Workforce Planning and Development for Organizational Success: A Study on Pret A Manger

This study focuses on the importance of workforce planning and development for organizational success, with a case study on Pret A Manger. It analyzes the impact of workforce planning and development on employee motivation and satisfaction, evaluates the difficulties faced by organizations, and determines the ways in which workforce planning and development help organizations achieve success.

MANAGEMENT
PROPOSAL FORM

Table of Contents
SECTION-2 RESEARCH TOPIC...................................................................................................3
SECTION-3 RESEARCH AIM......................................................................................................4
SECTION-4 LITERATURE REVIEW...........................................................................................4
SECTION-5 RESEARCH METHODOLOGY...............................................................................7
SECTION-6 TIMELINE.................................................................................................................8
SECTION- 7 ETHICAL CONSIDERATION.................................................................................9
REFERENCES................................................................................................................................1
APPENDIX......................................................................................................................................3
ETHICAL FORM........................................................................................................................3

TOPIC: WORKFORCE PLANNING AND DEVELOPMNET AS AN EFFECTIVE TOOL
WITH REGARD TO ORGANIZATIONAL GOAL: A STUDY ON PRET A MANGER
SECTION-2 RESEARCH TOPIC
Introduction:
Planning with respect to workforce along with their development plays an important role
in the success of every organization. workforce planning refers to a process under which an
analysis and forecasting with respect to workforce is being made in the context of future demand
(Picardi, 2019). Likewise, their development with the help of training and skill development will
enable an organization to achieve success and growth. These both aspect plays an important role
with respect to Pret A Manger in terms of achievement of success and competitiveness.
Background:
Along with the era of competition that exist in the market it is very important fro the
companies that they make adequate workforce planning with respect to their organization. Since
employees are the drivers that drive the organization towards the direction of success so it is very
essential that the companies make adequate workforce planning that how many employees will
be needed in the future course of action. Likewise, they need to be focussed towards the aspect
of their development so that they become an asset of the company along with enhanced
efficiency and capabilities. Both the aspects are simultaneously linked to each other and equally
important with respect to firm’s growth and success.
Rationale:
As employees are the important element of an organization so planning about workforce
and focussing towards their training and development is an important aspect to be researched
with regard to the corporates. Likewise, as these aspects is closely linked with the organization’s
success so it is important that a detail research with these aspects need to be performed.
As this topic is closely linked with the organization and their working along with their
moves towards the direction of success, so for that reason this topic is to be interested to
researched.
SECTION-3 RESEARCH AIM
Aim:

To determine workforce planning and development as an important tool for
organizational success: A study on Pret A Manger
Objectives:
 To determine the concept of workforce planning and development.
 To analyse the ways workforce planning and development impact motivational and
satisfaction level of employees.
 To evaluate the difficulties in planning of workforce and development that can be faced
by organization.
 To determine the ways in which workforce planning and development help organization
to achieve success.
SECTION-4 LITERATURE REVIEW
Concept of workforce planning and development:
As per the views of Sparkman, (2018) workforce planning refers to make planning of
workforce with respect to company. Under this process it is being determined that how many
employees will be required in the organization with respect to future circumstances. This means
it is a process under which it is being analysed on the basis of current situation of the
organization that how many employees will be required in order to operate the business of
company. It is an important task that will lead to ensure sufficient availability of employees in
the organization.
On the other hand, Gupta and Tyagi, (2018) said that like planning development of
employees is also an important aspect under which training and sessions will be provided to the
employees so that they will develop and become more efficient. Enabling development
opportunity in an organization is an important aspect that will lead to have attraction of
employees towards the company.
Doumic and et.al., (2017) also annotates that the workforce planning and development
plays an important role with regard to organization. It leads to have better retention of employees
along with growth and accomplishment of success by organization. With the adoption of
workforce planning an identification of skill gap can be done which will lead to have availability
of talent within the organization. Likewise, with adequate development strategies, employees
will become efficient which will again benefit the organization.

