Roles and Practices of HRM in Workforce Planning and Resourcing
Verified
Added on 2023/06/11
|11
|3269
|54
AI Summary
This report analyses the various roles and practices of HRM in proper workforce planning and resourcing of the organization, evaluating the benefits of various HRM practices for the employees and the employers, and more.
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
Unit 3 Assessment
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
TABLE OF CONTENTS INTRODUCTION...........................................................................................................................3 MAIN BODY...................................................................................................................................3 Analysing the various roles of HRM in proper workforce planning and resourcing of the organization..................................................................................................................................3 Analysing the strengths and weaknesses of various recruitment methods by HRM...................4 Evaluating the benefits of various HRM practices for the employees and the employers:.........5 Analysing the various practices of HRM in upgrading the profits and productivity of the organization..................................................................................................................................6 Analysing the employee relations and their effect on decision-making of HRM........................7 Analysing the key elements of employee legislation and its impact on HRM decision-making8 CONCLUSION................................................................................................................................9 REFERENCES..............................................................................................................................10
INTRODUCTION For the development and smooth running of any organisation it is very important for proper functioning of all the departments by skilled and talented workforce. The human resource department plays an important role in ensuring proper recruitment and maintaining healthy relationship with the employees by implementing proper strategies which helps employees by solving their queries and various other issues related with their working environment (Dias, Zhu and Samaratunge, 2020). There are various areas in an organisation where an HR plays an important role which starts from recruitment process, setting effective policies, conducting coordinated conversation with the workforce with providing proper training to the employees for development of their skills. This report will elaborate the role of an HRM in maintaining workforce planning, measuring the strengths and weaknesses of various recruitment methods and contribution of an HRM in raising the profits and supporting an organisation by implementing various policies. MAIN BODY The HRM of Birds takeaway shop plays an important in setting effective policies for the workforce which helps in proper planning of the employees with roper selection and recruitment process which helps in proper management of the whole organisation. There are various roles which the HRM of Birds takeaway shop performs which are as follows : Analysing the various roles of HRM in proper workforce planning and resourcing of the organization For smooth running of the Birds shop the HRM lays out strategic guidelines which focuses on effective workforce planning which includes selection of skilled and talented workforce which contributes their full potential in meeting the business goals of the shop which are subjected to gain high profits by increasing the sale of the birds. The HRM needs to select those workforces who are well experienced in taking care of the birds so that they remain healthy and hygienic. To mange the various functions of the shop the HR assigns employees according to their capability so that each employee can give their 100% in doing the work. For maintaining competence in the market the HRM discuss the new strategies with the employees by informing them about the current market trends and needs of the customers so that they work more efficiently to meet the set goals (Zamanan and et.al., 2020). By analysing the needs of the shop on the basis of
recruiting more employees at the time festive seasons and bringing change in the working procedure of the workforce according to the needs of the customers the HRM helps in assigning more workforce during the festive time so that the sales of the birds are increased with more contribution by the workforce. Proper solutions are provided with set of effective planning by the HR to deal with the future needs of the shop such as involvement of more new species of the birds which are more attractive to the customers and also proper planning is done for solving the problems of the workforce so that the employees are more motivated towards their work and finds easy to communicate and discuss their problems with the HR. As workers are the key elements of the shop and helps in meeting the business objectives it is important to provide them with flexibility in the working environment for this to accomplish the HR provides then with bonus on extra working hours and gives them the benefits of holiday so that they can also devote to their personal life (Al Kurdi and et.als., 2021). Assessing the needs and the meeting the business objectives of the shop the HR creates a healthy environment where the workers feel free to share their problems by maintaining effective coordinated communication which helps in proper flow of information along with supporting and solving the queries of the workforce so that the business objectives are met on time. Analysing the strengths and weaknesses of various recruitment methods by HRM Since the employees are the key elements of the Birds shop which plays an important role in meeting the business goals on time it is very important that proper and effective recruitment of the skilled and talented workforce is conducted so that they work with full potential by bringing changes in their working procedure according to the current market trends along with fulfilling the competencies requirement of the shop. Internal recruitment: in this recruitment process the employees are hired or recruited who have betterexperienceof thecompany'spolicies,cultureandarealreadyworkingwithinthe organisation. These internal candidates are hired by the hiring manager by determining and acknowledging their potential on the basis of their work experience. The internal recruitment involves two processes which are promotion and transfer (Hamza and et.al., 2021). Since the candidates are already aware of the needs and objectives of the shop promotion to some high post provides them with a benefit of enhancing their skill set by bringing effective changes in their working procedure. In promotion the employees are shifted to higher position with more new tasks and responsibilities to be fulfilled. The transfer of candidates internally which helps in
