Human Resource Development Report: UK, South Africa Analysis

This report examines key aspects of Human Resource Development, focusing on labor market trends in the UK and South Africa. It analyzes the significance of tight and loose labor market conditions, and how companies can strategically position themselves in the competitive landscape. The report outlines the roles of government, employers, and trade unions in ensuring future skills needs are met, as well as the main principles of effective workforce planning, with examples of relevant tools. Finally, it develops a succession and career development plan, detailing the steps involved and the benefits of such planning. The report provides a comprehensive overview of HR strategies and practices, including the use of tools like SWOT and PESTLE analysis, and the importance of aligning HR activities with business goals. The student report, contributed to Desklib, offers valuable insights into workforce management and development.

Running head : HUMAN RESOURCE DEVELOPMENT
HUMAN RESOURCE DEVELOPMENT
Name of the Student
Name of the University
Author Note

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Introduction
. It will be able to discuss the role of the government, employer and trade unions which
are beneficial in developing the company for a long-term plan. It will also the main principles of
effective workforce planning and give some examples of any tools that might be sued in over in
the company.
Question 1
Your organization is based on two different countries (the UK and another country of your
choice). Write a short account which briefly assesses the labor market trends in each of the
countries. In your account briefly explain the significance of the tight and loose labor
market condition and how the company is positioning themselves strategically in the
competitive labor market.

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The UK employment rates remain high with the past records. UK is known to have a high
rate of employment which is 75.6% with the population of 32.39 million according to th latest
official census that was published last year. The employment rate in UK has never been this high
with almost more than 3.3 million people working altogether. On an average basis it has been
found that that 1000 people find a job each year since the year 2010. With the increase in the tax
payment the government of the country has also stated that they will be providing the workers
with more and more salary and wages. In the private sector it is known that more than 27.04
million people are working. The figure f the workers employed in the private sector for the year
2010 was only 3.06%. It has risen to 27.04% this year.
However the authors (Banks, Blundell and Emmerson 2015) explains that the tight
market condition of the labour was only because at that certain period of time was a shortage of
skills and knowledge in the aspect of the lavbour market. On the other hand when the discussion
comes to the loose market condition I can be said that the only reason behind this factor of labor
market was the surplus of the knowledge and skills which are very useful in undertaking various
types f roles in the market.
Whereas taking the South African labor market in hand it can be seen that the market is
in need of a n urgent reform. The highly centralized wage bargaining among the competitors of
the market which is coupled with minimum wage requirements has reduced the attraction of the
country to do business with other countries. It has thus also given a rise to a serious insider and
outsider problem which gets reflected in an unemployment rate that still remains in excess of 25
percent and in the labor participation that is below 55%. Though there is a huge availability of
labor in the market but most of the people refuse to work just because of the minimum amount of
pay which is received by them from the companies (Buchan and Seccombe 2018). As because

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majority of the jobs are related with the community the people there are not willing to work with
the companies. The main source of the people there is agriculture where the employment has
increased from around 190,000 to 193,000. The part of the paper has discussed the market trends
in both the countries which are UK and Africa. It has discussed the tight and loose market trends
in both the countries.
On an quarterly basis if judged the tight and loose labor trends are not affecting the
performance of the works of the company as because they are mostly uneducated. ABC company
makes use of the SWOT Analysis and PESTLE Analysis in order to position themselves
strategically in the competitive labor market. The company is also trying to target a specific
group of people who will be able to work with the company and add values to the company.
Question 2
Give a brief description of the role of government, employers and trade unions in ensuring
the future skills needs are met.
The Government is fully responsible for deciding how the country is running and
managing things on a day to day basis. The government of UK is known to set the tax rates, they
only have the authority to spend money on the public services which includes the Nation health
and service policies Workers Health Care Management Act and various types of security that are
related to the armed forces. The Government has also served or granted an amount of $60,000 to
the company in order t investigate various types of training and development programs (Stiglitz
and Rosengard 2015). These types’ f training and development programs will be upgrading the
company’s flagship Port Talbort unit in the south Wales. Employees are the true assets of a
company. The employees are the only people who contribute to the company . They are known

