Resourcing and Talent Planning Report: H&M Case Study

This report provides a comprehensive analysis of resourcing and talent planning, focusing on labor market trends in the UK and UAE, workforce planning principles, and the strategic positioning of organizations in competitive markets. It explores the roles of government, employers, and trade unions in ensuring future skills needs are met, along with the use of various workforce planning tools. The report delves into succession and career development plans, legal requirements for recruitment and selection, and the strengths and weaknesses of different recruitment methods. It also examines approaches to talent retention and concludes with advice on managing dismissal, retirement, and redundancies, with a specific focus on good and lawful practices. The organization used for the case study is H&M.

Resourcing and Talent
Planning

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Q1. The major key contemporary labour market trend in various countries...............................1
Examine organisations position themselves strategically in competitive markets......................2
Q2. Role of government, employers and trade unions to ensure future skills.............................3
Q3. Description of the main principles regarding effective workforce planning and examples
of the tools using for this purpose................................................................................................4
Q4. Develop basic succession and career development plans.....................................................6
Q5. Description of the main legal requirements in relation to the recruitment and selection and
assessment of the strengths and weaknesses of two different methods of recruitment and
selection.......................................................................................................................................8
Q6. Contribute to development of job description, person specification and competency
frameworks................................................................................................................................10
Strength and weaknesses of various approaches to retention of talent......................................13
Q7. Provide a brief summary of the advice you would provide to your organisation on good
and lawful practice for managing dismissal, retirement and redundancies...............................13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Resourcing refer as the activity of gathering best within an organisation to build the
portfolio that able to fulfil diverse needs. The role of resourcing has importance within an
organisation for effective continual functions without any hindrance and restriction. This will
further provide the opportunity to grab competitive edge within the market through presence of
distinctive resources portfolio. This activity also has the effective contribution towards managing
talent within an organisation. Talent management is the activity related to retention of talented
employees along with regular improvement in their existing skills and competencies. This
concept simultaneously has the wide scope that covers everything from recruitment to
redundancy (Baron, 2016). There are large number of benefits that will be attained with the aid
of effective talent within an organisation includes high productivity, good team of employees,
optimum utilisation of resources and positive working culture. The main of aim of this report is
about studying the aspects related to resourcing and talent planning. The organisation selected
for carrying analysis in this report is H&M. It is multination clothing organisation that has
business operations in various nations.
The aspects cover in report includes assessment of labour market trends in two different
countries along with determination of the significance of tight and loose labour market
conditions and strategy of organisational positioning in competitive labour markets, description
of the role of government, employers and trade unions in ensuring future skills needs are met,
main principles of effective workforce planning and some examples of tools using for same,
main legal requirements in relation to recruitment and selection & strengths and weaknesses of at
least two different methods of recruitment and selection, strengths and weaknesses of at least two
different approaches to retaining talent and suggestion to an organisation on good and lawful
practice for managing dismissal, retirement and redundancies.
MAIN BODY
Q1. The major key contemporary labour market trend in various countries
Human resource department play key essential role in business organisation irrespective of
their size and scope. This department engage in the functions of wide range of activities and
undertake efficient policies and plans for every department in organisation workplace structure.
Mentioned below there are some trends affecting labour market conditions:
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Economic: Labour market in UAE is very loose it has been evaluated that there
redundancies present in the nation and individuals are suffering from job loss (Wood and
Bischoff, 2020). While on the other hand UK is having tight labour conditions as there is
shortage of skills in prospective labour for entry level jobs and jobs requiring special skills,
overall supply of labour in market is shrinking and demand is exceeding the supply. Along with
this BREXIT is also affecting supply of labour in United Kingdom in adverse manner
Emiratization: As per compared to past many years, UAE is currently having low pay
range. While if it is seen in United Kingdom there are different types of payment schemes,
provisions and contracts that have been framed by government for minimum wages.
