Talent Planning Report: Strategies for Talent Management at H&M

This report provides a comprehensive analysis of talent planning and workforce management, focusing on the case of H&M. It begins by examining contemporary labor market trends in various countries, including economic, legal, and cultural factors, and how organizations can strategically position themselves in competitive markets. The report then explores the roles of governments, employers, and trade unions in ensuring future skills, followed by a discussion of effective workforce planning principles and tools. Succession and career development plans are developed, along with contributions to downsizing plans and job description frameworks. The report also covers legal requirements in recruitment and selection, evaluates employee retention strategies, and concludes with advice on managing dismissals, retirements, and redundancies, offering valuable insights into strategic human resource management.

Talent planning
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INTRODUCTION ..........................................................................................................................3
MAIN BODY...................................................................................................................................3
Q1. The major key contemporary labour market trend in various countries .............................3
Examine organisations position themselves strategically in competitive markets.....................4
Q2. Role of government, employers and trade unions to ensure future skills............................6
Q3. Description of the main principles regarding effective workforce planning and examples
of the tools using for this purpose...............................................................................................7
Q4. Develop basic succession and career development plans....................................................8
Contribute to plans for downsizing an organisation.................................................................10
Describe how HR can contribute to the development of job descriptions, person specifications
and competency frameworks.....................................................................................................11
Q5. Description of the main legal requirements in relation to the recruitment and selection and
assessment of the strengths and weaknesses of two different methods of recruitment and
selection.....................................................................................................................................11
Q6. Evaluate how to maximise employees retention................................................................14
Strength and weaknesses of various approaches to retention of talent ....................................15
Different approaches to the retention of talent along with its strengths and weakness ...........15
Q7. Provide a brief summary of the advice you would provide to your organisation on good
and lawful practice for managing dismissal, retirement and redundancies...............................16
CONCLUSION..............................................................................................................................17
REFERENCES .............................................................................................................................18
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INTRODUCTION
Resourcing is defined as a process to gather best resources in organisation in order to
effectively build a Portfolio to fulfil various needs. Resourcing play most important role that
aims towards effectively accomplish organisation objectives and goals through which company
can access opportunities in competitive market segment (Lotfi, Hasani and Esfahani, 2020). With
the help of distinctive resources Portfolio Company have ability to manage talent within
organisation through which significant improvement in employee skills and competencies are
done. In this report discussion has been conducted on the concept of resourcing as well as talent
planning for this H&M is being selected which is operating their business functioning as a
multinational organisation in the provinces of United Kingdom. In these report formative
discussions has been conducted on labour trends in different countries along with the
significance of loose and tight labour market conditions upon organisational positioning. In
addition to this report include the role of government, trade union and employers upon
organisational objectives. Furthermore, report includes succession and career development plan
is being included along with essential legal requirements. In addition to different modes of
selection and recruitment along with its strength and weakness is also included in this report.
Lastly the manner in which employee retention can be maximized along with the significance of
good practice to manage dismissal, retirement and redundancy is also covered in this report.
MAIN BODY
Q1. The major key contemporary labour market trend in various countries
Human Resource Department is key essential unit within an organisation, as this unit is
responsible to conduct operations related to identifying current labour trends prevailing in
country in which company is operating their functions and formulate policies and plans
accordingly in order to manage organisational workplace structure according to the trends.
Certain forms of trends affecting labour market condition are being defined below:
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Economic:
It has been identified that in UAE labour market is likely loose in this nation. It has been
identified that there redundancies present in country and individuals are suffering from job loss.
While if it is talked about United Kingdom it has been identified that this country is having tight
labour condition in which there are shortage of skills in respective labour for entry level jobs and
jobs requiring special skills, overall supply of labour in market is shrinking and demand is
exceeding the supply (Krishnan and Krishnaprabha, 2020). In addition to this has been identified
that Brexit is also having a significant impact upon United Kingdom labour in adverse way.
Emiratization:
Compared to many years it been identified that in UAE there is low pay range. While in
United Kingdom, this country is having various forms of payment schemes, contracts and
provisions enforced by government for minimum wage scale.
Legal:
In UAE United Kingdom government imposed certain minimum legal requirement that
act as barriers for company to effectively perform their business operations. It has been identified
that in UAE it is essential for individuals to have various documents and context of work and
visa and permits. While in terms with United Kingdom trade unions are having maximum impact
upon policies of organisation.
