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Strategic Human Resource Management Case Study | Framlington Property Plc

   

Added on  2020-01-28

12 Pages3847 Words111 Views
Strategic Human Resource Management1

Table of ContentsINTRODUCTION ...............................................................................................................................3TASK 1.................................................................................................................................................3Attached in ppt.................................................................................................................................3TASK 2 ................................................................................................................................................32.1 Internal and external factors affecting FP’s human resource planning......................................32.2 Assessment of the current and future human resource requirements of FP...............................42.3 Human resources plan for FP, with SMART Objectives...........................................................42.4 Critical evaluation of HR plan for achieving FP's objectives....................................................5TASK 3 ................................................................................................................................................63.1 Purpose of human resource management policies.....................................................................63.2 Employment law requirements that are likely to apply in FP and their likely impact...............6TASK 4.................................................................................................................................................74.1 De-layered UK organisational structure for FP could affect the management of human resources..........................................................................................................................................74.2 Current organisational culture at FP .........................................................................................74.3 Performance indicators for monitoring and evaluating the performance of an HRM function.74.4 Effectiveness of the HRM function at FP, ...............................................................................84.5 Recommendation and justification for improvements of the HRM function at FP..................8CONCLUSION....................................................................................................................................8References..........................................................................................................................................102

INTRODUCTION Strategic human resource management (SHRM) refers to an approach with respect to thehuman resource management that helps in developing strategic framework for supporting long termgoals of an organisation. SHRM helps in managing and maintaining the functions of humanresources with the help of strategies. It results in creating a strategic plan by linking all HRfunctions of the organisation (Strategic Human Resource Management, 2016).In the present study, Framlington Property Plc (FP), a property developer firm of UK istaken into the consideration. In this research focus is on contribution of SHRM for achievingorganisational objectives. Along with it, file consists of human resource plan, policies which arerequired in the company and proper examination of its HRM. In the end, conclusion is explainedwith the key findings. TASK 1Attached in ppt.TASK 2 2.1 Internal and external factors affecting FP’s human resource planning. Internal and external factors are affecting the HR planning of the FP which are as follows. Internal Factors: According to the case study, there is no proper guidance and consultation for the employeesworking in the organisation which results in inappropriate and ineffective results. As per theopinion of 80% of workers there views are not heard by FP. (Boxall and Purcell, 2011).Organisational culture of FP lack the morale, ethics and values which makes female workersfeel unsafe and insecure. For example, Daisy Jenkins is facing problem due to theinappropriate behaviour of the Mark Caine but management is not taking the issue seriouswhich creates job dissatisfaction for Daisy. There is no procedure for grievance handling in the firm which affects the employee’srelationship which in turn impacts negatively on their performance. For example in thegiven case, two female faces problem regarding sex and race discrimination but nogrievance procedure was followed by the firm (Human Resource Planning-HRM, 2016. ). External FactorsDue to the rise in property prices, sales and customers of FP decreased which make it to facefinancial problem. As per the case, combination of various factors such as increase in lending criteria results to3

decrease profit margin of FP which results to decline the salary of the employees whichcauses job dissatisfaction in them (Armstrong and Taylor, 2014). Low interest rate and instability in emerging markets of China increases the property pricesand foreign investments and it creates hurdle for FP to achieve its objective of businessexpansion. 2.2 Assessment of the current and future human resource requirements of FP.Assessment of the current and future HR requirements of FP are as follows. Personnel Requirements: FP needs to identify its personnel requirements for achieving theobjectives of maintaining market share, enhancing client base and recruitment of successfulteam. It is essential to determine the skills such as communication, marketing, team work,etc, experience and qualification candidates such as marketing (Werner and DeSimone,2011). Match of personnel requirement with the organisational requirement: It is essential thatpersonnel requirement should meet the need of company. For this, FP needs to analyse itsworking environment so that it can determine its requirements on the basis of availableresources. These needs can be of improving HR policies, training and developmentprograms, reward system, relationship management etc as per the goal of firm. Internal Factors: FP needs to improve its internal working environment and for this, it willneed talented and skilled manpower, various work-profiles, appropriate policies andpractices, etc. So that firm can improve its future growth and success. Company require aproper analysis of the internal environment for implementing effective strategies forimproving it (Bratton and Gold, 2012).External Factor: With respect to the external environment, FP needs to follow all thegovernment laws and regulations with respect to the employment rights, training acts, etc forworking legally and getting success. Along with it, firm should identify the demand andsupply of the labour on the basis of business expansion (Guest, 2011). 2.3 Human resources plan for FP, with SMART ObjectivesSMART objectives: The smart objectives of FP for its UK and Indian based business is as follows. To train 40% employees by the end of March 2016To increase the employee retention by 10% every year. To recruit 30% workers every yearTo decrease staff performance issues by 5% to 3% at the end of 2016 (Haughey, 2016)For achieving the above SMART objectives, FP needs to create proper HR plan which is as4

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