Kingfisher Plc: Current Labour Market Trends and Talent Planning

This report analyzes talent management and workforce planning at Kingfisher Plc, a British multinational retailing organization. It begins by examining current labour market trends, including legal restrictions, the shortage of qualified employees, and the influence of trade unions. The report then outlines various legal requirements that impact workforce planning, such as equal pay, race discrimination, and health and safety regulations. It identifies essential and anticipated skills based on market trends, like communication, critical thinking, and problem-solving. The report includes job descriptions and person specifications for HR and marketing managers, detailing roles, responsibilities, qualifications, skills, and experience. Finally, it evaluates the stages of the HR life-cycle and how they integrate within the organizational HR strategy of Kingfisher Plc.

Resource & Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Determination of current labour market trends that influence talent management and
workforce planning.....................................................................................................................1
P2. Different types of legal requirements of an organisation......................................................2
TASK 2............................................................................................................................................3
P3. Determination of current and anticipated skills requirements that are based on current
labour market trends and legal requirements..............................................................................3
TASK 3............................................................................................................................................3
P4. Job description and person specification documents for effective recruitment and
selection.......................................................................................................................................3
P5. Different recruitment and selection methods for effective talent resourcing and planning..6
TASK 4............................................................................................................................................7
P6. Evaluate the stages of the HR life-cycle applied to specific HR contexts...........................7
P7. Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy
.....................................................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Resourcing and talent planning is complex function which include coordination among
recruitment team and business in different feature. It can be a process of managing human
resource and analysing their skills and knowledge (Carbery and Cross, 2015). This assignment is
based on Kingfisher Plc. which is a British multinational retailing organisation. This firm was
founded in 1982 and headquartered in London, England, UK. This firm deals in home
improvement products like home appliances, home furnishings, hardware and garden supplies &
plants etc. This report will be discussed about the current market trends that affect talent
management and workforce planning. Further will be defined about the appropriate documents
and process which make contribution in effective recruitment and selection. Human resource life
cycle will be described in the report to manage the organisation and HR strategy.
TASK 1
P1. Determination of current labour market trends that influence talent management and
workforce planning
Labour market trends refers to those changes which are occurred in labour market for
influencing it. These trend affect labour market in term of geographically, size, economies and
others.
Current labour market trends
There are various current labour market trends that influence talent management and
workforce planning of Kingfisher Plc. They are as following:
Legal restrictions- In recent decades, most of the nations accept various laws related to
discrimination and pay. In Kingfisher plc, the management adopt different laws that are related
to age, gender, religion, race, nationality and sexual orientation etc. because there are numerous
employees who are working within the company. There are various laws and legislations like
equality law, discrimination and other which are developed by UK government so that
organisation can manage their workforce. If the employees are working in effective manner than
they positively affect talent management (Hedayati Mehdiabadi and Li, 2016). These laws affect
talent management and workforce planning in favourable manner by making restrictions and
stopping illegal and unethical behaviour towards the employees related to race, gender and
others.
1

Lack of qualified employees- The shortage of qualified and skilled employees is
becoming a factor that highly affect the talent management and workforce planning. In
kingfisher plc., it is hard to find a qualified employees who make contribution in the
development of the organisational growth so this factor influence talent management because if
there are not skilled employees then the firm will not attain its aims and objectives in set period
of time (Kavanagh and Johnson, 2017). In current era, it can be observed that the labour force
qualifications frequently do not correspond to the needs of the market, the phenomena of
structural unemployment and low professional mobility. If the company has skilled and qualified
employees then it is beneficial for the management of workforce and help in talent management.
Trade unions- It refers to an association of workers which forming a legal unit and act as
a bargaining agent. In Kingfisher plc, this factor is also influence talent management and
workforce planning of this company. Now these days, these association are taking action for the
pays and wages for skilled and qualified employees and taking stand for them. So the
management of organisation also framed polices related to workforce planning. For example, it
is cleared that the employees will be worked only 48 hours in a week and if they are doing over
time work then the firm will provide incentives or compensatory amount to them. So this trend
affect the workforce planning and talent management.
P2. Different types of legal requirements of an organisation
There are various legal requirements that must be taken by the firm during the time of
workforce planning. Some of them are as following:
Equal pay,2010- It is an act which is developed by the UK government for providing
equal pay to those employees who are working on same position. In Kingfisher plc., the
management follow this law to provide equal pay rights for equal work with male and female.
This legal activity is also beneficial for the company because with the help of it the management
can provide equal right to disable people who are working on the similar position as normal. It is
beneficial fro workforce planning because if the organisation equally treat to the employees then
they feel motivated and properly maintain their work which help in workforce planning.
Race Discrimination, 1995- It is an another legal activity which come under Equality
Act, 2010 (Morley and et. al., 2015). It is a legal requirement for each organisation when they are
doing workforce planning. In Kingfisher plc., with the help of it the management of the company
2

