Resource and Talent Planning: Analysis of Sainsbury's Report

This report provides a comprehensive analysis of resource and talent planning, focusing on Sainsbury's as a case study. It begins with an overview of the organization, exploring the impact of recent labor market trends such as wearable technology, boomerang employees, and the increasing popularity of part-time work. The report then delves into relevant labor legislations, including the Equality Act and Employment Act, and assesses the existing and anticipated skills within the organization. Furthermore, it examines the recruitment and selection processes, including flowchart design, job analysis, and person specifications. The report includes a comparison with another organization, likely a competitor, and concludes with recommendations for improving talent management strategies. The stages of the human resource life cycle and its integration with the HR strategy are also discussed.

Resource and Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
Overview of organisation............................................................................................................1
Impact of recent trends in labour market on talent management & workforce planning............2
Labour legislations that should be considered in workforce planning by the organisation........3
Comparison between two organisations......................................................................................5
PART 2 ...........................................................................................................................................6
1) Recruitment and selection process flowchart.........................................................................6
2) Job analysis.............................................................................................................................9
3) Creating job description..........................................................................................................9
4) Producing person specification.............................................................................................10
5) Methods of recruitment and selection...................................................................................11
6) Recommendations.................................................................................................................13
PART 3 .........................................................................................................................................13
1) Stages of human resource life cycle.....................................................................................13
Integration of HR life cycle with HR strategy .........................................................................16
CONCLUSION..............................................................................................................................16
Recommendations.....................................................................................................................16
REFERENCES..............................................................................................................................17

INTRODUCTION
Resource and talent planning is one of the important function of Human resource
management in the organisation (Azma and et. al., 2019). It deals with several aspects of human
resource like assessment of required manpower in the company, networking, selecting proper
channel of hiring, scheduling availability of human capital on time, maintaining the resources for
fulfilling future recruitment needs. This function enables the organisation to possess necessary
abilities to discover and attract relevant talent to achieve goals and gain competitive advantage in
the market. Recruitment and selection processes assist the company in picking up the appropriate
talent from the market. It needs proper strategy and succession planning. For the purpose of this
study Sainsbury company is taken. It is engaged in retail industry and offer its products in
hypermarket, forecourt shop and retail stores.
The company has its headquarters in Holborn in London, UK. It is the leading grocery
store and second biggest supermarket chain in United kingdom. In this study, discussion is
conducted on current labour trends in market and its effect on the organisation, need of labour
legislation in workforce planning and essential skills required by company for handling labour
trends. Along with this, report also includes importance of different recruitment & selection
methods in hiring employees in the firm and application of the these techniques in talent
resourcing as well as in planning.
PART 1
Overview of organisation.
Sainsbury has its presence in different supermarkets and stores in United Kingdom. It
focuses on providing its customers healthy, safe and fresh products. It is one of the largest
retailer in London. It is divided into three groups such Sainsbury supermarket Ltd, Sainbury
Bank and Sainsbury Argos in the market. The company has its head office of all these groups in
City of London. It was established in the year 1869 by John James Sainsbury and Mary Ann in
partnership. It was engaged in retail of fresh foods and later expanded into groceries storehouses.
Its distribution centres are in Hampshire, Northern Ireland, Greenford, West Midlands, North
Yorkshire, Essex and many other regions in UK.
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Impact of recent trends in labour market on talent management & workforce planning.
Workforce planning is the process which is utilised continuously in organisation to align
priorities and objectives of the business with employment needs. Current trends in the labour
market may pose certain threats for the company to carry out planning process (Bao, 2019).
Therefore, it is essential for the firm to take into account these trends to implement proper
planning and managing talent. They are provided as under:-
Wearable technology & Analog systems:- There has been increase in the use of
wearable gadgets. Most of the companies has adopted this technology and eliminated analog
systems. This gadgets records the productivity, well-being and health. It increased the
recruitment of young population in Sainsbury as they highly supported this technology in the
workplace.
Emergence of boomerang employees- This refers to the employees to leave the
company for sometime and later on join it. There has been increase in the number of such
employees in the recent years. Boomerang workers emerges due to several reasons like family
matters, other opportunities, compensation form, etc. In Sainsbury HR specialists make use of
technology like social media, LinkedIn to re-hire the former workers. Re-employing latter
employees benefit the firm as they are already familiar with the culture and environment.
