HR Planning Report

This report analyzes the role of Human Resource Management (HRM) in Intellectsoft, an IT company based in the UK. It examines the functions and purpose of HRM, recruitment strategies, benefits of HRM practices, impact of employment legislation, and effective HR practices implemented by the company.

HR planning

Table of Contents
Introduction.................................................................................................................................................2
Task 1..........................................................................................................................................................2
PI-The functions and the purpose of HRM in relation to the resourcing and the workforce planning....2
P2- Recruitment.......................................................................................................................................3
P3- Benefits of HRM practices for employers and employees.................................................................5
P4- Effectiveness of HRM practices.........................................................................................................6
Task 2..........................................................................................................................................................7
P5- Employee relations............................................................................................................................7
P6- Employment Legislation and its impact on HRM decisions...............................................................8
P7- HR practices.....................................................................................................................................10
Conclusion.................................................................................................................................................11
References.................................................................................................................................................12
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Introduction
The report commences with a short introduction of a company which into IT industry and
is located in UK. The report is completely deducted to the discussion of the role of the human
resources in the organization and all the discussion are done pertaining to the organization
selected. The HR department makes use of many sources of the recruitment and selection and the
benefits and the disadvantages of the both are discussed. Then the report has discussed that how
HR functions have contributed in increasing the profits of the company. Various factors like the
legislations and employee relations are also highlighted which have an impact on the decisions
taken by the HR department in the company.
The organization which is being considered for the report is Intellectsoft which is focused on
delivering services as per requirement of customers. The entire report is based on this company
only.
Task 1
PI-The functions and the purpose of HRM in relation to the
resourcing and the workforce planning
HR management is about the increasing the performance of the employees to the highest possible
levels in relation to their role in the organization like Intellectsoft. All the organizations are made
of people. HRM is about acquiring the people’s services, developing their skills, motivating them
in the gradual process and also making sure that they remain committed at Intellectsoft.
Recruitment and selection: The HR department is responsible for performing both the functions
at the organization. Recruitment is the process of screening, capitalization and selection of the
qualified candidates based on the criteria’s set for the jobs. The goal of this is to attract qualified
applicants to the job and to encourage the unqualified applicants to not apply at Intellectsoft. The
HR department also executes proper staffing plan and decide upon the number of employees
which they need to hire. The forecasting of employees is dependent upon the annual budget of
the organization. this is important part for Intellectsoft as this helps in reducing the costs linked
to the engaging the unmotivated, incompetent and underqualified employees in the organization.
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The hiring of new employees in the organization is an expensive affair (Datta Gupta and
Eriksson, 2011).
Orientation: They help to provide orientation to the new employees and help them so that they
can adjust to the new surroundings and environment and to new job. The employees get to know
about their assigned duties and about their job roles, job descriptions and positions at which they
are placed. This provides the employees with clarification regarding their jobs.
Maintaining good working conditions: They make sure that the employees get good working
conditions at the workplace and they also keep on motivating the employees of Intellectsoft
(Gulzar, 2017). At times it is being found that the employees don’t contribute to the goals of
Intellectsoft due to lack of motivation in them. The HR department only provides them
opportunity so that non-financial and financial benefits are provided to them at all the times and
they also take care of the employee welfare as this is mainly helpful in the job satisfaction for the
employees.
Managing employee relations: The employees are the pillars of organization and HR is mainly
responsible for maintaining the employee relationships at Intellectsoft. They help in fostering the
good relationships and also have the ability to influence the work outputs and the behaviors. The
HR department promotes good relationship with the employees and this is a key for the success
of all the organizations. The well planned relations with employees help in promotion of
balanced and healthy relationship between employer and employee.
Training and development: Then this is integral part of the function of the HR management.
They try to improve the future and the current performance of the employees at Intellectsoft by
providing them education and giving them a chance to develop their skills.
P2- Recruitment
As discussed above this is the way through which candidates are attracted to the organizations.
There are mainly two sources of recruitment which are internal and external sources. The
internal sources are those when the people are considered within the organization only (Gavrel,
2015). These can be from employee referrals, present employees, previous applicants or form the
former employees at Intellectsoft.
