CIPD Level 5 (5RST) Resourcing and Talent Planning Report: Argos Ltd.

This report analyzes resourcing and talent planning within the context of Argos Ltd, a merchandising company. The report begins with an introduction to resourcing and talent planning, highlighting its importance in attracting and identifying talented individuals to gain a competitive advantage. Task 1 explores contemporary labor market trends in various countries, including economic, legal, and EVP factors, while examining how organizations like Argos strategically position themselves in competitive markets. The significance of workforce planning and the roles of government, employers, and trade unions in ensuring future skills are also discussed. Task 2 delves into the principles of effective workforce planning, tools used in the process, and the development of succession and career development plans. It also covers job descriptions, person specifications, competency frameworks, legal requirements in recruitment, and the strengths and weaknesses of various selection methods. Task 3 evaluates strategies for maximizing employee retention, while Task 4 assesses how to effectively and lawfully manage dismissal, redundancy, and retirement. The report concludes with a summary of key findings and recommendations for Argos Ltd.

Resourcing and
Talent Planning

Table of Contents
INTRODUCTION ..........................................................................................................................3
TASK 1............................................................................................................................................4
1.1 The major key contemporary labour market trend in various countries ..............................4
1.2 Examine organisations position themselves strategically in competitive markets...............4
1.3 Significance for working planning .......................................................................................4
1.4 Role of government, employers and trade unions to ensure future skills ............................4
TASK 2 ...........................................................................................................................................4
2.1 Principles of effective workforce planning and tools used in the process ...........................4
2.2 Develop basic succession and career development plans.....................................................4
2.3 Contribute to plans for downsizing an organisation.............................................................4
2.4 Contribute to development of job description, person specification and competency
frameworks..................................................................................................................................4
2.5 Legal requirements in relation to recruitment an selection ..................................................4
2.6 Strength and weaknesses of various methods of selection and recruitment ........................4
TASK 3............................................................................................................................................4
3.1 Evaluate how to maximise employees retention...................................................................4
3.2 Strength and weaknesses of various approaches to retention of talent ................................4
TASK 4............................................................................................................................................4
4.1 Evaluate how to manage dismissal, redundancy and retirement effectively and lawfully. . .4
CONCLUSIONS .............................................................................................................................4
REFERENCES ...............................................................................................................................5

INTRODUCTION
Resourcing and talent planning is important function which involves coordination among
recruitment team and business in various aspects such as networking and selection of proper
hiring channels, forecast of required resources. In other words it is a process in which
organisation attract and identify talented from large base of market those who aid companies to
gain more competitive advantages in effective manner. The report is based on Argos Ltd. Argos
operate their functions in merchandising sector, its headquarter is in Buckinghamshire, England.
Further report is discussed on legal requirement within the workforce planning, labour market
trends, roles of government, employees and trade union for ensuring future skills in effective
manner. In addition with this report include various tools which are used for effective workforce
planning, career development plans, discussed about job description and personal specification,
various methods and process of selection and recruitment and its strength and weakness. Lastly,
employees retention and different approaches which aid to retain skilled and talented employees.
TASK 1
1.1 The major key contemporary labour market trend in various countries
HRM is very important and plays a very distinct role in every business organisations,
this department is involved in performing different functions and forming effective plans &
policies for different departments of company. Trends affecting labour market conditions are
discussed below:

Economic: In UAE labour market is very loose and there is presence of lot of
redundancies and people are suffering from loss of job. In UK, labour conditions are different
there are tight market conditions as there is shortage of skills in prospective labour for entry level
jobs and jobs requiring special skills, overall supply of labour in market is shrinking and demand
is exceeding the supply. Recent;y, BREXIT has also affected supply of labour in a negative
manner.
Emiratization: In UAE pay ranges are currently low, as compared to past. In UK there are
various payment schemes and different contracts and provisions are specifically made for
minimum wages.
Legal: There is minimum requirement of age that is 16 both in UAE and UK. Which is a
barrier for some children if they are willing to work at early age then this and support themselves
and their family.
EVP: In UAE Global mobility benefits such as flexible working, wellness and non
monetary benefits are given more attention. In UK taxation policies affect pay policies of
companies, other benefits like maternity leave, medical leaves etc. keep on varying.
Legal: There are lot of requirements in terms of Visa and other work permit in UAE. In
UK trade unions have high impact on policies made by companies for their employees.
1.2 Examine organisations position themselves strategically in competitive markets
It is necessary for organisations, to position themselves in Market if they are facing high
competition as there are lot of conditions in market which such as customer preferences,
technological shifts, government policy changes and many others. These dynamic conditions
affect position of all organisations. In context of Argos company follows some of following
strategies to position themselves in market.
Long term planning: Argos always believes in planning for long term they focus on
planning for a period of around 3 years. This helps company in identifying any problems which
they migt face in future an develop effective solutions for it.
Gap Analysis: Companies always try to fill gaps which occur between demand of human
resource and its supply. Same is the case with Argos they always make attempts that they
beforehand are able to identify future requirements and then make their policies according to it.
Skill and competency programs: There are different types of programs which companies
develop in order to provide training to their employees one such common program is Grad

program, in which opportunities to freshers are provided to enhance their skills and also it benefit
companies as they are able to get fresh talent, which helps them in moulding them according to
their requirements.
Mapping out required KSAs: Competency maps play a very effective role in creating a
tree of connected competence to define comprehensive skills and competencies. This also helps
in automatizing training, to ensure performance support, adaptive learning and tracking
competencies of individuals. Argos also emphasizes on these maps to enhance skills of their
employees so that their overall contribution can increase.
1.3 Significance for working planning
In situations of tight labour conditions in market
Hiring agencies: Companies must focus on hiring agencies which can help them in
recruiting of required human resource in their company. As hiring agencies focus on meeting
demand of employees in companies with their supply in external environment.
Use of Social media: social media also plays a very crucial role with the changing
scenario to hire potential candidates in company. This method is also low in terms of cost but it
has certain demerit such as there are fraudulent profiles also, and many times talent may not be
engaged with required profile.
Reducing reasons of high employee turnover: There are many reasons behind high
turnover of employees such as there is no promotion, no individual development taking place in
company, employees are in seek of reward or want some increments. These needs of employees
must be identified by the human resource department of company and then attempts should be
made to reduce them.
Argos as a UK based company also aware of negative effects of employee turnover
which is recruitment fee, loss of knowledge, affecting morale of employees, higher workload in
company, cost of new recruitment and many other negative effects. These have to be minimized
to ensure effectiveness in company.
In situations of Loose market condition
When labour conditions are loose then it becomes more essential to select right candidate,
in these cases there is more supply then demand so, companies need to frame their strategies of
recruitment & selection in a way that it enhance s productivity of company as a whole. Argos is a

subsidiary of Sainsbury, and is associated with a brand this makes it necessary for them to have
right talent in their company.
1.4 Role of government, employers and trade unions to ensure future skills
Government, trade unions and employers all have a very necessary impact on employers
and their framing of policies for their employees.
Government: Government plays a very crucial role in helping employer of their country
in meeting their needs. Such as, Government take various initiative for skill development of
people in their country. There are free zone entities and authorities, apart from this government
also focuses on development of industries such as Aviation industry of country.
Employer: employer plays a very necessary part in managing talent of employees and
succession planning, internships of their employees, they have programs such as ECE known as
Employee career evaluation, graduate programs and many other. They also focus on having Tie
ups with different entities and some universities. In Argos, also HR department emphasis on
having a system where there is smooth flow of employees whenever there is any demand is there
in company. They want to hire right employee according to requirement of profile.
Trade Union: Trade unions formed in industries also play a important role in affecting
functions related to employees. They create a pressure on employers to make policies in favour
and accordance with demands of employees. In UAE, trade unions are not legal hence they are
not formed in any organisation this helps employers to make policies according to them there is
no interference. In Argos, this company is located in UK where Trade unions have high impact
on employers and their policies.
TASK 2
2.1 Principles of effective workforce planning and tools used in the process
Workforce planning refers to a process of ensuring an organisation which has current
and future access to the human capital which is needed to perform in effective manner. It
involves identifying personnel needs which explores most appropriate and cost-effective
methods to recruit and retain skilled and talented candidates. There are various principles
regarding to workforce planning, but some of the main principles that need to consider by the
HR head of Argos Ltd, which are discussed below:-

