Human Resource Planning Analysis

This assignment delves into the crucial role of human resource planning (HRP) within organizations. Students are tasked with analyzing various facets of HRP, including its strategic significance, key components, methods for implementation, and the impact it has on overall organizational performance. The analysis should encompass real-world examples and demonstrate a comprehensive understanding of how effective HRP contributes to achieving business objectives.

HUMAN RESOURCE
MANAGEMENT

HUMAN RESOURCE MANAGEMENT.......................................................................................1
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
1.1 Comparison of Individual management or HRM.............................................................3
1.2 Reasons of HR planning...................................................................................................4
1.3 line managers obligations.................................................................................................5
1.4 legitimate and restrictive model of HRM.........................................................................6
TASK 2 ...........................................................................................................................................7
2.1 HRM planning concepts...................................................................................................7
2.2 Steps including HR Planning ...........................................................................................7
2.3 Distinctions in recruitment or selection procedure in various organisation.....................7
2.4 Uses and advantages of recruitment or assortment..........................................................8
TASK 3............................................................................................................................................9
3.1 Psychological feature and reinforcement .......................................................................9
3.2 Occupation assessment in pay finding factors..................................................................9
3.3 Usefulness of reward system..........................................................................................10
3.4 Methods of monitoring employees performance............................................................10
TASK 4..........................................................................................................................................11
4.1 Surcease of occupation at the company level.................................................................11
4.2 Employee exit procedure................................................................................................11
CONCLUSION..............................................................................................................................12
REFRENCES.................................................................................................................................14

INTRODUCTION
HRM is a process of developing successful improvement of plan of action arranging the
overall aims and objectives to accomplish group and organizational goals. It aims in providing
better organizational cultural surroundings. Several obligations of human resource managers are
psychoanalytic process of employees, commercialism, social welfare and resource execution.
HRM aims in promoting systematized governance for running the structural work force. Several
HR policies and regulations at the organizational level and variables are considered with HRM.
These are recruitment, selection, employment, training, compensation, transfer and promotion.
These facets are deal under the HRM. Main vital roles of HRM are preparation, creating,
guiding, dominating and staffing (Wright, 2013).
TASK 1
1.1 Comparison of Individual management or HRM
These are the below distinctions in personnel and HRM
Personnel management Human resource management
It is a conventional conceptualization of
managing individuals at the organizational
level.
HRM is the contemporary formulation of
managing the strong and weak points of the
organizational individuals.
The focal point of Personnel management is
on departmental administration, working
class and well-being of employees.
The focal point of HRM is on learning,
evolution and care of individual
The assumptions are based on the business
stimulations.
The visualization concept is based on the
resources.
Individual roles are interpreted for worker
contentment.
Administrative functions are interpreted for
goal achievement.
Basic objective of personnel management is
the attainment of gratification to the
employees.
HRM objective is to accomplish administration
goals and objectives.
Job designing is done on the basis of labour. HRM job scheming is done on the basis of

team work.
There is less amount training is given to
employees.
More and advance methods of training is
provided.
Decision are made by the top management by
several policies.
HRM decisions are made collectively.
Personnel management is concerned with
personnel manager.
HRM is concerned all the managers from top
to bottom.
It's regular purpose It's strategical process.
1.2 Reasons of HR planning
HRM planning is a procedure of identification of existing and forthcoming human
resources requirements to attain goals at the administration level. It is the connection between the
HRM governance and net strategically concepts (Wright, 2013).
As defined by Posh Nosh (LTD ) planning by means of HRM is a necessary requirement
to satisfy needs and wants of the organizational members. There is several planning process.
Illustrat
ion : HUMAN RESOURCE PLANNING

Work force planning – It's an attempt of estimating labour demand , size evaluation and
requirement of natural resources of supplying. It consists of employer brand creation, holding
scheme, absenteeism direction scheme, flexibility, enlisting and selection plan of action (Baer,
2012).
There are several implementation plan of action
Existing HR capacity assessment- this can be done by making or designing skill
catalogue for workers to know about the current holding capacity of faculty members. This is
helpful in workers forth coming evolution plan of actions.
Forecasting HR needs – In this process predictions are made according to various
employment opportunities. Setting up of several concepts for an individual. No of faculty
members needed by organization to prioritise several objectives.
Gap analysis – this method is assessing the requirement of forth coming employment
opportunities fresh skills. This aims in identification of current employee skills ,their strong
points and existing human resource practices to attain future targets.
HR plan of action
there are several plans to attain goals and objectives
Restructuring strategies – It consists of minimizing faculty members, creation of better
work by regrouping tasks.
Training and development – This is an arranged process of building cognition and skills
for a decisive intention. Development is carried out by implementing new and advance methods
of technology (Preece, 2010).
Recruitment – This is a process of inquiring for potential employees and stirring them for
occupations at the organization level.
Outsourcing – These are external recruitment firm or collaborations which provide
employment opportunities to various job seekers.
These are the above HRM planning methods.
1.3 line managers obligations
Line managers are basically operating various departments at the company level. Their
basic aim is assign tasks, manage work flow, work quality observation, encountered various
problems of the employees. There are several roles and responsibilities of line manager.