Contrary to this Pacquiao, (2018) also said that it is an expensive as well as time
consuming process because making of analysis and then preparation of plan along with enabling
training sessions will include a greater percentage of time and cost that may affect the company.
Also there will always be an existence of probability with regard to profitability.
Ways by which workforce planning and development impact motivational and satisfaction
level:
Khoreva and Wechtler, (2018) states that there is a direct impact of workforce planning
and development with regard to employee’s motivation and satisfaction. This is because with the
enabling of career and growth opportunities with due course of development employees feel
motivated and satisfied. Likewise, with the adoption of planning procedures existing employees
will also be motivated because this will lead to have adequate availability of employees in
organization and situation of work pressure will not arise. This can also be understood as with
the enabling of better opportunities and hiring as per the required capabilities and department
will lead to raise interest among the employees because it would be act as a working in comfort
zone. In the same way when employees will be hired on the basis of adequate planning then it
will lead to have satisfaction among employees because with the presence of adequate number of
employees work will be adequately divided.
However, on a critical notes Diamantidis and Chatzoglou, (2019) also said that although
it is important that the planning of workforce and development is important but sometime it may
lead to create stress and resistance that may negatively impact employee’s motivation and
satisfaction. This is because with the exposure of various training schedule and new methods of
operating business, employees feel resisted and their level of motivation falls.
Difficulties in workforce planning and development:
Gagne and et.al., (2018) said that the organization face various difficulties with respect to
workforce planning because it involves a detail analysis of the organization’s need along with a
consideration towards changing market situation. This means that it will be difficult for firms to
make an adequate analysis of the actual number of employees required. Likewise, it may
sometime also lead to have a facing of situation in which more than required employees will be
engaged by companies and this will lead to raise expense and cost of company. In the same way
with the existence of lack or no co-ordination among departments of the organization planning

would become difficult. This is because it will lead to have wrong determination of required
employees.
On the same way Kumar and Schenk, (2019) also said that like workforce planning there
are also many difficulties in association with the development of employees. This is because
training and other work sessions are usually organized on the basis of requirement and market
situation which is always uncertain. Likewise, it is also important for the companies that the
organized sessions will be fully appreciated by the employees because they will not actively take
part in that then the entire outcome will be affected and destroyed.
Ways by which workforce planning and development leads to organizational success:
Levenson, (2018) elucidates that planning of workforce and make hiring accordingly will
lead to have a direct impact over the organizational success. this is because workforce is the base
that will lead to running of the business of company and making adequate availability will assist
the organization to grab success along with meeting changing and competitive trends of the
market.
Ballaro and Polk, (2017) also said that like planning lead to success, in the same way
development of employees in terms of enabling better career opportunities and training exposure
will also lead to assist the organization to have an accomplishment of its goals. This is because
with the availing of adequate and applicable work opportunities employee’s existing skills will
be developed along with learning of new skills. This will lead to have a creation of efficient
workforce which will enable the organization to meet its goals.
However, on a critical note Blanco-Mazagatos, de Quevedo-Puente and Delgado-García,
(2018) also annotates that with the involvement of high cost and unpredictability element the
aspect of workforce planning and development will lead to have a negative impact towards the
success and growth of the organization. As it requires a high percentage of cost in association
with the organization of training sessions so it will lead to raise company’s expenses and affect
its profitability. Likewise, with the involvement of prediction and probability with regard to
planning, firms negatively affected because with the changing situation and customer taste and
preferences, companies prediction with regard to the workforce may get failed and as a result it
will negatively affected.

SECTION-5 RESEARCH METHODOLOGY
Research methods:
Research type:
It refers to the method which is being implemented in research (Alase, 2017). There are
usually two types of research including qualitative and quantitative. In the proposed research
qualitative research will be chosen so that a detail analysis of the topic with the consideration of
theoretical approach and data would be performed.
Research approach:
It refers to the plan and procedure of research. It is of two types including inductive and
deductive. With regard to the proposed research inductive approach would be selected so that
with the observation of facts a specific pattern would develop that would lead to the development
of hypothesis and theory. Through this qualitative research would be performed more
adequately.
Research philosophy:
It refers to the assumption of philosopher with regard to research. Interpretivism and
positivism are its two types. With respect to the proposed research interpretivism will be choose
so that the facts would be analysed in more critical way along with the involvemnet of researcher
and its views.
Data collection:
It includes the collection data. As there are majorly two sources of data including primary
and secondary. In the proposed research both the sources will be used under which data will
directly be collected from sources in case of primary data and in the same way it will be
collected from published sources in case of secondary data. This will lead to have an analysis of
both the aspect with regard to research.
Sampling:
It is a statistical method under which pre-determined set of observation are chosen from
population (Etikan and Bala, 2017). In the proposed research a sample of 20 employees of
managerial level of Pret A Manger will be chosen with the adoption of simple random sampling
technique which will allow equal participation of all employees.
Data analysis:

It refers to analysis of the collected data. In the proposed research thematic test will be
used with the making of themes so that the data gathered through primary and secondary sources
will be analysed adequately and deeply.
Reliability and validity:
This is an important aspect with regard to research. In order to maintain reliability and
validity, copyright articles will be chosen. Likewise, authenticated sources will be accessed
while collecting data.
SECTION-6 TIMELINE
Task Mont
h 1
Mont
h 2
Mont
h 3
Mont
h 4
Mont
h 5
Mont
h 6
Mont
h 7
Scheme briefing X
Taught support X
Complete proposal X
Submit proposal X
Allocated supervisor X
Contact supervisor X
Literature review X X
Methodology chapter X
Data collection X X
Data analysis X X
Findings chapter X
Discussion chapter X
Conclusion X

Recommendations X
Introduction X
Abstract X
Complete first draft X
Rewrites X
Complete final draft X
Printing / binding X
Submission X
SECTION- 7 ETHICAL CONSIDERATION
Ethical consideration:
Consideration towards ethics is an important aspect with regard to research (Meskell and
Pels, 2020). While collecting primary data in the context of the research, a high consideration
towards the compliance of ethics was given in terms of signing ethical form and taking consent
from the employees working at managerial level in Pre A Manger. Likewise, consideration
towards not hurting the moral values in terms of violating principles and rules of organization is
also taken care off. In addition, of this reference list will also be added at the end which depict
that the work of previous authors is not being copied.

REFERENCES
Books and journals
Alase, A., 2017. The interpretative phenomenological analysis (IPA): A guide to a good
qualitative research approach. International Journal of Education and Literacy
Studies. 5(2). pp.9-19.
Ballaro, J.M. and Polk, L., 2017. Developing an organization for future growth using succession
planning. Organization Development Journal. 35(4). pp.41-59.
Blanco-Mazagatos, V., de Quevedo-Puente, E. and Delgado-García, J.B., 2018. Human resource
practices and organizational human capital in the family firm: The effect of generational
stage. Journal of Business Research. 84. pp.337-348.
Diamantidis, A.D. and Chatzoglou, P., 2019. Factors affecting employee performance: an
empirical approach. International Journal of Productivity and Performance
Management.
Doumic, and et.al., 2017. Toward an integrated workforce planning framework using structured
equations. European Journal of Operational Research. 262(1). pp.217-230.
Etikan, I. and Bala, K., 2017. Sampling and sampling methods. Biometrics & Biostatistics
International Journal. 5(6). p.00149.
Gagne, and et.al., 2018. Peer workers in the behavioral and integrated health workforce:
opportunities and future directions. American journal of preventive medicine. 54(6).
pp.S258-S266.
Gupta, S. and Tyagi, R., 2018. Strategic Workforce Development. Asian Journal of
Management. 9(1). pp.239-245.
Khoreva, V. and Wechtler, H., 2018. HR practices and employee performance: the mediating
role of well-being. Employee Relations.
Kumar, P. and Schenk, C., 2019. Union renewal and organizational change: A review of the
literature. Paths to union renewal, pp.29-60.
Levenson, A., 2018. Using workforce analytics to improve strategy execution. Human Resource
Management. 57(3). pp.685-700.
Meskell, L. and Pels, P., 2020. Introduction: embedding ethics. In Embedding ethics (pp. 1-26).
Routledge.
Pacquiao, D., 2018. Culturally competent multicultural workforce. In Global Applications of
Culturally Competent Health Care: Guidelines for Practice (pp. 275-286). Springer,
Cham.
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Picardi, C.A., 2019. Recruitment and Selection: Strategies for Workforce Planning &
Assessment. SAGE Publications.
Sparkman, R., 2018. Strategic workforce planning: Developing optimized talent strategies for
future growth. Kogan Page Publishers.
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APPENDIX
ETHICAL FORM
Question Yes No N/A
1. Does the aim and method of your research respect the independence of
your participants?
YES
2. Are measures in place to ensure confidentiality for participants? YES
3. Are participants clearly asked to give consent to take part in the
research?
YES
4. Can participants withdraw at any time if they chose? YES
Question Yes No N/A
5. Do the objectives of your research lead participants to break
confidentiality or otherwise engage in deceit?
NO
6. Will your respondents be in a position where they might feel coerced into
taking part in the research?
NO
7. Will the data be used in ways not fully explained to the participants or
respondents?
NO
8. Is your research at all likely to cause physical or psychological harm or
stress to participants?
NO
9. Is the impartiality of the research at risk of being compromised by
dependence upon the support of a particular sponsor or organization?
NO
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