Argos Ltd: Workforce Planning, Legal Requirements, and Skills Report

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Added on 2020/12/09

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This report delves into resource and talent planning, focusing on Argos Ltd. It begins by analyzing current labour market trends, such as globalization, environmental sustainability, demographic changes, technological advancements, and urbanization, and their impact on talent management and workforce planning. The report then explores legal requirements, including the Equality Act 2010 and anti-discrimination laws, which organizations must consider. It determines current and anticipated skills requirements based on labour market trends and legal frameworks, providing examples for Argos and its competitor, Tesco. Furthermore, the report produces examples of job descriptions and person specifications for effective recruitment and selection and discusses various recruitment methods. It concludes by evaluating the stages of the HR lifecycle within specific HR contexts and assesses their integration within the overall organizational HR strategy.

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Resource and Talent
Planning

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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................ 4
P1 Analyse current labour market trends that influence talent management and workforce
planning.......................................................................................................................................4
P2 Explain the different types of legal requirements an organisation must take into account
when workforce planning............................................................................................................5
TASK 2............................................................................................................................................ 6
P3 Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples.....................................6
TASK 3............................................................................................................................................ 8
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection............................................................................................. 8
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning.....................................................................................................................................11
TASK 4.......................................................................................................................................... 13
P6 Evaluate the stages of the HR life-cycle applied to specific HR contexts. .........................13
P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy.
...................................................................................................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES.............................................................................................................................. 15

INTRODUCTION
Resource and talent planning is to understand needs and demand of talent or skills needed
at present or in future, it is very essential for organisation to achieve goals and objectives. In
resource and talent planning organisation ensure that they are able to attract and identify key
talented workforce to give competitive advantage and it is manage by accessing resource by
accessing changing needs. This report is based on Argos Ltd. That is British Catalogue retailer
organisation, operating in UK and Ireland and it is a subsidiary of Sainsbury. This report is based
on Current labour market trends that affect on talent management further it explains legal
requirements while workforce planning commenced. It also elaborates job description and
specification for effective recruitment and selection process with stages of HR life cycle and
their integration within organisational strategy.
TASK 1
P1 Analyse current labour market trends that influence talent management and workforce
planning.
Workforce planning and management is used to align goals and objectives with the
organisation to manpower to meet with regulatory authorities, legislation and requirement of
service and production to meet objectives. There are current market trends and changes that
influences market proceedings in effective manner to get desirable results. Workforce planning is
an important tool that helps in recruitment of skilled labour force and find the gap between
skilled labour and find needed skills in future so that they should give necessary training and
development to their employees (Armstrong and Taylor, 2014). Various current market trends
and development that are as follows:
Globalisation:

Globalisation is very wide term which refers to deal and connect at global level and
commence businesses in all over world. With help of Globalisation organisation can set up their
business in all over the world and according to requirement of organisation can recruit different
types of skilled and talented workforce, before some time period when globalisation not exist in
that scenario Argos can recruit their employees only from national level (Cascio and Boudreau,
2016).
Environmental sustainability:
In environmental sustainability consist of maintaining changes or reforms in balanced
environment by renewable resource, limit pollution and depletion of non renewable resources.
By maintaining sustainability in environment it help to Argos to exist for long time in
environment and give their best and with help of sustainability it gain attention of potential
consumers and employees also. Hence sustainability helps to talent and workforce management
(Church and Silzer, 2013).
Demographic change:
Demographic change refers to age structure of population that adjusting according to
living conditions. In present scenario people in organisation come from different backgrounds
and life goals, objectives and goals, skills that give their contribution in distinctive ways to
Argos. So it helps in talent management and workforce planning in suitable manner (Cooke,
Saini and Wang, 2014).
Technological changes:
Technological change refers to enhancement in efficiency of product and processes to get
best results and output. In case of Argos it acquire distinctive technologies to get effective
workforce such as it started recruit people with help of online so that it can sort best candidate
from large no. of people. So it helps to get skilled workforce so that it cab give its best efforts.
Urbanisation:
Urbanisation refers to shifting of people from rural to urban area or to gradually increase
in ratio of people resides in urban areas. Urbanisation is an important factor that helps in acquire
large no. of people when they shift from rural to urban in case of Argos. It give them opportunity
to grab large no. of people to get skilled workforce.
Hence all these factors help in recruitment and selection of workforce by analysing all these
factors in better manner so that effective results should be accomplish in better manner.

