Resource and Talent Planning in the Fashion Industry: XYZ Ltd

This report analyzes resource and talent planning strategies within XYZ Ltd, a fashion industry company. It begins by defining resource and talent planning as a critical management function, emphasizing the importance of aligning workforce with market changes and customer preferences. The report then delves into the influence of labour market trends on talent management and workforce planning, detailing the dynamics of supply and demand for skilled workers, and the impact on business performance. It also explores the legal requirements for fashion organizations in workforce planning, including employment law, health and safety regulations, and employee benefits. The report further examines evaluating current and anticipated skills requirements, job analysis, job descriptions, and person specifications. The report also touches upon recruitment and selection methods, HR life-cycles, and HR strategies for talent acquisition and retention within the competitive fashion industry, highlighting the importance of adapting to changing market conditions and employee needs.

RESOURCE AND TALENT
PLANNING

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1. Analysing Labour market trends influences talent management and workforce planning:..1
P2. Types of legal requirements that the fashion organisation when undertaking workforce
planning:......................................................................................................................................2
P3 Evaluating current and anticipated skills requirement in XYZ Ltd.......................................4
LO3..................................................................................................................................................7
P4 Evaluating job description and person specification for Fashion Industry............................7
P5 The various recruitment and Selection methods for the Fashion Industry............................9
LO4 ...............................................................................................................................................10
P6 Mini-research about HR life-cycles stages:.........................................................................10
P7 Hr. strategy:..........................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Resource and talent planning are management practice. Is the function of a business is
coordination from recruitment. An organisation is resourcing is planning of a businesses the right
number of people is manage with right skills in right place at the right time. Resource and Talent
planning are is able to identified the people of an organisation is the capable. Is the hardest step
of workforce planning. XYZ Ltd is the organisation developing of the workforce planning. Is the
planning of the changing the customer change and the preferences to changing market. XYZ Ltd
is requirement of labour and the analysing of current labour market trends.
Employees is the best of compete and the workers the best satisfaction job. Is a economy
function. Workforce planning in labour market trends is the help of employees to make
effectiveness. Workforce planning Is the XYZ Ltd is contribution of the organisation
performance. It is the help of labour marketing trends in help of better in workers and employee
is the manage of organisation culture. XYZ Ltd is is present and future of workforce issue is the
planning of workforce. Labour market trends analysing the identifying the various type of
position in labour market and the analysis of the workforce planning in workforce needs with
management.
LO1
P1. Analysing Labour market trends influences talent management and workforce planning:
Labour market is the market of place in the workers and employees. XYZ Ltd is the
labour market is the kind of right people job to right skills. Labour market, is the option of the
employees and workers is the place of interact with each other. It is the economy function of
labour market is supply and demand for workers and employees in fashion industry (Bratton and
Gold, 2012). Labour markets is the better understand of the trends. Labour market is the a market
of worker and employees of their skills in the labour market in the exchange for wages, salaries
and other forms of the compensation. XYZ Ltd is the issue of client of fashion is the changing
customer taste of fashion related so that is analysis the labour market in the organisation (Shi and
Pamer, 2011). In talent management is the impact of the XYZ Ltd is business performance and
the important role of the process. XYZ Ltd in workplace is changing so that the depends of the
performance of employees in labour market of supply and demand in workplace, Is the focus of
the business needs (Boxall and Purcell, 2011). Labour market is the analysis of the process in
organisation is various types of position the identified the workers skill. Labour market is
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arrangement of work in changing forms of employment. Labour market in workforce planning is
employment protection. Labour market trends is the key of the policies of job creation is the
analysis of the development of the employment policies. Is the trends of the support of
employment and decent work policies on labour market trends (Boxall and Purcell, 2011). It is
the directly and indirectly involved the XYZ Ltd of driving economic growth. The labour market
is the all people is able to the work and want job in talent management is the number of jobs is
available in XYZ Ltd (Shi and Pamer, 2011). Is the fashion client of Talent management is
referring the people its able to the work and want to the job. Its about wages rates, job location,
level of competition and conditions of employment. Talent management is the process of the
company is finding the best employees for the business and the company maximum potential for
success. The process of finding client of fashion to developing, training and skill best employees.
