Unit 19: Resource & Talent Planning - Labour Market, Skills & HR Cycle

This report analyzes resource and talent planning, focusing on Argos, a British catalogue retailer. It examines labor market trends like political uncertainty, globalization, and urbanization, and their influence on talent management. The report also discusses legal requirements such as the Unfair Dismissal Act, Equality Act, and Employee Selection Procedure Act. It identifies current and anticipated skills requirements based on demographic and technological changes. Furthermore, it provides job descriptions and person specifications for effective recruitment and selection, evaluates different recruitment methods, and analyzes the HR life cycle's stages and integration within organizational strategy, concluding with recommendations for strategic talent management.

Unit 19 – Resource
and Talent Planning
1

INTRODUCTION...........................................................................................................................4
PART 1............................................................................................................................................4
Analyze current labor market trends that influence talent management and workforce
planning..................................................................................................................................4
Explain the different types of legal requirements an organization must take into account when
workforce planning.................................................................................................................5
Analyse the impact of labour market trends and legal requirements on the workforce planning
of a specific organization........................................................................................................6
Based on current labor market trends and legal requirements determine current and anticipated
skills requirements for a range of organizational examples...................................................6
Analyze current and anticipated skills requirements in response to identified labor market
trends and legal requirements for a range of organizational examples..................................7
Critically analyses the impact of labor 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..............................................8
PART 2............................................................................................................................................8
Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.........................................................................................8
Apply different recruitment and selection methods for effective talent resourcing and
planning................................................................................................................................11
Evaluate different processes and methods of recruitment and selection for effective talent
resourcing.............................................................................................................................14
Make valid judgements and recommendations on how appropriate documents and processes
can be improved for effective talent resourcing...................................................................14
Evaluate the stages of the HR life-cycle applied to specific HR contexts...........................15
Evaluate how stages of the HR life-cycle are integrated within organizational HR strategy.17
Evaluate the importance of the HR lifecycle in relation to strategic talent management.. . .18
Critically evaluate how stages of the HR life-cycle can be applied separately and integrated to
support strategic talent management....................................................................................18
CONCLUSION..............................................................................................................................19
REFERENCES..............................................................................................................................20
2

3

INTRODUCTION
Resource and talent planning plays important role for an organisation which helps
company to recruit talented, skilled and capable employees to conduct various business
operations. By maintaining talent pool for present and future requirement organisation can
successfully accomplish business operations in effective manner (Abdollahbeigi, 2021). This
report is conducted on Argos which is operating as a leading British catalogue retailer
established in the year 1972. This company is performing as Sainsbury's subsidiary and
headquartered in England, United Kingdom. Present support discusses various forms of legal
requirement which is essential for company to implement in their organisation workplace
premises. In addition to this, purpose to evaluate current labour market trend is also mentioned in
this report. Present report includes job description and person specification document which is an
important element in the process of recruitment and selection. This report also discusses various
recruitment and selection method and evaluate HR life cycle and various stages that HR manager
can use in order to recruit talented and skilled employees.
PART 1
Analyze current labor market trends that influence talent management and workforce planning.
There are number of market trend which have capability to influence talent management
and workforce planning of an organisation (Annepu, 2021). These factors can affect organisation
operations of attracting talented employees to accomplish business goals and objectives.
Mentioned below there are some certain current labour market trends which can influence talent
management and workforce training:
Political uncertainty –
This is an economical risk in which upcoming policies and practices of government can
raise risk in front of the business to recruit and manage employees. In this company is required to
make investments in implementing government rules and regulation which can affect economic
activities of companies.
Globalisation –
This is defined as the change in the world where organisations are moving from self-
dependent country to an integrated world. This change has been significantly enhancing
integration of labour market and filling gaps employees and organisation. This is a significant
4

trend in which organisation have capability to attract talented and potential employees from
different locations around the world. However, in this it is important for organisation to conduct
analysis and conduct recruitment and selection process to attract potential employees.
Urbanisation –
Urbanisation is defined as situations in which individual those working in towns and cities
grows faster than people those who are operating rules and responsibilities in rural areas. In
terms with workforce planning of Argos this trend can help organisation to increase their
employment attraction rate. In this organisation have number of choices to influence talented and
skill individual to conduct various roles and responsibility which will help a goes to enhance
national income rate.
It has been evaluated that Argos need skilled and productive labour to conduct business
operations in a well define and effective manner. With the help of this company can fulfil overall
goals and objectives efficiently.
Explain the different types of legal requirements an organization must take into account when
workforce planning.
In order to conduct business roles and responsibility is essential for an organisation to
emphasize upon different type of legal requirements to undertake workforce planning.
Negligence of this will affect organisation to face number of legal obligations from institutions
and government.
Unfair Dismissal Act, 1977 –
Main purpose of unfair dismissal is to decrease activities that can negatively impact upon
employees within an organisation. This act support workforce from unexpected ending that an
employer can provide without providing any notice (Dorasamy, 2021). In terms with Argos it is
important for company HR manager to implement this act in order to prevent themself to
conduct any unfair activity that can affect employees and organisation brand image.
Equality Act, 2010 –
The main aim of this act is to treat all the employees in an equal basis irrespective of their
size, scope, nationality, background, education etc. In this it is important for Argos to emphasize
upon equality of all the employees while recruiting and selecting them. With the help of this
organisation can enhance goodwill in industry.
5