EVP:
In UAE there are global mobility benefits such as flexible working, monetary benefits as
well as wellness. If it is talked about United Kingdom policies are having significant impact
upon organisational decision policies such as medical leaves, maternity leaves and more.
Examine organisations position themselves strategically in competitive markets
Proper positioning play key essential role for an organisation it is essential for an entity to
position the business structure in an effective manner in a market segment. Due to the increase in
aggressive competition consumers easily change their behavioural mind set or taste and
preferences towards substitute products and services. In addition to this, it has been identified
that technological shift, government policies changes and other factors or also having adverse
impact on positioning of company. Thus, it is important for an organisation to have proper
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understanding of these aspects upon company positioning in order to conduct business operations
in effective manner. In terms with H&M mentioned below there are some certain strategies that
allow company to position themselves effectively in market segment:
Training and development:
Continuous and proper training allow organisations to enhance skills, capabilities and
performance efficiency of improve the employees (Olufemi Afegbua and Etim, 2020). It allows
organisation to ensure more competitive growth through which H&M can allow employees to
face any situation in effective manner.
Long term planning:
For multinational organisation like H&M it is essential to have a long-term planning as it
facilitate company to have continuous growth in order to influence consumers for long period of
time. For this it is essential for company manager to devise efficient policies as well as strategy
for maximum 3 years and undertake tools and techniques accordingly in order to assure more
competitive growth.
Gap Analysis:
There are number of factors in external or internal marketplace that create gaps and
restrict organisation to accomplish their objectives. It is essential for company to identify these
gaps in respective period of time and undertake use of strategies, plan and tools to fill the gap.
For this H&M by taking advantage of effective gap analysis can fill the gap between human
resource and other important aspect of business organisation.
Skill and competency programs:
With the assistance of different types of competencies as well as skills programs
company can significantly enhance performance capabilities of employees. Competencies and
skills programs allow H&M to enhance productivity skills and competencies of employees
through which they can perform their roles and responsibilities with more effectiveness.
Mapping out required KSAs:
It has been identified that competency map design play key essential role through which
company can develop certain competencies and skills within employees. It will allow company
to optimise training in order to offer efficient support to employees in order to enhance their
performance (Tamunomiebi and Worgu, 2020). With the help of this H&M can take use of
effective learning and tracking methods through which overall performance of organisation can
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be effectively enhance. With the help of this aspect H&M can significantly maximise
efficiencies, skill and knowledge of employees.
By considering all the above mention strategies H&M can significantly position
themselves in market segment. All the above mentioned strategies will allow H&M to effectively
position themselves while assuring competitive advancements within retail industrial segment.
Q2. Role of government, employers and trade unions to ensure future skills
Trade unions, employers and government are crucial element and play major role in
developing policies to ensure future skills of employees:
Government:
Play most important role and provide assistance to employer in order to fulfil their
business needs in efficient manner. Different type of initiatives and policies has been enforced by
government such as skill development in order to enhance individual’s efficiency and skills
within country (Jackson-Buxton, 2020). In addition to this it has been identified that government
also provide flexibility such as free zone entities and organisation in order to maximize
workplace structure skills and knowledge.
Employer:
Employers play essential role that manages talented of employees in an effective manner.
It helps in succession planning and provides different type of internship to employees. With the
help of different type of programs like graduate programs, career revaluation etc employer
enhances efficiency and skill of employees. It has been identified that H&M with having
collaboration with employment entities and universities enhance talent and skills of employees.
Trade Union:
Trade union is strong structure that aid employees and reduced pressure on them. They
develop different policies and plans in order to secure right of employee. In context UAE it has
been identified that it is not necessary to have trade union. While it is talked about United
Kingdom in this country there is strict law to have trade unions in order to protect and provide
support to employees.
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Q3. Description of the main principles regarding effective workforce planning and examples of
the tools using for this purpose
Workforce planning
Workforce planning is termed as a process of evaluating the existing workforce data and
future workforce need. By identifying present and future company can implement solution in
order to assist organisation to effectively accomplish its strategic plan, mission and goals (Wang
and Wei, 2020). With the help of proper workforce planning organisation can enhance
effectiveness of their workforce and can accomplish organisational objectives with more
effectiveness.
