Resource and Talent Planning: Labor Trends, Legalities & HR Life Cycle

This report provides a comprehensive analysis of resource and talent planning, focusing on the influence of current labor market trends and legal requirements on workforce planning. It examines the impact of globalization, digitalization, and urbanization on talent management, highlighting the importance of adhering to laws such as the Equality Act 2010, National Minimum Wage Act 1998, Employment Rights Act 1996, and Health and Safety Act 1974. The report also explores current and anticipated skill requirements across various organizations, emphasizing the need for effective recruitment and selection methods, including job descriptions and person specifications. Furthermore, it evaluates the stages of the HR life cycle and their integration within organizational HR strategy, ultimately assessing the significance of the HR life cycle in strategic talent management. The analysis includes specific examples related to Greggs plc, illustrating the practical application of these concepts in a real-world business context.

Resource and Talent
Planning

Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY...................................................................................................................................4
TASK 1............................................................................................................................................4
P1 Analyse current labour market trends that influence talent management and workforce
planning..................................................................................................................................4
P2. Explain the different types of legal requirements an organisation must take into account
when workforce planning.......................................................................................................6
M1 Analyse the impact of labour market trends and legal requirements on the workforce
planning of a specific organisation.........................................................................................7
TASK 2............................................................................................................................................8
P3 Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organizational examples.................................8
M2. Analyse current and anticipated skills requirements in response to identified labour
market trends and legal requirements for a range of organisational examples......................9
D1 Critically analyse the impact of labour market trends and skills requirements on workforce
planning and make appropriate recommendations for effective response to supply and demand
forecasts, succession planning and performance management..............................................9
TASK 3..........................................................................................................................................10
P4. Produce appropriate examples of job description and person specification documents 10
for effective recruitment and selection.................................................................................10
P5 Apply different recruitment and selection methods for effective talent resourcing and. 13
planning................................................................................................................................13
M3 Evaluate how effective different processes and methods of recruitment and selection are
for talent resourcing..............................................................................................................14
TASK 4..........................................................................................................................................15
P6 Evaluate the stages of the HR life-cycle applied to specific HR contexts......................15

P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy
..............................................................................................................................................16
M4 Evaluate the importance of the HR life cycle in relation to strategic talent management17
D3 Critically evaluate how stages of the HR life-cycle can be applied separately and
integrated to support strategic talent management...............................................................17
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................19
Books and Journals...............................................................................................................19

INTRODUCTION
Talent management is one of the strategies that are adopted by the Human Resource
manager of an organisation as it helps in retaking the loyal employees of the organisation. It is
vital to know about the employees and motivate them towards work so as to achieve the goals
and objectives in an effective way (Owolabi, T. and Adeosun, O., 2021). In this report Greggs
plc is taken into consideration it is part of FTSE Group. The company is a British bakery chain
and the specialised products are sausage rolls, akes, sweet and sandwiches items including
doughnuts and vanilla slices. The company has its headquarters in England. There were around
19000 employees as per the records of 2020. In this report there is discussion related to labour
market trends that help in workforce planning. The laws that help in workforce planning are also
discussed in this report. There is requirement of skills that are required for the employees are
also mentioned in this report. The impact of these trends on the demand and supply of employees
is also part of this report. There are examples of job specification and job design for effective
selection and recruitment. The various stages of HR-life cycle is also discussed in this report.
There is discussion related to HR-Life cycle are integrated with HR Strategy.
MAIN BODY
TASK 1
P1 Analyse current labour market trends that influence talent management and workforce
planning.
Talent management is one of the important functions that help to understand the
employees, as well as train them to motivate them towards work. It also helps in retaining the
employees for long term in the organisation. Workforce planning is vital part of the talent
management. Workforce planning is a process analysing, forecasting and analysing the demand
and supply of the workforce. It helps to arrange the right people at right place at right time. It is
important to manage the workforce as all the work in the organisation is done by the staff of the
company (Fenech, Baguant and Ivanov, 2019. In relation to Human Resource Manager of
Greggs plc the conduct a proper workforce planning as there various number of employees that
work in the organisation. They take care of need and demand of the workers in the organisation
and then arrange the supply of employees. It is one of the vital processes that are done by the HR
of company It is important to note that there are various trends in the labour market that