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P2 Explain the different types of legal requirements an organisation must take into account when
workforce planning.
In workforce planning and development there are different types of legal requirements
that give guidelines to protect interest areas of workforce and team management that are as
follows:
The equality act 2010:
The equality act 2010 is a legal law which works to protect people from discrimination at
workplace and in society. This law is replaced by anti discrimination law to make it easier for
people and give protection in different situations so that employees work in stress environment.
In that law many types of other laws consist in it such as sex discrimination act 1975, Race
relations act 1976 and Disability discrimination act 1995 that works in different spheres to
protect people from any kind of discrimination at workplace (Dessler, 2013). In organisation
Argos it adopt these laws and regulations so that no one employee suffer from discrimination and
give their best to organisation desirable goals and objectives(Gallardo-Gallardo, Dries and
González-Cruz, 2013). These laws and regulations help in build faith and loyalty both for
organisation and nation that build these laws in protection of mankind. It also give protection in
behalf of that work and duties should be assign according to talent and skills of particular person
not on basis of whether on male or female, disability basis, hence it focuses on people get
protected on basis of Age, because no one is disregard on basis of age all people are should be
judge according to their skills. On other hand people should not discriminate on basis of
disability equal opportunities should be given to every people and judge accordingly their skills
and talents. Hence this act all aspects in which covers Race, Religion or belief and sex
discrimination so all these aspects should be consider in resource and workforce planning in
Argos.
Anti discrimination act,1994:
Anti discrimination act 1994 by government of UK to protect their civilians from any
type of discrimination in workforce and wider society. In that act rights should be protected so
that any type of discrimination to protect from any type of malpractices and misdeeds can not
commence by them. This act is follow by Higher authority of Argos to protect their employees
from discrimination in which includes sex, race and disability discrimination in workplace so
that employees feel safe and secure and give their best to in organisational development.

Practices in workforce planning:
Fair HRM practices:
In Fair HRM practices includes consist of Policies and good HRM practices that help to
employees to give their best because organisation also give them best practices that help them in
their overall development. In case of Argos it uses best HRM practices so that employees can
give their best in organisational development and enhancement. In best HRM practices includes
Safe, healthy workplace, open book management style are major example. By giving positive
actions during recruitment and communication on equality and diversity so that employee can
give their best to organisation.
TASK 2
P3 Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples.
Labour market
trends
Trend analysis Legal
requirements
Anticipated skills
Globalisation Emerging trend
with help of
globalisation is
that it help to
recruit people
from all over
world and
establish
anywhere, it also
helps in prosperity
of SMEs and their
scope. It brings
potential talent
from across the
country.
To accept and get
best results out of
them, there is
need to foster
atmosphere to
adjust new
members in
organisation and
deliver best
practices so that
they can give
their potential
efforts in
organisation
growth and
development
(Gold and et. al.,
2013).
To get best results after adaptation of
globalisation there is need to access
skills and talent in people and assign
suitable tasks according to their
ability so that they can give their best
in Argos. Also leadership, problem
solving skills are require to get best
results (Huang and Tansley, 2012).
Globalisation helps to give best
products and services for SMEs in
emerging markets.
For example In case of Argos they
reach at global level they access
needs of consumers and set their
organisation according to legal
regulations which come in their path
of growth. Accessing market and
their potentiality helps in reach at
large consumer base.
On other hand Tesco which is an
competitor of argos to adopt different

situation coordinate with employees
and make changes in their working
process by describing their benefits to
them.
Demographic
changes
With help of
demographic
changes it helps in
bring different
types and
background
employees in
organisation so it
gives their
distinctive
experiences and it
brings people
from different
background and
they give their
experiences in
organisational
development
(Kavanagh and
Johnson, 2017).
Major
requirements in
demographic
changes in
convenient
transportation and
accommodation
so that they can
lead their life
comfortably in
organisation.
In anticipated skills in demographic
changes require digital skills and
leadership skills are important factors
that help to them.
For example in argos it have of
people who possess teleworking
skills that are necessary for achieving
specified goals and objectives that
people who belong from different
background. On other hand Tesco
give roles and responsibilities to the
specialized person to deliver
important information and insights to
deliver best services to them.
Environmental
sustainability
In environment
sustainability it
helps in work
force planning by
not harm
environment and
give suitable
working
conditions to their
employees so that
attract to work
that organisation
that brings
innovation and
sustainability.
In that scenario
environment
protection law
and conditions
should be require
and less gas
emission
measures also
require
(Longenecker,
and Fink, 2013 ).
In anticipated skills managers have to
be enough creative and give their best
suggestions to improve in quality.
For example in case of Argos they to
adopt specific skill set and adopt to
changes essential tools are require
bio bottles and 3D technology to
modify in their works and
proceedings to achieve desirable
goals and objectives. On other hand
tesco uses different tools and
techniques to give their best in
organisational development by
adopting eco friendly products and
services to ultimate consumers.
Technological
changes
When technology
changes it brings
robots in market
and all works
In that scenario
property rights
and labels are
required.
In that scenario more skill able work
force is required to understand that
advance technology in better manner.