Employ engagement – This is done by line managers by focusing on the weak and
negative characteristics of workers executions. Engagement is done by influencing them to work
and perform well at the working place.
Performance appraisal – This is done by group dynamic methods. This is a concept of
assessing the performance of employees through several methods of complete circle appraisal,
multi assessment method etc.
Performance linked pay – these are the pecuniary profits of workers in acceptance to their
superior execution. These are called gifts or rewards. There are monetary incentives provided to
the employees to their extra and best efforts.
These are the above role of line HR managers.
1.4 legitimate and restrictive model of HRM
Judicial and regulative model provide assistance to running business more efficiently and
effectively. It eliminates the frame work work of legal issues and hindrance to the working of the
company . It is required to follow the legal norms so that their performance can not be judged on
the legal parameter. When any legal issue arise in the company then it places impact on the
goodwill of the company in the market so it is important to follow all the regulations and laws
that is imposed on the company. Employment legislation helps to maintain smooth relationship
among the employer and the employees. The issue that company may face related to
discrimination, working age and working conditions are covered in many act.
There are few laws that an organisation required to follow:
 Equal pay act 1970- It considers the discrimination issues that arise in the company and
no discrimination whether financial issue or on gender basis made in the company.
 National Minimum wage act 1998- It considers that every employee must get minimum
wages. Wages rate for adult in 2003 is £4.50 per hour and for age of 18-21 is £3.80 per
hour (Guest, 2011).
Employment right act 1996- it provides the authentications related with various
recruitment processes.

TASK 2
2.1 HRM planning concepts
Human resource planning is a process in which the company identified the needs of the current
and the future human resources to achieve the goals of the company. And with the help of the human
resource planning the management of the Posh- Nosh Company forecast the need of the future human
resource. The Human Resource department of the Posh- Nosh company deals with the several tasks and
then the department complete the task in an efficient and effective manner. The tasks in which the Human
Resource deals these are training and development, recruitment and selection, compensation, and the
retirement services. Human Resource department is the most important department of the company. It is
the backbone of the company. Human Resource planning is the HR's main and important aims because it
deals with the recruitment. The Human Resource Planning involves the collection of the data and
information like making the goals or the objectives, and also making the conclusion to achieve the goals
of the company. The reason behind using the human resource planning is to find out that how many
employees and what king of the employees working in the company, how the company uses its resources
which are available and also know that how company deal with its workers. With the HR planning the
company work successfully and achieve its goals or the objectives. The Human Resource Planning is
extent for the improvement and growth of the workers or the employees with the help of the training.
2.2 Steps including HR Planning
The management of the Posh-Nosh company makes the Human resource planning. With the help
of the human resource planning the Human Resource manager select the right person for the right job at
the right time. In the human resource planning involves some stages. These are:
Assessing the Human Resource- It is the first step involved in the Human resource planning
process. In this step the internal and the external both environment are included. In the internal
environment involves the structure and goals of the company. And with the help of the internal
environment, the manager can find out the need of the HR availability. With the help of the internal and
the external department, the HR manger analysis the weakness and the strength of the company.
2.3 Distinctions in recruitment or selection procedure in various organisation
Differences between recruitment and selection process is Debenhams UK and Posh Nosh
Limited.
This is the below process adopted by the enterprises

1. identification of the positions or vacancies
2. developing the planning of enlisting
3. implementation of recruitment plans
4. Re-Rating of nominees
5. interview processing
6. Selection of candidates
Adecco jobs
The first step is the process of providing Employment opportunities by add posting on various
internet sites through which employee must be apply for jobs by putting their updated resumes on various
job sites including all the relevant information. According to that recruiter receives application. The
recruitment and selection team choose appropriate candidate. Selected candidates appear for the
interview, generally company aptitude tests of the candidates and group discussion, HR interview and
interview by the person who is expert in the field where the vacancy arise. The officials and HR manger
of the company discuss the remuneration with the candidate who got selected. At final stage the company
offers appointment letter to the candidate who got selected in the interview to initiate the job in the
company (Hendry, 2012).
Posh Nosh Limited
This company uses the same recruitment and selection process. The distinguish in recruitment and
selection process between both the company is that last mentioned company present 3 weeks initiation
state for the new enlisted employees another point of difference is that the last mentioned company not
provided any mail or message to the unselected candidates during the screening stage. They did not give
any response to the dis-selection. These are the above difference between different process of recruitment
according to various companies (Fine, 2012).
2.4 Uses and advantages of recruitment or assortment
There is Wide variety of choices in recruitment. It is a motivational strength which helps in
motivating employees to work hard in order to stand or compete in the organizational environment
according to skills, ability, knowledge and competency. It improves the personality of an employee. It has
long term benefits to get new ideas, improvements and helps out in order give best performance and earns
monetary benefits or rewards like incentives, awards, bonus, allowances etc.
Selection is a reliable tool in order to arrange interviews on the basis of selecting best talent or
relevant talent with respect to suitable particular jobs according to the experience and profile. It is the

