Human Resource Management Business Proposal with Focus on HR Planning Process

This report focuses on the human resource planning process, its best practices, advantages, and disadvantages of strategic human resource management approach. It also includes HR planning a process which assesses the current staffing conditions in an organisation. Recommendations are also mentioned in order to focus on the issues of supply and demand in the current market so that the organisation can hire talented employees.

Managing Human
Resource

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Explanation, definition, best practices and analysis of human resource planning. Advantages
and disadvantages of this strategic human resource management approach..........................1
Carry out the proposed process of human resource planning process and assess the current
staffing conditions in an organisation.....................................................................................3
Evaluate internal and external factors of an organisation which are used in forecasting futures
staffing needs. Provide recommendations for talent development of HRM business proposal.
................................................................................................................................................6
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Organisations require human resource management department which is a strategic approach
for managing employees and their operations. In order to manage a human resource in an
organisation manages need to analyse and understand the required skills for fulfilment of
operations (Macke and Genari, 2019). This report is based on Marks and Spencer which is a
multinational retailer. It was founded in 1884 by Thomas Spencer and Michael marks. It is
headquartered in England, UK and offer their products and services in all over the world. They
sell various products including home products, clothing, beauty products and food products. This
report will include explanation about HR planning and their best practises along with their
disadvantages and advantages of strategic human resource management approach. It also
includes HR planning a process which assess the current staffing conditions in an organisation.
External and internal factors are analysed in order to forecast future is staffing needs in an
organisation. Recommendations are also mentioned in order to focus on the issues of supply and
demand in current market so that organisation can hire talented employees.
MAIN BODY
Explanation, definition, best practices and analysis of human resource planning. Advantages and
disadvantages of this strategic human resource management approach.
Human resource planning ensures that organisation have effective and efficient workforce
which can carry out operations in desired manner. They identify current needs of employees
along with future needs so that they can maintain a proper workflow which results in
achievement of goals. Human resource department have to lead employees and encourage them
for their involvement and participation in an organisation in effective manner (Freitas and et.al.,
2020). Marks and Spencer focus on human resource planning so that they can focus on their
existing human resources along with finding for best fit people for vacancies in their
organisation. They have to make proper balance of their human resource in context to their skills
and number of employees working in an organisation. It eliminates difficulties and challenges of
organisation which are faced due to lack of personnel. They improve talent of their employees
and skills with the help of proper training and development sessions. There are various best
practices of human resource planning which are mentioned below:
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Provide security to employees: Human resource of an organisation ensures that they
provide proper employment securities to their employees so that they can work in appropriate
manner. Human resource managers of Marks and Spencer’s provide formal and legal documents
like job letters to their employees. It is important to provide security is it boost morale and
confidence of employees which is essential for improving their productivity.
Hire right people: In order to achieve goals and target it is important for an organisation to
select talented and skilled people who can perform well. For example, various organisations like
Tesco and Unilever also focus on selecting the right people for vacancies according to their
expertise and knowledge.
Provide compensation and benefits: It is the responsibility of Human resource
management to provide performance based and fair compensation to their employees which can
satisfy their needs and requirements (Shanock and et.al., 2019). Marks and Spencer provide
financial and non-financial benefits to their employees which motivate them to work harder.
Train employees: This is one of the most useful best practises of HR which focuses on
training and development of their employees. Required skills can be easily inherited by am ploy
is with the assistance of human resource managers of an organisation. For example, Unilever
also provide sessions to their employees so that they can maintain knowledgeable work force in
their organisation.
Communicate and share information: Human resource planning of an organisation
involved this practice which assist them in transferring relevant knowledge and information
among their employees. Managers of Mark and Spencer communicate about different topics
including their operations, financials and strategies which results in a smooth operation. It
eliminates and reduce confusion and errors which results in a positive outcome.
Advantages of human resource planning
There are various advantages of human resource planning in an organisation which assist
them in achievement of the targets. Various advantages which Marks and Spencer enjoys
through human resource planning can be discussed as follows:
Increase retention: It assist in a retaining employee for longer period of time by showing
their value and importance in an organisation (Pattanayak, 2020). Human resource planning
maintains and create relationship between employees and employers which assist in effective
operations.
