Argos: Talent Management, Legalities, and Skill Requirements Report

This report provides an analysis of resource and talent planning within Argos, a British retail organization. It examines the influence of current labor market trends on talent management and workforce planning, including the rise of part-time jobs, remote work, and flexible hours. The report also details various legal requirements related to the workforce, such as unfair dismissal acts, equality acts, and anti-discrimination acts, emphasizing the importance of adhering to these laws for ethical business practices. Furthermore, it anticipates future skill requirements for HR professionals, highlighting the need for ethical conduct and change management skills. The document includes job descriptions and person specifications, along with recruitment and selection methods. Finally, it explores the stages of the HR lifecycle and its integration with the overall organizational HR strategy, emphasizing the importance of aligning HR practices with business goals. This student-contributed assignment is available on Desklib, a platform providing study tools for students.

Resource and Talent
Planning

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Analyse of current labour market that influence talent management and workforce
planning..................................................................................................................................3
P2 Different types of legal requirement related with workforce............................................5
TASK 2............................................................................................................................................7
P3 Anticipate of skills requirements along with organisational example..............................7
TASK 3............................................................................................................................................8
P4 Person specification and Job description..........................................................................8
P5 Different recruitment and selection methods for effective talent resource and planning10
TASK 4..........................................................................................................................................12
P5 HR life cycle stages.........................................................................................................12
P6 Stages of HR life cycle and its integration with organisational HR strategy..................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16
.

INTRODUCTION
Resource and talent planning is one of the most important function that manage and
monitor coordination among all workforce who are engage in organisational operations and
functions. The main motive of resource and talent planning is to identify and recruit talent
employee that can add value in accomplishing organisation goals and objectives. The
organisation select for understanding of this report is Argos that is a British English organisation
operating their business in retail industry (Sparrow, Hird and Cooper, 2015). This is a Subsidiary
organisation of Sainsbury which headquarter is situated in Bury, England. Moreover, the report
highlights labour market trend which is influenced by talent management team. This report will
also include different kinds of legal requirements that are required for better workforce planning.
It also undertakes skills and capabilities in the upcoming report that are required by human
workforce in future. In the last, different stages related with HR Life Cycle and its integration in
organisational HR strategy will also focused in the report.
TASK 1
P1 Analyse of current labour market that influence talent management and workforce planning
Workforce planning is one of the most effective method or technique that is adopted by
companies to match them with requirements of organisational goals and objectives. This
approach is utilised by HR department of Argos on regular basis to match and fulfil needs of
human resource with in specified time period.
Workforce planning is a continue process which is used for aligning all needs of organisation in
order to match them with employee requirements. The main motive of workforce planning is to
generate a bridge between workforce and organisation. Like, service and production of
organisation must match with employee efforts or roles. So company and employees both are
able to accomplish better results in future (Sparrow and Makram, 2015). Along with this due to
better coordination between workforce and company operation productivity is also increased. So
it is the responsibility of HR to minimise risk associated with business strategy through
recruiting right persons and individuals.

Figure 1Source(https://www.vectorstock.com/royalty-free-vector/word-cloud-workforce-
planning-vector-17232633)
Current labour trend
Business organisation are performing their work at global level so it is essential for them
to update their operational activity that leads to enhance market area. It also leads organisation
for managing and completing their work according to international market environment or
conditions. In order to manage operations and functions at large level it is essential for Argos to
recruit large number of workforce that contributes in completing all activities in an right manner
(Rothwell and et. al., 2015). Moreover, in relation of HR manager it is initially analyse that from
recent times labour market trend directly impact on employees performance. Therefore, it is
essential to complete its work as per labour market trend which are mention as follow:
 Part time job- The main focus of HR authorities and manager of Argos Limited is to
retain skilled employees for longer period. Similarly, another aim is to reduce employee
turnover so as per trend of part time job. It is beneficial to monitor work performance of
all workforce either they are permanent or on part time basis. From perspective of HR
manager of Argos this trend to utilise strength of part time employees for improving work
performance that also provides competitive edge to company in the market.

