Resource and Talent Planning Report: Argos Ltd Workforce Strategies

This report provides a comprehensive analysis of resource and talent planning within Argos Ltd, a retail company based in the UK. The report begins with an introduction to talent planning and its importance, followed by an evaluation of current labor market trends affecting talent management and workforce planning, including factors like ageing populations, industry changes, and the impact of globalization and demographic shifts. It then delves into the legal arrangements that organizations, such as Argos Ltd., must consider during workforce planning, including the Employees Right Act, Equality Act, and Health and Safety at Work Act. The report also addresses current and anticipated skills requirements, detailing job analysis methods and succession planning. Furthermore, it illustrates job descriptions, individual specifications, and various recruitment and selection applications. The report concludes with an evaluation of the different stages of the human resource life cycle, integrating these stages with the overall organizational strategy of Argos Ltd.

Resource and Talent
Planning

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
P1 Evaluation of current labour market trends that affect talent management & workforce
planning..................................................................................................................................3
P2 Different legal arrangements that is consider by an organisation while workforce planning
................................................................................................................................................6
TASK 2............................................................................................................................................7
P3. Current and anticipated skills requirements along with organisational example.............7
TASK 3............................................................................................................................................9
P4. Illustration of job description & individual specification................................................9
P5. Several applications of recruitment & selection............................................................10
TASK 4..........................................................................................................................................11
P6. Evaluation of various stages of Human Resource life cycle..........................................11
P7. Evaluation of stages of human resource life cycle integrated with organisational strategy
..............................................................................................................................................11
REFERENCES..............................................................................................................................14

INTRODUCTION
Talent planning is defined as anticipation of required human capital in a company &
planning to fulfil those needs in an effective manner. Resource and talent planning is one of the
most essential function that include coordination among the human resource manager and the
higher authorities of the organisation. It involve aspects such as choosing proper channel of
networking, maintaining of skilled staff members, forecasting of resources required in future. It
is basically a process to attract talent from the whole population that help company in increasing
productivity as well as profitability. It is important for an entity to recruit and select best
candidate for the organisation that aid company to achieve success in an effective manner. For
the present report, Argos Ltd. is taken into consideration. The company dealing in retail sector
and its headquarter is located at Buckinghamshire, England. The company was established in the
year 1972 and offer high quality consume goods in market. The report covers current labour
market trends that has influence on workforce planning. In addition to this, there is a discussion
about different types of legal requirements that is needed to be consider by company at the time
of workforce planning. The various recruitment & selection methods for effective talent planning
and resourcing is describe in the report. Later, the report covers human resource life cycle along
with the organisational human resource strategy.
TASK 1
P1 Evaluation of current labour market trends that affect talent management & workforce
planning
Human resource management plays an important role as it help an organisation to frame
effective policies and select the best candidate who has the ability to perform task in an effective
manner. One of the most essential role of HRM is to attract talent so that productivity or
efficiency of company increases in an effective manner (Vaiman, 2018). The another function of
HRM is to maintain effective relationship with all the staff members that assist in retaining the
for longer period and save the cost of hiring new candidate for the company. In addition to this,
the role of HR is to resolve conflicts and provide a positive working atmosphere to the
employees so that they can work with full potential and achieve goals within stipulated time
frame. With reference to Argos Ltd., its higher authorities and human resource manager adopt

current as well as latest market trends, which aid to gain an understanding about the skills of staff
members that leads to enhancement in productivity as well as performance of staff members.
Therefore, workforce planning is essential business function and activity in order to
maintain positive working environment. By the assistance of this, Argos limited is able to deal
with the challenges and attain competitive advantage at marketplace. In addition to this, it also
help company to sustain in market for longer time and gain higher growth as well as success.
About the company:
Argos Ltd. was established in the year 1972 and mainly deals in the retailing sector. The
company offer its product and service in more than 12 countries and have around 30,000 staff
members, which shows company has high market share and position as well. In addition to this,
Argos Ltd provide quality consumer goods that help company to strengthen its market position
and earn higher profits as well.
Current labour market trends
There are different types of labour that is skilled, unskilled and semiskilled as well. All
this labour work as per the instructions and according to their skill as well as knowledge. The
current labour market trends is given below:
Ageing Populations: The population is increasing day to day and the government of
United Kingdom is planning to recruit thin labour workforce within the coming 15 years due to
rapid ageing population. Therefore, it can pose a hiring issues in the coming future. In addition to
this, the pool of individual with effective skill and talent employees that belongs to developed
countries that is required to be hired. Moreover, there are many countries that will support &
encourage citizen in order to enhance their skills and knowledge as well.
Industry: In today’s world, fourth industrial revolution has lots of jobs & it is increasing
rapidly day-to-day. For example, there is decline in number of store sales rapidly. The industry is
changing rapidly and moving towards the technological advancements rapidly and effectively. In
addition to this, it enhance the company to increase productivity as well as profitability in an
effective and proper manner as well. Moreover, the company gain competitive advantage at
marketplace that leads to attainment of objectives within given period of time.
Strategic approaches of HRM and its affect:
It involve different set of actions, plans as well as policies, which are carried in order to
management of human resource effectively. In an organisation, there are various strategies is

