Report: Resource and Talent Planning Analysis for TESCO (HR Module)

This report provides a comprehensive analysis of resource and talent planning at TESCO, a multinational grocery retailer. It begins with an overview of the organization and its labor requirements, categorizing them into skilled, semi-skilled, and unskilled labor. The report then delves into current labor market trends, highlighting the impact of demographic, economic, and legal factors. It examines various legal requirements that TESCO must consider, including the Equal Employment Opportunity Act, the Equal Pay Act, and the Age Discrimination Act. Furthermore, the report identifies current and anticipated skills required by the organization, such as training and development and tech-savviness, and includes a job description and person specification for a Human Resource Manager. It also covers selection and recruitment methods, HR lifecycle stages, and their evaluation in the organizational context, concluding with a discussion of the implications for TESCO's workforce planning and talent management strategies.

RESOURCE AND TALENT
PLANNING

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
PART 1............................................................................................................................................1
Overview of the organization and types of labour requirements ................................................1
Current labour market trends and factors impacting it................................................................2
Various legal requirements that organisation should consider during workforce planning........3
Current as well as anticipated skills required by the organization...............................................4
PART 2............................................................................................................................................5
Job description with person specification....................................................................................5
Selection and recruitment methods for workforce planning........................................................6
PART 3............................................................................................................................................8
HR life cycle stages.....................................................................................................................8
Evaluation of the stages in organizational context......................................................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Resource & talent planning is primarily a crucial function which mainly involves
collaboration with the recruitment team as well as business in different aspects such as
assessment on prediction of particular resources, selection of appropriate hiring channels and
managing the talent pool with respect to future recruitment.
TESCO is a renowned multinational grocery as well as merchandise retailer which is
being established by Jack Cohen in 1919 and placed in London, UK. It mainly incorporates
superstores, petrol stations, metro, banks etc. This report gives a brief about assessment
workforce planning and talent management influenced by current market trends, various legal
requirements that organisation should consider during workforce planning, current as well as
anticipated skills required by the organization, Job description with person specification,
selection and recruitment methods for workforce planning, HR life cycle stages and evaluation of
the stages in organizational context.
MAIN BODY
PART 1
Overview of the organization and types of labour requirements
TESCO is a renowned multinational grocery as well as merchandise retailer which is
being established by Jack Cohen in 1919 and placed in London, UK. It mainly incorporates
superstores, petrol stations, metro, banks etc. There are more than 25000 stores of TESCO in UK
and they deals in every type of business ranging from convenience stores to hypermarkets.
There are different types of labour requirements which the TESCO addresses. These can be
categorized as
Skilled labour- They are the one where organization hires the staff and labour by analysing their
skills and knowledge. Requirement of skilled labour comes when the organization hires the staff
for some technical or supervisory jobs which needs high level of knowledge.
Semi-skilled labour- These are the people who generally requires some training and are
generally hired when the company comes across requirement in particular sector for example
manufacturing. They are not highly qualified and skilled and hence undergoes some training and
education.
Slave labour- These are the individuals who are generally pressurized to perform for the
organization. These basically does not have any knowledge and comes under unskilled labour. It
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is considered as illegal and the company hires when they require personnels to work under heavy
machineries and equipments. Usually children comprises this where they are forced to dela with
heavy machineries and work with injurious apparatus.
Current labour market trends and factors impacting it
Talent management is basically the well structured procedure of recognizing the positions
which is vacant, recruiting the most suitable candidate and thus developing the knowledge and
skills of them in order to retain them for attaining long term goals (Abedini and et.al., 2017). On
contrary to this, Workforce planning is to make sure that the company has current as well as
future access of human capital which is required to operate effectively.
There are various factors which has a direct influence on the current market trends of
labour. These factors include demographic factors, economical factors and situation of a country,
legal legislation etc. The unstable demographic proportion has always influenced the HR
department in a great way. Ageing people are generally apparent across the world as more people
now lives healthier life which has somehow shifted the concentration on older people in the
company. This will impact the HR department as they would have to manage everything whether
it is recruitment, training or occupational health along with employee benefits. Besides this, the
increasing globalization in UK has led to the migration of more employable population thus
raised the cultural diversity. This has eventually influenced the composition as well as size of
recruitment pool within UK organizations and therefore recruitment policies are highly affected.
