Labour Market and Skills Analysis: Tesco Case Study

Desklib provides solved assignments and past papers to help students succeed.

Labour Market and Skills Analysis
Students Name:
Student I.D:
Author Note:

LABOUR MARKET AND SKILLS ANALYSIS
Table of Contents
Introduction......................................................................................................................................3
Part 1: Labour market and skills Analysis.......................................................................................4
Task 1: Labour market trends and related legal requirements.....................................................4
Introduction..............................................................................................................................4
P1: Analysis of labor trends that influences talent management.............................................4
P2: Various types of legal requirements for workforce planning............................................5
M1: Influence of legal requirements and labor trends in workforce planning........................6
D1: Critical evaluation of labor trends and skill requirement on various workforce plans.....6
Conclusion...............................................................................................................................7
Task 2: Anticipated and current skill requirements in different corporate contexts....................8
Introduction..............................................................................................................................8
P3: A range of examples in regard to market trends and anticipated skills.............................8
M1: Assessment of current or anticipated skills with respect to market trends and
anticipated skills....................................................................................................................10
D1: Critical evaluation of skills requirement along with recommendations.........................10
Conclusion.............................................................................................................................11
Part 2: Recruitment and selection Documentation........................................................................12
Task 3: Documentation and relevant processes for effective recruitment.................................12
P4: Job description and document specification for effective selection and recruitment......12
P5: Recruitment and selection methods for talent resourcing and planning.........................15
M3: Effectiveness of processes and methods of selection and recruitment for talent
resourcing..............................................................................................................................16
D2: Judgements and recommendation for process and documentation improvement..........16
Part 3: Human resource Lifecycle.................................................................................................18
1

LABOUR MARKET AND SKILLS ANALYSIS
Task 4: Evaluation of managing the HR life-cycle...................................................................18
Introduction............................................................................................................................18
P6: Stages of HR life-cycle....................................................................................................18
P7: Integration of HR life-cycle within organisational HR strategy.....................................18
M4: Significance of HR life-cycle in relation to strategic talent management.....................19
D3: Critical Evaluation of various HR life-cycle stages to support STM.............................19
Conclusion.............................................................................................................................20
Conclusion.....................................................................................................................................21
Reference.......................................................................................................................................22
2

LABOUR MARKET AND SKILLS ANALYSIS
Introduction
Tesco is one of the largest retailing companies in the United Kingdom and from the past few
years, they have been enjoying their top position in the retailing industry market. The company
has been recognized for its good customer service and for focusing on their customer’s choice
which is because of their professional and dedicated employees. Therefore, the whole report will
converse about the current labor market trends of United Kingdom and their influence on
workforce planning in Tesco Company. The significant legal requirements will be also
mentioned that need to be focus by the Tesco in order to manage their talents in their
organization. The report will also discuss about the anticipated skills that have been required
among the employees of Tesco to enhance their productivity. In the last part of the report, the
important documents that are required during the recruitment process of new talent in the
company will be discussed along with the importance of the HR professionals and their
contribution in the Tesco company in the recruitment of new talents and, managing them in the
organization.
3

LABOUR MARKET AND SKILLS ANALYSIS
Part 1: Labour market and skills Analysis
Task 1: Labour market trends and related legal requirements
Introduction
In this part, the current labor trends of U.K will be determined along with its influence on the
talent management of Tesco organization. Different legislation requirements which are important
for workforce planning will be also discussing here for managing the workplace appropriately
and successfully.
P1: Analysis of labor trends that influences talent management
The analysis of the current position of the trends of the labor is very important to understand by
the Organization in order to understand the complications in hiring the best-skilled employees,
current daily wages which are decided as per the Government of UK. However, the current
employment rate in the United Kingdom has gradually come down from the past years.
Figure1: Labour market data in the United Kingdom
4