Talent management is the challenges of the HR profession. Labour market and economic factor
is affect of the talent management. The profession response is able to the in workplace in
undertake. Labour markets is to manage the changes the worlds population continues but the job
are not always available in fashion industry. Labour market is the analysis of process the
identified the suitable labour market of different types of position and analysis of in the market
determine the salaries and wages the position to being paid. The analysis of the identified the
area in the management of market areas and job matches (Shi and Pamer, 2011). The result of
the labour market analysis recruitment and retention, availability of funds all considered in
adjusting salary ranges (Berger and Berger, 2010). The labour market is defined that the area of
which employees competed for labour. XYZ Ltd is the client of fashion is composed and
logically recruitment in relevant skills to includes self employed and unemployed. Workforce
planning is going need in clients of fashion in terms of size, knowledge, experience, types and
skills it workforce to achieve its object. Is a planning of XYZ Ltd have to good people in right
time in right place of right skills the employees of efficiently and successfully. Workforce
planning is the labour market in short time in demand of a client fashion of the business ( Shi and
Pamer, 2011).
P2. Types of legal requirements that the fashion organisation when undertaking workforce
planning:
XYZ Ltd is client of fashion organisation in legal requirement of the labour market trends
is the labour law is also know as a employment law. Labour law relation between employee,
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employer and union (Boxall and Purcell, 2011). Fashion organisation in human resources
management is the legal requirement of all employment, health and safety. Employment law is
great legislative activities. In the client of fashion businesses in legal requirement in workforce
planning the safety, health and welfare at working place. Its ensure the they work activities of
safety, healthy and welfare of employees in fashion businesses (Boxall and Purcell, 2011).
Workforce planning in workplace the contract law is complex its legally capacity to entire into
contract. Workforce planning is survey of employment law. HR professional to understand the
legally issue in working place. Workforce planning according the labour market in workers to
work in environment the legal requirement of the workers is the risk of health and safety are
properly controlled (Shi and Pamer, 2011). Legal requirement is benefits of workers by law is
currently required by law include unemployment compensation, workers compensation, social
security and leaves of family and medical leaves. XYZ Ltd the legally benefits for a employee
the requirement is the responsibility as an employer the success of a business. In the fashion
business the legal requirement of benefits of workers is social security and Medicare (Collings
and Mellahi, 2009). Both employees and employers is contributes this funds. Fashion business is
required to the workers compensation. Its insure benefits to employees is injured at fashion
workplace. Unemployment insurance benefits of legal requirement to compensation to
employees. Workers lost their jobs its not fault for their own for example fashion businesses is
shut down is eligible to apply for unemployment. Employee's typically receive half pay benefits
for up to 26 weeks maternity leave and employees to take up to 12 work weeks of unpaid leave.
Employees balance their work responsibility and also family responsibility is the leave benefits
is the family and medical leave. The leave benefits is offered by employees offer includes
holiday and vacation leave, sick leave and personal leave and more (Berger and Berger, 2010).
When the family and medical leave act requires is for the employer to provide is unpaid 12
weeks of the employees during the time of 12 months. Workforce planning is a legal requirement
of the common benefits is not required by law is retirement plan, life and health insurance, paid
leave (Sallis and et.al., 2015). Legal requirement of the law the fashion business is not only
compliance but also in its intent. Employees is likely to be effected by the trade union
representatives is a legal requirement as well as good practice (Collings and Mellahi, 2009).
