Unit 19 - Resource & Talent Planning: Labour Market & Skills Analysis

This report provides a comprehensive analysis of the labour market and skills required for effective talent planning, using Morrisons Supermarket Plc as a case study. It examines current labour market trends, including globalization and technological changes, and their influence on workforce planning. The report also discusses essential employment legislation, such as the Employment Rights Act 1996 and the Equality Act 2010, that organizations must consider. Furthermore, it critically analyzes current and anticipated skills, including emotional intelligence, conflict resolution, and tech-savviness, and compares Morrisons to Tesco, highlighting their respective approaches to skills development. The report concludes with recommendations for organizations to adapt to these changes effectively. Desklib provides students access to similar solved assignments and past papers.

ID
Unit Number and Title Unit 19 – Resource and Talent Planning
Project Title Labour Market and Skills Analysis (Part 1)
Recruitment and Selection Documentation (Part 2)
Statement of Authenticity:
I certify that the work submitted for this unit is my own and the research sources are fully
acknowledged.
Learner Name: Date:
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Table of Content
Part 1: Business Report
1. An overview of the organisation and types of labour
requirements 3
2. An analysis of current labour market trends and the factors that
are influencing those trends 4
3. The different types of legislation that the organisation must take
into account when workforce planning 5
4. A critical analysis of current and anticipated skills requirements
for the organisation in terms of how current trends are directly
influencing the organisation 6
5. A comparison with other similar sized organisations with
examples given 7
6. Conclusions and recommendations on how the organisation
needs to respond to changes 8
References 10
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Introduction
Labour market analysis is defined as one of the most essential process taken
into consideration by the business organisation in order to analyse the requirement
of the skilled and talented workforce in the business organisation. Labour market
analysis leads to maintaining effective balance of demand and supply of labour in the
marketplace. The skill analysis helps in analysing the skills and capabilities required
for the particular job. For this report, Morrisons Supermarket Plc, is taken as the
base company. Morrisons is considered to be the fourth biggest chain of
supermarket in the UK, having strong brand image in the marketplace serving
around 11 million customers and also being part of the FTSE 250 index of the
company. The company was founded in 1899 by William Morrison (Wehl, 2019).
This report highlights the kinds of labour requirements along with the factors impacting
those trends. In addition to this various kinds of legislation required by the
organisation. Also the current and anticipated skills required by the organisation as
per how current trends impacting business are also highlighted, and the
recommendations on how organisation can deal with the changes effectively.
1. An overview of the organisation and types of labour
requirements
Morrison is one of the well-established and fourth biggest chain of
supermarket in UK, it was founded in 1899 by William Morrison headquartered in
England. The company has strong brand image in the marketplace continuously
satisfying their needs and wants of its customers. It was started as a small egg and
butter stall, till 2004 the company’s main target focus market was England. After
2016, company started expanding their business in the global market, now they have
around 494 supermarkets across England. Morrison employees around 110000
employees around the globe and serving more than 11 million customers effectively
(Ulceluse and Kahanec, 2018). The company is effectively dedicated to enhance the
performance of their employees, they are always looking for the skills and
capabilities in their employees and who can handle their customers effectively. In
addition to this, they also focus on enhancing the overall performance of the
employees through offering required training. Morrison has a specific criteria when
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selecting the labor, they mainly focus on skilled and quality labor also productive
labor which will effectively contribute in enhancing the overall performance of the
company.
2. An analysis of current labour market trends and the
factors that are influencing those trends
Workforce planning is defined as the process of effectively analysing and
managing the needs and wants of the workforce of the organisation and continuously
enhancing their performance. It helps the business organisation to achieve desired
goals and objectives effectively, also determining the needs of the workforce in
respect to the organisation and maintaining balance between the two effectively and
efficiently. In context to the Morrison, HR manager needs to hire right and skilled
person for the right job in order to reduce any kind of risk in relation to the
implementation of required strategy of the company.
