Strategic Human Resource Planning

This document discusses the strategic importance of current, future, and anticipated HR requirements and the impact of HR planning on strategic plans. It also explores legal requirements influencing HR plans and approaches to recruitment and selection. Additionally, it examines the impact of organizational culture on the recruitment and retention of staff.

STRATEGIC
HUMAN RESOURCE
PLANNING

TABLE OF CONTENTS
TABLE OF CONTENTS................................................................................................................2
INTRODUTION..............................................................................................................................1
TASK 1............................................................................................................................................1
Assessing the importance of the current, future and the anticipated HR requirements...............1
Analyse how HR planning impacts on the strategic plan............................................................2
TASK 2............................................................................................................................................3
Current legal requirements influencing a HR plan......................................................................3
Identify approaches and methodologies to support the recruitment and selection of staff.........4
TASK 3............................................................................................................................................6
Organizational culture affecting the recruitment and retention of staff......................................6
Discussion how working environment and personal work life balance issues and practices
determine the commitment and motivation level of employees..................................................7
REFLECTION.................................................................................................................................8
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUTION
The strategic human resource planning predict future needs of organisations after
analysing current human resource of organisation, external labour markets and future HR
environment in which the organisation will be operating. Analysis of the issues of HR
management external to firm and to develop scenarios about future distinguishes the strategic
from the operational planning. HR planning could be defined as the roadmap which leads the
organisation towards specific goals and objectives of the business. Present report is based on
Nisa and will assess strategic importance of the current, future and anticipated HR requirements
and will also analyse impact of HR planning over the strategic planning. Further it will evaluate
current legal requirements influencing HR plan and approaches and methodologies for
supporting recruitment and staff selection and impact over current organisational requirements. It
will also provide about environmental influences on the personal work life balances.
TASK 1
Assessing the importance of the current, future and the anticipated HR requirements.
HR strategies concerns are concerned for hiring the people when required and also laying
them it is not required. The strategy argument distinguishes between the personnel and human
resources.
Human Resource requirement is of controlling the labour cost, looking for talented and
skilled employees and labours in informed decision making the informed business decision and
assessing market risks of future. One of important work of HR people is of placing right people
for right job over right time with right price that the organisation could afford as employees are
main assets of organisation.
HR department plans what organisation will be requiring will be needing with the
employees and how the employees could meet needs or target of the organisation. Major
problems faced by HR department are that it may create gap between demand and availability of
workforce supply of the organisation (Ahsan, 2016). The gaps are filled by the organisation by
developing new approaches or strategies for the organisation.
Strategies per HR requirements
Environment scan
It is business intelligence scanning where the environment of organisation is good and
this makes it easy for new workers for mixing with work environment and will help organisation
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which employees or the worker are giving effective working skills. Nisa effectively evaluates the
current environment for framing the strategies of the business.
Current workforce profile
The current state is profile of supply and demand factors that both externally and
internally of workforce the firm is having as on today. Current workforce is adequate and enough
for meeting the demands and achieving the goals and objectives of the business.
Future Workforce view
HR department looks toward future organisation about what all requirements that need
for organisation what will be demand of the market, what kind of the trend will be there, what
will be requirements of employees and price or other requirements or resources that will help the
firm in improving the workforce for future and creating a better working environment of the
organisation (Chakraborty and Biswas, 2019). It also requires the business to think about
qualitative or quantitative aspects of products and employees of the organisation.
Closing the Gaps
An important and major work of HR department is of closing the gaps between employees
and management ensuring that there is easy flow of the workings in the firm that helps
organisation in achieving the goals and objectives. HR department have the role of motivating
workers and the employees when they are required, it could be in the monetary terns or
according to the requirements of employees or workers which could be easily provided by the
organisation while analysing past performance of employees. There are also other things which
the organisation is required to close the gaps. These are resourcing, remunerations, learning &
development, industrial relations, retentions, recruitments, job design and knowledge
management.