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Advantages:
 Increased retention and morale of employees
 Tradition done by employees in minimum time
 Less paperwork involved as the person is already working with the company.
Disadvantages
 Probability of animosity among the ranks
 Chances of stagnation in which employees may not show wiliness to change
 Lack of diversity may take place at the organization
External sources of recruitment
This is when the recruitment is done using external sources and not from the company only.
There are many external sources which can be made use by Intellectsoft and these are from the
advertisements, employment exchanges, professional associations, employment agencies,
campus recruitments, word of mouth or nay more sources. This again has its own pros and cons
and some of these are stated below.
Advantages
 Qualified personnel available for filing the vacant positions
 More choice available for making recruitments
 Fresh talent available
 EAC employee brings competitive spirit
Disadvantages
 Can cause dissatisfaction among the existing staff members
 Lengthy process and this may take long time
 Very costly to recruit using external sources and money is wasted on application
processing and on advertisements
Selection
The selection is the process of the most suitable person for the performing on the job. This
selection is done after evaluating all the available options and this aids in getting answers to the
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best person which may be available for the job. Many methods exist for the selection processes
and all of them have their own pros and cons (Pocket Pence, 2018).
 Based on experience: This is an important selection technique and this is valuable for
choosing the applicants and has a pro of choosing the most experienced person for the
job. But this also has a problem that a candidate with less or no experience may get
rejected on this ground even if he possesses the right potential in him.
 Categorization: Intellectsoft also selects the employees by categorizing them to various
categories and this actually becomes problematic when they grow up. This way also the
worthy employees may not get selected.
 Interviewing: Cited company increasingly make use of the interviewing method for
selecting of the people. Some candidates are not able to bear with the pressure related to
the interviewing processes and their performance in them may not be appropriate. But
still this is considered as a good method for assessing the strengths and weaknesses of the
employees.
 Instincts: At times the employers make the selection based on the instincts which is also
the gut feeling. This employee selection tools provides advantages of responding to the
general five senses and but at many times this is not a good technique of making selection
as many times this is not based on concrete information as this may be based on
deceptive information.
P3- Benefits of HRM practices for employers and employees
 Organization culture: The organization culture is the set of the working rules, values,
traditions and vision which the company like Intellectsoft has adopted in the years. The
HR department helps in propagating the organization culture in the organizations. They
establish the procedures, standards and the guidelines and help the employee learn about
the behaviors which are acceptable in the company. Like policy related to punctuality
helps Intellectsoft in promoting time management (Wickramasinghe and Samaratunga,
2016). So the HR department only make sure that the employee follows and maintain the
cultures of the organization.
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 Planning for change: The changes constantly happen at Intellectsoft and the HR team has
to make sure that they stabilize the company for the changes taking place. This is
rightfully done by the HR department by the company. They help them to plan for the
changes and that these things can’t be ignored at any times. This helps the employees of
Intellectsoft in understanding the roles by seeing bigger picture of the organization. They
build bridges in the mangers and departments and help people deal with changing
situations. They make use of the information and develop a management plan for the
changes taking place in workflow and for making sure that the employees in the times of
alarming changes.
 Development and training: This is for the benefits of the employees and employers as all
the employees which even includes the highly skilled and qualified employees need
training at all points of time. This is due to the fact that all the organizations like
Intellectsoft perform their functions in a different manner. The procedures and policies
have to be conveyed to all the staff members and this is required as a part of the boarding
process of the company. All the employees working require to work on same wavelength.
The employees are also involved in the employee development (Rmi-solutions.com,
2018). This way the education keeps the employees unto date and this aids in bringing
modern and original ideas to the organization.
 Safety and health: The HR department at the concern also plays an important role in the
safety and heath of the employees at Intellectsoft. They achieve through the procedures
the policies or the organization and the HR department make sure that all the employees
know about the risk present in any work. In case when something is risky at Intellectsoft,
then HR department talks about such situations to the employees. This eventually reduces
the possibility for occurring of any accidents and so the legal actions on the company also
reduces and they also get benefitted.
 Retention and recruitment: This is also the area in which HR department benefits the
employers and the employees. They recruit candidates, select the best one, encourage
them to get more education, award then compensation and benefits and this is considered
as the internal part of the HR department. This has resulted in decreasing the turnover
rate of the employee’s as they feel more motivated to perform their jobs. They have
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carefully able to identify that what important roles have be done by them given by
Intellectsoft.
