Strategic Human Resource Planning

This report discusses the importance of current and future human resource requirements, the impact of HR planning on strategic plans, legal requirements influencing HRM, and approaches to recruitment and selection. It focuses on Rowlinson Knitwear, a UK-based company, and covers topics such as learning and development, employee relations, globalisation, changing skills requirements, and emphasising innovative technology. The report also explores the legal requirements that influence HRM, including the Equality Act, Health and Safety Act, Data Protection Act, and Employment Act. Additionally, it discusses the approaches to recruitment and selection, including internal and external sources, preliminary screening, selection tests, employment interviews, reference and background checks, medical examination, and job offers.

Strategic Human
Resource Planning
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Table of Content
Contents
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Task 1...............................................................................................................................................3
Critically determine the importance of current and future human resource requirements..........3
Analyse how HR planning impact on strategic plan...................................................................4
Task 2...............................................................................................................................................6
2.1 Evaluate legal requirements that influence HRM..................................................................6
2.2 Determine approaches of recruitment and selection..............................................................7
Task 3...............................................................................................................................................9
3.1 Critically evaluate how organisation culture affect recruitment procedure...........................9
3.2 Determine about work life balance in an organisation........................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................11
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INTRODUCTION
Human resource planning is understood as the process which involve proper strategic
planning that provide a linkage between human resource management (Amini and et.al., 2016).
They tend to fit employees with their suitable jobs in such a manner that it could avoid deficit or
surplus of manpower. This report is based on Rowlinson Knitwear which is situated in UK. It
deals with varieties of merchandise such as corporate wear, school wear and formal wear. This
report comprises of current trends of human resource requirements and recruitment and selection
process. At last, it covers organisation culture that affect recruitment and provide several
measures so that they could have work life balance.
MAIN BODY
Task 1.
Critically determine the importance of current and future human resource requirements
Human resource plays a wider role in an organisation as it conducts several core activities
such as recruiting and selection of a potential candidate which determine the overall functioning
in a workplace. It has greater worth in a workplace which tends to improve the performance of
personnel so that targets could be met within limited period of time (Armstrong, 2016).
Moreover, the changes are taken place at a fast pace which create a competitive environment
among them as it determines the effectiveness of a firm. Changes are taken place at a fast pace so
the manager tends to adopt transformation which maximise the efficiency. The main role of
human resource is to hire the right person for right job which help in determining the
accessibility of employees in future and filling gaps by motivating them. In the context of
Rowlinson Knitwear, the current and emerging trends are described as follows:
Learning and development: This aspect is more important as it help in development and
growth of employees by maximising their efficiency. The leader of Rowlinson Knitwear would
provide proper guidance and constant learning programmes among their staff by extending their
knowledge base and skills which in turn inculcate confidence and positive attitude in them.
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Employee relations: Maintaining effective relations with subordinates would minimise the
chances of conflicts and boost the morale and motivation of workforce. The manager of
respective firm would maintain formal relation with its employees by engaging them in activities
and interacting them which boost the overall productivity and help in retaining them for a longer
time period (Brewster, 2017). Also, the firm emphasise on satisfying them which create strong
relation with them and make them enable for higher performance and minimise the turnover of
them.
Globalisation: This facilitate movement of people, merchandise or services, ideas, capital
and other resources across the boundaries of the countries. The manager of Rowlinson Knitwear
would promote new and advanced technology and consider the ideas and suggestions of staff so
that better decision could be taken which promote growth and vast opportunities in future.
Changing skills requirements: Skills help in enhancing the immense level of knowledge
which raises more productivity. The senior authority of Rowlinson Knitwear would emphasise
on improving the skills and capabilities of staff and make them preparing for challenging job
roles and positions which generate more productivity.
Emphasise on innovative technology: Advancement in technology is key emerging trends of
human resource management. The supervisor of Rowlinson Knitwear would emphasise on using
sophisticated machines which simplify the overall working procedure (DeCenzo, Robbins, and
Verhulst, 2016). The firm also conduct hiring of employees by conducting interview online and
selecting them on the basis of their skills and attributes which accelerates the productivity in a
workplace.
Retention: The top management of respective firm would emphasise on rendering several
compensation benefits and incentives among their staff which improve their motivation level and
create enthusiasm and zeal among them so that they could work beyond their potential.
Therefore, it is necessary to develop advance skills and knowledge which help in gaining
competitive advancement and satisfying the requirements and criteria of human resource.