Workforce planning is provides the equally opportunities to participate in training and the
opportunities for advancement. Is the planning of work related requirement its considered legal it
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is job related and requirement by is necessity for a fashion business. Legal requirement in the act
is healthy and safety at work act 1974, Management of healthy and safety at work regulations act
1999 (Berger and Berger, 2010). Legal requirement all laws, rules , regulation, judgements,
directions and requirement of all government authorities. Is the requirement of setting up a
business and the laws in place setting out the responsibility the right they have in the workplace
(Berger and Berger, 2010).
LO2
P3 Evaluating current and anticipated skills requirement in XYZ Ltd.
Every HR firm needs to evaluate criteria for job descriptions, personal specification and
competence framework so as to plan recruitment and selection process in order to retain talent
and employ the best candidate for the right job. The manager of HR firm needs to look into the
various availability of jobs and carry out a job analysis and its design so as to meet the current
demand and needs of market (Berger and Berger, 2010).
Job Analysis
The process which involves clear depiction of duties and responsibilities related to a
particular job is termed as job analysis. Every HR manager must analyse the various vacant job
and then search in the candidate suitable for accomplishing the tasks related to that job (Boxall
and Purcell, 2011). The XYZ Ltd is serving its valuable services towards a fashion industry
where demands and needs changes rapidly and thus needs to have a perfect balance while
recruiting and selecting candidates. The main motive behind analysing job is to prepare job
specification and description which will help in recruiting the right candidate (Sallis and et.al.,
2015).
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Methods of Job Analysis
The various methods use to evaluate jobs are observations, interviews, surveys or
questionnaires, work diaries, checklists etc. All these methods helps in evaluating a particular job
and designing its descriptions and specifications accordingly (Boxall and Purcell, 2011).
Observation - It is a type of job analysis which involves keeping an eye on the
incumbents and their way of performing tasks and making notes about it.
Interviews - Another method of analysing job is based on interviews which is effective in
a structured format (Sallis and et.al., 2015).
Surveys and Questionnaires - Job analysis is done be carrying out surveys using
structured questionnaires filled by incumbents and supervisors in a formal behaviour defining the
aspects of job.
Job descriptions and specifications
Every company must develop proper job description is includes job related data and
person specification is useful to company is specific job so that they can recruit and select
employees as per the requirement is attract pool of talent. Job analysis in an important
perspective in order to define job description and specification (Sallis and et.al., 2015). The
Fashion industry needs to analyse various jobs in order to hire the best candidate by critically
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Illustration 1: Methods of Job Analysis

defining its specification and description. Job description is information the job can be referred
to a detailed including general responsibility of a job and physically skill and much more.
On the other hand employee's specification is termed as a statement that includes required
to perform a job, responsibility in a job, description regarding minimum qualification and skills
helps candidate are eligible applying for the specific job (Sallis and et.al., 2015).
The various qualifications and skills needed by the personnel for fashion industry are
 Management of work and ensure that projects in a fastest way possible so as to achieve
competitive its way to gain advantage.
 Exclusive improve problem solving skills improve ability which will upgrade his
position.
 Excellent communication skills both written and verbal is mean that ability to write
clearly.
Job design
This is a vital function performed by XYZ Ltd. Which includes the various specifications
and technological requirements which fulfil organizational objectives. The motive of designing
job is to enhance job satisfaction as well as the quality so as to reduce issues at workplace. The
job design has three main components such as job rotation, enrichment and enlargement. Human
resource management strategic deployment of resources is a major task performed in a correct
manner at XYZ Ltd whose specific client are fashion retailers (Sallis and et.al., 2015).
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(Source:)
LO3
P4 Evaluating job description and person specification for Fashion Industry.
Job Description
It is a process through which
candidate came to know a particular job profile the working on they need of performance the
series of task (Ross, 2017). Let us evaluate a particular job say a Fashion designer, his various
roles and duties. Job description about a particular job is a written document which includes
specific details. Hence Fashion designer is knows that the values of a customer the needs and
desire and fulfils it in the best possible manner.