P4- Effectiveness of HRM practices
The HRM department has definitely led to increase in the organizational profits as they have
reduced the turnover rate in the organization. If the turnover rate of Intellectsoft is high, then the
organization would have to send more money on the sources of recruitment to attract various
candidates to the job. More money would be wasted on their selection processes, induction to the
work. All these cost have resulted in saving so much money of the companies and this eventually
has led to increase in the profitability of the company. Even this has increased the productivity
levels the organization as they keep on motivating the employees of the company. The motivated
employees tend to work harder and contribute better for the goals of Intellectsoft (Offong and
Costello, 2017). So HR department had made sure that the employees remain motivated at all
times and they have taken care of each and every single responsibility about which they have
towards the employees.
Then they have made the onboarding process easy for the employees by providing them training
facilities at all the times. They have taken various steps to make sure that the new horse gets the
right training and also that they’re able to perform to the best of their abilities. They solve all the
issues which may arise between Intellectsoft and employees in a proper manner. This way the
employees don’t thing about taking legal action against the employer and so the chances of the
litigation by the company reduces. So they have reduced the chances of getting involved in the
lawsuits (Chowhan, 2016). They have paid a considerable attention to the employee relations and
to comply with all the regulations and the laws. They even have developed a program so that
they are able to solve the issues of employees before they become serious problems and this
ultimately indirectly in related to giving the organization profitability boosts.
This way it is quite evident that HR functions has aided the organization to perform their
functions in a proper manner and this way they have been able to increase the profitability of the
company and have acted as a catalyst for the growth of the company. They have provided the
companies flexible environment for increasing the employee engagement and morale and they
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perform all the functions and have helped the organization to improve their profits and
profitability.
Task 2
P5- Employee relations
The employee’s relations affect the roles of the HRM in the organizations to great extent. The
more Intellectsoft is dependent upon the employees, the more active it has to play its role. The
organization is into software business so the functions performed by the HR team has also to be
very much involved. The people are supposed to work in the organization in the groups so they
need to take steps that there exist cordial relationships between the employees at all the stages.
This determines the success rate of the projects undertaken by the company. The HR department
has to incorporate such practices and policies using which they have to constantly make efforts
to promote companionship in the people. The employee relations also refer to the fact that the
efforts Intellectsoft try to manage the relationship between the employers and employees. This is
the basis which provides a consistent t and fair bias based on which the treatment to all the
employees are determine din the organizations. The employees have to be taught so remain
committed to their jobs and remain loyal to the company (Ishaq et al., 2016). These types of
programs help the companies to resolve and present problems which may be faced by the
companies at various situations at the work.
This all has influenced the employee relations program and many strategies have also been
adopted by the HR department of the organization that they are able to make the best usage of
the employees for accomplishing the mission for Intellectsoft. The HR strategies are the
deliberate plans which have been made by them keeping in mind the employee relations. This
has helped the company to gain competitive advantage in the market. They have focused on
issues which may affect the employees in the form of benefits, pays, maintaining work life
balances and also safe conditions of work to their employees. Then as the business is more based
on deadlines so the HR department has adopted many strategies by which they can assure the
employees for a balance in their work and life situations. They have tried to provide the
employees a bets working place. They have actually made the employees as they are the
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stakeholders of the business. This way they have valued their contributions to the company and
this has taken a different form.
To understand their perspectives in a better way they have a person which is the representative of
the employee relations and this person works along with HR department. He keeps on updating
the areas which needs to be improved by the company and this way they remain updated about
the problems of the employees and initiate changes in their processes. The program for employee
relations is not size fit all solution and the HR department have been deeply influenced by the
employee relations present among the employees at Intellectsoft.