LABOUR MARKET AND SKILLS ANALYSIS
Source: (Ahmad et al. 2018).
The different labor trends that have a strong influence on talent management are described below
Demographic situation: The population of a region plays a great role in the employment rate. If
a country holds a high range of population it will be hard to provide jobs in every household. If
the education level of the population is high then potential candidates can have sufficient
business knowledge and skills.
Legal restriction: There are various rules and regulations created by the Govt of U.K to protect
the labors from any sort of discriminations or violence. However, some it may contain some that
can be difficult for an employer of a company to recruit best-skilled employees.
Updated skill requirements: In the modern era there is a need of innovation and creativity
however if any candidates do not possess such skills it can be impossible for an organization to
hire such employees (Rehman, Shah, and Hussain, 2019). Therefore, there is a need for
workshops, skill program to train them.
Employment wages: As the wages of the employees are increasing day by day it is becoming
very difficult for the company to recruit a number of best talents as to pay them good salary can
be some sort of difficult. International standards wages policies must be followed in the U.K
Discrimination: The organization should treat every gender in an equal way so that the labors do
not feel hesitant or uncomfortable to work out there. Tesco should imply all the rules and
regulation that will protect the right for the women and for their safety procurement.
P2: Various types of legal requirements for workforce planning
Different types of legal requirements which are necessary during the recruitment of the new
employees and for workforce planning
Employment contract: This type of contract has been constructed during the recruitment of the
new candidate between the employer and the new employee. It comprises of every single detail
about the salary or increment hikes, job role, company rules, and their rights.
5

LABOUR MARKET AND SKILLS ANALYSIS
Health and safety work regulation: This is a very important one to be present in the
organization with respect to taking care of the well-being of the employees. This law suggested
that a company should possess the entire essential procurement in the workplace for the
protection of its employees.
Work time regulations: This regulation suggests about the rights of the employees to take a
break or annual leave from the company. It also comprises of the working hours and daily break
periods for the employees (Khan et al. 2016).
M1: Influence of legal requirements and labor trends in workforce planning
The current labor trends and labor requirements have a strong influence on workforce planning
in the organization (Oswald et al. 2018). Legal requirements suggest different rules and
regulations that have to be followed by both the employers and the employees of an organization.
The structure of some rules and regulation can be complicated for the employers as most of them
are created for the rights of the employees however, maintaining all of them can become crucial
for the employer.
On the other hand labor trends such as the labor wages, demographics, current rules and
regulations give a definite idea to the Human resource professionals and employers of the
organization to recruit and manage their workforce. The inflation rate and unemployment rate,
discrimination, income equality is the important aspects which influence the workforce planning
(Probst, Jiang, and Benson, 2018). The Tesco Company needs to emphasize the current market
trends which show that the daily wages of labors have increased by 3% whereas economic
inactivity rate is about 20.7% which is probably less than the past years. It shows that the
company needs to be very distinctive about hiring and retaining employees.
D1: Critical evaluation of labor trends and skill requirement on various workforce
plans
On the impact of the labor trends and the skill requirements on the workforce, the organization
has to determine the skills of the employees and the current unemployment rate of the region.
For workforce planning the Human resource, professionals have to understand the labor trend in
order to align all the requirements and priorities and legislation. In respect to these, the
6

LABOUR MARKET AND SKILLS ANALYSIS
employers along with the HR department can imply the labor market theories which will help
them to differentiate between the wages of skilled and unskilled labors (Vandrevala et al. 2017).
The theories also provide critical labor market situations such as unemployment, discrimination
to analysis the present labor market trends. These different aspects will give a proper assessment
to the organization for workforce plans, tom assess gaps and to manage the talents.
Conclusion
In this part, the importance of the labor market trends and the legislation requirements for
workforce planning has been discussed. Therefore, it provided a crystal clear idea of the different
aspects of the current labor market trend in the U.K through which Tesco can manage their
talents in a better way.
7

LABOUR MARKET AND SKILLS ANALYSIS
Task 2: Anticipated and current skill requirements in different corporate contexts
Introduction
In this part, the anticipated skills that a company wants from its employees will be suggested
here. Along with this part of the report will discuss about the skills that are required to be
improved among the employees of the Tesco Company to prosper their business and to enhance
their competitive advantage.
P3: A range of examples in regard to market trends and anticipated skills
Impact of trends and skills in an organizational context
The different types of anticipated skills are:
Communication skill: An employee requires having good communication skills so that they can
attend their customers well and can address their problems and queries for their company’s
products and services.
Decision-making: Employees should be capable enough for making strategic and quick
decisions which can help the company to business in a better way and which can enhance their
organizational productivity (Teare et al. 2017). A good decision maker does not only help in
planning but also helps to implement new technologies and techniques which can develop their
organizational business.
Attentiveness: As Tesco is a retailing company so the employees need to be attentive towards
their customers especially the salesperson and the customer care service. The employees of
Tesco require understanding the needs of the customers according to which they can serve them
better.
Technical skills: Every employer wants to hire such skilled employees who have good
knowledge of new technologies through which the performance of Tesco can be improved.
Creativity: To enhance the competitive advantage of the company the employer needs to recruit
an employee who has the passion to create better and improved one. Creativity and innovation
8

