Analysis of Individual Development and Recruitment in the Workplace

This report provides an in-depth analysis of human resource planning, recruitment processes, and individual development strategies within Morrison, a major UK supermarket chain. The report begins by exploring the role and relevance of human resource planning, emphasizing its connection to organizational goals and the importance of forecasting future needs. It then examines the impact of legal requirements and organizational policies on HR planning, including health and safety regulations and equal pay acts. The report details the recruitment process at Morrison, from identifying vacancies to selecting successful candidates, including job descriptions and specifications. A justification for recruiting a sales manager is provided, highlighting the role's responsibilities. The report also covers analyzing individual performance gaps and explains various tools for meeting individual needs within the enterprise. Finally, it justifies and outlines the monitoring of a personal development plan, providing a comprehensive overview of HR practices.

Managing Individual Development and
Managing Recruitment

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Role and relevance of human resource planning...................................................................1
1.2 Impact of legal requirements of HR planning.......................................................................2
1.3 Impact of organisational policies and procedures on HR planning.......................................3
TASK 2............................................................................................................................................4
2.1 Recruitment process in Morrison...........................................................................................4
2.2 Justifying a recruitment in own area of responsibility...........................................................6
2.3 Implementing recruitment process........................................................................................7
TASK 3............................................................................................................................................8
3.1 Analysing performance gap of individual.............................................................................8
TASK 4............................................................................................................................................9
4.1 Explaining range of vehicles to meet the needs of an individual in an enterprise.................9
4.2 Justifying a personal development plan...............................................................................10
4.3 Monitoring of personal development plan...........................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource planning is process which help to organisation in identifying future and
current needs to achieve their targets. Human resource planning links between management and
overall strategic plan of organisation. With the help of human resource planning, organisation
can forecast future requirements which also focus on economic concept of demand and supply
(Al Ariss, Cascio and Paauwe, 2014). Present report is based on Morrison company which is
largest supermarket in U.K. Market share of company is 11% and they are using different
strategies to attract large number of customers. Some of strategies are; building marketing
around customers, changing price tactics embracing changing and many more. In present report,
role and relevance of human resource planning is explained. Along with this, readers will also
come to know about impact of legal requirements of human resource planning in organisation.
Further, cited firm have to adopt adequate recruitment process which will help them to appoint
highly qualified candidate. In last, personal development plan is made and monitored to achieve
targets with in time period.
TASK 1
1.1 Role and relevance of human resource planning
Human resource management is designed to maximise employee performance. The
employees are focusing on policies and system which are framed by higher authority in targeting
their goals and objectives. In Morrison, it is responsibility of HR department to oversee
employee benefits design, conduct training and development session, recruit potential candidate,
rewarding employees on the basis of their performance. The essential role of this department is
to provide positive working environment, to motivate employees and many more. Human
resource planning is required in organisation which help to higher authority in identifying their
needs. In cited business entity, needs of staff can be determined with the help of taking
feedbacks. Higher authority is conducting training session for them so that staff will came to
know about what roles and responsibilities they have to perform at workplace. While planning
anything for benefit of organisation approximately five employees from each department are
needed so that proper plans can be made (Allen, Bryant and Vardaman, 2010). There are many
employees who are working in organisation full-time and making more efforts in completing
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their task in time period. The process of human resource planning is quite simple and sounds
good. It is an actual activity which involve objectives of firms. Here are some steps which are
involved in human resource planning:
 Assessing Human resources
 Demand and supply forecasting
 Matching demand and supply
 Action plan
These above process will help to organisation in determining the needs of customers as
well in competitive market. With the help of this, manager can appoint qualified employees who
are suitable for current job vacancy. HR planning helps to organisation in different ways which
are as below:
 It considered organisation goals which allow organisation to identify and select required
talented employees for company.
 It prevents business from falling into trap of shifting of workforce in competitive market.
 With the help of appropriate human resource planning, the firm can also satisfy
customers as well as employee’s needs and make proper strategies to target new audience
also.
