Labor Market & Skills Analysis: Talent Management and HR Lifecycle

This report provides an analysis of the labor market trends and their effects on talent management and workforce planning, focusing on the importance of skills reevaluation for long-term industry growth. It examines the legal requirements that organizations must consider when planning their personnel, including compliance with the Civil Rights Act and immigration law. The report identifies current and projected skills needs based on labor market trends, emphasizing the importance of pro-activity and change management skills. It includes sample job descriptions and person specifications to aid in recruitment and selection processes, highlighting various recruitment strategies for successful personnel sourcing. Furthermore, the report evaluates the stages of the HR life cycle and their integration into an organization's HR strategy, using Tesco as a case study. The document concludes by emphasizing the necessity of talent management and resourcing for organizational success.

Labour market and skills analysis

Table of Contents
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
P1 Examine current labor market trends and how they affect talent management and
workforce planning......................................................................................................................4
P2 Describe the many sorts of legal requirements that an organisation must consider while
planning its personnel..................................................................................................................6
P3 Current and projected skills needs for a variety of organisational examples were established
based on current label market trends in regulatory requirements................................................7
P4 Create suitable job descriptions and person specification papers to aid in recruiting and
selection.......................................................................................................................................8
P5 For successful personnel sourcing and planning, use a variety of recruiting and selection
strategies......................................................................................................................................9
P6 Evaluate the stages of the HR life cycle applied to the specific HR context.......................11
P7 Examine how the HR life cycle stages are integrated into an organization's HR strategy...12
CONCLUSION..............................................................................................................................13
REFRENCES.................................................................................................................................15
Books and Journal......................................................................................................................15

INTRODUCTION
The correct reevaluation of skills is required for the industry's long-term growth and
development. It enables management to put together a training programme for current staff.
Nonetheless, management must acquire new employees to support the company's expansion and
rehire individuals who have left the team. This assignment example focuses on the latter and
entails students learning about succession planning, talent management screening, and new
employee recruitment. Students' employment possibilities will be enhanced as a result of the
information, understanding, and skill set they will receive by completing this course. The most
important procedures are talent management and resourcing. Recently, industry behemoths have
placed a premium on talent management methods that encourage taskforces to perfect their skills
and abilities over long periods of time. This study will look at the tesco firm, which is based in
the United Kingdom and is one of the country's major retailers. This report is going to consider
talent management; The most important procedures are talent management and resourcing.
Recently, industry behemoths have placed a premium on talent management methods that
encourage taskforces to perfect their skills and abilities over long periods of time. This report is
people going to explain about the current print of labor and market Trends that influence the
talent management and to get more potential workers force and to develop workforce planning.
Legal requirement is also very important for the labor trend and this important is going to
consider in this report. Furthermore this report going to represent the job description and also
going to represent person specification documents in order to higher and select or conduct more
effective selection and recruitment program
MAIN BODY
P1 Examine current labor market trends and how they affect talent management and workforce
planning.
Workforce planning is there very important concept or area which going to support the
organization to select the appropriate number of the individual with the effective talent at the
appropriate time for the company. In order to that the workforce planning support the company

to get more appropriate people in the organization so that they can achieve their goals and
objectives and the objectives which are set by the organization are becoming more fulfilled and
achievable. In this activity it would support the company to redesign the workforce planning into
different kind of effective performance so that they can get more productive results.
In order to conduct and formulate appropriate workforce planning and talent management
there are different kind factors which create impact on the human resources department. That is
why it is very essential for the company to identify these kinds of factors that transform in
different countries. Those kinds of factors are modifying in the composition of the economically
active population and according to the fluctuation in the employment rate and legal restriction
and demographic situation. For the more it also help the company to redesign the effective
activities that is done by the opportunities and task.
Demographic situation
A demographic scenario is one that will have a significant impact on the UK labour market
during the next two years. Resize, there are 30% of unemployed individuals in the United
Kingdom who are above the age of 50 or younger people in the United Kingdom who have been
replaced to the group at the time when their post was resigned. Those individuals who survived
this scenario were able to use their prior experience to their advantage. Employees in such
situations face a number of challenges throughout the recruiting and selection process, including
a skills scarcity, labour shortages, productivity challenges, and an inability to achieve customer
service and production objectives. This type of circumstance has an impact on talent
management.
Unemployment
The high incidence of unemployment has had a direct influence on talent management
and workforce planning in terms of developing fresh talent, which is a big issue and worry these
days. Unemployment rates would reduce individual talent or abilities, resulting in a skills deficit
among individuals. Unemployed workers are more expensive than individuals who previously
worked for another firm.
Culture and policies