influence the workforce planning. So the trends and their impact of the planning of workforce is
mentioned below:
Globalisation: It is seen that all the nations are opening their gates for the trade at
international level. Globalisation is the practice of fast moving of goods from what nation to
another without any barrier (Sablok and et.al., 2017). It is seen that nowadays all the companies
have operation in every part of the world and this is known as multinational companies (MNC).
In relation to Greggs plc it has impacted the workforce planning as the employees are of different
religion, caste and background so it is difficult to manage them and let them work in a team.
There are more chances of conflicts so the organisation has to use more efforts to manage all the
employees that are working in the organisation.
Digitalisation: It is an era of digitalisation. The use of internet is enhancing day by day.
It is vital to note that all the companies understand the need and want of digitalisation. So it has
changed the pattern of hiring the employees. Now the HR of company takes care while selecting
the employees that have knowledge related to digital ways of doing business. In order to achieve
success and perform in an effective way the HR of Greggs plc has made a forecast related to
demand of employees that have knowledge of internet and digitalised skills. That helps the
company to achieve the success of the organisation. It is seen that digitalisation has changed the
pattern of workforce planning.
Urbanisation: It is seen that modernisation is taking place. So the workforces of rural
areas are also migrating towards the urban areas. So this has increased the number of employees
that are available to do the job. So now companies have more availability of employees that can
do the job. The rate of employees has increased. In relation to Greggs plc it is seen that the
company checks the talent of the employees that can perform the given the task that is assigned
to them. It is seen that it has increased the efficiency in work as the employees know that if they
will not work hard their job may be given to someone else.
Above mentioned is the discussion related to labour market trend in thae market that have
impact on the functioning of the business organisation. It is vital for the business to take care of
all these trends and focus on them while hiring and firing the employees in the organisation. It is
analysed that Greggs plc consider all these trends as they help in workforce planning and
managing the talent in the organisation.

P2. Explain the different types of legal requirements an organisation must take into account
when workforce planning
The laws and legislations are vital to be followed. It is seen that all the organisations that follow
the laws and regulations are able to operate in an effective way (Wang and Sun, 2018). It is seen
that the companies should treat all the workers in an effective way and should keep in mind all
the laws while workforce planning. The working of the company is successful if they follow all
the laws and legislation. The important legal requirements that must be kept in mind are
mentioned below:
The Equality Act 2010: This Act states that all the employees should be given equal
opportunity and should not be discriminated on any basis. It is seen that no biasness should be
faced by the employees on the basis of age, colour, caste, gender, religion etc. It is vital to note
that all the employees that are working in the organisation are equal and should be treated in an
equal way. In relation to Greggs plc the company follows the Equality Act as all the employees
that are working in the organisation at same post are given equal pay. No matter they are male or
female. They adhere to all the policies that support equality in the organisation. It is seen that
Greggs plc hires the employees of the basis of talent and skills and not on the basis of age,
colour, caste, gender, religion etc.
National Minimum Wage Act 1998: As per this law all the individuals that are working
in the organisation have right to a minimum pay that is called minimum wages. It is vital for all
the organisation to pay the amount to all the employees that are working. In regard to Greggs plc
it is seen that they never indulged in wrong practice. The HR of the company always takes care
of the minimum wages of the employees that they hire, and pay them with the wage that they
deserve.
Employment Rights Act 1996: As per this Act all the employees have rights while they
work in an organisation. No one can wave the rights, It is important to employers as well as
employees to become aware about the laws and follow them for success of the company
(Makarius and Srinivasan, 2017). It is seen that in Greggs plc the employees are made aware
about all the laws that are important for them. The employees are given rights such as unfair
dismissal, paternity leave dismissal, maternity leave, and redundancy. This helps the company in
retaining the employees. As all the needs and wants of the employees are satisfied and they are