Analyse how HR planning impacts on the strategic plan
Human resource planning cycle generally consider of 5 step in the organization. Five
different step are followed in the organization it used to consume a bit of time of the organization
but it used to help the company in seeing the variety of the benefit in strategic planning of the
company (Malik, 2018). Five step are analysis of organization plan, second step is to analysis
Human resource planning objective, third step is to forecasting HR requirement, Human resource
supply assessment and the last one is Matching demand with the supply in the organization.
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Positive impact of Human resource planning on Strategic planning
 Human resource planning generally helps the company in implementing the variety of
different of strategic plan in the organization in the better way. As it has been identified
that different strategy which are being generally formed in the strategic planning (First
three step of cycle are clarify vision, gather and analyzing and formulate and strategy).
All the strategy which are generally formed in first three step of cycle is generally
implemented by Human resource which are recruited with the help of HR planning
(Mutua, 2019).
 Human resource planning also help the company in getting a good bunch of Human
resources in the organization who can carried out variety of different sort of individual
who can carry out strategic planning cycle in the organization. Also it used to help the
company in evaluating and controlling variety of the strategy which has been developed
in the organization. For example: Human resource in the organization generally help the
company in implementing the variety of the activity related to the controlling variety of
activity such as Gap analysis or benchmarking tool.
Negative impact of Human resources planning on strategic planning
 Human resource planning generally used to consume a good amount of time of the
organization; also it used to depend upon the variety of the assumption of the future as
well. These eventually used to create the variety of the issue in regards of uncertainty in
planning variety of step in strategic planning activity of company.
 Human resource planning is one of the expensive process to be performed this eventually
used to impact the efficiency of strategic planning activity in the market as well.
TASK 2
Current legal requirements influencing a HR plan
Health and Safety Act 1974: It is the first legislation which need to be looked by HR
department before planning different HR plan in the organization. As it is the responsibility of all
the employer to provide a good and safer working environment to all the employee in the
organization. These eventually used to increase the cost of the company. Organization has to
manage the same cost in any other sort of the activity of HR activity in the market. Different
activity which has to be plan are providing the safer equipment to all the individual in the
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organization, also providing all the individual same amount of resources in the organization as
well in the market.
Minimum Wage rate act 1998: This is another sort of legislation which has to be
considering by the organization HR department at the time of making variety of different
decision in the organization in context of HR planning in the organization. This generally used to
fix the minimum wage rate which organization has to pay irrespective of the talent which is
possessed by the individual in the market. This ultimately increases the cost of the company in
the market as they have to recruit many employees in the organization. For the same reason all
the organization in the current scenario used to consider recruiting the employee in the
organization who is having multiple skill set as compare to the one with limited skill set.
Employment Right act 1996: This is another important sort of legislation which has to be
considering by HR department in making variety of the different sort of the decision in the
organization. This legislation generally used to specify that all the organization must provide
with the employment contract as well also provide the timely break and good amount of the
leave to all employees in the organization (Chakraborty and Biswas, 2020). Implementing this
sort of the legislation in the organization generally used to impact efficiency of variety of human
resource activity which are being carried out in the organization. This ultimately helps the nation
in safeguarding the employee’s interest in the long run of the business in the long run.
Maternity and Parental Leave regulation 1999: It is the sort of the legislation which used
to guide the employer to provide the maternity and the parental leave to all employees in the
organization. This ultimately used to increase the cost of activity of the HR plan as organization
has to be ready with the alternate number of the employee in the organization. So that any this
kind of situation arises organization can dealt all situation way easily and in the simplified way
in the market as well.
Identify approaches and methodologies to support the recruitment and selection of staff
Selection and Recruitment process of organization
 Stage 1: Need: It is the first stage of the recruitment process in which organization look
is whether there is need of opening a new post in the organization or not. These is
generally consider by looking at the workload and safety of employee as it is mandatory
for the organization to provide a safer working environment for all the individual in the
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market. As providing the extra load on one employee will bring the impact on the
medical condition of individual (Onyi, Onyi and Dauda, 2016).