In today's world, every employee is seeking for firms that share their beliefs and satisfy
their demands, such as offering health insurance, competitive salary, and other perks. So, in
order to satisfy the needs of employees, it has an impact on talent management and workforce
planning since a lack of rules and benefits can lead a firm to lose potential employees. In other
words, the UK's current market trend improved significantly in the third quarter of 2018, with the
leverage employment rate around 1% higher than its pre-crisis peak. As a result of the new
changes and developments, HR managers are faced with the task of devising an effective
strategy for attracting productive and talented personnel to contribute to the company's growth.
P2 Describe the many sorts of legal requirements that an organisation must consider while
planning its personnel.
Legal standards in an organization's personnel planning are critical for maintaining the
company's reputation and employees' interests. While the HR manager of the Tesco organization
prepares a strategy for employees, they must adhere to the following regulatory requirements:
Civil rights act of 1964
This is the most complete legal act that a corporation must follow when dealing with
employee relations. Under this act, the firm will not discriminate against workers based on their
race, religion, gender, or nationality. When developing a workforce planning strategy, the HR
manager should evaluate the legal requirements of the process or adhere to the company's
business standards.
Avoid making costly blunders in the workplace
It is an area where Tesco may take the required precautions to reduce the danger of
making costly mistakes. Hiring an incompetent individual for Job might cost you time on a
project or lead to lawsuit if they want to fire the employee.
Immigration law
Employers are prohibited from recruiting illegal immigrants under federal law.
Employers must require employees to complete an I-9 form when they hire them. It allows
businesses to verify employees' identities and job capability by looking up their social security

numbers. Employers must maintain the form for a period of three years, or one year after the
employee has left the company. They should get ready to present the form to the UK
immigration or labour officials.
Employee files
Every time TESCO hires a new employee, it is a good idea for them to keep an employee
file. Resumes, hiring contracts, W-4 forms, and performance appraisals should all be included in
the file. It is preferable not to provide information that is unrelated to the position, as this might
be used against the firm.
P3 Current and projected skills needs for a variety of organisational examples were established
based on current label market trends in regulatory requirements.
According to the current labor market trends in the legal needs there are different kind of
anticipated skills which had acquired by the organization so that they can achieve their goals and
objectives and hire more talented people in the organization. All the organizational skills are that
helps the individual to keep themselves or organized in context of meeting the deadlines and
arriving on time and being capable to find and collect the information which is required by the
organization. This may include good communication skills and time management skills and
become being capable to delegate and achieve their target and goals and think strategically many
more. In addition to this there are different kind of skills which are required by the employees to
have so that they can achieve their goals and objectives according to the market trends in legal
requirement and which are mentioned below:
Pro-activity skill: these are the skills which are required by the employees and the company so
that they can analyze the appropriate information regarding the legal requirements and collect the
appropriate information so that they can formulate their rules and policies accordingly. In order
to formulate rules and regulations and the policies according to the human resources
management are required to have a appropriate knowledge regarding the trends in legal
requirement.

Change management skills
It is also very required for the organization to have Change management skills in their
workforce planning so that they can adapt the changes in an appropriate manner and work
accordingly. For the human resources management department it is very important to provide
appropriate training and development programs so that the employees can improve their
flexibility as well as their skills in order to adapt the things in an easy and appropriate manner
P4 Create suitable job descriptions and person specification papers to aid in recruiting and
selection.
Currently there is requirement of receptionist for stores in TESCO, and the requirements
are as follows:
JOB SPECIFICATION
Job title: Receptionist
Report to: Branch Manager
Job summary: To deliver effective and efficient services to consumers and handle paper work,
the employee must be inventive and forward-thinking.
Responsibilities:
• Keeping customer records
• Answering phone calls
• Resolving customer issues
• Delivering the message clearly and convincingly
• Making recommendations as needed
Qualifications:
• Excellent customer service abilities
• Excellent interpersonal and management skills
• Ability to address problems if they occur
• High school diploma or equivalent
PERSON SPECIFICATION
Essential skills:

 Excellent verbal and written communication abilities
 well-built multi-tasking skills
 essential information of computer well-organized management skills
Desired skills:
 While working, you should be adaptable and flexible.
 An appreciation for the value of maintaining confidentiality.
 • Patience and a affectionate attitude are required.
P5 For successful personnel sourcing and planning, use a variety of recruiting and selection
strategies.
The process of discovering, investigating, producing, and networking with potential job
prospects in order to turn them into job applications is known as talent sourcing. The goal of
talent sourcing is to provide a steady stream of highly qualified candidates. At its most basic
level, the aim of talent sourcing is to turn non-applications into applicants. On the other side,
recruitment necessitates the transformation of candidates into workers. As a result, talent
sourcing is the first step in the hiring process and a critical component of creating a strong talent
pipeline. HR procedures include recruitment and selection processes. The HR manager must
understand how to properly conduct the recruiting and selection process in order to retain top
personnel and develop a strong, consistent team. To minimize increasing turnover, recruitment
and selection procedures must be implemented precisely. Artificial intelligence is now being
used in recruiting and selection to enhance performance success.
Recruitment: is the process of discovering and screening qualified and competent individuals
for a vacant position in an organization. TESCO believes in hiring the right amount of people at
the right time. Recruitment is seen as a good experience.
Recruitment methods: There are two types of recruitment methods:
1. Internal— Internally, filling job gaps requires identifying the best candidate from existing
employed employees. The two ways it takes are as follows::