 Work from convenient place- This is most effective current trend in labour market that
is seen among most of the organisation and industry. Work from home considers most
suitable option that prefers employees to work within a suitable manner and in context of
Argos it retain employees for longer in organisation. This also defines that employees are
motivated if organisation helps them to complete work in suitable manner.
 Flexible working hour- Now a days, organisation is increasing their level of flexibility
towards employee retention and its employees. This define as with flexible time policy, it
is said that management of Argos provides liberty to its employees. So it works as a
motivation technique for organisation because due to flexible working hours employees
are able to complete and perform personal work (Kareem, 2019). Therefore, this trend
impact at time of plans as nor HR also include aspects of workforce planning. It helps
employees for influence actual number of candidates to manage work in an effective
manner.
 Training and development- It is the last, major trend that is related with workforce
relates with education and training of employees that influence each organisation to adopt
strategy to complete work as per current trends. Human resource department which is
engage in Argos Ltd. recruit more number of employees in organisation to provide
appropriate training that leads to perform work with right job profile. Moreover, learned
and trained employees are motivated to other employees to recognise them as talent
management.
With the analyses of all above trend it is identified that labour trends are impacting on talent
management and workforce planning. Part time job is increasing with rapid speed as most
individuals or students are focused to gain practical knowledge. Another trend that is increasing
is work from home because employee productivity increase from its comfort zone. But work
force planning is also impacted because trend such as flexible working hour delay organisational
project. In context of Argos, talent management only enhance a particular skill which not create
effective results.
P2 Different types of legal requirement related with workforce
The term workforce planning is a effective strategy that is used by organisation for
identifying labour need and deploy staff or employees to work as per current technology. This is

important for company to work as per legal requirement. It also plays a vital role for labour
demand, supply forecasting and trend analysis.
From perspective of Argos Ltd. trend analysis is used to collect information which works
as a positive point for firm to anticipate employment data and changes that entity market needs.
But in present scenario, the needs and wants of customers is too dynamic and it is directly
impacting on workforce because roles and responsibilities are performed by employees only
(Kang and et. al., 2019). This also helps business entity to predict and analyse all legal
requirements for business that occur in past. It helps business entity for work business in an
ethical and proper manner. Further, legal requirement for organisation that relates with legal laws
are as follow:
Unfair dismissal act
This act is made for employees that provide specific results through avoiding them
against negative aspects and performance. This act also protects employees to save from
unemployment because of completing work without notice. In context of Argos, unfair dismissal
act is also considered by management team that concern employees to produce results as per
right hiring. Along with this, it is also the responsibility for management that any unethical
activity might harm all persons in future as employees are aware about all of this need. In context
of this another big problem is that employees not face any termination due to work performance.
Equality act, 2010
According to the equality act, 2010 the main motive behind this is to complete task as per
right and similar opportunity (Jacobs, 2019). They follow an equal culture it is implemented by
Argos that leads to work with skills and knowledge required by employees. Similarly, this also
identify employees are completing their task through work with smooth flow of all operations. It
results functions of organisation are completed with motive of teaching similar skills to all
employees for completing work in proper manner.
Anti-discrimination act, 1994
With the formulation of anti-dicrimination act that is created by authorities and
department of Argos must match its results with employees by monitoring and recording their
age, gender, connection and tactics. It also helps Argos ltd. that due to no discrimination in the
organisation between all employees. All individuals are motivated to manage and organised
work with right manner. It is helping departments of Argos limited to increase their

productiveness by presenting report equally to all persons. Merit basis is an effective technique
that is used for treating all employees with their performance appraisal.
Requirements for legal requirements of an organisation
Business structure- In context of Argos, management must consider tax obligations,
income, salary and wages rates that undertake business structure. This also refers to forms better
results which make administration and management to make information as per tax and form.
Local and state tax- Argos perform their work at global level so to manage goodwill
organisation consider all tax are paid in proper manner. With analysis of tax obligations
management must include workforce planning to work in appropriate manner.
Business permit and licenses- With this business, independent contractors obtain
permits and license according to country rules and regulations. Dependence on industry also
locate business as per level that supervise and regulate activity as per legal laws.
TASK 2
P3 Anticipate of skills requirements along with organisational example
In an organisation, large number of employees are engage in organisation that is leading
business to complete their work as per decided results. In context of skills requirements and
employees functions it is identified that organisation are managing employees performance
(Cooke, Saini and Wang, 2014). This consider that as per stated areas talent manager manage
work performance of HR manager and it requires some specific skills that helps to implement
similar kinds of activities in an effective manner. Some required skills are mention below that is
essential for HR.
 Detached and ethical- This skills demonstrate knowledge and provides ethical
responsibility for HR manager that are required for consider. It refers at time of practical
approach it is identified that job responsibility of HR is a complex task. So it is time of
organisation that demonstrates work methods provide by employees is to update
information such as legal aspects. So HR ensures that employee policy and its task are
performed as per government rules. Example- With ethical skills management consider to
work in proper manner as it is required according to part time. As they work for short
period so it is essential to work with ethical skill.

