Analysing HRM Practices, Workforce Planning at Birds Takeaway Shop

This report provides an analysis of the Human Resource Management (HRM) practices at Birds Takeaway shop, focusing on the various roles HRM plays in workforce planning, recruitment, employee relations, and overall organizational productivity. It examines the strengths and weaknesses of internal and external recruitment methods, evaluates the benefits of HRM practices such as training and development for both employees and employers, and analyzes how HRM contributes to upgrading profits and productivity through effective management systems and planning for change. Furthermore, the report explores the impact of employee relations on HRM decision-making and the influence of employee legislation on these decisions, emphasizing the importance of strategic HRM in achieving business objectives and maintaining a healthy work environment. The report highlights how HRM policies, effective communication, and employee support contribute to the overall success of Birds Takeaway by fostering a motivated and skilled workforce.

Unit 3 Assessment

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Analysing the various roles of HRM in proper workforce planning and resourcing of the
organization..................................................................................................................................3
Analysing the strengths and weaknesses of various recruitment methods by HRM...................4
Evaluating the benefits of various HRM practices for the employees and the employers:.........5
Analysing the various practices of HRM in upgrading the profits and productivity of the
organization..................................................................................................................................6
Analysing the employee relations and their effect on decision-making of HRM........................7
Analysing the key elements of employee legislation and its impact on HRM decision-making 8
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
For the development and smooth running of any organisation it is very important for
proper functioning of all the departments by skilled and talented workforce. The human resource
department plays an important role in ensuring proper recruitment and maintaining healthy
relationship with the employees by implementing proper strategies which helps employees by
solving their queries and various other issues related with their working environment (Dias, Zhu
and Samaratunge, 2020). There are various areas in an organisation where an HR plays an
important role which starts from recruitment process, setting effective policies, conducting
coordinated conversation with the workforce with providing proper training to the employees for
development of their skills. This report will elaborate the role of an HRM in maintaining
workforce planning, measuring the strengths and weaknesses of various recruitment methods and
contribution of an HRM in raising the profits and supporting an organisation by implementing
various policies.
MAIN BODY
The HRM of Birds takeaway shop plays an important in setting effective policies for the
workforce which helps in proper planning of the employees with roper selection and recruitment
process which helps in proper management of the whole organisation. There are various roles
which the HRM of Birds takeaway shop performs which are as follows :
Analysing the various roles of HRM in proper workforce planning and resourcing of the
organization
For smooth running of the Birds shop the HRM lays out strategic guidelines which focuses on
effective workforce planning which includes selection of skilled and talented workforce which
contributes their full potential in meeting the business goals of the shop which are subjected to
gain high profits by increasing the sale of the birds. The HRM needs to select those workforces
who are well experienced in taking care of the birds so that they remain healthy and hygienic. To
mange the various functions of the shop the HR assigns employees according to their capability
so that each employee can give their 100% in doing the work. For maintaining competence in the
market the HRM discuss the new strategies with the employees by informing them about the
current market trends and needs of the customers so that they work more efficiently to meet the
set goals (Zamanan and et.al., 2020). By analysing the needs of the shop on the basis of

recruiting more employees at the time festive seasons and bringing change in the working
procedure of the workforce according to the needs of the customers the HRM helps in assigning
more workforce during the festive time so that the sales of the birds are increased with more
contribution by the workforce. Proper solutions are provided with set of effective planning by the
HR to deal with the future needs of the shop such as involvement of more new species of the
birds which are more attractive to the customers and also proper planning is done for solving the
problems of the workforce so that the employees are more motivated towards their work and
finds easy to communicate and discuss their problems with the HR. As workers are the key
elements of the shop and helps in meeting the business objectives it is important to provide them
with flexibility in the working environment for this to accomplish the HR provides then with
bonus on extra working hours and gives them the benefits of holiday so that they can also devote
to their personal life (Al Kurdi and et.als., 2021). Assessing the needs and the meeting the
business objectives of the shop the HR creates a healthy environment where the workers feel free
to share their problems by maintaining effective coordinated communication which helps in
proper flow of information along with supporting and solving the queries of the workforce so
that the business objectives are met on time.
Analysing the strengths and weaknesses of various recruitment methods by HRM
Since the employees are the key elements of the Birds shop which plays an important role
in meeting the business goals on time it is very important that proper and effective recruitment of
the skilled and talented workforce is conducted so that they work with full potential by bringing
changes in their working procedure according to the current market trends along with fulfilling
the competencies requirement of the shop.
Internal recruitment : in this recruitment process the employees are hired or recruited who have
better experience of the company's policies, culture and are already working within the
organisation. These internal candidates are hired by the hiring manager by determining and
acknowledging their potential on the basis of their work experience. The internal recruitment
involves two processes which are promotion and transfer (Hamza and et.al., 2021). Since the
candidates are already aware of the needs and objectives of the shop promotion to some high
post provides them with a benefit of enhancing their skill set by bringing effective changes in
their working procedure. In promotion the employees are shifted to higher position with more
new tasks and responsibilities to be fulfilled. The transfer of candidates internally which helps in