Illustration 2: Job Design

Job title: Fashion Designer
Place of work: London Department/ Unit: Designing and displaying
Working hours: Full time Salary range: Not Disclosed
Description of the company: To provide current fashion updates and designs fulfilling needs
and dreams. To safeguard employees, customers etc.
Qualification: Interpersonal skills and customer focused
Understanding fashion products and designs (Cascio, 2018)
Knowledge about recent trends and current developments in Fashion industry
Fluent in spoken and written English language
Key customers: Retail customers, Fashion entities, Celebrities and Big Models
Reports to: Manager Supervisors:1
Work with: Human resource department (XYZ
Ltd.)
Size of the work team: 15-20
Job Purpose: Maintain internal control standards by helping workers in designing
Determine level of compliance and regulations (Ross, 2017)
Review work performed and redo necessary changes
Duties and responsibilities:Deliver quality and efficient service to customers thereby satisfying
their fashion needs (Cascio, 2018)
Assist customers regarding what is right so as to ensure smooth functioning
Preparation of monthly reports and designs
Coordinate with others to fulfil objectives.
Person Specification
As defined it comprises of various attributes and qualifications a person has and needed
for a job. Person Specification is different from job description and includes skills abilities
creativity and qualifications of a person (Cascio, 2018). Let us evaluate the specification required
for a fashion designer which XYZ Ltd manager needs to focus on. The fashion designer is
responsible for offering creative designs and details to respective customers which could be any
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one and satisfy them in the best possible manner. The fashion designer almost making the
working of organisation must support general managers of smooth and powerful so that better
and up-to date services to customers can be offered.
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Job Title: Fashion Designer
Job Purpose -
 Maintain internal control and looks into creative designs
 Display items and serve customers by advising them correctly
 Dealing with any queries or complaints
 Order and manage stock
 Motivate Staff and meet sales target
Duties and responsibilities:
 Selecting new products and review the old items
 Select right suppliers and negotiate prices with them
 Control stock and maintain budget (Cascio, 2018)
 Pitching ideas to senior management
 Maintaining relationships with existing suppliers while seeking new ones
 Reacting to any changes in customer demand
Personal attributes:
 Can communicate in different languages
 Must work in pressure
 Can develop sound working relationship
 Adaptable
 Self-motivated
 Can work in a team and creatively
P5 The various recruitment and Selection methods for the Fashion Industry.
Every HR department needs to recruit and select human resources in order to accomplish
organizational objectives. It is the one of the key purpose of HR is required by the company is
Recruitment and Selection of employees on regular basis.
XYZ Ltd is the need of employees is recruitment both internal and external by
the considering so that they can manage their operation in desired manner (Cascio, 2018).
Additionally, XYZ Ltd is employees selection is 5 stage is followed for middle level employees
selected of the fashion industry is that best and skilled candidate. The employee's selected is the
key of recruitment interview they steps includes is preliminary interview, visual test with regards
to field, intellectual test, HR level interview and final interview where salary is negotiated and
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joining letter is offered. Both the process are crucial and vital for he industry and XYZ is doing
its duty efficiently (Wilton., 2016).
The XYZ Ltd candidates recruiting for the post of Fashion designer focuses on job
advertisement to digital platform the makes is simple through online recruitment channels, and
more tradition media television, newspapers and magazines and fashion related articles for the
purpose of recruiting the best candidate. The selection process of XYZ Ltd for the fashion
industry involves the selection of the best candidate from the pool of right talent available. The
fashion designer job the best prospect to identified but is a negative factor as it eliminates
applications of unqualified candidates.