1.2 Impact of legal requirements of HR planning
In modern era, there are many legal requirements which have to follow by organisation in
order to provide high quality of goods to customers. Human resource planning have to comply
with all laws such as employment, health and safety where organisation can operate their
activities in appropriate manner (Armstrong and Taylor, 2014). The federal, state and local laws
are made to pertain various areas of HR in organisation such as recruitment, employee relation,
termination etc. HR is responsible to up-to-date with those laws which are applying in
organisation so that they can avoid penalties or complaints from customers. In Morrison, as these
are providing many products such toys, cloths, grocery items and so on. They are facing many
issues regarding to provide quality of products, healthy environment etc. For example, if any
employee is suffering from any disease, then they do not discriminate them from other person.
The manager has to provide equal opportunities to all employees, staff and workers so that they
can feel their core values in organisation. When human resource planning is made by
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organisation there are some regulatory issues which are face by them such as; Health and safety
work act, employment act etc. These laws are essential and have to be considered by
organisation because with the help of this, they will provide all rights to employers what they
deserve at workplace. Here is some impact of legal requirements on organisation:
Health and safety work act – At work place, it is responsibility of employer to protect all
rights of employees. If any activities are performing by employee and causes damages to them,
then employers are responsible to provide them safety equipment’s (Berman and et. al., 2012).
Along with this, manager have to conduct proper training session to new and existing employees
so that they can use proper equipment’s.
Equal pay act 1970 act – In this, organisation have to pay equal amount to men and
women. They do not have to discriminate any employee on the basis of gender. In accordance
with the provisions of the said act, it can be said that there should be equal wages provided to
male and female workers or employees in an organization. If equal wages are not provided to
them, then it can also impact on their performance also.
1.3 Impact of organisational policies and procedures on HR planning
In organisation, there are many rules and regulations which are framed by higher
authority in order to provide best services to customers. As in cited company, HR have major
responsibility to considered all those policies which are applied in organisation. They are
developing HR policies in regard to all terms and conditions of employment which also includes
procedure of their fair and equal treatment with all (Boxall and Purcell, 2011). In order to
accomplish with the goals of organisation, policies and procedure should also be;
 It should be complying with all appropriate regulations and laws which are governed by
government.
 It should reflect true and fair view approach for all employees in organisation.
 These policies are clear and specific, which also provide enough flexibility so that
business entity can meet in dynamic condition.
In Morrison company, human resources are policies are developing by making decision and
actions for attaining day-to-day problems in organisation. Managers are taking decision on the
basis of employees as well as customer needs, so sometimes it become difficult for them to
comply with all rules and regulation of government. The organisation has to provide those
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products and services in which they can fulfil the needs of customers. Along with this, they have
to also monitor all those policies which are implemented by organisation (Bratton and Gold,
2012). Through this, they came to know about that what are the problems which are facing by
employees as well as staff. Impact of organisational policies on human resource planning is that
these process are made according to current and future needs of organisation. These planning
have to be implemented on time period in order to use resources in appropriate manner. The
impact of these planning is on also how the organisation is recruiting employees. Selection and
recruitment of employees should be done on the basis of qualification which are required to fill
current vacant position in organisation. With the help of these planning, manager cannot also
discriminate any people on the basis of gender, religion, caste etc. at workplace. While
implementing this planning, it also became responsibility of HR to conduct training session for
new and existing employees so that they came to know about what rules and policies are
following by organisation (Daley, 2012). These training will help them to increase their
knowledge also regarding their work.
TASK 2
2.1 Recruitment process in Morrison
There are many procedure of recruitment which can be adopted by organisation. As it
depends upon the capability of firm that which procedures they are adopting. For Morrison
company, following are recruitment process which is adopted by organisation.
Identifying vacancy and evaluating need – It provides an opportunity to departments to
align staff skills to achieve organisation goals and for individual growth also. If there is proper
planning and evaluation of need then it will help to organisation in hiring qualified person for the
role and team (Dries, 2013). The manager also evaluates that if there are any changes are
required in organisation such as; previous task is carried out by employees, supervisory
responsibility, working hours and so on.
