HR Planning Report: Strategies for Talent Management and Retention

This report delves into the critical aspects of HR planning, focusing on talent management and retention strategies. It begins with a literature review, defining human resource management, human resource planning, and talent management, highlighting their importance in attracting and retaining top talent. The report then explores employer branding, recruitment processes, selection methods, and induction programs as key components of talent acquisition. It further examines the importance of retaining talent through various methods and techniques. The report also covers the application of these concepts, supported by effective use of source material to create a compelling argument. Recommendations and conclusions are provided, followed by a reflection and a comprehensive list of references.

H R PLANNING

Table of Contents
MAIN BODY..................................................................................................................................3
Literature review........................................................................................................................3
Application of concepts (informed thinking; effective use of source material to create well-
informed, compelling and robust argument)..............................................................................7
Recommendations and conclusion...........................................................................................13
REFLECTION.........................................................................................................................14
REFERENCES.............................................................................................................................19

MAIN BODY
Literature review
Attracting the best talent and its importance in organization
In the words of MacRae and Furnham, 2014, human resource refers to all the manpower
which is working in the organization. It includes all the people or the employees which are
employed in the organization. Human resource management refers to the process through which
the company recruits and selects the required number of people and train and manage them so
that they can work longer within the organization. In the views of Fernandez-Araoz, 2014,
human resource planning is defined as the process of recruiting the right people, in the accurate
quantity along with the right time and place acquired with the appropriate skills and knowledge
required for that job. With help of the human resources planning the organization is able to set
up the goals and the objectives of the business and also defining the ways and techniques
through which the goals can be achieved.
According to Bartlett and Ghoshal, 2002, the talent management refers to a systematic
approach through which an organization tries to identify the vacant position in the organization
and accordingly hiring the suitable person according to the vacancy and developing skills of the
person it that the person stays within the organization for longer. On the contrary according to
O’Boyle and Aguinis, 2012, talent management is particularly defined as the process of
attracting, retaining, and motivating the high performing employees so that they do not get
attracted towards different other jobs.
The talent management is very helpful and important in effectively and efficiently
managing and attracting the employees and prospective employees. Also, the talent management
helps the employees in developing their capabilities, skills and attributes. According to Ghoshal,
2005, the talent management is also important because it helps the organization in keeping its
employees motivated and also creating different opportunities and options for the development
of the employees and other workers. With help of the talent management the business
performance can be improved because the employees working in this type of organization feels
that they are developing as the talent management focuses on the personal development of the
employees. Because of this focus on the development of the employees work to their fullest
potential and capabilities.
Employer branding to attract more talent

According to Michaels, Handfield-Jones and Axelrod, 2001, employer branding refers to
the reputation of the employer at the work place. It may also be referred to as promoting and
positioning the organization within the group of people so that other people also gets attracted
towards the organization and joins the company. The employer brand represents the reputation
or the image of the company in the market of the outside world or among the competitors. It is
very important to have a good employer branding because it represents the whole company in
front of others. By representing a good brand image the company is able to attract best and
outstanding talent for the company.
According to Grant, 2008, employer branding refers to as a marketing or a strategic
effort which are planned and designed to make the organization more attractive and appealing to
the prospective employees so that they join the company. The employer branding is a strategy
which is used by the organization to create an employer value proposition which conveys the
image of the company to the prospective and the current employers. Also, a high level of
employer brand allows the company to be recognized by everyone and also increases the brand
name and awareness of the company.
In the view of Bratton and Gold, 2017, the key factors which influences under the
employer brand name are job security given, work life balance, employment benefits given by
the employers, salary of the employees given in the organization which attracts the prospective
employees towards the organization. The use of the employer brand has a direct link on talent
acquisition. The companies and organization which have high reputation in the market have
higher talented and qualified employees and also more satisfied employees. Also, a strong
employer brand companies have much engaged employees this is because they have a higher
level of motivation as they are proud to be part of such company where the employer brand is
very high.
Recruiting talented employees
According to Albright Jr and Cluff, 2005, recruitment refers to a process wherein the
person or the recruiter of the company by analysing the needs of the employees f the company
tries to search for the prospective employees and influencing or stimulating those people to
apply within the organization. If there are more people applying for the vacant job then there is
more chance of recruiting the best talented and skilled employees. Recruitment is the linking

