Report on Employee Resourcing and Development at Primark

This report provides an in-depth analysis of employee resourcing and development, focusing on talent management strategies within organizations, particularly using Primark as a case study. The report explores the importance of talent management in achieving competitive advantages, emphasizing the role of human resources in attracting, selecting, and retaining skilled employees. Task 1 delves into the principles of talent management, including make-or-buy decisions, managing talent demand uncertainties, and return on investment in development. Task 2 examines strategies for attracting and selecting talent, such as effective workforce planning, employer branding, and the use of various recruitment channels, including social media and recruitment agencies. Finally, Task 3 focuses on the effectiveness of talent management strategies, highlighting the importance of shared understanding, flexibility, and diverse input in the implementation of these strategies to ensure organizational success and employee development.

Employee resourcing and development

Table of Contents
Introduction......................................................................................................................................3
Task 1 ..............................................................................................................................................3
Task 2...............................................................................................................................................5
Task 3...............................................................................................................................................6
Conclusion.......................................................................................................................................9
References......................................................................................................................................10

Introduction
Talent management is essential for each and every organization. Because it gives the
competitive advantage to the company. In toady complex environment a firm make effective
their workforce to meet the current and future needs to the organization. Talent management is
played a vital role in the success of the company. So that it is responsibilities of human resource
of the firm to appoint and recruit a talented pool of employees (Bach, 2009). Talent management
refers to appoint, recruit, and retain human resource and develop them a talented and superior
employees in the industry. It is business strategy which is used by the organization with a hope
that retain their talented and skilled workforce. Primark is a clothing retail from UK. There
provide wide range of products to their customers. These includes home wear, accessories,
beauty products and footwear etc. The purpose of this report is to identify the needs of talent
management in the organization and how it helps in current and future skills of the employees. It
also tells about the strategies for appointing and selecting talented workforce for the company
(Broadhurst, 2012).
Task 1
Talent management is the wider term and it is very important for the business to take care
of the employees who are having skills and knowledge. If the workers will be having a great
potential then they will be able to perform the activities in the most effective way. So the trade
activities must be considered by all the managers in the business. Talent management is the most
important term which can be used in the organisations so that the employees can enable to
achieve the most important ta and essential targets. The goal of the business is to obtain the
optimum, satisfaction and this can be done by using the various elements of the trade functions
(Cunningham, and Rowley, 2008). So the talent management is the most important feature for
the organisations by this the entity will be able to make a pool of the best talent and by this the
target of the entity can be obtained. Uncertainty in the business can be removed and this can be a
great advantage for the business to have the ultimate the tools. So the trade activities are related
with the market expertisation. So the talent management is very important for the business as by
this the employees will be able to attain its targets.
Talent management is essential for modern organisation. It is a emerging field which is
used in the contemporary organisation. Talent management refers to anticipate future need for

human capital and make a plan to meet these needs. To day business environment is faced great
uncertainties therefore a new approach is emerged as talent management. There are various older
companies that still invested in development became known as “academy companies”: breeding
grounds for talent simply by maintaining some of the practices that nearly all corporations had
followed in the past (Dainty, Raidén, and Neale, 2009). Talent management is exists to support
the companies goals and objectives. As we know that the core objective of organisation is to
make money. It requires to understanding the cost and benefits associated with talent
management. The most innovative approaches to managing talent use four particular principles
drawn from operations and supply chain management. Two of them address uncertainty on the
demand side: how to balance make-versus-buy decisions and how to reduce the risks in
forecasting the demand for talent.
The other two address uncertainty on the supply side: how to improve the return on
investment in development efforts and how to protect that investment by generating internal
opportunities that encourage newly trained managers to stick with the firm (Dimba, and
K’Obonyo, 2009). There are various principles which affects the talent management in the
organisation. First one is that a managerial decisions regarding to make or buy of a product for
managing the risk of the company. This decision is taken by the management if there is lack of
talent within the organisation. It can increase the cost of the product which is not good for the
company. Another principle is that adopt to uncertainties in talent demand. If the management
make the decision to buy bulk product or components for their products. Product demand in
future is uncertain. So that bulk storage not good for the company. Same thing is apply on the
talent. If we developing more talent in the organisation for future. And if the demand is not the
talent it can burden for the company.
Another principle is the rate of return on developing talents. It is important for each and
every organization is that their investment on talent development is recovered in future or not. If
the demand for talent is not available in future. It is financial not sound for the company
(Farndale, Scullion, and Sparrow, 2010). When internal development was the only way to
produce management talent, companies might have been forgiven for paying less attention than
they should have to its costs. They may even have been right to consider their expensive
development programs as an unavoidable cost of doing business. Talent on demand gives
employers a way to manage their talent needs and recoup investments in development, a way to