Analyse how HR planning impact on strategic plan
Human resource and strategic planning are interlinked towards each other as strategic
planning would involve formation of task and execute in a predetermined manner while human
resource is not taken place till the goals or objectives are not cleared among them. In both,
planning is considered as an essential ingredient which help in deciding course of action among
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the several alternatives available in a workplace. With reference to Rowlinson Knitwear, the
human resource planning is given beneath:
Analysing organisational objectives: This is first and foremast step in which HR manager
prepare plan for meeting uncertainties as it helps in accomplishing targets in a shorter time
period. There is proper allocation of work among their staff in accordance of their specialisation
as it aids in maximising the level of job satisfaction (Jeske and Shultz, 2016). Lack of
communication skills would hamper the growth and thus negatively influence strategic planning
in an organisation.
Inventory of present HR: The database of subordinates with their details is stored by human
resource manger who provide complete information regarding the requirements, capacity and
also their performance could be analysed. There are several candidates who could fill the vacant
position in which hiring could be done through internal and external sources. But at the same
time, rejection of some potential and efficient employee would adversely affect the decision
making of a company.
Forecasting demand and supply: It is significant that there should be proper balance
between demand and supply as vacant position could be filled by analysing proper job
specification. Additionally, the firm would focus making proper clarity of profile of candidates
so that there is no sort of confusion and misunderstanding among them (Konrad, Yang and
Maurer, 2016). If there is limited workforce, then it would create difficulty and hurdles for them
and thus lead to delay in decision making.
Estimating manpower requirements: In this, performance of each job necessitates the
appointment of candidate on the basis of several skills and attributes such as education
qualification, experience and so on. This does not provide a matter of knowing that how many
applicants would be needed but also of what type. Workforce diversity is most important in a
workplace as it contribute a success and as it creates a positive impact on strategic planning.
Implementing an action plan: The HR manager would make a proper analyse by knowing that
whether there is sufficient or deficit in a corporation. In accordance of it, they would make
strategic planning regarding new hiring, training and voluntary retirement is the reason of deficit
while redeployment is in case of surplus (Musi, Mukulu, and Oloko, 2019).
Monitoring and Feedback: The human resource manager would monitor and control the
overall activities by judging the accuracy of standards and would compare actual performance
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against standards and then finally it takes corrective active in case of deviations. Feedback is
very important is it help in providing several suggestions so that further improvement could be
done. But it creates a negative impact on strategic planning due to the reason that arising of
barriers and deficiencies taking place while running the operations of a business.
Task 2.
2.1 Evaluate legal requirements that influence HRM
It is necessary for human resource to maintain proper code of conduct by applying proper
laws and legislations which determine the overall functioning of an organisation. Moreover, the
firm maintain proper code of conduct by abiding all rules and regulations in order to facilitate
smooth operations of a business in an efficient manner. The human resource management make
proper policies regarding recruitment and selection procedure so that they could ensure
systematic working and follows proper hierarchy in a business entity (Pramod and Bharathi,
2016). The manager of Rowlinson Knitwear implements and abide all laws so that they could
ensure transparency and fairness in a workplace. With reference to Rowlinson Knitwear, the
laws and legislation which is related to human resource are as follows:
Equality Act, 2010: This law emphasises on providing protection to people from
discrimination on the basis of several factors such as sex, colour, religion and so on in a
workplace. So, the manager of Rowlinson Knitwear would provide equal opportunity to their
staff whether it is men or women as it provides employees to make best use of opportunities by
combatting threats in a corporate world. This ensure them to achieve their level best and drive
success of a firm in a proper and systematic manner.
Health and safety act, 1974: In this law, the firm tries to provide health and safety
amongst their workers by ensuring proper care of their health and promote the interest of worker.
The supervisor of Rowlinson Knitwear would provide the welfare of their colleagues by
minimising the risk of injuries and illness by ensuring a proper atmosphere in a workplace (Rees
and Smith, 2017). They also provide safety kit to them and other necessary items by protecting
their interest. The firm would use this measure so as to provide assurance of safety among their
staff as it helps in raising the productivity which generate positive reputation and thus result in
good public relations.
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Data protection act, 1998: This involve the procedure of providing protection of
information by maintaining confidentiality of employees such as their contact number, address
and other personal information. Also, the manager of Rowlinson Knitwear emphasises on
rendering data protection through passwords as it does not allow to leak such privacy
information. This reduces the accountability and transparency and thus provide smooth conduct
of activities. Additionally, it does not allow to use unauthorised information as it minimises the
effectiveness and obey all rules and regulations so that they could satisfied their employees in a
systematic manner.
