Talent Planning and Workforce Management: ARGOS Case Study Report

This report delves into the critical aspects of talent planning and its impact on organizational success, using ARGOS as a case study. It analyzes current market trends such as globalization, environmental sustainability, demographic and technological changes, and urbanization, highlighting their influence on workforce planning. The report also outlines the legal requirements essential for effective workforce planning, including the Equality Act of 2010, the Anti-Discrimination Act of 1994, fair HRM policies, and maternity/paternity benefits. Furthermore, it examines anticipated skills requirements based on labor market trends and legal mandates, providing examples of skills needed in various contexts. The report details job and person specifications for successful recruitment and selection, and applies different recruitment and selection methods. Finally, it evaluates the stages of the HR life-cycle within specific HR contexts and integrates these stages within the organizational HR strategy, offering a comprehensive overview of talent management practices.

Talent Planning and
Success of an
Organisation

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Analysis of current market trends that lay an impact on talent planning and workforce.1
P2. State various types of legal requirements that are needed while workforce planning.....2
TASK 2............................................................................................................................................3
P3.Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organisational examples.................................3
TASK 3............................................................................................................................................5
P4. Job specification and person specification for recruitment and selection process to operate
successfully.............................................................................................................................5
P5 Apply different recruitment and selection methods for effective talent resourcing and
planning..................................................................................................................................7
TASK 4............................................................................................................................................9
P6 Evaluate the stages of the HR life-cycle applied to specific HR contexts........................9
P7. Stages of the HR life-cycle are integrated within organisational HR strategy...............10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................11

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Analysis of current market trends that lay an impact on talent planning and workforce.....1
P2. State various types of legal requirements that are needed while workforce planning..........2
TASK 2............................................................................................................................................3
P3. Examine current as well as anticipated skills requirements which is based on legal
requirements along with labour market trends. ..........................................................................3
TASK 3............................................................................................................................................5
P4. Job specification and individual specification for the process of selection and recruitment
to operate successfully................................................................................................................5
P5 Apply various recruitment and selection methods. ...............................................................7
TASK 4............................................................................................................................................9
P6 Measure different stages of the Human Resources life-cycle...............................................9
P7. Stages of HR life-cycle which is incorporate within company HR strategy......................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

1INTRODUCTION
Talent planning is a name given to a process which involves hiring, recruiting and
retaining efficient and talented employees. Talent planning and success of an organisation are
quite interlinked with each other as without efficient human resource, no business concerns can
be successful. Talent planning is practised by recruitment department of a business concern for
evaluating skills and expertise level of employees (Armstrong and Taylor, 2014). This report is
based on ARGOS which is a retail sector business concern. ARGOS was founded in the year
1972 and has its headquarters in Milton Keynes, UK. In this report, current labour market trends
and their impact on business concerns have been discussed. Also, this report focusses on legal
necessities that are required at the time of workforce planning. Along with this, this report also
stresses on various methods of recruitment and selection.
2TASK 1
P1. Analysis of current market trends that lay an impact on talent planning and workforce.
Workforce planning refers to an action plan that is considered by managers while
assessment of needs of labour. This further helps Argos by preparing them for their future needs
and opportunities. Workforce planning is a quite important tool and provides various benefits
such as identifying talents, employee retention, identification of gaps within skills and so on.
Talent planning is a name given to a process which involves hiring, recruiting and retaining
efficient and talented employees. Market trends affect recruitment of employees and also
performance of an organisation. Various current market have been mentioned as under:
Globalisation: Globalisation refers to a process which is used for linking people and
regions together while leading to expansion. It is mainly concerned with improved trade
practices and cross border trade as well in goods and services. Globalisation is a major affecting
factor in Argos as due to globalisation many talented staff members tend to migrate and leave
their present organisations (Briscoe, Tarique and Schuler, 2012). Globalization is a process of
operating business across the world. For example, when a company expanding its business in
different nation then it hire employee who belong form different culture and prefer different
language. Then it create impact on talent planning and workforce.
Environmental sustainability: Environmental sustainability refers to a responsible
interaction with environment which helps in restraining depletion or degradation of natural
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resources. It also ensures maintaining a higher quality environment for a longer period of time.