can resolve and reduce issues related to colour, nationality and ethnic origins because there are
various employees who are working in the firm and they belong from different nations.
Health and safety, 1974- Now theses days, employees and workers are facing various
issues related to safety and health. So in UK, the government farmed some legal laws and acts to
provide protection to the health and safety of the employees (Noe and et. al., 2017). In
Kingfisher plc., the management of the company can follow these legal activities to provide
health and safety related protection. In this company, the management provide health and safety
benefits to the employee like health insurance and other during the time of workforce planning.
If the company properly follow this act then the employees feel safe and get various benefits
related to health which help in creating loyalty and it help in managing workforce planning.
TASK 2
P3. Determination of current and anticipated skills requirements that are based on current labour
market trends and legal requirements
As per the analysis of current and market trends and legal requirements there are some
skills that are required for numerous organisation. They are mentioned as below:
Communication skill- It is one of the current an anticipated skill which is required as per
the current market trends and legal requirements. There are various employees who are working
in an organisation and they belong form different nations. So this, skill is required so that they
can effectively make communication and share their information with others. In Kingfisher plc,
there are different employees and belong form different countries but they follow the
organisational language and make effective communication by following it. It is beneficial for
HR because when they share information to their subordinate, they can clearly provide correct
information that what they want to say.
Ability of critically thinking- This skill is required to take effective decision. As per the
current labour trends and legal markets, it is a current and anticipated skill which is necessary for
Kingfisher's employees because when the company hiring then the management of the company
must be consider this skill also because there are various roles which required critical thinking
ability and provide an effective decision that put efficient outcomes in context of organisational
growth (Pool, 2018). For example, if there are required to formulate policy related to make
improvement in recruitment policy then the HR manger can use this skill to improve it.
3

Problem solving skill- It is another skill which is required as per the current labour trends
and legal requirements. In Kingfisher, there are various issues that are occurring and generating
among the employees so it is important skill for the workers to resolve these kind of problems. It
is essential for minimizing the issues which raise during the time of team work (Rothwell and et.
al., 2015). For example, if there are any issues arising related in team work when the employees
are working in a group then HR manger can use this sill to resolve their issues.
TASK 3
P4. Job description and person specification documents for effective recruitment and selection
Job description for HR Manager
Job Description for Marketing Manager
Job Title:Marketing Manager
Job overview: The firm is identifying a candidate for the position of Marketing manager who is
responsible fro managing the marketing activities of the company. The individual is able to
oversees the production of all promotional materials and reports marketing and sales results to
senior executives.
Roles and responsibilities:
 Responsible for make communication with different media buyers, advertising agencies,
and other services that are helpful for marketing.
 Supporting sales and lead generation efforts.
 Evaluating and formulating marketing strategies for enhancing the productivity of the
company.
Qualifications:
 Bachelor degree in marketing or related field.
 Master's degree in Business administration or in international marketing.
Experience:
 Experience with online marketing, including social media and content media.
 2 years experience as a marketing manager.
Skills:
 Ability to quickly accept changes ad understanding of public relation.
 Good communication and problem solving skills.
4

