Report: Talent Management, Labour Market Analysis at Tesco Plc - HRM

This report examines talent management and labour market analysis within the context of Tesco Plc. It explores the role of talent management in achieving business goals, emphasizing attracting and retaining top talent, and enhancing employee performance. The report critically evaluates the importance of labour market analysis, including its implications in identifying skilled personnel and addressing skills shortages, particularly in the context of Brexit. Furthermore, it assesses the effectiveness of practical skills exercises in addressing individual needs, focusing on a workshop conducted by the author to improve soft skills. The report discusses the successes and challenges encountered during the workshop and suggests improvements for future training sessions, highlighting the importance of employee engagement and tailored approaches to skill development.

Employee Talent and
People Human
Resourcing

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK 1............................................................................................................................................1
1. Role of talent management to ensure that organizations deliver their business goals.............1
2. Critically evaluate the importance of labour market analysis along with its implications......2
TASK 2............................................................................................................................................4
1. Evaluate the experience of conducting practical skills exercise and how it is helpful to
address individual needs..............................................................................................................4
CONCLUSION ...............................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
Human resources are the people who help the organization to manage their work in order
to achieve successful outcomes. Here company and different departments are responsible to
manage their human resources through implementing various practices and techniques (Andrew
and Sofian, 2012). By using human resources management practices in the organization which
help the manager to improve their employees efficiency as well as effectiveness in order to
complete their task. For the better understanding of this concept report select the Tesco Plc to
achieve business goals & objectives. It is founded in 1919 by John Cohen in Welwyn Garden
City, England, United Kingdom. Tesco is multinational retail company which provide groceries
items. This report include the role of talent management, importance of labour market analysis
and its implications in context of selected organization.
MAIN BODY
TASK 1
1. Role of talent management to ensure that organizations deliver their business goals
Talent Management (TM): It is the anticipation of required human resources in the
organization in order to complete their task and achieve business goal & objectives. It also
include the planning to meet the organizational need as per requirement. Basically it is a
commitment to recruit, hire, retain and provide them necessary training to make them talented
employees which increase their demand in the market (Mayo, 2016). Talent management include
the three components such as TM is the part of HR process which is integrated with each other,
attract, motivate, retain employees in the organization and main purpose of talent management is
to increase individual performance to achieve business goals & objectives.
Role of talent management:
It plays very critical role in the organization because it include the process of recruiting,
hiring new people, provide training & development program and motivate employee to increase
their performance in order to achieve their business goals & objectives through delivering their
effective performance. Some of the role discussed below:
 Attract top talent: Organization adopt talent management in order to attract skilled
people who have specialization in their filed which is beneficial for the business in order
to increase organizational productivity as well as profitability. For example: in context of
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Tesco, manager hire sales parson who have lots of experience in their filed. So selected
candidate does not required any kind of special training so it will save the money, time or
efforts of organization. It is further beneficial for the Tesco to achieve their business goal
because employees are skilled and have ability to increase productivity or profitability.
So talent management help the organization to identify top talent and hire them to deliver
their services.
 Employee motivation: It helps the business to identify various opportunities and then
motivate individual to perform accordingly to achieve their business goals. It also provide
more reasons to stay in the organization perform their work efficiently or effectively
(Selesho and Naile, 2014). So manager of Tesco have to motivate their employees on
continuous basis which increase productivity as well as profitability.
 Enhance employees performance: using talent management will help the organization
to increase their employees performance which automatically increase the production or
profitability of the business. Because suitable person will face less management issues
and grievance in the organization. It also provide the guarantee that talented people helps
in making business more stronger.
From the above mention role of talent management will help the manager of Tesco to
increase their employees efficiency as well as effectiveness in order to achieve business goals &
objectives. Talent management also play other roles such as retaining employees through
providing various reward system or incentives. Employee engagement, enhance business
performance and provide high customer satisfaction.
2. Critically evaluate the importance of labour market analysis along with its implications
Labour market: It is the place where supply and demand of jobs will meet and produce
something which is beneficial for the both parties. Individual can work under any person or
organization to satisfy their need of job and perform their task which help the organization to
achieve business goals & objectives (Nilsson and Ellström, 2012). It further helps in increasing
productivity or profitability by using their skills. Worker is the seller and employer is buyer
because they purchase individual services in order to complete their task for the successful
outcomes.
Labour market analysis: It is the integrated part of recruitment process where they
ensure to find skilled people along with provide compensation package to attract more
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candidates. Along with this motivate existing employees in order to enhance their performance
as well as productivity. In context of Tesco Plc, they have to find skilled people who have
ability, required skills and capability. Company provide high incentives along with attractive
reward system to attract more people and talent one also.
Importance of labour market analysis along with implementation:
By using labour market analysis organization get the various benefits and it is very
important to find talented people which helps in increasing their productivity and profitability.
Some of the importance discussed below:
 It helps in identifying labour market and various types of position available in the
market: With the help of labour market analysis individual identify the job position for
example in the Tesco Plc, company required store manager, sales manager, sales person
etc.
 It also helps in analysing the market regarding salary for a specific job role: This
process include the comparison of similar vacancy with salary rates. It is beneficial for
the individual as well as organization to know industry rates (Swailes, Downs and Orr,
2014). For example: After Brexit employment rate will changes and it will applicable
as per the different industry.
 Recruit EU nationals after Brexit: From 1st July 2021, EU citizens who live in the