Main aim of practising environmental sustainability is maintaining quality of environment while
business concerns conduct their operational activities. For example,
Demographic change: Demographic change is a quite vast term which defines as any
change or alteration in population. Various components included in demographic factors are
average age, dependency ratio, life expectancy and so on. In context of Argos, it has been
noticed that nowadays 3 to 4 generations have started working together which enhances
productivity of business and employees gain a chance to learn something new. For example,
Demographic change include different factors like, age, income, lifestyle and others. In an
organisation different age group people are worked so this factor is also affect the workforce and
talent planning. Because the management will organised training program and motivational
sessions according to them so that both are learn in an effective way.
Technological change: Technological changes refers to adoption of new and innovative
ways and methods by which business concerns can effectively and timely achieve their targets.
In case of Argos, many technological changes have been brought such as starting an online app
for delivering products to customers (Cascio and Boudreau, 2016). Also, managers ensure one
day delivery so that customers do not have to face any issues. For example, change in technology
is also affect the workforce and talent planning because if changes are occurred in technology the
the firm will also used it to fulfil its customers needs. To provide information about new
technology, the management of this company organised training session then it affect talent and
workforce planning.
Urbanisation: Urbanisation is movement of people of a country from rural livelihoods to
urban cities and towns. Urbanisation is a major factor that affects talent management in Argos as
more people have started shifting to urban areas, there is more workforce available which can be
employed in an organisation.
Above mentioned are certain current market trends that have an impact on talent
management as well as workforce planning in business concerns in UK. As per examination of
all these trends it has been observed that managers of Argos will be able to plan strategies
regarding maintaining effective workforce only if they combine all these factors in a more
appropriate and effective manner.
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P2. State various types of legal requirements that are needed while workforce planning.
Workforce planning refers to a process that is considered by managers of Argos for
aligning or combining needs and priorities of a business concern with the needs of its workforce.
There are certain legal issues that need to be addressed by managers of Argos while following
workforce planning process. These legal issues have been stated as under:
Equality act, 2010: Equality act was initiated in the year 2010 in UK with the aim of
providing equal status to every employee whether it be male or female. This act deals with
providing or assigning tasks to employees on the basis of their skills. This act laid a quite
significant impact on functionality of Argos as after this implementation of this act employees
were given compensation based on their skills (Church and Silzer, 2013).
Anti- discrimination act, 1994: Anti discrimination act was developed in the year 1994
by government of UK. This act was practised by managers of Argos to eliminate discrimination
or save employees from unfair discrimination practices based on age, race, caste and so on. This
helps Argos in retaining skilled employees for a longer period of time.
Fair HRM policies: Every business concern should practice fair HRM policies that help
in boosting morale of employees and providing a healthy work environment for their employees.
In case of Argos, HR managers undertake fair practices while recruitment and selection such as
giving fair and equal chances to all applicants. Also, HR managers of Argos form a equality and
diversity document for its employees.
Maternity and paternity benefits: Maternity benefits is a special benefit given to female
employees while they are pregnant. Paternity benefit on the other hand refers to a special benefit
that is given male employees for taking care of their infant child. In this case, female employees
can avail upto 12 weeks of paid leave before the child is born whereas male employees are
entitled to 4 weeks of paid leave for taking care of their infant child (Cooke, Saini and Wang,
2014).
Managers of Argos will have to focus and consider all these laws and legislations if they
wish to maintain a healthy and effective work environment in their business concern. Also it will
be beneficial in developing a sense of belongingness among the employees.
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3TASK 2
P3. Examine current as well as anticipated skills requirements which is based on legal
requirements along with labour market trends.
Labour market
trends
Trend analysis Legal
requirements
Anticipated skills Examples
Globalisation Various trends
that are popular
due to
globalisation are
increasing role of
SME's in global
market, promoting
new and
innovative ideas
and so on
(Dessler, 2013).
To foster growth
of businesses,
many legal
requirements had
to be made such
as initiating a
transparent
system for
fostering
innovative ideas.
Employees or
individuals will
also need visa for
travelling form
one place to
another.
Entrepreneurs
will require a
well developed
set of skills such
as effectiveness
in
communication,
problem solving
skills, leadership
skills,
collaborative
working skills
and so on.
Globalisation led
to many new
innovations and
positive changes
such as expansion
of SME's in
global markets.
Demographic
changes
Due to
demographic
changes,populatio
n in less
developed
countries rose .
Also, it led to a
longer
sustainability of
life.
Major legal
requirement in
case of
demographic
changes is visa as
it will help in
travelling to other
countries more
conveniently.