Principles of effective workforce planning
Principles are defined as certain standards which are essential and provide effective
direction to accomplish and operation objective in with proper workforce planning. It is essential
for HR of H&M to emphasize upon certain principles and arrange them in order to effectively
fulfil the gap between existing and standard. Mentioned below there are some certain principles
which is essential for company to editor in order to have effective workforce planning.
Involvement of all stakeholders in developing, communication and implementing strategic
workforce plan:
It is one of the most important principles in which it is essential for organisation to
involve all the stakeholders, employees, top management, and employee union in order to
effectively understand the need and benefits of certain policies and strategic workforce plan.
With the help of this H&M can have transparent and clear procedure and policies through which
effective workforce planning can be assured (Wiblen and McDonnell, 2020). It is essential for
H&M to involve all stakeholders and employees in developing and implementing future
workforce strategy and maintain effective communication with them.
Establish a communication strategy to create shared expectations, promote transparency,
and report progress
Communication play key essential role in every aspect. It is important for H&M to have
proper communication strategy in order to fulfil the needs and demands of the stakeholders and
interested parties and provide them proper information. It will help in having transparency that
automatically enhances organisational workforce planning effectiveness. With the help of the
company can implement workforce plan in easy and fast manner.
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Determining critical skills and competencies needed to attain future results:
It is important for HR manager to determine critical skills as well as competencies the
essential to fulfil future requirements. It will further help in developing plans to provide proper
training and development courses to workforce. For this HR manager can take advantage of
different types of tools and techniques to determine critical skills which is essential to
accomplish organisational objectives.
Developing strategies to address gaps and human capital needs:
By identifying the gaps and need of critical skill HR manager can effectively implement
appropriate strategies in order to fill those gaps in effective period of time. It will not only
enhance organisational productivity and performance but also allow them to access more
competitive growth opportunities.
Monitoring and evaluating organisational progress towards human capital goals and its
contribution towards achieving main goals:
Proper monitoring and evaluating process not only allow company to maintain significant
balance but also allow them to determine issues that can hamper their objectives. In this it is
essential for H&M HR to take advantage of efficient monitoring and evaluating tools in order to
monitor human capital goals as to accomplish objectives of organisations with more
effectiveness.
Q4. Develop basic succession and career development plans
Succession development plan:
Succession planning is a process in which company engage in the process of evaluating
skills and competent employees for key role. Along with this it has been identified that in
succession development planning company identifies potential and efficient candidates for key
positioning in organisational workplace. With the help of this employees get replaced, promoted
and retired. With assistance of succession development planning H&M can make improvement
in productivity by replacing inefficient workers.
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Educational/Challenging Management:
It has been identified that in order to develop plans as well as policies number of
challenges can be faced by managers and that can affect succession development planning
process in a number of ways.
Leadership development programmes:
It is one of the most important process in which leadership development program is
developed for leaders and managers in order to enhance their communication, thinking and
systematic ability (Hariyanto and Said, 2020). Along with it also enhance self awareness of
leaders and managers through which they can enhance or motivate employees productivity in
effective manner.
Assessment/ Testing for ability and competencies:
With the help of assessment and testing HR manager can effectively determined skills
and competencies required by improvisation for their help in providing proper training and
development courses to employees through which they can enhance their practical as well as
vertical knowledge in order to accomplish objectives of organisations in effective manner
Career development plans:
It is basically terms as personalized strategies that allow employees to enhance their
capabilities and efficiencies to perform objectives in effective manner. Career Development Plan
allows employees to accomplish their long-term and short-term goals. With the help of career
development practices organisation can enhance employees capability to perform task in
effective manner.
360 reviews:
It is one of the most important and effective feedback opportunity through which
employers can undertake feedback from employees in regular period of time. With the help of
this strong communication between employers and employees through which organisation can
accomplish their objectives with more effectiveness. It also helps in increasing performance and
productivity of organisational structure with more effectiveness.
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Coaching and mentoring:
It is one of the most effective method in which organisation provides efficient coaching
and mentoring to employees in order to enhance their capability skills and talent to perform
objectives with more effectiveness.
Contribute to plans for downsizing an organisation.