Recently, UK has adopted a wide range of laws which regulates labour links and protect
the personnels from discrimination. These corresponding laws directly has influenced the HR
strategies and policies. Mostly, the laws addresses to ban discrimination based on colour, religion
etc. Consequently, the top management in most of the UK companies has been under pressure
while hiring and selecting the new personnels during recruitment.
The economic condition of a country is usually dependent on the unemployment level.
The rate and level of unemployment in UK has increased to 4.3% as reported in 2017 which has
resulted in shortage of qualified employees. This factor has hindered the talent resourcing
process in most of the companies of UK and has weaken its the labour market ( Hormozgan
Medical Journal 2017). The HR managers finds it difficult to hire the skilled employees as the
qualifications of labour force available does not complement the market demands. This has, in
turn resulted in high structural unemployment along with decreased professional mobility which
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has compelled the HR department to depend on traditional methods for searching the
alternatives.
Various legal requirements that organisation should consider during workforce planning
While managing the process of workforce planning, Each and every organizations have
to look for the different legal restrictions which are important for maintaining the position of
company as well as for retaining the employees (Legal requirements, 2018). They are required to
comply the following laws made by the government
Equal employment opportunity act(1964)
This act basically addresses the commitment to provide equal and same opportunities to
all the individuals involved in employment or is somehow related to the company. Under this
act, no employer or manager is allowed to recruit or hire any candidate based on colour, religion,
sex etc. Besides this, it would be considered as illegal if an employer or any personnel involved
in the process of employment discriminate the applicants in view of advertising, job applications,
referrals etc (Boudreau and et.al., 2016). In TESCO, this also entails preventing prejudice in
following areas which are promotions, firing, transfers etc. Thus, this act ensures equal
opportunities among all the dimensions of employment relationship which forms the backdrop of
employment legislation.
Equal pay act(1963)
This act encompasses the right of each and every individual to receive equal pay for the
duty or work having same nature, roles as well as responsibilities. According to this act, it is
strictly prohibited to have discrimination in the compensation payment on the basis of sex in the
jobs that requires same skills, efforts as well as working conditions. Therefore, while workforce
planning, It is the responsibility of HR department to oversee that each employee is amending on
this act and no employee is suffering from its consequences. For example, More than 7000
workers signed up the new equal payment claim brought about by TESCO in 2016 under which
the company decided to pay its staff working in distribution centres with the same amount as
that of shop floors due to the comparable roles of both the departments.
Age discrimination act(1967)
It is a law which forbids the organizations to discriminate the workers or employees
which are 40 years old or more than that at the workplace. It specifically prohibits to use the job
candidate's or employee's age for hiring, transferring, promoting, or discharging them. While
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workforce planning, no recruiter is allowed to recruit an applicant by analysing their age as
major factor. Besides this, this law also prohibits to deny the benefits to much older employees
(Talpoş and et.al., 2017). This act has helped the workers of TESCO in a great way where the
company does not takes into consideration the age of a candidate while hiring.
Current as well as anticipated skills required by the organization
Job design is an outline which usually highlights the different tasks, responsibilities and
duties which are needed to effectively perform a particular job. The current as well as the
anticipated skills which are required by the companies in order to function effectively mainly
encompasses succession planning (Johnston and et.al., 2019). Succession planning is basically
the methodology for recognizing as well as developing competent leaders who are able to replace
the older ones in case they leave or retire.
The main skills which the HR department needs to look for whether current or anticipated are
Training and development
Providing the appropriate training and development to the candidates which are being
hired by the organization will be a foremost factor for HR department in workforce planning. As
the demographic situation of UK is unstable, TESCO would need to consider the older people
which are being present in the organization and provide effective training to them. The HR
department of the company would require to provide intensive training to older employees in
order to upgrade their knowledge base and keep them upfront with the current trends in market.
Besides this, These skill would also help the organization to anticipate the labourforce
requirements which will be required when someone retires or dies.
Tech-savvy
Due to increased globalization and unemployment rate in UK, being aware of the
advanced technology has become a foremost factor. In this scenario of high employment, it
becomes essential for the employees to learn the new technology (Krishnan and et.al., 2016).
