Detailed Report on Resource and Talent Planning at Morrison

This report analyzes the resource and talent planning strategies of Morrison, a UK-based supermarket chain. It begins with an overview of the company, its labor requirements, and an examination of current labor market trends, including female participation, the aging workforce, and the rise of flexible work. The report then explores relevant legislation, such as the Health and Safety Act and the Equality Act, and assesses the skills required by the organization, both current and anticipated, including communication, decision-making, management, and innovation. The report further delves into the recruitment and selection process, including developing a flowchart, conducting job analysis, creating job descriptions and person specifications, and evaluating recruitment methods. Finally, the report examines the human resource lifecycle stages and concludes with recommendations for improving processes and documents, aiming to enhance Morrison's overall workforce planning and talent management capabilities.

Resource and Talent
Planning

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
1. Overview of Company and various labour requirements...................................................1
2. Analyse the current labour market trend and factors that affect the trend.........................2
3. Legislation adopted by an organisation for workforce planning........................................3
4. Current skills required by an organisation..........................................................................4
5. Comparison.........................................................................................................................6
6. Conclusion and recommendation.......................................................................................7
PART 2 : Recruitment and Selection Documentation.....................................................................7
1. Developing a recruitment and selection process flowchart................................................7
2. Undertaking job analysis....................................................................................................9
3. Creating job descriptions for at least two different jobs.....................................................9
4. Producing a person specification for each of jobs............................................................10
5. Reviewing and deciding on most appropriate methods of recruitment and selection to be
applied for different roles.....................................................................................................12
6. Recommendations on how to improve processes and documents....................................13
PART 3: Human Resource Life cycle...........................................................................................14
1. Evaluate stages of HR life-cycle applied to specific HR contexts...................................14
2.Evaluation of integration of Stages of HR life-cycle within organizational HR strategy. 15
CONCLUSION..............................................................................................................................16
REFERENCES..............................................................................................................................18
Online:..................................................................................................................................19

INTRODUCTION
Resource and talent planning is a function which involves coordinating with human
resource department of the company. This function helps in ensuring that company is able to
attract employees with required skills and competence. There are series of activities which are
involved in this function, such as forecasting of future manpower requirements in company,
analysing present situation and then planning of further actions which need to be taken by the
company. Morrison is a company which is a chain of supermarkets in UK, having 479 stores and
its headquarters are there in Bradford, England. This company is dealing in all different types of
items such as books, clothing, food, beverages and others (Alexander and et. al., 2017). Morrison
also has a unique policy as compared to other companies in this industry such as it believe in
providing fresh products to their customers. This report consists of different aspects information
related to company, various labour trends of market are discussed, comparison with other
organisations of similar size is made and lastly various conclusions & recommendations are
made on how can company respond to such changes taking place in dynamic environment.
PART 1
1. Overview of Company and various labour requirements
Morrison was started in 1899, by William Morrison. Initially there were stores in
England and after that they expanded in other parts such as Scotland and Wales. Company also
believe in updating with technology this is reason they started online delivery system from year
2014 and for which they also did hiring of trained employees as existing employees were not
able to cope up with requirements of company (Amusan and Oyediran, 2016). Morrison was
founded in year 1899 and William Morrison laid its foundation. Earlier its location was limited
to North of England but later they expanded themselves in south England also. They employ
around 110,000 employees and they serve approx 11 million customers every week. This
company is also listed on various platforms such as London stock exchange, also is a part of
FTSE 100 index. The family of Morrison own around 10% stake in company.
Unskilled employees: These employees belong to a category in which only they are
needed to perform routine work, they don't require any type of special skills or knowledge and
they are given basic work to do. These type of employees will also be required by Morrison to
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perform their routine tasks and this has a cost advantage for companies as will have to pay low as
compared to other employees.
Skilled employees: These are those type of employees who can work efficiently and he
posses required skills to do a particular type of job. This category of employee has a
comprehensive knowledge of industry, trade and work for which he is employed in company.
Highly skilled: These are those category of employees who can work and at same time
supervise work of skilled employees in company. They posses higher competence in comparison
to skilled workers in company. Morrison will also require these workers so that there can be
effectiveness maintained in functions and operations of company. (Besomi and et. al., 2018).