develop in order to attract talent and for resource planning. It involve development of
opportunities, performance appraisal, effective selection procedure, creation of job description
and so on. One of the main objective of all this strategies is to recruit potential candidate and hire
effective candidate according to the vacant job position.
Effective labour market is deciphered as a place, where employers & employees interact
with each other face-to-face, so it is important for Human resource manager to maintain good
relationship with employees and co-ordinate between the activities in order to attain competitive
edge as well as high performance.
HR process & its influence in Economic composition:
Business is an essential part of economy, which perform business activities as well as
functions by considering laws & legislation and adopting changes arise in the economy (Kireru,
2018). It is determine that, the economy of UL has fluctuating because of financial crisis. In
addition to this, BREXIT impact on the economy of UK and also influence negatively on
business activities and performance as well.
It is important to be stable economy so that all the business activities can implement
properly and attain competitive advantage. This, it is essential for management team of Argos to
emphasis on developing strategical measures as per the industrial change that help in recruiting
talented, potential and skilled workforce who has the potential to perform activities and achieve
objectives within stipulated time frame.
Current Market trends that influencing Argos talent management
Globalisation: In this modern era, every company aim to expand their operations
globally or to make expansion in order to earn higher profits and strengthening market position
as well. By the assistance of Globalisation, an organisation can attain competitive advantage &
enhance their market share. Argos Ltd is allowed to recruit skilled, talented and potential
candidate that help in achieve objectives and goals in an effective manner.
Demographic change: This factor is assocaited with the change in population of a
country or an area. It is determine that higher the population, higher will be the opportunities to
attract and hire talent for the company. In addition to this, it is analysed that majority of
population of UK is aged that is consider as a problem for company to hire or recruit talent.

P2 Different legal arrangements that is consider by an organisation while workforce planning
For implementing the activities associated with the workforce planning in an effective and
proper manner, it is important for company to follow all the laws and legislation develop by the
government properly (Boykin, 2020). It is essential for managers of Argos Ltd. to consider all
the laws in order to decline the level of issues that is occurred due to not following laws
properly. The laws that is required to be undertaken is given below:
Employees Right Act
This act was developed in the year 1996 with an aim to regulate as well as protect the
rights of employee. The management of Argos should follow this act in order to regulate pay
leave, unfair dismissal and so on. The human resource manager of Argos Ltd follow all the
legislation of employees right act for developing ethical working environment for employees.
Equality Act, 2010
This act was established by the parliament in order to provide equality to all the
workforce working in an organisation. As per this law, no individual can be discriminated on the
basis of sex, colour, minority and so on. By following this law, Argos Ltd can develop positive
working environment that help in attracting talent towards the organisation.
Health and Safety at Work Act
The law was framed in the year 1974 by the parliament with a provision for the health
and safety of employees. It is important for Argos Ltd to ensure that their employees feel secured
and safe at workplace that leads to increase in productivity and decline in absenteeism rate of
employees. In addition to this, it develop the image of company at marketplace that will help
company to hire talent and potential candidate for the organisation.
Evaluation of worker demand & supply forecasting
From the above discussion, it is determine that workforce planning involve core factors
that is creation & maintenance of potential labour pool in order to achieve objectives effectively.
It is essential for higher authorities and human resource manager to identify demand of labour
properly in order to fulfil vacant position within time frame. By the assistance of this, company
is able to maintain a balance between the demand as well as supply of workforce. In addition to
this, by forecasting labour requirements, company can save their cost that will lead to increase in
productivity as well as profitability of the organisation.

