Employee Talent and Talent Resourcing Report: Nice Shop Ltd - Analysis

This report examines employee talent and talent resourcing strategies for Nice Shop Ltd, a grocery store. It begins with a labor market analysis, emphasizing the need to match employee skills with evolving consumer demands and technological advancements. The report highlights the importance of workforce planning and provides a three-step approach to labor market analysis, including internal supply and demand, and external supply. It establishes performance criteria for measuring the effectiveness of HR activities, such as induction, performance management using SMART objectives, and employee development programs. Furthermore, the report outlines a strategic approach to hiring, focusing on assessing candidates' existing skills, talents, and problem-solving abilities. It identifies current issues in people resourcing and talent management, emphasizing the positive results of structured interviews and the need for clear recruitment processes. The report concludes with recommendations to improve the organization's HR practices.

Running Head: EMPLOYEE TALENT AND TALENT RESOURCING 1
Employee Talent and Talent Resourcing

Employee Talent and Talent Resourcing 2
Table of Contents
Task 1..........................................................................................................................................................4
Importance of Labor Market Analysis......................................................................................................4
Performance Criteria for measuring the effectiveness of Nice Ltd..........................................................6
Task 2..........................................................................................................................................................7
Strategy developed to serve the strategic goal of Nice shop ltd.............................................................7
Current issues in People Resourcing and Talent Management for Nice shop ltd....................................8
Positive Results of the Process................................................................................................................8
Negative Outcomes of the Process..........................................................................................................9
Improvements and Recommendations...................................................................................................9
References.................................................................................................................................................11

Employee Talent and Talent Resourcing 3
Introduction
Human Resource Planning is the process of identifying the current and the future
demands regarding the worker’s availability and skills. It is the process of establishing a link
between human resource management with the organization strategy. Several challenges such as
high competitiveness in the organization in human resource management as well as ageing
population and skill deficiency are significant challenges in the human resource planning
process. In the present task, the human resource planning process in Nice Shop Ltd has been
explored. It is a small scale company which is aware of the consumer bargaining power and
implement innovative technologies to retain thee customers within the organization. In this
regard, the report has conducted a labor market analysis which explores the demand and the
supply of workforce in the grocery market. A performance criterion is also established which
will be used for the recruitment of best candidates in the organization.
Task 1
Importance of Labor Market Analysis
Nice shop ltd. is a grocery store and with the changing preferences of consumer with the
changing technology, it has become essential for the manager to make its labor also efficient.
The labor should be able to match their skills with the changing business world. In this regard, it
is important to analyze the skill of the labor first. Skills are an important asset for any business
organization and in the global and dynamic business world; it becomes important to analyze the
skill of the labor market. Another important consideration in this regard is to match the skill with
the prevailing job. Nice Ltd, being a grocery store always has a direct interaction between the

Employee Talent and Talent Resourcing 4
customers and the staff which makes it more important to hire workers who could interact with
the customers and satisfy their needs (Klosters, 2014).
The organization needs a large number of sales staff and employees. Although they need not
possess high professional degree, their communication skills should be competitive and they
should have high level negotiation skills to convert the lead into potential customers. A large
number of talented individuals are available who meet the requirement criteria; however, their
retention time in the organization is less. These people join the organization for a small duration,
either to gain experience or while pursuing another degree. After a certain period of time, these
people switch their jobs. The organization suffers from this situation as they have to work with
new recruits who do not possess any training. As a result, the training and the development cost
of the organization also increases substantially. According to a survey in the UK by CIPD, it has
been observed that performance appraisal can be used to retain such employees (Chubb, Reilly
and Brown, 2011).
It also helps in determining the impact of workforce planning in an organization. Workforce
planning is described as matching the required number of staff with the jobs available in the
organization. Analyzing the labor market will help Nice shop Pvt. to access their future needs of
the workforce. Many times HR managers tend to ignore the future as future is unpredictable and
requires a lot of effort and thinking but this is not so as workforce planning will help the
organization to tackle the unforeseen situations of the future because it will have the required
workforce to handle the situation.
There are three basic steps in the analysis of the labor market, which are internal supply of labor,
external supply of labor and internal demand for labor. Firstly, the organization analyzes the