Promotion: If an employee is doing well and delivering better results, he or she may be
promoted to a higher position. Employees at TESCO can improve their careers within the firm.
Transfer: Employees are moved to different levels within the company to perform
different duties. TESCO employees are transferred to different sites in order to work.
2. External- This is a different type of recruiting in which openings are filled by
employing people from outside the company who are qualified for the position. Some of its
methods are as follows:
Advertisement: Advertising in local newspapers or magazines is another method of
recruiting in which individuals who are looking for work and are qualified for it are given the
opportunity. A person learns about job openings through advertisements and shortlists the ones
that are right for him.
Campus Placement: Organizing a placement campaign on campus to recruit candidates
who have recently completed their education.
Selection: Selection is the process of choosing who is suitable for a job from among the
applicants who have applied for the position. The three methods utilised by TESCO to choose
workers are as follows:
• Screening- During this step, the candidates' curriculum vitae are reviewed and shortlisted based
on the company's requirements.
• Assessment: Those who were shortlisted in the previous stage must take a test, such as an
aptitude test or a personality test.
• Interview- Candidates who pass the assessment must participate in a face-to-face interview,
commonly known as a personal interview.
TESCO uses an external way of recruiting and choosing employees, which includes
conducting interviews and doing some assessments.

P6 Evaluate the stages of the HR life cycle applied to the specific HR context
A well-run human resources cycle, often known as the employee life cycle, ensures that
the appropriate people are in the right jobs at the right time. The various stages of the cycle and
the overall HR strategy have a lot of overlap, and they all contribute to the on the whole
employee experience. Organizations perceive an amplify in worker promise and productivity, as
well as a reduction in staff turnover, when the two are handled properly. The human resources
cycle has five main components.
Attraction, recruitment, selection
Attraction begins even before the company is seeking for a new employee. It includes the
firm's brand as well as what influences a potential employee's overall impression of the
company. In addition to brand marketing, word-of-mouth influences public perception and may
function as a powerful motivator or detractor. Recruiting is all about putting together a strong
prospect pipeline so that the company can hire the finest people for each position. Much more
than the recruiter-candidate interaction determines selection success, with your most dedicated
and devoted workers serving as your best ambassadors.
2) Induction, orientation, on boarding
During the second step, the employer and employee set out their mutual expectations. As
a firm, it is critical to ensure that the new employee is motivated by their new position, that they
get ingrained in the corporate culture, and that they integrate into their team. From the start,
employees should feel welcomed, respected, and well-equipped to execute their jobs.
3) Career planning and development
Once their employee has been established, the attention shifts to giving them with
opportunities to advance. How they handle performance management is a crucial component of
this stage. They may wish to award their workers after each performance assessment in
acknowledgment of all they've accomplished, whether intrinsically or extrinsically. They can
also provide incentives to individuals or teams for the new goals they set.

They aim to improve talent and increase productivity and income from a business development
standpoint. HR departments should try to understand and discover prospective and actual
specialty skills, interests, and abilities inside the company, and then utilise that knowledge to
make decisions.
4) Retention
For each employee, a significant amount of time and money has been spent in the cycle;
losing one means that the entire process must be restarted. As a result, it's critical that they keep
talent through the third stage. On a daily basis, the greatest approach to keep good employees is
to provide them with the tools, atmosphere, and skill set they require to execute their jobs well.
Employees get upset if this does not occur, and the organization loses high-performing,
specialized personnel.
5) Separation and termination phase
Understanding why workers leave is critical to keeping top talent in the future. Early in
the leaving process, having a dialogue with them about their options fosters a pleasant culture
and helps to keep the door open for good workers to return and eventually continue promoting
your company to others.
This is the Hr life cycle that supports them to effectively achieve their task and complete
the activity in an appropriate manner.
P7 Examine how the HR life cycle stages are integrated into an organization's HR strategy.
HR strategy is a business strategy that seeks to integrate an organization's culture,
workers, and system by coordinating a set of actions to achieve the desired business outcomes.
Business and HR strategy, organizational design, job & team design, HR planning, vision &
culture, recruiting & selection, on boarding & induction, assessment & evaluation, training &
development, engagement & reward, career management, and departure are all phases in the HR
life cycle. Work design and workforce planning, managing employee skills, and supporting the
proper employee attitudes and behaviors are the three main HR tasks. A human resource
manager's duties are divided into three categories: staffing, employee remuneration and benefits,

and defining/designing work. HRM's primary goal is to increase an organization's production by
maximising the efficacy of its personnel.
CONCLUSION
From the above mentioned report it has been concluded that, Employees who are engaged
provide greater results and contribute to the success of the company where they work. With good
workplace connections, conducting engagement surveys and taking required steps becomes
easier. In TESCO or in every company, Employers and workers both need to be aware of their
responsibilities and rights in the workplace. Employees should study the contracts they sign
when accepting the joining letter since it contains important information such as facts, duties,
rights, laws, and regulations. Furthermore, HRM is critical in any organization since HR's
responsibilities range from recruiting and selection to training and development, motivation, and
appraisals, among other things. As we've seen with numerous recruiting strategies, recruitment-
and-selection has benefits as well as strengths and weaknesses. Employee relations are also
crucial for the efficient operation of an organization, and TESCO's employee engagement
initiatives keep its staff engaged and working toward the organization's goals.