Workforce Planning and Talent Management Report for Argos Ltd

This report provides a comprehensive analysis of workforce planning and talent management within Argos Ltd. It begins with an evaluation of current workforce trends influencing planning, followed by an examination of relevant legal arrangements impacting the company. The report delves into worker market trends, anticipated skills, and legal requirements. It includes an illustration of job descriptions and individual specifications, along with various applications of recruitment and selection processes. Finally, the report explores the stages of the HR lifecycle within the organization, offering a complete overview of workforce management strategies and their practical implementation within Argos Ltd. The report also includes a comparison between Argos and Waitrose & Partners focusing on their workforce planning practices.

Resource and Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1. Evaluate present workforce trends which influence workforce planning and talent
management ...........................................................................................................................3
P2. Various legal arrangements on company which consider workforce planning ..............5
TASK 2............................................................................................................................................6
P3. Present worker market trends and legal requirements which include anticipated skills with
an organisation .......................................................................................................................6
TASK 3............................................................................................................................................8
P4. Illustration of job description and individual specification .............................................8
P5. Various applications of recruitment and selection ........................................................10
TASK 4..........................................................................................................................................11
P7. Examine the stages of HR life-cycle within organization .............................................11
REFERENCES..............................................................................................................................14
Online:..................................................................................................................................14

INTRODUCTION
Talent planning and Resource is considered as one of most important and critical
functions within which there is an involvement of coordination from business and recruitment
team in different aspects such as, selecting proper channel of networking, forecast of required
resources, maintaining of skilled individual for future recruitment and delivery of schedule
resources (Armstrong and Taylor, 2014). In simple terms, it is a process in which organisation
attracts and identify talents from large base of market those who aid organisation to gain more
competitive advantages. Present report has been conducted on Argos Ltd. Argos operate their
functions in retailing sector with having headquartered in Buckinghamshire, England. In this
report formative discussion has been made on diverse form of legal requirement within
workforce planning. Further this report includes different methods and process of selection as
well as recruitment. Lastly, HR life cycle is also included in this report along with Human
Resource strategy.
TASK 1
P1. Evaluate present workforce trends which influence workforce planning and talent
management
HRM is defines as an essential role in business administration which is engaged in
performing various functions and framing effective policies & plans for individuals. By framing
strategies and planning, HR department aim towards combining organisational culture,
synchronizing different functions of organisation. Along with this, Human resource department
also helps in resolving issues, conflicts and focuses on maintaining happy & healthy working
conditions within office premise for achieving organisation mission, goals and vision. In context
with Argos company, top level management can adopt latest and current market trends and
strategies that helps HR management to increase and enhance knowledge and skills of their
employees in order to develop productivity and performance of workforce.
Henceforth, labour plan is a vital and systematic business activity which implements
changes in strategies in order to modified working environment. This aid will help management
of Argos company in providing more stable way for understand different industrial disputes and

challenges for adopting long term changes with purpose gaining more competitive advantage and
sustainability in market.
Overview of the organisation:
Argos conduct their operation in retailing sector and was founded in the year 1972.
Company operate their functioning with having more than 29,768 employees and offer consumer
goods. It has been identified that organisation offer qualitative goods and services in order to
effectively increase profitability and productivity.
Types of labour
Semi-skilled labour:
Workers within this category posses best effective form of mechanical abilities and skills
in order to operate machinery.
Skilled Labour:
It include labour like Typist, Dishwasher, toolmaker, carpenter and etc.
Unskilled Labour:
Unskilled labour include individual those who perform their work mainly with their
hands. They mainly lacks in training and skills that are required for tasks.
Such current labour trends are disused below:
Ageing Populations: Many countries has observer that population is increasing day by
day. The UK, Germany, US and Japan has predicted to hire thin labour workforce in next 15
years due to employees fast ageing population. Thus, it can pose a recruitment problem that can
occur in future. Although, pool of individual with skilled and talented worker which belongs to
developed countries which have been hired. Furthermore, some of country will encourage and
support their citizen and labour force.
Industry: Today, fourth industrial revolution has lots of job and most of jobs are rapidly
increasing day by day and job are being computerized. Just an example market, there is drastic
reduction in numbers of store sales. However, they are being replaced by streaming and moving
services. This means that, supplying channel id changed where demand of consumer is not
reducing. Thus, its a method of supplying of goods and services, which is modified and
upgraded. Thus, staff numbers of stores will also decrease but corresponding, there is rapidly
increase in demand of people for streaming companies.

