Resource & Talent Planning: Labour Market Trends & Legal Impact

This report provides an analysis of resource and talent planning, focusing on labour market trends and legal requirements, particularly in the context of Morrisons. It covers current labour market trends such as workforce demographics, economic changes, political influences, and social trends, and their impact on HR processes. The report also explains various legal requirements like the Equality Act 2010 and the National Minimum Wages Act 2020, emphasizing their importance in workforce planning. Furthermore, it identifies essential skills, including business understanding, technical knowledge, management skills, and communication, necessary for effective HR practices. The analysis includes the impact of these trends and requirements on workforce planning and recommends skills for analyzing demand and supply in the labour market. The report also touches upon the HR life cycle and its integration with HR strategies.

Resource and Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
P1 Current labour markets trends...........................................................................................3
P2 Types of legal requirements..............................................................................................4
M1 Impact of labour market trends and legal requirements on workforce planning.............6
D1 Analyse labour market trends and skills requirements on workforce planning with
recommendations....................................................................................................................7
P3 Based on current market trends and legal requirements determine current and anticipating
skills........................................................................................................................................7
M2 Current and anticipated skills in labour market trends and legal requirement................9
P4 Job description and person specification...........................................................................9
P5 Recruitment and selection methods.................................................................................11
M3 Different process and methods of recruitment and selection.........................................13
D2 Judgements and recommendations on documents and processes...................................13
P6 Stages of HR life-cycle...................................................................................................13
P7 How HR life cycle integrated with HR strategy.............................................................15
M4 Importance of HR life-cycle..........................................................................................16
D3 How HR life-cycle applied separately integrated support to strategic talent.................16
CONCLUSION..............................................................................................................................17
REFERENCES..............................................................................................................................18

INTRODUCTION
The resources and talent planning deliver fundamental knowledge of recruitment,
selection, and succession planning in the organisation. The purpose of Talent management to
improve performance level of employees and motivate them towards goal achievement. Talent
management system includes various components such as recruitment, corporate learning,
performance and compensation management. Talent planning is the effective strategy which
improve company plans in hiring, retaining and developing future and current employees. It
develops effective strategy to retain best loyal employees who contribute competitive advantage
to the organisation. Resourcing and planning of talent is the effective function which assist
recruitment team and forecast requirement of human resources in the organisation. Talent
manager use appropriate channel of recruitment to attract best talented workforce. The chosen
organisation for this report is Morrisons founded in 1899 by William Morrison (Morrison
supermarket, 2021). It is the largest supermarket chain of UK which offers groceries at
reasonable prices. The report highlights present labour market tendencies which effect staff
preparation and talent organisation. It explains many kinds of lawful requirement that is required
in workforce planning. It includes job description and person specification for improving
recruitment and selection procedure. It evaluates various phases of HR life cycle and how it
integrates with HR strategies.
TASK
P1 Current labour markets trends
The HR strategy of Morrison is to manage workforce planning and talent management
which help in achieving company goals (Abeuova, 2019). It provides appropriate direction
towards hiring, compensation and performance appraisal of employees in the organisation.
Workforce planning recognise actual requirement of employees and encourage them to enhance
performance of company. The talent management is the effective HR process which attract,
motivate and retain best employees in the organisation.
The labour market is the Job market through which demand and supply of workers get
accomplished. The employees provide accurate supply, while employers fulfil the demand in the
organisation. The workforce demand various services like compensation, perks from HR in
return of its work contribution. The productivity growth rate in the labour market impact actual

effectiveness in the human resource planning. The current labour markets trends which
influence HR processes of Morrison’s are as follows-
Workforce Demographics- The demographics include certain traits like region,
location, gender, education level which impact human resource planning. The Morrison have to
consider these factor of demographics while recruitment and selection process. Each job
specification has some certain requirement of job roles and responsibilities in the company. The
HR have to hire appropriate candidate by evaluating education level, gender, location, skills of
the candidate (Alferaih, 2018). When older employees get retired then new generation of
employees enter in the organisation and contribute creativity in production.
Changing Economic-This is the biggest external influence faced by the Morrison due to
change in existing economy level. It impacts upon talent pool of the organisation along with
ability to hire suitable candidate. The downfall in the economy decrease sales and profitability of
company which restrict revenue level. It will be difficult for Morrison to hire best skilled
employees within restricted revenue level because qualified employees charge heavy salary and
benefits for the retention in the company.
Political composition of population- The HR of Morrison have to maintain balance of
government political interference and compliances standards of employees. It creates heavy
pressure of compliance standard and laws in workforce planning because organisation have to
follow all the guidelines which is imposed by the government. If company fail to implement
these laws, company cannot regulate its business operation because they can face the situation of
shut down as per government laws.
Social trends- The social trends of workers include lifestyle, believes, attitude and ethics
which impact HR Planning process of Morrison. Most of the employees belongs to different
background, so it is difficult for HR to manage diversity and attitude of their workforce. Some
employees in the organisation believed monetary rewards is valuable and some prefer work life
balance (Bailey, 2018). So, HR of Morrison have to manage cultural social attitude of workforce
management to enhance productivity in the organisation.
P2 Types of legal requirements
Every organisation ensures that all legal obligations must be executed in company to run
day to day operations of business. There are some legal requirements which Morrison must take
into account during workforce planning.