Employee Talent and Talent Resourcing 5
internal demand of the labor. It explores the strategic direction of the organization and forecast
the number of labor or workforce required for achieving the organization’s aims. Secondly, the
company analyzes the internal supply of the labor. It includes the evaluation of the current
workforce in the organization, retention rate and the people who will be retiring from the
organization. In the external supply of labor, the organization examines how it will address the
strategic gaps in the workforce and recruit candidates from the job market.
In order to analyze the labor market, there are various emerging software packages which help in
conducting the analysis. People soft incorporation have evolved workforce planning application
through which the organizations can maintain the count of their employees on the basis of their
competencies and training, availability, comments made by the super visors on the performance
of the employees, the location where workers are available. Another application designed by the
company includes a tool which helps the organization in finding out the best employee for a
particular project. However, not many organizations use such complicated software but keeping
in mind the emerging problems in the labor market of the UK, it is advisable for the Nice pvt ltd
to go for the use of such software (Sinclair, 2004). Nice Pvt ltd is going through ups and down
and has also seen that the recruitment policies of the past have not yielded such benefit,
therefore, it is important for the company to conduct workforce planning with the help of such
modern software. It would help the organization to match its requirements with the available
workforce. Furthermore, the changing trend in the wage market has also made it compulsory for
the organization to provide minimum wages to its workers and for this the organization needs to
reform its policies and procedure with the help of effective HR skills.

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Performance Criteria for measuring the effectiveness of Nice Ltd
There are different performance criteria for the HR activities conducted. For measuring the
effectiveness of induction, firstly the newly recruited staff should be acquainted with the work
environment. It is important because a comfortable and conducive environment motivates the
employees. Another important criterion is to make them familiar with their peers and staff. It
also affects the performance of employees because the people in the organization often interact
and work together on certain projects. A comfortable acquisition will help the new recruit in
carrying out his work effectively (Ndebele, 2013).
Performance management can be measured against certain objective. The achievable objective
should be the measuring criteria in Nice Pvt ltd. The achievable objectives can be the amount of
sale done by the employees or the number of customer complaints effectively handled by the
staff. The organization is a grocery store and its success depends upon the sale of its product and
the availability of required goods at the time of purchase. Furthermore, performance
management can be measured on the basis of SMART objectives. It stands for specific,
measurable, achievable, reliability and time. Specific objectives are the criteria which state that
the employee has achieved what is needed by him. Measurable objective stands for the activities
of staff which can be measured in qualitative or quantitative terms. This can be done with the
help of performance management tools. Furthermore, an achievable objective is those which are
to be attained by the employee in near future. Reliable stands for the roles which are challenging
yet which has to be attained by the employee and time stands for timely attainment of objectives
(Lawlor and Hornyak, 2012). The employee should be judged and ranked on the basis of
objectives achieved.

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Important criteria for developing of staff are related to providing adequate training and
development programs to the employees. Certain objectives should be kept which are to be
attained by the employees at the end of his training and he should be judged on the basis of
whether the employee is able to achieve the objectives or not. Nice Pvt ltd. could train the staff
regarding handling complaints of the customers during purchasing and later could ask them to
handle them on their own. Their activity could be judged and ranked accordingly. Along with
this, it is also helpful in setting the wages of the employees. A better assessment of the objectives
attained by the employees helps to develop a better HR programs. Before conducting
development program it is essential to conduct individual assessment of the staff as it helps the
manager in knowing the type of training required by an individual and about his strength and
weakness. Another important criterion is to make an assessment about the budget being required
in the training program of Nice Pvt ltd. As per the new rule of National living wages, the retail
industries are being affected and it has increased pressure on their wage system. Therefore, the
assessment of budget requirement will let nice store to know about their budget constraints and
plan their training and development activity accordingly.
Task 2
Strategy developed to serve the strategic goal of Nice shop ltd
The company requires staff person who would work with efficiency to uphold the product and
service delivery of goods at the shop. For this purpose company should strategize to hire those
people whose skill will go along with the work required in the organization. For this purpose, I
would first ask about their existing skill and talent along with their experience of work. It would
provide an insight into the kind of work that can be assigned to them if they are hired.
Furthermore, I would also provide them a particular situation and ask them their views regarding