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
shifting the candidate from one branch or department to another department without any significant change in the task of the employee. The strength of this process is that it helps in saving time and cost that by recruiting the internal employees who have prior knowledge and set of skills which does not need extra requirement of training and helps the shop in retaining the talented employees. At the same this process has some weaknesses as the organisation misses out chance on evaluating and integrating new employees who are more talented and could add value to the organisation by their potential and have more knowledge on the current market trends related to takeaways of birds. External recruitment: by this process the company hires and select the employees who are not working within the organisation and are selected from outside by applying various methods which includes job advertisements with proper information on the job post including the required experience and skills that an employee must persist (Babaei Nivluei and et.al., 2022). The employees recruited through this method helps in bringing extra talent and new opportunities for the company by applying new strategies which helps the organization in reaching new business heights. There are other modes through which the external recruitment is conducted such as online and staffing agencies which hires new employees advertisements through newspaper, social media and radio. This method gives chance of integrating new candidates with fresh skill set and adds value to the organisation. At the same it has a disadvantage which includes the risk employees not able to understand the culture of the organisation and lack of desire leads to job termination of the employee. Evaluating the benefits of various HRM practices for the employees and the employers: There are various roles that an HRM needs to perform in order to meet the needs with proper and effective management of the organisation so that the employees and the employers finds it easy to discuss their various issues. Training and development: it an utmost requirement of an HRM for regular implementation of plans and policies within the shop of birds so that all the employees are trained accordingly. The HR sets out various development plans which helps the employees in bringing timely changes in their skills such as providing training to the new and existing employees will help in integration of new skills along with improvement in the existing skills and working efficiency. This will ensure in building strong employees base who will ready to compete with stiff competitors in the market (Salas‐Vallina, Alegre and López‐Cabrales,2021). Proper training on how to deal with
the new bird species that are being adopted by the bid shop so that each employee properly understand the living and eating habit of new birds so that proper care is provided to their health and hygiene which leads to increase in sell of the birds in the store. Developing good relations : for smooth running of the shop the HRM plays a crucial role in developing healthy relations with its employees and employers by conducting timely meetings and seminars which provides a platform to all the employees to freely discuss their problems and proper actions are taken by the management team and HR to effectively solve the problems so the employees longevity and dignity towards the organisation is not affected (Sivapragasam and Raya, 2018). The HRM also provides helping hands by taking feedbacks from its employees on what new changes should be brought in work to upgrade the working efficiency along with including new business development plans with meaningful communication with every member of the organisation so that equality is maintained. Analysing the various practices of HRM in upgrading the profits and productivity of the organization The HRM performs a number of practices to ensure that the objectives of the organisation are achieved with high benefit rates. For smooth functioning of the organization the HRM focuses on hiring the employees who are best suited to the environment of the organisation and can help in gaining success. For this the HRM sets out proper recruitment programmes to hire new candidates with new skills of dealing with the birds and taking care of them properly to ensure healthy living of the birds in the shop. The HRM sets out policies on how to interview and examine the new candidates by testing their skills and work procedure. This is beneficial for the organisation but also time-consuming and requires lot of money in external recruitment like advertising on TV, newspaper and billboards requires a lot of cost input. Which can effect the financial structure of the birds shop. Effectivemanagementsystem:theHRMlaysoutstrategicguidelineswhichhelpsin development and growth of the organisation. For increasing the productivity rate the HRM manages to form strong team relations who are free to share innovative ideas which will help in competing with the competitors with consistent support and dignity by the team members. Listening to all the ideas carefully and analysing the performance of the employers and also rewarding them for their excellence contribution towards the organisation helps in effective management of the organisational culture by the HR (Sorribes, Celma and Martínez‐Garcia,
2021). This increases the working efficiency of the employees which results in increasing the profit rate and productivity by unleashing the full potential of the all the employees. Planning for change: with the continuous change in the business world and advancement in technology there comes extra responsibility on HRM to bring timely and effective changes with proper development plans within the organisation to cope up with the competitors. There are chances of uncertain disasters which might affect the workforce of the organisation and can the finance structure so the HR needs to focus on bringing effective and significant changes to overcome these issues. These changes are beneficial for effective running of the organisation but it is also cost effective leading to extra investment in adopting new technologies. Analysing the employee relations and their effect on decision-making of HRM There are various roles and responsibilities that are incorporated in various practices of the HRM and helps in determining the success rate and maintain good employees relations. The various practices involve recruitment of the employees which helps in forming the strong base for the organisation. An effective recruitment process involves selection of talented workforce