Current labour trends: In order to effectively carry out their activities and
achieve desired goals and objectives, a business organisation requires large number
of skilled and qualified workforce. In context to Morrison, HR manager of the
company effectively determine the current labour market trends so as to select the right
candidate as per the requirement. Also employees who will effectively contribute to overall
growth and development of the company (Bazen and Waziri, 2019). The trends analysis
will also help chosen company to analyse the potential of the employees required in
order to effectively carry out their activities. Some of the current labour market trends
that directly influence the talent management and workforce planning are mentioned
below:
Globalisation: It is define as large number of companies moving towards the
international market to enhance their market size and gain competitive advantage in
the international marketplace. The international trading of the business are known as
the multinational companies, it is mainly used as the movement of goods and
services as well as technology. This growing enhancement in the globalisation trend
directly influence the working labour and workforce of the organisation as the they
have to work according to the new countries legislation. In addition to this companies
have to implement new strategies as per the requirement of the new counties.
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Technological changes: Another trend is the technological changes, with
growing use of the technology in each field, large number of companies are moving
towards the use of technology and various online platforms. Continuous change in
technologies will directly influence the workforce planning as, if the required training
is not given to the employees regarding the new technology then it will lead to
directly influencing the overall performance of the company. In context to Morrison,
to effectively manage the workforce of the organisation effective training needs to be
provided to employees. Also proper knowledge regarding the technology used in the
business organisation should be provided to the workforce so that they can smoothly
work on various technology (Devitt, 2018).
Assess current and anticipated skills requirement in relation to determine labor
market trends and legal requirement.
With the current changing labor market specially with the current global
pandemic which has directly impacted the growth and development of business
organization. And forced the business organization to start working remotely, this
has lead to creating situation of work from home for the employees. In order to
effectively work the skills like hybrid workplace will help in smoothly carrying the work
for the employees and enhance their productivity and profitability.
3. The different types of legislation that the organisation
must take into account when workforce planning
Employment legislation is defined as the various laws and rules implemented
in order to protect the rights of the employees and also to maintain effective and
positive relationship among the employer and employees. There are various
employees legislation implemented in the business organization in order to avoid any
kind of discrimination, promote equality and so on (Durazzi, 2019). In context to
Morrison, the various legislation that can be taken into consideration by the company
for effective workforce planning are mentioned below:
Employment Rights Act 1996: This is one of the most essential law that is
needed to be taken into consideration by the organization as this allows the business
to protect the rights of their employees and also protect them in case of any kind of
dismissal, paternity leaves, maternity leaves and unfair dismissal. In case of
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Morrison, this act will cover all the rights of the employees making them feel safe and
secure (Bagavo and Kourachanis, 2021).
The Equality Act 2010: The another essential law required by the business
organization in the effective workforce planning is the equality act, this act will allow
the company to avoid any kind of discrimination at the organization and treat each
and every individual equally. This will help the HR manager of the Morrison to be fair
during the recruitment process, hiring right and well deserving candidate also avoid
any kind of inequality in the organization (Grunow and Evertsson, 2019).
Employment Relations Act 1999: In order to manage and retain the
workforce for long period of time in the organization, maintaining effective
relationship with them is very essential. The employment relation act allows the
organization to create effective relationship with them through implementing various
rights related to the trade union recognition, any industrial actions and so on. In
context to Morrison, this act can help company to maintain and build effective
relationship with their employees and also manage them.
