Human Resource Management: Current Trends, Workforce Planning, Ethical Recruitment, and Problem Solving

This report analyzes the current HRM trends and problems faced by New Build Plc, ways in which HRM team plans long term workforce planning, ethical considerations in recruitment process, and recommendations for problem-solving.

Human Resource
Management

Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
1. Current HRM trends and problems faced by organisation and impact on company...............1
2. How HRM team start to plan and consider long term workforce planning, different theories
and practices consider by them....................................................................................................2
3. Consideration taken by HRM team in ensure ethical practices used in recruitment process. .3
4. Problem identified by company and recommended to HRM to resolve problem...................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Huan resource management can be described as strategic approach for effective and efficient
management of people in company that helps company to gain competitive advantage (Acquah,
Agyabeng-Mensah and Afum, 2020). It is an important approach designed by companies in order
to maximise performance of employees that allow them to gain strategic objectives. This project
report includes analysation of New Build Plc which was introduced 7 years ago. They have
around 2500employees working in organisation and among which 60 employees belongs from
60. This project report includes current HRM trends and problem faced by organisation and
impact over them. It also includes ways in which HRM team plan long term workforce planning
and different theories consider by them in this process. Differentiation of HRM team in order to
ensure ethical practices are also used in recruitment process. Moreover, it includes
recommendation for company in order to resolve issues faced by companies.
MAIN BODY
1. Current HRM trends and problems faced by organisation and impact on company
Current HRM trends:
There are various HRM trend which makes changes in patter of work of HR and also make their
work more effective. HR manager play important role for their success as they manage Human
resource of company. Some of these HRM trend that can be adopted by companies are
mentioned below:
Virtual working: It is one of new HRM trends which came in trend due to Covid-19 pandemic.
With increasing threat of covid-19, government was announced lockdown in their countries due
to which business needs to carry out their operation from their home (Adla, Gallego-Roquelaure
and Calamel, 2019). It results in trend of virtual environment in which employees are allowed to
work from their home in more flexible working conditions.
Employee experience: It is another HR trend as focus on HR manager is not shifted on
improving employee experience in order to get success. It will provide various benefits to
organisation as it allows them to improve their productivity, enhance satisfaction of employees,
make them loyal for company.
Company goes digital: There are new trend in which companies are shifting to virtual
environment and disconnected from office (Zaid, Jaaron and Bon, 2018). Due to this, companies
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are more focusing on digital technologies as it helps them to work virtually and also provide
them competitive advantage. For this, HR managers are increasingly using digital technologies in
business for purpose of attendance, salary, recruitment.
Problem faced by organisation: There are various problems faced by New Build Pl while
operating their business activities in UK. These problems are creating impact over business
operation of company. Explanation of problem faced by company and its impact is mentioned
below:
Recruitment of suitable staff: One of problem faced by company is recruitment of staff
members suitable for job position of company. Business of New Build plc I rapidly gown and
due to which they require more employees that helps them to manage their operation (Agarwal,
2021). There is various project of company is underway and in order to complete these, they
need employees. There is increasing cost of housing project and in order to recruit more
employees, project cost will also increase.
Delay in project: New Build Plc is a growing company due to which their operation has grown.
Previously they have only few employees but now they have around 2500 employee. Business
also has various project which are currently underworking. They require more employees in
order to complete these projects but due to shortage to employees, their project delayed.
Recruitment of skilled and unskilled labour: New Build Plc require various employees who
can work in their organisation in order to complete their project (Soltis, Brass and Lepak, 2018).
They require skilled people like carpenters, plumbers, electrician as well as unskilled people for
general work who can work in building sites and take low wages.
Increasing cost of company due to which lack of availability of cheap labour: In UK,
housing is not affordable as prices of house increases rapidly due to which company is facing
issues for hiring new employees as in order to hire new employees, cost of company will also
increase (Ansari, Farrukh and Raza, 2021).
