Higher Nationals

Assignment Brief – BTEC (RQF)

Higher National Diploma in Business

Student Name
ID
Unit Number and Title Unit 19 Resource and Talent Planning

Academic Year 2019/2020 April 19

Cohort Term Block 6
Unit Leader Syed Ahmed Assessor Sean Barrett
Assignment Title Resource and Talent Planning
Issue Date 13.07.2020
Submission Start Date (Formative) 28.09.2020

Submission Summative 10.10.2020

IV Name Syed Ahmed

IV Date 11.07.2020

Learners Declaration: I certify that the work submitted for this unit is my own and the research sources are fully
acknowledged.

Learners Name: Date:

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 Table of content
Serial
No. Topics Page Number
1 Introduction 2

2 Analysis on the current labour market trends and

appropriate legal requirements which influence
workforce planning
1.1 influence on talent management and
workforce planning
3
1.2 Legal requirements 4
1.3 Labour market trends on a specific
organization 5

2 Determining the current and anticipated skills

requirements in varying contexts.
2.1 Skills requirements that are anticipated 6

2.2 In response to identified labour market trends 7

2.3 Demand Forecast, Succession planning and
8
performance management

3 The appropriate documents and processes which

contribute to effective recruitment and selection
3.1 Job Description and person specification
8
3.2 Different recruitment and selection methods
and how is important for talent resourcing. 9-11

3.3 Judgements and recommendations on how

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appropriate documents and processes can be
improved for effective recruitment and
selection process

4. How to manage HR life cycle 12-15

5. References 16

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Introduction

It is very important for any organization to have tactical human resource management and Strategic
workforce Planning(SWP) for sustainable development of the organization. There are some key
parameters that HR must consider while analyzing the various domains of the organization. Being an HR
consultant I would like to put light on some key factors like current labour market trends and legal
requirements and moreover, I would like to highlight contemporary labour market trends and legislation
which have an influence on organization’s current HR strategy. I would also like to present an analysis of
the organization’s job roles and skills requirements which stands out of the crowd as compared to other
small scale industry. Since an organization’s development is pivoted on these factors so after analyzing I
would suggest how to optimize the selection and hiring process and to make it more effective. According
to my point of view, effective response to supply and demand forecasts, succession planning and
performance management is also a factor that should be highlighted. Apart from these, another important
task is to evaluate how the stages of the HR life-cycle can be applied separately and integrated to support
strategic talent management.

A brief Introduction to IKEA

IKEA is a Swedish organization all around known home outfitting retailer and was set up in 1943. The
organization's name is an abbreviation that comprises of the organizer's initials (Ingvar Kamprad), and
those of Elmtaryd, the family ranch where he was conceived, and the close by town Agunnaryd (his old
neighborhood in Smalland, southern Sweden). Today it is the world's greatest furniture retailer, seen for
its Scandinavian style. The greater part of IKEA's furniture is level pack, fit to be gathered by the client.
This allows a reduction in costs and packaging. IKEA passes on an extent of 9,500 things, including
home decorations and embellishments. This wide range is open in all IKEA stores and customers can
orchestrate an extraordinary aspect of the range online through IKEA's webpage. There are 18 stores in
the UK to date, the principal opened in Warrington in 1987. Stores are found the world over. In August
2008 the IKEA pack had 253 stores in 24 countries, with a further 32 stores had and run by franchisees. It
welcomed a total of 565 million visitors to the stores during the year and further 450 million visits were
made to the IKEA site. IKEA bargains showed up at 21.2 billion Euros in 2008 exhibiting an extension of
7%. The best arrangements countries are Germany, USA, France, UK and Sweden. In 2008 IKEA opened
21 new stores in 11 countries and wants to open around 20 more in 2009 as a component of its framework
for improvement. Some other popular products of IKEA includes decoration items, automated electronic
products, textiles, artificial pot and plants, lighting accessories, toys for children, etc.

