Importance of HRM in Workforce Planning and Resourcing

This report discusses the importance of HRM in workforce planning and resourcing. It covers the purpose and functions of HRM, strengths and weaknesses of recruitment methods, benefits of HRM practices, and key elements of employment legislation. The report also analyses employee relations and their impact on the decision-making process of HRM. The subject is HRM and the course code is not mentioned. The report is relevant for students studying HRM or related courses in any college or university.

Unit 3 Assessment

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Explaining the purpose and the functions of HRM which are applicable to workforce planning
and resourcing of an organization................................................................................................3
Explaining the strengths and weaknesses of different recruitment methods...............................4
Benefits of different HRM practices to employees and employers.............................................5
The effectiveness of HRM practices in raising organizational profits and productivity.............6
Analysing employee relations and mentioning their impact on the decision-making process of
HRM............................................................................................................................................7
Key elements of employment legislation and its influence on the decision-making process of
HRM............................................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is the internal management of the organization where
they are responsible for managing the people in a company or organization and can help their
business to achieve the overall success. The human resource management have different
responsibilities to be performed from which they can be able to increase the growth and
development of the company and can provide the profitable results. The report will illustrate
the importance of human resource and its contribution in making the company to achieve the
overall success and development (Budd and et.al., 2019). It will include the function of HRM,
recruitment methods, its practices and key elements of employment legislation which
influences the HRM.
MAIN BODY
Explaining the purpose and the functions of HRM which are applicable to workforce planning
and resourcing of an organization
Human resource management have one aim and purpose is to provide the effectiveness
ion the company and can make them to grow and develop successfully. The HR management
have different kinds of responsibilities where it includes recruitment, compensation and benefits
and maximize the productivity of the organization. The takeaway shop named Bird has an
effective HR management who supports and helps them to develop their store in profitable
manner. HR management of the Bird store has implementing the appropriate strategies to recruit
the candidates for their organization (Mukherjee, and et.al., 2020).
There are different types of HR functions has been observed such as resourcing,
workplace safety, payroll systems, labour law training and compliance. The main purpose of the
organization is to hire the diverse and effective people for their company who can contribute
their talent and knowledge to make the company grow and develop efficiently. The company
Bird has the effective HR management who adopts the effective strategy for workforce planning
and resourcing of the candidates which helps them to put the effectiveness in the company.
Functions of HRM in workforce planning
Analyse the workforce: The first step is to evaluate the current workforce and employee of the
company so that it can be easy to identify the areas of improvement. The company Bird HR
management implements this stage where they firstly analyse the current workforce which helps
them to understand the needs.

Projection: The second stage refers the term projection where the HR team determines the
future needs of the employee and workforce which makes the employee satisfy and can put their
best efforts in making the company grow.
Identification: In the third step, the company is required to identify the gaps or areas of
improvement needed to be adopted in the working areas can help the company to hire and recruit
the particular skilled employee who can put their efforts and skilled knowledge in making the
company to achieve the overall success (Hamadamin, and et.al., 2019).
Design: Now, the fourth step is to design and implement the solutions to achieve the definite
gaols and targets of the company. The HR management of the mentioned company implements
the solutions as they observe during the identification of the gaps.
Fulfilment: The last step is to accomplish the overall planning to the action so that the company
can be able to recruit and hire the candidates accordingly.
Explaining the strengths and weaknesses of different recruitment methods
There are mainly two types of recruitment methods: internal and external. The internal
method defines as a process in which employers look to occupy the vacancies within the
organization whereas the external method refers to look out for the suitable applicant outside of
the company.
Internal recruitment: The internal recruitment method includes the internal job posting,
knowledge, skill and talent base, succession planning and nomination by the manager
(Mohammad, Bibi, and et.al., 2020). Many employers use this kind of recruitment method to full
the company needs and requirements where the mentioned company HR management also utilize
this form of recruitment as it help them to hire the candidate internally. These methods help the
HR management to encourage the employee of the Bird organization as it provides the potential
opportunities to the people and can express their talent and interest in the particular job role.
Along with this, the HR management o the company also uses the method by including the
database of employee knowledge, skills and abilities where they can see their background,
experience and most importantly their interest in the specific job role which helps them to recruit
the candidate internally.
Pros
 A quick process can be taken by the HR management
 Candidates will already able to know and understand the business