able to work in an effective and efficient ways. This leads to smooth operations of the
organisation.
Health and Safety Act 1974: Health and safety is important for every employee. It is seen
that all the employees should be given assured of their health and safety. It is important as
employees are also one of the vital parts of the organisation and the performance of the
organisation is based on the way employees work. It is seen that in case of Greggs plc the
company takes Health and Safety at utmost care. They timely do medical check-ups of the
employees and assure that no harmful chemical and substance is used that may harm the health
of the employees.
The above mentioned is discussion related to the laws and the legal requirements that all
the companies should follow. As it is duty of the organisation to take care of all the employees. It
is seen that while workforce planning all these points must be considered by the employees so as
to work in an effective as well as efficient way. In relation to Greggs plc they take care of all
these points and that helps in smooth functioning of the organisation.
M1 Analyse the impact of labour market trends and legal requirements on the workforce
planning of a specific organisation.
As per the above discussion it can be said that all the organisation should take care while
workforce planning as the trends in the market as well as the laws play a vital role in planning
about the workforce (Nguyen, 2020). Workforce planning is the process of assessing the gaps in
demand and supply of the workforce. It is seen that it is process that helps in managing the work
by the employees of the organisation by hiring right person at right place at the right time. The
impact of market trends and legal requirements is as follows:
 With the concept of globalisation, it is seen that Greggs plc have got to employee the
individuals that are from diverse future as well as it take more efforts to select among
them
 In relation to digitalisation Greggs plc is hiring the employees that are aware about the
concept of digitalisation and have food skills and knowledge of digital tools.
 With the rise in urbanisation it is seen that the Greggs plc has got choice in employees
and that helps the organisation in selecting the talented once among them.
 The Equality Act helps the company to provide equal opportunities to all the employees
and treat them equally.

 The health and safety Act in followed by Greggs plc and it helps to provide a healthy
working environment to the company where they can work effectively and feel safe.
 As the employees are aware about the minimum wages as well as all the other laws that
are formulated for them Greggs plc also has to assure that the employees are getting best.
Loose labour market is the situation when there are fewer jobs in the market and people are
facing the problem of unemployment.
Tight labour market means there are various opportunities that are available in market and
there is scarcity of employees that can do the job. In UK there is tight labour market so the
human resource manager of Greggs plc promotes the job vacancy to enhance the reach
among the people that are in need of job.
TASK 2
P3 Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organizational examples
It is vital to note that there is requirement of skills that help the employees to work in an
effective manner. It is seen that the skills help the employees to get selected for a job and work in
an effective way. All the employees have their own skill set but there is requirement of some
common skills that help the employees to work in smooth manner. The comparison of current
skills with the skills of employees of Finsbury Food Group is mentioned below.
Current Skills
These are the skills that the employees already have and these skills help the employees to
perform the work in an effective and efficient manner.
Leadership skills: Leadership skills are the skills that help the employees to lead the
team. In the case of Greggs plc it is seen that the employees have effective leadership skills that
help to work in team and in an effective manner as compared to that of Finsbury Food Group that
helps the company to gain competitive advantage (Eftimov and Ristovska, 2019).
Decision making skills: It is vital to take effective decision making that helps to work in an
effective manner. It is seen that as the employees of Greggs plc take effective decision and deal
with the customers in an effective way it helps the company to have strong brand image then that
of Finsbury Food Group.