 Change management skill- With learn of change management skill it is identified that
there are dynamic roles and responsibilities managed by employees. But due to complete
of all work it is identified that change management provides day to day regulations for
observe. So at time of future uncertain circumstances it is easy to consider work and deal
with aspects of new learning. It leads to deal with uncertain conditions in an organised
manner. So HR employee work to retain for longer period in employees by developing
positive conditions that leads for managing work in an accurate manner. Example-
according to this skill business structure legal requirement is matched and in flexible
working hours change adoption skill also get supports with organisation to improve
workforce planning.
TASK 3
P4 Person specification and Job description
The term job description statement outlines specific action, roles, qualifications and
responsibility that are required by employees for a particular job role (Church and Silzer, 2013).
From the perspective of job description for the role of cashier it is considered as below:
Job Description
Job Title- Cashier
Report authority- Financial Manager
Working Hours- Shift of 8 Hours
Job Overview
 To receive payment, assist and direct customer to provide appropriate service.
 Build a positive and healthy working environment through communicating or interacting
with customers easily.
 To collect all cash and entered them in records for making weekly report.
Qualification
 Education- Must be complete a course in financial terms.
 Experience- minimum of one year
 Specific skill- Use of Sap or oracle
Responsibilities and authorities
 To collect cash from market, customers and retail outlets.

 To record all bills from where cash is collected.
 Responsible to receive monetary aspects from all persons.
Job Description
Job Title- HR Manager
Report authority- Human resource department
Working Hours- Shift of 8 Hours
Job Overview
 To improve workforce planning and talent management for employees.
 To build positive environment for enhance morale of engaged workforce.
Qualification
 Education- Must be complete a course in Human resource terms.
 Experience- minimum of one year
 Specific skill- HR software.
Responsibilities and authorities
 To motivate all individuals for completion of work properly.
 To manage and make remuneration report for employees.
Person specification for each job
Person specification provides the description about qualifications, skills, experiences and
knowledge that is provided by attributes that is presented in form for a particular job role or task.
The following specific rules for perspective of Cashier role is as follow:
Person Specification
Job Title- Cashier position
Department- Financial office
Criteria Essential Desirable
Skills required Financial knowledge Computer knowledge
Attainment To complete degrees in
financial area.
To gain graduation degree in
any course
Knowledge  Strong financial skill
 To implement
Knowledge of data entry

financial software
skills
 Understand of Sap .
software and typing
Relevant experience Minimum work experience of
one year
Person Specification
Job Title- Human resource position
Department- HR office
Criteria Essential Desirable
Skills required Human related knowledge Computer knowledge
Attainment To do diploma in HR
management field.
To complete bachelor degree
in business.
Knowledge  Strong human
resource management
skill.
 Work with proper
software.
Knowledge of human
resources and talent
management.
Relevant experience Minimum work experience of
one year
P5 Different recruitment and selection methods for effective talent resource and planning
Recruitment methods- The term recruitment methods refer to different techniques that are
undertaken by organisation for managing labour or manpower. Each companies follow their own
methods to recruit individuals as per their requirements. There are numerous techniques adopted
by management of Argos for completion of work with best suitable candidate through utilising
web advertising and internal recruitment technique that are mentions as follow:
Networking events
There are various methods are present in organisation to recruit right number of
employees. In context of Argos, networking event is an effective method for recruiting HR

