A Comprehensive Report on Resource and Talent Planning at M&S

This report provides a comprehensive analysis of resource and talent planning within Marks and Spencer (M&S), a leading UK-based retail company. It begins with an overview of M&S, followed by an examination of current labor market trends, including demographic shifts, technological advancements, and globalization, and their influence on talent management. The report also details various types of legislation that M&S must comply with, such as the Equality Act 2010, Equal Pay Act 1970, Health and Safety Act, and Employment Law, emphasizing their importance in workforce planning and fair practices. Furthermore, it identifies current and anticipated skill requirements for M&S, including communication, problem-solving, and technological proficiency. The report then compares M&S's talent strategies with those of similar-sized organizations, like Tesco. The report continues by outlining a recruitment and selection process flowchart, job descriptions, and person specifications, along with recommendations for effective talent resourcing. Finally, it evaluates the different stages of the HR lifecycle and its integration with HR strategy, providing a holistic view of talent management at M&S. The report concludes by summarizing key findings and recommendations to enhance M&S's talent planning initiatives.

Resource and Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................1
Part 1: Labour Market and Skill Analysis........................................................................................1
Overview of firm....................................................................................................................1
Analysis of current labour market trend and its influence.....................................................2
Different types of legislation that a firm should comply........................................................3
Current and anticipated skills requirements for M&S............................................................4
Comparison with similar size organization............................................................................5
Conclusion & recommendation..............................................................................................6
Part 2: Recruitment and Selection....................................................................................................6
Recruitment and selection process flowchart.........................................................................6
Job description........................................................................................................................7
Person specification................................................................................................................9
Presenting best method of recruitment and selection...........................................................12
Recommendations................................................................................................................12
Part 3: HR Lifecycle......................................................................................................................12
Different stages of HR life-cycle and its integration with HR strategy...............................12
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Resource and talent planning is that critical function of an organization which involves
coordination from recruitment team and business at various aspect in order to forecast the
required resources. Talent planning is all about how to use the organization's existing
capabilities and potential in order to meet the current as well as future needs of a firm.
Therefore, it is essential for top companies to maintain talent pool for the future recruitment. In
the same way, current report main aim is to develop an understanding to make sure that firm has
a skills to meet strategic intent. Further, chosen firm for this report is Marks and Spencer (M&S)
which is the top retail firm in UK.
Study describe current labour market talent which influence talent management and
provide different types of legal requirements that a firm should comply. Along with this, report
explain different types of legal requirement which a firm must taken into account at the time of
workforce planning. Next report will provide a range of anticipated skills that required by an
organization on the basis of current labour. Study describe different recruitment and selection
methods for effective talent resourcing and talent. Last, report will evaluate stages of HR life-
cycle and its integration with HR strategy.
Part 1: Labour Market and Skill Analysis
Overview of firm
M&S is multinational retailer company in UK whose headquarter is in UK and it sells
good quality of clothes at reasonable rates. Currently, company have more than 80 thousands
employees and It has more than 900 stores and it is operating at 30 different locations. Company
also serve at international level and also provide good variety of products such that clothes
including men and women, groceries, furniture and toys at best quality in reasonable rates.
Quoted firm require two types of labour in its physical store such that Physical and
mental labour who carries luggage i.e. rickshaw puller, workers working in factory etc at the
time of delivery any products. Another type is skilled labour who posses special knowledge,
learning and training in order to perform the work i.e. managers, technician, electrician etc. This
clearly reflected that company have skilled staff that assist business to maintain positive working
environment and smooth functioning of its operations.
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Analysis of current labour market trend and its influence
With the change in time, there is a evolution of new thinking in the labour market and
that is why, there are many changes that affect the labour market in positive as well as negative
manner such that technological evolution, shifting demographics and dynamic workforce,
changing world of work and economic growth are consider some major change for labour
market. Thus, some of them are as mention below: Demographic trend: One of the most affecting trend that affect talent management and
workforce planning because companies need skilled workers and young people at per
modern era. At this time, HR of M&S find out new candidate when old one gets retires.
