Evolving Role of Human Resource Managers in Today’s Workforce Planning

The report delves into the multifaceted role of Human Resource (HR) managers in contemporary organizations. It underscores current trends influencing workforce planning and highlights crucial legal frameworks governing recruitment processes. Emphasis is placed on the importance of both internal and external recruitment strategies to secure top talent. The analysis also identifies necessary skills for effective HR management, ensuring alignment with organizational goals. Finally, the report outlines Human Resource Information Systems (HRIS) as pivotal tools in managing employee data and improving hiring outcomes.

Unit 19

Table of Contents
INTRODUCTION...........................................................................................................................1
LO 1.................................................................................................................................................1
P1.Explaining the current labour market trend that affect talent management and workforce
planning.......................................................................................................................................1
P2 Explaining the different types of legal requirements an organization must take into account
when workforce planning............................................................................................................2
LO 2.................................................................................................................................................3
P3 Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organizational.....................................................3
LO 3 ................................................................................................................................................5
P4 Produce appropriate examples of job description and person specification documentation
for an effective recruitment and selection...................................................................................5
P5 Applying different recruitment and selection methods for effective talent resourcing and
planning.......................................................................................................................................6
LO 4.................................................................................................................................................7
P6 Evaluating the stages of the HR life cycle applied to specific HR contexts.........................7
P7 Evaluating how stages of the HR life cycle are integrated within organizational HR
strategy. ......................................................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Resourcing an organization is often described as getting the right number of people with
the right skills into an organization at the right time. It is the critical process or planning tool that
involves coordination from recruitment team and analyse the future requirements of the working
resources. Networking and selection of proper hiring channel. Present study has been based on
Resourcing and Talent Planning for that study has been taken M&S company into action. Marks
& Spencer is the British multinational retailer situated in UK. M&S deals with home products,
clothing, or luxury items. However, the study will be explaining the current trend of labour
market trends that influence talent management and get more potential employee force or
develop workforce planning. Legal requirements is also essential element in labour trend that
also cover in this report. Moreover, study presented the job description and person specification
documents for effective recruitment and selection program.
LO 1
P1.Explaining the current labour market trend that affect talent management and workforce
planning.
Workforce planning is the process or area that helps to choose the right number of people
with the right talent at the right time for the organization. In order to that, workforce planning
helps organization to get the good people in the company in order to perform the company
objectives more fulfilled and achievable (Bratton and Gold, 2017). In this work it would help to
redesign the workforce planning into more effective performance in order to get the best
productive outcomes.
In order to prepare workforce planning and talent management such factors affect the
Human resource departments. It is necessary for the organisation to determine the factors that
transform in various countries. Those factors are changes in the composition of economically
active population, legal restrictions, fluctuations in the rate of unemployment and demographic
situations. In other words, it would help to redesign the effective work and majorly done by the
good opportunity and task.
Demographic situations
Demographic situations has been given intense effects on UK labour market over the
next two years. Besides, 30% people in employment in the UK are over the age of 50 years or
younger people of UK has been replaced the group at the time when the resigned their position.
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Through this scenario those people left with their good experience skills (Cascio, 2015). In such
cases employers are highly facing issues in recruitment and selection process such as skills
shortage, productivity challenge, labour shortfalls and an inability to meet customer service and
production targets. This kind of situation influence talent management and workforce planning.
Unemployment
Unemployment rate has directly impact on the talent management and workforce
planning in bringing up the new talent which is the major issue and concern in these days.
Unemployment ratio would decrease the talent or skills among the people which automatically
raise the skills' shortage between individuals (Cohen, 2017). Unemployed employee consist
more cost from those who previously employed in another company.
Culture/Politics
In present scenario every employee looking for those companies who meet their values
and needs. Such as providing health insurance, competitive compensation, retirement benefits
etc. so in order to meet out the employee needs it affects the talent management and workforce
planning because sometime due to having lack of policies and benefits company lose potential
employees.
In other words, current market trend of UK quite improving in the quarter of 2018 and
average employment rate was about 2% points above its pre crisis peak. By the new changes and
development it creates the challenges for HR managers to plan effective strategies to attract
productive and skilled employees towards the company development.