events, Job fairs, open house, seminar and workshops that is recruit better professional
individuals because only those individuals attend seminars which are interested to do job.
Web advertisement
Most of the individuals are active user of internet as each function or program relates
with facility of Internet that is provided by individuals. This refers that most of operations which
are performed by individual must be completed through the selection of Internet premises. In
context of Argos it is a English local organisation which used internet among all of its functions
and operations (Bao, 2019). So at time of recruitment process it is also done with methods of
adopting technology. On the other side, almost all current individuals find the job with use of
internet so it also work as positive point for Argos to recruit potential and skilled employees.
Internal recruitment
Argos is a large organisation that is performing their work with in overall UK and Europe
market. In the retail organization such as Argos, it is the most broadly utilized type of enrolment
since it assists with advancing the development of the current workers in this manner making a
feeling of belongingness in them. It helps as an inspiration factor and aides in boosting the
assurance of representatives in this way improving the nature of their working. The applicants in
inner recruitment don't require a whole meeting with the chiefs as their reputation is effectively
accessible with the association and furthermore they are very much aware of the way of life of
the organization and its workplace. Likewise the inside recruited staff sets aside less effort to
change in accordance with the new job and new working conditions when contrasted with the
remotely employed ones. Additionally when the advancements are done from inside the
association it gives better chances to workers to grow expertly and furthermore set a model for
the lesser staff (Azma and et. al., 2019). It makes a feeling of trust and encouragement among all
individuals engage in Argos operations and functions.
Selection method
Selection is an effective process that is used for picking up individuals and make analyse
of all information and qualification perspective in order to match their knowledge with job role.
In simple terms selection is a process to select an applicant from large number of applications
that is used for identifying and hiring those candidates who are high in probability to gain
success. Some methods of selection are as follow:
Interview

This is most important part or phase for selection and according to this method HR
committee of Argos inspect and undertake interview of selected candidates. The main method for
interview perspective is to analyse behaviour and skills of individuals through making in-depth
conservation with them. Panel interview, group discussion and meeting with candidate are some
key aspects for individual.
Employment test
By the analysis of all individuals that applied for job it is identified by management to
manage work and check them according to test. In context of Argos this is also identified by
organisation in making content that provides right skill and talent. Employment test, Intelligence
test, personality test and proficiency test are adopted by undertaken of individual to select right
candidate.
Skill based experience
Skill and experience are most important asset for organisation. Argos is operating their
business in retail industry so they interact with customers on constant basis as most of the items
sales through retail business match with day to day operations (Sparrow, Hird and Cooper,
2015). Job specific skill are understand because it is one of the best skill that possess better
results which improves day to day working performance of employees.
According to the above mention recruitment method, HR managers of Argos refer to
recruit individuals with internal recruitment. The main motive to select and recruit individuals
with internal system is to complete recruitment process in minimum time period. With the job
specific skills it is also identified that cost is also minimise through this process as selected
individuals are already trained and aware about organisational culture. So it also works as a
positive point for organisation.
TASK 4
P6 HR life cycle stages
HR Life cycle
Human resource or HR life cycle which are present in working areas and relates with employees
policy formulates their own business cycle (Tansley, Kirk and Tietze, 2013). This also
undertakes various stages which are faced by workforce and it is faced by organisation as well as

HR manager of organisation. Moreover, there are five different stages related with HR life cycle
is mention as follow:
Recruitment
The first role of the term recruitment process is hiring or recruiting new employees for
the vacant job position. Hiring is an important asset that relates with business keeping or
employing which relates with correct person and offer them correct job through monitoring there
skill that is important part for HR life cycle within Argos premises. The HR department must
understand about job profile for each position and then select right candidate for each position.
Selection
Selection process refers to select right candidate with right qualifications. Along with this
by identifying skills and capabilities that provides better jobs position for each organisation. It is
one of long term process that involves different series of steps which is followed by HR to make
final selection of candidates. Argos select individuals according to their work experience and
skill which must match with organisation to perform all work in an effective manner. It relates
with project because it helps to understand requirement of vacant seat.
Orientation
This stage is an important part for HR manager that generates awareness and provide
education to all employees as per their roles, working conditions and expectation of organisation.
It also includes proper and effective communication which is related with policy and procedure
in order to select right employees that must be aware about rules, regulations and working
culture (Thunnissen., Boselie and Fruytier, 2013). Further, HR manager of Argos are also
responsible for introducing its newly staff members with existing staff or workforce.
Performance management
It is fourth stage for HR Life cycle under which performance of all employees are
evaluated on the basis of overall productivity. This relates and engage project that helps to
understand and manage work performance of employees which is used in future to manage all
employees. With making review and analyse for each individual there are certain aspect analyse
that focus if vacant position is match with employees skills. Moreover, it is duty of HR to make
continue support and evaluate performance in order to provide right guidance and feedback to
employees for making enhancing overall performance of individuals.
Success planning