Further, it increases the liabilities of HR to recruit skilled labour in order to handle the
work in appropriate manner (Krishnan and Scullion, 2017). Beside this, population
growth and ageing population creates impact on the workforce and market. Further, there
are many changes such that many countries face labour shortage and employers as well
as policymaker are actually forced to think in different way for talent sourcing. That is
why, many companies try to mould their existing company policy In order to better
appeal to under-represent groups such that women, young people, minorities etc. Technological change: Another trend that also affect the market trend and workforce
planning, as it affects the requirement of labour. This factor creates both positive and
negative impact upon the company such that company uses Artificial intelligence that
assist business operations and save time. While on the other side, rise of this technique
further lead to increase unemployment because company did nit require human resource ,
which in turn affect the labour market in opposite way (Bean, 2018). As M&S is deal at
retail sector that is why, it uses variety of new techniques to execute business for fast bill.
In early times, work is done on paper and after the evaluation of technology, it affect
talent management and HR of M&S needs to hire such employees who have enough
knowledge for technology. Thus, it clearly show that technological change influence
labour market and also affect the overall condition in opposite manner.
 Globalization: Another factor that affect the business in both positive and negative
manner. Such that after globalization, it has become easy for the workers to work in
foreign countries, therefore, this in turn assist company to hire new employees even at
low wage rates (McDonnell and et.al., 2017). on the other side, it is also analysed that
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this factor continuously contributing the integration of labour market and further closing
the wage gap between workers in advanced as well as developed economies. At this
time, HR of the company should focused on what can be done in order to help the
workers in order to adjust in the changing world. Therefore, it clearly reflect that by
changing demand of customers, HR should develop the strategy that assist to meet the
defined goals.
Different types of legislation that a firm should comply
Laws and legislation are made for the protection of employees and citizens. These assist
people to determine amongst others the right and responsibilities of an individual as well as
authorities. Therefore, or workforce planning, HR of the company make sure that they comply
with different legal requirement, these are as mention below:
Equality law, 2010: This act assist employees to protect the from discrimination. HR of
M&S make sure that they will comply the act while recruiting and selection process
(Weeraratne, 2020). Also, while workforce planning, HR of the firm cannot discriminate people
on the basis of personal characteristic, race and gender. As UK has highest rate of pay scale
discrimination, that is why, government implemented this act in order to provide equal benefits
to all employees. This act also promote diverse workforce, thus, in the same way, when
company have multi- cultural employees then it will assist to brings lot of new ideas and ways
through which company may easily attain the defined aim and objectives.
Equal Pay Act, 1970: under this act, HR of the company cannot discriminate people on
the basis of gender and age. They have to pay equal amount to their employees who are at same
level and posses similar skills (Meyer and Xin, 2018). on the other side, it is also analysed that
this act is actually introduce to prohibit unequal pay and working conditions between men and
women. Thus in the same manner, at the time of recruitment, HR of the company should make
sure that they did not discriminate people on the basis of gender and this in turn creates positive
impression upon employees as well as society. Therefore, while workforce planning, HR should
make sure that they cannot discriminate people and treat all at equal level.
Health and Safety Act: Another legal requirement in which HR of M&S ensure that it
provide safe working environment to their employees (premises, casual workers, customers) at
premises (Inamdar and et.al., 2020). Or else, company should provide proper exit facility at the
time of emergency that helps to provide safe working environment to employees. In addition to
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this, it is also analysed that HR of Marks and Spencer are also liable to provide complete
information to workers with regards to training on occupational health and safety that assist to
develop safe environment at premises.