Job description and specification – This is to be considered as most successful
recruitment process in organisation. For example, job description about sales manager in
Morrison company is include following things.
Company name Morrison supermarket plc
Reporting Human resource manager
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Location London
Designation Sales manager
Roles and responsibilities  Checking out all products are available
in stores.
 Meeting with sales target
 Devise strategies and techniques for
attaining sales target.
 To motivate team members.
Working hours 9:00 a.m. to 6:00 p.m.
Salary 5000£ per month
Working condition Traveling, work space etc.
Job Specification of Sales Manager
Qualification  Must be graduate from marketing filed.
 Certificate in retail operation.
Experience  Should have knowledge about how to
work in team.
 Worked in retail industry for a
minimum 2 years.
Areas of expertise  Sales experience
 Knowledge of stock ordering
 Knowledge of product
 Communication skills
Other qualities  Ability to supervise other team
members.
 Punctuality
 Ability to negotiate
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Advertising vacancy – There are many methods which can be used organisation such as; they
can advertise job vacancy in newspaper, internet, social media sites. company own websites and
many more sources. With the help of these sources, candidates will able to know about job
vacancy in organisation.
Shortlisting applicants – In this after giving advertisement, people are applying for this
job. The company will shortlist applicants on the basis their qualification, experience to fill
vacant position in organisation.
Interviewing applicants – After selection of potential candidates, the manager will
conduct interview for them. Interview are conducting in different forms such as personal,
telephonic, group discussion. In this interview, they see potential capacity of employees,
confidence regarding their work.
Selection of successful candidates – Once the interview has been completed, committee
will select those candidates who are perfect suitable for job (Evans, 2011). The candidates will
be selected on the basis of their knowledge, skills, experience.
2.2 Justifying a recruitment in own area of responsibility
In Morrison company, vacant position has been arisen in sales manager post. As above
job specification and description of sales manager has been discussed. It is significant for
organisation to recruit sale manager because there a few number of employers in organisation.
The sales person is ultimately responsible for operating day-to-day activities in retail stores. The
employees who are working in retail stores have to report to sale manager (Farndale, Scullion
and Sparrow, 2010). The following are responsibility of sales managers;
 They should have basic knowledge about computer applications in store management.
 Overall care of staff and their well-being.
 Products should be sale according to requirements of customers and identify their needs
properly.
 They have to behave politely with their customers.
 To handle all problems and question of customers which has been asked by them.
 Team development and facilitate staff learning training on regular basis.
Their role is important for organisation because they can have to handle all type of customers
who are coming at stores. Through this, there will be improvement in products. The more
products will add or it can be change or eliminating some feature existing products which will
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help to organisation in maximising their sales and profits. The sales not only support to give
reliable information about selling but is also increase where organisation have to sale their
products (Hartmann, Feisel and Schober, 2010). So, sales manager can evaluate distribution
method which are using by cited firm can also maximise their uses for customers. It also
improves sales quality by making a sales plan. The sales management programme is conducted
by sales manager which helps in developing knowledge of employees, improving writing or
presentation skills which can give best results to organisation.
The company is recruiting new employee because they bring many number of ideas in
organisation which can be exchange. With the help of new and innovative ideas the company can
target new customers. This is good choice for organisation because they are recruiting newly
highly talented employees for attaining their goals and objectives. On other side, company can
also choose existing employees which will save their time and cost to recruit new employee
(Huselid and Becker, 2011). In this process, manager can also increase working hours and
provide them more training, which will support them to achieve organisation targets. Through
this, skills, knowledge will increase and they will give more effective results to organisation.
