Talent Management and Workforce Planning: A Case Study of Argos

Desklib provides past papers and solved assignments for students. This report analyzes Argos's talent management and workforce planning.

Resources and Talent Planning

Contents
INTRODUCTION...........................................................................................................................3
ACTIVITY 1...................................................................................................................................4
Based upon the given food for thought the students will critically analyze current labour
market trend that influences talent management and workforce planning..................................4
Explain the different legal requirements that need to be considered during workforce planning.
......................................................................................................................................................6
Activity 2.........................................................................................................................................7
Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of Argosal examples?...............................................7
Activity 3:......................................................................................................................................10
Different processes and methods of recruitment and selection are for talent resourcing..........10
Methods of Recruitment and Selection:.....................................................................................11
Activity 4.......................................................................................................................................13
Critically evaluate how stages of the HR life-cycle can be applied separately and integrated to
support strategic talent management..........................................................................................13
Conclusion.....................................................................................................................................16
References:....................................................................................................................................17

Introduction
Argos was established in 1973 which is deals in food and providing their services in UK and it is
a part of Argos group of retail with the 580 outlets in the UK. According to this report in the
Argos which is deals in the food products. In the Argos, it is very important to understand the
market demand and skills which is needed in the Argos. In this report have to analyze the current
labour trend in the market that trend influencing on the management and the Argos as well as
influencing on the planning of the Argos. In this report, HR has to provide the legal requirement
which is needed to making workforce planning in the Argos. In this report to evaluating the
effective process which is used in the method of recruitment and selection process as well
critically evaluate the HR life cycle for the supports of integrating the talent management in the
Argos. Eventually to analysis the HR concept of key stages which provides effective
management on the performance of management and succession planning.

ACTIVITY 1
Based upon the given food for thought the students will critically analyze current labour
market trend that influences talent management and workforce planning.
Talent Management is the commitment of an Argos to hire recruit and train the most talented
employees available in the market. With the help of workforce planning problems can be
identified and solved faster so it is necessary for the Argos. Human resource plays a strategic
role in managing the culture of the workplace, environment, and people. It is the department that
finds and trains employees (Jeske, 2016).
Develop, attract and retain potential employees by succession planning is called talent
management strategy. In areas of selection, attracting, developing and retaining employees talent
management have some strategies that help in increasing performance of the Argos. Effective
talent management strategies will surely enhance Argos performance.
Today, there are some labour market trends including social trends, the changing economic
political composition, and demographics which are affecting talent management and workforce
planning. There are five key factors that transforming labour market:
 The demographic situation
 Legal restrictions
 Requirement for skill
 Changes in the composition of the economically active population
 Fluctuation in unemployment’s rate

2 market labour trends are:
1. Companies need to appeal to job seekers, not just the other way around- The job market
is very competitive not only for the job seekers but also to everyone. Argos need to do
everything which helps in providing the employment opportunities as possible.
2. Offer competitive compensation and benefits packages- Only 69% of workers in private
industry provides health benefits to their workers. If Argos provides various types of
benefits to the workers then only employees feel their job worthwhile.

Explain the different legal requirements that need to be considered during workforce
planning.
Workforce planning is about forecasting your current and future staffing needs and addressing
matters related to the supply of labour. Workforce planning is important to get the right balance
between labour supply and demand (Derous, 2016)
Labour demand: -Labour demand forecasting is crucial. Argos does not want an employee that
is not fully developed, as it will reduce their productivity and performance.
While undertaking labour demand forecasting there are two most effective ways:- qualitative
and quantitative. Often quantitative approach used a variety of mathematical approaches to
understand the needs.Usually small and medium business uses this approach to determine labour
demand forecasting. This technique involves the people who are likely to be affected by any
changes in Human Resource policies.
Labour supply: After the forecasting of future requirements, it is important to determine the
number of employees. Labour supply can be fulfilled from outside or inside the Argos.
Workforce planning is important for a business to increase the performance and to control the
situations where they faced too many or a few numbers of employees.
The human resource management is also influenced by federal laws governing employment
issues. These laws were made to eliminate discrimination against the employees (Fruvt, 2016)
Some HR legislations constraints and requirements as per the employment laws are the
following:
 David- Bacon act of 1931: this law requires the payment of minimum wages to
nonfederal employees
 The civil right act of 1964: This law prohibits discrimination based on race, color,
religion.
 Landrum-griffin act of 1959: it is also known as labour-management law. This law gives
certain rights to union members such as promotion democratic procedures in the Argos.
 Social security act of 1935: This law was formed to assist the disabled and children.

 Equal pay act of 1963: This law prohibits pay differences based on gender.
As per these laws, all legal requirements of the employees need to be considered.

Activity 2
Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of Argosal examples?
HR strategy is the process of the Argos which is creating the long term plan for achieving the
goals and objectives of the Argos.
In the Argos to analyze the labour market and demand in the UK by the process of mechanism
that matches the employees' potential to their work and duties. The labour market is the process
of Argos for selecting the workers who have different skills and abilities (Boeri, Van Ours,
2013). Argos strategy helps to analyses the main factor of the labour market which is necessary
to find out the issues which is effects on the Argos workforces planning. There is some force
which is affecting the current labour market trend are;
 The effect of the external environment in the Argos which is the changes in the customer
demand in the product and services by the Argos.
 The new trend of the each and every labour which is demanded the health and safety
funds, as well as they, are also demanded the jobs will be provided by their occupation
and their requirements.
 In the current labour market they are not working in multitasking work they would be the
focus on the one project at a one time and use their skills and abilities on the specific field
and trade.
 The labour market may be affected by government intervention. Government intervention
in Argos which is applying the more and more fiscal policies in the UK and current
labour market which is affected by the unemployment labour in UK.
 The main and important effects in the Argos that the rates of Unemployment people are
increasing every year in UK.
 The changes in technology which is affected the internal environment of Argos labour
they are not alert about the new technology.