LO4
P6 Mini-research about HR life-cycles stages:
The employee life-cycle is a model of human resource management is identified the
different stage describes a particular company career of an employees, beginning with
recruitment and the each stage plays role the human resource department, those following stages
are:
 Recruiting and On-boarding- This stage of recruitment is process of hiring a new
employee. Human resource department is the role of this stage is to assist in hiring. This
stage best applications for positions as a best profile choose include placing the job,
selecting candidates whose look promising, conducting employment interviews and
administering assessments. “Hiring support” as referred is the recruiting. The fashion
Beauty limited company's Hr. hiring a great beautician for the company (Cascio, 2018).
The Hr. wants good personality and good works skills employees who works great.
 Orientation and career planing- Other employee's life cycle models treat the next stage as
“servicing of employee needs”. Orientation is the process for employees of work force
learning her new job duties, co-worker with relationship establishing and supervisor and
developing niche by which the employee become a member of the company's. The stage
to help the employees is best career option with a company is the human resource
department may make additional use of personality profile testing.
 Career development – Is the stage of a employees to career development opportunities to
engaged with the company over time. Employee's determined his long term career
objective has established himself at the company ,the human resource department helps
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to trying to achieve goals and they are realistic. As the same in beauty industry hr. trying
to motivated their employees to achieve goals and work hard.
 Termination and Translation- Some employee's successful and after a long time will
leave company through retirement. Other employee's choose to moving forward on the
other amazing opportunity or be laid off. The role of Human resource in this process is to
mange the transition by ensuring that all policies and procedure must followed,
Employees for the system is removing the company policy if that carrying out with exit
interviews (Wilton, 2016). As the same beauty industry some employees are leave the
company or some are retired or some have bad performance so Hr. going to fire those
employees.
Hr. Life-cycle stages applied in organization- The life-cycle stages applied in fashion beauty
limited company, the company hiring employees in their organisation and the organisation helps
those employees to achieve goals in their life.
P7 Hr. strategy:
The Hr. department main role in organisation is “ hire and fire”. Its not responsibilities
for Hr. department recruiting new talent and on boarding employees, but also hr. can also
establish positive workplace culture environment ( Kavanagh,et.al, 2017). Below are some
strategies for HR is every organisation should be aware of when developing or updating HR
strategy:
 Legal requirement- When on-boarding an employee, its ensure protecting the business so
it important that employee's complete their all legal requirements (Wilton, 2016). Its
general liability insure to protect employees the organisation also need directors and
officers from potential issue with customers. The fashion beauty company also give an
insurance policies, fir the employees get to hurt, those polices give financial help for
employees.
 Employee Engagement- Human resource management engaged their employees to make
important decisions. They trying to involving employees for their opinion about the
decision who taken the organisation (Ross, 2017). The human resource department
include the all employees in big decision about the company. As the same the fashion
beauty company Hr. trying involve their employees for taking major decision about the
organisation.
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 Career advancement program- In the employees biggest and most precious investment
to organisation's. Some organisations of their employee's don't invest enough in the
department (Hauschild and Huijbregts, 2015). Employees engagement help sustain of
career advancement program, as employee to progress both personally and professionally
are career advancement program are given the opportunity. Career advancement program
its help of a employees set to achieve goals a successful advancement program. The
fashion beauty limited company refers about the career advancement program the
company invest for employees to achieve goals in their life (Sheehan, 2014).
 Performance management system- In this strategy human resource department noticed
about the performance of each employee's and how they work (Wilton, 2016). In the
organisation some employee's performance are super and some are very bad, so the
human resource department helps to mange the employees according to their ability. In
the fashion beauty limited company's Hr. trying to manage all the employees according to
their work skills and knowledge. Those strategies haven no effect on Hr. life-cycle
( Bonow,et.al, 2016). The fashion beauty company only hiring those employees whose
performance are great and they look like promising.
CONCLUSION
The report shows the importance of HR practices and its impact on the overall fashion
industry. XYZ Ltd being a HR company is providing every possible aid to its clients which is
based in Fashion industry by hiring and recruiting right candidate for the right job. Thus HR in
any organization is vital as it selects the human resources needed and required by the
organization.
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