Resource and Talent Planning for Burberry: A Strategic Analysis

This report provides a comprehensive analysis of workforce planning and talent management strategies within Burberry, a prominent luxury fashion house. It begins by examining current market trends influencing talent management and workforce planning, emphasizing the importance of strategic hiring, contingent staffing plans, improved HR analytics, and effective managerial strategies to retain employees. The report then delves into the legal requirements Burberry must consider during workforce planning, including employment acts, age and gender discrimination acts, equal pay acts, equality acts, working time directives, and occupational safety and health acts. It further explores the skills currently required by Burberry, such as health and safety compliance, promotion, and new staff roles. The report also covers job specifications and descriptions, recruitment and selection methods, and the stages of the HR lifecycle, integrating these elements within the organization's HR strategies. Overall, the report provides a detailed overview of the key components of workforce planning and talent management in the context of Burberry's operations.

RESOURCE AND
TALENT PLANNING

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
LO1..................................................................................................................................................1
P1 Analysing current market trends influencing talent management and workforce planning of
Burberry .....................................................................................................................................1
P2 Different types of legal requirements to be taken into account by Burberry while
undertaking workforce planning..................................................................................................2
P3 requirement of current skills in the context of the Burberry company...................................4
P4 for job specification and job description mini research is done.............................................5
P5 Different recruitment and selection methods for effective talent resourcing.........................5
P6 stages of hr life cycle ............................................................................................................6
P7 HR life cycle integrated within organizational HR strategies................................................7
CONCLUSION................................................................................................................................1
REFERENCES................................................................................................................................2