Employment act, 1996: This law focuses on promoting the interest of personnel by
making proper clarity of rules and regulation among them so that it does not lead to
misunderstanding. There HR manager make contract which consist of all details regarding the
job aspects such as salary and other terms and conditions, date and time of joining while
perusing job.
Hence, above mentioned laws and regulation are followed by Rowlinson Knitwear in
their internal procedure which bring proper coordination and cooperation and help in
accomplishment of business objectives successfully.
2.2 Determine approaches of recruitment and selection
Recruitment is the process of searching a candidate and stimulate them to apply for a job
or function on the basis of several characteristics or attributes such as their experience, level of
education and other technical skills. The main purpose of recruitment is to attract applicants for a
suitable position in an organisation. There are two sources of recruitment which is prescribed as
follows:
Internal sources: The management of Rowlinson Knitwear would conduct hiring within
their workplace by providing them with promotions of transfers with additional responsibilities.
This develop confidence and attitude among their staff and make them capable to work with
potential and zeal.
External sources: In this, the respective firm emphasise on attracting fresh talent by
hiring the candidate through other sources such as advertisement, placement agencies and so on.
This is more suitable as it creates competitive spirit and bring new ideas and innovation that
maximise productivity (Russo, Shteigman and Carmeli, 2016).
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Selection is the process of choosing and deciding a potential candidate out of several
applicants as candidate is required to follow a series of steps such as handling interviews, several
tests, medical examination and many more as these are detailed below in a more concise manner:
Preliminary screening: This is the first step in which the manager of Rowlinson
Knitwear would invite the application of candidate by filling a form and reject those who are
unfit for an appropriate role.
Selection test: The manager of concerned firm would conduct a pen paper test so as to
determine certain characteristics of an individual (Starmer and et.al., 2019). The following test
which is conducted are given below:
Intelligent test: This test is conducted so as to determine the intelligent quotient of a
person as the manager get the idea about the learning ability of it.
Aptitude test: This measure provides an individual to make them with proper learning
opportunity by acquiring new skills provide score to an individual which determine future
success.
Personality test: This type of test provides the clue about person’s emotions, ethics and
value system which describes its overall personality.
Employment interviews: This is a two-way communication in which employer would ask
several questions from interviewee and tries to gather much information as it aids in evaluating
the suitability of applicants to a job.
Reference and Background checks: In this, employers ask the name, address and contact
number of employees for the purpose of gaining additional information about them.
Selection decision: This is most precious step in which a decision regarding the selection
of personnel is made after it has passed several hurdles such as interviews. Test and reference
checks. The opinion of Rowlinson Knitwear is taken into consideration while selecting new
candidate in this aspect.
Medical examination: In this point, the candidate is required to undergo a medical test as
job offer is provided to those who has been declared as fit after medical examination. Also, this
step is necessary which determine the physical fitness of an applicant.
Job offer: After this, the job offer is provided to those who has passed all the previous
hurdles and job offer is provided through letter of appointment. The date and time of reporting is
mentioned in such letter for reporting.
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Contract of employment: This is the final step in which contract is prepared which cover
several details such as terms of negotiation, allowances, hours of work, duties, job role and
obligations, sickness and grievance procedure and working rules of a company.
Task 3
3.1 Critically evaluate how organisation culture affect recruitment procedure
Organisation culture depict a set behaviour pattern that consist of several norms and
ethics within a workplace. In other words, it is a system which influence has influence on people
as the way their perform their duties and it is important that every business entity provide certain
guidelines as it has to be implemented by members or workforce (Stewart and Brown, 2019).
The manager of Rowlinson Knitwear maintains a proper working environment by recruiting and
hiring best person so that it could perform better which promote a feeling of togetherness and
cooperation as it reflects harmony. There are several ways which provide that organisation
culture would affect retention procedure are elucidated below:
Employee engagement: the manager of Rowlinson Knitwear must ensure that they must
ensure active participation of their colleagues by considering their ideas and opinions so that it
could retain the talented workforce for a longer duration.
Pros: One of the greatest advantages is that it improves the overall job satisfaction and
boost the overall productivity within a business entity.
Cons: Sometimes, there ideas are ignored which lead to decline in their performance and
affect the overall working procedure.
Alignment of goals: In this, the leader of concerned firm renders proper guidance and is
highly committed towards the objectives which make them contribute towards more success.
Pros: The manager of respective firm would emphasise on assigning work in a most
appropriate manner and provide proper clarity of goals among them which help in reaching their
targets for a shorter duration.
Cons: Lack of clarity of goals and communication would might create confusion and
misunderstandings among their staff which provide negative consequences (Storey, Ulrich, and
Wright, 2019).