2. How HRM team start to plan and consider long term workforce planning, different theories
and practices consider by them
Workforce Planning: It can be described as process for purpose of analysation, planning and
forecasting of workforce demand and supply, determination of target related to intervention of
talent management, assessing gaps in order to ensure that business has availability of right
people in organisation who has right skills at right place as well as at right time in order to attain
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right objectives. In order to ensure right workforce planning, New Build Plc needs to adopt
various stages that including strategic direction, monitoring progress, supply analysis, solution
implementation, gap analysis, demand analysis, monitoring progress and others. For proper
workforce panning, firm needs to align their goals and objective with workforce needs
(Chaudhary, 2018). They also need to made changes in workforce as per trends in market. For
effective workforce planning, company needs to analyse demand of workforce as they can hire
employees as per requirement and demand of work. For hiring efficient and effective employees,
they need to adopt different strategies in business.
In order to ensure workforce planning in order in efficient manner, organisation can adopt
theories related to workforce management. One of theory is contingent workforce management
which consist developing a workforce of temporary staff, contractors who can be hired and fired
at any time or freelancer worker (Salikov, Logunova and Kablashova, 2019). It is a theory that
provide flexibility to organisation for hiring employees that suits to self-contained, large project.
It is mainly implemented in conduction as well as movie industry. Disadvantage of using this
model is that is reduce workforce stability and is not suited for all business.
Blended workforce model: It is another workforce management model that deployed staff
members in business in order to identify needs of agility, flexibility as well as stability of
organisation. Problem in this model arise as it consists temporary labour and these are not
managed effective, it does not allow business to attain their targets.
3. Consideration taken by HRM team in ensure ethical practices used in recruitment process
It is important to business to consider ethical practices in their organisation as unethical practices
in process of recruitment create disappointment for job seekers, demotivate them as well as
exploit them. These unethical practice in recruitment process create bag impression of company
in minds of their prospective employees. Ethics can be described as principles as well as
standards that provide guidance to business for their day to day work in accordance with
corporate values (Curado, 2018). Ethical values of a person include components like respect,
responsibility, honesty and trust. Unethical behaviour of business can be range from confidential
information share without consent of an employees to charging for placement services from
candidates. It is important for recruiter of New Build Plc to act responsible in context of best
interest of candidates that allow candidates to trust their recruiters and provide them opportunity
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to find out best candidate. Some of ethical consideration which needs to be consider by recruited
of New Build Plc is mentioned below:
Avoid misleading advertisement: It is important for company to place valid and right
information related to job. Misleading job advertisement mispresent requirement of job position
for prospective candidates. Misleading information are also related to working condition as well
as current stage of company.
Interview in correct manner to ensure matching: it is important for companies to consist
interview in correct manner that allow them to find candidate that fulfil requirement position of
job (Gigauri, 2020). For this, it is important for company to provide right guidance to candidate
and also assist them for understand offer of company as well as their career implication.
Treat all candidates equally: It is important for an organisation to treat all candidates equally in
order to be ethically right. There should be no discrimination on basis of race, religion, political
views, gender. It is important for company to review candidates on basis of their merits in order
to get right and skilled employees. It is important for HR manager in this process to be honest,
objectives as well as consistent.
Solicit necessary information only: It is important to solicit only information which is required
in recruitment process. For instance, from which city candidate belong is a not a necessary
question and does not create impact over ability of candidate.
Keep confidentiality: It is also important for HR managers to keep information confidential as it
consists obtaining consent of candidate before sharing and storing information of them (Rana
and Sharma, 2019). It is important for company to make them transparent for candidate that
allow candidate to understand position of company and analyse whether they should work in
company or not.
4. Problem identified by company and recommended to HRM to resolve problem
New Build Plc is facing various problem in their organisation for operating their business
operation. These problems are related to hiring suitable candidates, increasing cost of company,
delay in project and others. In order to solve these problems, company can adopt various solution
which are mentioned below:
Hiring skilled candidate: It is important for company to hire skilled and capable employees for
their organisation as these employees are efficient and increase productivity of company (Liu,
Qingqing and Liu, 2021). It will assist New Build Plc to complete their underway project which
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helps them to solve problems related to delay in completion of project. It also improves quality
of work of company that is important in order to enhance satisfaction of customers with
company. It provides them opportunity to earn more money in market.