balance the interests of employees and employers, and a way to increase the level of skills in
society.
Task 2
Human resource played a prominent role in the appointing and recruitment of talented
and skilled workforce for the organization. It is important in the contemporary organization
where requires talented employees to achieve organizational goals and objectives in an effective
manner. So the the role human resource department of Primark can make strategies accordingly.
There various key strategies for attracting and selecting talent in these types of organization
(Katou, and Budhwar, 2008). It is required an effective talent attraction tools so they
contemporary organization can attract potential talent application to fill their required vacancies.
An appropriate selection channel will help to make a pool of potential employees for them. In the
creating and developing a suitable and appropriate talent attraction strategy involved a wide
range of activities.
For that they can make an effective workforce plan, set measures for choosing a talent
attraction channels. So that it will reach to the potential target employees. In a talent attraction it
is important that contemporary organization must provide the exact information about their
required talent and skills. And company also encourage to individuals for that vacancies (Lucas,
Marinova, and Vodenska, 2009). Branding of an employer played a vital role in the talent
attraction because they knows the employment values propositions for their potential employees.
Another important aspects in talent attraction is the selection of advertising channels.
There are various channels which can be used by the organization for placing job
advertisement. It involves print media, electronic media, and social media. For example if the
company is choose the print media, and which is appropriate for them local news paper or
national news paper. Organization website must be used as a primary medium of communication
for their applicants. They can also make a separate team of HR department which is dedicated
for the advertisement jog only. Social media platform also an important channel for talent
selection and attraction. It involves Facebook, Linkdin, You tube and others (MacLean, 2006).
An another strategies for talent attraction and selection is to hiring a recruitment agency so that
they can improve their ability to attract quality workforce for their organization. So that they can
provide better services regarding talent attraction and screening, interview process, selecting,
reference checking and other services. But it requires a large investment for the company. There

are other consultancy agencies are specialist in talent attraction and selection specially for the
senior level management but they charge a substantial amount for placement (Panteli, 2006).
Carrier fairs can help to the company to get a large amount of potential employees. It can
be useful for a large scale recruitment purpose. Company can go for the collage campus
placement as well. Because there they reach a wide varieties of talent and large number of
potential employees. For that they can choose few universities and collages according to their
past placement performance and select appropriate one from them. Past data about former
employees of the company is important source of selection. The advantage of source is that
organization knows the past information about their former employees. It involves background
information, past performance records, skills, talent, capabilities and working experience of
former employees (Pilbeam, and Corbridge, 2010). The HR department of organization can
make policy of employees referral scheme which encourages and motivate their current
employees. They recommend their friends for the vacancies in the company. It is a cost effective
tools for the organization.
Thus, with the help of these strategies an organization can build a talented workforce. Another
important aspects is that organization make sure an effective talent management programme. So
that they can maintain these workforce for the future. It can increase the performance and
productivity of their potential employees (Preece, and Iles, 2009).
Task 3
Any organisation who has been into the business then it became really important for it to
manage all the activities regulated by the organisation. In order to process all the activities,
several strategies have been used. The main motive behind using these strategies is to channelise
all the activity into a particular form of management. When the strategies have been initiated by
the company then it must ensure that those strategies shall put an effect on the plan for which it
has been implemented for an example if some kind of strategies have been initiated in terms of
talent management then it must give effectiveness to management for talent (Raiden, Dainty, and
Neale, 2009). There are various results in which a strategy can give effectiveness of strategies
and that is:-
A) an effective strategy is deeply understood and shared by the organisation. One of the great
effect of any strategy can observed when it shall be deeply understood by the employer or the
employee of the company. Until and unless a company and its members will not understand that