Employment Law: This law regulates the relationship between employees as well as
employers. Therefore, it also governs what employers may expect form employees, also the
current act also relies that it is the duty of employers of the company to make sure that they
provide minimum wage act to their employees and also when they work extra for the company,
they have to provide extra benefits with regards to this (Bondarchuk, Feofanov, and Grishina,
2020). In the same way, when HR of Marks and Spencer recruit employees then they should
make sure that they have to offer minimum wages to employees and also provide some
relaxation when they need. In addition to this, it is the duty of employers to provide further
benefits such that statutory leave and time off, pension, paternal and maternal leave etc.
Therefore, it is mandatory for company to comply with this act in order to make sure that they
provide safe working environment to their employees.
Current and anticipated skills requirements for M&S
It is analysed that in this modern era, HR of M&S also tries to change its existing
workforce and required skilled labour workforce who help to attain the defined aim and
objectives. That is why, the current and anticipated skills are as mention below:
 Good communication and problem solving skills: It is the topmost requirement of
every organization because globalization affect the success of an organization and that is
why, most of the small and medium enterprise increases (Vaiman and et.al., 2018).
Therefore, HR of M&S wants those employees who have good communication and
problem solving skill that helps to accelerate the quoted firm's function at emerging
countries. This skill also assist business to make proper decision and when Marks and
Spencer emerge at different country, this skills will assist business to communicate the
offerings to their customers.
 Technological knowledge: In this era of digitalization, company implement new
techniques within their working place and that is why, they need high level knowledge of
technology skills that helps to deal with barriers. This skills helps to cope the technology
barrier and therefore, HR needs high technological skills employees at working place
(dos Santos and Pedro, 2020). If an organization's employees have this skills then it will
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assist business to implement new and advance techniques within a workplace, which in
turn assist to improve the operations of a company and also raise its brand image by
attracting new customers towards it.
 Business creation and digital skills: Another anticipated skills which is required by the
company, because due to continuous increment in population within developing and poor
countries, firm needs new mind that helps in business creation and also assist to reach
business at success level. In addition to this, having skilled labour who posses strong
digital skills also assist to deal with demographic change and this in turn leads to provide
positive impact upon the company.
Comparison with similar size organization
Marks and Spencer have thousands of employees who posses strong digital skills, but on
the other side, its competitor Tesco also have strong workforce that helps to gain customer
towards it. While comparing Marks and Spencer with Tesco it is analysed that Tesco produces
new and advance products, also have skilled labour force that also assist in taking better decision
(Collings, Scullion and Caligiuri, 2018). On the other side, both companies have automatic
sliding door, which reflect that company comply new and advance technologies that also assist
to sustain the brand image at international level. Along with this, Tesco keep complying with
advance technology such that it allow customer to scan and also pay for groceries through their
smartphones. This in turn also assist to save time and human resource cost, the same application
is used by Sainsbury in 2017 but it is not successful. At comparison side, it is analysed that
Marks and Spencer use digital transformation plans that helps to drop down the 62% of its pre-
tax profits. Therefore, Marks and Spencer also help to accelerate the change so that it will cater
better for the customers that raise online shopping.
Beside this, Asda planning to hire robots at their working area in order to reduce the
work pressure from their employees. On contrary, Marks and Spencer did not use this techniques
but it use digital platform for marketing its products. Therefore, it is analysed that due to
changes in labour market trend, HR of top multinational companies also recruit candidate as per
their competencies (Cattermole, 2019). Thus, it is clearly reflected that in order to cope up the
demographic change, M&S also uses telecommuting method for their employees in order to
reduce miss-communication. Overall, it is observe that in retail industry every company uses
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range of new techniques that helps to keep attract new customers and cope up with technological
change.
Conclusion & recommendation
From the above, it is concluded that Marks and Spencer have two main types of labour
requirement that helps firm to attain the defined goals and objectives. Moreover, it is also
concluded that three main types of trend affect the labour market i.e. Globalization,
technological change, demographic change. Therefore, quoted firm requires skilled labour that
assist to manage the entire work and sustain brand image as well.