Legal: United Kingdom and UAE is having a certain minimum requirement of age that act
as a barrier for those children’s who need to work at their early age in order to support their
family and career. In UAE individual is required to have lot of documents in terms of work
permit and Visa. While if it is talked about United Kingdom, trade unions have maximum impact
upon organisational policies that are being made entity for their workforce.
EVP: UAE is having global mobility benefits like non monetary benefits, flexible working
and wellness. While in terms with United Kingdom it has been evaluated that that’s policies are
affecting organisational pay policies like medical leaves maternity leave extra
Examine organisations position themselves strategically in competitive markets
It is important for an organisation to effectively position their business structure in a
marketplace as nowadays there is stiff competition that makes customers easily change their
preferences and taste towards other substitute. In addition with situations like government
policies changes, technological shifts and many more other factors that can adversely impact
upon organisational positioning. It is essential for an entity to effectively understand importance
of different aspects in order to position organisation in an effective manner. In context with H&
M there are some strategies through which company can effectively position themselves in
market price:
Training and development: This is a most essential element for any organisation as with
the help of this entity can provide proper training and development courses to their work force
which is essential for business growth. It also helps them to ensure more competitive advantage
comparatively to other organisation. While offering training to their employees H&M can make
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their employees adaptable towards any situation and can effectively make them comfortable to
overcome any complex situation in effective manner.
Long term planning:
Business planning is most important aspect H&M as they perform their operation has
leading organisation in retail industrial segment. Thus manager of entity with having strategies
and policies for maximum 3 years ensure future growth. With the help of this they can
effectively able to ensure high competitive edge in marketplace.
Gap Analysis:
SS most important question organisation market segment as analysis allow entity to
evaluate certain cabs at create problem in their growth development by taking advantage of coal
gap analysis H&M can effectively fill gap between supply human resource and other essential
aspect in a best effective manner
Skill and competency programs:
There are number of programs that can be undertaken by organisation in order to
increase competencies and skills among employees in order to fulfil a certain objectives. With
the help of this H&M can not only increase efficiency of their new employees but can also
increase competencies of existing workers. This play a significant role through which entity can
effectively place them in any market place as it allow organisation to effectively train their
employees by increasing their skills.
Mapping out required KSAs:
Competency map design play important and essential role that creates tree of connected
competence in order to demonstrate comprehensive competencies and skills. With the help this
entity can effectively able to atomize training as to provide effective support in employee’s
performance and undertake efficient learning and tracking methods in order to influence
organisation performance at a great extent. By emphasize upon this aspect H&M can increase
skills, knowledge, efficiency of the employees that provide them an aid to effectively position
themselves strategically in competitive market place.
Q2. Role of government, employers and trade unions to ensure future skills
It has been evaluated that, employers, trade unions and government play most important
roles in framing policies on employee’s point of aspect.
Government:
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Government acts as an essential element that efficiently provides aid to employer in
country in order to meet business standards in an effective manner. There wide range of
initiatives that have been undertaken by government such as skill development in order to
increase skill and efficiency of individuals in country. Along with this has been evaluated that
government also ensure development of certain industries like innovation industry and
collaboratively work with free zone entities and organisations in order to increase skills and
knowledge in their workplace structure.
Employer:
Employer is a prominent aspect organisation that effectively manages employee’s talent
with the help of succession planning and offering internship to employees (Adamik and Nowicki,
2020). There are different types of programs like easy that are graduate programs, career
revaluation etc through which employer aim towards increasing knowledge and efficiency of
employee. In addition with it has been evaluated that organisations like H&M have collaboration
with universities and employment entities in order to encourage individual’s talent and skills
within HRM workplace structure as to ensure smooth performance of improving the different
type of systems through which company hire skilled and efficient workers towards
accomplishment of organisational goals.