activity between those people who wants or are searching for the job with that person who wants
to hire people to accomplish their jobs. In the thoughts of Terjesen, Vinnicombe and Freeman,
2007, the recruitment is the positive process because it involves bringing in new people in the
organization and stimulating them to apply for the jobs in the company this increases the firing
ratio that is the number of applicants who have applied for the job.
According to Greiner, 2004, there is a systematic process of recruitment that is series of
steps which are to be followed at the time of recruiting the new employees for the vacant jobs.
The recruitment process starts with the step of recruitment planning. It is the first step within the
recruitment process wherein the requirement of the organisation are analysed and evaluated.
After that according to the vacancy analysed the job specification and the job description along
with the job evaluation is prepared that is the detail that what skill, knowledge, experience,
qualification etc. are needed to be possessed by the person applying for the job.
The next step is to develop a recruitment strategy. It is a type of strategy which is
evolved and developed to carry on the recruitment process after the completion of the
preparation of the job specification and job description comes the step of preparing the strategy
which will be adopted by the company in order to recruit the people from outside. The
recruitment strategy is based on the facts that whether the employees recruited will be part-time
or full-time, which mode of recruitment will be used whether internal or the external sources of
recruitment, selecting the area from where the prospective employees will come from and many
more factors.
The next step is to search the right candidates. After the completion of the recruitment
strategy next comes the searching for the right candidate. Searching refers to a process of
finding for the persons who wants to apply for the job from different sources. These sources can
be either internal or the external sources of recruitment. Internal sources are within the
organisation only like promotion, demotions, transfers etc. and external recruitment refers to as
recruiting from outside the organization like employment exchange, campus recruitment etc.
After searching the candidates the next step is to screen them and then to shortlist them.
Screening is an integral part which is a process of separate out the applications of those
candidates which are more suitable for the job position. Here the unwanted or unqualified
candidates are removed and only the suitable candidates are taken forward.

The last step of the recruitment process is to evaluate and control. Within this step the
effectiveness and the efficiency of the process and the sources of the different methods of
recruitment are assessed. Also, the recruitment is a costly process so the process is thoroughly
evaluated and controlled.
Selecting talent
According to the thoughts of Stewart and Brown, 2011, selection refers to the process
within which the recruiters and selectors out of the screened and short listed candidates chooses
the most suitable candidates for the position for which the recruitment is done. The recruitment
is a positive process whereas the selection is the negative process because it involves rejecting
the unqualified and not eligible candidates from the process of selection.
According to Pilbeam and Corbridge, 2010, the success of the organization depends on
the selection process because if the employees who have to run the organization are not good
and efficient then the company will not be successful. The first step is to take the preliminary
interview of the candidates shortlisted in the process of recruitment. In the preliminary interview
the candidates which are less suitable for the job profile are disqualified from the process of the
selection.
The next step is to scrutinize the applications. After that all the application are
scrutinized or sorted according to the requirements of the job. The applications which are
inappropriate or incomplete are rejected. The next step is to conduct a written test. All the final
candidates selected after the scrutinization have to undergo through a written test such as
aptitude test, psychological test, emotional ability and many more tests.
At last those candidates or applicants who have passed the written test now has to face
the personal interview. Here the interviewer or the selector personally asks questions relating to
the job role. If the candidates passes the interview also then he has to go for a medical check up.
This is done to ensure that the candidate is fit and fine for doing the job.
Induction
It is a system or process which is used or adopted by the companies in order to welcome
the candidates who have passed the selection process. This is done to make the selected
candidates familiar with the organization and its workers and the surrounding environment.
According to Antonacopoulou and Güttel, 2010, induction is defined as the process of
welcoming the newly appointed employees so that they can support the employees so that the

newly selected employees so that they can adjust in the company. When a person enters into a
new job then he may face many problems and can have many stressful experiences. The
induction program will help the new employees in getting closer and friendly with the existing
employees and the colleagues. Also, the induction program helps the new employees in
understanding the terms and conditions of the employment prevailing at the workplace.
In the view of Groothuis, Hill and Perri, 2009, induction program is conducted with the
aim of reducing the anxiety of the new employees and make them feel happy and secure in the
organization. Benefit of initiating the induction program is that the program helps the company
in minimizing the cultural and the personal differences which the newly appointed employees
may face at the time of joining the firm. In the words of Cable, Gino and Staats, 2013, induction
can be of two types formal and the informal. Formal induction refers to as pre-planned program
which is organized by the company to get friendly with the new employee and also to get him
familiar with the company and its way of working. Informal induction can be defined as the
unplanned program wherein the new employees himself takes initiative and tries to get familiar
with the company and its existing employees.
Retaining talent
Retaining the talent in the organization refers to as the capability of the organization that
how well the company is able to keep on the employees for longer period. According to
Govindarajulu and Daily, 2004, the competition is very tough and hard. So in this cut throat
competitive world it is very necessary and crucial for every company to retain its employees so
that the employees do not leave the job and go to their competitors.
In the words of Holtom, Mitchell and Lee, 2006, the employees can be retained in the
organization for a longer period by using many methods and techniques. For this the company
can create a friendly and cordial and cooperative ambiance and environment so that the
employee feel happy and safe working in the company. If the employees will feel good and
satisfied then they will give their full input and will work up to their fill potential.
Application of concepts (informed thinking; effective use of source material to create well-
informed, compelling and robust argument)
ARM is the company which is British multinational semiconductor and software
designing company which is now owned by soft bank group and its vision fund. ARM is