Strategic approaches of Human Resource Management and its impact:
Strategic approach to HRM include different set of plans, policies and actions that are
carried for best effective management of human resources (Tansley and et. al., 2013). In this
business organization, there is a systematic flow of system that is initiate from talent resources.
This may include performance appraisal, formulation of job description, creation of opportunities
and effective selection processes. Their main motive is to heir potential employees and focuses
on hiring right person for right job position.
In Argos its essential for HR to make co-ordination among all functions for gaining
competitive advantages and high performance. Effective Labour market is defined as a place or
platform where employers and employee can interact face to face with each other. Majorly
employment trend affect on job rates in domestic market as well as on various countries .
Human resource process and its impact in Economic composition:
Business organisation is integral part of an economy which effectively operate their
business activities and functions by adopting economical changes and by complying with laws
and legislations. Although, it has been seen that, there are various fluctuations within UK
economy due to financial crisis. Thus, recently situation of BREXIT also arise which vastly
effect economy of UK and it also lead towards effecting business operations.
So, its very essential for an economy to be stable for gaining competitive advancement.
Therefore, management of Argos is required to focuses on undertaking strategical measures
according to industrial changes in order to hire skilled, specialized as well as potential
workforces , who are most capable to for accomplish and achieving their objectives.
P2. Various legal arrangements on company which consider workforce planning
In order to operate business functions and activities it is essential for an organisation to
abide all legal laws and rules as to effectively promote uniformity within organisational
structure. In addition to this, top level management of this business organization can effective
develop as well as formulate different appropriate strategies for completing legal requirements in
their company (Waheed and et. al., 2013). With help of this, organisation can effectively able to
satisfy demands of customers. Thus, in order to restrain themselves from being get trapped in
any form of legal issues Argos is required to undertake all essential laws within workforce
planning:
Employment Rights Act, 1996

This act regulate labour day within UK. Employment Rights Act, 1996 passed by
legislative assembly as to effectively protect and regulate rights of employees. Thus, Argos is
required to comply this law as to effectively regulate pay leave, redundancy, unfair dismissal and
more. HR manager of company is required to abide all rules as per according to this law as to
offer effective and ethical working environment to workforce.
Equality Act, 2010
This law has been framed by parliament as to protect right of individuals those who are
working in an organisation. As per this law individuals cam not be discriminated on basis of
caste, nationality, sex, colour and more. Thus, it is essential for Argos to treat each and every
individual equally as to re gain its worker for long period of time.
Health and Safety at Work Act, 1974
As per according to this Act of Parliament government frame provision to effectively
regulate empl3oyees welfare, health and safety within an organisation. This act is required to be
abide by all employers, suppliers, employees etc. Thus, it basic responsibility of Argos to comply
Health and Safety at Work Act, 1974 within organisational premises as to safeguard
organisation from any kind of legal consequences. With help of this, they can increase their level
of goodwill within marketplace that simultaneously lead towards increase in revenues and sale of
organisation.
Evaluation of worker demand and supply forecasting
As per above mentioned discussion, it has been evaluated that workforce planning
include core element such as creation and maintenance of potential labour pool as to effectively
accomplish organisation goals and objectives. Thus, it become essential for Argos to analyse
labour demand as to fill required position in organisation within proper framework of time. With
help of this Argos can effectively able to strike balance in between supply and demand of labour
and further assign right job to right individual. Thus, with help of forecasting labour,
organisation can able to save unnecessary cost that are spend by them to selecting unskilled
candidates. This will lead Argos towards more growth prospective and productivity.