Trade Union:
Trade union effectively provide support to employees as they aim towards reducing
pressure upon employees from employer side while making different policies and plan in order
to ensure right of employees in a significant manner. It has been evaluated that in UAE existence
of trade union is not necessary and legal this allow organisation to effectively formulate policies
and plans as per recording to them. While on the other hand United Kingdom is having strict
laws related to presence of trade unions within organisational workplace structure that effectively
provide support to employees at great extent.
Q3. Description of the main principles regarding effective workforce planning and examples of
the tools using for this purpose
Workforce planning
Workforce arranging alludes to the way toward guaranteeing an association has present and
future access to the human capital it needs to perform adequately. Working environment
arranging includes distinguishing present and future staff needs and investigating the most proper
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and practical strategies to enrol and hold these people. There is additionally a component of
constant examination of workforce viability and actualizing the fundamental measures, for
example, learning and improvement activities, to guarantee the workforce stays proficient. Vital
workforce arranging is workforce arranging that is adjusted to the association's general business
targets and the drawn out vision (Nkoane, 2018). In such manner vital workforce arranging may
put significance on progression arranging as a measure to guarantee the essential abilities and
information are constantly present in senior individuals from staff.
Principles of effective workforce planning
Principles are work as standard in direction of workforce planning within an organisation.
These will use as base by the top management in performance of building organisation more
competent. In accordance to these principles, different resources will be arranged within an
organisation so they can able to meet the gap between of existing and standard. The dependence
of principle is also lies over the nature, size and business operations of an organisation along
with market conditions. Some common principles which are must to adhere by every type of
irrespective to the any condition for effective workforce planning are defined below:
Involvement of all stakeholders in developing, communication and implementing
strategic workforce plan: This is the first principle about the involvement of all stakeholders
within the process of developing strategic workforce plan. The adherence of this principle is
important because it help in ascertaining the views of different personnel’s associated with
various roles regarding the actual working conditions present at workplace (Ridgway, 2019).
This ground level information further aid in performance of strategies and plans so the conditions
can be improved or working in future. The tool can be used in the completion of this practice
will be feedback forms dispersion through digital technologies like e-mail for ascertaining views
and recommendations.
Determining critical skills and competencies needed to attain future results: This is
the second principle includes about the determination of skills and competencies among the
employees so they will be directed to work according to the strategies framed and able to
perform as per the standards defined in plan. The exercise of skill and competencies
determination further aid in working towards attaining future desired results. The tool can be
used for the purpose of determining current level of skills will be technique of 360-degree
appraisal (Scott-Jackson and Michie, 2017).
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Developing strategies to address gaps and human capital needs: This is the third
principle about the identification of gaps among the skills and human capital needs along with
development of appropriate strategies so these can be attained within appropriate period of time.
These strategies work in the direction of improving current strength and personality of workforce
along with hiring more to fulfil the future market demand. The tool of comparative analysis will
be beneficial to ascertain the gaps.
Building capabilities of workforce to support in completion of workforce strategies:
This is the fourth principle about development of capabilities so they can perform in accordance
to the newly framed strategies along with plans. This has importance in retaining or developing
the workforce that able to perform in every type of diverse conditions. The tool of training and
development programmes will be beneficial to build capabilities (Sohel-Uz-Zaman, 2018).
Monitoring and evaluating organisational progress towards human capital goals
and its contribution towards achieving main goals: This is the fifth principle about the
monitoring of human capital goals and their further contribution towards organisational
objectives. The benefit of this exercise will be ascertained in the manner that helps to grab the
information about deviations along with possible actions to overcome same. The tool of
benchmarking and review will be best for the purpose of monitoring.
Q4. Develop basic succession and career development plans
Succession development plan:
Succession planning is termed as a procedure in which organisation effectively assess
potential can efficient candidates for key position in organisational workplace structure. In
addition to this, it has been defined that according to this employees get promoted, replaced or
retired (Keegan, 2020). By taking advantage of succession planning H&M can make significant
improvement in organisational productivity by replacing inefficient workers with skilled and
potential ones.