This process basically relates with developing and recruiting new talent as per
employee’s overall productivity and performance results for Argos employee performance is
increased. (Whysall, Owtram and Brittain, 2019). The main motive of succession planning is to
prepare employees for higher growth so in case if higher executive and top management leave
organisation than they are replaced by new skilled employees.
Entry and exit
There are certain roles which relates with HR are mandatory to follow that is entry/exit of
employee. HR role start with employee or manpower planning that refers to provide and analyse
vacant job position in organisation. So at time of exit necessary formalities at time of leaving
must be performed properly to ensure that legal action are accept at time of entry and exit of
employees.
P7 Stages of HR life cycle and its integration with organisational HR strategy
With the mention HR life cycle this is perceived that life of human resource manager is to
make changes related with employee performance that take place in organisation. This is also
seen by HR manager that by adopting certain strategy which helps to perform job responsibly
must contribute to attain organisational goals and objectives. Understanding HR life cycle is not
sufficient for HR but also all job position which are present in company must be acknowledge.
So at making HR strategy related with recruitment and selection right candidates are recruited by
employees for performing all work in an effective manner. The implementation of HR life cycle
in context of Argos is mention as follow:
In this, at the principal phase of HR-Life cycle the positive point is chief primarily centre
around receiving compelling methodology while enrolling and choosing applicants in the
association. For this, ability supervisory group (HR office) utilizes viable advertising
methodologies that help in expanding mindfulness about empty situation of association. This
also relates with HR strategy because it is related with individual joining and completion of
project (Xing and Chen, 2019). This advertising procedure pulls in pool number of candidate
towards organization and expands alternative proportion for association. It additionally
contributes in employing best appropriate applicant among heaps of choice subsequently Argos,
can satisfy its interest for empty situation so as to accomplish focused on objectives and target of
the organization.

Second phase of this life cycle discusses on boarding and direction. This stage expresses
that HR director of Argos, is presently required to actualize high viable direction program for
new workers as it causes them to get acquainted with all the representatives. With this it is
evaluated by management to work with positive area because HR strategy is designed as per
individual motivation. Alongside this, HR chief of this organization should choose huge pictures
at the hour of direction so as to clear workers about authoritative culture, places, exercises like
representative commitment and so on. This helps association in making representatives mindful
about them.
At this stage HR manager formulate strategy that is leading areas to work in organise
methods and it is focused performance management in organisation that work as a systematic
process in which overall performance of employees is improved. The negative point relates with
strategy and it show negative aspects if management employee individual without strategy.
Example- Employee is skilled but delegate role not match with individual capability then desired
results are not gained. This also determines that by working for each individual or employees HR
is able to develop set framework that defines work must be completed as per guidelines (Zhao,
2019). It is beneficial for promoting performance through communicating needs of employees
with organisational authorities.
The next stage, which relates with performance of HR is succession planning and this is
used for make plans at if employee turnover is increased, plans are implemented by HR make
employees engagement more effective. So at time of complex situation employees not leave
organisation and performance their work with more positivity.
Last plan, relates with entry and exit and it is performed by HR manager for Argos to
maintain good record among sheet. Moreover, it is useful for employees and organisation in
order to make proper records of employees in management records. At time of exit data related
with employees is also beneficial to perform legal formalities to settle employees account.
CONCLUSION
With the above mention report, it is identified and concluded that resource and talent
planning is most import department for organisation for managing employee’s performance. All
the task that relates with retail industry must analyse skills and capabilities of each employee to
perform effective for its day to day operations. With analyse of current labour market it is
monitored and perceive that part time job is an effective trend for increasing its number of

employees such as to open cashier role for internship. It helps in recruit part time employees
through offering job to interns. Further, recruitment and selection methods are also understand
by HR policy that influence employees to retain for longer period in organisation.

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