Person Specification for HR Manager
Basis Essential Desirable
Education  Bachelor's in human
resource management
from a recognised
university.
 Master's in human
resource management.
 Having basic
information about
accounting and IT like
MS office etc.
Skills  Excellent
communication in both
oral as well as written.
 Strong time
management and
critically thin king
ability.
 Ability to solve
complex issues and
motivational skill.
Experience  Experience in team
leading and monitoring
HR functions.
2 Years experience as a
HR manager in a well
known firm.
 Experience in advising
and managing
grievances.
Documents  Educational documents
and previous jobs and
internship certificates.
 Passport and permanent
driving license in UK.
Person Specification for Marketing Manager
Basis Essential Desirable
Education  Bachelor's degree in  Having information
5

marketing.
 Master;'s degree in
marketing and
international
marketing.
related to IT like MS
Office and mail etc.
Skills  Strong problem solving
and communication
skill.
 Ability to design
marketing strategies.
 Understanding of
traditional and rising
marketing channels.
Experience  Experience with
creating a marketing
campaign, strategy and
planning.
 2.5 year experience as
an Assistant Marketing
manager.
 Experience with online
marketing and content
marketing.
Documents  Job certificate related
to past jobs and
educational documents.
 Permanent driving
license in UK.
Interview Questions
 How would you define your management style?
 What is your hiring Approach?
 What is your ideal company culture?
 What is your approach to new employee on boarding?
Formal Offer Latter
Mr./Ms, Last-Name
address
City, Oxford Street, London, UK
6

Dear Mr/Ms. Last Name
Our Kingfisher company is pleased to offer you the position of HR manger. As according to
your judgement, skills and experience is perfect for our department.
As we have told you in the starting stage of interview that joining will be on July 1,2019, with
the salary $25,000 per year and is paid on monthly basis. Along with this, our organisation will
provide you various other benefits like health insurance, incentives and others.
If you accept this offer, please provide us the second copy of this letter and return it to us as
soon as possible. When your acknowledgement is received, we will discuss about other
formalities with you in the firm itself.
Sincerely
first-Name, Last-Name
Director, Human Resource
Kingfisher
P5. Different recruitment and selection methods for effective talent resourcing and planning
Recruitment and selection process is one of the major decision which an organization
take for growth and accomplishment of goals by appointing potential candidates for the
company. kingfisher plc., the company thinks that a right employee can take the business to good
heights and a wrong employee can ruin the business by fraud and misplacing of information and
data.
Recruitment-It is the process of attracting, finding, selecting and appointing appropriate
candidates for jobs with the motive of organizations success.
Methods of recruitment
Internal recruitment- It refers to the filling of vacant positions, from the existing work
force of an organization (Schein and Van Maanen, 2016). Such as promotion policy, transfer of
employee, retirement of individuals, employee recommendations and so on. In Kingfisher plc,
the management of the company can recruit employees internally to fill its vacancies by
promotion method. Employee transfer is also one of the method of internal recruitment, when the
other branch of the company need skilled individuals the employees are transferred where they
are needed for growth. However employee recommendations also plays a good role in internal
recruitment by suggesting the company, their known talented employee.
7

External recruitment- It refers to the hiring of employee from outside the organizations,
through employment agencies, campus recruitment, news paper advertisement, direct recruitment
etc. In Kingfisher plc., the HR manager can recruit the required employee from outside by suing
external recruitment methods such as campus interviews where the company visits different
campuses in search of talents (Sparrow and Makram, 2015). News paper advertisement and
employment agencies are also one of the good source for external recruitment by advertising in
the news paper a company can describe what kind of skills they want in an employee.
Selection- It indicates to the process of choosing a right candidate for vacant positions within the
organization. This process is long and tough because it requires more time in scrutinizing the
applications which are applied by end no. of persons. selection process sometimes called as
negative process for making the rejections by the company because of potential and capable
requirements of the organizations.
Methods of selection
Interviews- This method refers to the basic selection process for an organization where
the selected applicants are examined through personal interviews and questions are drawn up for
the candidates. In this process organizations try to understand the attitude of the employee and
their expectations from the job.
Testing- it is another method and way to select an employees. In Kingfisher plc, the
management of the company use various test like ability test, aptitude, mentality, numerical
ability test and others to monitor the skills and capabilities of employees according to the job
role.
TASK 4
P6. Evaluate the stages of the HR life-cycle applied to specific HR contexts
HR life cycle refer to a concept which define the stages of an employee's time within a
company (Sparrow, Hird and Cooper, 2015). It can be a process which plays a crucial role in
employees life by providing them an insight of their work and also by evaluating their
performance level. The stages of HR life cycle are as following:
Recruitment- It refers the process of searching, choosing, hiring, selecting and appointing
of work force and manpower for the concern of organizations development. In Kingfisher plc.,
the company believes in recruiting potential employees who can foster growth of the business,
8

