Resource and Talent Planning: A Report on Argos's HR Strategies

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UNIT 19 RESOURCE AND
TALENT PLANNING
Name:
Id:
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Table of Contents
Activity 1.......................................................................................................................................................5
1. Based upon the given food for thought the students will critically analyse current labour market
trend that influence talent management and workforce planning..............................................................5
2. Explain the different legal requirements that need to be considered during workforce planning
such as, Trend analysis and analysis of labour demand and supply forecasting, analyze specific HR
legislation constraints and requirements....................................................................................................6
Activity 2.....................................................................................................................................................11
3. Based on current labour market trends and legal requirements determine current and anticipated
skills requirements for a range of organizational examples.....................................................................11
Activity 3.....................................................................................................................................................13
4. Produce appropriate examples of a job description and person specification documents for
effective recruitment and selection..........................................................................................................13
Activity 4.....................................................................................................................................................17
5. Critically evaluate how stages of the HR life-cycle can be applied separately and integrated to
support strategic talent management. Such as The concept of the HR/employee life-cycle and HR
solutions for ensuring effective management of key stages of the HR life-cycle: recruitment and
selection, on boarding and orientation, performance management, succession planning, and exit and
transition..................................................................................................................................................17
Conclusion...................................................................................................................................................19
References....................................................................................................................................................20
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List of figures
Figure 1: Recruitment process.....................................................................................................................15
List of tables
Table 1: Social, Political composition and Labour market trends of population...........................................6
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Introduction
In this report, Argos organization is taken that is UK based store for selling products in which human
resource use the resource and training planning that achieve the maximum benefits in business and
employee also get the satisfaction. The work is divided into four learning outcomes that include the
current labour trends with legal requirements that influence workforce planning. In the second part
anticipated and current skills needs for varying context is studied. In the third section, the Argos job
description of customer service advisor with person specification is discussed. In the last section HR life
cycle in the HR strategy is learned.
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Activity 1
1. Based upon the given food for thought the students will critically analyse current labour market
trend that influence talent management and workforce planning.
In creation of new jobs in Argos new efficient policies has to be designed that helps in understanding the
current market trends because of the success of Argo's resource and talent planning are very crucial in
business that helps in gaining the needs of labour trends and demand skills need by organisation for fulfill
the current as well as future demand. Regional and projection and global employment estimates trace
different regions potential in the world that absorbs the ever-expanding worldwide labour force. Through
the unemployment rate through sex or age group help in identification of the vulnerable group that needs
most have to support.
HR strategy: HR strategy is defined as the strategy that is acquired by Argos organization that aim is to
add employees, system and organization culture with a new set of policies that helps in achieving the
goals of the business. In Argos, new HR strategies are made that help in fulfilling the needs of customers
and achieve maximum business benefits. Labour talent and labour management are also needed to be the
focus on getting good results in business. Talent and talent management are the two primary trends for
Argos (Muratbekova-Touron and Galind, 2018).
Talent and talent management: Talent is a gift or something which normally which is done very well
which people do normally. Talent management is very important for the Human resource in the
organization to get good financial benefits for both employees as well as the organization. Talent
management touches all the major key areas of HR that are from recruitment to on boarding, from
performance organization to retention. Through talent management, the employees are motivated,
retaining and engaging employees for solving the problem in a better way.
Workforce planning: it is also the major factor for satisfying the current needs of Argos that is defined
as the strategy used by employers for anticipating the labour needs and for deploy the workers effectively,
advanced and usually with human resource technology. Workforce planning is the part of workforce
management in which most large organizations use an enterprise resource planning system (Beck, et. al.,
2018).
In an organization using strategic human resource management and talent resourcing industries helps in
building a high-performance environment of working, inspire learning organization, helps in adding
values to the organization agenda and also helps in diversity management. Things Argos has to be
considered for making workspace better.
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2. Explain the different legal requirements that need to be considered during workforce planning
such as, Trend analysis and analysis of labour demand and supply forecasting, analyze specific
HR legislation constraints and requirements.
