Detailed Report on Resource and Talent Planning at Argos

This report analyzes resource and talent planning for Argos, a UK-based retailer. It explores current labor market trends like flexible working and work-from-home policies, and explains the legal requirements impacting workforce planning, including the Equality Act and Anti-discrimination Act. The report determines current and anticipated skills for HR managers, emphasizing skills like ethical decision-making, leadership, change management, and future planning. It includes examples of job descriptions and person specifications for effective recruitment and selection, and discusses different recruitment methods. Finally, the report evaluates the stages of the HR life-cycle and how they integrate within Argos' organizational HR strategy, providing a comprehensive overview of talent management and workforce planning within the company.

RESOURCE AND
TALENT PLANNING

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Analyse current labour market trends that influence talent management and workforce
planning..................................................................................................................................1
P2 Explain the different types of legal requirements an organisation must take into account
when workforce planning.......................................................................................................3
TASK 2............................................................................................................................................4
P3 Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples.................................4
TASK 3............................................................................................................................................5
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.........................................................................................5
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning..................................................................................................................................7
TASK 4............................................................................................................................................8
P6 Evaluate the stages of the HR life-cycle applied to specific HR contexts........................8
P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy
..............................................................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Resources are the essential elements for an organisation for carrying out various process
and activities. Whereas talent planning refers to the identification and attracting the potential
candidates for getting an competitive advantage and to meet the changing needs and trends of
market. Resourcing and talent planning is very essential for the success of any organisation and
also to understand the future skills which are needed by the organisation. The taken company in
this assignment report is Argos which is a UK based catalogue retailer and is a subsidiary of
Sainsbury. This report will analyse the current labour market trend which can influence talent the
management and workforce planning along with the different types of legal requirements which
needs to be followed by an organisation while workforce planning. This report will also
determine the current and anticipated skills requirements through examples and also the
documents and processes which contribute to effective recruitment and selection process. In the
end, stages and integration of the HR life-cycle in organisational HR strategy will be discussed.
TASK 1
P1 Analyse current labour market trends that influence talent management and workforce
planning
Workforce planning: Workforce planning is used by organisations on a regular basis for
meeting their organisational goals easily. It is a continuous process for determining the
requirements of workers with respect to organisation in order to maintain the balance among
them. It is necessary for ensuring the balance between the requirements and the organisational
goals (Ahmadi, Ahmadi and Abbaspalangi, 2012). HR managers of Argos needs to hire the right
people for the right job designation in order to eliminate the risks related with the execution of
strategies of firm.
Current labour trend: Organisations needs huge number of workers who can work for
the company to achieve the desired business goals and objectives. HR managers of Argos also
needs to analyse the recent labour market trend for choosing the appropriate employees which
are beneficial for the company. This trend analysis helps the Argos in determining the potential
employees which needs to be hired according to the needs of corporation. Some of these market
labour trend are discussed below:
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Flexible working hour: Flexible working hours refers to the working time of employees
in which they can work according to their needs and requirements. In flexible hours, timing of
employees is not fixed and they can work on the time which is suitable for them (Armstrong and
Taylor, 2014). HR managers of Argos can provide flexible working hours to their employees
through which employees can work with their full capability while maintaining balance between
their personal and professional life. Through flexible time, employees can do their personal work
without any effect on their professional performance.
Work from home: Work from home is a latest trend in the labour market which gives the
freedom to the workers of doing their work at home instead of going to office. Mostly work from
is given to employees when are unable to come to office such as in cases of fever, transportation
issues or availability in remote locations. Management of Argos can provide this facility to their
workers mainly to the accounts and finance department as employees from these departments has
the relevant data collected from the company. These workers can do their work from home and
also can coordinate with other employees through phones and other communication channels.
Part time Job: The major aim of the Argos is to retain their employees for long time and
also to recruit the required and potential employees for the vacant positions. It is essential for HR
managers of Argos to recruit the part time job employees and to utilise them effectively for
maintaining the required efficiency in the business processes and activities. There are various
people who are unable to work full time due to their personal problems and issues. So, HR
managers needs to recruit them for part time job and use their skills and knowledge for
enhancing the performance, profit and productivity of the organisation (Armstrong, 2011).
