Analysis of Labour Market Trends and HR Strategies

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Talent Planning and Success of an Organisation
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Table of Contents
Introduction......................................................................................................................................3
LO1: Analyse labour market trends and appropriate legal requirements which influence
workforce planning..........................................................................................................................3
P1: Analyse current labour market trends that affect talent management and workforce
planning.......................................................................................................................................3
P2: Explain the different types of conditions an organisation must take into account when
workforce planning......................................................................................................................4
Conclusion.......................................................................................................................................6
Introduction......................................................................................................................................7
LO2: Determine current and anticipated skills requirements in varying context............................7
P3: Based on current labour market trends and legal requirements determine the current and
anticipated skills requirements for a range of organisational examples......................................7
Conclusion...................................................................................................................................8
LO3 Apply the appropriate documents and processes which contribute to active recruitment and
selection...........................................................................................................................................9
P4 Produce proper models of the job description and person specification documents for active
recruitment and selection.................................................................................................................9
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning.........................................................................................................................................12
LO4 Evaluate how to manage the human resource lifecycle within the context of HR strategy.. 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...15
Conclusion.....................................................................................................................................16
Reference list.................................................................................................................................17
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Introduction
The report includes the existing trends of the labour market and the effect of it on the workforce
planning of the organisation. The story consists of the own benefits of workforce planning along
with its implication to increase the overall revenue of the organisation.
LO1: Analyse labour market trends and appropriate legal requirements which influence
workforce planning
P1: Analyse current labour market trends that affect talent management and workforce
planning
Every organisation aims at providing an excellent service to their customer along with Argos.
Argos is one of the retail stores which is a subsidiary of the famous global retail chain, i.e.
Sainsbury. Therefore, the management of the organisation has to ensure that the overall business
strategy remains up to date per the existing trends of the market. The management of the
organisation has to undertake several important responsibilities, which ensure the overall growth,
as well as the development of the organisation, remains constant. Therefore, the management of
the organisation has to determine the existing trends of the labour markets to develop an overall
suitable workforce planning of the organisation.
A labour market is a place where the employers, as well as the labours, meet to discuss the
existing demand as well as the supply of the goods as well as the services. The trends of the
labour market depend on several commodities such as the average employee turnover of the
employees of the United Kingdom (Collinsdictionary.com, 2019). The average turnover of the
employees in the United Kingdom is around 15% now. However, it highly depends on the
growth as well as the development of various industries within the country. The management of
the sectors moulds their strategies in such a way so that they can adapt themselves according to
the current trends of the market. This furthermore, helps them to regulate their overall workforce
as well. The following describes the existing patterns of the labour market of the United
Kingdom:
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 The highest unemployment rate was in London in March 2017, for over three months,
which was around 6.1%.
 The highest employment rate in the United Kingdom was in Southwest, which was
around 78.7%, and the lowest was in Northern Ireland with 68.4% according to March
2017.
 During December 2016, the highest workforce jobs in the service sectors were in London
with around 92.2% whereas the highest proportion of jobs was in East Midland in the
production sectors with 13.7%.
According to the stats of (Ons.gov.uk, 2019), it shows that the highest proportion of the
production sectors were in East Midland. Therefore, the management of Argos has to initiate
several marketing strategies to attract customers in the different areas of the United Kingdom
besides East Midland. However, the high workforce in the production sectors signifies that the
company has to apply several strategies to survive in the extremely high competitive markets.
The workforce planning has to access accordingly as well to increase the overall revenue of the
organisation.
To increase the workforce of the organisation, the Human Resource Management of the
organisation has to hire several talented individuals (Nonprofits HR, 2019). This will ensure an
overall increase in the workforce of the organisation. Therefore, the management of the
organisation has to keep a detailed record of the progress of the employees to place them in the
right position at the right time.
P2: Explain the different types of requirements an organisation must take into account
when workforce planning.
The workforce planning of the organisation enables the management of the organisation to
increase their overall revenue and dominate the highly competitive market. The management of
the organisation applies several initiatives to develop a suitable workforce plan. A proper
workforce plan includes how the control of the organisation can innovate, mould, as well as
create effective financial, marketing, as well as business strategies, which ensures an overall
sustainable growth as well as the development of the organisation. The advantages of the
workforce planning are mentioned below:
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 The workforce planning enables the management of the organisation to identify several
strengths as well as weaknesses of the organisation.
 The workforce planning allows the management to determine the talents of the
employees and a place them in a suitable position within the organisation at the right
time.
 The workforce planning allows in the preparation of the steps that are required for the
growth as well as the development of the organisation in the future.
The Human Resource Management of the organisation has to assess the overall data of the
growth as well as the development of the employees of the organisation. A suitable workforce
plan mainly includes how an organisation can increase their productivity and increase their
overall revenue. There are several retail stores, which provide an excellent service to the
customers at low price. These stores include Tesco, ASDA, as well as Jack stores, which is the
subsidiary of TESCO. These stores are famous and are highly favoured by the norms of the
United Kingdom. Therefore, the management of Argos has to apply several initiatives to develop
a suitable workforce plan, which can help them to survive and dominate the extremely high
competitive market. The growth in the revenue enables the organisation to survive in the highly
competitive markets and further dominate it. Therefore, the management of the organisation has
to analyse several trends of the markets, which includes the demand, and supply of the labour
markets. The analysis of the patterns of the market enables the management to identify their
strengths as well as weakness and mould their business strategies accordingly to increase their
overall revenue.
