Analysis of Resource and Talent Planning for Morrison Supermarkets

This report analyzes resource and talent planning within Morrison Supermarkets, a major UK retailer. It begins with an overview of the organization, its labor requirements, and the types of labor it employs, including skilled, unskilled, physical, and mental labor. The report then examines current labor market trends affecting Morrison, such as the need for new skills and background checks. It details relevant legislation for workforce planning, including the Sex Discrimination Act, Health and Safety at Work Act, and the Equality Act. The report identifies current and anticipated skills required by the organization, such as teamwork, communication, and technical and critical thinking skills. A comparison with Sainsbury's highlights similarities and differences in their approaches to workforce planning. The report concludes with recommendations for Morrison to enhance its resource and talent planning, focusing on training and development to improve employee skills and productivity, along with ensuring compliance with relevant legislation.

Resource and Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
1. Overview of the organisation and types of labour requirements. ......................................3
2. Analyse the current labour market trend and factors that affect the trend.........................4
3. Legislation adopted by an organisation for workforce planning........................................4
4. Current skills required by an organisation..........................................................................5
5. Comparison.........................................................................................................................6
6. Conclusion and recommendation.......................................................................................6
PART 2 : Recruitment and Selection Documentation.....................................................................7
1. Developing a recruitment and selection process flowchart................................................7
2. Undertaking job analysis....................................................................................................8
3. Creating job descriptions for at least two different jobs.....................................................8
4. Producing a person specification for each of jobs..............................................................9
5. Reviewing and deciding on most appropriate methods of recruitment and selection to be
applied for different roles.....................................................................................................10
6. Recommendations on how to improve processes and documents....................................11
PART 3 : Human Resource Life cycle..........................................................................................11
1. Evaluate stages of HR life-cycle applied to specific HR contexts...................................11
2. Evaluation of integration of Stages of HR life-cycle within organizational HR strategy.12
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Resources and talent planning is an essential part of the management practices that help
to plan and manage the resources of an organisation. It basically include the activities like
forecasting the resources, building the network of adequate hiring channels, proper delivery of
resources as well as maintain the pool of future recruitment (Armstrong and Taylor, 2014). This
make sure that the organisation attract and retain the potential talent to gain the competitive
advantage over others. For the better understanding of report Morrison company has been
selected which has large network of supermarket that is spread all over the United Kingdom. The
company deals in items like clothing, books, food and beverages and so on. This report cover
topics like determine appropriated market trend that influences workforce planning. Analyses of
current as well as anticipated skill required to perform the different activities of business.
Further, produce appropriate documentation for effective recruitment and selection are covered
in this report.
PART 1
1. Overview of the organisation and types of labour requirements
Morrison is a leading supermarket in UK. It was founded by William Morrison in 1899.
This enterprise is started as an egg and butter stall in Rawson market which is located in
Bradford, England. Initially, the company opened their store in North England and also expanded
its business in different areas like South England, Scotland and Wales. Apart from this, in 2016
company formed partnership with Amazon to launch the same day delivery programme. The
main focus of this company is to train their workers in order to maintain best quality products
that help them in capturing larger market share and also sustain for long period of time.
Company has around 498 stores in over the world. Mainly, company serve various products like
food and drink, clothing, books, Magazines and many more to its customers for maximizing their
profitability level.
Types of labour requirements at Morrison
In Morrison, there are certain categories of labours that are required for the purpose of
accomplishing specific tasks of a company. These labours are elaborated as follows-
Skilled Labour- In a business entity, skilled and talent labour refers to the individuals
who are able to perform their job activities with more efficiency. Thus, it is crucial for company