TASK 2
P3. Current and anticipated skills requirements along with organisational example
Human resource and employees are the asset of an organisation that help in achieving
objectives and gain success in an effective manner. It is important for an entity to identify as well
as analyse staff members in order to enhance their knowledge and skills in a proper manner.
Methods of Job analysis
Interview Method: Herein, the interaction take place between the employer and the
candidate and some questions is asked by the employer to the candidate based on their
experience, skills and so on.
Observation Method: Herein, the managers or HR manager observe the performance of
staff members through different tools and techniques. These are direct observation, critical
incident technique and many more.
Questionnaire Method: In this, a set of question is formed associated with the
experience, job role and is filled by the candidate. This is filled by the candidate as per their
experience and knowledge that assist company to easily analyse the skills of a person.
To identify skills & abilities of workers in context to succession planning
Succession planning is termed as a procedure in which a company assess potential and
effective candidate in order to fill their roles (Adamsen and Swailes, 2019). In addition to this, it
is undertaken an assumption and according to it employees will replace promoted and retired as
well. Thu, it is significant for Argos Ltd to properly did workforce planning in order to increase
productivity & profitability. The current skill required is given below:
Current Skills-
Communication skill: It is essential for human resource managers to have good
communication and interaction skills in order to clarify goals to the staff members that leads to
optimum utilisation of resources. In addition to this, it is required to have effective listening
skills in order to gain an insight about perception of employees and listen to the problems of staff
members in an effective manner. If the HR manger have no good communication skill, it may
occur issues at workplace and impact on productivity of organisation in a negative manner.
Forecasting: By the assistance of this skill, an organisation can easily make predictions
about the requirements of candidates by considering dynamic environment. It will assist
company to save their cost as well as resources and decline the level of wastage. In reference to

Argos, this skill allow human resource managers of company to maintain a balance of workforce
and gain success in an effective manner.
Anticipated Skills-
Change management: Nowadays technology is changing rapidly and impact on the
overall performance of an organisation. In addition to this, there is no control of company’s on
macro environmental factors as changes may take place at any time. In order to cope up with
this, it is important for HR manger and employees to be flexible so that they can easily deal with
the situations and decline the negative effect on performance of company. It assists Argos.Ltd to
enhance productivity or efficiency in a proper manner. Software engineer of Argo’s are flexible
and changes with the change management easily and effectively. This helps them to make
decisions in projects.
Performance Management: It is essential for an organisation to evaluate the performance of
employees as it help to provide incentives and benefits to the staff members according to their
performance level in organisation. In relation to Argos, its HR manger evaluate the performance
of workforce and according to it provide financial as well as non-financial benefits to them. It
assist company to motivate employees and enhance their productivity level.
Decision making- Decision-making skills are not only needed for upper management,
but for all the aspects of management. Every employee should be able to make effective as well
as quick decisions for the benefit of the company, no matter what role they play. With help of
decision making, challenges & issues are resolved in proper manner. In relation with Argos,
these skills are expected by manager of the team to make ensure that employee is smart enough
to handle the events or problematic situation. This helps both firm as well as personnel to grow
and develop their skills at broader level. Employee ability to think gets broader when such skills
are used within the entity.
Innovative skill- Another anticipated skill is that firm look for those employees who
have the ability to innovate or are always ready to for new opportunities & challenges. Also this
anticipatory skill comes with active presence of mind. Through this, subordinates are able to
identify and explore themselves at wider range (Oseghale, Mulyata and Debrah, 2018). In
context to Argo, they anticipate for this skill in their employee so that new ideas and thoughts are
being generating for new development within the firm. This also boosts & increases the
sustainability of business for longer period of time.