Increase in employment of young professionals- The increase in ageing of the
population lead to retirement of top professional and employing younger generation. Many firms
are planning strategically to cope up with the recent change. Sainsbury adopted this change in the
recruitment of younger candidates as they are more open minded and adapt to transformations
easily (Barbu, Logofătu and Olari, 2019 ). They believe in practical applications and are keen to
implement it in the job.
Increase in popularity of part-time work- There is a rigorous increase in the literacy
level in the population. Every year several universities and colleges provide trained professional
and talented individuals. These candidates demands part-time jobs instead of full time to fulfil
the financial needs. Various organisations seeks for employing such individuals to welcome new
ideas and technology in its environment. In Sainsbury, Human resource team is working on
accommodating younger generation in the workplace by satisfying their current needs.
Factors affecting the labour trends in market:-
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Change in population- Labour trends were influenced by increasing rate of
unemployment, increase in the activity of women in the population due to decrease in their death
rate, encouragement in the education of women, increase in the life expectancy of the people.
Rate of unemployment- Increase in the rate of unemployment in United Kingdom due to
addition of ageing population and decrease in birth rate caused the changes in labour market.
Most of the employees ignore the social needs of the workforce in the organisation due to high
state of unemployment.
Discrimination- It can encourage the trends in labour market if the companies do not
provide equal and fair treatment to its employees (HAILE, 2019). Labour may be discriminated
by favouritism, low pay, extra working hours and non availability of holidays by the employer.
Education- The enhancement in the awareness of advantage of education lead to more
educated professionals, trained and talented population. Henceforth, there demand increased in
the organisations as they can advantage them in increasing the profitability and growth in the
competitive market. This factor lead to change in the employment patterns in the organisations.
Labour legislations that should be considered in workforce planning by the organisation.
Workforce planning is regarded as the vital function of the organisation which effectively
manage the requirement of manpower. There are various labour legislations that are formed by
the state and federal government of United Kingdom. An organisation has to follow employee
acts in order to manage the effective functions. In UK following laws exists which affects the
decisions of establishments.
Equality Act- This act was formed by the government to regulate the activities of the
companies. This act describes that every employee should be treated on equality basis in the
organisation. A company should follow all the rules given in this act and accordingly provide
contract of employment to every new individual hired in the company. Several acts were merged
together to form this act. It eliminates discrimination in race, disabilities colour and race from the
workplaces. Sainsbury resources the manpower by complying with this act and hires people
without discriminating at any aspect.
Employment Act- The reason behind implementing the act at UK is to promote equity at
wok premises through providing equal opportunities as well as delivering fair treatments in
context to employment. Managers of Sainsbury properly implement the aspects of such act so to
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coordinate addition to utilise resources, functionalities together with functions for promoting full
employment without any discrimination.
Health & safety legislation- This act reflects that healthy and proper working
conditions should be offer to employees so they can perform their job roles in adequate manner.
proper training should be offer to employees so they learn about how to work with risky
resources at workplace. This reduce the chances of rising accidents at workplace and do not
hamper the productivity of employees. All this help in create and maintain positive environment
at workplace.
Assessment of current skills and estimation of required skills by the organisation.
Existing skills of the organisation:
Strategic analysis and planning: It is one of the most important skill needed in change
management. Sainsbury company management excels in this skill. It assisted the company in
developing strategy so as to accomplish the vision and objectives together with change
management. Top management in the company analyses recent trends and compares it with state
of performance. They develops plan which strategically satisfies the company and implements
necessary change.
Interpersonal skills: Sainsbury has provided regular training to the employees and
conducted development programs to instil efficient interpersonal skills in the employees. Hence,
the main advantage of this skill to the company is such that it developed strong relations among
the employees, management and the customers (Jacobs, 2019). This assisted in increasing the
overall productivity of the firm and the employees operating in team as well as individually. This
skill allows effective communication between the human resources of the company and
encourage to meet the deadlines and goals on specified time.