Operational workers: These are those employees who are directly involved in
production process of companies. These are involved in production line of companies. Morrison
is a supermarket company there are many tasks which are required to be done by operational
workers in company. Arrangement of products on shelves are task which are performed by
operational workers in Morrison.
Technical workers: Technical employees are those which are hired in companies to
perform a job which requires particular set of skills and knowledge, they have to be trained
enough to perform their job. Knowledge plays a very important part for these type of employees
in every company. These employees mostly are from some engineering background or they
posses some technical knowledge required to perform a job. Billing counters, stock maintenance
all such works are done by technical workers in Morrison. (Batterham and et. al., 2015).
2. Analyse the current labour market trend and factors that affect the trend
Female participation: with changing time it has become more necessary to encourage
and motivate women. There are sometimes issues of inequalities being faced by companies.
Morrison as a brand believes in encouragement of female participation in their company, but also
they do fair selection. They recruit employees based on their capabilities and knowledge they
posses instead of discrimination based on gender.
Increase in percent of old people: There has been growth seen in working class of
people who are above 65 years of age. This rise of age of working class has also lead to rise in
dependency ratio in UK.
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Increase in flexibility in labour market: There is a decline in contracts of fixed work
and trend of flexible work is increasing which basically involves short period contracts, contracts
for zero hour etc. UK has a labour market which is lightly regulated as compared to other
countries.
Rising importance of national minimum wage: National min. wage, which was
introduced in 1999 also affects current labour trends in market. Companies today are indirectly
experiencing a pressure to maintain a minimum wage criteria for their workers.
Employee development: companies are involved in supporting aspirations of their
employees. Nowadays, scenario is totally changing which means that companies are laying
emphasis on supporting aspirations of their employees, in which they provide them opportunity
to experiment with their present role in company. Morrison also needs top focus on analysing
this requirement of their employees and helping them in growing as individuals. (Cascio and
Boudreau, 2016).
3. Legislation adopted by an organisation for workforce planning
Workforce planning is a process which is done for fulfilment of current requirements
along with future requirements of company, to increase effectiveness in its performance.
Workforce planning is among important functions of company as this helps in recruiting and
retaining employees in company (Chowdhury, 2018).
Health and safety act 1974: In this law, managers of Morrison ensure that risks of
occurrence of accidents in company are eliminated or at least reduced so that employees are
able to work in a healthy and safe environment, this also leads to establishment of healthy
relationship between employee and employer.
Sex Discrimination Act 1975: According to this act, local authorities are required to
prevent any kind of discrimination occurring in companies or in society. It basically performs the
function of protecting rights of women and providing them with facilities similar to male
employees of company. In Morrison, management always makes sure that they are not involved
in forming any kind of differentiating policies or doing differential treatment between male and
female employees in their company.
Equality act 2010: This act ensure that firms are giving equal opportunity to candidates
before interview and after selection in company. There must be no discrimination based on
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culture, caste or any other basis. Knowledge and capabilities of employees is the only criteria
which must be company's concern (Edwards and Bassetti, 2018).
Unfair Dismissal Act: This act was developed to protect employees and ensure that laws
in a company are in favour of employees. This law makes sure that employer is not terminating
any employee without giving them prior notice. From Morrison's point, it is responsibility of this
company that they have to adhere to such norms before recruiting any new employee in their
company. If in certain circumstances, it terminate an employee because of misconduct or
wrongful behaviour then, there are chances that company will have to face legal issues or
punishments because of such acts.
Social security contributions and benefits Act 1992: This act provides employees a
right they can ask company for compensation, if they get injured or in case employers have
breached any kind of statutory duty which they had to follow. Employers are liable to follow all
statutory laws and rules in company, if they breach any then they are liable for fine or further
legal proceedings.