process of maximizing good quality and minimizing bad quality through the hiring process. It specifies
certain goals and targets according to the organizational level. It measures the potential as well as
performance. It is simultaneously managed to the huge no of applicants. These are the above recruitment
effectiveness for the company and the employees.
TASK 3
3.1 Psychological feature and reinforcement
Motivational theory and reward system are totally interlinked with each other. Motivational
criteria are totally depend on benefits or several recognitions. The reason of motivating employee is for
the development of organization as well as individual level. On the same prospectus employees are
encouraged for better performance in order to gain certain bonus or rewards. This can be done by
providing allowances, incentives, wages and salary. Basically motivation is a process of encouraging
employees for better work, appreciating them for outstanding work. Teaching lessons of hard work and
working in difficult situations. These all process are carried out for the attainment of targets and self-
benefits. In general reward system is established by means envisages employees performance by
providing several money assistances. Through above discussion the theory of motivation and reward are
completely interlinked with each other (Sparrow, 2010).
3.2 Occupation assessment in pay finding factors
Job assessment research processes in order to visualize organization needs and demands by
providing complete description of different types of positions prevailing at organization work place to
employees. Grade finding of each vacancy on cognition, skills, obligatory education, cognitive content,
and occupation duty
 Point of reference perspective to the marketplace
Comparison between the complexness and extent of positions in relation with comparing of establishment
positions (Daley, 2012).
Pay determination – this can be done by assessments made by the employer or company to
allocate various pay levels according to the designations
 it can be assessed buy assets
 extra time payment to the employees
 by maximizing the level of performance
 various promotional activities and employment scrutiny

 variable quantity and extent in earnings
3.3 Usefulness of reward system
Basically rewards are provided to organizational employees to their spectacular presentation, in
general rewards are the pecuniary payment given to the workers in acceptance to their high-grade
execution in the structural work place. These include incentives, grants and provisions.
Effectiveness of reward system can be judged on the basis of improvement in the performance. It
motivates the employee to work harder in the organisation to get the reward. It builds honesty of the
worker to the company and increase the profit of the company. It helps the company to retain the good
and talented employees in the company for long period in the company and create good working
environment in the company (Kryscynski, 2011)
Bonus system – it is helpful in rewarding employees and motivates the employees of
organisation. In relation to financial reward the bonus system is most effective method that can be
adopted to give reward to the employees. Bonus can be give on the basis of customer service, attendance,
performance, quality etc. Bonus system enhances the employee’s morale.
Rise in salary level- it offers to employees. It is the most effective method to motivate the
employees. It helps to enhance the performance of the worker in the organisation and employees devote
their skills in the best manner to the growth of the company.
Promotional activities -. It motivates the employees to work harder and devote their skills to the
work. These are above benefits of reward system. In this the effective working employees get promotion
3.4 Methods of monitoring employees performance
Many companies use various methods of monitoring performance of their co-workers at the
employer level. This is done by means of better judging the employees performance according to various
standards. There are several measures taken by the various companies to speech the cause that impact on
the company's performance.
Measurement and response methods are used in monitoring the performance. Through this
company can hire personnel to monitor the performance of their employees and worker. A company can
be able to provide information regarding the expectation from the employees. Use of performance
standards, in this company compare the performance of their employees with the standards and able to