2.3 Implementing recruitment process
The process which has been selected by organisation to recruit new employees is
effective. In this process, firstly, manager will identify the current vacancy in organisation and
finding their needs. If they think that, it is essential to appoint candidate then they will go to
second step of recruitment. In second step, manager will give job description and specification
that in which post vacancy has been arises. The description about job will be post into company
websites, social media sites or in newspaper (Iles, Chuai and Preece, 2010). Through this, it will
increase awareness about the organisation as well as more candidates will apply for job. After
advertising the job vacancy, company will shortlist potential candidates for suitable job. In this,
manager have received so many application form, from large number of people, he/she have to
select only those people who are fulfilling the requirements of job vacancy. After shortlisting of
employees, they will call them for candidates who has been selected for further interview. In this
interview, several question will be asking by higher authority regarding the post of sales manager
from candidate. If he/she has given appropriate answer which are expecting by organisation, then
they get an opportunity to participate in further task also. At the time of interview, manager is
conducting group discussion and personal interview are taken. In personal interview, they ask
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about their qualifications, individual details or something about organisation rules and policies.
In last, after conducting an interview, company will finally select those people who have given
best interview. After selection of employees, manager will conduct training programme ibn
which he/she will tell about core competencies of organisation (Kee and D’Andrea, 2012).
Moreover, code of conduct, what rules and policies are followed by Morrison to attract large
number of customers.
But these process have to be regular analyse by manager so that they can recruit new
employees. while recruiting new employees, the company will also come to know about their
brand position in front of customers that what they are thinking. There are set procedure of
recruitment which give advantage to organisation in attaining their targets with in time period.
TASK 3
3.1 Analysing performance gap of individual
In organisation, it is required to analyse performance standards and compare
requirements of business entity with the actual performance of team members. If individual is
achieving required standards of goals, then performance gap exists. Where gap exist, the it is
essential to make proper coordination with team members. As there are many reasons which can
be face by employee at work place and this exist performance between them some of the reason
are: they are not understanding their roles properly, ineffective management, lack of knowledge
regarding their job and many more (Panel, 2010). But is it also their responsibility to analyse all
these problem on regular basis which can resolve their issues as soon as possible. The following
are some appraisal which will help to individual in identifying their performance gap in
organisation.
Feedback – The employees can take feedbacks from their team member whether they are
performing good or not. If positive feedbacks are coming, then it shows that employees are
performing good and as per need of organisation also.
Observation – The higher authority is observing performance of employees whether they
are doing well or not. They have to continuous monitor the performance of employees so that
they can also find out what problems are facing by them.
In Morrison company, performance gap is arising due to lack of knowledge of employees
regarding their jobs. If they do not understand their work, then also hesitating to ask from
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supervisors. Knowledge gap determines the performance gap of individual at workplace. These
gaps are analyses when they are not giving efficiency result to organisation. to fill knowledge
gap, the manager can conduct training session for them which will help them to increase their
knowledge (Stahl and et. al., 2012). Along with this, to determine that whether their knowledge
has been increased or not, then manager can take test from them. The individual has to provide
quality of services to customers so that they can retain for a long period of time. The products
which are selling by organisation, employees should have knowledge regarding them so that they
can perform well at work place. It is responsibility of manager to ask from employees that in
what manner they can train employees for future. For this, appropriate strategies have to be used
by business entity.
TASK 4
4.1 Explaining range of vehicles to meet the needs of an individual in an enterprise
Some potential ways are there through which an individual will be able to enhance their
core competencies at the workplace. When knowledge, skills and abilities are get increased then
they will be able to deal with customers in more effective manner. Through this, end users can
get quality services which lead towards high satisfaction level. After implementing these, the
performance gap can be reduced in an efficient manner (Tansley, 2011). Some of the
development vehicles are as follows:
Training courses: There are some courses that are conducted at the workplace so that
knowledge and skills can be increased of an individual. This is not only important for company’s
overall performance but it is vital. On the basis of this, some effective outcomes can be achieved.
The strength of this approach are like trainer can provide training to many people at a time,
motivation of staff members can be increased and time saving. Apart from this, some limitations
are there like cost may be high for this type of training and work will not be completed on time.
Mentoring: In this, an experienced person provides guidance and knowledge to another
individual so that they will be able to achieve their specified goals. It can also be explained as the
relationship between two individuals so the development opportunities can be achieved. The
advantage of this approach is that the knowledge of an individual can be increased but if
relationship between mentors and mentee are not good then productivity will not be achieved.
On the basis of this communication can be increased between different people so overall work
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