Workforce Planning and HRM Strategies

The provided text is about the importance of workforce planning in higher competitive business situations. It discusses the 5 simple steps to efficient workforce planning, including monitoring and feedback gathering as a method for measuring personnel effectiveness. The assignment also touches on recent trends such as benefits packages and compensation, employee engagement work, and the significance of taking advice from ACAS in modern industrial relations.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK ..............................................................................................................................................1
Process of workforce planning in particular business situation...................................................1
Variety of measures of personnel effectiveness...........................................................................2
Implications of recent trends in employment market for both individuals and business.............3
Methods for motivating staff ......................................................................................................4
Different leadership styles found in specific situations...............................................................5
Effectiveness of management by objectives ...............................................................................5
Significance of modern trend in consultation and delegation in UK businesses.........................6
Changing roles of trade unions....................................................................................................6
Significance of ACAS for modern industrial relations................................................................6
Importance of recent trends in employment participation schemes in recent UK Business........7
CONCLUSION ..............................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Human resource management is practice of hiring, managing, recruiting and deploying
the company's workers. Their functions is to deals with staff related to employees hiring, pay
compensation, safety, benefits and provide or plan training. The present report is based on H&M
HRM and its functions (Chelladurai and Kerwin, 2018). It explains process of workforce
planning, variety of measuring personnel effectiveness and also describe reasons for choosing
methods. This report clarifies suggestions for improvement and implications of recent trends in
employment market. Moreover, this study justifies different methods for motivating staff and
various leadership styles as found in specific cases. It explains effectiveness of management by
objectives, significance of modern trends in delegation and consultation and importance of
ACAS for recent industrial relations. Furthermore, it justifies significance of modern trend in
employee participation schemes in modern UK business environment.
TASK
Process of workforce planning in particular business situation
Workforce planning define as procedure of ensuring the H&M has future and current
access to human capital they need to perform effectively. It considers as continual procedure use
by Human Resource Management of organization to assure that they can meet its regulatory,
organizational objectives, service and products needs and legislative (Jackson, Schuler and Jiang,
2014). Specific business situation statement- High Competitive environment in marketplace is
one of the most difficult condition that affect any business both of negative and positive side. But
with having effective and skilled workforce organization can give tough competition to its
existing and new market competitors effectively.
Process of workforce planning-
Work force planning is procedure of analysing existing workforce, identifying gap
between future and present, determining future employees needs and implementing solutions so
that the company can complete its mission, achieve goals and strategic plan. There are the 5
simple steps to efficient workforce planning.
Step 1: Set strategic planning-
HRM collect all applicable data for workforce planning procedure, they set strategic plan
for high competitive time in market which business need to grab. Executive team or group of
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people provide HRM the business and annual plan. It will feature projected demands for how to
carry out goals, including number of workers required.
Step 2: Analyse current workforce profile-
After setting strategic plan, HRM analyse current workforce profile, they look deeper at
current staff. Set out to determine where frequent understaffing occur in company. Understand
the reason for higher competition in marketplace (Nunhes, Barbosa and de Oliveira, 2017) .
Human resource management of H&M company unearth strategic requirements that lie at
begging of this situation.
Step 3: Develop action plan-
After analysing workforce profile, HRM develop action plan in which they consider gaps
and help to close it. They identify needs of effective workforce and make plan or strategies based
on situation which is quite beneficial for business growth. They track workers productivity
accurately and restructuring workforce to give effective performance.
Step 4: Implement action plan-
In this step H&M company Human resource management bring workforce efficiency
plan, they try to discuss allotted budget with organization accounting team. Hire new talented
people based on requirement and communicate with management for implementing action plan.
They coordinate with IT staff, middle management and other workers and assure all the things
are running smoothly.
Step 5: Monitor, revise and evaluate plan-
HRM monitoring the effectiveness of implementation of workforce plan to identify any
weakness or issue arise in staff (Purce, 2014) . It permits human resource management of H&M
to make decision to improve outcomes of workforce planning task in high competitive
environment.
Variety of measures of personnel effectiveness
Personal effectiveness refers to making use of resources both professional and personal
that workers have at disposal to enable to master their life and achieve both life and work goals.
In other words, PE (Personnel Effectiveness) is depicted in relations to key generic abilities that
is essential in dealing with different situations in personal life and work (Tyson, 2014). With the
help of measuring personnel effectiveness in H&M company Human resource management
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assure about work is going smoother and easier. Methods of measuring of personnel
effectiveness within workplace.
Monitoring, communication and taking feed back from workers considered as the best
method to measure personnel effectiveness.