P2 Explaining the different types of legal requirements an organization must take into account
when workforce planning.
Legal requirements in an organization while planning for the workforce planning is very
essential to maintained the company reputation or employee interest (Cook, 2016). While HR
manager of Marks & Spencer develops a plan for employees they must follow up the following
legal requirements given below:
Civil Rights Act of 1964: This act is the most comprehensive legal act which has to be
adopted by the company to deal with employee relations. Under this act, none of the employee
would be discriminated by the company for colour, religion, sex or nationality, while develop a
workforce planning HR manager should review the legal requirements of this process or abide
into the business practices.
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Equal Pay Act 2010: this is implemented by the UK which adopted by the every
organization which has to be implemented by the company into new process (Davis and et.al.,
2016). Government prohibits the favouritism between male and female in terms of pay and
conditions of employment. This act replaces the previous laws or act of equal act 1970 or the
sex discrimination act 1975 and the equality provisions in the pension act 1995. all the latest and
legal requirements regarding this act should be followed by the organization while planning
workforce management.
Health & Safety act 1974: This is the another major legal act that should abide by the
companies and follows the instructions as well into the organization functions. M&S HR
manager has to be look after this act in order to sustained the potential employees within the
company. It helps to develop the productive workforce planning for the company (DeCenzo,
Robbins and Verhulst, 2016). Under this act it is the responsibility of the manager to protect the
health and safety at the workplace of the employees including casual workers, self- employed,
clients, visitors or public.
Overall, from the above legal requirements will make workforce planning more effective
and productive in order to fulfilled the needs of employees or also manage the workforce risk.
LO 2
P3 Based on current labour market trends and legal requirements determine current and
anticipated skills requirements for a range of organizational.
In order to hire Marketing Manager for the M&S HR manager should have to determine
or measure the skills accordingly. M&S is the biggest retail company in UK market for that they
required a Marketing Manager who has all the qualities and skills to perform the marketing
activities and promote the company brand in different organised manner. Marketing Manager
has all kinds of skills and potential through which they can get different opportunity task to
perform the different advanced activities for the company development.
In order to hire Marketing manager HR should need to conduct interview by evaluating
all the following skills which requires in the manager.
Communication Skills: Marketing is a form of professional communication since it
consist of communicating to the public or while they sell the company products (Heilman, Manzi
and Braun, 2015). Communication skills is the foremost requirements that manager should have
while they conduct or handle the customer or their queries as well. This skill might help
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marketing manager in multimedia campaign, understanding design and having sense of who the
end user is. This skill can help company to maintained the collaborating with designers to create
logos. Composing concise promotional copy.
Public Speaking : Public speaking is important skill that Marketing manager should
have while performing or launching the new campaign or marketing initiatives. Is the
responsibility of the manager to pitch the market by their abilities so that customer get attracted
towards the company objectives and goals (John, 2019). This will help to redesign the functional
task and managing the company activities. These skills also may help in company to making
presentation for large number of buyers or groups. This skill or ability of the manager helps to
get attention of buyers, helps to get focus of the target customers, to lead the team etc.
Creative : Creative skill is the most essential in marketing manager to create a new
business idea or product idea for the company in the future. This skill more helpful to gain the
customer satisfaction and their attention level in the market. This will help to recontinue the
growth in the market in order to regain the new developing results in the market.
Marks & Spencer also looking for leader in order to generate good and effective
management team for the future forecast which keeps environment positive and motivated. In
order to hire team leader HR manager has to find skills of good leader in a candidate while
conducting an interview such skills are given below:
Motivation : HR manager should find motivation level of the candidate during the
interview session or in the job description (Kavanagh and Johnson, eds., 2017). This will help to
recontinue the process or managing the task into more developing manner. Such as there are
number of ways through leader can motivate their team such as to improve employee morale,
self esteem, give them rewards and appreciation for good work. These are the ways through
employees get motivated.
Delegating : To become a team leader individual should know and have the skills to
distribute the work into the team members as per their skills or education background. This
means leader should have the ability to determine the measure the qualities of others so they
easily delegate the work accordingly.
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LO 3
P4 Produce appropriate examples of job description and person specification documentation for
an effective recruitment and selection.
