Importance of HRM in Workforce Planning and Resourcing

This document discusses the purpose and functions of HRM in workforce planning and resourcing. It assesses the strengths and weaknesses of different approaches to recruitment and selection. It also discusses the benefits and effectiveness of HRM practices for both employers and employees. The importance of employee relations in HRM decision making and the impact of employment legislation on HRM decision making are assessed. Additionally, the document explores the application of HRM practices in the organization.

Human Resource
Management

Table of Contents
Introduction......................................................................................................................................1
TASK 1............................................................................................................................................1
P1 Assess the purpose & functions of HRM essential to workforce planning & resourcing.1
P2. Assess the essential strengths and weaknesses of different approaches to recruitment and
selection of HRM...................................................................................................................3
TASK 2............................................................................................................................................4
P3. Discuss the benefits of different HRM practices inside a organization for both employer
and employee..........................................................................................................................4
P4. Analyze the effectiveness of different HRM practices inside an organization for both
employer and employee..........................................................................................................5
TASK 3............................................................................................................................................5
P5. Assess the importance of employee relations which influences HRM decision making.5
P6. Assess the essential elements of the employment legislation and the different impact it
has upon the HRM decision making......................................................................................6
TASK 4............................................................................................................................................7
P7. Explain the application of HRM practices in the organization........................................7
Conclusion.......................................................................................................................................8
References........................................................................................................................................9

Introduction
The term human resource management is defined as process of evaluating and analysing the
availability of workforce in the organisation and according to the needs hiring skilled and
talented workforce to carried business objectives effectively and efficiently. It involves hiring
workforce, compensating them and to enhance their performance continuously providing them
required training. For this report Community Integrated Care is taken into consideration. The
Community Integrated Care is the largest health and social care charities which is continuously
working towards supporting communities with learning disabilities, mental health, autism and
dementia and so on. The organisation was founded in 1988 employing more than 6000
employees. This report highlights various roles and functions of HRM suitable for workforce
planning along with strength and weakness of various approaches also the benefits of various
HRM practices and its effectiveness to enhance profitability is also highlighted in this report. In
addition to this benefits of employee relation influencing human resource decision making and
important element of employment legislation along with the application of human resource
practices in also explained in this report.
TASK 1
P1 Assess the purpose & functions of HRM essential to workforce planning & resourcing
There are number of functions carried out by the business organization for the smooth
functioning of the work and out of which one of the most essential strategic function is the
human resource function, it is responsible for handling and managing the workforce of the
organization effectively through providing them required training enhancing their skills and
performance. For this report Community Integrated Care is taken into consideration. It was
founded in 1988 supporting communities with various needs such as learning disabilities, mental
health, autism and dementia (Irum and Yadav, 2019). Organisation has effective human resource
department handling more than 6000 workforce. The present pandemic COVID 19 has largely
effected many organisation, in order to deal with the pandemic organisation has formed a
response team to evaluate how the pandemic will affect its workers, during the lockdown the
workers were asked to work remotely. The has effectively enhanced their recruitment process
employing more than 1296 new candidates providing them 3D virtual training programme, also
providing flexibility in working. In order to deal with the present pandemic the organisation
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needs to effectively restructuring and strengthening their HR department through applying
various aspects, functions roles of human resource management of the organisation as discussed
below:
The purpose and functions of HRM suitable to employees planning in relation to
Community Integrated Care is highlighted below:
Functions:
Recruitments and selection: One of the most essential function of human resource
management is recruitment and selection, recruitment is the process of identifying and attracting
them to apply for the available position whereas the selection involves selecting the most suitable
candidate out the pool of candidate applied (Kooij and Boon, 2018). In case of Community
Integrated Care, in order to deal with the current pandemic organization has hired large number
of candidates.
Training management: Another function of the human resource management is to train
their employees to improve their skills and to enhance their overall performance; it is the
responsibility of the human resource manager to continuously provide training to their
employees. In context to Community Integrated Care, 3D virtual training program is provided to
their new workforce, so that they can easily work remotely.
Purpose
Enhancing productivity: The main purpose of the human resource management is to
enhance the overall productivity of the organisation through providing required training to
employees, trained employees will work without any error, offering better results which lead to
enhancing the overall productivity of the organisation. In case of chosen organisation, manager
needs to ensure that workforce is working towards enhancing the overall productivity.
Improving workforce satisfaction: Another purpose is improving workforce satisfaction
through providing them rewards and benefits. In case of Community Integrated Care, where due
to the current pandemic employees are working remotely, it is easy for them to be de-motivated,
and management needs to ensure that employees are given rewards and benefits and required
essentials in order to improve their satisfaction ( Lanke, 2018).
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P2. Assess the essential strengths and weaknesses of different approaches to recruitment and
selection of HRM.