to manage talent within the activities so that they can easily attain their set goals (Church and
Silzer, 2013). In context of Morrison, various skilled and talented workers are required for
managing its operational activities.
Unskilled labour- It is a type of requirement within the company who are employed for
fulfilling the transporting and lodging requirements within the company. These type of activities
are requires more energy to effectively performing these kind of job activities.
Physical labour- It is also a type of labour requirement in which they use their physical
exertion in order to completing the task. Along with this, they also physically strong. In this
regards, Morrison needs these type of labour for transporting, material handling, pulling and
many more task activities (Dessler, 2013).
Mental labour- In this organisation, mental labour is related to those workers who have
best mental knowledge and also abilities to handling or managing operations of the company in
effective manner.
All these type of labour requirements is important for company to running their business
at market place. As it support in improving overall performance of organisation at market place.
Legal formalities at Morrison
When employees are hired at Morrison, than they are hired by using various legal
formalities. These candidates must have their own identity and it must be made sure that they are
hired only after doing appropriate background check. It must be made sure that an individual
must not be involved in any kind of unwanted activity.
2. Analyse the current labour market trend and factors that affect the trend
For every business organization, it is important to analyse current labour market trends as
it related to changes in environment within a specified region. It directly affect the overall
performance of Morrison operational activities. In this regards, there are some trends that
influence Morrison are as follows:
Requirement of new and innovative skills: In digitalisation era, technology is one of the
crucial factor for business organisation. As company needs to employ workers who have
appropriate knowledge about how to handle and operate technology. In this regards, less skills in
workers may arise the negative influence at workplace due to which company products can
reduced. Thus, it is important for Morrison to resourcing more talent by adapting innovative

recruitment methods and also ensure that there will be no discrimination in hiring the skilled and
unskilled workforce.
Evaluating background of backgrounds: While recruiting employees, it is important for
business organisation to check workers background. In this data of candidates should be kept
confidential so that leakage of data can be minimized (Gold and et. Al., 2013). In this regards,
Morrison is responsible for checking employees background so that skilled and talent workers
can be recruit. This will improve the overall performance of company and also prevent lawful
activities.
3. Legislation adopted by an organisation for workforce planning
Workforce planning is considered as a process that used to fulfil needs of company by
recruiting those workforce that can needs all the requirement and objectives in most effective
manner. Mainly, it is subset of workforce management that assist in developing positive relation
at workplace (Guerci and Solari, 2012). In this, company is responsible for adopting all the
necessary legislations while planning about their workforce. As there are legislation that directly
influences workforce planning within the Morrisons:
 Sex discrimination act 1975: It is important for company to does not discriminated
candidates on the basis of their gender and religions. In this, Morrisons provide equal
opportunities to candidates for the specified vacancies. This will improve the ethical
performance of the company at market place and at the same time also develop
productivity within the selected workers.
 Health and safety at work act 1974: Under this law the managers of Morrison
company ensure that the potential risk is eliminated from the organisation so that the
employee gets the safe and health environment to function and mange the better
employer and employee relation. Here the role of the manager is to determine the risk
and make preventive measure to control the dangerous situation that can affect the health
of employee.
 Equality Act- This act is introduced by parliament of UK for the purpose of bringing
equality at workplace. As per this act, all the workers working in an organisation must be
treated equally irrespective to their age, gender, class, caste, creed, religion, culture, and
so on. Employees at Morrison are treated equally at all respects and they are given equal
opportunities.

 National minimum wage act- As per this act, employees must be paid at least £8.21 for
people at the age of 25 or over, and those who are at the age between 21-24 years must
be paid £7.70, for 18-20 years old must be paid £6.15. Morrison follows this act and pay
its workers as per this act.
4. Current and anticipated skills required by an organisation based upon current trends
There are various trends which are changing in a business environment and it is important
for an organisation to cope with these trends in order to stay in market for a long period of time.
For instance changes in technical trends such as industry 4.0 and artificial intelligence and so on.
So for running an organisation in an appropriate manner, it must cope with these trends. For
coping with these enterprise, there are certain skills which must be possessed by workers. At
Morrison, there are certain current and anticipated skills which this organisation needs to meet
current trends.
Current Skills required
Teamwork – The basic skill which must be possessed by this organisation is teamwork
skills. Morrison is a retail market and in retail sectors, it is very important for people to work in a
team to achieve organisational goals. For enhancing team building skills and making
coordination among team members, this enterprise conduct various team enhancing activities
which helps in motivating workers in achieving business objectives.
Communication Skills- Another skill which must be possessed by workers at Morrison is
communication skills. In retail organisation like Morrison, the customer interaction is very
common and in order to maintain an effective bond with customers, the employees must have
good communication skills. In this company, the sales person or a customer service officer must
have good communication skills as they most often interact with customers.
Anticipated Skills
These skills are the skills which are required by workers in future due to rapid changes in
technology and innovation. The skills that will be required in future by people working at
Morrison are-
Technical Skills- Due to increase in innovation and technology, the most common skills
which can be required in future is technical skills. In future retail stores, there must be robots
who will do the stuffs like billing, packaging and all. Morrison must be prepared for this
upcoming change and start giving training to its employees for enhancing their technical skills.