Main skills in this
case are digital
skills, team
building skills
and promoting
ways by which
people can
practice work
from home.
Examples of these
skills are work
form home
provided by many
business entities
or teleworking.
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Environmental
sustainability
Businessmen now
practise
sustainable
innovation
technology or
green marketing
that is not harmful
for environment.
Laws that are
considered by
businessmen are
environment
protection law.
For practising
effectiveness in
environment
sustainability,
businessmen
should be
creative in their
approach
(Gallardo-
Gallardo, Dries
and González-
Cruz, 2013).
Examples or tools
that will help
sustainability are
bio bottles and 3D
technologies.
Technological
changes
Major
technological
changes that have
been initiated are
digitisation,
automatised
industry where
work is done
through robots
etc.
Laws that are
applicable in this
section are
property rights as
well as label.
Entrepreneurs
will have to hire
more technically
skilled employees
who can make
use of new
technology.
Examples of
technological
changes include
adopting a new
technically
advanced system
for maintaining
records or
practising
operational
activities.
Culture In today's
globalised world,
culture has
become more
people oriented
rather than task
oriented.
Various laws that
should be
included in this
part are maternity
paternity rights,
equality act etc.
Skills required in
this section are
practising
effective team
building
approach.
Examples of well
developed culture
include healthy
work environment
From the above analysis, it can be evaluated that there are different factors that affect the
talent and workforce planning. Globalization, environment sustainability, demographic changes,
technological change and culture are different factors that affect them. To manage the, there are
various anticipated skills are required like problem solving technological skill, leadership and
others which are beneficial for th growth and development of the firm.
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4TASK 3
P4. Job specification and individual specification for the process of selection and recruitment to
operate successfully.
Job Description
Job Information
Designation: Designing Head
Company: Argos Ltd.
Purpose of Job
Role of Designing Head in Argos Ltd is to own creative designing and development
department in the company. In addition to this, to solve and handle disputes, grievances and
other issues within the organisation.
Roles & Responsibilities
 Assist workflow manager to lessen load of design department.
 Focus on digital marketing to practise effective brand management.
 Establish guidelines for new comers.
Person Specification
Post: Designing head
Department: Software designing section
Key: This show that what is required when like an evidence:
(A): Application form, (R): Role, (I): Interview
Attributes Essential Desirable
Qualification & Experience Advanced knowledge of
digital design. (Adobe
Creative Suite Sketch and
Front End code skills (HTML,
CSS)
Work experience of
collaborative working across
various content & design
disciplines including UX,
Product Managers and
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Technical Teams
Skills or knowledge Impressive communication
skills in both verbal and
written, leadership skills and
marketing knowledge in b
rand development
Should have quality to adapt
changes as well as deal
effectively with complex
situations.
Job Description
Job Information
Designation: Front End Developer
Company: Argos Ltd.
Job Purpose
Role of front end developer in Argos Ltd is to be a passionate developer with ability of
building customer focused and high conversion web pages. Moreover, to resolve and handle
grievances and issues of subordinates.
Roles & Responsibilities
 Building fast MPV's using agile methodologies.
 Build an effective website that is beneficial for company
 Rethink and disrupt the norms or rules using best tools and techniques.
Person Specification
Post: Front End Developer
Department: Software designing department
Key: This show that what is required when like an evidence:
(A): Application form, (R): Role, (I): Interview
Attributes Essential Desirable
Qualification & Experience Knowledge of fundamental Effective communication as
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SEO principles and
performance optimization
techniques. Expertise with
CSS pre-processors like
LESS/SASS
Experience in JS frameworks
like Angular or React
well as leadership skills.
Skills or knowledge Expertise in Vanilla
JavaScript (ES2015+),
HTML5, CSS3 and code to
W3C standards
Should have ability to adapt
changes and deal effectively
with complex situations.
Two main formats of job description and person specifications in context of Argos have
been mentioned as above. Skills of individuals ion this case may differ from another depending
upon their job role and position. For example, skills of a HR manager will be different from
finance manager.
P5 Apply various recruitment and selection methods.
Recruitment and selection are an important tool that are practised in business concerns
for employing candidates for suitable jobs.
Recruitment: It is a process in which jobs vacancies are identified and accordingly
candidates are chosen. It is done by reviewing applications, screening, short listing etc. There are
various methods of recruitments that can be considered by HR manager of Argos. These
methods have been explained as under:
Internal Sources of Recruitment: Sources by which candidates can be recruited from within the
organisation are known as internal sources of recruitment.
