Strategic Human Resource Planning

Strategic Human
Resource Planning
1

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
2

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.
3

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
4