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should be
digitalise to gain
better results.
For Example in case of Argos it
enhance their proficiency by
technological changes in that
includes help in maintain records and
data base. On other hand Tesco is an
multinational brand name and by
using by using copyrights and legal
obligations it give best attribute to
their consumers.
Culture Culture of
organisation
gradually changes
now it become
people orientated
rather than task
orientated.
In that scenario to
make good
culture
organisation have
to follow a
hierarchy and
good HRM
practices.
To make good culture better
management skills are require to
acquire best results.
Example of culture is solution of
problems of employees very
frequently in argos they adopt
different measures to fit with
dynamic culture in business
environment. On other hand in tesco
they use different theories and take
knowledge and insights out of them
and build an comfortable atmosphere
and culture in which employees can
give their best in organisational
growth.
TASK 3
P4 Produce appropriate examples of job description and person specification documents for
effective recruitment and selection.
Job description
Job Details
Post: Designing Head
Company: Argos Ltd.

Job Purpose
Duty of Designing Head in Argos Ltd is to create its own designs and development in
organisation. In addition to resolve and solve grievances and issues at workforce in
organisation.
Roles & Responsibilities
 Engage with other departments.
 production and development of creative designs.
 Development of online and digital marketing.
Person Specification
Post: Designing head
Department: Software designing department
Key: This show that what is required when like an evidence:
(A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
Qualification & Experience Numerate, comfortable using
data to measure process
performance & make
recommendations
Strong attention to detail
Significant experience of
working effectively within a
fast moving, broad range,
Digital retail environment.
Strong planning and
organisational skills
Influential and confident in
making decisions using
metrics to support.
Skills or knowledge There is require skills in
which leadership and

communication skills to deal
with adverse situation and get
desirable results.
Job description
Job Details
Post: Front End Developer
Company: Argos Ltd.
Job Purpose
Role of front end developer in Argos Ltd is to be a dedicated creator with ability to create
client based and high techno based web pages. Moreover, efficient to resolve problems and
handle grievances and issues of subordinates.
Roles & Responsibilities
 Building best MPV's by framing advance methodologies.
 Frame an effective and consumer friendly websites.
 By rethink and disrupt norms to frame tools.
Person specification
Post: Front End Developer
Department: Software designing department
Key: This show that what is required when like an evidence:
(A): Application form, (I): Interview, (R): Role
Attributes Essential Desirable
Qualification & Experience Potential acknowledgement
of basic SEO principles and
Effective leadership with
communication skills.

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techniques of optimisation .
Proficient in CSS pre-
processors like LESS/SASS
Expertise in JS frameworks
like Angular or React
Skills or knowledge Expertise in Vanilla
JavaScript (ES2015+),
HTML5, CSS3 and code to
W3C standards
Ready to adopt changes and
problem solving ability.
The documents for implementing recruitment and selection are as follows:
Poster
Interview Questionnaire
 How many years experience do you have?
 What you know about designing?
 How many designing till now you have made?
Personality Test
It is method for assessing human personality constructs. There are different types of
personality test which are conducted by organisation in order to know about their employees or
new joiner. This helps them for assessing task as per their knowledge and skills.

P5 Apply different recruitment and selection methods for effective talent resourcing and
planning.
Recruitment is the process in which right kind of people should be appoint at right place
so that it can give their best to organisation (Meyers, Van and Dries, 2013). There are two types
of recruitment methods that are as follows:
Internal recruitment:
In internal source of recruitment candidates should be selected from within the
organisation and following are the methods of recruitment (Rothwell and et. al., 2015).
Promotion:
In that internal recruitment post should be fill with candidate within organisation by
judging their skills and talents and promote them.
Transfer:
In transfer of job candidates should be transfer from job in another location without
changing their roles and responsibilities. It is best method to fill the job to appoint best candidate.
External recruitment.
In external source of recruitment candidates should be appointed outside the organisation
and from large no. of job applicants (Siikaniemi, 2012). In external recruitment there are many
methods consist in it that are as follows:
Campus recruitment:
In that type of external recruitment potential candidates should be selected from
campuses where fresh and new candidates could be founded with potential skills(Sparrow and
Makram, 2015).
Video interviewing:
In that type of recruitment method candidates should be selected by taking their
interviews by digitally who are far away from locations so it is best method to judge their
communication and verbal skills in Argos.
Advantages and disadvantage of internal recruitment:
Internal recruitment helps in enhance morale of employees of organisation on other hand
organisation have limited choice to select candidate. It is cost effective method of recruitment