Thus, it is the most important skills which are required within an employee in the near future as
well as to overcome the current problems (Sengupta and et.al., 2018). Besides the employees, the
HR department are also required to keep upfront with the latest technology so that they can
mange the workforce as well as find ways to attract the candidates from other places. As TESCO
is operating in UK where the unemployment ratio is high, so their employees and HR department
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need to look for the different strategies that can help them in learning new technologies which
eventually will assist them in future to meet the uncertainties.
PART 2
Job description with person specification
TESCO
Post: HUMAN RESOURCE MANAGER
Job Profile:
To work in liaison with the key managers to make sure that HR process is closely aligned with
organization strategy. To formulate the process of people management. To perform in the
divisions of training along with development, evaluation as well as coaching. To manage the
process of performance management to assist business goals.
Job Description:
 Compile different statistical data along with preparation of reports and their analysis
through existing systems as well as records.
 Development & maintenance of proper employment records with systems.
 Design and formulation of different strategic HR practices and policies for council
involving ad hoc projects.
 To collaborate with the chief HR manager for the strategic direction and analyse the
impact of policies as well as legislative changes.
 To manage the teams which are accountable for development of strategic HR, project
programming etc.
 To provide feedback together with updates to the HR operations head on usage of
operational systems as they are related to Open HR, Scan share and various digital
technology.
 To undertake various projects being delegated by HR operations head including
development and monitoring of HR practices and policies as well as coordinating with
organizational change.
Qualifications
The required candidate should have atleast an undergraduate degree in the same field or in
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relative field and should have secured 50% on an average.
Experience
The applicants are required to have atleast 5 years of experience or more in different HR
processes and should have a good experience of handling HRIS system.
Experience of effectively using different electronic HR techniques for the selection and
recruitment.
Extensive experience of operating under pressure and deploying the flexible approach for the
strategic problems.
Desirable:
Good experience of collaborating and working in liaison with any international organization
Experience of dealing with online assessment as well as other selection tools.
Key skills
Highly developed and demonstrated teamwork spirit
Strong in communication skills and effective in writing intensive business presentation
Should exhibit the sense of continuous learning
Ability to function effectively in in constant changing environment
Good grasp of Microsoft excel, word and presentation along with in depth knowledge of
different HR integrated systems.
Selection and recruitment methods for workforce planning
Recruitment is basically the procedure of finding along with hiring the best suitable and
qualified candidate for employment in a highly cost effective way (Recruitment & selection
methods, 2019). On the flipside, Selection is the way or means through which the company
chooses the right and highly suitable applicant who meets the job requirements in a most
desirable manner.
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In view of the recruitment process,TESCO can mainly use two sources for attracting applicants
Recruitment
Internal
Promotion
It is the most well known form wherein the personnels are upgraded to upper levels
within the organizations, providing them with more job responsibilities along with more prestige.
TESCO can extensively use this mode of recruitment, where promoting to higher level will
eventually motivate them and will increase their productivity. Besides this, by moving the
personnels to higher level TESCO will incur less cost for hiring from outside as the personnels
are already aware of the existing working environment.
External
Social media
Social media advertisement is the most used source by variety of organization under
which the organizations post the job vacancy on internet like employment websites, professional
journals. They approach the candidates by either by emailing them or through online mode. With
the advent of technology, TESCO can post their any job opening either on their website or other
employment website or by mailing the desired candidates who are suitably matches the job
requirements. Apart from this, through internet TESCO can access a wide talent pool as the
candidates will apply for the vacancy from all over the world.
Selection
Assessment test
These are generally the pre-employment tests which are used by the companies to assess
the verbal, numerical as well as mental ability of the applicant. These tests are used as an
evaluation tool by the companies to analyse the varied competencies within the candidates.
While choosing the applicants for the company, TESCO can design their own aptitude tests like
reasoning ability, physical aptitude tests, knowledge tests which will not only help in predicting
their technical skills but will also aid them in evaluating their analytical skills.
Interview
Interview is mainly the formal discussion between candidate and that of the employer
whereby the basic information about the candidate is extracted to examine their suitability and
capabilities. Through the interview, employer is able to judge whether the candidate is
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appropriate for vacant job or not (Ladisma and et.al., 2019). A well structured interview process
will help the TESCO to select the most skilled applicant who can effectively fulfil the
organization's objectives. Besides this, it will also assist them in knowing the future skills which
the candidate can bring fro the company.