On the basis of above, it is recommended to the firm to change its recruitment system
and also use internal recruitment process as well. It is so because it will help a business to meet
the defined aim and objectives (Tafti, Mahmoudsaleh and Amiri, 2017). Or else, company may
also use psychometric test in order to determine candidate's skills and their efficiency to
determine whether they are fit for the vacant position or not. In addition to this, it is also
recommended to the firm to respond the technological changes, for that company may hire
effective candidate who posses strong technological skills to cope up any technological change.
Part 2: Recruitment and Selection
Recruitment and selection process flowchart
Recruitment and selection are the important operation in HRM and it is actually designed
in order to maximize the employee strength so that they will meet the employer's strategic goals
and objectives. Moreover, recruitment is that process which assist to find and attract potential
resources in order to fill the vacant position in the firm and, on the other side, selection is that
process in which HR may select a qualified person who may successfully do a job and also
deliverer valuable contribution to the firm (Monteiro and et.al., 2020). Thus, R&S process
flowchart of Marks and Spencer is as mention:
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Job description
Job Description for Sales manager
Description
The position of sales manager is consist of directing the actual distribution of products to
customer, coordinating sales distribution by establishing quotas and goals.
Responsibilities
 Identify annual unit and gross profit plans by implementing marketing strategies
 Establish sales goals through forecasting and developing annual sales quotas
 Maintain sales volume, product mix and selling price by analysing future trends.
 Contribute team efforts
 Manage, control, motivate sales force to make sure that high professional standards is
achieved.
 Analyse the strength and weakness of sales teams ad develop sales initiatives.
 Prepare reports as per requirement
 Continuously assess current business distribution channel and also develop their
performance and manage conflict within a team. Provide daily report of entire sales in a field and communicate the same to seniors.
Skills and Competencies
 Analysis skills
 Strategic planning abilities
 delegation skills
 Enough market knowledge
 Strong communication skills
 Collaboration and motivation skills Strong communication skills
Qualification and Requirement
 College degree and higher in business or related field.
 Any experience in related field
Job Description for Operational manager
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Brief description
The position of operational manager comprises of planning, directing and coordinating
operations at organization.
Responsibilities
 Communicate job expectation: planning, monitoring and reviewing job contribution
 Planning and reviewing compensation actions.
 Contribute operations information and recommendations to strategic plans and reviews
 Proper forecasting and develop operations system
 Maintain safe and healthy working environment by complying legal regulations.
 Manage staff level, wages, hours and contract labour
 Manage relationship with key operations vendors
 Communicate customer issues with operations team and improve customer experience
 Review and approve all the operational invoice and also make sure that they are
submitted for payment.
 Communicate all the operational policies as well as issues at department meetings closely work with other department an ensure that company utilize proper inventory in
better manner.
Skills and Competencies
 Leadership skills
 Conflict management
 Business negotiation
 Decision making skill
 Communication skill
 Critical thinking and problem solving skills Planning and organizing
Qualification and requirement
 Must have post graduation degree with relevant field
Person specification
For Sales Manager
Category Essential Desirable
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Attributes Professional appearance and confident
communicator
Education Graduation degree
Knowledge and
Experience
 Minimum experience of 3 years
in sales
 able to demonstrate good
working knowledge of general
products
 have an experience to deal with
customers and attain sales
margin
 Must know how to convince
people and solve their issues
 Also manage issues of a sales
team
Experience of selling products
and manage team
Skills  Develop positive ongoing
working relationship with new
and existing customers
 Able to determine additional
sales opportunities
 Ability to deal with customer
issues
 Evidence of well developed
people skills
 Strong communication skills
 Have an innovative
approach to solve
needs of customers
 Experience in sales
field
Personal qualities  Can work on own initiatives
 determine opportunities for own
improvements
 openness to change and ability to
Note taking skills
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