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Learning Outcomes

1. Analysis on the current labour market trends and appropriate legal requirements which
influence workforce planning

1.1 Although the labour market trends vary from places to places but some of the common labour
market trends that influence talent management and workforce planning are:-

a. AI incorporated scheduling optimizations- Top notch booking and arranging advancement

programming for high volume and complex assistance needs.
b. Portable Field Service-A total element rich toolbox for field engineers, in the case of finding new
parts, raising solicitations for new openings, or giving client cites nearby, convey administration
greatness and change field specialist efficiency.
c. Quicker and smarter client commitment- Enabling the administration to set up and change
client commitment with excellent contact and client care specialist work area arrangements.
d. AI-powered virtual assistance-Putting the clients in charge with the most recent self-
administration arrangements and remote assistance to share expertise quickly.

There has been great activity of legislations in the area of employment law since early 1960s. A large
portion of the enactment has been authorized to forestall business segregation. The SPHR ought to be

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acquainted with these kinds of law and guide the association in not just consistence with the lawful
necessities of the law, yet additionally in its goal.

1.2 A few lawful prerequisites an organization must take when workforce arranging are:-
a. Employment Right Act of 1999 and 2003 gives a few legally binding rights counting security
against unjustifiable expulsion at work, privilege to the National Least wage and privilege to
itemized pay articulation.
b. Sex discrimination Act,1975 provides protection of employees against discrimination on the
grounds of gender.
c. The Equal Pay Act of 1970 sets the women and men should receive the same pay for doing the
same amount of work.
d. The Race Relations Act,1976 sets no discriminations on the ground of race.
e. The Disability Discrimination Act,1995 tells the organization should accommodate the needs of
the disabled and establish a right of access for the disabled in any fields.
f. The Employment Relations Act,1999 sets out that staffs need to recognize trade unions where
at least 40% of those qualified to do so take portion in a poll and a larger part of those voting are
in support of union acknowledgment.
1.3 IKEA has a prosperous legal market trends and legal requirements that influences its
workforce planning. Some of them are:-
 Competition law
 Government stability
 Taxation policies
 Business ethics
 Social welfare policies
 Employment law
 Health and safety issues
 Product safety
 Foreign trade regulations

As per the case IKEA has consistently been remarkable among the traditional organizations in a similar
industry. This inclination to be extremist that comes as a bundle with the organization culture causes to
notice IKEA in the worldwide political field. An organization ought to consistently conform to the laws
and enactments of a province where all the lawful techniques are kept up by the political arrangement
of that nation.

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Labour market trends in IKEA

This statistics portrays the quantity of representatives of the IKEA Group worldwide from 2013 to 2019.
In 2019, the number of IKEA collaborators overall added up to 211,000. The absolute number of IKEA
workers overall was 151,000 out of 2013.

Some of the reasons behind the increase in the number of employees and having a rise in labour market
in IKEA are:-

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  Treats the co-workers as a family member
 Once on-boarded, IKEA perceives the significance of putting resources into its colleagues. IKEA
continually attempts to ameliorate the working environment and the all out bundle of
compensation.
 Daring to be different.
 Employer branding at IKEA.

2. Determining the current and anticipated skills requirements in varying

contexts.
IKEA is a huge organization with different types of domain and job roles and requires different types
of skills
2.1 According to me, some of the current and anticipated skills requirement for IKEA in comparison
to other similar sized organizations are:-
Job title-Product quality co-worker
• Result oriented.
• Client handling skills.
• flexibility in alter.
• High aspiration to work.
• Capacity to have individual initiatives.
• Imaginative in creating keen solutions.
• Great consideration to detail.
• Great information of the IKEA item range.
• Fundamental information of English.
• Talented craftsmanship.
• Fundamental retail experience.
• Abstemious.
• High adaptability while facing modern challenges.
• Solution-orientated behavior.
Job title- Team Leader Communication and Interior Design For Customer Meeting Point
Prior knowledge in Architecture, Interior plan or equivalent with minimum 10 years of involvement
with Interior Design, visual marketing or comparable and conveying results. Minimum 5 years of
experience with driving and impacting collaborators Experience from retail, ideally home outfitting
segment Experience in arranging, driving yield and estimating execution.