Demographics relating to current labour trends:
Demographics are defined as the collection of precise population data which helps in analysing the trends
that have a direct impact over the labour markets. In demographics severe social and economic challenges
have to be faced in the aging societies which affect the labour market is that it reduces the organization
output due to the reduction in the labour force because the rate of employee retires is large as compared to
hire new employees and also the old employee has less workforce than the young employees. So, to make
efficient new market trends new channels are considered (Nettle, 2018). The three main channels for the
current labour market trends that are to be considered by Argos are:
 Labour productivity
 New talented employees with innovative ideas
 Timely Labour supply
 Labour demand in Argos because in different shits the Argos are working for satisfying their
customers and for satisfying the labour demands.
In labour market economic trends are also changing: In the market, the organization faces the issue of
non-economic and economic nature that result in the long time period of transition. In the new
organizational mentality changes of economic elements is more important for human resource due to this
HR are the prime concern of researchers.
In organization economic development is also not satisfactory but it creates new jobs and this changes the
role of HR in organization. These challenges are facing problems by managers nowadays in the modern
organization. For maximizing profits managers give attention to professional management of HR,
exploring and seeking the factor which influences demotivation and motivation of work in HR (Santos,
and Jenson, 2018).
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Table 1: Social, Political composition and Labour market trends of population
Political Economic
 Increase dispersion of the national
powers.
 Increase in power of the non-state
performers.
 Increase in the demands which are
transparent among governments.
 Increase in state capitalism.
 The increase of government involvement in
economic growth.
 Increase the gap between the poor and the
rich individuals.
Social Technological
 Urbanization
 Aging population
 Internal and international migrations
 Population growth
 Genomics
 Economic, cultural and social connectivity.
Labour demand and labour supply forecasting:
 For obtaining the strategic business goal in Argos workforce planning has to be forecast for the
current and for future needs of staffs after that address the labour supply matter like the labours are
available with the skills which are required. The balance should be maintained in between the supply
and demand of labour so at right time a right number of employees is getting.
 It is crucial in Argos business because it does not want the employee gap in between supply and
demand pools because it reduces the performance, profitability, and productivity of the employee.
 The Argos should be analysed the future forecast of employees that what amount of employee is
required with what skills so labour supply come from or within an organization (Bakens, Fouarge,
and Peeters, 2018).
Human resource Legislation constraint and requirements:
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The HRM of Argos should greatly influence severe government laws for the employees. In HRM the
development, placement, compensation, and recruitment all are bind with the government laws and
regulations. The acts are illegal in any discrimination against the employee like race, religion, color,
national origin and sex. These acts are legal in the organization and all employees must follow and give
fair practices relating to hiring, pay, training, virtually and benefits related to HRM (Cruz, 2018).
Labour laws in Argos are divided into three categories:
 Equality act 2010: Equality act is pass in 2010 that protects every individual in the workplace. It
provides each employee as an equal opportunity. The positive side of this act is decision making
infirm so that each employee share their respective ideas in the organization.
 Sex discrimination act 1975: This act supports both the men and women equally and provides
equal concern in training, harassment, and employment (McLaughlin, 2018).
 Health and safety work act: under the year 1974 the provision is introduced in this act. In this
both the company and union have to recognize necessity in having an effective health and safety
policy is followed by the procedure.
Protective legislation: The purpose of this is protecting the employee from unfair treatment.
 Maternity leave act
 Factory act
 Equal pay act
 Employment
 Minimum wage act
Auxiliary legislations:
It supports the establishment of cooperative bargaining. Laws which consider for the collective bargain
are:
 Industrial dispute and labour relations act
 Trade union act (1919): it is a piece of Argo's labour legislation that is solely devoted to the
entrenchment of trade union program.
 LRIDA act has: Trade union registration, memberships, filling statements, peaceful picketing,
prohibition of severe practices
Restrictive legislation:
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It is directed at the mainly over trade unions and has to limit the scope of activity, specifically, it relates
with disruptive influence of industrial action (Söderberg, et. al., 2018).
Contemporary human resource issues:
HRM faces Countless challenges in the today workplace. There is a severe issue concerning the diverse
workforce, technology matters and legislation which affect workplace rise in the top of the challenges list.
HR managers which encounter issues use their own leadership skills and for preventing the challenges
which are raised.
