goals and task effectively. In current environment, employees are required different
skills and talent that are uses to get success and make higher profits. For example, Mark and
Spencer is having different employees and labour who are working collectively by performing
and using their skills that help to perform all task and attaining business goals. There are some
anticipated skills which is required in chosen organisation’s employees that are as defined:
Communication Skills – This means proper communication between employer,
employee and customer that helps to understand requirement and fill the needs appropriately. For
example, Mark and Spencer is required communication properly among the employer and
employees so they can share their information and data regarding organisation performance
(Ogbu Edeh and Mlanga, 2019).
Teamwork – The another current required skills is team work that means a group of
people to whom work is assigned should be completed in effective time period that helps to
complete the task. For example, the manager of Mark and Spencer have allotted task and work in
to different team such as marketing, selling, warehousing, attracting people, providing
information etc. that helps to manage the all activities and perform well (Juarez Tarraga,
Santandreu Mascarell and Marin Garcia, 2019).
Anticipated Skills – This means soft skills and set of required skills that is needed in
changing market trend. Such skills are uses in the area of technical and operational that helps to
manage the performance and activities. For example, Mark and Spencer is fashion retailing
company that has employees of anticipated skills which helps to perform all functions effectively
and increase profitability. Some anticipated skills which are required for Mark and Spencer are
as defined:
Technical Skills – In dynamic environment, technology is changing day by day where
organisation need to adopt the technological changes that can help to accept the challenges. The
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employees in Mark and Spencer are also required technical skills such as robot delivery instead
of customer relationship and delivery boy that can help to save the cost and increase number of
selling activities. With the help of this, chosen organisation is getting benefits that improve
business performance and maintain profitability.
Critical Thinking – This is another anticipated skills which is required in Mark and
Spencer employees in order to take competitive benefits by thinking critically. If employees are
having critical thinking skills then they get involves in business activities and complete them
effectively.
Example, In Mark and Spencer number of people and workers are working who have
current skills communication team work that helps to share the information and completion of
task collectively. They accept the challenges in their working and complete the work in certain
period of time that helps to maintain the good performance. On the other hand, anticipated skills
such as critical thinking and technical skills are important for Mark and Spencer where
employees and employer are using this by performing specific role. Management bring new
technology in payment, delivery, booking and other process by thinking deeply that helps to
getting the work done and maintain high performance.
LO3
P4 Job description and person specification documents
Job analysis :- It is considered as procedure which is uses by people and candidates to
identifying the job as per their skills and talent that helps to fill all needs of people and
organisation by getting job opportunities. With the help of job analysis it become easy for people
to find the job as they wants and improve their efficiency as well as experience (Barbu, Logofătu
and Olari, 2019).
Job Description :- A written document which depicts general task along with roles and
responsibilities of required candidates that can help organisation to complete their common and
particular goals in certain period of time. In Marke and Spencer, there is a vacancy for marketing
executive who can help to attracts customers and introduce with new products in order to
increase sale. For this job role a job description has been prepared that is:
Company is as follows:-
Job Description
Job Title:- Marketing manager
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Company Name – Mark and Spencr
Working Hours:- 9 a.m. to 7 p.m.
Job Overview:-
 The candidate should be responsible to attracts customers and encourages them to buy
products.
 Proper communication for dealing with customers.
 Proper Communication to deal with customer query and to solve efficiently.
Qualification:-
 Graduated from recognised university in the field of B.COM, B.A
 Higher Graduation is required in the field of Management
 MBA in marketing
 Experiences at least 2 years
 Good English conversation.
Duties and Responsibilities:-
 Should have market knowledge and understanding.
 Proper making plans and strategies to increase sale
 Able to maintain the good relationship with all department and customers.
 Able to solve customer problems and give them appropriate solution.
Person Specification :- This is also a document which is prepared by a person or
candidate who is going to get job. In this, all qualification, responsibilities to handle and other
important information are mentioned. A person specification for Marketing executive profile
shown below:
Person Specification
Name – Roven Buzz
Email- [e-mail]
Criteria Essential Desirable
Skills  Communication
skills
 Computer skills
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 Marketing skills
 Management skills

Qualification A post graduation degree of
Master in Business
Administration from Havard
university.
MBA in Marketing.
Knowledge  Marketing
knowledge and
current trend
 People management
skills
 Customer
relationship skills
 Knowledge about
competitive pricing
 Punctuality
Experience 3 Year experience in Tesco
organisation as an marketing
manager.
Job Description
Job Details
Post : Store manager
Company : Mark and Spencer
Job Purpose
For Store manager's job role person is required to keep proper arrangement of raw material and
finished goods that can help to increase the business performance and increase profitability. A
person should have knowledge and skills to manage the proper records of finished goods that
can help to place the order of products accordingly.
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Roles & Responsibilities
 The store manager is responsible to manage the records of all material and finished
good.
 To keep information about products and services is they are properly managed.
 To prepare a data and list of finished goods.
 To place the order to goods according to availability.