The Equality Act 2010: The equality act is the law that protect employees in the
organisation from the discrimination. This covers employees of the UK and protect their interest
from any type of discrimination, harassment and victimisation in the working environment. This
act protects from the discrimination of age, disability, gender reassignment, religion, maternity,
sex orientation and so on (Equality Act, 2019). Company can enhance their working environment
and productivity of employees by regulating Equality Act because this will bring a sense of
recognition among workforce.
The Agency Workers Regulations 2010: It refers as a statutory legislation which
prevents discrimination of employees who are working in the employment agencies. Company
must treat their employees with equal pay and good working environment (Employment laws,
2020). The regulations provide, access facilities to the workers regarding hiring and job
vacancies. It contains certain rights in respect of temporary agency workers for maintaining
working employment structure.
National Minimum Wages Act 2020: This Act protect minimum amount of pay which
employees are entitled per hour in the organisation (Minimum wages Act, 2021). Company must
provide appropriate amount of wages to their employees in return of its work contribution. This
act protects rights of employees and restrict unfair practices of low wages. The national
minimum wages keep on changing with the effect of increasing economy because living standard
of workers also gets affected.
The Maternity Leave Regulations 1999: This act is the statutory legislation which
governs actual rights of workforce for work contribution (Maternity leave, 2021). As per
Maternity Leave Regulations Act, employees of the Morrison can access twelve weeks’ unpaid
leave at the time of maternity. The workforce can utilise these leave after birth or child adoption.
Apart from this, employee can use these leaves in health problems or to care their family
members. Through this act, female employees can work without any hurdles of family issues
which may occur due to maternity leave.
Transfer of Undertakings 2006: This Act protect the rights of employees in the
organisation by providing employment contracts or promises when organisation plan for the

business transfer. It defends the employment of the workforce during planning of business
expansion.
Health and safety Act 1999: The Morrison must ensure safety and good working
conditions of employees to boost their performance. As per safety and health act, it protects
employees interest from predictable hazards such as chemicals, noise, sanitation problems,
extreme temperatures and injuries at working place. Company have to established safe working
environment in the company to enhance productivity of company.
Collective bargaining law 1992: The employees have optimum rights to conduct
collective bargaining with HR and management. Most of the arrangement of collective
bargaining are based on voluntary in the UK. Good employers identify benefits which come
from Union recognition of wages. Under this Act, trade unions start negotiation with employers
on behalf of their employees (Collective bargaining law, 2021).
Employment and labour laws regulations 2021: The employees and workers are
entitled in the form of written statement that includes terms and condition of employment that is
essential before commencing first day of employment (Employment and labour laws regulations,
2021). This written statement includes general working conditions, salary structure, leaves,
notice period and other benefits.
M1 Impact of labour market trends and legal requirements on workforce planning
HR of Morrison, highly impact due to labour market trends in the workforce planning.
The labour trends consist of Workforce Demographics, Changing economic, Political
composition of population, Social trends which impact planning of HR. In demographics factor,
HR face difficulties in recruitment and selection of employees that execute best practices,
regardless of its religion, age and education level (Cho, 2019). The social trends like beliefs,
attitude and lifestyle create cultural differences in the organisation. The HR polices cannot be
execute in appropriate manner if employees belongs to different background because it takes lots
of time to transform employee’s familiarity with the company culture. The economic trends are
also keep on changing which restrict the capacity of employee's hiring process because low
economy reduces income level of people that cut down company profitability and raise the issue
of unemployment in the country. HR department also faced difficulties in managing their
employees at the time of COVID-19 such as providing employees to work remotely from their
home made it hard for company to keep an eye on their performance. Keeping an effective

communication among employees also become difficult for HR managers as people working
from different geographical area face internet issues and many more problems.
D1 Analyse labour market trends and skills requirements on workforce planning with
recommendations
For analysing the demand and supply of workforce planning some skills are highly
recommended to the Morrison company because it will help in evaluating impact of labour
market trends. The proper workforce planning of labour market will recognise actual
requirements of employees in the organisation. The labour market trends of Workforce
Demographics, Social trends impact planning of workforce. The demographics trends consist
different cultural employees who face difficulties to pursue company objectives. The skills like
communication, technical knowledge, management skills are highly recommended which
enhance abilities of HR in accomplish demand and supply of the workforce. The skills of
communication enforce effective message in the organisation and enhance relationship within
employees. The technical knowledge improves abilities to keeping proper records of employee
requirements. The management skills resolves conflict of employees and motivate employees to
sustain with the company.
P3 Based on current market trends and legal requirements determine current and anticipating
skills
There are some skills which is required by Morrison HR for analysing supply and
demand forecast in the company.
 Business understanding- The skills of business understanding help Morrison to
understand of current market trends. For example, Morrison can raise their market share
and improve company performance by providing online access and delivery of products
and services during Covid-19.
 Technical knowledge- In situation of Covid-19, Brexit, Morrison focus on online
retailing through websites and social media. It requires proper knowledge of technical
skills (Digital marketing, social media marketing) which help company in operating
business and generating sales through online platforms.
 Management skills- The management skills helps Morrison in determining demand and
supply of workforce planning. It provides suitable direction and synchronised