2.2 Current and anticipated skills requirement in response to identified labour market trends and
legal requirements

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  Should be well versed in new technologies.
 Should have the flexibility to relocate in any location as the organization requires.
 Should have proper knowledge of time management and should adhere to the deadlines.
 Trustworthy.
 Quicker and smarter client commitment.

2.3 Recommendation for effective response to supply and demand forecasts,

succession planning and performance management

Human Resource supply forecasting is the process of estimating the availability of human
resource followed after the demand for testing of human resource. For assessing the flexibly of
human asset we must be considered inside and outside gracefully. Inside flexibly of human
resource open by method of trades, headways surrendered laborers and audit of laid-off
delegates, and so on. Wellspring of outside flexibly of human resource is the openness of work
oblige inside the exhibit and unused enrollment.
Succession planning
Once a company has figured the request for work, it needs a sign of the firm's work supply.
Deciding the inside work supply calls for a point by point investigation of how numerous
individuals are as of now in different work categories or have particular aptitudes inside the
organization. The organizer at that point alters this examination to reflect changes anticipated
within the close future as a result of retirements, advancements, exchanges, deliberate turnover,
and terminations.

3. The appropriate documents and processes which contribute to effective

recruitment and selection
3.1 Job Analysis
IKEA is a big brand and has a diversity of jobs with a great hierarchy in its administration. So
analyzing the job role properly is very important

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Questions to ask about the role:

 What duties did the preceding postholder bring out

 What degree have been those duties
 Did they've supervisory obligation or budgetary control
 Are the reporting traces nonetheless appropriate
 Are there other duties that might want to be delivered to this function (or taken away if the
function is taken into consideration too large)

Job Description

IKEA is a big brand and has a diverse job role so after analyzing and defining the job, the HR should be
very specific and should not beat around the bush. When the HR have either investigated a current job or
planned another post, you should create an expected set of responsibilities. The expected set of
responsibilities ought to give fundamental data about the job, including the title, whom the post reports to
(work title of the postholder just, not their genuine name), some other posts for which the activity has the
duty, and the date it was made or refreshed. 
The primary motivation behind the job should come straightaway, trailed by a breakdown of the
particular obligations. While the portrayal should be far-reaching, it must be succinct; there is no
requirement for each minor assignment to be cited. The working connections that the postholder must
keep up ought to be sketched out to outline the interchanges parts of the job (for example associations
with understudies, individuals from people in general, worker's guilds and so forth.). At long last, the
elements of the activity might be noted where pertinent (for example size of spending plan oversaw,
number of understudies administered, number direct line reports and so forth.). 

A great job depiction will empower the possibility to apply viably; it is an announcement, which sets out: 
 the jobs and elements of the personnel, school or division the general purpose of the job. 
 a framework of the obligations. 
 a full portrayal of the principle obligations of the role

Person Specification 
The individual particular is one of the most significant reports inside the enrollment and determination
measure as is a fundamental prerequisite for each post in IKEA. The motivation behind the Person
Specification is to set out top-notch of the information, abilities, experience and level of capabilities that
are needed to complete the job adequately, and ought to be created from the set of working
responsibilities. This particular at that point frames the target standards against which all up-and-comers