Education and Training: This trend is very beneficial for employees and organisations
for improving their skills and knowledge. Organisations are adopting this strategy for providing
training to the employees which in result will increase their efficiency of doing their work
effectively. HR manager of Argos are also using this strategy. They recruits the potential
employees and afterwards provide them necessary training and knowledge with respect to their
job role and responsibilities. Argos is also providing guidance and motivation to their employees
for achieving their goals as well as organisational objectives in an efficient manner. Through
this, organisation can maintain healthy relationship with their employees which in results will
support the overall development of company and of their employees (Betz, 2011).
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P2 Explain the different types of legal requirements an organisation must take into account when
workforce planning
Workforce planning is the process of identifying the needs of the employees and
distribute them effectively based on the requirements of work. It is necessary for the organisation
to determine the legal requirements which can effects the workforce planning as these
requirements plays a essential role for analysing the supply, trend and labour demand
forecasting.
HR managers of Argos can use the trend analysis for gathering the information and data
which can influence the future performance of the organisation. Through this analysis, HR
managers can determine the changes and trends for developing an effective strategy in order to
fulfil the changing market needs and demands (Bratton and Gold, 2017). It is useful for
businesses to analyse the past events for anticipating the future problems and events. There are
several kinds of legal requirements which needs to be considered by the firm for effective
workforce planning. Some of these legal requirements are discussed below:
Equality Act, 2010: This act states that organisations must treat their employees equal
without any biasness and allot the work to the workers based on their knowledge and skills. HR
managers of Argos are required to provide compensation to their workers according to their
performance and the results of their work. By following this act, employees of Argos can work
smoothly and efficiently for achieving their desired personal and organisational goals.
Anti-discrimination Act, 1994: This act states that organisations needs to remove the
discrimination based on gender, age, religion etc. for assigning the work (Church and Silzer,
2013). By following this act, Managers of Argos can successfully retain their employees for long
time for enhancing their performance and productivity. Managers of Argos are treating their
employees on the basis of merit.
Employment Rights Act, 1996: This act was introduced by the government for protecting
the rights of employees for unfair dismissal, reasonable notice before dismissal, time off rights
for parenting, redundancy etc. which can negatively effect the workers. This act protects the
workers from termination without any notices from the organisation. HR managers of Argos can
consider this act during the hiring process of employees. Also, it is the major responsibility of
HR managers to analyse and examine any unethical activity which can effect the employees.
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This act also states that organisations needs to stay loyal to their workers and must not terminate
their job without any unethical issues.
Labour demand is the required number of employees necessary for performing operations
based on the analysis of supply forecasting. Before doing workforce planning, it is necessary for
manger of Argos to anticipate need of number of employees within organisation and supply
workforce accordingly within firm.
TASK 2
P3 Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples
HR manager is a essential person of each and every organisation who is responsible for
recruitment and selection process (Dessler, 2013). HR managers must required to have several
skills which are necessary for performing their job effectively. So it is necessary for HR manager
of Argos to have such essential skills which are useful for workforce planning and talent
management. Some of the skills of HR managers are discussed below:
Current skills
Discrete and ethical: These skills are useful for HR managers for understanding the
knowledge and ethical responsibilities which are necessary for effective work experience. It is
the prime responsibility of HR mangers at Argos to have the enough knowledge regarding the
various ethical laws and regulations which can influence their as well as organisation's
performance and carrying out their job and roles. Through this skill, they are preventing the
government interference in doing their activities as they are following the laws of the
government which is beneficial for the company as well as for their employees.
Leadership skills: These skills are necessary for managers of Argos in order to led to
employees towards the desired goals. These skills are present in the managers of Argos and are
effectively using these skills for leading the employees efficiently towards the organisational
goals. Through these skills, managers can motivate the employees for enhancing their efficiency
and performance for the betterment of the organisation.
Anticipated skills
Change management skills: These skills are necessary for adapting to the changes and
trends which is going on regularly in the labour market. It has been seen that workforce prefer to
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work in a healthy working environment and culture for their comfortability (Elegbe, 2016). They
needs benefits such as flexible work hours, part time job and incentives etc. So it is essential for
managers of Argos to develop such skill in future for analysing and adapting according to the
ongoing changes in future.
Future planning: Through this skill, HR managers can analyse and implement the
necessary strategies which can generate better and desired output in the future. When these
strategies are implemented according to the needs of employees, workers can work with
necessary efficiency which is required for executing their work and tasks (Gold and et. al., 2013).
HR managers of Argos should needs to develop such skills in future for taking the suitable
decisions which can increase the performance and productivity of the employees and
organisation in future.