Use digital technologies for hiring: It is important for companies to use digital technologies in
order to hire employees as it will helps them to saves cost of hiring candidates. It also saves their
cost of attracting new candidates (Macke, and Genari, 2019). There are various online sites
where candidates are uploading their personal information and company can hire employees
from there. Digital technologies are important in business as it allow them to take advantage to
cost and allow company to saves their time of recruitment.
Ensure workforce planning: It is also important for company to ensure workforce planning that
allow them to ensure proper availability of employees in their organisation. Workforce planning
is a process of analysation, planning and forecasting of workforce that allow company to have
right candidate at right time (Marrucci, Daddi and Iraldo, 2021). It allows New Build Plc to have
proper availability of company that allow them to reduce work load over company.
CONCLUSION
From above mentioned project report, it can be concluded that HRM is an important concept in
an organisation that helps company to improve performance of employees in organisation. There
are various HRM trend which are followed by companies in order to remain up to data. Different
problems are faced by companies while operating in market. It is important for an organisation to
ensure long term workforce planning as it allow them to forecast requirement of employees on
timey basis and ensure availability of requirement employees. It is important in order to ensure
continuous growth of company for attainment of their goals and objectives. In order to get more
employees, companies need to consider recruitment process. There are various ethical practices
adopted by HR managers to ensure availability of employees in their organisation. For this, it is
important for them to treat all employees equally, avoid misleading information, keep personal
information confidential and others.
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REFERENCES
Books and Journals:
Acquah, I.S.K., Agyabeng-Mensah, Y. and Afum, E., 2020. Examining the link among green
human resource management practices, green supply chain management practices and
performance. Benchmarking: An International Journal.
Adla, L., Gallego-Roquelaure, V. and Calamel, L., 2019. Human resource management and
innovation in SMEs. Personnel Review.
Agarwal, P., 2021. Shattered but smiling: Human resource management and the wellbeing of
hotel employees during COVID-19. International Journal of Hospitality
Management, 93, p.102765.
Ansari, N.Y., Farrukh, M. and Raza, A., 2021. Green human resource management and
employees pro‐environmental behaviours: Examining the underlying
mechanism. Corporate Social Responsibility and Environmental Management, 28(1),
pp.229-238.
Chaudhary, R., 2018, December. Can green human resource management attract young talent?
An empirical analysis. In Evidence-based HRM: A global forum for empirical
scholarship. Emerald Publishing Limited.
Curado, C., 2018. Human resource management contribution to innovation in small and medium‐
sized enterprises: A mixed methods approach. Creativity and Innovation
Management, 27(1), pp.79-90.
Gigauri, I., 2020. Influence of Covid-19 crisis on human resource management and companies’
response: the expert study. International Journal of Management Science and Business
Administration, 6(6), pp.15-24.
Liu, P., Qingqing, W. and Liu, W., 2021. Enterprise human resource management platform based
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Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Marrucci, L., Daddi, T. and Iraldo, F., 2021. The contribution of green human resource
management to the circular economy and performance of environmental certified
organisations. Journal of Cleaner Production, 319, p.128859.
Rana, G. and Sharma, R., 2019. Emerging human resource management practices in Industry
4.0. Strategic HR Review.
Salikov, Y.A., Logunova, I.V. and Kablashova, I.V., 2019. Trends in human resource
management in the digital economy. Proceedings of the Voronezh State University of
Engineering Technologies, 81(2), pp.393-399.
Soltis, S.M., Brass, D.J. and Lepak, D.P., 2018. Social resource management: Integrating social
network theory and human resource management. Academy of Management
Annals, 12(2), pp.537-573.
Zaid, A.A., Jaaron, A.A. and Bon, A.T., 2018. The impact of green human resource management
and green supply chain management practices on sustainable performance: An
empirical study. Journal of cleaner production, 204, pp.965-979.
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