INTRODUCTION
Workforce planning is referred to be an utmost agenda of almost all sort of organisations
who are looking to operate within a global business environment. This mainly intends the
procedure of handing the undertaken business operations at both national and international level.
On considering this fact, it is stated to be a prime responsibility of the human resource
management (HRM) to plan hiring appropriate talent at the workplace that eventually becomes
the reason of attaining an ultimate success (Stone, Deadrick, Lukaszewski and Johnson, 2015).
The current report is also based on a similar concern of effective resource planning in the
organisation. For which, a well-known firm named Burberry, operating in the fashion industry of
UK has been taken into consideration. Being headquartered in London since last 162 years, it is
recognized as a very famous luxury fashion house of Britain. It is currently operating at a
worldwide level with more than 500 distinct locations. Some of its renowned products involve
cosmetics, fashion accessories, clothing’s and perfumes, etc.
TASK 1
LO1
P1 Analysing current market trends influencing talent management and workforce planning of
Burberry
Workforce planning and talent management, both are referred to be a vital part of HR
strategy and are useful in creating long term plans for further attaining the set organisational
goals and objectives. Talent management is hereby specified as the expectation of requisite
human capital in entities like Burberry and making futuristic plans to meet up the anticipated
needs. There together exist 4 significant pillars of talent management namely, recruitment,
learning, performance and compensation. All of these 4 pillars are meant to support an employee
right from the process of hiring to superannuation or retirement (Kerzner and Kerzner, 2017).
Workforce planning on another hand is a constant procedure that is being used for the alignment
of both needs and priorities of Burberry with that to its workforce. It is to ensure that the hired
labour force will be able to meet up its requirements related to governmental as well as
regulatory norms, etc. Such planned approach will not only assist them in a timely attainment of
its service and production related requirements but will together help in the achievement of its
overall organisational objectives (Bailey, Mankin, Kelliher and Garavan, 2018). Below are some
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recent trends that are apparent to persuade the aspects of talent management and workforce
planning in Burberry.
 A strategic hiring- It is a foremost method that must be adopted by companies
operating at a global level, with responsibility of adopting strategic measures for
the purpose of employing the workers (Latukha, 2015). A primary concern over
here is to attract a right set of talent with such effective measures that also depicts a
smart mind set of recruiters. HRM of the quoted entity can hereby refer adopting
multichannel measures of recruitment with a candidate driven approach for hiring
efficient workers.
 Contingent plans for the previously adopted models of staffing- This is on referring
to the beneficial involvement of contingent workers at the work setting who are
likely to resolve the most complex issues in the business (Stockbridge, 2016). They
are always counted as a tool for attaining a contending success in the marketplace.
 Improved HR analytics- This is on considering the need of greater talent insight
where the HR of the chosen enterprise should have effective number of soft skills
to suitably connect with their workers (Angrave and et. al., 2016). The HR should
hereby get benefitted from the upcoming progressions in the market and
accordingly set their analytical approach of hiring.
 Better managerial strategies- This is mainly on referring to the millennial
generation of today’s advanced workforce where motivation is always expected to
be the top most priority for them to get retained (De Bruecker, Van den Bergh,
Beliën and Demeulemeester, 2015). Considering this, the adopted policies of
Burberry to retain its workforce should be as much engaging, as it can. For this,
they can refer adopting various motivational concepts to retain the talented set of
employees at the workplace.
P2 Different types of legal requirements to be taken into account by Burberry while undertaking
workforce planning
Workforce planning is associated with several number of benefits and its strategic adoption
is evident to offer a smooth flow of operation at the workplace. It is hereby with a specific
consideration of Burberry where a strategic approach towards workforce planning is proven to
help them in identifying the future requirements of staffing. Beside this, they will together be
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able to ascertain any probable risks of shortage in staffing, etc., (Hewitt, Chacosky, Grasman and
Thomas, 2015). Although, all these aforesaid aspects of workforce planning can be acquired
through a streamlined recruitment strategy that also necessitates the cited firm to consider certain
legal requirements at the time of planning. It is with a foremost concern of eradicating any
possible occurrence of discrimination with the workers and accordingly adopt the proposed
policies and enactments. The HRM is thereby expected to be familiar of such legislative norms
and their guidelines, that include-
 Employment act (1946)-This is another one of the most significant act and legislation
that should consider by Burberry by which it can provide protection and security to
employee regarding their working.
 Age Discrimination in Employment Act (1967)- This is very significant act and
legislation that imposed by government in order to provide protection and rights to
employees at workplace. Burberry must have to consider this legislation at the time of
develop workforce plan and recruitment. The equality act brings together over 116
separate pieces of legislation into one single. As per this legislation, in the
organization management can not discriminate any employees either they are male
and female on the basis of their age and gender (Angrave, and et. al., 2016). All
employees should treat equal in the organization and promotion should be done on
the basis of employees performance and efficiency.
 Equal Pay Act (1963)- As per this act, organization can not discriminate with any
employee in the pay scale. The wages, salary, incentive and promotion should give to
employees according to their performance, efficiency and productivity. Burberry
must have to consider this legislation at the time of planning workforce. By help of
this legislation, company should provide equal pay and wages to employees on the
basis of their performance and productivity.
 Equality Act (2010)- Ass per this act, all employees should treat equally in the
organisation. At the time of recruitment, selection, promotion, increment and another
aspect, all employees should treat equal manner. Management of company should not
discriminate with any employees on the basis of their age, gender, culture, region,
background etc. All facilities and arrangement should organise equally for all
workforce in the company.
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 Working time directive (2003)- This legislation gives EU workers the rights to at
least 4 weeks in paid holidays each year , rest breaks and rest of al least 11 hours in
24 hours (Kerzner, and Kerzner, 2017). This act should consider by cited venture at
the time of workforce planning.
 Occupational Safety and Health Act (1970)- This act is basically developed for well
being of employees at workplace. With help of this legislation, government provide
safety and security to personnels at workplace. Burberry must have to focus on this
legislation regarding employees at the time of workforce planning and recruitment.
For improve employees heath and safety in the organisation, cited venture have to
consider this legislation.
P3 requirement of current skills in the context of the Burberry company
As the legal requirement are necessary for the company which are need to be followed by
the every organisation. These are discussed below:
Health and Safety law- in this law Burberry company is following this law in the organisation.
This law includes the health of the employee working in the organisation are very important
because employee are the responsibility of the entity. If workers of the company are healthy then
only they will be productive of the entity. It will increase the potential of the entity. Safety needs
of the entity for the employee because human resource the organisation are inly one who make