 Assessing supply and demand relationship of the company: It is a fundamental factor
which aid in shaping the character of marketplace, as the principal determinant in
establishing the cost of goods and services. In context to Argos Ltd. HR department need
to forecast current and future staffing need in relation to attain business objective. It is
necessary that human resource of Argos have to get right balance between labour demand
and supply so that right number employees with right skilled can be placed at right time.
 Forecasting future employment requirements: The process of estimating future
employment requirement of right quality and right number it is necessary to forecast
human resource demand. It is essential to analyse employment trends, replacement needs
of employees due to death, resignations, retirement, termination of employees,
absenteeism and labour turnover rate, hence these are some of the relevant factor for
employment forecasting. In context to Argos Ltd. Human resource manger of the
organisation has to analyse these factors which are mentioned above, to avoid loss of
employment from their organisation.
Different tools which are used in workforce planning to conduct effective process in the
organisation, some of the important techniques which are discussed below:
 9 Box Grid: This tool is used to assess employers current and potential level of
contribution into the organisation. The vertical columns of the grid indicates growth
potential and horizontal rows is to identify currently meeting expectations from the
employees. Another two intersection determines employees current standing and needs to
develop in effective manner.

Figure 1: 9 Box Performance Model
Source : 9 Box Performance Model, 2019.
In context to Argos Ltd, HR manger can also adopt this tool to improve workforce
planning in positive and effective manner, management can analyse their employees
performance and will able to reduce workers turnover.
2.2 Develop basic succession and career development plans
Succession development plan: Succession planning is defined as process in which
organisation assess effective and potential candidates to fill their key roles within company.
Along with this, its also underlying an assumptions according to which experienced workers will
replace retired and promoted. Thus, its important for Argos to undertake succession planning
effectively for improving productivity of company by replacing inefficient employees with
efficient ones. Some of the succession planning plan regarding to HR role which is discussed
below: Educational/Challenging Management: The biggest challenge of the management
institutions is to produce efficient mangers. New technologies are emerging day to day
and everything is turning towards globalisation. Management education is criticise today
for fragmentation and atomisation of subject matters and overemphasis on analysis at the
expense of skills related to managing and leading. Leadership development programmes: LDP is a designed for leaders of mangers to build
six factors vital to the success of manger some of the factors are communication,
influence, thinking and acting systematic and self awareness, learning agility. The
leadership program is conducted for participants who should have ability to bride the gap
between senior management and the front line. Assessment/ Testing for ability and competencies: HR manger have to organize trainings
and seminars to fill the gab in the knowledge and skills. Employees should have
theoretical and practical knowledge about the company and work.
Career development plans: It is a personalized strategy which used to assist employees in
achieving their career plan in effective manner. It consist of short and long term goals which is
related to the employees job and is incorporate that employees strength and future career
aspiration. Some of the career developing plans regarding to HR role which is discussed below:

 360 reviews: It is a professional feedback opportunity which enables group of co-workers
to provide feedback about the fellow worker performance. 360 feedback comes directly
from fellow employees to the employees who work under review. An online instrument is
selected for employees to interact with in providing performance feedback. In context to
Argos Ltd. The HR manger have to adopt this review from its coo workers to improve the
productivity and profitability of the organisation in effective manner. Coaching and mentoring: It is a long term process based on mutual trust and respect this
is called to mentoring, coaching is a formal structure approach which is for short period
of time.
2.3 Contribute to plans for downsizing an organisation
Some of the point which are discussed below about the downsizing an organisation which
are discussed below: Legal Compliance: It a set of complex rules and regulation, process which is used by
attorneys and corporate legal department which aid government and companies,
employees, they represent in front of public to serve, for example of compliance laws and
regulation which are health Insurance portability and accountability act(HIPAA), Federal
information and security management(FISMA) and many more. In context to Argos Ltd.
HR manager have to consider the legal compliance to avoid risk and uncertainty which
can be occurred at any time by the employees towards their job role.
 Consistency with policy and procedures: Policies are predetermined course of action
which is established to provide a guide towards accepted business strategies and
objectives. It identifies the key activities which provide a general strategy to decision
makers and handles issues in effective manner. In reference to Argos Ltd, HR department
has to set proper policies and procedures to avoid conflicts from the employees within
the company.
2.4 Contribute to development of job description, person specification and competency
frameworks
Person Specification

Post: Accountant
Department: Accounting
Attributes Essential Desirable
Qualification & Experience Certified Accounting
Technician. Member of
Institute of Chartered
Accountants in England and
Wales. Experience of 10 years
as Accountant in a reputed
MNC.
Certified Membership along
with minimum of 5 years in
Accounting department.
Skills or knowledge Analytical skills along with
good presentation skills.
Necessary to have strong
knowledge of accounting and
finance along with proficiency
in MS-excel.
Job Description
Job Details
Post: Accountant
Company: Argos Ltd.
Job Purpose
To maintain records of daily transactions in head office of company and conduct internal audit
at fixed intervals to detect errors or omissions.
Roles & Responsibilities
 Guide management about mismanagement, misappropriation of funds, and efficiency of
internal control
 Analysis of financial position and trends and provide forecasts for budget.

Person Specification
Post Marketing manager
Department Marketing
Qualification  Bachelors Degree in Marketing specialization or a related field is
preferred.
 Masters of Business Administration in Marketing specialization
Skills Required  Analytical and interpersonal skills.
 Effective presentation skills.
 Highly developed, demonstrated teamwork skills.
Experience 2-3 years of experience as marketing manager in MNC.
Job Description
Company: Argos Ltd.
Job Details
Post: Marketing Manager
Company: Argos Ltd.
Job Purpose
To promote business organization and their product and services for sustaining in market for
long time period.
Roles & Responsibilities
 To Develop promotions strategies for company and their product and services.
 Spreading marketing campaigns with new innovative ideas.
 Develop valuable attractive content for website and blogs of company to attracts huge
target groups.
 To build strategic relationships with partner, customers, industry players, agencies as
well as their vendors.

2.5 Legal requirements in relation to recruitment an selection
Recruitment: It refers to overall process of attracting, short-listing and selecting and
appointing suitable candidate for jobs within an organisation. It involves in choosing individuals
for unpaid roles. It aid in identifying and making the potential candidate to apply for the jobs.
Recruitment is a positive process and attracts many skilled candidate towards possible vacant
jobs.
Selection:It defines as a process of choosing the right candidate for the vacant positions.
It is a negative process which rejects many candidates and many time potential and skilled
candidates are not able to achieve the right position.
The legal requirements in relation to recruitment and selection which play an effective role in the
organisation, some of the major points which is discussed below:-
 Compliance with immigration law
 Diversity
 Qualifications/ certificates
2.6 Strength and weaknesses of various methods of selection and recruitment
Advantages and disadvantages of the two method of recruitment and selection which are
discussed below:-
Agency: It is type of mediator between potential candidates and organisation, it aid to fill the gab
between the vacant job position in a positive manner. Some of the advantages and disadvantages
which are discussed below:-
Strength Weaknesses
 It creates a wide pool of candidate in
effective manner.
 It aid in pre screening and selection for
the potential applicants.
 It expensive and costly which affect the
organisation in negative manner.
 It all depends upon self interest towards
the organisation.
Social Media: It is basically a platform through which various companies and firms update their
job vacancies and recruit and select qualified and potential candidates in to their company. Some
of the advantages and disadvantage which are discussed below:-