Working time regulation act 1988: This act was also started by UK government for
ensuring relief to employees working in different companies. This act ensures that there must be
a balance maintained between their job and life. This act means that employees get enough rest
with the work they are doing. Also, this act gives employees right to get breaks between
continuous working hours. Reason behind this is that, this helps company in increasing
productivity of their employees. Morrison also has to adhere to this law while they are making
policies related to leaves and break given to their employees (Kaliannan and Ponnusamy, 2016).
4. Current skills required by an organisation
Management of Morrison needs to have upgraded skills which helps employees in
performing their roles according to requirement. For development of such skills it is necessary
that managers of Morrison have to organize some training and development sessions for their
employees. Current market trends and future skills needed by employees are discussed below:
Present skills
Communication skills: From view of present situation in country it is essential that
company needs to posses adequate communication skills of both written and verbal manner so
that there is efficiency maintained in functions of company. If there will be better
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communication skills then it will help organisation in dealing with their employees in an
effective manner and ensuring that there are no complains on part of employees. Also, if there
are any complains or unsatisfactory behaviour of employees then that must be dealt very
carefully so that timely solutions can be developed. Communication is a tool which helps
company in resolving any conflicts, issues of employees.
Decision making: This is a quality which is necessarily required to be possessed by
company. This helps them in grabbing all opportunities which comes in way of company.
Employees also are benefited from this, that they get adequate opportunities to have all round
development in form of work they are allotted. Current trend in market is that females are given
weight age and there is equality ensured in companies. Thus, organisations need to ensure this in
making various decisions in company related to hiring and selection of employees.
Anticipated skills
Management skill : change management is very necessary in companies. It is an activity
which is required by HR managers of Morrison are required to deal with continuously occurring
changes in a manner such that it has positive outcomes. Change are inherited part of every
company, which can't be avoided. Employees tend to show resistance to change, it becomes
essential in such situations to deal with them and make them understand. Employee's
performance must not be affected by these changes this also has to be ensured by human
resource department of company.
Innnovative skills: It is necessary that management of Morrison posses innovation skills
so that they are able to help employees in bringing timely changes in company. This has become
a “competitive necessity” for company to ensure innovation to have a competitive position in
market (Klein and et. al., 2015).
Leadership: It is a very necessary requirement that company has adequate leadership
skills which they can use in managing their employees. Leadership qualities are compulsorily
required to be possessed so that they are successfully able to motivate their staff and keep them
inspired towards their work.
5. Comparison.
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Basis TESCO MORRISON
Current Skill
It is identified that management of
TESCO is using various skills that
helps them in achieving their
organizational goals. Such skills are
excellent communication skills and
skills which are required to make
proper decisions in company, these
all skills will help company in having
proper but company needs to develop
innovative skill (Mathew, 2015).
In context to present scenario,
Morrison company has effective
skills like proper communication,
time management in their company.
But for achieving heights like
TESCO they also should focuses on
enhancing their skills such as proper
management, problem solving skills
that should help them in solving
their issues arising in their company
with help of effective management
skills and problem solving skills.
This skill development will be
beneficial for company in order to
enhance their performance and
provide positive working
environment to staff members.
Anticipated Skill It is acknowledged that the entity
would make use of technical and
market researching skills in future as
there is a growing trend for making
use of unique and emerging
technologies for gaining competitive
advantage in market over the rival
firms.
In future course of time, Morrison
would require certain key skills such
as management of change,
innovation and leadership so as to
deal with the changes taking place in
business environment.
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6. Conclusion and recommendation
Conclusion: From above report, it can be said that there are various types of legislations
which are enacted by government of UK (Mayfield and Wheeler, 2016). This helps them in
ensuring proper working of all functions in company. Also, there are different tends prevailing in
market which companies have to adhere to so that their employees are satisfied and working
towards enhancement of organisation's productivity. Further, skill possessed by company
presently are communication, etc. and needed in future will be leadership, innovation and
management skills. All such effort are required to be taken by Morrison's management team to
ensure productivity of their employees and achievement of targets set by them (Mohammed,
2016).
Recommendation: By considering above report, it is recommended to HR managers of
Morrison's to analyse the current working trends and focuses on adopting the innovative trends
in their operations. Its also recommended to management to follow new market trends for
recruiting the employees such as online recruitment with help of job portals as well as its
recommend to managers to hire an specialized and skilled candidates who has proper knowledge
of all new techniques. So, it help them in doing their operations in effective and efficient manner.