Employee selection procedure Act, 1978
According to this act it is important for organisation to state all the uniform guidelines in
workforce planning while selecting candidates. In this it is important for Argos HR manager to
abide code of federal regulations that offer guidance to manage various employment system
which is recruitment, selection, promotion etc. In this legal discrimination like judging
candidates on the basis of their age and gender in evaluation round.
Analyse the impact of labour market trends and legal requirements on the workforce planning of
a specific organization.
It has been evaluated that labour market trends and legal requirements have direct and
indirect impact upon workforce planning. With the help of having efficient and proper
knowledge to take opportunities from these trends company can enhance their productivity
growth late. Proper implementation of legal requirement will allow organisation to enhance the
effectiveness to retain and manage employees for longer period of time. It will help human
resource manager to lower down employee turnover rate. There are different types of legal
requirements such as treating employees equally, not engage in unfair dismissal, select
employees as per the legal requirement etc which will allow organisation to strengthen their
workforce planning. In terms with Argo’s labour market trends like political uncertainty and
globalisation have a major impact on workforce planning. In this with the help of implementing
all the legal requirements appropriately company can prevent themselves from being get
penalized from any government.
From the analysis it has been evaluated that labour market trend for Argos is somewhat
tight as due to political instability because of Brexit company is facing various issues.
Based on current labor market trends and legal requirements determine current and anticipated
skills requirements for a range of organizational examples.
There are number of elements in current labour market trend and legal requirements which
is essential for company to determine in order to higher potential candidates to operate business
roles and responsibilities.
Demographic change:
There is a significant increase in the demand for labour supply in developing and
developed countries. Argos is performing their business operations majorly in the provinces of
6

United Kingdom and Ireland which is it developed countries and are investing amount of money
to attract young, skilled, talented and potential candidates which is creating job employment
(Jackson and Dunn-Jensen, 2021). In this it is essential for Argos to emphasize upon this current
labour market trend and emphasise upon making investments in influencing attention of talented
workers efficiently.
Technology change:
Technology is dynamically changing each and every industrial sector. It is also enhancing
the need of innovation and creativeness with an organisational workplace structure. In terms with
Argos, it is essential for them to emphasize upon this current market trend in order to innovate
products and services with the help of latest technologies and skilled employees, through which
they can provide higher level of consumer satisfaction to consumers.
Globalisation:
Due to significant emergence of globalisation and trade liberalization labour mobility has
been significantly enhanced on international platform. It is mainly enhancing demand of worker
efficiently who welcome changes. In this it is important for Argos to emphasize upon attracting
talented candidates from market and make upgradation in policy to includes employees
efficiently as compared to other rivals in industry.
Sex discrimination Act, 1975:
According to this act employer or organisation is restricted to discriminate individual on the
basis of their gender and marital status. In this it is essential for Argos to emphasize upon this
trend in order to conduct recruitment and selection process. In this company is required to ensure
that individual from all the gender get equal treatment in organisational workplace structure.
Analyze current and anticipated skills requirements in response to identified labor market trends
and legal requirements for a range of organizational examples.
According to the current labour market it has been identified that there are some certain
current and anticipated skills which is required in response to identify labour market trend. In
this human resource manager is need to be have proper knowledge about the employment policy,
occupational standard in order to design an effective workforce plan (Dorasamy, 2021). This will
help human resources manager to conduct strategic and systematic process through which labour
market factors can be identified. This will help them to meet future skills need in an effective
7

manner and also help human resource manager to fill the gap between skill demand and supply.
Resource manager is also required to be well equipped with the legal requirements such as
sexual discrimination, equality act etc in order to manage workforce.
Thus, from the analysis it has been underlined that it is essential for Argos HR department
to align legislations requirements to workforce planning in order to effectively deal with
challenges.
Critically analyses the impact of labor 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.
There are a number of factors and trend of labour market and skills requirement which have
significant impact upon workforce planning. Different labour market trends like demographic
change, technological change, globalisation need organisation to evaluate employees in an
effective manner. Globalisation enhanced competition as in this employee have number of
opportunities and rivals are also taking use of effective strategies to attract potential talent. In this
it is recommended to human resource manager of Argos to conduct research in order to demand
forecasts made succession planning and conduct performance management of employees. This
will help them to provide training and career development opportunities to employees which will
help company to retain them for longer period of time. Technological change is having major
impact on workforce planning. In this human resource manager is recommended to take use of
different tools and techniques to recruit employees from different locations and formulate
planning to provide time training on efficient basis.
PART 2
Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.
Job description:
Job description is defined as a formal document which is mainly inclusive of duties and
responsibilities for a given position (Khoreva and Vaiman, 2021). Hence, it specifies
qualification or certain skill set required to apply for that specific profile. Mentioned below job
description of two job profile in Argos is being given:
8