Promotion: Promotion refers to a process that involves enhancing position of employees
after evaluating their performance (Gold and et. al., 2013). This process is greatly helpful in
retaining employees and boosting their morale level.
Transfer: Transfer refers to interchange in job location from one place to some other
location without any change in status or responsibilities. It is the process usually happens in
business concerns that are located in more than one regions.
External Sources of Recruitment: Sources of recruitment that are present outside the premises
of a business concern are known as external sources of recruitment. Examples of external
recruitment include campus recruitment, professional journals, recruitment agencies and so on.
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Campus recruitment: Campus recruitment is best source of recruitment new and fresh
talent in an organisation. In this case, HR managers of Argos visit various colleges and
universities for exploring candidates who are suitable for their organisation.
Video Interviewing: Using technology in form of videos is a new and innovative way of
getting candidates recruited (Huang and Tansley, 2012). This method is mainly used by
managers of Argos for interviewing candidates who are present in far off regions. In this type of
recruitment, expressions and communication skills of an individual are judged.
Advantages of internal recruitment:
 It fosters and promotes strong pooling of workforce in an organisation.
 It helps in enhancing morale level of employees and also promotes employee retention.
Disadvantages of internal recruitment:
 One major disadvantage of internal recruitment is that it limits candidate pool of an
organisation.
 Recruiting internally is a major drawback as it leaves empty spaces in position of
candidates who get promoted (Kavanagh and Johnson, 2017).
Selection: Selection comes after recruitment and is referred to as a process where
managers have to select the right candidate. In relation to Argos, it is responsibility of a manager
to choose the right person who is illegible for the job. Various selection methods are:
Employment interview: It is a process where employer takes one on one interview of
candidate. In this, employers assess qualities and skills of individual based on their interview.
Medical Examination: Medical examination is a process where candidates' overall health
check up is done. In this managers find out whether candidates chosen are appropriate or not.
In relation to Argos it has been examined that managers adopt mode of campus
recruitment for choosing suitable candidates in their organisation. This is an effective medium by
which new and fresh talent can be infused in a business.
5TASK 4
P6 Measure different stages of the Human Resources life-cycle.
Employee life cycle in organisational context is referred to stages that an employee goes
through while being employed in an organisation. There are numerous stages in human resources
life cycle which have been explained as under:
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Recruitment and on boarding: Recruitment is a process which deals with hiring
employees. Role of HR manager of Argos in this stage is to assist ore guide in hiring process.
Various steps in recruitment process include placing job advertisements, conducting interviews
etc. After this, employees will also have to determine compensation packages that are to be
offered. Lastly, they also will form a protocol which may include taking written examinations
and focus on active listening as well (Longenecker and Fink, 2013).
Education: Education is a quite vast aspect which begins exactly as soon as employees
join a business concern. Education in this aspect refers to familiarising employees who have
newly joined with their job roles and responsibilities in Argos. In this stage, it is important that
HR manager of Argos to communicate culture and values followed in their business concern.
Every organisation should perform their activities in an ethical as well as legal manner. For this,
it is important for their manager to provide information related to their tasks.
Motivation: Motivation is a key factor that boosts morale of employees in a business
entity. In business concerns like Argos, employee turnover is usually quite high in first 90 days
as newly joined staff lacks motivation. Leaders who focus on building effective bonds with
employees are expected to retain employees for a longer time duration (Meyers,Van Woerkom
and Dries, 2013). In addition to this, managers of the company provide financial or non-
financial benefits to those employees who perform effectively in the organisation. As a result, it
will act like a motivational factor for employees in order to perform their task effectively.
Evaluation: Evaluation refers to assessment of an individual and his performance. In this
stage, supervisor of Argos measures performance of employees and determine if employee is
suitable for the job or not. In this stage, managers even provide training to employees.
Celebration: This is last stage of employee life cycle which gives HR managers an
opportunity where they can motivate their employees by monetary as well as non monetary
rewards. Managers of Argos also provide extraordinary gifts and benefits to their employees
which further helps in timely achievement of goals and objectives. If employees of the company
perform in an effective manner, it is the responsibilities of manager to provide benefits, rewards
to motivate their employees. In addition to this, employees of the company get perks and benefits
as a motivational factor.