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Build skills: Human resource planning proves very beneficial in enhancement of required is
killed in employees. For example, organisations like Unilever also provide education and
knowledge to their employees which increase their capacity and potential to work in critical
situations.
Predictability: Various uncertainties and issues can be predictable in effective manner with
the help of human resource planning. Marks and Spencer can easily handle ongoing work load
by scheduling their activities which results in positive outcome.
Disadvantages of Human resource planning
Organisations faces various disadvantages due to human resource planning. These
disadvantages can be discussed as follows:
Expense: Good night session have to invest huge capital and cost in order to maintain
effective work force and human resource department (Ozbilgin, 2020). Various activities of
human resource planning like training and development sessions includes various resources
which disturbs the budget of overall organisation.
Time consuming: Policies and procedures which are formulated by human resource
planning involves most of the valuable time of an organisation. Human resource managers of
Marks and Spencer have to collect a large number of information and data so that they can work
on different operations which is negative factor of human resource planning.
Inaccuracy of forecast: Sometimes organisation invest in a wrong practise because it is not
necessary that human resource planning accurately forecast each and every practice. For
example, Tesco have also invested in hiring of large number of employees which results in over
workforce in their organisation.
Carry out the proposed process of human resource planning process and assess the current
staffing conditions in an organisation.
Human resource planning can be referred as data driven process which organisations uses in
order to systematically plan for recruitment of their employees. It reduces shortages of staffing
by hiring skilled and talented professionals according to their expertise area. It Maintain effective
connection between employees and their organisation by sharing relevant information and
messages with each other (Zhao and Zhou, 2021). Mark and Spencer involve human resource
department which maximise their well equipped work force so that they can establish their brand
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image in all over the world. There are various steps involved in human resource planning
processes which are mentioned below:
Step 1: Analyse organisational plans and objectives: Realisations in all various
departments like marketing, production, expansion, finance and sales which have to be analysed
in proper manner for achievement of their objectives. Human resource management of Mark and
Spencer analyse mission and vision of their business so that they can design policies and
strategies according to their goals. This can include their sources of recruitment, training and
development programmes, selection procedure, review of existing job roles and automation of
processes. The manpower planning of an organisation has to identify how much employees are
required for particular vacancies so that they find according to that. At this stage they manage
and evaluate accurate number of demand and supply which is essential for commencement of
operations.
Step 2: Analyse current human resource inventory: This step involves that organisation
have to analyse their current number of employees working in an organisation. They can use
stored information and data of their existing employees regarding their proficiency, experience,
department and skills. According to the gathered information about current manpower
organisation can identify future vacancies from different departments so that they can initiate the
process of selecting more candidates (Armstrong and Taylor, 2020). Marks and Spencer hire
candidates through external and internal sources so that they can get large number of options. In
this manner they can make plans and strategies for recruitment and selection programmes which
is essential for filling the gap of required and current employees.
Step 3: Forecast demand and supply of manpower: After managing inventory of human
resources, it is important to match the level of demand for future human resource in an
organisation. Demand and supply should be compared by managers of human resource
department so that they can understand available resources and resources which are required for
future operations. Managers of marks and Spencer compare is skills and experiences of large
number of employees with their requirement so that they can select the most appropriate
individuals. It is important to match job specification with job description which results in
effective utilisation of resources which assist in achievement of goals and targets of an
organisation.
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Step 4: Analysing manpower gap: The fourth step of human resource planning consist of
identification of gap in an organisation for current and the required employees. If organisation
have identified large number of demand of employees for their operations which means they face
work force deficit. It suggests that they have to select more candidates in their organisation for
commencement of smooth operations (Turulja and Bajgoric, 2018). On the other hand, if
organisation face higher supply, then demand then there can be seen surplus in their work force.
In order to make appropriate balance in demand and supply Mark and Spencer uses various
methods to remove surplus which includes retirement, termination, transfer and lay off.
Step 5: Action plan: Organisations formulate their employment plan or action plan after
evaluation of gap in their Human Resource. If organisations face deficit in employees they
formulate strategies for recruitment, interdepartmental transfers and training of employees so that
they can fulfil the requirements of employees. If organisation faces surplus of employees, they
can reduce their workforce by involving various methods like redeployment or retirement
scheme according to their preferences. At this stage a mark and Spencer maintain balance in their
employees by proper staffing of candidates according to their skills and expertise.