Furthermore, the overall revenue of the organisation depends on workforce planning and
therefore, the Human Resource Management of the organisation has to apply several strategies
and therefore has specific requirements. The Human Resource management of Argos utilises
several motivational skills, which motivates the employees of the organisation to provide their
best for the betterment of the organisation. Furthermore, the motivational strategies used by the
Human Resource Management of the organisation helps in the maintenance of the overall
atmosphere of the workplace (Brewster et al., 2017). To create an effective workforce plan, the
Human Resource Management of the organisation has to analyse the growth as well as the
development of the performance of the different employees of the organisation. This allows the
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management of the organisation to jot down the data required for developing a suitable
workforce plan. Furthermore, the control of the organisation has several criteria under which the
employee turnover depends. The administration has to keep a detailed analysis of the information
about their employees to make a profit.
Conclusion
The report has depicted the benefits of the workforce [planning for the retail organisation along
with its implication. Furthermore, the importance of the analysis of the existing trends of the
market for growth as well as the development of the organisation.
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Introduction
There are several skills, which are required by the employees to bring profit to the organisation
especially in the extremely high competitive market. The management skills applied by the
Human Resource Management of Standout local organisation such as TESCO are described
along with their significance.
LO2: Determine current and anticipated skills requirements in the varying context
P3: Based on current labour market trends and legal requirements determine the current
and anticipated skills requirements for a range of organisational examples.
To increase the overall revenue of the organisation, the management of the organisation has to
analyse the existing trends of the market. The key to success in the retail markets is customer
satisfaction. Customer satisfaction is directly proportional to the overall revenue of the
organisation as it helps to attract several other customers as well. To increase the overall
customer satisfaction of the organisation, the management analyses the existing trends of the
market to modify their products as well as the services according to the needs as well as
requirements of the customers. The maintenance of the needs, as well as the requirements of the
customers, enable the organisation to increase their overall customer satisfaction of the
organisation, which eventually helps the organisation to improve their total revenue.
There are several famous retail chains in the United Kingdom, which provides excellent service
to customers. These stores offer strict competition to Argos, and henceforth, the management of
the organisation applies several strategies to their respective organisation to increase their overall
revenue (Moore et al., 2017). The management of TESCO is regarded as one of the most flexible
as they have successfully managed to spread their branches in different parts of the world
including the Asian market. The Asian market is regarded as a market, which follows their
respective culture, and the individual preferences of the customers are different. Therefore, the
management of TESCO applied several flexible strategies to ensure an overall sustainable
growth as well as the development of TESCO in the Asian market. The management of the
organisation analyse the market of Asia, gathered the information about the existing products as
well as services of the organisation, and moulded their respective strategies as well as product
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accordingly. A thorough analysis of the labour market also helped them to gain the trust of the
people in the Asian market.
However, there are the specific set of skills that are required by the employees of the
organisation who are working under the retail organisation. The Human Resource Management
of the organisation has to recruit several employees according to the needs of the organisation.
Therefore, he or she has to identify specific skills within the candidates, which can help the
organisation to increase their profits (Ayers et al., 2017). The collective skills, which are
required by the retail organisations, are:
Practical communication skills: This helps the employees to deal with the customers
effectively. The way of an approach of the staffs of the organisation determines the overall
positivity of the organisation.
Interpersonal skills: This skill enables an individual to create a healthy relationship not only
with the customers but also with the employees that are working in the organisation.
Time Management skills: The time management skill enables an individual to maintain the
formalities as well as the etiquette of the workplace. The management highly regards this as it
affects the overall ambience of the workplace.
Conclusion
The study includes several strategies applied by the Human Resource Management of the retail
organisation to bring significant benefits to the organisation. The analysis has revolved around
the management strategies that have been used by the Human Resource Management of TESCO.
Furthermore, the basic skills that are required by the employees to bring significant profit in the
overall revenue of the organisation are included in the analysis.
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LO3 Apply the appropriate documents and processes which contribute to active
recruitment and selection
P4 Produce proper examples of the job description and person specification documents for
active recruitment and selection.
Interview Criteria
Introduction
“Argos” is an organisation, which determines the employee's quality and talent and is giving a
recruitment process for hiring new employees, which will apply, to their new criteria or domain
of work. The interview process will consist of the generally three rounds or procedures they are
determining the employee's attitude through a personality test, arranging group discussion and
lastly a personal interview round. As an employer, there is a need of experiences worker with
excellent communication skills as a mandatory criterion or talent within the employees.
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A job advertisement to recruit new employees
The Selected Candidates
1) Thorsten Holman
 He has excellent Interactive Skills
 He has a good hold in the language English
 He is good at handling Computer devices and electronic devices
 He is thorough with Microsoft Word and Excel
 He is graduated from the London Business School
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Argos, United Kingdom
Date: 12.01.2019
Milton Keynes, United Kingdom
Subject: Advertisement for Recruiting New Sales Executive
The company
The Argos is the Top employer company and has successfully motivated employees with their
attitude and outlook in developing a business organisation.
Position
We are looking for an experienced, skilled Sales Executive, with excellent communication skills
and a good hold in the English Language. The salary package will be $15000 and 8-hour shifts.
The company will also give extra incentives of the employees can reach targets within time. The
company can provide excellent opportunities for career growth and with bonuses for extraordinary
contribution to their through hard work.
Regards
Lisa Thomson, HR, Argos, UK, [phone]

 An amiable person with a responsible character and One Year Experience in sales
2) Rose Martin
 Good Interaction skills
 Experience in working in a big Retailing organisation
 Knowledge of various languages including English
 She completed her education from Imperial College Business
We have decided to recruit Rose Martin as she has held in various languages, which will help the
company to get more customers and make a good relationship with the customers. She is very
amiable and passionate about the experience in the essential retailing sector, which will add as an
advantage to the organisation.
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