Job description
Job Description
Marketing Manager
Post & Job Title
 Marketing Manager
Location
 Tunbridge Wells, United Kingdom
Working Hours
 9 : 00 AM to 6 : 00 PM
Reporting to
 Marketing Director
Responsible for
 For sales and marketing advertising
Working With
 Team Members and under with Marketing Director
Purpose of Job
 To create or implement the marketing plan
 To develop an appropriate marketing strategies.
 To handle the team members
 To produce the day to day work of the sales and marketing assistant
 Other tasks assigned by the marketing director.
Main Duties and Responsibilities
 To manager the customer query and demands
 To research the current trend and demand in the market.
 To monitored the company sales at monthly or yearly basis.
 To coordinate the activities with seniors.
 To take feedbacks from customers and review the sales performance
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Person Specification – Marketing manager
Essential Desirable
Educational qualifications Good Standard of education
A Level English.
Degree
International trade related
qualifications institute of
export certificate.
Experience This will work more
enthusiastically effective and
challenging.
Experience of the person
should be in marketing.
Communication Skills Good effective polite
communication skills, good
experience in making
presentation.
Experienced power point.
P5 Applying different recruitment and selection methods for effective talent resourcing and
planning.
Recruitment and selection methods
Internal Recruitment
Promotions: Promotion is the internal recruitment where company promote the
employee into new position (Kerzner and Kerzner, 2017). In other words, existing position filled
by the existing employees.
Internal Advertisement: Internal advertisement of the company means where HR open
the employee referral for the other employees to get members for the existing vacant position.
Retired employees for freelancer: In this process HR recruit employees those
employees who already retired but have potential to work again in the company as freelancer.
External recruitment
Social media recruitment: This external recruitment method recruit employees from
social media sites as per the job description.
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Websites: Companies can also recruit candidates through company sites by providing
openings and options.
Campus recruitment: in this recruitment process company visit to the higher education
institution in order to recruit talented candidates.
Selection methods
Preliminary Interview : This is the first stage or method to select candidate. Main
objective of this test is to reject the unqualified applications based on information supplied in
application forms (Noe and et.al., 2017).
Selection Tests : Those candidates who passed the test is liable for the next process.
After selection to the next process candidate need to pass Aptitude tests, personality tests and the
ability tests. This all kinds of steps will help HR manager to better Anlyze the candidates.
Employment interview : in this round candidate needs to pass final round where they
need to perform face to face interview.
LO 4
P6 Evaluating the stages of the HR life cycle applied to specific HR contexts.
Employee life cycle is the most required and challenging life cycle for the company to
determine the effectiveness of employees and management of the organization. M&S adopts the
process of HR life cycle for the effective management so that employees get satisfied with the
company environment and goals (Noe and et.al., 2017). Establishing the life cycle will help to
improve the better environmental results to achieve the business goals more effectively.
Recruitment & Selection
This is the first and initial stage of the HR life cycle which is most important for the
company to get talented and productive candidate. Companies use different strategies and ways
to recruit the employees such as talent acquisition that enable them to design and automate all
aspects of the hiring process. On the other hand, some of them are using application tracking
system to recruit the employee applications. It helps to define the better advantage growth in
order to meet out the company objectives and get the best effective management at the
workplace. Further, in the task it will help to use different technology and growth for the new
development process. Pre employment screening and scheduling interviews to following up with
candidates.
On-Boarding and Orientation
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This is the another stage that followed by the company in order to full fill the objective of
effective management at the workplace. In this stage employees get part of the organization who
accept the job offers by the company in order to accomplish the company objectives. During, On
boarding, they are provided with the information and tools to work more efficiently and to
integrated into the company culture (Penn and Pennix, 2017). In other words, it helps to define
the long lasting results and making the new working approach in order to accomplish the HR
goals. In this stage, employee provided all the information and tools to work more effectively
and productivity for the company interest. In other words it helps to make the best developing
and effective results outcomes in order to build up the new challenging material source.