 Stage 2: Preparation of job description: It is the next stage which is followed in the
organization under this stage HR department of the company looks at making the job
description of the post which has been vacant in the organization and always looks for the
best individual who can feel the same in the organization in the long run. Job description
contains the role requirement, skill and graduation require for the post in the
organization.
 Stage 3: Candidate finding: It is the third stage of the process in which organization
looks to find out the name of best candidate which can fulfil the role which has been
opened in the organization. This is generally performed by compiling the workplace
discrimination regulation by selecting the candidate irrespective of age, gender and
disability.
 Stage 4: Selection 1: Rating and ranking candidate: In this stage of selection process
organization used to rank and rate the different candidate on the basis of skill set which is
possess by different individual and on the basis of same preference is given to different
individual (Vaidya, 2019).
 Stage 5: Selection 2: Interviewing and testing: It is the process in which different sort of
the interview and test are generally done in the organization. As all the individual in the
market generally used to collect the variety of the information from the candidate
appearing for the interview.
 Stage 6: Making the appointment: It is another stage of recruitment in which offer is
being given to the employee in the market. This is generally done by keeping in mind the
minimum wage rate act 1998 and Employment Right act 1996 so that interest of
candidate is safeguarded.
 Stage 7: Induction: It is the last stage in which induction of different employee are being
carried out in the organization to make them feel make secure in the organization in the
long run (Ali, 2020).
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TASK 3
Organizational culture affecting the recruitment and retention of staff
The organizational culture is referred to as the beliefs, values, perception, attitude, which
makes the working environment in combined manner (Allen and Vardaman, 2017). For getting
successful the most important thing for the company is to manage its working environment as if
the working environment of the company will not be good then the employees within the
company will not be working in proper and effective manner. The working environment has a
very high impact over the recruiting and retention of the employees within the company. In the
company NISA as well the working environment is very essential for the company to maintain.
This is necessary as if NISA will not be able to manage the environment then it might be
possible that the employees do not work up to their potential capacity. Thus, for this it is
essential for NISA in managing the working culture and the environment for getting success.
In addition to this the major reason behind the maintenance of good working culture is
that this has a great impact over the recruitment and retention of the employees within the
company. The recruitment is defined as the process through which the candidates are influenced
in order to apply for the job in a particular company. Thus, if the working culture and the
environment of the company will not be good and coordinated then the candidates will not like to
join the company NISA as there working patterns are not good. On the contrary if the working
pattern of the company will not be good then the existing employees will also be not comfortable
while working in the company and they will also think for going to some other place. Thus, this
will affect both the new recruitment and the retention of the existing employees.
Along with this there are many different factors which make the whole working
environment within the company. These factors are like rules and regulations of company,
policies by top management, the tools and equipments of operations and all other things which
are related to the business activities (Wren, 2020). All these factors also affect the working of the
company and the recruitment and retention of the employees within NISA. For instance if the
policies of the company NISA will be hard and tough then the new employees will not be liking
to be recruited within the company. In the same manner if the policies are very rigid and there is
centralization in decision making or the leadership style of the leader of NISA is autocratic then
the existing employees will also think of changing their job. Thus, in the end it can be said that
the working environment has a great impact over the recruitment and retention of the employees
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within the company.
Discussion how working environment and personal work life balance issues and practices
determine the commitment and motivation level of employees
There are many different ways and methods through which the company NISA tries to
manage the working environment for the better working of the employees. There are many
different types of flexibilities which the company NISA provides for the employees in keeping
them motivated and committed to the company (Zhang and Stewart, 2017). These are like
providing of facilities of personal work life balance, flexible timing of working hours, liberal
policies and rules and regulations and many other facilities for motivating the employees. All
these facilities help NISA in keeping the employees motivated and committed towards the
working of the company. This is majorly because of the reason that when the employees of the
company get good working condition and are able to manage both their personal and
professional life then they are more motivated towards the working of the company.