There are various approaches available to identify and select skilled and talented workforce
for the available position. In context to the Community Integrated Care, the various approaches
of recruitment and selection along with their strength and weaknesses are discussed below:
Recruitment: The term recruitments is defined as the process of identifying the large number of
potential candidate so that they can apply for the available position. There are various
approaches of recruitment available. In case of chosen organisation, the most suitable approach
along with the strength and weakness is discussed below:
Online recruitment: The online recruiting involves identifying potential candidates using
various online platforms as it is easy to find large number of job seekers on single platforms. In
context to Community Integrated Care, the organisation is using online recruitment sites such as
Indeed.co.uk to hire candidates, more 1296 new candidates were hired by the organisation during
the pandemic using online recruitment (Ma and Wang, 2020).
Strength: The online recruitment allow organisation to easily hire candidates using online
platforms.
Weakness: Due to large number of candidates applying on single platform, which makes it
difficult for the HR to find the right and suitable candidate.
Selection: The term section is defined as the process of choosing the right and most suitable
candidate out of the all the application available. It includes various procedure such as test,
interview, background and medical check which allow manager to choose the right candidate. In
respect to chosen organisation the approach of selection with strength and weaknesses is
discussed below:
Employment Test: The employment test helps business organisation to choose the most
suitable and skilled candidate for the available position, the employment test includes personality
test, aptitude test, psychomotor test and so on. These test helps in analysing the personality,
knowledge and physical ability of the candidate. This will help chosen organisation to analyse
and evaluate candidates effectively.
Strength: This approach helps in analysing the personality, attitude and behaviour of the
individual which allow organisation to easily select the right candidate.
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Weakness: One of the weaknesses of this approach is that it is an time consuming
process.
TASK 2
P3. Discuss the benefits of different HRM practices inside a organization for both employer and
employee
The human resource management plays an very essential in managing the workforce of the
organization and moving them towards achieving desired goals and objectives. Various practices
are used in order to enhance the performance of the organization (Margherita, 2021). In context
to the chosen organization, the importance of various HRM practices for both employers and
employee is highlighted below:
Training and development: One of the most important practice carried out by the
human resource department is training and development, it ensure that essential and required
training is provided to each and every employees to improve their skills. In respect to
Community Integrated Care, due to the COVID 19, to train their employees organisation is using
3D virtual online training, which employees can attend for their homes also, organisation needs
to ensure that effective training is provided to employees in order to retain them during this
pandemic.
Benefits for employees: This allows employees to improve their skills and they can work
smoothly from their home. Proper training and development will help employees to improve
their skills and lead them towards performing better even if they are working remotely.
Benefits for employer: The effective training and development of employees will allow
employer to easily select the employees for the task without spending further on the training
them.
Creating favorable workplace: Another practice is creating favorable workplace, it
helps in retaining and motivating employees in the organization, so business organization needs
to ensure that they are creating favorable and healthy environment for both employer and
employees (Mullins, 2018). In context to the chosen organization, where due to the lockdown ,
employees are working remotely organization needs to ensure that they are providing favorable
and supportive environment to their workforce even through online platforms to motivate them.
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Benefits for employees: Creating favourable workplace environment will helps
employees to feel safe and motivate towards achieving desired goals and objectives.
Benefits for employer: It will help employer to manage the workforce effectively and
having clarity about the work. In addition to this it will also help employer to retain their
employees for long period.
P4. Analyze the effectiveness of different HRM practices inside an organization for both
employer and employee.
The effective human resource management practice carried out in the business
organization helps both employer and employee in motivating them towards achieving
organizational goals and objectives effectively and also enhancing their overall performance
(Sengupta and Yoon, 2018). In context to the Community Integrated Care, the effectiveness of
various HRM practices for both employer and employee is discussed below:
HRM practices for employees:
Motivating employees: The effective HRM practice helps business organization to
motivate their workforce in achieving desired goals and objectives effectively. Various practices
like provide rewards and benefits and providing essential training will helps the chosen
organization in motivating their employees towards achieving desired goals and enhancing the
overall performance of the organization.
HRM practices for employer:
Creating favorable workplace: Effective use of HRM practices allows employer to create
favorable workplace for themselves and for the their employees. Favorable workplace allows
employers to work smoothly and easily having clarity of their role and job. In context to the
Community Integrated Care, the effective use of HRM practices will allow employer create
favourable workplace which allow them to perform better (Shahvazian and Hashemi Gheinani,
2020).
TASK 3
P5. Assess the importance of employee relations which influences HRM decision making
The term employee relation is defined as the process of creating effective and creative
relation with the employees of the organization in order to motivate them and retain them for
long period. In order to grow and continue to gain competitive advantage in the market it is very
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essential for the chosen organization to maintain and develop positive relation with their
employees as strong and effective employee relation helps in enhancing the overall profitability
and productivity of the business. some of the benefits of the employee relation in context to the
selected organization directly influencing the HRM decision making are highlighted below:
Increased motivation: Creating effective and positive employee relation will lead to
increasing the motivation of the employees, maintaining positive relation and providing them
better working environment will lead to motivating them towards achieving required goals and
objectives effectively. In context to chosen organization, manager needs to create positive
relation with employee in order to motivate them.
Reduce workplace conflict: Another benefit of positive employee relation is that it helps
in reducing workplace conflict, maintaining effective employee relation leads to reducing error
and misunderstanding among the employer and employees which automatically leads to reducing
conflict at the workplace. Reducing workforce conflict will helps in enhancing the overall
profitability of the chosen organization (Tabiu, 2019).