End of life cycle: Like every life cycle, HR life cycle also comes to an end after the fifth
stage. Ending of this life cycle may happen in form of retirement, transfer, leaving for more
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better opportunities etc. It is the last stage where employees get retirement from their job,
because of their age. In addition to this, some of the employees get retirement from their job in
order to accomplish their own goals and dreams.
P7. Stages of HR life-cycle which is incorporate within company HR strategy.
Employee life cycle in organisational context is referred to stages that an employee goes
through while being employed in an organisation. In context of Argos there are a number of
stages in human resources life cycle which have been explained as under:
Stage 1: to effectively developing an understandability towards business needs,hr
manager of Argos needs to go through customer satisfaction surveys, employees opinion surveys
, benchmarking surveys and so on (Rothwell and et. al., 2015). With the help of these survey
company will be able to produce those products and services which will satisfy needs and wants
of customers. This will help in developing the organisation and increase sales and profit of the
company.
Stage 2: The second stage deals with linking skills of employees that help them in
achieving organisational objectives. In this stage, organisation's core competencies are also
considered for developing effective models that can be interlinked with goals and objectives of
Argos. With the help of this, managers perform in an ethical manner so that they can maintain
their brand image at the competitive marketplace. It also help in attaining the set objectives of
the company in set period of time in an appropriate way.
Stage 3: Third stage deals with hiring process where HR manager of Argos have to
develop a competent staffing process for various job positions such as administrative, customer
service related, technical and so on. Managers of the company is responsible for selecting highly
qualified candidates in their organisation, so they can perform their work in an effective manner.
As a result, company will provide high quality goods and services to their customers. This will
generate loyalty within in them and they will repurchase products and services again and again.
It will make increment in the growth of the firm in term of increasing sales and productivity also.
Stage 4: Fourth stage deals with learning as well as development. These learning
programmes helps employees of Argos in addressing complex situations and dealing with critical
areas while conducting business operations. Various examples of learning programmes include
performance management, developing a multi rater system. talent management system and so on
(Sparrow and Makram, 2015). Management team of the company should provide training and
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development sessions to there employees in order to achieve their pre determined goals and
objectives in an effective manner.
Stage 5: It is an important stage which focusses on continuous learning as well as
development. It acts as an essential part of an organisation growth and success and also helps
employees in keeping themselves updated about latest technologies and trends. In this process,
managers focus on continuous learning so they can manufacture goods in an effective manner.
Along with this, managers of the company should enhance their skills, knowledge as well as
capabilities on a regular basis, so that their personal development can be done.
Stage 6: Last stage focusses on total rewards where Argos is expected to be competent in
terms of salaries, compensation and other monetary and non monetary benefits. In this stage,
mangers of the company provide rewards to those who perform in an effective manner. These
rewards, benefits and perks motivate employees to perform in an effective manner.
By adopting these stages managers of Argos will be able to hire efficient and skilled
employees in their organisation. Also they will be able to raise productivity of a business. By
critically evaluating the life cycle followed in Argos it has been examined that skilled and
developed employees will be hired in their company. Also it will further be quite helpful in
achieving organisational aims and objectives as well. From the above information it can be
conclude that with the help of different stages of HR life cycle like recruitment, education,
motivation, evaluation, celebration and others. The management of the company can hire a
skilled candidates then conduct training and learning sessions to them so that they can make
improvement help in the growth of the firm. When they are performing in a group or feeling
demotivated then they can offer motivational session so that they can do their work with more
effectiveness. After completion their work the management can monitor and evaluate their work
so that they can rewarded them according their work performance and then feel special by
celebrating their growth and hard work. These all stages are effective and helpful for the
development of the company.
CONCLUSION
This reports demonstrates that resource along with talent planning is one of the essential
sector in a company. Reason behind this is that it will aid the organisation in enhancing large
number of workforce in their company. In addition to this, it has also been examined that from
current labour market trend, job category for part time has a positive effect which will aid retail
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stores in order to increase number of staff members. It is very essential for HR department to
consider different legislatures for workforce planning. Various types of selection and recruitment
methods used by company in order to hire capable workforce. In addition to this, if HR manager
of the company, effectively implement strategies related to HR life cycle, it will directly affect
the growth and profitability of the company. As a result, it has been concluded that with the help
of above mentioned, company can gain success at the competitive marketplace.
6REFERENCES
Books and Journals
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