Person Specification
 Post: Store Manager
 Department: Store department
Attributes Essential Desirable
 Qualification &
Experience
Diploma or Post-graduation in
commerce field.
Having experience in store
keeping and managing all
materials.
Worked with in manufacturing
and store managing company.
 Skills or knowledge Effective communication,
Coordination, computer
knowledge, excel, calculation.
Provide the accurate
information regarding finished
goods and make availability of
products.
P5 Different recruitment and selection method for effective talent
Recruitment – This is a process of hiring candidates in organisation by identifying,
attracting, recruiting and selecting employees by performing all activities effectively. This
process is used by HR manager of Mark and Spencer company that helps to perform the
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activities and functions in relation to organisation. The methods of recruitment and selection for
effective talent are as defined:
Methods of Recruitment:- The various types of recruitment are described with reference to
managers of Sainsbury are as follows:-
Internal:- This means when employees are recruited inside the company to fill the vacancy.
In Mark and Spencer, HR manager are using promotion and transfer for recruiting internally.
 Promotion :- In this, manager of Mark and Spencer are providing promotion to their
existing employees by analysing their performance.
 Transfer :- This is the procedure where HR manager transfer one employee to other
branch and store to manage the activities.
External:- This is the procedure where employees and staff are recruited out of the
organisation and fill the vacancy. Mark and Spencer is using different aspects of recruiting
externally that are as defined:
 Direct Recruitment :- The manager of Mark and Spencer are recruiting employees by
hiring new employees through direct method such as interview that helps to contact face
to face round.
Selection :- A process which is used by HR manager in order to select employees from the
number of applicants that helps to perform all business activities. In context to Mark and
Spencer different aspects are using:
 Written Test:- In this, method interview is taken by HR manager from employees by
using verbal communication, written test, aptitude test etc. that helps to select the best
candidates.
 Interview:- This is another method which is used by Mark and Spencer by taking
interview and gathering information regarding people qualification and interest that helps
to make right decision regarding filling vacancy.
LO4
P6 Different stages of HR life cycle
HR Life Cycle – This is human resource cycle that uses by management in order to recruit
right people at right time to perform the activities and functions. In every organisation, HR life
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cycle are uses by HR manager in order to attracts and placing right employees that helps to
perform well. Different HR cycle stages are as defined:
Attraction – This is the first stage in which organisation try to attracts employees by
giving job description and required roles as well as responsibilities. Mark and Spencer is using
this stage to attracts the number of employees by giving job details that can influence people.
Recruitment and Selection - This process is related to recruiting and selecting the
candidates after identifying and analysing their skills. The HR manager of Mark and Spencer is
recruit and select employee for vacant post (Anlesinya, Dartey-Baah and Amponsah-Tawiah,
2019).
On-boarding - After selecting employees, manager of chosen organisation needed to
provide the training programme where they get introduce from existing employees and working
environment effectively.
Development – This is another stage which is perform by management in order to
providing development and fill employees needs. Moreover, they analysis the employees person
so activities and functions can be performed effectively (Chen, 2019).
Retention - The manager of Mark and Spencer are using different strategies such as
performance appraisal, bonus, inventive and many more that helps to retain the staff and
workforce in organisation.
Separation- This is ending stages in which employees complete their time and make
decision to leave. For this, HR conduct interview round and give notice period to complete their
existing work so they can separate their performance and helps to attain the business goals
(Johnson, Huang and Doyle, 2019).
P7 How HR life cycle are integrated in company’s strategy
The Stages of HR life cycle are important for each organisation as it needs to recruit and
select employees for filling the vacancy and complete the assigned task so it can take
competitive advantages. HR life cycle is playing important role in success of business by
competing with rivals and helps to increase the organisational productivity. In Mark and
Spencer, the stages of HR life cycle are integrated with company strategy such as manager of
such organisation provide job description publically to attracts employees, recruit and select right
employees in each department, provide them training at on boarding , uses development
programme and retain the employees by using performance appraisal and bonuses that helps to
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retain the employees for long term accomplish the business goals so it can take competitive
benefits. Moreover, after completion of time, job switching and transferring the sepreation step is
used by organisations that make happy employees (Lloyd-Walker, Crawford, French and
Walker, 2020).
Judgement – From the discussion it can be understand that HR life cycle is related HR
strategy which uses recruitment and selection, onboarding and orientation, performance
management, succession planning, and exit and transition in order to select the best people in
organisation so workings can be done in right time and helps to increase the business
performance in competitive business environment By recruiting right person manager of Mark
and Spencer can select skilled and talented person who can fill the needs of customers, motivate
employees and get complete the task in certain time that helps to attain the business goals.
CONCLUSION
From the above discussion it have been concluded that workforce planning is the process
of gathering employees and getting the things done in effective time period. HR life cycle stages
are useful for company and they are integrated with company’s strategies that helps to attain the
business goals. Current skills and anticipated skills are uses by employees to perform the task
and get completion of their goals. Equality, disability, health and safety act etc. are legal
requirement which helps to run a business legally and maintain high performance.
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