The labour force must be aware about the latest technology and know how to use these
technologies.
Critical Thinking- Another skills which can be required by labours at retail sector is the
critical thinking skills. It refers to thinking out of the box by analysing all the information and
resources. In upcoming time, Morrison might require workers who think at extreme level in
order to achieve business objectives and goals.
5. Comparison
Sainsbury's and Morrisons are famous organisation in market place which operate their
business in retail market with the aim of generating larger market share. In this regards,
Morrisons have skilled and talented workers as compare to Sainsbury's in which firm can easily
perform their operational activities (Longenecker and et. al., 2013). This will improve its
productivity level at market place. In addition of this, both Sainsbury and Morrisons provide best
training programs to its workers to improve their skill that required by them. This will help in
saving organisation cost and at the same time also enhance its profitability as well. Apart from
this, Morrisons and Sainsbury's check candidates background before selecting them through
which they can recruit most liable and able workers within the company. By this, both
companies improve their overall performance at market place.
6. Conclusion and recommendation
As per above mentioned description it has been concluded that there are different type of
labour requirements and current labour market trends that directly influencing the entire
activities of company while executing their business activities. Thus, it is crucial for Morrison to
provide better training to workers for developing their skills and knowledge at workplace. As it
save recruitment cost for required skills. With the help of this, company easily retain their
existing workers and make them more productive. In addition of this, for developing positive
image, company needs to evaluate or check employees background before selecting them. By
this, firm may reduce the chances of arising any kind of issues and obstacles at workplace.

PART 2 : Recruitment and Selection Documentation
1. Developing a recruitment and selection process flowchart.
The hiring process flowchart refers to the visualization of recruiting and selecting steps
by which they are connect with (Meyers and et. al., 2013). Although, flowchart is very effective
and best way for communicating the recruitment plans and policy in concrete and unforgettable
way for both hiring of candidates as well as team members. Here, flowchart is developed for
Morrison company which present recruiting steps in order to hire Marketing managers and HR
executive.
The HR manager of Morrison company is dealing with typical process for recruiting
employees. As firstly they plan about, job vacancy and recruiting budget for vacant position.
Next they focuses on attracting potential candidate with help of different job advertisement,

sourcing, then they select suitable candidate by screening call, per-employment test. At last they
offer their job to profitable candidate.
2. Undertaking job analysis.
Job analysis is defined as an systematic process which helps in collecting all important
information regarding job profile for developing job description as well as job specification in
order to hire and select employee, by giving job satisfaction and by motivating them etc. Main
objective is to increase job satisfaction among employees, to find best method for performing job
effectively, also identifying areas for providing training to employees (Siikaniemi, 2012).
Along with this, objective is to match job-specifications with employee specifications
while hiring employee. Thus, HR manager of Morrison company is focuses on doing Job
analysis in their business organization in effective and efficient manner.
3. Creating job descriptions for at least two different jobs.
Job Description is developed for two position for Argos Ltd. Company i.e. Marketing
Manager and HR Executive.
Job Description for Marketing manager
Company: Morrison company
Designation: Marketing manager
Job Purpose: To develop effective marketing strategies to achieve organizational goals and
objectives.
Responsibilities:  To formulate different promotional strategies for companies
offerings.
 Conducting market research for determining market requirements for
existing and desirable products
 Developing various marketing campaign for company.
 Building brand awareness as well as positioning.
 To build effective relationships with customers, employees, agencies
and vendors as well.