PART 3
HR life cycle stages
There are four different stages in HR life cycle which employees has to face during their
employment period.
Recruitment and On boarding
Whenever a company starts the first thing a company's owner do is to hire new
employees which are suitable for the job or we can say putting the right employees at the right
job. Recruitment is a must process for every company because in this they find employees which
are meant for the job position they have. On boarding means to get successful applicant to set up
as a new employee in system.
Tesco are having great HR team which are recruiting the best of employees as per the
job needs and the method they are following to recruit employees is that, they are having a great
team of marketing which are attracting talent in the company and the HR which are hiring new
employees are also doing great job by placing right person at right job and it is a part of external
recruitment and some employees which are looking for different position in company for
example employees which are doing good in their job and now want a higher position at that
time the recruitment held is internal recruitment. In internal recruitment Tesco is providing all
the opportunity to the existing employees.
Orientation and Career Planning
It is second stage of HR life cycle which means to give knowledge to new employees
about their roles, duties and about there colleges which will work with them (LeCounte and
et.al., 2017). Career development means to make employees understand about their career in a
company.
Tesco UK is having a great HR team which provides all knowledge to their employees
like knowing about their role, their duties, culture, rules and many more thing which they should
know. And this things makes a great impact to organisation because knowledge is must needed
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thing to do something great (Panda, 2018). And they are also providing employees an idea how
they can plan their career with us.
Career development
Career development is a key to keep good employees with us and it can only happened
when a employee see development in the company because every individual want to grow in his
life and they are only loyal with their work when they see themselves growing.
For Career development Tesco is providing bunch of opportunity to their employees by
giving them promotions, bonus, incentives, and also delegating powers so they can feel like a
part of company and it is given without any biases it totally depends upon amount of the work
they do. They are giving task to their employees and which are doing all the work effectively and
efficiently are getting praised by superiors (Rothwell and et.al., 2015).
Termination and Transition
It is a time when some employees want to leave company and some will retire after their
successful and long career. Some leave there job because they get better opportunities
somewhere else. So at this time HR has a responsibility to provide nice good by to the employees
which were once a great part of our company with following all the procedure correctly.
After termination and transition there is a procedure which HR has to follow and Tesco
HR team is following this procedure quite good by keeping all documents ready which are
needed after it and making easy for old employees to get all the benefit after ending of job
period.
Evaluation of the stages in organizational context
HR strategy is strategy which are formed for managing all the HR activities of the company like
selecting, recruiting, and managing all the problem which employee faces (Rao and
Priyadarshini, 2017). HR strategy cannot be conducted without linking with HR life cycle
because it is a formation of HR life cycle
HR strategies are directly integrated with HR life cycle because HR life cycle consist of
Recruitment, orientation, career development and termination. And this all things combines and
make HR strategy. In HR strategy HR adopt the things which are needed to achieve the business
goals. Every company which has a big name in world have a great HR strategy. HR strategies
plays a vital role in developing and attending business goal (Waheed and et.al., 2015). HR are
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also called pillars of an organization because they are the one who's strategy will decide how
company will run.
Tesco HR team are having a HR strategy which includes all the point of HR life cycle.
Tesco HR team starts with recruiting right people at right job and they are having world class
employees with them and after that they are providing them all the knowledge they must know
like clarifying there roles and duties and also making them familiar with their collogues which
result to them in motivation and this is a part of orientation, after knowing about their roles and
all other things they are also planning for their employees career in which their HR team aware
employees how they can plan their career with our company, whenever a employee join a
company he must think about his career in company and than Tesco provide their employees a
growth according to the work they do and the development is the biggest motivation for any
person and if person sees growth than he also work hard for it. Tesco providing career
opportunities by giving the rewards, promotion, high incentives and lot more which help
employees to grow (Makram and et.al., 2015). They provide lot of task to employees for which
they organise many activities. Employees of Tesco are very must loyal to it. Tesco's HR are also
following all the procedure and policies after termination and transition of the employees and
they are very nice in dealing with old while there termination. This all things are good when the
HR life cycle stages are completely followed in HR strategy.
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