Delegation & time management: Sainsbury firm's management effectively perform the
functions with efficient time management and delegating skills. The advantage of these skills is
that they allows the company to manage the projects, develop different policies and rules,
manage the environment of the workplace. Proper delegation helps in complying with the
modifications in the labour market and legislations. It also assists in concentrating on the tasks
that generates high revenues for the company.
Anticipated skills of the organisation:
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Advancement in technical skills: The need of Data science will increase in the future
period. Sainsbury company should work for enhancing the skills in Data Science. It will be
required in conducting effective recruitment process in the company as it will become part of Job
description for recruiter in the coming years. The dependency on the advanced analytics as well
as software will improve to hire, engage, retain and manage the high performances of the
employees. It will assists in enhancing the profile of the recruiter company. Big data will
perform important function in taking vital decisions for managing talent and resourcing in the
establishments.
Hybrid skills- It is the collection of technical skills and non-technical abilities. It refers to
cloud computing, analytical reasoning, workforce management, mobile application development,
artificial intelligence, audio production, sales leadership, scientific computing, etc (Jooss,
Burbach and Ruël, 2019). It will become necessary for the company Sainsbury to excel in these
skills to manage change in the labour market and comply with the legal requirements. Hybrid
skills will ensure long term survival of the firm in the competitive market and to manage the
needs of the market as well as employees.
Advanced social selling- The boom in the use of social media will encourage the
population to excel in the social media. Henceforth, future colleges will focus on imparting
training to the individuals on the social media. To cope up with this employee trend
organisations have to alter the workforce planning process to hire as per the need of the market
and labour legislations. Sainsbury should work on creating advanced social selling skills in the
workforce in order to build strong relationship with the customers and manage the change in
selling processes.
Comparison between two organisations
The trends in the market changes continuously and it highly affects the performances of
the businesses. Every organisation possess different skills which helps them in managing the
change in employee trends and various legislation. Following comparison is given to understand
several skills of the firms and its benefit in the coping with change.
Following is the comparison among two same sized organisation to
Basis Sainsbury Marks & Spencer
Technological change Hybrid technical skills are The current need of the
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needed by the company to
design, develop the structure to
adapt advancement in digital
technologies, enhance
customer services and comply
with regulatory bodies
(Kareem, 2019).
company to implement
technical change will be
fulfilled by strong & advanced
communication skills and
interpersonal abilities in the
employees.
Change in demands of
employees
Sainsbury need the
management with strong skills
like creative thinking which is
also termed as digital skill.
This will ensure long term
retention of employees and
will help the employees in
facing the automation in the
company.
Mobile proficiency is the skill
required by Marks & Spencer
to improve the connection with
the job seekers as well as with
the customers in the market. It
will provide the opportunity to
use the selling potentiality in
growing the customer base and
resourcing the talented
employees.
PART 2
1) Recruitment and selection process flowchart
Sainsbury's is a chain of supermarkets in UK having 15.3 % share of total supermarket
sector of UK. It was founded in 1869 and having its headquarter in London, United Kingdom. At
present, Sainsbury's is the second largest supermarket of UK and employ more than 186900
employees. The success of an organisation is highly dependent on efficiency and productivity of
its employees thus, to remain in list of top supermarkets it become necessary for Sainsbury's to
have most skilled and talented employees. Recruitment and selection process have a significant
impact on quality and efficiency level of employees (Khalid, 2019). Recruitment is the first
process through which an employee entered an organisation and become a part of its operation
thus, it is necessary to have a efficient recruitment and selection process to ensure the better
quality of employees. Sainsbury's is having a proper recruitment and selection flowchart to
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select and employ the most deserving and talented employees which are helpful in increasing
the efficiency and performance of whole organisation.
Recruitment and selection process flowchart
It is a template used for visualizing the all the steps of hiring process. Recruitment ans
selection process flowchart which is also known as recruitment workflow is a diagram where use
of symbols and arrows are made to map out sequence of all steps of recruitment and selection.
Sainsbury's is making use of an efficient recruitment and selection process flowchart to get best
employees for success of organisation. Following is the recruitment and selection process
flowchart of Sainsbury's:
Different steps of recruitment and selection process are explained below:
 Job vacancy- HR mangers are responsible for timely evaluation of job vacancy in an
organisation. In Sainsbury's timely steps are taken to determine newly created and
unoccupied positions in the organisation so that further steps can be taken to find a
suitable candidate for enterprise.