 The HR is able to recruit at cheaper and advertise role internally
Cons
 Candidates were not experienced in the particular role
 A lack of fresh ideas in the business
External Recruitment: This recruitment method includes the people outside the organization
where provide the opportunities to the external people to join the company and show their talent
and abilities. This method is utilized by the HR management by advertising their company's
vacancies through different sources like social media platform, newspaper advertisements and
such more which helps them to hire the people accordingly (Aquino and et.al., 2022). Using t his
external recruitment method helps the mentioned company HR to hire the suitable applicants and
can be able to accomplish their goals and targets.
Pros
 Can bring the new ideologies and innovation in the business
 New skills and abilities
 Huge amount of potential applicants
Cons
 Takes time to understand the business
 Will be expensive or highly wage to recruit
Selection method
There are different kinds of selection method has been adopted by the companies such as
interview process, application form, screening applications, preliminary tests and such more. The
mentioned company HR management has utilized the interview process for the selecting of the
applicant where according to them this is a quite beneficial process as they can understand and
communicate with the candidate effectively and can understand their skills and abilities
(Podgorodnichenko and et.al., 2020).
Benefits of different HRM practices to employees and employers
There are different types of HRM practices which can accelerate the company growth
and development.
Security to employee: The first HRM practise is to provide the security to the employee which
is the most important factor to be considered by the HRM. Employee can be able to put their best
efforts and talent when the company provides them a security relating to their job role and

position which can build the trust among the employee towards the management and company
and can provide the profitable results and outcome. Having a job security in the company,
employee can be able to express their loyalty in return which is beneficial for the employee
career. Similarly, it will be very beneficial for the employer to give the job security to their
employee from which the employee will be able to stay their organization for the longer period
and can obtain the profitable results from the employee working and hard-work.
Hiring the right people: The HR management has also a responsibility to hire and recruit the
right candidate for their organization so that they can be able to grow and develop their company
at successful level. Bringing the suitable and valuable employee to the organization adds the
value in a company from where the productivity can be increased and can profit the company at
definite manner (Aungsuroch and et.al., 2022). Even, it is also beneficial for the employee as
they will get the opportunities top express and show their talent and abilities for the specific job
role and position and can develop in their individual life.
Self-managed and effective teams: It has been known already that working in a team provides
the beneficial working and outcome from which the company can obtain the effective result.
Keeping an aim and goal for the particular working activity will make the employee to show
their talent and can increase their knowledge by working as team. Working in a team and
managing self will help the employee to manage their working effectively and which will result
the company at beneficial manner. The mentioned company HR management adopts this kind of
practise which helps them to grow and develop successfully and provides the profit in definite
manner.
Fair and performance based payroll: The HR management has also a responsibility to provide
the fair and effective payroll system which will benefits the employee and employer both as well.
Providing the fair and performance based payroll will make the employee to provide the
effective working and will show their dedication and loyalty towards the company which will
result the company in profitable growth and development (Monteiro, Santos, and et.al., 2020).
The effectiveness of HRM practices in raising organizational profits and productivity
Training program: The HR management of the company can provide the effectiveness by their
practices by conducting an efficient training session for the employee from which they can be
able to increase their knowledge and skills and can develop themselves individually. Conducting
the training programs will also benefits the organization as it will increase the outcome and

productivity which leads them to achieve the higher level. Providing the effective training to the
employee will increase their interest in learning something new and puts the best efforts in
making the company grow and develop. The mentioned company Bird HR management is able
to put the effectiveness in their company by implementing the training programs which helps
them to increase their profit and productivity (Mohanty and Mishra, 2020).
Better Working condition: The HR management also can put the effectiveness by providing the
better working conditions such as management of the working hours, reducing the stress in work
loads, good learnings and working environment and taking all the measures for health and safety
areas. Keeping focus on all these things by the HR management will help the company to obtain
the profitable results and outcome. The mentioned company provides the better working
conditions by keeping the focus on all these areas from which they are able to obtain the
profitable result and productivity.
Motivation and Encouragement: Providing the motivations and encouragement to the
employee will help them to work without much stress and can provide the effective working.
Motivation is the ability which makes the individual person to achieve their set goals and targets
definitely. The HR management has a duty to provide the motivation to their employee from
which they can be able to feel courageous and motivated and can deliver the effectiveness
(Sinaga, and et.al., 2019. The Bird organization HR also implements this practise and motivates
the employee by implementing the different strategies which make the employee to feel
motivated and can deliver the effectiveness and make the company grow and develop profitably.
Analysing employee relations and mentioning their impact on the decision-making process of
HRM
The human resource management is responsible for creating a positive environment so
that they can be able to make effective and good relationship among management. Employee
engagement is the important and essential to be adopted by the HRM from which they can be
able to create a good environment and can increase their productivity respectively.
The mentioned company implements the different practises for the employee engagement
where they include the employee in their decision-making process so that an employee can be
able to feel important and valuable part of their organization. Even, the HR management also
implements different activities and practices for the better engagement with the employee so that
they cannot feel uncomfortable to share and suggest any idea and obstacle. Here, mentioning the