A legal requirement is the process of identifying the agreements of the Argos and according to
the agreement of Argos which is helps to the recruiting and selection process in Argos (ten
Hompel, 2018).
Graduation:- According to the Argos agreement the process of job requirement in Argos which
is includes the specific skills and that candidate should be graduate from the reputed university
of the UK.
Experience:- According to the Argos agreement the main and important recruitment process of
Argos which is that the candidate should have an experience and their qualification and
experience should be fulfilled the Argos requirement.
As an assistant manager of Argos which is identifying the current skills and abilities which is
required in Argos and Argos has to analyses the current skill and quality which is fulfill the
requirement of the job.
Personal qualities which is requires in Argos
 Knowledge: - As an assistant HR manager has to analyze the worker and employees
have that much ability to understand their work which is done in the Argos. The
employees have their personal qualities which give benefits to their Argos and their work
too.
 Self-motivation: - As an assistant HR manager has to analyze that worker from the
labour market who are capable of motivating themselves. Self-motivation is very
important in the Argos and any work that gives the self-confidence to do that work which
is effective and efficient.
 Flexibility: - As an assistant HR manager has to analyze the flexible worker to their
Argos who can change their environment and able to do the multitasking work by their
skills and abilities.

Skills which are required in the Argos
 Communication skills: - As an assistant manager have to analyze the communication
skills which is used in their Argos. In the Argos which types of communication skills are
used which is verbal and nonverbal that communication is effectively used or not.
 Team working: - As an assistant manager providing that many capabilities to their
employees who are able to do the work in a team which is effective and efficient work in
the Argos.

Activity 3:
Different processes and methods of recruitment and selection are for talent resourcing.
Recruitment and selection are the resources of human functions which help in identify, attract,
screen and hire the most suitable person for the opening of a job. For the purpose of small
businesses, in particular, this process is somehow said to be critical. Creating the team of best
team members which are available could make the difference between the success and failure of
the company. With the starting of the recruitment and selection process, an entrepreneur must
consider these things:
Job Description: It is the most important process for a small business to take while doing the
recruitment and selection process is to have a brief knowledge of the job for which they are
hiring the candidates. It is must for every Argos to recruit the candidates according to the job
requirement; if the recruiter has less knowledge about the job then it will result into wastage of
time and also result into the hiring of an unqualified candidate.
Before meeting with the applicant of the job, the hiring manager must decide what
responsibilities are required for the job position. A hiring manager must also aware of the
educational background, some professional experience and quality manners which he was
looking for in the candidate. Salary should be decided according to the budget of the Argos and
the capability of the candidate. Salary should be decided according to the work done by the
candidate and time which he spends on the Argos (Alsabbah, 2013)
Recruitment: After determining the responsibilities, needs and salary range of the job then,
small businesses can start the recruiting task of qualified candidates. Recruitment means the
overall process of attracting, shortlisting, choosing and appointing the suitable candidates for the
jobs (whether on a permanent basis or temporary basis) within the Argos. The recruitment
process is done by the Managers, Human Resource specialists and the Recruitment specialists
but some public-sector employment services look for some consultancies which help them in
hiring the candidates.
Screening and Selection: After everything, an HR manager starts to pour in and screen each
candidate in detail. His target is to remove all the candidates who are lacking the proper

professional and educational background. After identifying the most appropriate CV’s, HR
manager only interviews those candidates. Interviews can be done on the phone or face to face
(Ibrahim, 2013).
While interviewing, an interviewer asks the questions from the candidate about their background
(family, qualification) and how it is related to the particular job. When a candidate fulfills all the
criteria then the hiring manager gives the formal offer letter to the selected candidate.
Methods of Recruitment and Selection:
If a manager wants to recruit the talented candidates then it will take more time and efforts than
slightly through scanning the CV. Understanding of how the potential recruit will help you in
achieving the business goals means considering that the recruit's intangible and tangible
qualities. Following are the methods which can be used while recruiting, interviewing and
selecting the upcoming team member:
 Prepare to Recruit: Preparing to recruit refers to doing the research related to business
success. Many recruiters recruit the employees who look like eager to work but make no
result and this leads to the Argos in low productivity and costs the company more in
turnover than to recruitment of the employees. Proper planning should be done about the
recruitment process so that no discrepancy will take place.
 Review Resumes: It is must look into the resumes very properly, although education and
experience both are required to every manager, don't overlook a person who has a strong
letter of cover that describes the gaps in experience or has a strong learning desire. Also,
consider the outside activities like volunteer work; it is also must to keep in mind that the
candidate who has experience may not be the best candidate as compared to the best
ones, someone who has been working in the similar industry or who has lateral
movements clearly shows that the person is not moving upward.
 Pre-Hire Testing: Many employers use pre-hiring testing method for searching for basic
skills before making a commitment to a new employee. Pre-hire testing can be done
before the first round of the interview through online services that can be found some
recruiting sites. This can also be at the location, as part of the selection process. This
includes some basic skills like mathematics, typing speed and grammar.