but also it creates chaos in organisation because others employees get dissatisfied from
judgements.
Advantages and disadvantage of external recruitment:
With help of external recruitment lot of pool of candidates should be available and
organisation can select best out of it. But it is occurs lot of cost. When new candidates recruited
then probability of risk increase and it consumes so much time and cost also
Recruitment objectives:
Recruitment objectives is distinct from organisation to organisation but some objectives
are similar that are as follows:
Best candidates should be selected in pool of candidates and fair process should be followed by
organisation so that effective results should be accomplish.
Job analysis:
Job analysis is the process in which by analysing existing knowledge and information and
after that set up that activities should be performed and expected results and skills should be
achieved. In job analysis two important are consist in it to select right candidate.
Job description and job specification:
In job description the roles and responsibilities, place and working hours, salary and
designation etc. information should be displayed before candidate so by observing that by
acknowledge it candidate can take decision (Sparrow, Hird and Cooper, 2015). On other hand
job specification required potential in candidate should be describe in which includes
qualification,skills and talents and specific qualities an organisation needed.
Competencies:
Core competencies includes knowledge,skills and abilities and in core competencies
includes practice based knowledge, interpersonal skills and professionalism (Stredwick, 2013).
Future trends in recruitment:
In future recruitment process should be change totally in future people will frame
personal portfolio sites that shows experience and skills of individual. In future potential
knowledge is require to solve problems in practical way and technical knowledge.
In today scenario recruitment and selection is crucial task and give important information and
attributes to select right type of candidate so that it can give their best results in effective manner.
The positive and negative aspects of R&S processes for talent resourcing are:

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Positive Aspect- It helps in getting employee for given job profile. It also assist in saving
cost for organisation as skilled and knowledgeable person are selected for enterprise which does
not require more training and development programmes.
Negative Aspect- The time requirement for getting appropriate candidate is more. It is not
possible that business always get right person through talent resourcing.
The legal and financial aspects and implications of different R&S methods are:
Legal- Organisation need to follow all legal rules and regulations. They should use all
equal act, employment laws and others. It should be applied while hiring employees for business
and should treat equally and fairly.
Financial- While doing R&S, it is responsibility of organisation to make aware of salary,
promotion, transfer to their working staff. Also, training and development should be conducted
on regular basis for their employees in order to carry out task. The manager should make proper
budgeting for all aspect. This helps in encouraging and motivating subordinates.
Methods assessing validity and reliability of R&S processes helps in selecting right
candidate for given job profile and they can be provided with training and development for
improving them.
It is recommended to organisation to do proper recruitment and selection polices for
talent resourcing. Each and every employees should be given an opportunity for interview. The
best and capable should be selected for given job vacancy.
TASK 4
P6 Evaluate the stages of the HR life-cycle applied to specific HR contexts.
In human resource while select an candidate to achieve business objectives and goals in
effective manner, there are whole life-cycle which is follow by them that are as follows:
Recruitment:
When an organisation planned to grow their business there is need to employee best of
candidate according to requirement of Argos. In organisation decisions regarding hiring play
very crucial role in turnover, productivity and growth also. To get effective results there is need
to analyse requirements of human resource by creating strategic staffing plan in which
requirement of position that to be filled and best strategy to attract potential candidates. Further
organisation have to analyse compensation and salary with other benefit packages for candidates

so that they attract towards organisation. In addition to develop an interviewing protocol in
which phrases of testing the abilities of candidates should be accessed such as written tests and
many phrases of interviews.
Education:
Education process start when candidates join the organisation and it is the time when
Argos have to deliver potential knowledge should be deliver by conducting orientation program
in organisation in which all information regarding their roles and responsibilities, expectations
should be explain in detail. In education process culture of organisation should be explained and
old employees make new employee comfortable by talk with them. With organisation give
potential training until they get proficiency in their roles and responsibilities (Tansley, Kirk and
Tietze, 2013).
Motivation:
In beginning phrase of employees the turnover ratio is comparatively low because their
motivation level is also low. In that scenario organisation work on to motivate employees by
engage them and by offer compensation and by giving recognition to them.
Evaluation:
In that phrase after giving all training and knowledge now it time to evaluate performance
of candidate and by giving special metric results organisation evaluate their performance. With
help of constructive feedback they evaluate their performance (Ulrich and et. al., 2012) .
Celebration:
In last stage of life cycle organisation give motivation to their employees by give thanks
for their contribution and appreciate their hard work. In that scenario organisation give different
benefits to employees such as gifts, bonuses, flexible work hours are important attributes that
work as a motivation for them and rejuvenate also.
With help of HR life-cycle an organisation can get best candidates out of them and it sometimes
end up with retirement, pay benefits and voluntary retirements. Right termination of life-cycle is
also an important decision have to be taken by organisation.
P7 Evaluate how stages of the HR life-cycle are integrated within organisational HR strategy.
HR life cycle integrate with HR strategies to get effective results in organisation that are
as follows:
Business needs (Stage 1):