Since For so longer HRM consider low effectiveness of workers that impact on company
profitability and productivity which is not appropriate for them (Paillé and et.al., 2014). Thus, for
this they used different types of methods to measure personnel effectiveness within organization
that is essential for business market reputation. H&M Human resource department monitor
employees performance and working abilities in workplace through monitoring which is one of
better idea to know more about their effectiveness and productivity. Communication is also
known as the better technique that help to identify issues and effectiveness of employees
working. Third and last method is feedback, with the help of taking feed backs HRM can be able
to determine and measure personnel effectiveness. In additional, participation in other activities
is also considered as best method to know more about individual capabilities, skills and
knowledge that is appropriate for its position or not.
Suggest reasons for measuring personnel effectiveness or workers performance abilities-
Lack of staff effectiveness and poor working condition is the main reason behind
measuring employees effectiveness that affect H&M market position as well as profit margin the
most.
Suggestions for improvement-
HRM improve workers effectiveness with the help of motivation and offer benefits
working at workplace that support to improve their performance and increase working interest
much better than before (Albrecht and et.al., 2015). They must provide training to staff which is
beneficial for them as growth for company and individuals. They should pay incentives that also
enhance overall staff abilities and working productivity.
Implications of recent trends in employment market for both individuals and business
Employment market is the market in which workers search for employees and jobs, it is
not physical place as much as conception demonstrate competition in market and interplay
between different labour forces. Job or employment market is eventual source of all new hirings,
Human resource manager of H&M company need to understand dynamics of this market in order
to gain competitive advantages.
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Job market changes quickly, both local and national level within national employment it
consists of employment rate, trends in specific industries and careers in typically projected or
high demand. In employment market competitive compensation, benefits packages and
transparency in interview procedure is considered as recent trends that impact H&M company
and workers the most.
In recent time job market required to need compensation and good benefits packages
which help to retain employees within organization for longer term period. Compensation is the
best way to garb the attention of talented and skilled workers towards firm as it helps to achieve
desired organizational goals and business objectives. By receiving good benefits packages
company can be able to retain existing employees and also garb the attention of new ones, it
helps to gain vision and mission and support to generate high revenue which is quite beneficial
for company as well as their workers.
Methods for motivating staff
Alderfer- ERG theory is known as staff motivational theory which gives many benefits to
company as to retain talented people with them for long term period. Workers motivation is one
of the most essential part of H&M growth and success in marketplace. This theory is divided into
three steps: Existence needs, Growth needs and Relatedness needs, it belongs to Maslow's
Physiological and safety needs theory.
Existence needs-
It includes demands for basic material or things necessities, it also includes person
physical and physiological safety needs. In short, HRM within H&M company used different
types of methods such as arrange shelter for workers, offer the best sources of living their lives
till working under organization to retain and attract workers.
Relatedness needs-
Individual need important relationships' belongingness and love, they seek toward
reaching recognition and public fame. Thus, if company leaders work in collaboration and make
good communication with its workers they can be able to motivate them and this will make good
relationship between leaders and employees which is quite beneficial for both of them.
Growth needs-
Need for personal growth, self development and advancement from together this class of
demand. H&M leader must develop good connection with its workers that make things easier
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and smoother. When leaders give efforts to motivate employees they try hard and used various
methods of motivation (Oke, 2016). After getting all the required needs individual will develop
self confidence among itself, which is appropriate for business growth as well as workers career
success.
Different leadership styles found in specific situations
Competitive environment-
It considers as dynamic external program in which H&M competes and functions. More
sellers of same service or products, create more competitive environment in which company
need to compete. At this situation leader play their role and motivate workers to give its best
performance to gain competitive advantages. Participative leadership style help a lot in this
case which is beneficial for both organization and leaders. Leader with participative leadership
style easily consultant with their workers and encourage them to take part in any decision
making procedure related to gain competitive benefits.
Conflict situation-
Autocratic leadership style is one of the best leadership style carried by leader in
company for making profit and managing any situations. Conflict situation bring many
challenges for leader and organization in which leader is the only person who help to inspire
workers and other staff members effectively with the help of having the best leadership style.
Autocratic leader take their decisions based on analysing situations individually. They take their
judgements and give orders to employees without consulting with staff that reduce risk as failure
and they can be able to manage any arise conflict in workplace.
Effectiveness of management by objectives
Management by objectives is the performance management approach in which equality is
wanted between objectives of workers and objectives of company. MBO is very effective as it
helps to determine joint objectives and give feedback on outcomes. It is also known as one of the
best strategic management model that support to improve H&M performance by clearly defining
its objectives that is agreed to by both workers and management. Effectiveness of Management
by objective model is to serve as basis for greater staff motivation, greater efficiency via
systematic process and commitment through participation in planning procedure. Management
by objective is very essential and effective method used to improve competitiveness. With the
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help of this model company can better managing, developing controls and emphasis on short
term objectives.