P6- Employment Legislation and its impact on HRM
decisions
Many regulations exist in UK which provide the guidelines of the changes which may take place
in the HRM decisions as they have to follow the legislation guidelines and they have to protect
the employees’ rights which are related to the equal employment opportunities, non-
discrimination, form or join unions, standards of conduction and terms of employment and
privacy rights. There exists separate legislation for every work which is performed by the HR
department. Let us try to evaluate this by studying the legislations which are existing for the
recruitment and selection. Many acts exist for this and these are Equality Act 2010, Equality and
Human rights commission 2007, Fixed term employment, criminal records check and many
more. The quality Act was established in 2010 and this a framework to prevent discrimination at
the workplaces. This has been formed as more equality can be promoted in the organizations and
discrimination based on any ground is not done in the organizations. This details all the aspects
and this obviously has an impact on the policies which have been designed by the HR
departments.
The HR rights and equality commission was set in 2007 and this is formed for the promotion of
the equality legislation in UK. The organization can take any legal actions assistant companies
which are following the same.
Data protection act 1988: In accordance with this act, it is important for the management of
Intellectsoft to make sure that they protect personal information and it is not shared with any
other.
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Minimum Standards of terms and conditions for employment: then many employment laws exist
which relate to the setting of the minimum standards for the employers which have to be met in
relation to the safety, payments made to employees, leaves which they can take. The
Occupational safety and Health Act 1974 states about the regulations and rules which have to be
followed at the workplace. So all the factors have to be kept in the mind by the HR department
while designing their practices and policies for the employees working in the organization
(Wang, 2015). The employees are also entitled to receive the leave and this is as per the Family
and Medical Leave Act and this protects the employees who have to stay away from their
facilities due to their work commitments. The companies though their HR department have to
provide such facilities to the employees of the organization.
National minimum wages act 1998: All the workers within the business should be provided with
minimum wage. This should be calculated as per the total amount of work that is performance by
workers.
Equal pay Act 1970: It is important to make sure that workers are paid as per the post
they hold. Employees should be differentiated on the basis of pay provided.
Then most importantly all the information of the employees has to keep confidential by
the HR department, there exist many privacy protections which are provided to the employees.
So employment law is a wide topic and all the actions and the decision makings made by the HR
department have to carefully consider all the details of this. This law and legislations are actually
made to regulate the relationship between the employees and the employers and this overall
helps in governing that what the employers can expect to learn for the employees and what are
the rights of the employees. So legislations have a great impact on the employee performance.
P7- HR practices
Some of the HR practices which have been used by the HR professionals at the company and the
examples of these are:
 Investing in the employee health: the company has made a tremendous effort of taking
care of the health of the people in the organization and they have done this by provide
them gym memberships are concessional rates and even have arranged for two activity
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rooms in the office so that every employee gets time to relax whenever he feels stressed
or exhausted while working at the company. The HR managers are learning to adopt
quickly to the changing situations and this is the reason that they have invested in the
physical and the mental health of the people. This has helped in increasing the
productivity levels of the employees as they have place to take their stress out. This is
great example of the HR practice being started by the company.
 Two way mentoring reactive: then they have also started with a two-way process of
mentoring in which the employees are able to learn the knowledge about the product and
that of processes form the veterans in the company. Even this way not only new
employees get benefitted in the organization but the seasoned employees already working
at the concern also get a chance to absorb new technology from the newly joined
employees. The smart companies are able to tap the new skill of mentoring as a back and
forth relationship and the relationship which is used in the concern is not just up to down.
 No more job titles: the HR officials has started a rule in which all the people working are
not addressed by their job t7itles but buy their respective surnames. This has created an
informal environment at the work. This way the team members of the employees working
in the organization seems to be more cohesive and united and the company is making use
of new and updated technology and is leaving behind the outdated business traditions.
 Flexibility to employees: The HR department also makes the necessary arrangements for
the employees so that they can go and attend their urgencies in the life. This helps the
employees to balance their work and life and this way better integration of their work and
the life takes place.
Such initiatives have helped the company officials to work harder in the company.
Conclusion
The report has tried to present a complete picture of the functions which are performed by the
HR team and all the functions are specifically discussed form the point of view of an
organization to make the overall comprehension of the issues easy. The aspects of HR are being
analyzed from various points of view and also that which factors makes an impact on the
influencing the HR roles. It is important for the make sure that employees are properly monitored
so that the areas to be improved are identified. In accordance with the findings made employees
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should be provided with training and development as it helps in raising the performance level in
effective manner.
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References
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