considered to be the best and leading semiconductor company as its technology reach up to 70%
of the global population which is in itself is the big achievement globally(Word and Sowa,
2017). The company having the 6000 employees from the 61 nationalists and more than 130
billion Arm based chips shipped to date. the company is completely dedicated and contribution
towards the eco system.
Soft bank owing the ARM which results in great deal for the company itself, to its
shareholders, employees, business partners, ecosystem as through this deal they can continue t
grow in near future for their growth, success and development. Partnership with the soft bank
Wil creates abundance of the opportunities fr the ARM as the advance technology can be serve
to all over the world which also helps in increasing their market share and increasing and
earning the better profitability for the business(Verma and Ahmad 2016).
This investment and proposal lays emphasis and proved the ARM technology in diverse ways as
the company had delivered 90 billion chips and it is the great achievement in itself and there is
the phenomenal opportunity available for the company to expand and explore their technology
in agriculture, heath care, Transport by emerging the efficient chips in the complete network
infrastructure. to diverse their technology in different sectors the company require to attract
more talent towards the company who are potential of doubling ad designing the software and
choose which helps the ultimate users of the technology.
Basically soft bank has approached ARM by bringing the two criteria that is providing
the press which is attracting for the availing the more shareholders and another is great future
vision which is more exciting and grateful(Vaiman, Haslberger and Vance, 2015). The deal
bought up by the soft bank is 17 pounds a share resulting the greatest deal for the business,
employee and shareholders. The deal also guarantees that soft bank will lead the ARM company
double up their head count in next 5 years which is also bigger achievement for the company as
well as for the economy .
ARM can plan effectively and efficiently to attract the best talents for the organisation.
They need to evaluate the skills, qualification and experience of the employees before recruiting
them,. The company can use the recruitment lecture or online recruitment process for attracting
more talents towards the company so that they can seek our the best among them for their
company to develop the software and chip(Terjesen, Vinnicombe and Freem, 2007). For
attracting the best talent to the organisation they need to manage and development the talent

people at work and this can be done by adopting the effective training and induction programs.
ARM is able to induct their employees relating to the developing software and designing which
helps the in their further growth and development.
ARM has to focus on harnessing the power of human skills into the machine age that is they
need to focus on training and guiding the employees or humans of the organisation to learn and
get expertise in the machinery age that is and managing and developing the software and also in
generating the effective ways of the advanced technology so that efficient services can be
rendered to the customers in long way globally(Swailes, 2016).
Not all the employees are good at all tasks of the company that is all the employees are
not having all the skills which are required in the organisation for effective operations and for
managing all the departments effectively, certain skilled employees is required that is there
might be shortage of the certain skills in company which are required by them(Stewart and
Brown,, 2011). For this company need to resource and make effective surveys for talent
planning in order to pool the best and effective talent towards the organisation which helps the
company in increasing their head counts and in addition to this leads the company towards the
path of the great success and designing new software's which will ultimately contribute in the
profit earning of the business as well as contribution towards the economy by satisfying the
needs and wants of the customers and economy. sometimes organisation may found the talent
crunch that is the shortage of talent which is a condition in which there is insufficient qualified
candidates to fulfil the markets demands for employment (Suseno and Pinnington, 2017). The
company needs to plan effectively the ways through which they can make the existing talent and
also can attract the new talent to the company which helps in more effective designing of the
software and leads the company to reach every corner of the world.
ARM can adapt the different ways for attracting the talent pool to the organisation and
one of the most effective tool is employee branding that is they can attract more talent by
generating the strong brand value(Sparrow and Makram, 2015). As there is lack of skilled
people and every company needs skilled employees for their organisation and in order to
increase the head count in coming 5 years soft banks requires to develop some strategies through
which they can attract more and more talent for the ARM so that company can increase their