UK get the immigration status to work in the UK nation. It become challenging for the
hiring manager because they have to adopt different selection process (Brexit affect
recruitment process, 2019).
 Increase skills shortage: Brexit affect the existing UK's skills and create shortage
across the whole industry. In the 2017, 22% from engineering business leaders and 42%
from aviation industry will affected and they face the challenges for the next five
years. As per global market demand, supply of aviation skills set to over take by 2027
and existing people are the representative of this. Shortage of skills will increase the
business related issues in the UK.
 Increase the need for marketing and talent attraction: As per the report of LinkedIn
2018, 86% of hiring strategy will already affected due to Brexit. Similarly 44% of
recruiters think that UK is becoming less attractive for EU citizens and 39%
international candidates move to the London.
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With the help of labour market analysis, organization identify the latest market trends,
industry rate, salary package, structure of position, consultation with management etc. But after
Brexit, it become difficult for the HR to recruit new people who are skilled as per the
requirement and which can fulfil the requirement of job. Brexit increase the demand of skilled
people for that they have to improve their recruitment and selection process in order to hire
suitable candidate. It will help the UK's business leaders such as Tesco to increase their
productivity as well as profitability.
TASK 2
1. Evaluate the experience of conducting practical skills exercise and how it is helpful to address
individual needs
As a manager of Tesco plc, I am the responsible person regarding every actions which
can affect the organization and it can further affect the profitability as well as productivity. To
increase employees efficiency, effectiveness or performance I am conducting a workshop which
is regarding improvement of soft skill. It is important skill which required by every individual to
enhance their performance in order to achieve business goals & objectives (Thunnissen, 2016). It
is the practical skill exercise where experts provide the tips to improve their personality as well
as performance. So I am conducting workshop where I call some experts who proceed the
program and provide them knowledge regarding soft skills and how it helps the individual to
improve their performance.
What went well?. As a manager of Tesco Plc, I am conducting soft skill program which
is very beneficial for the employees and there are various reasons which force me to develop soft
skills in the employees which provide success to achieve their organizational goals & objectives.
It help the organization to strengthen your bottom line functioning. As per the study of Boston
Collage soft skills helps in increasing communication among the workplace and problem solving
helps in increasing individual productivity as well as whole organization. In the workshop,
professional provide various tips to increase various skills such as leadership, teamwork,
communication, problem solving, work ethics etc. These skills required to develop or enhance
which further helps the manager of Tesco to increase organizational productivity or profitability.
It will also include the standards and set of rules which required to engage with other and follow
the procedure for successful outcomes (Ulrich and Smallwood, 2012). In my point of view, those
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employees have relevant soft skills can develop positive workplace culture. So I make sure that
every individual understand or adopt these skills which is beneficial for them as well as for
whole organization. For example: effective communication will reduce the confusion among the
different functioning department which automatically helps in increasing their performance and
achieve business goals & objectives.
What did not go well?. After finishing soft skill workshop, I am taking feedback that
what employees actually learn and how this session beneficial for them. But I find that most of
the workers are not openly participated in this workshop due to their introvert nature. They feel
shy or hesitate to answer and they are not openly ask their queries. Experts will provide various
tips to improve their communication where they have to communicate with their peers or
superior to remove hesitation or they freely share their ideas, through and opinion with me. Some
employees participating very well but some of them does not and this workshop fail because I
am not able to see any big improvement in the individual. Similarity, professional also provide
tips to enhance their problem skills where they play games with them which increase their
thinking capacity and become innovative. Role play will help the individual to think beyond the
box where they have to think according to the other person and then perform accordingly. But
here also, extrovert employees will participate and introvert people will hesitate even they have
good content but they are not able to express (Vaiman, Scullion and Collings, 2012). So I have to
find out other way to develop these skills which make every individual confidante and express
their ideas, though, suggestions etc.
What could you have done differently?. Next time before conducting any session
regarding improvement of soft skill I have to set a general informal meeting where I personally
talk with each worker. I will make team who have few members and it will be in combination of
different types of personally. I personally talk with each member to take part in the workshop or
if they have any problem then they care freely share with me. Along with this, I ensure that
employees regularly communicate and share their opinion and take suggestions which can be
further utilized. I also ensure to change their roles in the organization basically employees role
and functioning area will be changes to make employee comfortable with everyone not to
hangout with only one group.
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CONCLUSION
From the above discussion it has been concluded that human resource is the most
important part of the organization which help the business to complete their task and achieve
business goals & objectives. Talent management is the part of HR process which helps in
attracting or retaining skilled people to improve their organizational performance. Labour market
analysis helps in identify skilled people and attract them through providing attractive
compensation package.
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REFERENCES
Books & Journals
Andrew, O. C. and Sofian, S., 2012. Individual factors and work outcomes of employee
engagement. Procedia-Social and Behavioral Sciences. 40. pp.498-508.
Mayo, A., 2016. Human resources or human capital?: Managing people as assets. Routledge.
Selesho, J. M. and Naile, I., 2014. Academic staff retention as a human resource factor:
University perspective. International Business & Economics Research Journal (IBER).
13(2). pp.295-304.
Nilsson, S. and Ellström, P. E., 2012. Employability and talent management: challenges for HRD
practices. European Journal of Training and Development. 36(1). pp.26-45.
Swailes, S., Downs, Y. and Orr, K., 2014. Conceptualising inclusive talent management:
Potential, possibilities and practicalities. Human Resource Development International.
17(5). pp.529-544.
Thunnissen, M., 2016. Talent management: For what, how and how well? An empirical
exploration of talent management in practice. Employee Relations. 38(1). pp.57-72.
Ulrich, D. and Smallwood, N., 2012. What is talent?. Leader to leader. 2012(63). pp.55-61.
Vaiman, V., Scullion, H. and Collings, D., 2012. Talent management decision
making. Management Decision. 50(5). pp.925-941.
Online
Brexit affect recruitment. 2019. [Online]. Available Through:
<https://www.recruitment-international.co.uk/blog/2018/09/how-will-brexit-affect-
recruitment>
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