Step 6: Training and development: This step suggest that human resource planning can
involve various operations regarding providing training and development session to their
employees (Santana and Lopez‐Cabrales, 2019). Mark and Spencer believe in training their
existing employees so that they can upgrade their knowledge and learn new methods of working
operations in appropriate manner. This can update their skills according to the business
requirements and needs which fulfil the desire of recruiting new employees. They have to train
new and existing employees according to the priorities of organisational practises so that they
can maintain effective work force which assist them in achievement of their objectives. Training
and development sessions can easily improve and enhance the productivity of employs which is
positive factor for overall organisation.
Step 7: Control, monitoring and feedback: This is the last step of human resource
planning process which suggest that managers should attract the performance of their lawyers on
regular basis. All the gaps are fulfilled in effective manner by eliminating surplus and deficit of
human resource in an organisation. Marks and Spencer carried out actual implementation of
human resource plan in best possible manner so that they can utilise available resources in
effective manner. It is the duty of human resource manager to communicate with employees so
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that they can understand their reviews and feedbacks which assist in further improvement of
actions and plans.
Evaluate internal and external factors of an organisation which are used in forecasting futures
staffing needs. Provide recommendations for talent development of HRM business
proposal.
Organisations have to focus on their varied number of factors from different departments so
that they can analyse future needs of staffing. Effective staffing is essential for each and every
organisation so that they can maintain proper productivity which is essential for growth and
development (Haldorai, Kim and Garcia, 2022). Organisations like Tesco also evaluate there is
staffing requirements so according to their internal and external sectors so that they can utilise
resources in best possible manner. Marks and Spencer also use different methodologies for
evaluating requirements of manpower which include SWOT analyses for internal factors. This
analysis can be discussed as follows:
Strength Weaknesses
 Well experienced: Marks and Spencer
is one of the most experienced a
leading retail organisation in UK. They
involve experienced and talented
employees for commencement of the
operations which assist them in
achievement of goals. Their employees
have maintained healthy relationship
with customers which results in
acquiring of large market area in
effective manner.
 Multinational company: There are
large number of outlets and stores are
present in all over the world of Mark
and Spencer. They have sufficient
employees who can handle operations
in each and every store which is
 Perception of public: Large number of
customers believe that marks and
Spencer only offer clothes for older
people which becomes their weakness.
They can hire staff which can
communicate and solve problems of
their targeted audience. Various
teenagers and young customers
formulated wrong perception towards a
Mark and Spencer which affect their
profitability. Employees should update
customers about products on regular
basis.
 High cost because of manual
processes: It is negative point of marks
and Spencer that they are highly
dependent on their employees on each
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positive factor for them (Moktadir,
Dwivedi, Ali, Paul, Kabir and Madaan,
2019). Their proper staffing method
assist in maintaining balance in
required and current employees which
results in better growth.
and every function and operation. This
results in requirements of large number
of employees in an organisation which
involves huge cost and capital. They
can use technology which can eliminate
errors and mistakes which are increased
due to manual processes.
Opportunities Threats
 Online store: Marks and Spencer also
sell their products over online
applications and website which is an
opportunity to acquire large market
area. It reduces the requirement of large
workforce in an organisation which
increase rate of revenue generation.
 Global expansion: They have captured
large number of countries in order to
offer their products and services which
includes Brazil, India, Indonesia and
Russia and Poland. Mark and Spencer
can attract employment from various
countries which helps them and
fulfilment of requirement of diversified
labour.
 High competition: Various emerging
competitors in retail industry becomes a
threat for marks and Spencer. There are
various competitors like ASDA, Tesco,
Sainsbury’s and Morrison’s who
provide products and services which
marks and is Spencer already offer to
them. They can train their employees so
that they can provide better services in
order to overcome the threat.
 Government policies: It is important
to follow all the rules and regulations of
government according to the area of
operation. Marks and Spencer face
challenges in adopting different policies
according to the country as it involves
lengthy process of formulating
strategies.