TASK 3
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection
Person specification: It is the written document in which the required qualifications,skills
and knowledge along with the duties of the vacant position is provided for satisfactory
performance of the candidates.
PERSON SPECIFICATION
Organisation: Argos Limited
Job Title: HR assistant manager
Qualification: MBA/PGDM in Human Resources
Necessary Criteria:
 Broad knowledge of tools and techniques of management.
 Must be able to manage the employees relations effectively.
 Must be able to coordinate with other essential functions.
 Must be able to handle the pressure and stress of work in an effective manner.
Desired criteria:
 3+ years of experience in management
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 Effective coordination and communication skills
 Charming personality with good nature
Job description: It is the document in which the information of the roles regarding the
Job position is provided. In this, the information related to the vacant position along with the
other details are provided.
Job Description
Organisation: Argos Limited
Division: HR Department
Title of Job: HR assistant manager
Location of Job: Milton Keynes, United Kingdom
Summary of Job
Argos is hiring for the position of HR assistant manager and actively looking for potential
candidates who can support the HR manager in carrying out the various daily activities. The
candidates must have strong knowledge of management and skills for managing the human
resources effectively.
Role of Job
1. Must ensure that all the laws and policies are followed.
2. Ensure that healthy working environment must be maintained.
3. Providing support to HR manager in recruitment and selection process
4. Responsible for organising orientation and training programs.
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning
Recruitment methods
Recruitment methods are the techniques which are used by the organisations for
attracting and hiring the potential candidates for smooth functioning of the organisation. These
methods varies with organisations depending upon their requirements (Kavanagh and Johnson,
2017). The recruitment method is mainly used for identifying the potential candidates which are
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necessary for the vacant job position. Argos is also using several recruitment methods for
attracting these candidates. Some of these methods are given below:
Internal recruitments: It is the process of recruiting potential candidates from within the
organisation. Argos is using this type of recruitment process because from this process,
employees feels motivated and encouraged to improve their efficiency and performance. This
process promotes the growth of the workers and also it creates a sense of belongingness in the
employees. From this, the morale and motivation of the workers can be enhanced which
ultimately improves their working efficiency. In internal recruitment, candidates are not required
to provide an interview with the higher authorities as their performance and work record is
available in the organisation and also they understands the working culture and environment of
the organisation (Meyers, Van Woerkom and Dries, 2013). The employees hired from this
process needs less time to adjust according to their new job roles and responsibilities comparing
to the recruitments from external process.
Online advertisements: In this, the company post the job along with other details on the
internet such as on online job portals, social media sites etc. for attracting the candidates towards
the company and its vacant position. This methods is less time consuming and also cost effective
and a large number of applicants can apply for the vacant position. Argos is operating in United
Kingdom which has proper internet connectivity and also is technologically advanced therefore
attracting huge number of candidates who can fits with the given job position.
Selection methods
Selection is the process of determining the right candidates from the applied applicants
who have the more chances of getting success after recruitments. In this the candidates are
selected upon their skills, knowledge and experience level by the organisation. Argos is using
interviews, psychometric evaluation, skills evaluation and experience based evaluations for
selecting the potential candidates from a pool of application. These selection methods of Argos
are discussed below:
Interviews: It is the most essential part of the selection process. In this process,
management of Argos take the interviews of potential candidates by various methods such as
face to face interview, online interview etc. It is the detailed conversation between the employer
and candidates for a quick get together. From this method, management or managers can check
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the knowledge of the candidates related to the vacant job position and also they can determine
whether the candidate is suitable for the job or not.
Psychometric evaluation: From this test, management of the Argos can determine the
capabilities and qualities of the potential candidates by asking them tough questions associated
with the job role. From this test, management can ensure whether the candidates has the adequate
knowledge for performing their role or not (Nickson, 2013).
Skills evaluation: In this, the management of Argos check for the right skills of the
candidates which are necessary for carrying out the roles and responsibilities of the Vacant
position. If candidates lacks required skills but has the potential to develop the required skills,
then management provides them necessary training for developing these skills.
Experience evaluation: In this the management of Argos verify the experience of
candidate by asking them questions regarding their previous job roles and vacant job position for
analysing the possibilities of working properly in the current job position. and if qualify then
recruit them for the vacant position (Nilsson and Ellström, 2012).
HR manager of Argos are mainly using the internal recruitments as this method increases
the motivation of employees for performing better in their role and if performed better then are
promoted to higher level. Apart from this, for selecting the potential employees, Argos considers
interviews and skills evaluation methods for hiring the suitable candidates.