coordination of employees towards goal achievement. It accomplishes actual requirement
of market by provide direction to the employees.
 Communication- The skill of communication is highly required which support and
maintain balance of employee’s requirement. The effective communication conveys
business objectives to the employees and employers. This will spread clear objectives of
company and reduce complexities in the business. This will help Morrison in completing
task on required time.
The job analysis details task, skills and responsibilities that is needed to execute job
(Cooke, 2017). The changing demand of skills (Communication, technical, management) impact
job designing of Morrison because skills, roles and responsibilities changes in job and person
specification.
The Job design is the ultimate process of establishing employee's system, responsibilities
and roles which require to be executed in the organisation. The aim of job design is to coordinate
effective process which develop value to maximise company’s performance (Davis, 2017).
Whereas person specification is known as profile of ideal exclusive candidate which combine
experience, skills and personality type. The impact of Covid-19 and Brexit, change skills and
responsibility of the Job role due to different perspective of business practices.
Illustration 1: Job analysis, (2021)

The application of succession planning in Morrison, recognise developing skills and
abilities of employees (Barton, 2019). The succession planning is the concentrate process which
manage best talented employees at the workplace. Morrison can take advantage from principle of
identifying current job skills, knowledge, social relationships and company practices which
ensures appropriate and best talented workforce.
M2 Current and anticipated skills in labour market trends and legal requirement
The new job requirements have been seen in the industry of Morrison due to increasing
of online platforms. Jobs of technical and digital platforms arise in the Morrison such as machine
learning and artificial intelligence (Elbardan, 2017). It improves company performance and sales
by enhancing customer experience. The current and anticipated skills of digital marketing is
highly required in the labour market because online trends have been shift from traditional
trends. The skills like digital marketing, technical etc. are required from the employees because
company have to operate their business at digital level (social media, websites).
P4 Job description and person specification
For effective process of recruitment and selection in the Morrison company focus on the
job description and person specification. The job description recognises essential role, duties,
purpose and condition of specific job role (Fink, 2017). It is the written document of the
company which highlights responsibilities, duties and task related with job position. The person
specification is the detail description regarding qualifications, experience, knowledge, skills and
selection criteria which is required to execute job duties. The candidate must fulfil the essential
requirement for which they are appointed. The person specification is effective to describe the
overall job responsibility for the effective management and planning of talented resources with
the organisation. In this context, the person specification tends to include both the essential and
desired knowledge and qualification which is needed within the candidate for the vacant job
post.
Job Description- Morrison
Job title: Marketing Manager
Location: London, UK
Reported to: Senior Manager of Morrison
Salary rate: The salary package of Marketing Manager is £ 48000 per year.

About us:
Morrison is the biggest supermarket chain of UK which offers food, drinks, clothing, books,
magazines and so on. It is founded in 1899 by William Morrison to explore the industry of retail
in UK.
About the role:
The main role of Marketing manager is to work with the top management and established
proper coordination of business activities. The Marketing Manager need to recognise potential
market and then evaluate the product before launching in the competitive market. They need to
develop effective marketing plan and choosing appropriate channel of distribution.
Responsibilities:
 Working with marketing executive team like managing director for established effective
marketing strategies.
 Researching and evaluating markets trends and competitors.
 Tracking results of marketing campaigns and reporting findings of team.
 Designing promotional materials techniques like websites and brochures to increase
sales of company.
Person Specification – Morrison
Position title: Marketing Manager
Department: Marketing Management department
Education qualification and training requirement:
Essential:
 Post-graduation degree in Marketing Management (MBA) from recognised University.
 Graduation degree in Bachelors of Business Administration
Desirable:
 Relevant recent qualification in applied marketing field.
Knowledge and Experience:

Essentials:
 Knowledge of marketing theories and research methodologies.
 Good knowledge and beep understanding of market trends.
 Awareness of current demands of competitive market.
Previous Experience:
 Experience of marketing executive for 2 years from recognised company.
 Internship in field of Digital Marketing
Interpersonal skills:
 Ability to communicate with employees of others departments
 Effective skills of presentation to communicate company objectives.

Job Description: Financial Manager
(Job Code: FFTAHA:
FINANCIAL MANAGER)
No of Positions: I.F.T.E. (5 GAC, 5 FFTAHA)
Purpose of Position:
The Financial Manger plans, organises, directs and controls all accounting, audit and financial
operations for the company. Accountability is exercised through weekly management team
meetings to discuss issues, establish workload priorities and get direction.
Accountability:
The Financial Manager is directly accountable to the Director of Services. The Finance Manager
will undergo a yearly performance appraisal.
Duties and Responsibilities:
 Manages financial transitions and financial planning for the Fort Frances Tribal Area
Health Authority and the Gizhe weadiziwin Access Centre.
 Manages disbursement and receipting of all funds for assigned programme.