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(Illustration 1: Recruitment and selection process flowchart, 2019)

 Job analysis- Once the vacant positions are determined the nest step is to analysis the
different factors of job. HR manger of Sainsbury's make use of job analysis process to
evaluate and identify different content of a job in terms of activities involved and
attributes needed to perform that activities ( Kishnani, 2019).
 Attracting candidates- On the basis of job analysis, announcement or declaration are
made by Sainsbury's to attract a pool of best employees for specific job having all the
required attributes. Use of adverting and notices are made to attract the candidates for
vacant jobs.
 Screening applications- As Salisbury's is one of the best organisation of UK, thus, a
large number of applications are received by HR department for vacant job. At this stage,
manger review all applications to check that which applicants are eligible and most
suitable for that specific job. On the basis of this screening of applications, eligible
candidates are moved forward for next step of job recruitment.
 Interviewing candidate- A proper interview is conducted by the HR department of
Sainsbury's for the applicants who are short listed in the process of screening. Interview
provide a overall check and evaluation of skills and knowledge of candidate through
providing a two way communication between interviewer and applicants.
 Selecting and appointment- After proper evaluation of skills, knowledge and eligibility
of candidates most deserving and suitable candidates are selected by Sainsbury's. These
selected candidate are appoint at different vacant job on the basis of job role and
attributes of candidate required to perform these activities and role more efficiently.
 Induction and training- Proper orientation and induction training is provided by
Sainsbury's to its new employees to enable them to perform their wok in new profession
or job more efficiently. Orientation programs are conducted to make an employee more
habitual and friendly with the operations of organisation (Knodel, 2019).
 Employees evaluation- Performance of new employee are evaluated by Sainsbury's to
review and assess that whether right candidate is selected or not. Evaluation of employee
performance makes it easy to determine that skills and talents of employee are more
suitable for which activity and job thus, an organisation can make better use of
employees creativity and talent to ensure its success and growth.
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2) Job analysis
It is the process of gathering and analysing information about the criteria and role of a job
to determine which employee or individual is best for that specific job. Job analysis provide an
accurate study of operations, duties, responsibilities and organisational aspects of a job which
helps in deriving specialisation in that particular job or task. Different documents and job
descriptions are prepared by Sainsbury's to properly define the job role and responsibility of each
job.
3) Creating job description
Job description is a written statement which provide all relevant information about a
specific job on the basis of finding of job analysis ( Laras and et. al., 2019). It includes general
duties, responsibility and nature of job along with Job's title and name and designation of person
to whom the employee will report. Sainsbury's is having job vacancy for the post of cashier and
finance manger thus, following job descriptions are prepared.
Job description for the post of cashier:
Job description
Job Title : Cashier
Reports To: Finance Manager
Working Hours: To be agreed later
Job Overview: To mange and handle day to day cash
Qualification:
Education level – Graduate from any recognised collage
Experience- At lest 1 year
Specific skills: Mathematical skills
Responsibilities and duties:
Handle cash credit and check transaction.
Scan goods and collect proper payments.
Count money in cash drawers at beginning and end of the day to ensure that amount is correct.
Job description for the post of finance manger:
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Job description
Job Title : Finance manger
Reports To: CEO (chief executive officer)
Working Hours: Will be decided later
Job Overview: To monitor day to day financial operations
Qualification:
Education level – MBA in finance
Experience- at least 2 years
Specific skills: proper accounting and management skills.
Responsibilities and duties:
overseeing the flow of cash and other financial transaction.
Planing and directing activities of worker
preparing timely reports and other accounting document.
Ensure compliance with provisos of laws and financial act.
4) Producing person specification
Person specification is a written document which provide detail about qualification,
skills, experience, knowledge and other attributes which a applicant must possess to perform a
particular job or task (Lv, 2019). Following person specification documents are prepared by
Sainsbury's for the current vacant position of cashier and finance positions.
Person specification for the post of cashier
Person specification
Job Title : Cashier
Department : Finance department
Criteria Essential Desirable
Skills required Cash management
time management
Accounting skills
Attainment/ Qualification Graduation Diploma in accounting
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