In that stage business needs means their objectives with customer needs should be
analyse with help of different types of surveys, opinion surveys and exit surveys and with
different types of tools and techniques helps in taking important decisions so that consumer
should get delighted satisfaction level. Hence life-cycle of HR integrate with organisational HR
strategies.
Job competencies (stage 2):
With help of job competency an employee can give their best in organisational
development and enhancement in which important information should be display such as skills,
abilities that analysis with help of core competencies review, job group specific competency
review are important measures help in organisation HR strategy (Siikaniemi, 2012).
The hiring process( stage 3):
With help of hiring process different types of positions should be filled by
acknowledgement of their skills and abilities according to organisation needs and wants by
customer service, technical professional knowledge.
Learning and development (Stage 4):
learning and development help to organisation in addressing critical problems of in which
includes performance management, development resource advisor and talent management
system that help in integrate with organisational HR strategy (Gold and et. al., 2013).
Performance assessment (Stage 5):
In performance assessment importance of continuous learning and development needs
should be analysed so that by updating different trends and technologies and best practices in
organisation to get best results out of them.
Continued learning and training (stage 6):
In organisation for the development of employees and give innovative products and
services there is need to give proper training and development so that effective results should be
achieve.
Total rewards ( stage 7):
organisation have to give rewards and compensation so that employees can give their best
to organisation in terms of compensation, benefits and non financial rewards etc..
HR life cycle:

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Recruitment and selection:
In HR life cycle first and foremost stage is recruitment and selection by that most suitable
candidates should be selected according to organisation requirement. In case of while expand in
other country Argos have to select people according to their goals and objectives. For an
example it adopts a new technology in their organisation in that they require individual who have
knowledge of techniques. In that age discrimination in employment act that provides help.
This stage gives best candidate to the organisation but on other hand it de motives their internal
employees and also incurs huge cost.
On boarding and orientation:
orientation is very important stage in which teaching and knowledge should be given to
employees when they newly joined the organisation so that they feel comfortable in that
environment and give their best. For an example Argos organise orientation program for new
join to give them knowledge.
Their positive aspect is that it makes comfortable to employee and also give knowledge. On
other hand it occurs huge cost and time in implementation.
Performance management:
Performance management is chain of activities that helps in create environment in which
people are able to perform in their best manner. For an example in case of Argos they give whole
knowledge about their objectives, task and duties so that they feel comfortable and give their
best. In that appraisal structure/ form should be applied.
There advantages that individual feel motivated when they know everything about the
organisation and give their best. On other hand it is very tiring process which takes huge cost and
time to accomplish.
Succession planning :
succession planning is a process who work for developing new leaders in organisation in
place of old leaders in case of their retirement, leave or death. It enhance experienced people in
organisation. For example in case of Argos it adopts policies that give important knowledge
about requirement of leader and brings effectiveness.
Its advantages are that it is very fruitful for organisation to give effective leader in growth of
organisation and on other hand it decreases morale of employees and they feel unsecure.
Exit and Transition:

it is an exit strategy that should be planned by leaders in their company. It gives estimate
of time and money to people about in specific time an individual have to leave. For example in
case of Argos they give some time estimate to leave their job because they require some fresh
talent at that time.
Their advantages is that fresh talent come in organisation which helps in gain organisational
goals and objectives. On other hand it hinders motivation level of other employees.
It is best to apply Recruitment stage by analysing requirement of an organisation and orientation
should be adopted by conducting different conferences. In performance management should be
best practice which can be applied by schedule all things in better way. Further exit stage should
be apply by observing requirement of fresh talent in organisation.
CONCLUSION
From the above report it has been concluded that Resource and talent planning is an
important attribute in acquisition of skilled and talented workforce to achieve organisational
goals and objectives. There are some current and recent trends that occurs in industry which are
very essential for organisational development and it also brings efficiency. Further there are
some essential legal laws that help in organisation to attain talent and workforce planning and
helps in create good atmosphere in organisation and maintain motivation level of employees
towards organisation. To recruit best candidate according to organisational requirement there is
need to frame perfect job description and specification, it gives suitable knowledge about both
job and person specifications.

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