Job description for assistant designer
Company Argos Limited
Department Design lead
Job profile Assistant designer
Job location United Kingdom
Job summary Argos Ltd. is looking to recruit a suitable assistant designer to
manage relationship with staff and customers. Assistant designer
also needs to conduct business operations digitally via company
website.
Roles & Responsibilities  Applicant must have sound knowledge of creative design
as well as digital activity.
 Candidate needs to be creative thinker to develop
innovative concept as well as interactive design.
 Take use of technical specification, digital tools and
innovation to enhance company brand image.
 To undertake digital approach as well as concept, and
collaborate with successful brand team.
Job description for sales executive
Company Argos Limited
Department Sales department
Job profile Sales executive
Job location United Kingdom
Job summary Argos Ltd. is looking for compassionate sales executive who can
effectively attract customers with strong negotiation skills and
9

enhance sales through various leads.
Roles & Responsibilities  Candidate is required to have appropriate knowledge of
communication techniques.
 Conduct research in order to identify actual needs and
wants of customers and present company products and
services appropriately.
 Have ability to manage workload in order to enhance
company sales in peak time.
Personal specification:
Person specification is termed as skill set, experience or knowledge that an applicant is
required to have in order to conduct job role in an effective manner.
Personal specification for assistant designer
Name: Stan Key
Address: 99 Elizabeth Road, United Kingdom
Contact number: 31321435251
Job Experience: Candidate is must to have more than 2 years of job experience in the field of
designing. Along with this applicant is needed to have adequate knowledge of digital marketing
as to enhance organisation growth.
Specialization:
 Candidate is required to have degree in graphic design
 Have understanding to use 3D designs as well as visual
 Applicant must have suitable experience in designing various content as well as design
disciplines.
Skills:
 Need passionate candidate
 Have excellent communication skill
10

 Skill of time management
Qualification:
 Certificate of digital designing and Adobe Photoshop
 Degree in subjects of graphic design
 Diploma course in web design
 Applicant must have more than 2 years of work experience in respective field.
Date: 11/09/2021
Place: United Kingdom
Declaration: Hereby, I ensure that all details provided by me true and valid.
For sales executive role
Name: Caroline More
Address: 77 King’s Road, United Kingdom
Contact number: 31451021131
Job Experience: It is need for applicant to have minimum 1 year of experience in sale
executive job role. Applicant is required to possess understanding and knowledge of
communication technique in order to influence customers.
Specialization:
 Negotiation skills.
 Fluency in English language and ability to manage workloads.
Skills:
 Excellent communication and negotiation skill
 Time management skills
Qualification:
 Graduate in any field.
 1 year of work experience in respective field.
Date: 11/09/2021
Place: United Kingdom
Declaration: Hereby, I ensure that all details provided by me true and valid.
11

Apply different recruitment and selection methods for effective talent resourcing and planning.
Recruitment:
Recruitment is the most important part of human resource management in which HR
manager engage in the process of searching and hiring suitable candidates to fill company
vacancies. This is positive process which enhance organisation ability to increase overall
performance and growth. Recruitment process is mainly inclusive of planning, strategy,
development, searching and screening and evaluation and control of candidates in order to select
best.
Method of Recruitment
Internal source of recruitment:
Internal recruitment defines employees those who are appointed from within organisation
workplace structure to fill vacant position in company, with the help of transfer and promotion
(Liu, Qingqing and Liu, 2021). This is a simple way to fill vacant position in company and is
also a cost-effective method. In terms with Argos company mainly believes that internal
appointment is helpful in filling higher position as employees are already aware about
organisation culture and the manner of doing business. Mentioned below some of the internal
recruitment is being defined:
Promotion:
Promotion is defined as a shift of an employee from one position to a new one and
increase responsibilities, remuneration and status. This is mainly a shift from low job profile to a
higher position in organisational workplace premises.
Transfer:
Transfer is defines as shifting of employees from one department to other or from one
location of job to another (Makarova and Ni, 2021). This is mainly change in working
environment without making significant changes in profile job responsibility and remuneration.
Pros of internal source of recruitment
 In internal sources of recruitment company does not need induction and training as
employees are already familiar with the company policies and programmes.
 This method effectively helps in enhancing loyalty of employees towards company and
they put more hard work in conducting roles and responsibilities.
12