TASK 2
P3. Present worker market trends and legal requirements which include anticipated skills with an
organisation
Human capital is considered as an crucial asset within an organisation. As they are main
factors by which company can effectively accomplish their objectives. Thus, its very essential
for every organisation to conduct effective examine and analysis their workforce to increase their
skill and knowledge in effective manner.
Methods of Job analysis
Interview Method: According to this, Argos HR manager can ask questions related to
employees related to his expectations, work performance and issues and problems which is being
facing by workers in their organisation.
Observation Method: In this its duties of Human Resource of Argos to effectively
observe and analyse performance of every employees by using appropriate tools & techniques.
such as critical incident technique, direct observation and work method analysis.
Questionnaire Method: Questionnaire is formed by senior manager and further being
offered to employees to ascertain their opinions and views (Alexander, 2018). With
implementation method Argos company can increase profitability and productivity of their
employees by accomplishing targets on time.
Methods of collecting data and information
1. Primary Method- In this method, information collected is fresh and also first hand
informations which is not been used anywhere. In this questionnaire, direct and indirect
interviews sources are used to allocate information about employees.
2. Secondary Method- The Information used in this method are already published and used
by other person. Some methods for collecting this data is feedbacks, official, magazines,
existing files which considers information regarding employees and computer database.
Job Design
It is also known as work design or task frame. Its an essential activity for HRM, which is
related to different methods, content and build relation among of jobs and according to personal

requirements, organisation, technological and social requirements as well. This method is
adopted by management of Argos to enhance and increase job satisfaction.
To identify skills and abilities of employees in context to succession planning
Succession planning is defined as process in which organisation assess effective and
potential candidates to fill their key roles within company (Siikaniemi, 2012). along with this, its
also underlying an assumptions according to which experienced workers will replace retired and
promoted. Thus, its important for Argos to undertake succession planning effectively for
improving productivity of company by replacing inefficient employees with efficient ones. Here,
some capabilities for managing talent and plan workforce is illustrated below:
Current Skills-
Communication skill: It is important for Argos HR managers to undertake effective
communication skill as to make impactful interactions with employees. In addition with this they
are required to have written, verbal skill along with skill to listen to employees in attentive
manner (Sparrow and et. al., 2015). This lead employees towards sharing their problems and
issues in more effective manner. With absence of communication skill situations of conflicts may
arise that will further affect organisation productivity.
Anticipated Skills-
Change management: With advancements in technology, there are rapid changes
prevailing in internal and external environment of organisation. Thus, it is essential for Argos
HR manager to offer an environment within which employees are tend towards adopting
changes. With help of this, they can further increase their work efficiency.
Comparison between Argos and Waitrose & Partners
Argos an online retailing organisation offer diverse range of products and services in
Ireland and U.K. Organisation was established in the year 1972. While Waitrose & Partners is
considered as an one of the biggest competitive rival of Argos as company generates more
revenue as revenue then Argos. In terms with employees Argos is having more than 29,768
workforce base while Waitrose & Partners operate their functions with having 52,590 and more
than employees.

TASK 3
P4. Illustration of job description and individual specification
Individual Specification
Post: Accountant
Department: Accounting
Attributes Essential Desirable
Experience & Qualification Chartered accountant in
England and Wales.
Accountant in reputed
company with maximum 10
years of experience.
Experience in accounting
department with minimum 5
years and should have certified
membership along with it.
Skills or knowledge Presentation skills and
analytical skills is necessary.
Necessary to have basic
knowledge about MS- Excel
and accounting .
Job Description
Job Details
Post: Accountant
Company: Argos Ltd.
Job Purpose
Daily records of transaction in head office along with this necessary to conduct internal audit
and fixed internals to detect omissions and errors.
Responsibilities and roles
 Effective evaluation of internal control, guide to mismanagement, misappropriate of
funds.

 Evaluation of financial position and trends of providing forecasts for budget
Person Specification
Post Marketing manager
Department Marketing
Qualification  Bachelors Degree in Marketing specialization or a related field is
preferred.
 Masters of Business Administration in Marketing specialization
Skills Required  Analytical and interpersonal skills.
 Effective presentation skills.
 Highly developed, demonstrated teamwork skills.
Experience 2-3 years of experience as marketing manager in MNC.
Job Description
Company: Argos Ltd.
Job Details
Post: Marketing manager
Company: Argos Ltd.
Job Purpose
To promote business organization and their product and services for sustaining in market for
long time period.
Roles & Responsibilities
 To Develop promotions strategies for company and their product and services.
 Spreading marketing campaigns with new innovative ideas.
 Develop valuable attractive content for website and blogs of company to attracts huge