This will assist the employees of the company in working in better condition and up to
their fullest potential and this will be beneficial for both company and the employees as well.
This is majorly pertaining to the fact that when the employees will work in better manner then
this will increase the profitability of the company. In addition to this when the employees will
work in corporate sector then this will help them in personal development and individual growth
of themselves. Thus, this will be beneficial for both the company and the individual employees
as well. In addition to this when the policies of the company are flexible and liberal then this
motivates the employees to work in much better way. This is pertaining to the fact that when the
polices will be easy then this will assist the employees to work in more effective manner and this
will increase the morale of the employees. Thus, the employees will work in more effective and
motivated manner (Chahal, and Poonam, 2017).
In the end it can be said that when NISA will be able to manage the working culture and
the working environment of the company then the company will be benefitted with it. Thus, this
will be very crucial for the company to manage the needs and requirements of the employees to
make them happy and motivated.
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REFLECTION
By conducting the above assignment there are variety of different sort of the learning which
has been gained by me such as sourcing skill of mine has been improved in the long run, as this
assignment has asked me to go through variety of different source. At the same time
communication skill was improved as this assignment has asked me to communicate with variety
of different sort of individual which has helped me in improving the communication skill of
mine in long run.
There are variety of issue which was also faced by me at the time of conducting the
assignment. Biggest issue which was seen by me was time as time allotted to complete the
project was very limited but with the help of the team member I was able to complete the project
on time (Stewart and Brown, 2019).
CONCLUSION
After going through the report it has been concluded that that there are good level of
significance of HR anticipation. After that report conclude the HR planning impact on strategic
planning. After that report concludes the current legal influence and recruitment and selection
process in organization. After that report concludes the culture affects on recruitment and
retention of staff and working environmental influences where personal life balances the issue
and changing patterns of work.
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REFERENCES
Books and Journals
Ahsan, M., 2016. Strategic human resource planning system of Kohinoor Chemical Co.(BD) Ltd.
Chakraborty, D. and Biswas, W., 2019. Evaluating the impact of human resource planning
programs in addressing the strategic goal of the firm. Journal of Advances in Management
Research.
Allen, D.G. and Vardaman, J.M., 2017. Recruitment and retention across cultures. Annual
Review of Organizational Psychology and Organizational Behavior. 4. pp.153-181.
Wren, D., 2020. The culture of UK employee-owned worker cooperatives. Employee Relations:
The International Journal.
Zhang, C. and Stewart, J., 2017. Talent management and retention.
Chahal, H.S. and Poonam, 2017. Study of organizational culture, employee turnover and
employees' retention in hospitality sector. Pacific Business Review International. 9(11),
pp.119-125.
Malik, A., 2018. Work Design and HR Planning: A Strategic Perspective. In Strategic Human
Resource Management and Employment Relations (pp. 75-84). Springer, Singapore.
Mutua, A. M., 2019. The Impact Of Human Resource Planning On Organizational
Performance (Doctoral dissertation, University of Nairobi).
Chakraborty, D. and Biswas, W., 2020. Articulating the value of human resource planning
(HRP) activities in augmenting organizational performance toward a sustained
competitive firm. Journal of Asia Business Studies.
Onyi, J., Onyi, T. and Dauda, T., 2016. THE IMPACT OF HUMAN RESOURCE PLANNING
(HRP) ON ORGANIZATION PERFORMANCE. BUSSINES ADMINISTRATION,
p.173.
Vaidya, A. A., 2019. Human Resource Planning In A Tertiary Care Hospital (Doctoral
dissertation).
Ali, M. A., 2020. Influence of human resource practices on workplace diversity among state
corporations in Mombasa County, Kenya (Doctoral dissertation, KeMU).
Stewart, G. L. and Brown, K. G., 2019. Human resource management. John Wiley & Sons.
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