operations of developing and deigning the software's which help to make available the ARM
technology all over the world with every person to achieve a great success.
Company needs to provide most effective and efficient technology to consumers that the
able to leave the remarkable impact on the consumer's mind so that such transformation brings
more retention of the people in the company and leads to reduction in turnover of
employees( WReilly and Williams, 2016).
Company also required to develop the relational trust with the importers and exporters
which helps in minimizing the monitoring and controlling costs which is further used to prevent
the opportunistic behaviours in trust relationship. The different conditions relate to boundary
affecting the transformation of calculative trust into the relational trust remain
unaddressed( Pilbeam and Corbridge, 2010). The company required to focus on the
investigation regarding the boundary condition for emerging the relational trust in inter-
organisational relationship between the exporters and importers. company also uses relational
governance to mange the interrelationship between the distributors .they also need to integrate
the resources, industry, institution so that they can benefit themselves from the positive effect of
the relational governance on export performance(Oakes and Griffin, 2018). In uncertain industry
environment export performance shows its effects of relational governance which became less
effective. but in cross country institutional distance it enhances the value of the relational
governance.
The most important factor of the company in employees performance is to achieve the
goals and successful employees are able to meet the deadlines, make effective sales, matching
and fulfilling the demand, kidding the brand, attracting customers by using effective
tools(O’Boyle and Aguinis, 2012). Modern management approaches recognise that people are
more complex and variable and having their individual expectations and needs. Employees neds
the change over time as they posses with the talents and capabilities which can be developed .
Therefore, company and soft bank collaboratively required to respond to individual with
wider variety of managerial strategies and job opportunities sin order to fulfil the organisational
goal as well as individual goal. The company is planning to increase the workforce with double
ratio in coming 50 years and it can be possible if they are committed to meet the customers
need and organisation focuses on the quality management and continuous improvement of their

operation which leads in more attraction of the new talent to the company and higher
opportunities available to the company to select few among many and the special talent is been
selected by the organisation in order to provide and us effectively the technology and other
resource of the organisation(O’Boyle and Aguinis, 2012).
ARM requires to reinvest in the most important and essential resource of the
organisation that is the human resources and if the company can't make he commitment of life
long employment than they are in the condition to reduce their head count(TNoe and et.al.,
2017). They not receive the cooperation unless they make it clear and specify that their people
will not be working themselves out for the job. ARM needs to provide a powerful sense of
purpose to the employees so that they can attract and company can recruit the talent towards
their organisation. For retaining existing employees also company need to crate a strong and
powerful employer brand so that employees feels secure and superior while working the
company and this will lead to the effective and best use of the resources by the employees
which ultimately leads to optimum utilisation all the resources(Michaels, Handfield- Jones and
Axelrod, 2001).
ARM can recruit the special talent for developing the soft wares through different
methods including the both lecture son recruitment and internet recruitment as to enhance the
productivity of the company. ARM deals in providing different type of technology which are
benefiting the ultimate consumers and almost everyone in all way by producing the micro chips
which are used in almost all mobile phones, televisions, washing machines, refrigerators , etc
(Mac Raeand Furnham,, 2014). ARM can recruit and select more and more seekers for their
organisation and needs to select the best among them which is capable of satisfying the job
description and developing and designing the software in most efficient way that company can
achieve their goals. Recruitment can also be done through different method which includes
program mic advertising, video interviewing, Texting, social media, employee referrals, and
many other ways through which company can attract more and more chip designer
talent( HHoltom, Mitchell and Lee, 2006).
Selection can be done with the interview method also to know and ascertain the view
point and knowledge of `the customers that their skills are sufficient which is required to the
organisation or they need to train the employees. After the section of the appropriate employees

ARM needs to give induction to the selected candidates to welcome them and to make familiar
with the company and the working environment in order to make them work with their full
potentials program also helps the business in minimizing the cultural and personal
differences(Groothuis, Hill and Perri, 2009).
ARM focusing on providing the additional technologies to the customers and in which
the have already started by providing the great and efficient technologies and which is the
reason of the more attraction of the customers towards the company(Greiner, 2004).
Technology required the long term investment for invention and development and for this the
deal of the soft banks looks attractive to the company as offer are in totality able to achieve the
objective(Grant, 2008). The value of 17 pounds a share is fair and effective value for the
company. As new technology with high investment which Is introduced by the ARM and is
capable of changing the people's life. Currently also ARM ha provided many great invention
and technologies to the people which helps them in providing them more comfort ad fast
elective services which includes the development of cortex- M 3 (fitness band), Establishing
secure personal link by (Cortex- M 3 Bluetooth) through which personal link can be established
between two persons via Bluetooth situating at different places( Govindarajulu and Daily,
2004).
For retaining the talent in the company ARM needs to provide powerful vision and
reason to the employees so that employees can stay in company and work with fill potential and
effectively. For more retention of the employees for longer period they can use many techniques
which are used for this purpose which might includes overcompensate, giving them room to
grow, Time and efficient training and development programs, offering employee benefits,
providing healthy environment, opening the line of the communication, giving them job
security. Work place safety. Additional benefits, allowance , etc.(Fiocco, 2017).
It is very important for the company t get the very best chip designer talent as the talent with
new and special skills have ability of creating the additional feature chips which will leads the
organisation in providing the more new and advanced technology to the customers with
additional benefits and will become the reason for more and great attraction of the customers
towards the ARM technology(Fernandez- Araoz, 2014). To increase the head counts they just