HRM Trends, Problems, Ethical Recruitment at New Build Plc, London

This report examines the HRM challenges faced by New Build Plc, a London-based construction firm, focusing on current trends, recruitment issues, and ethical practices. It identifies problems such as the shortage of skilled staff and employee retention, exacerbated by hazardous working conditions. The report proposes a workforce planning strategy based on organizational size, competitiveness, cost-effectiveness, and agility, incorporating theories like sourcing and recruitment, performance management, and learning and development. It emphasizes the importance of ethical recruitment practices, including treating candidates equally, conducting effective interviews, maintaining confidentiality, and avoiding false job advertisements. The report concludes with recommendations for resolving these problems, such as balancing internal and external hiring, creating a learning environment, and providing career opportunities. Desklib provides access to similar solved assignments and past papers for students.

Human resource

Table of Contents
INTRODUCTION...........................................................................................................................3
What are the current HRM trends and problems the organization face, and how does this
impact on them?..........................................................................................................................3
How might the HRM team start to plan ahead and think about long-term workforce planning,
what theories and practices will you consider?...........................................................................4
What considerations can the HRM team take to ensure ethical practices are used in their
recruitment/selection process?....................................................................................................6
what recommendations can the HRM take to resolve the problems...........................................7
CONCLUSION ...............................................................................................................................7
REFERNCES:..................................................................................................................................8
Books and Journals:....................................................................................................................8

INTRODUCTION
The report aims to analyse the issues faced by the managers in the HRM practices.
Human resource are the vital elements and assists for the company, without people engagement,
the organisations will not be able to achieve the success in market. The company look forward
for rise and expansion but this could only be possible by having talented and skilful workforce.
They will lead to take the organisation on long term success. New build Plc is a well known firm
of London UK. It was established in 2015 by analysing the need for affordable houses in the
country. They have set up various projects to build houses by using effective resources both man
and material (Stone, Cox, and Gavin,2020). Therefore, this report is going to analyse the
current trends and problems which impact on the company. So, there will be discussion about the
criteria for workforce planning by analysing theories. In completion of the report, the HR
managers needs to take ethical practices for best recruitment and selection practices.
What are the current HRM trends and problems the organization face, and how does this impact
on them?
Current HRM trends
Effective Human Resource Management is very important for the business in today's
world. The work of the HR is continuously changing and it is important for them to deal with the
new circumstances in the organisation. HR should have the knowledge of policies of
globalisation, work force, skill requirement of the company etc.
Upskilling
This is a most important trends and it means that a HR that company hires should have
high skills and they should have the ability to deal the problems in a effective way. New building
plc has a real estate business and they have business across UK. Company should use this trend
as this helps them in hiring of the professionals HRM for their company who can give their best
in order to achieve the target of the company.
Virtual Employee Engagement
This trend means when the HR connects with the employees of the company virtually
while they are working from home. This is a new trend of HRM as this has taken place in the
time of COVID-19 when all the companies were shut down. There is a need of virtual platforms
so that HR of the companies can easily connect to the employees. New building plc have faced

the problem of employee engagement at that time. They should hire skilled HRM who can
motivates their employees towards the work virtually.
Mental Health Support
Providing mental health support to the employees is most important to keep them
motivated and safe in the organisation. COVID-19 has impacted to a great extent and companies
should have to take care of their employees in terms of providing financial as well as medical
support. New building plc should provide mental support to their employees which helps them to
perform better for the organisation (Boon, Den Hartog, and Lepak, 2019). HRM of the company
should listen all the problems of the employees and they have to take necessary actions to solve
it.
Problems
Recruitment of suitable staff
New building plc is facing the shortage of suitable staff for their organisation from last
two years. They are not getting skilled plumbers, electricians etc for their company in order to
smoothly run of their business. This problem has impacted their business as this results in delay
of the production activities. For this reason, they fails to meet the requirement of their customers
and this result in shifting of their clients to other business.
Retention of employees
Retention of the employees is a very major problem for New building plc company.
Employees of the company faces various types of issues while working. They work under the
hazardous conditions which kept them feel unsafe and less motivated towards the work. This
results in less revenue generation and increase in excessive cost of production. Increase in
employee turnover creates negative impact on the image of company (Strohmeier, 2020)
(Collins, 2021). Due to the low retention power of the company, they face challenges in various
departments like sales and production.
How might the HRM team start to plan ahead and think about long-term workforce planning,
what theories and practices will you consider?
Workforce planning is all about identifying the need of right employees for the right job
role. The company needs to plan their need of workforce in an effective manner so the cost will
be minimised and organisation will achieve their goals and objectives. The company must avoid
overlapping as well as shortage of people within the operations. Both the situations are not

prominent for the firm to accomplish their targets. There should be minimum number of
employees must be there which will not create shortages and coordination will flow effectively.
Therefore, the New build plc needs to plan their workforce to eliminate the problem of shortage
and the company could carry out their site work in other locations of London. Workforce
planning must be based on four mentioned criteria:
 The size of organisation matters a lot while planning for workforce. It is necessary to
analyse the size of people requires for the job role. This means that the New build Plc
needs to analyse the number of staff is already have on their sites. Also, analyse how
many jobs are vacant to avoid situation of over staff and least staff.
 The shape criteria shows that, the company needs to look round the competitiveness
required in the organisation. By identifying the competition, the New Build Plc has to
look what talent and potential they look in the staff. These decisions is required for the
overall succession planning.
 The New criteria is of cost in which the organisation must plan workforce in an cost
effective manner. Too much cost will not be beneficial for company as it may lead to
failure and losses (Macke, and Genari, 2019). Too less cost will not be able to attract
staff and motivate them towards the work. So, the New build Plc needs to plan workforce
by giving good salaries and perks.
 The criteria of agility is that the organisation wants their workforce to flexible to accept
the changing market trends (Atherton, , 2018). It is most required demand of New build
Plc to attract flexible staff which could work on different site locations.
In order to plan and process, the New Build Plc needs to go through with theories and
practice within HR strategies. These are described below:
Sourcing and recruitment: In order to make an effective planning for workforce,
sourcing and recruitment is must which helps in analysing the need of staff. It will helps in
identifying best source from which the company can recruit candidates. It is an important part of
workplace planning to invest in best recruitment sources which will be easily assessable.
Performance management: as per this theory, the organisation needs to undertake
frequent performance management practices. Managing performances will be effective to
analyse the need for change and improvement. The New build plc could develop desired skills
and talent within employees to avoid further requirement of recruitment.