LABOUR MARKET AND SKILLS ANALYSIS
are the two chiefs the most significant things that are required to win the target market of the
retailing industries (Kapoutsis,2016).
Time management: The employees have to understand the importance of the time to finish their
work on the accurate time. In the retail industry, time is one of the significant factors because
each work has to be completed at the right time including production to delivery.
The HR professionals of the Tesco Company have to focus on providing training
programs and workshops for enhancing the skills of the employees and to make them more
updated so they can easily manage and apply the new technologies which can be beneficial for
their company’s business.
Comparison of similar types of enterprises
Skills Behavior Professionalism
Tesco
The employees that
have been recruited in
the organization are
skilled one and have
proper knowledge of
new technologies that
have enhanced the
competitive advantage
of Tesco (Raffiee and
Coff, 2016).
They should have
positive behavior and
should place a smile so
that customers can be
effectively satisfied
with the services.
The employees are the
most professional one
and more focused on
their respective jobs
which make the
company the largest
retailing industry in the
United Kingdom.
Sainsbury
In Sainsbury, the
employees are
cooperative and flexible
which is a plus point for
the company
The behavior of the
salesperson and
customer care are very
supportive and
compassionate and treat
their customers very
well.
The reason for the
company holding the
second position in the
retailing market is
because of its proficient
employees but there are
some complications in
their
The company needs to The behaviors of the In terms of
9

LABOUR MARKET AND SKILLS ANALYSIS
Aldi
focus on providing
skill development
programs for their
employees in order o
make them updated.
As compared to
Sainsbury and Tesco
they have less skilled
employees (Brunello
and Wruuck, 2019).
employees are very
poor as compared to
Tesco and Sainsbury.
professionalism, the
employees are a little
bit critical.
M1: Assessment of current or anticipated skills with respect to market trends and
anticipated skills
The skills that have been suggested are very important for the employees of the Tesco Company
to adapt. These anticipated skills will help the company to prosper and to attain more
opportunities through which they can make their business more superior. Communication is
important for socially communicating with the shareholder's customers and with the colleagues
which will improve the productivity of the company (Dong et al. 2017). On the other hand
decision-making skills, technical skills will be helpful to make strategic decisions and implement
new technologies in the business which will advance their business skills. Attentiveness can
seem less important one but such skills are required during attending the shareholders and the
customers to address their query and to make them understand about any products or to address
their doubts or qualms. And at the last creativity are required among every employee to initiate
new steps that will forwards and upgrade their business.
D1: Critical evaluation of skills requirement along with recommendations
All the skills that have been demonstrated in the report are beneficial in their own respect. If the
HR department of Tesco hires such employees who have all those qualifications then it will
enhance their company’s efficiency (Shah, Irani and Sharif, 2017). However, for the existing
employees of the company who have the experience but lacks modern skills and knowledge the
organization can arrange workshops and programs where all the employees can learn and can
10

LABOUR MARKET AND SKILLS ANALYSIS
contribute for the development of their company. For the Tesco Company, the recommendation
will be that they should focus on their employees technical and communication skills. As both
the skills are very much needed in a retailing industry because the technical skills will enhance
their proficiency in implementing and managing new technological tools which can advance
their business. On the other hand communication skills further is beneficial to handle customers
and to build good relation with them. An employee having good communication skills can
address and serve their every stakeholder in a good manner.
Conclusion
This present report has been suggested important skills that have been required among the
employees of the Tesco Company. Comparison of the Tesco Company has been done with
Sainsbury and Aldi to prove the superiority of the company in all respects. However, the
suggestion has been provided that the company should focus on the communication and
technical skills of the employees in order to advance and develop their business in the retailing
market of United Kingdom.
11