difference from the other organisation (Sparrow Hird and Cooper, 2015). If Burberry is not
providing the safety equipment to the people working in the entity in that case labour will found
it risky and there will be lot of turnover of the employees which will be loss to the entity. In the
context of the Burberry if it will improve the sanitation of the work place which will increase the
customer base of the entity. If the organisation will maintain the proper hygiene while making
the food in that case health of the customer will be good and praise the working criteria of the
entity. It will increase the brand image of the entity.
Equality - this is the law most of the organisation follow. In this government has made rule that
there will be no partiality on the basis of the age, gender, disability and many more. Employees
are given the salary or opportunity on the basis of their performance which is need in the entity.
If the Burberry is following the equality law in the entity in that case employees will be satisfied
and they will work with extra efforts which will gain the competitive advantage of the firm. On
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the basis of the firm it is required by the business and it will improve the image of the firm in
mind of the society (Cooke Saini and Wang, 2014).
Destination promotion- mostly in the organisation employee are given the chance of promotion
in which they have to the just shift from the one department to the another. By doing this their
pay scale will increase and status in the entity will also increase. Like in the Burberry employees
are given the promotion in this they have to just shift from the financial department to the
operation department. If entity will follow this in that case status of the employee will increase.
This will satisfy the employee and loyalty of the employee will be there.
New role of the staff - in this employee will be given the new duties to perform which will
increases the overall growth of the employees. If any of the employee is not there in that case
another employee will perform the duty of them. it will be helpful for the Burberry. ir will
increase the potential of the employee and overall development will be there.
P4 for job specification and job description mini research is done
Job specification refers to the knowledge , skills which are needed for the doing the job .
this covers the education of the individual , working experience of the people and managerial
experience of the which help in fulfilling the objectives of the entity. this helps in the recruitment
and selection process, determining the performance of the employee. in this people can
understand the details of the job which will help in future context of the workers. in this
personality of the people and the characteristics of the which help the employer in assigning of
the job (Armstrong and Taylor ., 2014).
Job description means the document which describes the tasks and duties which are related to the
position. It will help in providing the details of the positions which are in the job. Job description
of the marketing manager are responsible for making the marketing plans foe the whole
organisation and which will help in attracting the clients towards the organisation. If any of the
problem which is prevailing in the organisation related to the selling of the product it will help in
making the company to reach the objectives of the organisation.
P5 Different recruitment and selection methods for effective talent resourcing
Recruitment and selection is one of the significant aspect in the organization by which
management can hire and recruit efficient and talented employees for its performance and
operation. By help of effective recruitment and selection method, company can invite the
talented and skilled employees in its business and improve performance. Basically there are
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major two kinds of recruitment and section that is internal and external. In the internal
recruitment company recruit employees inside basis (Latukha, 2015). On the other hand in the
external recruitment, company invite candidates from outside of company. There are various
methods of recruitment and selection that can consider by Burberry in its workforce planning.
These methods of recruitment and selection are discussed below-
 Promotion- Promotion refers to the process of shifting an employee from lower position
to upper positions in the company. In these roles and responsibilities of employees
increases. With help of this method, Burberry can
 Transfer- Transfer refers to the process of interchanging from one job to another without
any change in the rank and responsibilities. It can also be shifting of employees from one
department to another department or one location to another location.
 Internal advertisement- It is a process of posting, advertising jobs within the organisation.
It provides equal opportunities to all employees working in the corporation.
P6 stages of hr life cycle
Recruitment - growing business starts with hiring the right people. It depend on the decision
that play a critical role in turn over , productivity and growth (Stone and Johnson, , 2015). This
will succeed in the recruitment steps that HR life follows. It depend on the business that creates
a strategies that strafing plan that includes the implementation in the organization.
Education – communicates company values can makes expectation and their responsibilities .
Its depend on the different education process from the moment employees start in their new
position. A co-worker to new employee to support their job's duties and responsibilities.
Motivation – this will helps to motivates employees for better works performance . Leaders
focused on build bond with their employees . They keeps them engaged, performing at higher
level , and showing commitment to company. Also offering reason to stay motivated , such as
better compensation, benefits and opportunities for growth. This will depended on the working
expectation to influence to operates the organization effectiveness.
Evaluation – this will be evaluated the resources life cycle . A supervisor evaluates and
measure an employees performance. The revise gives it challenges , support and values for the
leaders that employees while offing constructive feedback on a regular basis.
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P7 HR life cycle integrated within organizational HR strategies.
Recruitment helps to the organization for selective new employees and its helps to
creates more productive , growth and development of the organization. It will be able to
recruiting the organization employees in effective manner. This will depended on the
organization that how will be able employees to secretes them (Hewitt, and et.al., 2015).
Education helps to relates different expectation for the employees in the organization. This will
helps to sustain the organization for effective ways that collected in the organization. Different
companies have different organization to influence the correct position that will checked in the
formation for effective controls in the organization.
Motivation helps in organization leaders to creates a bond with their employed. This will
makes to operates in a better ways to evaluates the different organization to improves the
different structure. Evaluation helps to sustain the organization to development for the effective
evaluation techniques in the organization its depend on the organization to development for the
effecting communication. This will helps to develop the organization techniques that evaluates
the different techniques in the organization . Also it will development for the effective
suggestion.
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CONCLUSION
With respect to summarised about the present report, it can be stated that workforce
planning implement several functions and operations to carry desired results. In this regard,
present report includes talent management that helps to develop workforce planning in Burberry.
There are mainly 4 most important elements consist as pillars that assists to promote more
significant work performances such as recruitment, learning, performance and compensation. On
the basis of these elements, it can be summarised that related government also regulate several
norms that assists to production which is related with requirements. In addition to this, report
also cover legal requirements that must be taken by chosen business to undertake workforce
planning. It includes employment act, discrimination act, etc.

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