Educational/Challenging Management:
This has been evaluated that it is challenging for organisational management to produce
efficient and effective managers due to the dynamic changes in technological aspect as there are
daily basis up gradation in different system.
Leadership development programmes:
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Leadership development program is formulated for leaders of mangers in order to build
important factors for success of manager that are communication, acting systematic, thinking,
learning agility, self awareness and influence. With the advantage of this leadership programs
participant can effectively able to fill gap between front line and senior management.
Assessment/ Testing for ability and competencies:
It is essential for HR manager to organise different types of training and development
courses in order to increase knowledge and skills of their employees it imparts employees with
efficient practical and theoretical knowledge related to organisational aspects.
Career development plans:
This is mainly defined as a personalized strategies with the assistance of which employee
can effectively achieve career growth in an effective manner. It involves long as well as short
term goals that are mainly related to employee’s job. This encourages strength within employee’s
performance and further lead them towards career growth. So there are some certain career
developing plans in context with HR rule is being defined:
360 reviews:
It is define as a professional feedback opportunity through which enterprise can
undertake feedback from group of employees and individuals in regular manner. In addition to
this, this method also enable co-worker group to provide feedback about their performance. In
context with HRM this has been evaluated that by taking assistance of online instrument through
which employees can interact with management entity can significantly increase performance of
their employees at great extent.
Coaching and mentoring:
This is mainly determined as long term procedure that are mainly based upon respect as
well as mutual trust which is known as monitoring. While on the other hand, coaching is mainly
defined as a formal structured approach that is mainly undertaken by an organisation for short
period of time.
Provide evidence to show your contribution to plans for downsizing an organisation
It is very important for organisation to create and effective plan that will help in
downsizing organisation. It has been determined that the plan of organisation for downsizing is a
complex process and human resource manager of respective company need to identify and
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analyse the major reason which will lead to have impact on performance of organisation.
manager of respective company needs to identify and analyse the positive affect that could be
attain by respective business by downsizing organisation. Reduction of workforce are expected
to solve the business problem. Organisation needs to develop reliable selection criteria as well as
identifying the effect of layoffs on business or its long run. In order to contribute in organisation
downsizing process payment to employees will be reduce to certain amount. This will help
company to recover its issues as well as employees job will be safe. H & M company can
develop and create impactful and effective strategies or policies which will support handle its
downsizing process and support in attaining desired goals and objectives. it is important for
human resource manager to carefully handle the process of downsizing as this will assist
business in attaining its objectives. Downsizing is considered as the painful process for both
employees and organisation. by develop strict polices as well as communicating it with other
organisation will be able to conduct downsizing activities in effective and appropriate manner.
Contribute to development of job description, person specification and competency frameworks
Person Specification
Post: Accountant
Department: Accounting
Attributes Essential Desirable
Qualification &
Experience
Certified Accounting Technician.
Member of ICAEW. Experience of
10 years as Accountant within a
reputed company.
Certified Membership as well as at
least 4 years of experience in
Accounts Department.
Skills or
knowledge
Presentation as well as analytical
skills.
Important to possess high
knowledge of the concepts of
accounts as well as finance. Also,
need to have strong proficiency
within Ms Excel.
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Job Description
Job Details
Post: Accountant
Company: H&M
Job Purpose
Maintaining record of daily set of business transactions within company’s head office and
carrying out internal audit at regular intervals of time for timely detection of omission and error.
Roles & Responsibilities
 Guiding the top management regarding mismanagement as well as misappropriation of
fund
 Looking into and maintaining efficiency of internal control
 Analysing the financial performance of the company and thereby providing budget
forecast
Person Specification
Post Marketing Manager
Department Marketing
Qualification  Bachelors Degree
 MBA with Marketing as specialization
Skills Required  Strong tactical skills
 Marketing skills
 Presentation skills
 Problem solving and time management
Experience 3 year experience within a reputed corporation as a Marketing Manager
Job Description
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