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the situation. It would reflect their presence of mind and this is important when the staff is
involved in solving queries of the customers (Knight, 2015). Another strategy would be to
analyze their constructive talent. All these strategies would serve as the strategic goal of Nice
shop as through this interview the kind of staff recruited would be energetic, positive and would
prove to be constructive for the organization. Moreover, their previous experience of work would
also be analyzed as an experienced individual would be able to understand the work and the
requirements of the customers easily.
Current issues in People Resourcing and Talent Management for Nice shop ltd
The current strategy would help in acquiring the talented employees for the shop. This is because
recruitment would be based on matching the capability and talent of the individual with the job
to be done. Furthermore, they would also be provided with proper training and development once
they are recruited so that their talent would be enhanced. At the time of the interview, all the
aspects of training and development process should be clearly mentioned to the interviewee, so
that he does not feel that his talent is being wasted. It also helps in resourcing people as the
organization resources are well utilized through a proper recruitment process. It brings a pool of
talented and hard working individual who would make judicious use of existing resources and
would not create burden on the organization.
Positive Results of the Process
The positive effect of the job interview was that it leads to a pool of candidates and gave a good
choice to the organization in terms of recruitment. Nice ltd could now select the most appropriate
and talented personnel from the applicants and it do not have to make any adjustment regarding
the selection. Another activity which went well is that the interview was structured one so there
was no chaos and haphazard regarding the question (Macan, 2009). The interviewer was well

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acquainted with the answers and their inferences. An unstructured interview creates confusion
for both. The interview process was well organized and timely managed. It was because the
advertisement for the interview was done in a proper way. The job profile was very clear with
their requirements and need which helped them in getting right pool of the candidates.
Negative Outcomes of the Process
There were certain activities during the interview process that did not go well like certain
questions were not understood by many candidates due to their complexity level. It was first job
interview for many interviewees and due to the complexity of questions; they were not able to
answer it in a proper way. Another activity that did not go well was the number of questions. Too
many questions were put to a single candidate who made them confuse and caution.
Improvements and Recommendations
The interview should not impose too many questions as it disturbs the interviewee mind and in
spite of knowing the answer, he is not able to reflect it properly. Furthermore, focus should be on
work which can be accomplished by the job holder. In order to avoid the wastage of time at the
preliminary stage, application should be filtered and unsuitable application should be rejected. It
would save time and energy while conducting the job interview (Ullah, 2010). Along with this
individual score of the candidates should be marked separately so that in the end the highest
scored candidate could be given the post. Key accountabilities of the candidates should be
identified at the beginning so that proper time could be allocated to the desiring candidates.
Curricular Vitae which provides the details of the interview should not only be scanned but it
should be read properly as it would help the interviewee to know about the strength and
weakness of the employees. An interview is a give and takes process where both the candidate

Employee Talent and Talent Resourcing 10
and the interviewer exchange their ideas and viewpoints and successful candidates should be
asked to give feedback so that the process could be improved in future.
Conclusion
It can be concluded that the human resource planning is a significant process of the
human resource management. It forecasts the current and the future demands in the human
resource management and design strategies to address them. It assures that the human resource
capacity is sufficient to address the vision, mission and the business goals of the organization. In
this regard, an analysis is conducted of the labor market in the country which will assist the
organization examining the supply and the demand in the labor market in grocery industry.

Employee Talent and Talent Resourcing 11
References
Chubb,C., Reill, P and Brown, D.2011. Performance Management[Online]. Available at:
http://www.employment-studies.co.uk/system/files/resources/files/mp90.pdf [Accessed on
August 12, 2017]
Kloster,D.2014 [Online]. Available at:
http://www3.weforum.org/docs/GAC/2014/WEF_GAC_Employment_MatchingSkillsLabourMa
rket_Report_2014.pdf [Accessed on August 12, 2017]
Knight,R.2015. How to Conduct an Effective Job Interview[ Online]. Available at:
https://hbr.org/2015/01/how-to-conduct-an-effective-job-interview [Accessed on August 12,
2017]
Lawlor,K.B and Hornyak. 2012. SMART GOALS: How The Application Of Smart Goals Can
Contribute To Achievement Of Student Learning Outcomes. Developments in Business
Simulation and Experiential Learning, 39,pp. 259- 267
Macan, T.2015. the employment interview: A review of current studies and direction for future
research. Human Resource Management Review 19 (2009),pp. 203- 218
Ndebele, C.2013. New Staff Perceptions on an Academic Staff Induction Programme at a South
African University: Lessons for Educational Development[Online]. Available at: Downloads\
Documents\JSS-36-2-103-13-1517-Ndebele-C-Tx[1].pmd.pdf [Accessed on August 12, 2017]
Sinclair,A. 2004. Workforce Planning: a literature review [Online]. Available at:
http://www.employment-studies.co.uk/system/files/resources/files/mp37.pdf [Accessed on
august 12, 2011]

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Ullah,M.2010. A Systematic Approach of Conducting Employee Selection Interview.
International Journal of Business and Management 5(6), pp. 106-112