Communication skills: It is important to know that effective communication skills are
required at every level of work. In relation to HR of Greggs plc they hire the individuals that
have good communication skills that help to build good relation with the customers. It is also
seen that the working environment of Greggs plc is better than that of Finsbury Food Group and
it is due to the good communication skills in the employees.
Anticipated skills
These are the skills that the employees need to develop so that they are able to perform in an
effective as well as efficient manner. It helps the employees to work according to the trends in
the labour market and the legal requirement.
Creative Thinking: The employees that have creative thinking help the company to bring in
innovation and gain advantage over the competitors. As with the scenario of globalisation it is
suggested that the employees should work on creative thinking (Wadhwa and Tripathi, 2018). It
is suugested that Greggs plc should hire the employees that are good at creative thinking that will
be beneficial for organisation and will enhance the sales of the company.
Advanced use of technology: It is important for employees to be aware about the latest
technology as due to digitalisation there is need that the employees are able to use the latest
technology. It is seen that the employees of Greggs plc are given more training and development
related to use of latest technology as compared to that of Finsbury Food Group.
Multi-tasking: As there are various employees that are present due to urbanisation. So it is
vital for the employees to become multi-tasking and complete all the work that is assigned to
them. This helps them employees to be aware about all the laws and follow them. It is observed
that the employees of Greggs plc are good at managing the work as compared to that of Finsbury
Food Group.
M2. Analyse current and anticipated skills requirements in response to identified labour market
trends and legal requirements for a range of organisational examples
It is seen that the labour market is showing drastic changes. The employees should have
skills and knowledge that help to achieve the goals and objectives on time. It is seen that the
employees basically have good communication, problem solving leadership, interpersonal, team
management kills that help them to work effectively (O'Bryan and Casey, 2017). But as per the
latest trends and updates in the laws it is important to develop some skills like computer handling

skills, creative thinking skills, multi-tasking skill that will help them to work in an effective way
and enhance the performance of the company.
D1 Critically analyse the impact of labour market trends and skills requirements on workforce
planning and make appropriate recommendations for effective response to supply and
demand forecasts, succession planning and performance management.
The recommendations for appropriate workforce planning are as follows:
 It is suggested that the Greggs plc should forecast about the requirement of employees
and the post for which they are required.
 A proper interview in which the talent and skills of employees is analysed should be
conducted and the best employees should be hired.
 They should be provided proper training and development, so that they can work in an
effective way.
 Employee engagement activities also helps to retain the employees in the organisation
and that will help Greggs plc to manage the workforce planning.
TASK 3
P4. Produce appropriate examples of job description and person specification documents
for effective recruitment and selection.
Job Description: It is a document in which the duties as well as the responsibilities of a
person that he has to undertake while doing the job are mentioned (Rodríguez-Sánchez and et.al.,
2020). It is the document that helps the candidate to decide that he or she is fit for the job or not
as it deals about areas like abilities, knowledge and skills needed to perform the job. It is
important to mention all the important points in Job Description. The two job description for the
Greggs plc. are mentioned below:
Job Description of Sales Manager
Roles and Responsibilities
 Achieve the target of sales.
 To formulate the strategies that will help to manage the sales.
 Should be able to formulate strategies to map the behaviour of customers while making
purchases.
 To promote the brand of the company.

 To motivate the members of the team and help them to work effectively.
 Should take effective decisions for the benefit of company and the team.
 Maintaining good relationship with the clients.
Qualities
 Effective communication skills
 Patience
 People oriented
 Value the time
 Flexible
 Reliable
 Transparent
 Sense of Commitment
Job Description of Front Office Executive
Roles and Responsibilities
 Handling customers
 Understanding the queries of the customers
 Receiving the phone calls
 Greeting the guests
 Forming report and maintain all the records
 Forming bills and dealing in payments effectively.
Qualities
 Problem Solver
 Retention ability
 Cheerful
 Joyful
 Good communication skills
Job Specification: It is a statement that includes the summary of the job as well as the
skills that are required by an individual to perform the job. It helps the applicant to know about

the desired qualification that is required to do the job. It helps to seek the attention of the job
seekers.
Job Specification of Sales Manager
Job Title: Sales Manager
Report To: Brand Manager
Job Summary: The duty is to maintain good and effective relations with clients and make
efforts to retain them. To take care of all the targets and achieve them.
Qualifications and Expertise
 Degree in Management with specialisation in Sales and Marketing
 Excellent record of achieving the targets
 Committed towards work
 Proficiency in speaking English
Skills and Traits
 Strategic
 Manage the performance of team members
 Encourage development
 Leadership
 Marinating relations
Job Specification of Front office Executive
Job Title: Front office executive
Report To: Manager
Job summary: To provide effective service to the customers and develop relation with them by
serving them.
Qualifications and Expertise
 Excellent customer handling skills
 Ability to solve the problems of the spot
 Higher education degree or diploma or equivalent
 Proficiency is using software of computer
 Good knowledge of management
Skills and Traits
 Presentation Skills