Functions of HRM in Workforce Planning : Report
Added on -2020-07-22
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HUMAN RESOURCEMANAGEMENT
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1 Functions of HRM in workforce planning along with purpose in an organisation...........1TASK 2............................................................................................................................................3P3 Benefits of different HRM practices for employer and employee....................................3P4 Effectiveness of HRM practices in order to raise organisational profit and productivity.4TASK 3............................................................................................................................................5P5 Importance of employee relations to influence HRM decision-making...........................5P6 Key elements of employment legislation and its impact upon decision-making of HRM6TASK 4............................................................................................................................................7P7 Application of HRM practices..........................................................................................7CONCLUSION................................................................................................................................9REFERENCES..............................................................................................................................10
INTRODUCTIONIn an organisation human resource management (HRM) takes many responsibilities likestaffing, designing working organisation, employee compensation and benefits etc. The mainpurpose of this department behind performing such duties is to maximize productivity byoptimising effectiveness of employees in a company (Bardoel and et. al., 2014). Managersalways try to acquire the best talent in workforce as well as develop and align them withbusiness. This unit is describing the role and purpose of HRM within a reputed organisation ofUK i.e. Imperial Chemical Industries. This firm deals its business in chemicals and manufactureproducts like food ingredients, polymers, fragrances and flavourings. TASK 1P1 Functions of HRM in workforce planning along with purpose in an organisationPlanning the workforce means to align desired and qualified talent with businessesobjectives through which a company can meet its regulatory and production requirement. InImperial, workforce planning is based on financial-led procedures. Therefore, HRM is focusingprimarily on managing headcount to budget by ensuring that there are not much cost overruns.Along with this, managers perform many activities like filling out performance appraisals formof employees, carrying out recruitment and selection process, resolving conflicts etc. Functions of HRM: Managers perform many functions according to company'srequirement for fulfilling its goals and objectives. Their main role in a firm is planning,organising, directing and controlling the organisation through which they can identify policiesand procedures to reach its goals (Gheiratmand and et. al., 2015).Recruitment and selection: In manufacturing companies, role of management is little bitdifferent like managers have to judge knowledge and skills of new candidates in a propermanner. New recruiter must possess complete knowledge of chemicals so that they can work in adesired manner. Training and management: Working in chemical industries includes many risk factors.Regarding with health and safety issues, HRM provide effective training programmes to workersso that they can become able to protect themselves from such problems. Compensation management: It requires much expense to provide compensation toemployees of a company. In order to retain high performers, managers give benefits to workers1
like incentives, extra salaries, holiday tours and flexible working hours as per their role andduties in organisation.Managing employee relationship: Apart from all basic responsibilities, main duty ofHR managers is to manage relations of employees within an organisation. Good relationsbetween workers and employers along with all associated persons help in maintaining positivityof organisation. Designing the workforce: Managers are also engage in designing organisational cultureand workforce. Therefore, they align requirements of workforce in performing activities so that acompany can achieve its strategic goals and objectives. Purpose of HRM: In Imperial Industry, functions of managers compromises with manypurposes like how to maximise productivity of workers through which they can contribute theirefforts in achievement of business objectives. With this assistance, management use hard andsoft HR skills (Guest, 2011). Through hard management, managers focuses on identifyingworkforce needs of business and recruit accordingly. They treat workers as resources while usingsoft management managers concentrate on requirements of workers first. They take employeesas an important source of competitive advantage, therefore, treated them on individual basis. P2 Strengths and weaknesses of different approaches for recruitment and selection proceduresProcess of recruitment and selection varies as per requirement of organisation. Therefore,role of HR managers in this context conducts various procedure so that they can introduce themost qualified workers in organisation. This procedure impacts directly on performance ofbusiness, growth of revenue and profitability as compared to other functions of management.Before conducting such process, managers are required to compare the importance of variousmethod of recruitment and selection. Searching a desired candidate using internal and external source is recruitment processwhich requires many documentation processes like job and personnel specification, curriculumvitae etc. Difference between internal and external source can be described as:-BasisInternal SourceExternal SourceProcessThis source is conducted withinan organisation by transferringexisting workers on anotherposition through promotion andIt provide applicants from externalenvironment using various sourceslike campus placement, job portals,online applications etc. 2
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