TASK 4
P6 Evaluate the stages of the HR life-cycle applied to specific HR contexts
HR life cycle is similar to the other life cycles which is present in various parts of
working. The life-cycle of employee is an essential concept of human resource department which
defines the time of employee in a particular firm or HR department's role at every stage. The Life
cycle of Human resource is described as under:
Recruiting and on boarding: Under this stage, employees in Argos are hired in the
organisation and role of HR department is to provide assistance in the hiring process. It includes
various factors such as collecting resumes from various candidates, organising interview process
for the applicants and selecting a candidate who has skills, knowledge and fulfil the needs of the
organisation. Some organisation, where owner performs these process personally, in these kind
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of firms HR manager provide supportive role. On the other hand, on boarding is a process in
which the candidates are hired from the organisation as a part of the workforce.
Orientation and career planning: This stage is also termed as fulfilling of employee
needs. In this, recruited employees of Argos are becoming a new part of the company and
learning new skills and culture of the firm (Sparrow and Makram, 2015). New employees are
establishing relationships with their colleagues and managers. When Employees are working for
achieving goals and thinking about their careers in the company called career planning. HR
department of Argos has to identify such type of needs and gave better suggestion of career
growth within the firm to their employees.
Performance management: It is the fourth part of the HR life cycle in which, HR
manager of Argos measures the performance of employees. Through this, they evaluates that
employee's stability in the company. HR manager has responsibility to providing challenging
roles to the employees and supporting them in their problems. They also gave feedbacks on their
performance. For taking maximum contribution from the staff members. For this, HR manager of
Argos needs to provide training programmes to their employees on the regular basis due to
which, organisation will achieve their goals in allotted time period.
Succession planning: It is the process in which, HR manager of Argos identify new
talent in their employees and provide them better opportunities in the firm. In this phase, they
replacing their existing employees, executives who are not performing well and employees
turnover is increasing. This procedures are adopted by Argos for acheiving better growth and
sustainability in the marketplace.
Entry and exit: There are some employees in Argos who are working from a long time in
the organisation, they wants to grab other opportunities and other one who gets retirement after a
successful career (Thunnissen, Boselie and Fruytier, 2013). Role of HR manager of Argos in this
phase is to managing all the formalities and organising an exit interview for those employees
who wants to leave the company.
All the phases of life cycle are handled in the organisation by the HR manager and they
also take helps from the management in managing the services which is given to employee.
P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy
From the above discussed HR life cycle, it can be stated that HR managers needs to
implement several strategies for effectively performing their tasks and job in order to achieve the
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organisational goals efficiently. Only understanding the HR life cycle is not sufficient for the HR
manager but also they needs to execute them in their regular activities for achieving the desired
goals of the organisation. It is helpful for the organisation in order to attain the desired goals and
objectives. HR life cycle at Argos is discussed below:
First stage: Main focus of HR managers is on implementing the effective strategies for
the recruitments and selection process. For this, HR department use suitable marketing strategies
for attracting the potential candidates towards the vacant position. Through this marketing
strategy, company can attracts a large number of candidates for increasing the option ratio. It is
also useful for recruiting appropriate candidates among the large number of applications.
Through these candidates, Argos can meet the demands of vacant position for accomplishing the
desired organisational goals.
Second stage: This stage talks about boarding and orientation. In this stage, HR manager
of Argos are required to implement orientation program for the new recruits for getting familiar
with the organisation and employees (Wilton, 2016). Managers also needs to provide clear and
large picture in the orientation for clearing the new recruits regarding the objectives, vision,
mission and culture of the organisation.
Third stage: In this stage, HR managers implements the performance management for
improving the performance of organisation and its employees by providing proper guidelines and
framework. It is useful for enhancing the performance of the company by explaining the
expectations and roles of workers for getting the better results in future. HR manager of Argos
follows several similar techniques like timely evaluation, providing guidelines, etc. for
developing the skills and knowledge of the employees in order to keep them motivated and
encouraged.
Fourth stage: In this stage, HR managers of Argos adopts suitable strategies for planning
the succession in order to reduce the employment turnover of company. It can be achieved by
using workers engagement in the company. Through this, positive relationship among the
organisation and its employees can be maintained for the growth of company in market.
Last stage: For implementing the exit and transition, HR manager of Argos needs to
maintain every record of employees in their sheet for ensuring that the records the safe at one
place. This recorded data can be used in upcoming future activities based on the requirement for
exiting.
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