target groups.
 To build strategic relationships with partner, customers, industry players, agencies as
well as their vendors.
P5. Various applications of recruitment and selection
Mentioned below there are some certain form of approaches that can be consider by HR manager
of Argos:
Internal Recruitment: In this selection method organisation offer opportunities to their
existing employees. Within this worker get selected with assistance of written examination
which is followed by interview and group discussion. With help of this company can effectively
able to save cost which they invest in advertisement.
External Recruitment: It is a method by which new candidates is hired in in
organization. Management of Argos has adopted this recruitment method to select an appropriate
candidates for their company (Pandita and Ray, 2018). By this, they attract and invite unique
ideas, innovative skills in organization in order to gain more competitive advantage.
1. Interview: It is one of most effective method used by interviewer. In this, numbers of
questions are asked related to an individual, background of job position have been asked.
In this, numerous set of situations are there to check analytical and confidence skill of
candidates.
2. Written Test: With this assessment Argos company can effectively able to examine
performance and efficiency of candidates who applied for job role. In this questions
related to maths, reasoning and technical part cab be included (Gold and et. Al., 2013).
Thus, form discussion it has been analysed that its responsibility of HR manager to
develop and formulate effective plan before selecting particular method for selection criteria.
Although, with help of this they can save cost and time of company to select right appropriate
candidate for suitable job profile.
TASK 4
P6. Examine various stages of HR life-cycle

Human Resource has effective and systematic approach which is about employees
involvement in the company. There are five stages which are discussed below:
Selection and Recruitment : It is a primary stage of HR life cycle, in which activities is
done related to collection of CV/resume of applied candidates, advertisement of job, GD and
interviews. This will aid HR of Argos to recruit best candidates for their organisational.
Orientation: In this second stage, Argos is required to conduct effective orientation, in
order to develop interaction with newly joined employees. With help of this, they can make their
employees friendly by get knowing them about organisation objectives, mission and vision.
Career planning and performance management: Its essential for Argos to offer
attractive opportunities to their employees for developing them in professional and personal
manner for effectively achieving organisational goals and objectives (Dessler, 2013). In addition
to this, HR manager of company should focuses on evaluating performance of their employees
for further better assistance to them.
Succession Planning: In this, its essential for HR of Argos to effectively assess best
effective and potential employees as to replace them with inefficient ones. With help of this, they
can effectively able to increase organisation market positioning.
Exit: As per according to this stage, HR of an organisation holds responsibility to
manage process of entry and exit of workers. For this, managers of Argos Ltd. Is required to
offer better opportunities as to attract candidates to join company.
P7. Examine the stages of HR life-cycle within organization
It is responsibility of HR to convert above mentioned stages into actions. In addition with
this, all these stages are effectively required to be align with HR strategy as to effectively
accomplish organisational goals. Mentioned below discussion of integration is defined.
First stage:
It is duty of Argos Human Resource manager to formulate strategies to make selection
and recruitment process effective as to select potentially capable candidates (Oseghale, O.R and
et. al., 2018).
Second stage:
At this stage, Human Resource manager of Argos is required to make familiar with the
the new employees with organisation vision, mission and objectives statement. In addition with

this, they are required to make their employees aware with guidelines of company as to
effectively accomplish organisational goals.
Third Stage:
This is third stage within which employees work performance are evaluated. With help of
this Human Resource manager of Argos can effectively able to identify form of training and
development courses that are required within workforces. This will lead towards more
productive outcomes.
Fourth Stage:
Another step is essential for Human Resources manager of Argos to formulate policies
and practices in favour of employees and reward them as to regain them for long period of time.
With help of this, company can increase employees engagement within company (Church and
Silzer, 2013).
Last Stage:
At last stage, which Human Resource manager of Argos is required to hold on effective
database for its employees that mainly contain each and every information related to them. This
will aid HR manager to effectively accomplish activities during time of resignation and
termination. In addition with this, it further aid company to recruit and select right candidate for
vacant job.
CONCLUSION
Above mentioned report, which is concluded that talented planning and resource is
relating to managing workforce as to effectively select suitable and talented candidates within
organisational structure. In addition with this, report include numerous form of laws and
legislations which are required to effectively abide by organisation as to restrain themselves to
being get caught into any unnecessary issues and problems. Further it is important for company
to undertake best effective form of job analysis method and approach as to recruit and select
employees in appropriate manner. By considering suitable strategies and policies company can
effectively able to accomplish organisational objectives by increasing productivity and
profitability on simultaneous way.

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