make adequate recommendation. Performance needs to be realistic and expressed in form of time, quality
and cost (Hendry, 2012).
Performance assessment is the approach that is used to know the actual performance against the
performance standards. Company can identify the strength and weakness of their employees and make
plan to improve their weaknesses.
Training is another method of monitoring performance and done through the organized procedure
by an idea of cognition, skills and ability in order to operate the organization system or workplace.
Development is carried by developing the organizational needs and employee’s requirement.
TASK 4
4.1 Surcease of occupation at the company level
Employee can leave the company at any time this is the main factor that may affect the company
adversely. This is the situation where company need to deal very carefully. There are many reasons when
employee can leave the company as relationship with co-worker, lack of opportunity in the company to
use skills and ability, bored and unchallenged by the work itself, autonomy and independence,
meaningfulness of job, financial instability of organisation, culture where the organisation operates does
not suit to the employee, no effective motivation, bad relationship with the boss ( Taylor, 2014).
There are other reasons when employer can fire the employees also. If the employee violate the
code of conducts or ethical policy of the company, make violence or threatened violence, harassment and
watching unethical things in the working hour. If the working of the company is not in favour of the
employee than the employee affected adversely and do not want to work in the company. So it required
for the company to follow the adequate policy so that their employees can not affected adversely and
retained in the company for long run.
4.2 Employee exit procedure
Short term employment – It is the time period of employee to work less than one year in the
company. The choice level is totally dependent on the employer to extend the time period of the employee
(Taylor, 2014)

Temporary contract – it is contract of more than three months. This can be carried out by the recruiter’s at
the time of busy schedules.
Contractor basis – this can be done by finishing definite task and after completion the servicer pause the
contract.
Dismissal – this is a process of ending contract. This can be done by
Fair dismissal – it is built on motive and system
Unfair dismissal – founded on some cause and procedure
Constructive dismissal – this is by means of serious breach and it should be important for an employee to
resign from the post by the manager.
The process includes
Letter – the information is provided by means of letter through the manager or higher authority to
employee
Meeting – the conduct of letter is done by meeting by communicating on personal basis.
Verdict – this is term used for closing conclusion of the manager
Appeal – appeal is the term used for requesting to higher authority according to the decision made
These are the above methods of exit procedure.
4.3 Legal and regulatory model on employment termination schedules
There are several legitimate and governing frameworks of terminations
Strikes – This refers to the unstructured and intensive removal of employment from construction
provisionally. It means cessation of work by a body of persons employed in any industry acting in
combination, or a intensive denial under common considerate of a number of persons who are or have
been so working to continue to work or to accept employment.
Lock outs- it is the weapon available to the employer to close down the factory till the workers agree to
resume work on the conditions laid down by the employer. These are the judiciary models of
organizations
CONCLUSION
According to the above estimates it can be concluded that human resource management is a process
of attaining group or organizational goals. The tasks in which the Human Resource deals these are
training and development, recruitment and selection, compensation, and the retirement services.
Human Resource department is the most important department of the company. It is the backbone of
the company. Human Resource planning is the HR's main and important aims because it deals with

the recruitment. There are various legal and regulatory frame works associated with the human
resource management. These are the above findings associated with HRM.

REFRENCES
Books and Journals
Armstrong, M and Taylor, S., 2014.Armstrong's handbook of human resource management practice.
Kogan Page Publishers.
CHUANG, C.H and Liao, H.U.I., 2010. Strategic human resource management in service context:
Taking care of business by taking care of employees and customers. Personnel Psychology. 63(1).
pp.153-196.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human capital–
based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management, pp.120-125.
Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global talent
management. Journal of World Business. 45(2). pp.161-168.
Fine, S., 2012. Estimating the economic impact of personnel selection tools on counterproductive work
behaviors. Economics and Business Letters. 1(4). pp.1-9.
Gruman, J.A. and Saks, A.M., 2011. Performance management and employee engagement. Human
Resource Management Review. 21(2). pp.123-136.
Hendry, C., 2012. Human resource management. Routledge.
Hobfoll, S.E., 2011. Conservation of resource caravans and engaged settings. Journal of occupational and
organizational psychology. 84(1). pp.116-122.
Iles, P., Chuai, X and Preece, D., 2010. Talent management and HRM in multinational companies in
Beijing: Definitions, differences and drivers. Journal of World Business. 45(2). pp.179-189.
Jabbour and et. al., 2013. Environmental management and operational performance in automotive
companies in Brazil: the role of human resource management and lean manufacturing. Journal of Cleaner
Production. 47. pp.129-140.
Jiang, K., Lepak, D.P., Hu, J and Baer, J.C., 2012. How does human resource management influence
organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R.R and Wright, P.M., 2013. The impact of high-performance human resource practices on
employees’ attitudes and behaviors. Journal of management 39(2). pp.366-391

Kraaijenbrink, J., Spender, J.C and Groen, A.J., 2010. The resource-based view: a review and assessment
of its critiques. Journal of management.36(1) . pp.349-372.
Ployhart, R.E and Moliterno, T.P., 2011. Emergence of the human capital resource: A multilevel model.
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Weber, Y and Fried, Y., 2011. Guest Editors' Note: The role of HR practices in managing culture clash
during the postmerger integration process. Human Resource Management. 50(5). pp.565-570.
Wright, P.M and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into strategic
human resource management. Human resource management journal. 21(2). pp.93-104.