The concept of downsizing is mainly related and associated with the concept of
permanent reduction of a company's labour force through the way of elimination of unproductive
workers or divisions. Thus, it can be analysed that the concept and plan for Downsizing is quite
common organizational practice which is usually associated with economic downturns and
failing business in which a vital role in played by HR to overcome these conditions through
providing effective ways of Downsizing. The plan of downsizing with a firm mainly comprises
of developing a well thought out of transition plan for employees in order to work closely with
human resource team along with maintaining open and clear communication through providing
outplacement services. The main ways and strategies that can be adopted by HR management of
a firm to contributes in effective plans for Downsizing by an organisation are discussed and
analysed as below:
 Voluntary Lay-offs- this way and plan of downsizing consists of motivating employees
for voluntarily leaving the organisation by the way of providing some outplacement and
severance incentives or pay.
 Early Retirement- it comprises of offering an option of early retirement to eligible
employees along with some extra financial incentives.
 Furloughs- this plan of downsizing for an organisation comprises of providing some
place fir employees to go on temporary and unpaid leave basis until the financial woes
pass of the firm passes.
 Hiring freeze- it is also an effective way adopted by an organisation which comprises of
stooping the hiring for a position that is currently not critical and mush needed by the
business to continue.
 Pay reduction- the another vital step and plan undertaken and contribute by an
organisation to have proper downsizing in the firm comprises of reduction in the pay
rates, fringe benefits, or work hours of willing employees.
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Describe how HR can contribute to the development of job descriptions, person specifications
and competency frameworks.
A vital role is played and lead out by the HR in creation and design of job descriptions,
person specifications and competency frameworks. A job specification is basically a written
document that provides a detailed description about the key role along with including
all responsibilities, objectives and requirements which are associated and needs to be performed
for a job position. Thus, a vital role and contribution is made by HR as they are one who are
responsible to have a deep analysis and implication about the main job requirements and
responsibilities needed to perform any vacant job position within a firm. Further, the person
specification many consists of a written document which is vital to provide a profile of and
expectation for an ideal new employee which is including its key skills, experience
and personality type. It is the responsibility and duty of HR department to set out and provide a
proper person specification according to which a suitable and skilled employees can be selected
and recruitment by a firm. Thus, an analysis can be made that a major contribution is lead out by
the HR in development of job descriptions and person specifications by the way of leading and
ensuring proper analysis and evaluation of a job role and responsibilities along with proposing
the key skills and competencies that are required in suitable employees to fill a vacant job
position. Further, the HR staff plays a vital role and contribution in designing and framing
competency framework by the way of clearly showing that how roles within HR is related with
the long term business goals and success.
Q5. Description of the main legal requirements in relation to the recruitment and selection and
assessment of the strengths and weaknesses of two different methods of recruitment and
selection
Recruitment:
Recruitment is defined as a process that involves identifying new individual in workplace
structure of organisation. In this process activities related to identifying job vacancy, evaluating
the job requirements, reviewing of application, screening, short listing and selection of right
candidates is being done in order to strengthen organisational workforce structure.
Selection:
Selection is defined as an act to select and shortlist right candidate with necessary skills
and qualification in order to fill the vacancy within organisational workplace premises. It is one
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of the most important processes in which picking and choosing right individual is being done for
the right job position within an organisation.
Legal requirements in relation to recruitment and selection
Selection and recruitment play most important role in HR lifecycle in which it is essential
for HR manager of H&M to have proper understanding of all the legal requirements associated
with selecting and recruiting. Mentioned below some certain form of legislation is defined:
Equality Act 2010:
It is one of the most important acts enforced by government of United Kingdom with an
aim to treat all individuals within workplace in equal manner. It is essential for H&M, HR to
properly understand this act and implement the same in order to ensure that within company
workplace structure there is no discrimination being done with employees on the basis of gender,
caste, colour, religion and other characteristics (Karunathilaka, 2020). Negligence of this will
lead company to face heavy legal penalties and legal consequences.
Data protection act 2018:
This act state that it is essential for organisation to properly secures personal information
of employees and do not share this to any other third party without the permission of employees.
This act secure safety and right of individuals and failure of this will lead company to face legal
challenges in the form of heavy penalties and other legal obligations.
Strength and weaknesses of two different methods of Recruitment and selection
Recruitment:
There are two types of recruitment process that involves internal as well as external
recruitment which is well being defined below in detail manner.
Internal:
In this HR manager engage in the process of identifying and recruiting candidates from
internal or existing human resource with an organisation with the help of tools like transfer,
promotion and more.
Promotion:
It is one of the most effective measures to fill vacant position within an organisation that
also enhances job satisfaction among employees. However there are some certain form of
weaknesses and strengths associated to this method.
Strengths
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