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to strive hard to deliver their level best and achieve the assigned targets also within the
speculated amount of time that is provided to them. Individuals take the role of chief executives
where they should be able to get involved in the partnership programs, and help the co works in
performing their job more effectively and efficiently. Taking the example of an employee who
has a background of fiancé and management might be able to take the role of the financial officer
and help the other employees who are weak in their positions. The employees shoul be able to
work effectively and efficiently.
If a certain employee is performing the individual tasks properly and timely, it can
benefit the company. The communication process will be well maintained within the employees
and the managers of the company. The company will be able to produce more and more products
and services which will increase the production. If the production of the company is increase,
then it will definitely maximize the profit earned by the company making it more competitive in
the market . The main purpose of the trade unions in the company is to look after the negotiation
of the wages and salary which are given to the labor and employees working in the company.
They are also helpful in regulating the relations between the workers, employees and the top
management of the company. The trade unions helps in raising new demands on the behalf of the
members and employees working in the company. They also help in settling disputes among the
workers and the management.
Question 3
Briefly describe the main principles of effective workforce planning and give some
examples of any tools that might be sued in over here.

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Effectively and timely workforce planning is something which is very important for a
business organization to achieve the group goals and achieving the company targets. However
according to the author Woolcock (2016) strategic workforce planning and proposing a proper
plan will be very effective in making good decisions. The Human Resource will be able to deal
with the hiring person and employees in the company. they will be also able to achieve the future
directions of the business and provide agile directions and solution when the organization is
facing any problem. Few of the main principles which are required by the company to effectively
plan the workplace are ;
Effective workplace planning process by analyzing the current workforce, determining
the future needs, identifying the gap between the workforce which the company will be
benefiting in the future time. Making workforce planning apriority by aligning the HR activity
along with the management followed by the business. The human resource will be bal eto pla the
resource concerns by simply planning the workforce with the managers of the organization
(Fanneran, Bradley and Gregory 2015).
Identifying the relevant strategies that are important for the talent management and
people development where the human resource department can provide various types of training
procedures in order to expand the tem management among the employees. The HR should be
able to assess the strategies that will be beneficial in achieving the company goals (Dalal, Gilbo
and Mannor 2016).
Few of the tools which can be used as the example in effective workforce planning are given
below:

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 Strategic workforce planning map- The strategic workforce planning is the practice of
mapping the people who are working in the organization. This will let the employees to
sync with the goal and motive of the company. This will help the leaders to understand
whether they are able to obtain the workforce to execute the business goals and motives.
It also helps the human resource to shape, recognize, and develop the workforce to
deliver the strategies that are suitable by the company
 9-Box grid – The 9-Box grid can also help the human resource to analyze and evaluate
the effectiveness sof the employees whoa re working in the organization for a long period
of time. It helps the human resource to get knowledge about the employees current
potential level of contribution to the organization.
 HR dash boarding – It is a very effective tool that is used by the human resource in order
to display the important metrics of the HR by using interactive data visualization. It helps
the HR to improve the recruiting process, optimize the workforce management skills as
well as enhance the overall employee performance.
Question 4
Develop and provide a basic succession and career development plan
The succession planning is the only option which is looked over by the companies who
look into after recession. The main reason for this is that the companies have indulged
themselves in gaining huge amount of profit by increasing the workforce which has led them to
expend more amounts of cash. It therefore has resulted in meeting huge amount of expense for
the company. Now that the company has made huge amount f expense it is now unable to sustain
or retain its way to the top position. Here succession planning can be expected practice in the