Significance of modern trend in consultation and delegation in UK businesses
Modern trend in delegation in UK business-
Delegation is assignment of any authority to other person usually from manager to
associate to carry out particular activities, it is one of the best or core management leadership
concept. In UK business delegation is procedure used by large companies to manufacture their
services or products. In country there are many organizations using this procedure and
considered it as modern trend which is quite beneficial for business growth. In this process large
or big size company work within collaboration and make connection with other firms who help
to accomplish their task and also support to gain benefits and increase profitability. By sub
dividing their work in market companies can be able to serve their best services or products to its
customer. It is very significant for company growth and success in market place, with the help of
sub division organizations accomplish their project as according to decided time frame.
Modern trend in consultation in UK business-
In UK business large as well as small size companies are taking legal advices via
consulting with experienced person or organizations. They take advice which is appropriate for
them and give proper guidance how to managed overall functions and overcome within legal
issues.
Changing roles of trade unions
Trade unions is legitimate program for managing employee and to voice its rights and
grievances. Trade union role is to assure well being of their group members such as protecting
reliability of trade, safeguarding interests of their staff and achieving high wages by protecting
economic benefits. Trade union is the company made up of members and its relationship must be
made up mainly of employees. The roles of trade unions is changed due to some changes in
political, economical, social and other factors which affect businesses the most and also its
profitability and productivity.
Significance of ACAS for modern industrial relations
Advisory, Conciliation and Arbitration Service is important for company who aim to
develop and improve working life cycle through better employment relationships, by helping
employees and employers H&M solve issues and work together effectively (Longoni, Luzzini
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and Guerci, 2018) . ACAS is significance for modern industrial relations as it help to provide
impartial and free information and suggest to workers and employers related to overall aspects of
employment law and workplace relations which is quite beneficial for recent business
relationship in UK.
Importance of recent trends in employment participation schemes in recent UK Business
Employee engagement and productivity trends in UK employment participate schemes is
one of the best way or methods to retain people for longer and attract the new ones. Employee
engagement is very important for company growth and also be beneficial for workers to enhance
their performance. Thus, if H&M implement this recent trend in their business they can garb the
attention of new and talented people and also be able to serve its best in any business situations.
CONCLUSION
It has been concluded that HRM follow the 5 steps of workforce planning in higher
competitive business situations which is beneficial for them. Monitoring and feedback gathering
is the best method of measuring personnel effectiveness. Benefits package and compensation is
one of the recent trends in employment market that is beneficial for both workers and business.
Alderfer – ERG theory is considered as motivational technique for motivating staff members and
enhancing their performance. Employment engagement work significantly in modern UK
business as it helps to retain people for longer and assure them as part of company. Furthermore,
it has been discussed about ACAS which is the best model or concept of taking advise in context
of any situations' significance for modern industrial relations in UK.
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REFERENCES
Books and Journals
Albrecht, S. L. and et.al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Chelladurai, P. and Kerwin, S., 2018. Human resource management in sport and recreation.
Human Kinetics.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
Longoni, A., Luzzini, D. and Guerci, M., 2018. Deploying environmental management across
functions: the relationship between green human resource management and green
supply chain management. Journal of Business Ethics. 151(4). pp.1081-1095.
Nunhes, T.V., Barbosa, L.C.F.M. and de Oliveira, O.J., 2017. Identification and analysis of the
elements and functions integrable in integrated management systems. Journal of
cleaner production. 142. pp.3225-3235.
Oke, L., 2016. Human resources management. International Journal of Humanities and Cultural
Studies (IJHCS) ISSN 2356-5926. 1(4). pp.376-387.
Paillé, P. and et.al., 2014. The impact of human resource management on environmental
performance: An employee-level study. Journal of Business Ethics. 121(3). pp.451-466.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals). 67.
Tyson, S., 2014. Essentials of human resource management. Routledge.
Online
5 SIMPLE STEPS TO EFFICIENT WORKFORCE PLANNING. 2017. [Online]. Available
through: <https://mitrefinch.com/blog/5-simple-steps-workforce-planning/>
Alderfer – ERG theory: Existence needs, relatedness needs and growth needs. 2018. [Online].
Available through: <https://www.tankonyvtar.hu/hu/tartalom/tamop412A/2011-
0023_Psychology/030300.scorml>
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