employees are considered as the key assets of the organizations (Veluchamy and Krishnan,
2016). The organizations plans strategies to understand the behavior of employees. For instant,
Interviews are considered as base to evaluate the skills of individuals and employees. In
Kingfisher, the management of the company can conduct recruitment process for hiring an HR
recruitment manager.
Education- It is mainly considered with the perspective to increase employees
knowledge regarding policies and regulations through development programs. In Kingfisher plc.,
when the employee who is appoint by the management, as HR recruitment Manger join the
organization, the individual will not be fully aware about the polices and procedure of the
company. So to make them aware about the organizational culture, strategies, policies etc. the
management can conduct orientation and induction program. The organization makes their
employee comfortable with friendly nature and introduce them with co-workers so that they can
understand the expectations and working patterns of company.
Motivation- It is the process of stimulating confidence level of an employee. Motivation
is a driven factor which increases the willingness of an individual to achieve more. In Kingfisher
plc., the management motivate its employees by fairly evaluating their work and keep them
engage for higher results by make them remind the commitments to the company. The
management encourage HR recruitment manager by providing compensation and growth
opportunities to retain its employees, and also appreciate their contributions made for the
organization.
Evaluation- This term explains the analysis of overall efforts made by the employees for
the organization. In Kingfisher plc., the management of the company evaluates the employee
performance not by criticizing but by appraising them for their hard work and the company
measures the performance by facts and work not by relations and emotions (Waheed and Zaim,
2015). For example, In Kingfisher plc., the management monitor the performance of HR
recruitment by analyzing their responsibilities and duties.
Celebration- It is the last stage of human resource life cycle which describe about the
celebration. In Kingfisher plc., the management use this way to say thank to those employees
who are working good and help the organization to attain its business objectives by making their
contribution (Wahyuningtyas, 2015). The management provide benefits like extra vacations, gift
cards, flexible working option and various others to the employees.
9

P7. Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy
In Kingfisher plc., HR life cycle is beneficial and important for the organisational growth
and development. The management of this company can integrated this life cycle within the HR
strategy. For example, recruitment is the first stage which can be used by the management of this
company as a HR strategy. With the help of this process they can hire and select qualified
candidates which help in the organisational development by making their contribution. It help in
selecting right candidate for the right position with right skill set. With the help of internal and
external recruitment, the HR manger can recruit an skilled employees from outside the company.
With the help of internal recruitment, they can promote existing employees and manage
workforce within the company.
The management can use eduction as a HR strategy within the company. With the help of
this strategy, they can provide information about the organisational culture and polices. With the
help of this strategy, they can manage the business environment of the firm. In Kingfisher plc.,
the manager can organise training and learning session with the help of this strategy and make
improvement in the skills and knowledge of the employees so that they can help in the
development of the firm. Motivation is an another factor of HR life cycle which also can be used
by the management of this company as a HR strategy. It can be applied by the HR manager to
influence, inspire and encourage the employees so that they can feel motivated and doing their
work with more effectiveness. Evaluation can be sued by the management of the company as a
performance motoring strategy. With the help of it, Kingfisher plc. can analyse the performance
of the employees that they are helping the company in attaining its aims and goals on time or not.
If they are perform well then then with help of next strategy as celebration, they use this strategy
as a reward (Wilton, 2016). In Kingfisher plc., the management of the company can use it
rewarded its employees according their performance so that they can feel motivated and help the
company in its the future development.
CONCLUSION
From the above information, it can be conclude that resourcing and talent planing is
important to mange the workforce and play an important role in the development of the
company. There are various current labour market trends are occurred and they influence talent
management and workforce planing. Lack of qualified employees, trade unions etc. are some
current labour trends that affect the workforce of Kingfisher in term of lack of skilled employees.
10