Job Description for Human Resource Executive
Company: Morrison company
Designation: Human Resource Executive
Job Purpose: Developing HR policy and practices to directs and coordinates with
workforce of company.
Responsibilities:  Recruiting, interviews, analytical tests for hiring employees for vacant
positions.
 Develops effective HR system to full-fills top management
information needs.
 Developing various laws and policies for benefit of employees.
 Developing different HR practices that are beneficial for employee
and employees.
4. Producing a person specification for each of jobs.
Person specification is developed for two position Marketing Manager and Human
Resource Executive.
Person Specification for Marketing Manager
Designation: Marketing Manager
Department: Marketing
Qualification:  Bachelors in Marketing specialization.
 Masters of Business Administration in Marketing specialization.
Skills
Required:
 Effective presentation skills.
 Highly developed, demonstrated teamwork skills.
 High levels of creativity and imaginative which attracts customer.
Experience:  Experience in PR and a flair for design.
 Minimum 3 years of working experience as marketing manager in any

MNC.
Person Specification for HR Executive
Designation: Human Resource Executive
Department: Human Resource
Qualification:  Bachelors Degree in Human Resource specialization and other related
field can be preferred.
 Masters of Business Administration with Human Resource
specialization.
 Member of Chartered Institute of Personnel and Development.
Skills
Required:
 Interpersonal and presentation skills.
 Excellent communication skills, both written and verbal
 Strong competency interviewing and selection skills.
 Strong employment law knowledge
 Proper knowledge about of best practice of HR for recruitment and
selection, disciplinary and grievance, etc.
Experience  Experience working in a generalist HR.
 2 years of work experience in HR department.
 Experience of Payroll.
5. Reviewing and deciding on most appropriate methods of recruitment and selection to be
applied for different roles.
The HR manager can adopt both both internal as well as external recruitment process. On
other hand for hiring best candidate manager can adopt different various method like considering
application forms, Online screening, Interviews etc. Mentioned below are some appropriate
method of recruitment and selection which is used by HR Executive of Morrison company for
hiring Marketing Manager and Human Resource Executive.
Recruitment method: HR can use Internal Recruitment method for hiring candidate for specific
job profile. Thus, Internal recruitment conducted when organization searches fill vacancy from

within its existing workforce. Where as External recruitment is conducted when HR manager
want to wing-up job position with suitable applicant from outside business (Sparrow and et. al.,
2015). Sources of external recruitment are employment exchange, advertisements, consultancy,
casual callers, Walk-Ins, E-Recruiting, management consultants, campus recruitment. Although,
hiring present employee (promotion, transfer), employee referrals, former employees, previous
applicants are some sources of internal recruitment. Recruitment methods are of two types-
Internal recruitment- In this kind of recruitment, candidates are recruited within an
organisation and no external sources are used. Applicants can be recruited internally in following
manners-
Promotion- In this, workers working within an enterprise are promoted to a higher scale without
changing their workplace.
Transfer- In this recruitment procedure, workers are transferred from one place to another
without making any changes at their rank, grade and salary.
Morrisons uses promotion method of internal recruitment in order to motivate its
employees to perform in a better way.
External Recruitment- In such recruitment, workers are hired from outside the
organisation and it is done in following manner-
Direct recruitment- In this form of recruitment, employees are hired by putting a notice on the
notice board and mentioning specific details about the job.
Educational Institutions- In this applicants are hired from educational institution in the form of
placement services.
Morrisons hire its employees from various educational institutions as it covers more
people and hire fresh talents rather than direct recruitment.
Selection Method: Best appropriate method for selection of candidates can be more than one
method. If manager effective used and adopt that then it is proven as best approach. Like
accepting application forms, online screening and short-listing, face to fact interview,
Psychometric testing, Ability test, Aptitude tests, Personality profiling, Presentations,
Assessment centres, Group discussion, co-ordinating with references and many more. There are
various forms of selection which an organisation can use-
Written test- In this applicants are selected on the basis of their performance in the written test
conducted by an organisation.