Human capital: It includes the skills, attributes, and knowledge like perseverance. For separate
employee investment in the human capital may provide the economic return, increase earning and the
employment rate. This is discussing either by focus over the education level or over the direct measure of
the human capital like numeracy or literacy score.
Social capital: It is defined differently by the different researcher but it includes norms, networks, and
values which facilitate cooperation within groups (Fine, 2018).
 Both ethic functions and HR play a very powerful role in the embedding of the ethical standards
organization that collaborates operate in two directions.
 As the code of existing company employee concerns, employment laws and processes & policies, the
role of HR are to update the content. This also helps the employee in reading, monitoring and also for
acceptance and for communication.
 With the increasing globalization, there are severe changes seen in the global organization of
capitalism which results in increasing the completion in the international market in running the
business (Veluchamy & Krishnan, 2016). One of the major significant changes seen is a dramatic
enhancement in acquisition activity and the rate of a global merger.
Technological advances and the workplaces:
Workplace setting is changed due to technology. Telework, remote report relation and telecommuting
have now become the norm not an anomaly. For improving employee productivity flexible work
scheduling is done since all technological changes are not for all employee (van Zyl, et. al., 2017). The
mutual agreement is discussed between the employee and employer for options which include
telecommuting.
Succession planning: For good human resource planning and managing succession planning is used.
Succession planning guides the staff that they are not with the organization indefinitely. It also provides
the plan or process for focusing on the changes that are occurring when the employee leaves. Most of the
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succession planning focuses on the organization senior manager, executive director (Natarajan and Babu,
2018).
Performance management: With the yearly review meeting there is very much difference in
performance management. As it describes in the introduction the approach of performance management is
the process flow of monitoring, planning and for reviewing the employee performance.
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Activity 2
3. Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organizational examples
Human resource management is an important factor for every organization. They transform the
labour in skilled full labour who having numerous skills which are necessary for being an
employee. After analysing the theory of anticipation skills and the current labour market trend
(Davos, 2014).
There is some latest labour market trend which affects the growth of the organization and
personal growth of employee.
1. Modern technology: In these modern times, there is every day a new technology is developed
which reduces the labour cost. Since technology reduces the value and workload of labouring the
previous time, people work hard and they have more opportunity for the job as compare to
today’s situation (Kavanagh & Johnson, 2017).
2. Changing in the application: Nowadays, the electronic gadget is becoming a part of human
life. Internet in the hand people finds the job, booking hotel, booking cab through their mobile
phone. It reduces the job of that person who plays a role as a mediator.
3. Transparency in the interview process: Nowadays, all the interview process depends on the
skills of the candidate (Boselie & Thunnissen, 2017). There are fewer chances of partiality in the
selection process. It reduces the effort of the recruiter who evaluates the examination of the
candidate.
4. Motivation in the employee: Encouragement in the employee to work by using their
innovative ideas. It helps in enhancing the skills in the employee which will be beneficial for the
organization. Companies adapt various methods to improve their workplace (Sparrow, et. al.,
2015). Experimentation is a risky method but if it gives a positive result, it will further continue.
Labours have some basic rights for being a part of the organization like
• Right to confidentiality
• Impartial compensation
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• Liberty from discrimination
Freedom of discrimination based on gender, religion national origin and race at the time of the
recruitment process.
The right of labour is related to the relationship between the employee and employer. The
standard of employment is acceptable by the social norms like the employee is socially
interacting with the other employee under some limitations which is acceptable by the
organization. Labour law enforces by the Government agencies. It includes legislature,
supervisory or judicial (Spiler, 2014).
For example: Now a day, Student not getting the job according to their educational qualification.
The organization doesn't hire an intern. Every organization wants an experienced employee. This
influenced by the new technology and the competition in the market.
Anticipation skills is a necessary factor in the employee, it forces the employee to work in a very
systematic and strategic process by which labour prepare themselves for their career. It helps to
maintain the gap between supply and demand. Labour develops their anticipation skills
throughout the time and they learn from their past experience (Keese, 2015).
Example: When somebody forces an employee to part as a speaker in the annual event of the
organization. It is the case, the employee has fear about that and tries to overcome this. Besides
all the fear labour take part in this and achieve the respective goal.
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