what is the main purpose of this strategy and how it should be implemented the no effectiveness
can be attained by the company. It is very important that all the members should understand the
basic point of any strategy for and example if any strategy has been implement in context to
talent management then the employer of company must understand what talent management is
and what is the Aim of this strategy (Raiden, Dainty, and Neale, 2008). After understanding the
strategy it is very important to share by the organisation on to the where it will be applied. By
sharing the information many people will come to know the basic working of strategy.
B) an effective strategy will allow flexibility- the effectiveness of any strategy can be counted
when there shall be flexibility in the working of the organisation and in giving the direction. For
an example if any strategy has been implemented with regard to talent management then its
effectiveness shall be counted on the basis of flexibility it has been giving to employee of talent
management. To ensure that your business is nimble and able to react to changes in the
marketplace, it is essential that your strategy id flexible and adaptable (Van De Voorde, Paauwe,
and Van Veldhoven, 2012).
C)Effective strategy results from the varied input of a diverse group of thinker- there are certain
decision which has to be make while a strategy is to be implemented and if these decision are
effective in nature then it ensure the effectiveness of strategy. When all the decision which has
been taken under that strategy and are marking a effective change then effectiveness of strategy
can be concluded. For an example while doing talent management, several decisions are to be
taken if these decision make talent management more effective and innovative then it can be
calculated that strategies was having an positive effect for decision making. So that it can help to
achieve the organisational goals and objectives in an effective a mmner.
D)An effective strategy follows a deep analysis of both external and internal environment- there
are certain strategies like SWOT or PESTLE which provide a great effect on strategy. These
strategies shall analysis all the internal as well as external factors which is essential to regulate
any kind of change. These strategies will assess all the weak and strong aspects of talent
management by which several changes could be brought by the company in order to rectify all
the negative aspect of talent management (Wiley, 2012). The strategist must also understand the
internal capabilities of organisation. A realistic self assessment enables the organisation to
leverage the strength of the organisation and to shore up areas of weaknesses

E) An effective strategy identifies areas of competitive Advantages- when a strategy has been
applied to a certain field then, it must also evaluate and identify various advantages to be
incurred by the competition. Strategy enable the company to bring uniqueness in the forefront as
well as it shall help the company to take competition in vigorous manner
Reflective account on how has the completion of this work affects
For the given case study, I think talent management would be significance for various
reasons. According to the discussed case study , it is analysed that talent management fulfil the
current and future skills of the organisation. But there are various factors which affects these
talent management in modern organisation. These factors involved make and buy decision,
uncertainties in talent demand in future and there is not enough return on investment of the
company. On the other hand talent management is now part of human resource department in
contemporary organisation. They provide a skilled and talented workforce to achieve there goals
and objectives in an effective manner.
It is also telling about how a corporation is make strategies for attract and select
appropriate talent for the organisation. A pool of talented employees make work easy which is
good for the company. It is also increase the productivity and performance of their talented
employees. There are various sources which is used by the organization to meet their talent
requirements. These sources involves from their internal sources like employee referral
programme, use of external consultancy agencies, carrier and job fair which is used to recruit
large number of talent form applicants. Therefore talent management is played a vital role in the
success of any business in today's era.

Conclusion
From the above report it has been concluded that talent management is essential for the
company to meet current and future skills of the employees. It is a new approach of human
resource management which is working in very complex and competitive business environment.
It also concluded that what strategies to select and attract the talent. It also helps to maintain
substantial growth of the business.

References
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