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Promote team spirit: The leader of Rowlinson Knitwear would create unity of command
and provide proper direction among their staff by delegation of task and assigning proper
responsibilities among them.
Pros: There are high chances of success as optimisation of resource takes place and
duplication of activities would be avoided.
Cons: The negative aspect is that improper coordination would result in declining the
productivity and create disputes among them.
Adaption of changes: In an era of globalisation, the manager of Rowlinson Knitwear
would facilitate transformation in their workplace in order to gain a strong rivalry edge over a
marketplace.
Pros: By adapting changes, it could become a prominent leader in a market which in turn
contribute towards a significant positioning within the confines of clothing industry.
Cons: The team members would hesitate in accept changes as it creates lot of difficult
and prove to be cumbersome procedure which consumes more time.
3.2 Determine about work life balance in an organisation
The employees are facing several challenges and find it difficult to maintain proper work
life balance which create dissatisfaction among them and create excessive burden in their life.
Also, this create lot of difficulties and cumbersome as this minimise productivity and reduces
their creativity as they find boredom which affect the overall working procedure (Valenzuela,
2019). In relation to Rowlinson Knitwear, there are several measures that create healthy work
life balance which are as follows:
Proper planning: This is one of the best approaches as people could focus more on their
strength and outsource the work to others which save time and boost their confidence.
Prioritize your time: It is necessary to make to do list and give more priority to work
which is urgent and less priority to work which is less urgent as it help in creating proper work
life balance.
Make a proper workspace: There should be proper and peaceful environment which help
in maintain proper balance as there should be comfortable chair and support stand for laptop
which enhance the efficiency.
Tap into technology: Technology has made life easier so colleagues should make
optimum use of it which ensure more sustainability and help in creating proper economic balance
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in a workplace. This help in completing the work faster and smoother that generate a higher level
of satisfaction.
Follow your passion: It is necessary to create a strong distribution of network and the
subordinates must do whatever they love as it ensures greater success in their career and
generates more productivity.
CONCLUSION
From the above information, it can be summarised that human resource is a broader
function that includes recruitment and selection procedure, training and development,
performance appraisal and motivation. Several laws and legislation have to be followed in a
workplace such as equality act, food and safety act is discussed in this report. The HR manager
implement proper recruitment and selection procedure which provide vast growth prospects and
help in attainment of targets within respective time period.
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REFERENCES
Books and Journals
Amini, M.T., and et.al., 2016. Prioritisation and performance evaluation of employees at
strategic human resource management process using fuzzy AHP and fuzzy TOPSIS
methods. International Journal of Productivity and Quality Management.17(1). pp.61-81.
Armstrong, M., 2016. Armstrong's handbook of strategic human resource management. Kogan
Page Publishers.
Brewster, C., 2017. The integration of human resource management and corporate
strategy. Policy and practice in European human resource management, pp.22-35.
DeCenzo, D.A., Robbins, S.P. and Verhulst, S.L., 2016. Fundamentals of human resource
management. John Wiley & Sons.
Jeske, D. and Shultz, K.S., 2016. Using social media content for screening in recruitment and
selection: pros and cons. Work, employment and society. 30(3). pp.535-546.
Konrad, A.M., Yang, Y. and Maurer, C.C., 2016. Antecedents and outcomes of diversity and
equality management systems: An integrated institutional agency and strategic human
resource management approach. Human Resource Management. 55(1). pp.83-107.
Musi, Y.W., Mukulu, E. and Oloko, M., 2019. How Strategic Human Resource Planning
Influence Performance of Agricultural Research Institutes in Kenya. J. Mgmt. &
Sustainability, 9, p.48.
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Pramod, D. and Bharathi, S.V., 2016. Social media impact on the recruitment and selection
process in the information technology industry. International Journal of Human Capital
and Information Technology Professionals (IJHCITP). 7(2). pp.36-52.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Russo, M., Shteigman, A. and Carmeli, A., 2016. Workplace and family support and work–life
balance: Implications for individual psychological availability and energy at work. The
Journal of Positive Psychology. 11(2). pp.173-188.
Starmer, A.J., and et.al., 2019. Gender discrepancies related to pediatrician work-life balance and
household responsibilities. Pediatrics, 144(4), p.e20182926.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
Storey, J., Ulrich, D. and Wright, P.M., 2019. Strategic Human Resource Management: A
Research Overview. Routledge.
Valenzuela, A., 2019. Recruitment and Selection Process of Faculty in Higher Education
Institutions in the Philippines. Available at SSRN 3445566.
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