Along with this, it also recommended to HR managers to adopt the dynamic environment in
positive way that will help them in performing their duties according to changing environment.
Its also recommended to management to develop some effective strategies and policies which
can help them in responding changes and also provide training to their employee's so they can
retain and easily adopt changes in their organisation (Mohin, 2017).
PART 2 : Recruitment and Selection Documentation
1. Developing a recruitment and selection process flowchart
The Recruitment is defined as an overall process of attracting, short listing, selecting and
appointing best appropriate candidates for vacant jobs within any business organization. Where
as selection is defined as process which helps HR manager in selecting most suitable candidate
for the vacant position in their business organization. Thus, human resource manager of
Morrison company has adopted effective recruiting and selection process in their company for
hiring suitable candidate (Noe and et. al., 2017).
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The flowchart of recruitment and selection process is also known as recruitment
workflow. This is a diagram which maps proper sequence of recruiting. Thus, this flowchart uses
different symbols as well as arrows for showing what action has to be taken in each step in
recruitment process form starting with receiving a job offers till end with on-boarding and
joining of candidate.
The flowchart of hiring process is defined as an visual image of selection and recruiting
course which they both are connected with (Orlova, and Voronin, 2015). Although, this
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flowchart is very helpful for management in communicating recruitment process, plans as well as
policy in effective manner for single candidates and team members as well. Here, hiring
flowchart for Morrison company is formulated that present recruitment and selection steps for
hiring Marketing executive as well as HR executive.
Its identified that Human Resource manager of Morrison company is dealing with very
complex process for hiring employees for their organization. The company process starts with
recruitment requisition as they identify job vacancy in their company, after that they focuses in
developing selection criteria with different tool of advertisement of job and tools of inviting
application for job.
By following and considering all typical process, HR manager attracts potential candidate
for their company by using various job advertisement and different sourcing. After completing
this, they focuses on selection process as candidates has to face various attitude test, different
interviews. If candidate passes all the rounds, then it got selected for job vacancy candidate has
applied for. At last manager offer job letter and appoint them in company for achieving
organizational goals and objective (Ozuem and Sharma, 2016).
Along with this, its also important for management to focus on proper automation of HR
processes which helps company for hiring and firing candidates in routines. By using this,
management operates fast and easy process with more effectiveness of processes and also it
avoids losses of labour.
2. Undertaking job analysis.
Job Analysis is defined as a continuous and systematic process that helps HR manager in
analysing, identifying and determining full details of particular job profile with their duties and
responsibility as well as requirements. Thus, Judgement of job analysis process is determined
with help of data which is collected related to job profile. This tool is used by top level
management for analysing the job role of their employees. As HR manager of Morrison
company has examine the job role of HR Executive as well as Marketing Executive in effective
and efficient manner.
3. Creating job descriptions for at least two different jobs.
The HR manager of Morrison company has formulated design of job description for two
position i.e. Marketing Executive and HR Executive ( Sermeus, 2015).
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Job Description for Marketing Executive
Company: Morrison company
Designation: Marketing Executive
Responsibilities:  To explicate various marketing strategies for company's product and
services.
 To conduct market research for analysing market requirements.
 Building brand awareness among customers.
 To build profitable relationships with all members of company.
Job Description for Human Resource Executive
Company: Morrison company
Designation: Human Resource Executive
Responsibilities:  To develop and implement effective hiring process of employees.
 Formulate effective HR system, laws as well as various policies
which are beneficial for employees and organization.
 To develop various practices of HR etc.
4. Producing a person specification for each of jobs.
The HR manager of Morrison company has designed person specification for two
different position which there are looking for hiring i.e. Marketing Executive and HR Executive
(Sparrow and Makram, 2015).
Person Specification for Marketing Executive
Essential Desirable
Qualification:  Good standard of education.
 Bachelors Degree in any
field.
 Bachelors degree with Marketing
speciality.
 MBA with Marketing
specialization.
Skills  Effective English.  Impressive presentation and
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