There are various external factors which affect the forecasting of staffing needs which can we
discussed as follows:
Competitive factors: Rapid increase in competition in retail industry affect the number
of employees working in an organisation. Global competition factors which involve socio
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political events and different competitors from respective economies affect hiring pattern of an
organisation. Marks and Spencer use various forecasting tools so that they can analyse current
competition with the help of journalistic business report, business data and trade associations.
Customer demand: Changes in taste and preferences of customers affect staffing
procedure of an organisation to a large extent. Constant changes in taste and demographics of
targeted customers requires proper rest of planning so that organisations can satisfy the demands
of customers. Employees of marks and Spencer interact with their customers on regular basis so
that they can identify their taste and preferences and analyse their reviews and feedbacks.
Governmental regulations: Local laws, federal and state laws should be focused by each
and every organisation so that they can work in smooth manner(Ghouri, Mani Khan and
Srivastava, 2020). It is important for an organisation to pay their employees according to
prescribed laws which include unemployment benefits, minimum wages and compensation of
workers. Marks and Spencer ensure that they follow all the governmental regulations so that they
can eliminate various risk and threats.
Environmental factors: Operations and staffing practises are highly affected state by global
environmental issues. Marks and Spencer formulate their business plan according to the factors
which environment involves so that they can maintain their brand image. They should formulate
policies which can retain their employees for longer period of time so that they do not face any
challenges in operating their business.
Recommendations
 Organisation have to select employees from diversified regions so that they can increase
number of talented employees. Marks and Spencer should believe in diversified
workforce in order to commence their operations.
 It should be noted that managers of human resource department focus on performance of
their employees. They should implement technological advancements in their training
sessions which assist in upgrading their performance.
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CONCLUSION
From the above report it can be concluded that human resource management is vital
department for organisations. They are responsible for hiring, recruiting, selecting, managing and
deploying human resource for the effective operations of an organisation. They formulate various
policies and strategies so that business can gain various opportunities and competitive
advantages and desired manner. Employees performances and productivity can be easily
enhanced with the help of human resource management practises which results in achievement of
positive outcome. This Report have included about explanation of human resource planning
along with their best practises. There are various advantages and disadvantages of Human
Resource planning which are discussed in this report. Human resource planning process is
discussed which is carried out by organisations for their employees. Internal and external factors
are analysed which affect the staffing requirements of an organisation along with the
recommendations.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Freitas and et.al., 2020. Green human resource management and corporate social responsibility:
Evidence from Brazilian firms. Benchmarking: An International Journal, 27(4), pp.1551-
1569.
Ghouri, A.M., Mani, V., Khan, M.R., Khan, N.R. and Srivastava, A.P., 2020. Enhancing
business performance through green human resource management practices: an empirical
evidence from Malaysian manufacturing industry. International Journal of productivity
and Performance management.
Haldorai, K., Kim, W.G. and Garcia, R.F., 2022. Top management green commitment and green
intellectual capital as enablers of hotel environmental performance: The mediating role of
green human resource management. Tourism Management, 88, p.104431.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Moktadir, M.A., Dwivedi, A., Ali, S.M., Paul, S.K., Kabir, G. and Madaan, J., 2019. Antecedents
for greening the workforce: implications for green human resource
management. International Journal of Manpower.
Ozbilgin, M., 2020. International human resource management: Theory and practice.
Bloomsbury Publishing.
Pattanayak, B., 2020. Human resource management. PHI Learning Pvt. Ltd..
Santana, M. and Lopez‐Cabrales, A., 2019. Sustainable development and human resource
management: A science mapping approach. Corporate Social Responsibility and
Environmental Management, 26(6), pp.1171-1183.
Shanock and et.al., 2019. Treating employees well: The value of organizational support theory in
human resource management. The Psychologist-Manager Journal, 22(3-4), p.168.
Turulja, L. and Bajgoric, N., 2018. Information technology, knowledge management and human
resource management: Investigating mutual interactions towards better organizational
performance. VINE Journal of Information and Knowledge Management Systems.
Zhao, H. and Zhou, Q., 2021. Socially responsible human resource management and hotel
employee organizational citizenship behavior for the environment: A social cognitive
perspective. International Journal of Hospitality Management, 95, p.102749.
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