Learning and development: When the organisation plan workforce, learning and
development is essential to attract the staff. Providing learning opportunities is crucial in order to
retain workforce for long term favour of organisation.
What considerations can the HRM team take to ensure ethical practices are used in their
recruitment/selection process?
Recruitment and selection are the major function of human resource manager. All the
workforce planning and need of human resource can be fulfil by undertaking recruitment and
select most appropriate candidate. Many small and large companies makes mistakes while
performing this function. Therefore, the new build plc must consider some important aspects
while recruitment and selection process (Muhammad, 2018). Ethical practices are necessary to
show concern about the people and their values, beliefs or cultural aspects. Below are some
ethical practices which needs to be used while recruiting and selecting the candidates:
Treating every candidates equally: The HR manager needs to behave in ethical manner
while connecting and behaving with candidates. They must treat them equally irrespective of
their age, gender, religion and background. This factor is most important to have a positive
impact of company which will engage more talent people from different backgrounds. The HR
manager of New build Plc needs to be honest and transparent while recruiting and selecting
candidates. This will solve their problem of employees shortage by eliminating discrimination.
At construction of sites, the company require both low and high skilled workers which creates
difference among them.
Take effective interviews: The HR manager of company needs to take effective
interviews thoroughly with every candidate. The questions must be asked clearly which is
understandable for every candidate. Also, the company requires to provide effective guidance to
all the candidates so that, they will recognise the job role and companies policies. This will helps
In selecting best candidates appropriately (Armstrong, and Brown, 2019). It is an ethical
practices that will not waste concern and time of candidates in applying for the selected job role.
Maintain confidentiality for the use of storage and candidate information: As per
this ethical consideration, the organisation needs to make sure that they keep the data secure and
safe for not any external usage. Confidentiality is most important for keeping a reputed position
of firm into market (Michael, 2019). The New build Plc is required to keep their contactors and

labours information safe in order to make its consent valuable. This will create a positive impact
on the candidates by ensuring that their data and consent is safe within the company.
Provide information accurately for the selection decision: There is requirement of
giving accurate information to the candidates in a professional manner. It is also an ethical
practice that shows that, candidates have right rights to know all the details regrading their
selection round so that, they get prepared for it. Therefore, the New build plc must make
candidates aware about all the process through emails so, they will not loose talented employees.
Do not place false job advertisement: It comes under an ethical act of organisation to
show unwanted job roles and designations for the people. This will create negative impact on
organisation which might be a cause of trouble (Oyedokun, 2019). The candidates will not trust
the organisation again by involving in such misleading acts.
what recommendations can the HRM take to resolve the problems.
After analysing the problems o which is faced by New build Plc, there are some effective
solutions which will surely work for the betterment of the company.
 The company needs to look for hiring talented staff from both internal an external
sources. They need to keep a balance among selecting employees. So that existing
employees will get promotions and the company could attract new and fresh talent as
well.
 The New build plc needs to create an environment of learning in which the company will
provide regular trainings. This will grow and enhance skills and competences of
employees.
 The organisation must also look for the effective career opportunities which will motivate
and attract talented individuals.
CONCLUSION
The report has concluded that, HRM is mots important concept for the organisation. The
managers needs to perform their functions by analysing key trends and problems which
organisation face. The report has shown that, there is requirement of considering ethical practices
to hold a positive position into market. Also, the company needs to provide trainings career
opportunities and use of both internal and external methods of recruitment.

REFERNCES:
Books and Journals:
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Boon, C., Den Hartog, D.N. and Lepak, D.P., 2019. A systematic review of human resource
management systems and their measurement. Journal of management, 45(6), pp.2498-
2537.
Strohmeier, S., 2020. Digital human resource management: A conceptual clarification. German
Journal of Human Resource Management, 34(3), pp.345-365.
Collins, C.J., 2021. Expanding the resource based view model of strategic human resource
management. The International Journal of Human Resource Management, 32(2),
pp.331-358.
Macke, J. and Genari, D., 2019. Systematic literature review on sustainable human resource
management. Journal of cleaner production, 208, pp.806-815.
Muhammad, K., 2018. The effects of electronic human resource management on financial
institutes. Journal of Humanities Insights, 2(01), pp.1-5.
Armstrong, M. and Brown, D., 2019. Strategic Human Resource Management: back to the
future. Institute for Employment Studies reports, pp.1-36.
Oyedokun, O.O., 2019. Green human resource management practices and its effect on the
sustainable competitive edge in the Nigerian manufacturing industry
(Dangote) (Doctoral dissertation, Dublin Business School).
Michael, A., 2019. A handbook of human resource management practice. bookboon. Com.
Atherton, D., 2018. Human Resource Management Practices for Public School Principals:
Recruitment, Selection, and Development (Doctoral dissertation, Concordia University
(Oregon)).