From the above, creating and maintaining effective employee relation in the organization
will help Community Integrated Care to enhance their productivity and profitability and will also
help manager to easily take decision and formulate strategies effectively and efficiently.
P6. Assess the essential elements of the employment legislation and the different impact it has
upon the HRM decision making
The employment legislation is defined as the process of implementing various rules and
laws in order to protect employees from any kind of unfair practices, the employment legislation
are the laws which protect the rights of employees, these are very essential in each and every
organization, for the chosen organization to retain and motivate their employees some of the
employment legislation are discussed below:
Equality law: This law states that each and every employee in the organization should be
treated equally and fairly as in such should be paid equally, this will helps Community Integrated
Care organisation to build and create positive relation with the employees an d make them feel
safe and equal in the organisation.
Discrimination law: Another one is the discrimination law, according to this law no
individual in the organization should be discriminated on the basis of their color, caste, gender.
In order to grow and gain competitive advantage especially during this pandemic time, chosen
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organization needs to ensure that no employee is discriminated in the organization. While
employee is working remotely organization needs to ensure that they are treated equally and
effectively.
TASK 4
P7. Explain the application of HRM practices in the organization
There are various application of human resource management practice to attract the right
candidate for the available position in the organization, it allow to project the right skills and
knowledge required for the available position in the organization (Werner, 2021). Some of the
application of human resource management practice is discussed below:
Job specification: It is one of the essential strategic tool used by organization to
highlights the skills, abilities and knowledge required by the person to apply for: This is one of
the most essential strategic tools used by the business the particular position. It includes all the
required information by the candidate to apply for a particular job.
Job specification
Organization: Community Integrated Care
Job purpose: A Human resource manager is has to handle and mange the workforce and also
retain them in the organization effectively.
Job Designation: HR Manager
Roles and responsibilities:
 Should carry out all the activities related to human resource planning
 Should be able to provide training to workforce.
Required skills and experiences:
 MBA in human resource
 Should have good communication skills
 Should have good interpersonal skills
Job offer letter: Another application of the human resource management practice is the
job offer letter, it includes all the information and details provides to the candidate after they
have been selected for the job (Wingard, 2019).
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Job offer letter
Company Name Community Integrated Care
Job position HR manager
Location United kingdom
Reporting person HR manager
Roles & Responsibility  Should be able to handle and mange the
human resource of the organization
 Should be able to retain employees for
longer time.
 Should be able to provide training and
motivate them effectively.
Joining date 25 July 2021
Working time 9 am to 6 pm
Conclusion
Form the above discussion it can be concluded that human resource management is one of
the most essential strategic function of business organisation, it helps business organisation to
enhance their productivity and profitability through employing right and skilled candidate at the
right place effectively. This report helps in analysing the importance of effective use of human
resource management in the chosen organisation and how can help them in enhancing their
performance through highlighting the various roles and functions of HRM with analysing the
strength and weakness of recruitment and selection approaches. In addition to this benefits of
HRM practices also importance of employees relation for the chosen organisation and
application of HRM practices such as job description and job offer letter is also highlighted.
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References
Books and Journals
Irum, A. and Yadav, R.S., 2019. Human resource information systems: a strategic contribution to
HRM. Strategic Direction.
Kooij, D.T. and Boon, C., 2018. Perceptions of HR practices, person–organisation fit, and
affective commitment: The moderating role of career stage. Human Resource
management journal, 28(1), pp.61-75.
Lanke, P., 2018. Knowledge hiding: impact of interpersonal behavior and expertise. Human
Resource Management International Digest.
Ma, H. and Wang, J., 2020, November. Application of Artificial Intelligence in Intelligent
Decision-Making of Human Resource Allocation. In International Conference on
Machine Learning and Big Data Analytics for IoT Security and Privacy (pp. 201-207).
Springer, Cham.
Margherita, A., 2021. Human resources analytics: A systematization of research topics and
directions for future research. Human Resource Management Review, p.100795.
Mullins, F., 2018. A piece of the pie? The effects of familial control enhancements on the use of
broad‐based employee ownership programs in family firms. Human Resource
Management, 57(5), pp.979-992.
Sengupta, S. and Yoon, Y., 2018. Moderating effect of pay dispersion on the relationship
between employee share ownership and labor productivity. Human Resource
Management, 57(5), pp.1083-1096.
Shahvazian, S. and Hashemi Gheinani, F., 2020. The challenges of human resource management
during the transition period of Corona pandemic and providing solutions in the Iran hotel
industry. Tourism Management Studies, pp.217-252.
Tabiu, A., 2019. Do “high-performance” human resource practices work in public universities?
Mediation of organizational and supervisors’ supports. African Journal of Economic and
Management Studies.
Werner, J.M., 2021. Human Resource Development: Talent Development. Cengage Learning.
Wingard, D., 2019. Data-driven automated decision-making in assessing employee performance
and productivity: Designing and implementing workforce metrics and
analytics. Psychosociological Issues in Human Resource Management, 7(2), pp.13-18.
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