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will be evaluated all through the choice cycle. These rules must comprise of the base principles thought
about fundamental for the viable execution of the activity. Alluring measures might be incorporated, yet
these must have alluded to just if up-and-comers have met the fundamental standards. The accompanying
central issues will assist the administration with building up the individual detail at IKEA: 

 recognize the key obligations from the expected set of responsibilities 

 make an interpretation of the obligations into the abilities and information needed to carry out the
responsibility 
 separate the fundamental abilities from the attractive ones; indicate quite far in exact
employment-related terms 
 recognize a piece of particular information necessary for the activity or the prerequisite of some
proof of the capacity to learn 
 demonstrate capabilities and level of instruction required for the activity, if significant (making
sure to state "or equal" to cover a wide range of capabilities) 
 recognize what experience is needed to do the activity. This ought to be reasonable and proper to
the job 

Reference to age, conjugal status or towards ought not to be incorporated since these are unlawfully
unfair. The primary point of the individual detail is to set out the aptitudes and capacities that an applicant
would require so as to have the option to do the function to an agreeable norm. It's anything but a 'list of
things to get'; setting the rules excessively 'high' may bring about an absence of appropriate candidates.
Nonetheless, pitching them too low may mean you have a high volume of candidates who all meet your
rules. It would be ideal if you allude to informative supplement for an example of individual
determination for the post of Lecturer in Psychology, which utilizes the standard format structure.

3.2 How Effective Different processes and methods of recruitment and selection are for talent
resourcing

a. Online Job portal

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 It tends to be valuable for organizations without a good brand that might be probably not going to
draw in applicants straightforwardly to their sites.
Advantages-
 Speeds up the recruitment process
 Advertise the internal vacancies globally.

Disadvantages-

 Bad design can give a negative impact on the potential applicants.

b. Third partyAgencies
There are lot of private sectors that acts a bridge between the applicant and the organization.
Advantages-
Organization gets pre-screened applicants therefore it makes the evaluation process easier
Disadvantages-
An extra cost is incurred

c. Press Advertising
Master/trade journals, public and close by papers are up til now considerable procedures for
selection: people with great competency as often as possible quest for circumstances in the
relevant master journal first, which are logically at risk to have an online presence other than a
printed form. Enrollment workplaces can consistently mastermind phenomenal rates with media
social events.
Advantages-
Sends a positive insight about the organization and trade publications target candidates with
specific skills.
Disadvantages-
Beneficial only to those who go through that particular article or news-paper and it is often a slow
process.

d. Internal referral
Sometimes organization hire candidates if any employee of the organization refer someone.
Advantages-
Organization get skilled candidates
Disadvantages-
Pools of aspirants are limited and employees may get distracted from other duties.

e. Recruitment Events
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 These can range from face-to-face fairs, often at universities to web based chats, where potential
applicants can enquire online.
Advantages-
Demonstrates the employer brand and its cost effective
Disadvantages-
Not cost-effectiveness in case of a few vacancies.

f. Social Networks
Proficient organizations, for example, LinkedIn have seen a consistent ascent in the quantity of
associations utilizing them for enlistment, mirroring the ascent of online enrollment. The
Randstad Employer Brand Research uncovered that 39% of applicants utilize web-based media to
secure their next position, with Facebook and LinkedIn the two most-utilized organizations.
g. Internships
Among staffs, 75% say that hiring through internships has helped lower their hiring costs. The
number of organizations offering internships is increasing, the government initiatives in this area
is a master plan, such as the National Apprenticeship Service

3.3 Some Judgements and recommendations on how appropriate documents and processes can be
improved for effective recruitment and selection process

1. The Job definition should be diversified and redefined

The job posting should be inspirational and should cover all the necessary possibilities and
outcome. I think IKEA should work on this since the job postings are very short and restricted.
2. A new approach should be devised to discover new talent
Since IKEA is home furnishing retailer therefore they should collaborate with the departments of
different Arts and handcrafts university where they will be getting deserved candidates in the
aspects of decorations and furnishing. Your staff has a deep understanding of your organization,
its objectives, culture, group dynamic, and everyday activities. No one is preferable prepared for
ability enrollment over existing representatives. Since they are relied upon to vouch for their
competitors, they'll reconsider before alluding an individual for the activity.
3. Feedback from the candidates should be collected and analysed
It is very important for development since feedback is the only way to understand the customers”
choice.
4. The onboarding program should be optimized
The foremost imperative thing each boss ought to get it approximately onboarding is, that it
cannot be hurried. On the opposite, this ought to be a nonstop hone. To maintain a strategic
distance from investing more time and cash, utilize LMS computer program to prepare for
abilities.
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 4. Evaluating how to manage the HR life-cycle within the context of HR
strategy