4. A critical analysis of current and anticipated skills
requirements for the organisation in terms of how current
trends are directly influencing the organisation
Skills are the ability or characteristics of a person which allow them to achieve
desired goals and objectives and motivate them towards enhancing towards overall
performance (Wehl, 2019. With the changing trends, it becomes very essential for
the business organization to enhance their skills and knowledge and also improve
the performance of their employees in order effectively deal with the changing
requirement and deal with the changing trends and gain competitive advantage in
the marketplace (O’Connell and McGinnity, 2019). In order to analyze the current
and anticipated skills needed for the organization to effectively deal with the
changing trends, the companies first need to analyses the skills needed in the labor
market and skills perceived by their workforce and accordingly training should be
provided to the employees. Various kinds of the business needs different types of
skills as per the changing business situation. In context to Morrison, to effectively
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deal with the changing trends some of the anticipated skills required by the company
are as follow:
Emotional Intelligence: One of the most essentials skills required by the
business organization and by its employees is the emotional intelligence skills,
specially when business is going through the tough time in terms of their
performance or financial status (Ulceluse and Kahanec, 2018). The emotional
intelligence allows the business and its workforce to effectively respond to their
emotions. In context to Morrison, this skill will allow the employees working in the
company to effectively maintain emotional stability at tough times and offer better
results.
Conflict Resolution: Increasing conflict at the workplace will directly
influence the performance and profitability of the business. Resolving conflict will
help business organization to maintain harmony in the organization. In context to the
Morrison company, resolving conflict will help the company to overcome challenging
situation and enhance their performance. (Oliver and Yu, 2018).
Tech Savviness: With increasing use of the technology as well as large
number of business are moving towards the use of online mediums it becomes
essential for the companies to have knowledge regarding the use of tech. Due to the
current pandemic when each and every is moving towards the use of technology to
effectively carry out their business and attract large number of customers, use of
advance technology will help the Morrison to attract large number of customers.
Morrison is using online services in order to satisfy the needs of their customers.
Focusing on hybrid workplace: With increasing changes in the workplace
environment one of the most essentials trends that needs to be focused includes the
focusing on hybrid workplace. It allows to focus on the offering effective and best
experience to the employees without compromising on the productivity, safety. It
helps the organization like Morrison to create a balance of productive work and
reduce stress leading to enhance the overall profitability of the business.
5. A comparison with other similar sized organisations
with examples given
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In order to compare the chosen organisation with the other similar sized
organisation Tesco, one of the biggest competitor of Morrison is taken into
consideration as mentioned below:
Morrison Tesco
 In order to deal with the changing
requirement, company is
effectively focusing skills such as
emotional intelligence or technical
skills and so on which will help
the company to effectively deal
with the changing requirement.
 In case of Morrison, the company
is mainly focusing on enhancing
the performance of their
employees and creating smooth
environment for their employees.
Leading them towards continuous
growth and development. (Powell,
2018)
 In order provide effective training
to their employees and enhance
their performance, Morrison uses
formal courses with the on the job
training or learning.
 whereas in case of Tesco which is
one of the top retain company and
biggest competitor of the
Morrison, to deal with the changes
the company is mainly focusing on
ensuring the safety and security of
their employees.
 Various strategies are
implemented by the company in
order to create and ensure the
safety and security of their
employees the company mainly
focus on create safe working
environment for their employees.
 In case of Tesco, both on the job
and off the job training method is
used to train their employees.
6. Recommendations on how the organisation needs to
respond to changes
Changes are the part of business organisation which directly influence the
functioning and profitability of the business. To grow and develop themselves, it
becomes essentials for the chosen business organisation to effectively deal with the
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changes and implement required strategies also (Svalund and Berglund, 2018).
The changes are also considered as a part of the business organisation dealing with
them effectively will lead the Morrison towards growth and success some of the
recommendation that can be taken into consideration by the chosen company in
order to effectively deal with the changes are as follow:
 Morrison needs to clearly define the change to the employees so that they
can understand the requirement for the change and why it is important to be
implemented in the organisation, after this company needs to link the change
with the business goals.
 Another recommendation that can be taken into consideration by the
Morrison, in order to effectively deal with the changes can be effectively
evaluating and determining the impact of the changes in the business
organisation and accordingly implementing strategies to deal with the
changes. Also effective training needs to be provided to the employees in
order to deal with the changes and its impact.