Performance Management
Performance management plan will help employees to know their actual working
performance within the organization at particular level or position. This performance review has
been based on one check basis or by conducting meetings. Feedback is an essential features of
this stage because it helps executives gain insight into what motivates employees and it helps to
understand the performance goals. This will help to recontinue the process in order to develop
the long lasting results and development growth. By getting frequent feedbacks from the
employees will more helpful for the company to regain the employees' retention and their
motivation level within the company. However, performance management is the essential
Succession Planning
Succession planning is the process or method to develop talent by replacing the position
to another. This method adopted by all types of organization weather it is small and big.
Once employees get comfortable and understand the company and its role within the
organization it will help to redesign the work into more effective manner (Stronge, 2018).
Further, this stage will help employee to continue their functions into employee development
growth. Continuous evaluation, recognition and training are crucial at this stage for maintaining
the proper employee engagement and retaining the employee. This will further develop the
challenging behavioural task in order to sustained the better employee target results for the better
development growth.
HR managers adopts different types of software to conduct the employee development
session such as talent management software to monitor continued learning as well as succession
planning that helps to identify the potential employees for the promotions.
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Exit and Transition
It is the last stage of HR life cycle in which employees left the company for the new
position or due to getting hike from the another company. Or due to such reasons like retirement,
lay-offs, personal reasons or termination for violating company policy etc. In this process, HR
manager liable to perform all procedures and formalities in the off boarding documentation.
P7 Evaluating how stages of the HR life cycle are integrated within organizational HR strategy.
Stages of the HR life cycle are easily coordinated with the HR strategies in order to full
fill the company objectives and needs (Tam and Gray, 2016). HR life cycle can easily determine
the activities into more effective manner. Managing the HR life cycle is the function of the HR
departments because it involves the company most critical asset. HR strategies is to retained the
potential employees within the organization. This would help to determine the measuring
development growth which needs to be doe into proper manner. HR manager also trying to align
the business activities and fulfiller the employees needs. So that, they accomplish the satisfaction
level of the employees. Indirectly, it helps to perform the performance review process to analyse
the employee performance within the company (HR Strategy (Human Resource Strategy). 2016).
Overall, it helps to determine the work and leading target growth for the betterment of employee
development. HR life cycle helps to develop or full fill the HR strategies in different manner.
However, HR always trying to recruit potential employees at the time of recruitment and
selection that helpful in develop a productive team work in order to accomplish the company
goals and objectives. Overall, HR life cycle helps HR manager to accomplish their strategies in
order to get the best interest of employees and develop a productive working environment within
the organization.
CONCLUSION
As per the above analysed report it has been analysed that within the organisation HR
manager has play a different role in order to achieve the company objectives. Study discussed
about the current trend and legal requirements while HR manager develop a workforce planning.
Further, they also explained the required what skills Should marketing manager have to perform
the functions. However, it also explained the different internal or external methods of
recruitment that helps to get the best employee for the company. Overall study presented the
deep understanding of HR functions in within the company.
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REFERENCES
Books & Journals
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Cascio, W. F., 2015. Managing human resources. McGraw-Hill.
Cohen, E., 2017. Employee training and development. In CSR for HR (pp. 153-162). Routledge.
Cook, M., 2016. Personnel selection: Adding value through people-A changing picture. John
Wiley & Sons.
Davis, T. and et.al., 2016. Talent assessment: A new strategy for talent management. Routledge.
DeCenzo, D. A., Robbins, S. P. and Verhulst, S. L., 2016. Fundamentals of Human Resource
Management, Binder Ready Version. John Wiley & Sons.
Heilman, M. E., Manzi, F. and Braun, S., 2015. Presumed incompetent: Perceived lack of fit and
gender bias in recruitment and selection. Handbook of gendered careers in management:
Getting in, getting on, getting out. 90. pp.90-104.
John, J., 2019. Effective recruitment strategy to improve your hiring process. ZENITH
International Journal of Multidisciplinary Research. 9(3). pp.352-357.
Kavanagh, M. J. and Johnson, R. D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Kerzner, H. and Kerzner, H. R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Noe, R. A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Noe, R. A. and et.al., 2017. Human resource management: Gaining a competitive advantage.
New York, NY: McGraw-Hill Education.
Penn, I. A. and Pennix, G. B., 2017. Records management handbook. Routledge.
Stronge, J. H., 2018. Qualities of effective teachers. ASCD.
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