Negotiation skill- Another one is negotiation skill which is crucial because employee
without skill is not able to handle events or situations. Good negotiation skills are not just for the
sales team. Candidates with this skill are able to discuss and reach agreements with others. They
can explain concepts and effectively advocate for a particular course of action which is
considered to be as competitive advantage to firm.
Organisation examples-
Software Engineer VS Store assistance- Software engineer are responsible for
developing and designing the software. Argos software engineer have current skills and use them
during the project. Store assistance of firm also has current skills and performs their roles in
proper manner.
Senior director VS Line manager- senior director carries both anticipated as well as
current skills and is well organised and motivated. Whereas Line manager is one who manages
and takes decisions regarding recruiting and hiring and handle employees. Line manager have
current skills and casries devlop thri anticipated skills over the time.
Comparison between Argos and Waitrose & Partners
Argos is an online retailing company, which offer quality consumer goods in UK and
Ireland mainly and was founded in the year 1972. Waitrose & partners is determine as one of
major competitor of Argos ltd and earn profit as well as generate revenue more than the Argos
Ltd. If is taking about the workforce, Argos Ltd have around 30,000 employees whereas
Waitrose & partners have more than 52,000 staff members which is one of the main reason of
getting success effectively.Both the firm compete with each other with fair competition and it
forces them to implement business strategy to acquire larger market share growth. In relation
with their Argos they profit revenue is about 4.2 billion whereas comparing it with Waitrose
there profit less than Argos with less than 1 billion (2019). Further, Waitrose have 338 shops in
UK and Argos they have around 855 stores in the country. Service of Waitrose is much cheaper
than services of Argos. In UK, retailing sector is increasing as well as drastically changing which
increases competition in market.
After a brief analysis of above matter, it is analysed that both current and anticipated
skills are needed at every phase of business. Thus various types of skills have been discussed
such as communication, decision making, innovative skills etc. By using such skills within the

management and employee results will of process will be positive in nature. Then, differentiation
is done between Argos & Waitrose briefly. This depicts that both enterprise are varies at every
aspect of business and are always ready to compete. It is essential to conduct proper market
research so that goals & objectives are achieved properly.
TASK 3
P4. Illustration of job description & individual specification
Individual Specification
Post: Marketing assistant manager
Department: Marketing
Attributes Essential Desirable
Experience and
Qualification
Have an experience of
minimum 7 years in the
marketing sector.
Experience in Marketing
department with minimum 5
years & should have
certification in marketing
courses.
Skills or knowledge Good communication and
presentation skill is required.
To have knowledge about Ms-
Excel and PowerPoint.
Job Description
Job Details
Post: Marketing assistant
Company: Argos Ltd.
Job Purpose
Identification of current market trends and customer requirements in order to increase
productivity and fulfil customer needs in an effective manner.

Responsibilities and roles
 Evaluation of marketing trends and planning of marketing activities
 Implementing marketing functions and activities to create awareness and enhance sales
of company.
Individual Specification
Post: Accountant
Department: Accounting
Attributes Essential Desirable
Experience and
Qualification
Chartered accountant in
England & Wales. Accountant
in a renowned organisation
with 10 years of experience.
Minimum 5 years of
experience and have
certification in accounting
courses.
Skills or knowledge Effective Presentation skills &
analytical skills is required.
Required to have knowledge
about accounting concepts. In
addition to this, have basic
knowledge of MS-Excel.
Job Description
Job Details
Post: Accountant
Company: Argos Ltd.
Job Purpose
To maintain record of daily transactions of head office and to conduct internal audits in order to
detect errors and omissions.
Responsibilities and roles

 Proper evaluation of internal control, funds and guide to management.
 Ensure availability of resources for implementation of activities and operations timely.
 Evaluation of financial position & trends and forecasting of budget effectively.
P5. Several applications of recruitment & selection
Internal Recruitment: Herein, the company offer job opportunity to the old employees
or the person referred by the existing employee (Armstrong and Taylor, 2020). It save down the
cost of company that has positive influence on profits. In addition to this, it help an entity to
recruit effective candidate for the company who already have the knowledge of policies and
working criteria of organisation. Moreover, it will help company to resource talent for company
that has positive impact on productivity as well as profitability of an organisation.
External Recruitment: Herein, the new candidates is recruit and select by the candidate
by using different methods which are as follows:
1. Interview: This method is consider as one of the feasible and effective way to recruit a
candidate for the position, The interaction takes place among the employer and candidate
in order to gain knowledge about experience, qualification and skills of candidates in a
proper manner. This method has direct impact on the overall planning of company as it
help in attracting and resourcing talent for company that will lead to attainment of
success and growth as well. In addition to this, interview method help company to select
best candidate that meets with the requirement and help in effective planning as well.
2. Written Test: By the assistance of this method, Argos Ltd. is able to analyse efficiency
as well a performance level of candidate applied for vacant position, It involve question
associated with the job and the qualification of the candidate. In addition to this, it is used
to effective talent and resource planning. With the help of this, company gain to know
about skills and knowledge of employees along with it assist in analysing efficiency and
potential of candidate that has positive impact on productivity of organisation.