 Morrison can develop effective communication strategy in the organisation to
make their employees aware of the change and its requirement. The effective
flow of communication among the employees and top management will help
in avoiding any kind of misunderstanding, leading to achieve desired goals
and objectives. It will also help chosen organisation to communicate how
change will be implemented (Tran and Bui, 2021).
 In order to effectively deal with the change, there should be a support
structure implemented in Morrison, as this will help employees to adjust with
the changes emotionally and practically also building necessary behavioural
and technical skills to achieve desired goals and objectives.
Conclusions
From the above report, it has been concluded that proper analysis of the labor
market helps in analyzing the requirement of the workforce in the organization, it
helps in hiring the right and skilled candidate for the right position effectively. It is
considered to be one of the essential analysis which helps in creating an effective
balance between the demand for the labor and supply of the labor in the business
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effectively. This report helps in analyzing various labor market trends such as
globalization, technology changes also the factors influencing those trends. Various
kinds of legislation needed for effective workforce planning are also analyzed in this
report. In order to effectively carry out their activities and enhance their performance
and to effectively deal with the current trends various skills required by the
organization such as emotional intelligence skills , technical skills, communication
skills are also analyzed in this report.
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References
Bagavos, C. and Kourachanis, N., 2021. Civil society organizations and labour
market integration for refugees and asylum seekers in Greece. VOLUNTAS:
International Journal of Voluntary and Nonprofit Organizations, pp.1-11.
Bazen, S. and Waziri, K.M., 2019. The integration of young workers into the labour
market in France. International Journal of Manpower.
Devitt, C., 2018. Shaping labour migration to Italy: the role of labour market
institutions. Journal of Modern Italian Studies, 23(3), pp.274-292.
Durazzi, N., 2019. The political economy of high skills: higher education in
knowledge-based labour markets. Journal of European public policy, 26(12),
pp.1799-1817.
Grunow, D. and Evertsson, M. eds., 2019. New parents in Europe. Edward Elgar
Publishing.
O’Connell, P.J. and McGinnity, F., 2019. Working schemes?: active labour market
policy in Ireland. Routledge.
Oliver, D. and Yu, S., 2018. The Australian labour market in 2017. Journal of
Industrial Relations, 60(3), pp.298-316.
Powell, M., 2018. An analysis of policy implementation in the third world. Routledge.
Svalund, J. and Berglund, T., 2018. Fixed-term employment in Norway and Sweden:
A pathway to labour market marginalization?. European Journal of Industrial
Relations, 24(3), pp.261-277.
Tran, L.T. and Bui, H., 2021. International graduate returnees’ accumulation of
capitals and (re) positioning in the home labour market in Vietnam: the
explorer, the advancer or the adventurer?. Journal of Education and Work,
pp.1-14.
Ulceluse, M. and Kahanec, M., 2018. Self-employment as a vehicle for labour market
integration of immigrants and natives: The role of employment protection
legislation. International Journal of Manpower.
Wehl, N., 2019. The (ir) relevance of unemployment for labour market policy
attitudes and welfare state attitudes. European Journal of Political
Research, 58(1), pp.141-162.
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Table of Content
Part 2: Recruitment Portfolio
1. A recruitment and selection process flowchart 12
2. Job analysis 13
3.1 Job descriptions for first job 13
3.2 Job descriptions for second job 14
4.1 Person specification for first job 15
4.2 Person specification for second job 16
5. Reviewing and evaluating the most appropriate methods of
recruitment and selection to be applied for different roles 17
6. Making valid judgements and recommendations on how to
improve processes and documents for effective talent resourcing
16
7.Explain the stages and processes from initial recruitment to exit
and transition. It must also consider relevant legal considerations
within the cycle and evaluate why the cycle is so important in
relation to the organisation and its talent management strategy. 19
8. Analyse each stage of the HR Lifecycle and provide specific
examples of HR practice within each stage and provide an
evaluation of how each stage can be applied separately and
integrated to support strategic talent management. 21
References 22
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