different employee relation practices which puts the impact on decision-making process of the
HRM.
Recruitment: The HR management is responsible for recruiting the candidates in the company
so that they can be able to increase their sales and outcome where it also affects the decision-
making process of the HRM. They are required to hire the suitable people for their organization
from which they can be able to obtain the effective productivity. It helps the HRM to improve
the employee engagement as recruiting the candidate makes them to onboard them from which
they are able to engage with the employee accurately.
Job security: The HRM decision-making process also get affected as the management has a
duty to provide the job security to the employee which will help them to increase their employee
engagement and can create a good environment internally. The mentioned company also
provides the job security to their employee for the better engagement with them.
Training and development: The human resource team also conducts the training and
development programmes for their employee where each employee can be able to get interacted
with each other which will help the company to grow and achieve the success definitely
(Brewster, Boselie, and et.al., 2018)). Employee engagement during the training and
development also foster the employee relations which will improve the communication and
interaction between them and can result beneficially.
Conflict Resolution: Performing the employee engagement practices at the company it will help
the HR management to resolve the conflict at the workplace and increase the employee
engagement.
Key elements of employment legislation and its influence on the decision-making process of
HRM
Health and Safety: The government has implemented the legislation of Health and Safety where
the employer or managers are responsible for looking at these rule and regulation and adopts at
their workplace essentially. The employer have to keep focus on the health and safety areas of
the employee so that they cannot be able to get hurt badly. They have to ensure that the
workplace is free from the risk and hazards areas and will not harm any injury to the employee
and staff members.
Employee act: The employee act is implemented by the UK government where both employee
and employers are protected where it includes the legislation on discrimination, holiday, pay roll

area and such more. This law has been applied to protect and provide the equal right to the
workers and can have the fair relationship between them. Each and every organization is
required adopt this law in their organization so that each and individual employee can get the
equal opportunities.
Equality act: The organization are also essentially required to adopt the equality act at their
workplace so that they can be able to get equal opportunities as well. In this act, it prohibits the
discrimination based on sex, religion, culture, education and such more (Cheng and et.al., 2021).
This discrimination mostly held at the workplaces which in unacceptable under this act and
legislation.
Employment legislation puts the impact on the decision-making process of the HRM as
retention, employee criminal records and employee relations. According to these laws, the HR
management is required to keep focus on these and implement this rules and regulation at the
workplace so that the employee can feel protected and safe working in a company and provides
the satisfaction to them from which the company will be able also able to obtain the effective
outcome.
CONCLUSION
The report has concluded the importance of the human resource management at the
organization which contribute their efforts in making the company grow and develop. It has
included the different areas of the HR management which helps the company to grow efficiently.
It has included the functions of the HR management which helps them in recruiting process.
Along with this, it has mentioned the internal and external methods of the recruitment and
benefits of the HRM practices. Also, it mentioned the employee relation and its impact on the
decision-making of HRM and some key elements of employee legislation has been performed.
REFERENCES
Books and Journals

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Resource Management Strategies. IGI Global.
Aungsuroch, Y., and et.al., 2022. Introduction: The Evolution of Human Resource Management.
In Redesigning the Nursing and Human Resource Partnership. (pp. 1-13).
Palgrave Macmillan, Singapore.
Brewster, C., Boselie, and et.al., 2018. HRM in the International Organizations. In HRM in
Mission Driven Organizations. (pp. 79-114). Palgrave Macmillan, Cham.
Budd, J.W. And et.al., 2019. The employment relationship: Key elements, alternative frames of
reference, and implications for HRM. The Sage handbook of human resource
management.
Cheng, M.M. and et.al., 2021. A critical review of algorithms in HRM: Definition, theory, and
practice. Human Resource Management Review. 31(1), p.100698.
Hamadamin, H.H. and et.al., 2019. The impact of strategic human resource management
practices on competitive advantage sustainability: The mediation of human capital
development and employee commitment. Sustainability. 11(20), p.5782.
Mohammad, N., Bibi, and et.al., 2020. Green human resource management practices and
organizational citizenship behaviour for environment: The interactive effects of
green passion. International Transaction Journal of Engineering, Management, &
Applied Sciences & Technologies. 11(6), pp.1-10.
Mohanty, S. and Mishra, P.C., 2020. Framework for understanding Internet of Things in human
resource management. Revista ESPACIOS.41(12).
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proposal for attracting and retaining talent. Information. 11(12), p.574.
Mukherjee, S., and et.al., 2020. Assessing green human resource management practices in higher
educational institute. TEST Engineering & Management, 82.
Podgorodnichenko, N., and et.al., 2020. Sustainable HRM: toward addressing diverse employee
roles. Employee Relations: The International Journal.
Sinaga, S.A. and et.al., 2019. The effect of green recruitment, green training on employee
performance in pt tru using organization citizenship for environment as mediation
variable. Dinasti International Journal of Management Science. 1(2), pp.204-216.