by giving out proper job description mentioning the specific requirements and experience for the employees (Wikhamn, 2019). It's the responsibility of the HRM to provide equal and fair chance to all the employees to appear for the interview so that are able to show their skill and talent. Poor selection of the employees by HRM sometimes leads to waste time in selecting the less experienced employment which results in poor performance of the organization success rate and bring down the profits rate. Proper management of employee conflicts helps in successful running of the organization by taking right actions which supports the employees and helps in overcoming their problems related to time flexibility and training sessions. The HRM ensures and works on enhancing the work management by timely discussing the issues and also making the employees aware about the new policy regulations to achieve the set goals. This helps in retention of the ex and talented employees within the organisation. Job security is the major factor in determining the development and success rate of the organisation. For this the HRM ensures security to its employees by providing them health related medical help and rewarding them with bonus on their contribution to extra work hour (Hauff and et.al., 2021). Bringing changes in the working hours and providing more flexibility so that the employees can devote some time in their personal life helps in building trust and loyalty
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
among the employees by which they are able to show full contribution towards the work. This ensures in building the good employee relations. Sometimes poor training and less effective development plans made by the HRM results in termination of skilled employees and also involves wastage of capital and money which is involved in recruitment and training sessions. This affects the organizational structure by loss some talented employees due to lack of effective and proper training programs which are required within the changing environment of the organization. Analysing the key elements of employee legislation and its impact on HRM decision-making The employment legislation act seeks to safeguard the rights of the employees and the employers by providing safety in the working environment, emphasizing the importance of proper and equal treatments of all the employees in providing equal rights in job opportunities by ensuring healthy relationship between the employees and the employer. The key elements of employee legislation includes good and safe working conditions for all the employees by providing flexibility in working hours and bringing changes in the working environment that are supporting the needs of each and every employee by ensuring social security. Equal treatment of all the employees should be ensured regardless of their gender with equal and timely distribution of salary(Bingham and Bubb, 2021). By keeping in mind the involvement of these elements in working environment by the HRM helps in making effective decisions which seeks to provide the equal opportunity to all the employees regardless of their gender, religion and culture background. The HRM formulates policies which are beneficial for all the employees and helps to ensure social and financial security to its employees by providing them equal wages and listening to their problems. Proper regulation and flow of information regarding the new policy changes are needed to reach each and every employee by the HRM so that employees are aware about the new rules and this helps them in working more efficiently. Training is the most important element of health and safety act 1974 which is ensured by the right and effective decision-making by the HRM to ensure that each employee is given proper training regarding the working method, making them understand the goals and the strategies of the organisation which will help in gaining more profits and achieving new heights (Malhotra and et.al., 2021).
CONCLUSION From the above report it can be concluded the importance of HRM practices which plays an important role setting new policies by analysing the progress rate of the organisation and meeting the new challengeswith the competitorsby implementing new policies. It is an utmost requirement by HRM to meets with the demands of the employees by conducting healthy meetings and seminars to listen to the queries of the employees and taking effective actions to solve them.
REFERENCES Books and Journals Al Kurdi and et.als., 2021. The interplay among HRM practices, job satisfaction and intention to leave: An empirical investigation.Journal of Legal, Ethical and Regulatory.24(1). pp.1- 14. Babaei Nivluei and et.al., 2022. The Functions of Human Resources’ Recruitment and Supply at Universities in Transition From the Fourth Generation Based on the Meta-Synthesis Method.Iranian Journal of Management Studies.15(2). pp.381-404. Bingham, D. and Bubb, S., 2021. Leadership for wellbeing.School Leadership and Education System Reform, p.143. Dias, D., Zhu, C.J. and Samaratunge, R., 2020. Examining the role of cultural exposure in improving intercultural competence: implications for HRM practices in multicultural organizations.TheInternationalJournalofHumanResourceManagement.31(11). pp.1359-1378. Hamza and et.al., 2021. Recruitment and Selection: The Relationship between Recruitment and SelectionwithOrganizationalPerformance.InternationalJournalofEngineering, Business and Management.5(3). pp.1-13. Hauff and et.al., 2021. Exploring necessary conditions in HRM research: Fundamental issues and methodological implications.Human Resource Management Journal.31(1). pp.18- 36. Malhotra and et.al., 2021. Handling resistance to change when societal and workplace logics conflict.Administrative Science Quarterly.66(2). pp.475-520. Salas‐Vallina,A.,Alegre,J. andLópez‐Cabrales,Á., 2021.Thechallengeof increasing employees' well‐being and performance: How human resource management practices and engaging leadership work together toward reaching this goal.Human Resource Management.60(3). pp.333-347. Sivapragasam, P. and Raya, R.P., 2018. HRM and employee engagement link: Mediating role of employee well-being.Global Business Review.19(1). pp.147-161. Sorribes, J., Celma, D. and Martínez‐Garcia, E., 2021. Sustainable human resources management in crisis contexts: Interaction of socially responsible labour practices for the wellbeing
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
of employees.Corporate Social Responsibility and Environmental Management.28(2). pp.936-952. Wikhamn, W., 2019. Innovation, sustainable HRM and customer satisfaction.International Journal of Hospitality Management.76. pp.102-110. Zamanan and et.al., 2020. The influence of HRM practices and employees’ satisfaction on intention to leave.Management Science Letters.10(8). pp.1887-1894.