The stages of HR life cycle

The HR life cycle is the continuous process of integrated HR activities and it consists of 13 steps:-

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1. Business Strategy
It is the starting point and commonly used methods are SWOT analysis, business model canvas,
etc.
2. HR strategy
In this step, the trade procedure is interpreted into the individuals or HR technique. The Human
Assets technique may utilize comparative apparatuses as within the past arrange to characterize
the methodology and vital needs for HR.

3. Organizational Design
The organizational methodology and HR methodology at that point got to be deciphered into an
organization outlined for victory.

4. Job and team design

It is the method of creating jobs that offer assistance to attain organizational targets whereas
being motivational for the person worker. This handle includes work investigation, a
competency investigation, and the designing of the work.
5. HR planning
HR planning revolves around determining representative request and supply. Request will be
impacted by the organizational procedure, ventures in innovation, and the amount and
composition of labor required within the future.
6. Vision and culture
Culture building is the following step in our HR life cycle. Culture begins with a clear vision of
what the company will be “one day”. The culture is the more operational execution that makes
a difference to realize that vision.
7. Recruitment and selection
This can be where the worker life cycle begins. The primary organize is recruitment and choice.
This is often almost pulling in ability and selecting the finest
8. On-boarding and induction

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 Representative acceptance, moreover known as representative introduction, rotates around
bringing representatives up to speed and giving them all the data they ought to do their work
well.
9. Assessment and appraisal
In this stage of the HR life cycle, execution administration comes in. Associates are surveyed and
are given criticism to progress their execution.. 
10. Training and development
This organize of the Human Asset cycle is all approximately the advancement of representatives.
This may be to progress their current aptitudes, educate them aptitudes they require in arrange
to qualify for a advancement, or common upskilling since changing times requiring changing
competencies.

11. Engagement and reward

Following to building a culture that empowers the company to move forward, HR is additionally
intensely included in making the representative involvement and other conditions that lead to
worker engagement
12. Career management
Career administration and career pathing are a awesome way to assist the worker develop
professionally.
13. Exit
This is the last step of HR life cycle.

The importance of the HR life-cycle in relation to strategic talent management

and how the stages of HR life cycle can be applied separately and integrated to
support talent management

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Talent management focuses on some specific, critical day-to-day activities overseen by HR teams. Some
of them are:-

1. Recruitment
Hiring the right people is the foundation of talent management and is operated precisely by the
HR.
2. Performance management
HR innovation and benefit arrangements in zones such as time and participation can offer
assistance track efficiency and execution.
3. Career management
Overseeing the career of the employees can offer assistance increment fulfillment whereas
decreasing exorbitant turnover.
4. Leadership development
It is a vital part of talent management process, after the skilled employees are recruited it is very
important to channelize them in the best way and is maintained properly by HR by continous
assessment and mentoring.
5. Organizational strategy
Ability administration exercises seldom happen in segregation. Instep, key enlisting and back of
workforce improvement starts with a company-level commitment.

References:-
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1. Markov analysis[online] Available at: http://www.whatishumanresource.com/
2. Statistics of the number of co-workers[online] Available at: https://www.statista.com/
3. A guide to HR life cycle[online] available at: xceed365.com
4. Introduction to IKEA and skills requirements[online] available at: ikea.com
5. Organization design principles [online] available at: www.ukessays.com

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