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organization which helps in building internal staff capabilities to meet the business capabilities
and managing risks (Katz, Welbourne and William 2017). This has changed the mind of the
employees and has helped them performing effectively and preparing them for a satisfying
retirement. The main benefit of succession planning includes the low turnover rate of the
employees, filling the executive positions internally which drives the employee satisfaction. It
also helps them in early identification of the potential leaders in the workplace (Dalal, Gilboa
and Mannor 2016).
If the company wants to adopt the best practices in succession development then it is
always recommended to have a talk with the CEO level support. The manager of the company
or the top management has to believe in the program so that they can achieve the objectives
which are set by the company (Noe, Gerhart and Wright 2017). The initial program starts from
the stages of the top management where the department is broken down into various types of
functions. The functional departments are known to have their own leaders who are also called as
the co owners of the departments.
Succession Development Plan

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Fig 1. Represents the Succession development plan
Source : (Guest 2017)
Step 1 - The employee who is promoted might not have the skills in demonstrating a higher
performance, therefore the person should be able to develop those skills first (Tang 2018)
Step 2 - The employee must be able to observe the people who are senior to the person who s is
recently promoted try to develop the skills which are important (Mazzotti, Simonsen and Boaz
2017).
Step 3 – Stretch and develop – The employee should be able to develop certain skills which will
be helpful to them for future purpose and future achievement of the targets set by the
organization.

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Step 4 – Practicing the skills – According to the author Guest (2017) practice makes a man
perfect that is if the employee has developed certain skills it will be beneficial to him in
developing the strategies to meet the goals set by the organization.
Career Development plan
Section 1: Employee Information
Name: ADELE MALAISU Date of Employment: 08/05/2018
Current Position: SENIOR HUMAN RESOURCE
DEVELOPER
Pay Level: $5,000
Section 2: Career Goals
Short Term: Filling all vacant positions quickly , paying the monthly salaries and other benefits which are
related with the incentives, maintaining the attendance records of the employees and the leave history.
Maintaining the office related management works such as administration related work, cafeteria, canteen,
sanitary and washroom.
Providing the employees with daily, weekly and monthly MIS.
Getting the audits done, ensuring that the customers are visiting everyday.
Conducting various types of daily activities like birthday parties, festivals, games which are necessary
Up skilling the employees.
Long Term:
Ensuring the quality of the manpower.
Maintaining a low manpower cost, Ensuring the industrial growth
Succession planning, career growth to all the employees. Maintaining CSR, incorporating the technologies
which are related with the HR.
Maintaining a theory based culture of the employees.

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Section 3: Development Plan Summary
A. Current competencies skills, knowledges and experiences
Skills Providing the employees with daily, weekly and monthly MIS, management skills,
accounting skills, financial analysis.
Knowledges Management focused knowledge
Experiences 5 years of experience
B. Development & training needs and skills required for current jobs and future goals
Needs & skills for current job Needs & skills for future goals
Employee relations Scheduling
Onboarding Teamwork
Human Resource Information softwares Collaboration
C. Action Plan Estimate time of completion
Step 1 Developing collaborative skills 1 month training
Step 2 Developing Scheduling skills 1.5 months
training
Step 3 Developing Teamwork skills 2 Week training
Step 4
Developing Employee relations skills
3 5 week training
Step 5
Notes:

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Question 5
Provide evidence to show your contribution to plans for downsizing an organization.
The main purpose of downsizing an organization is to improve the organizational
performance through the means of improvements. The means of improvements are directly
related with the greater effectiveness, greater efficiency which will be able to increase the
productivity and competitiveness of the company among the competitors in the market. Various
types of training and development programs were provided to the employees who are working in
the organization in order to increase the motivation among the employees and increase the
effectiveness.
Skills to be
established
Expenses met Time required
1. Developing
collaborative skills
$2000 2 months training program
2. Developing
Teamwork skills
$3500 1 month training program
3. Developing Employee
relations skills
$1000 1.5 month training program
Question 6
Provide evidence to show your contribution to the development of the job description,
person specification and competency framework