shifting the candidate from one branch or department to another department without any
significant change in the task of the employee.
The strength of this process is that it helps in saving time and cost that by recruiting the internal
employees who have prior knowledge and set of skills which does not need extra requirement of
training and helps the shop in retaining the talented employees. At the same this process has
some weaknesses as the organisation misses out chance on evaluating and integrating new
employees who are more talented and could add value to the organisation by their potential and
have more knowledge on the current market trends related to takeaways of birds.
External recruitment: by this process the company hires and select the employees who are not
working within the organisation and are selected from outside by applying various methods
which includes job advertisements with proper information on the job post including the required
experience and skills that an employee must persist (Babaei Nivluei and et.al., 2022). The
employees recruited through this method helps in bringing extra talent and new opportunities for
the company by applying new strategies which helps the organization in reaching new business
heights. There are other modes through which the external recruitment is conducted such as
online and staffing agencies which hires new employees advertisements through newspaper,
social media and radio. This method gives chance of integrating new candidates with fresh skill
set and adds value to the organisation. At the same it has a disadvantage which includes the risk
employees not able to understand the culture of the organisation and lack of desire leads to job
termination of the employee.
Evaluating the benefits of various HRM practices for the employees and the employers:
There are various roles that an HRM needs to perform in order to meet the needs with
proper and effective management of the organisation so that the employees and the employers
finds it easy to discuss their various issues.
Training and development: it an utmost requirement of an HRM for regular implementation of
plans and policies within the shop of birds so that all the employees are trained accordingly. The
HR sets out various development plans which helps the employees in bringing timely changes in
their skills such as providing training to the new and existing employees will help in integration
of new skills along with improvement in the existing skills and working efficiency. This will
ensure in building strong employees base who will ready to compete with stiff competitors in the
market (Salas‐Vallina, Alegre and López‐Cabrales, 2021). Proper training on how to deal with

the new bird species that are being adopted by the bid shop so that each employee properly
understand the living and eating habit of new birds so that proper care is provided to their health
and hygiene which leads to increase in sell of the birds in the store.
Developing good relations : for smooth running of the shop the HRM plays a crucial role in
developing healthy relations with its employees and employers by conducting timely meetings
and seminars which provides a platform to all the employees to freely discuss their problems and
proper actions are taken by the management team and HR to effectively solve the problems so
the employees longevity and dignity towards the organisation is not affected (Sivapragasam and
Raya, 2018). The HRM also provides helping hands by taking feedbacks from its employees on
what new changes should be brought in work to upgrade the working efficiency along with
including new business development plans with meaningful communication with every member
of the organisation so that equality is maintained.
Analysing the various practices of HRM in upgrading the profits and productivity of the
organization
The HRM performs a number of practices to ensure that the objectives of the organisation are
achieved with high benefit rates. For smooth functioning of the organization the HRM focuses
on hiring the employees who are best suited to the environment of the organisation and can help
in gaining success. For this the HRM sets out proper recruitment programmes to hire new
candidates with new skills of dealing with the birds and taking care of them properly to ensure
healthy living of the birds in the shop. The HRM sets out policies on how to interview and
examine the new candidates by testing their skills and work procedure. This is beneficial for the
organisation but also time-consuming and requires lot of money in external recruitment like
advertising on TV, newspaper and billboards requires a lot of cost input. Which can effect the
financial structure of the birds shop.
Effective management system: the HRM lays out strategic guidelines which helps in
development and growth of the organisation. For increasing the productivity rate the HRM
manages to form strong team relations who are free to share innovative ideas which will help in
competing with the competitors with consistent support and dignity by the team members.
Listening to all the ideas carefully and analysing the performance of the employers and also
rewarding them for their excellence contribution towards the organisation helps in effective
management of the organisational culture by the HR (Sorribes, Celma and Martínez‐Garcia,

2021). This increases the working efficiency of the employees which results in increasing the
profit rate and productivity by unleashing the full potential of the all the employees.
Planning for change: with the continuous change in the business world and advancement in
technology there comes extra responsibility on HRM to bring timely and effective changes with
proper development plans within the organisation to cope up with the competitors. There are
chances of uncertain disasters which might affect the workforce of the organisation and can the
finance structure so the HR needs to focus on bringing effective and significant changes to
overcome these issues. These changes are beneficial for effective running of the organisation but
it is also cost effective leading to extra investment in adopting new technologies.
Analysing the employee relations and their effect on decision-making of HRM
There are various roles and responsibilities that are incorporated in various practices of
the HRM and helps in determining the success rate and maintain good employees relations. The
various practices involve recruitment of the employees which helps in forming the strong base
for the organisation. An effective recruitment process involves selection of talented workforce by
giving out proper job description mentioning the specific requirements and experience for the
employees (Wikhamn, 2019). It's the responsibility of the HRM to provide equal and fair chance
to all the employees to appear for the interview so that are able to show their skill and talent.
Poor selection of the employees by HRM sometimes leads to waste time in selecting the less
experienced employment which results in poor performance of the organization success rate and
bring down the profits rate.
Proper management of employee conflicts helps in successful running of the organization by
taking right actions which supports the employees and helps in overcoming their problems
related to time flexibility and training sessions. The HRM ensures and works on enhancing the
work management by timely discussing the issues and also making the employees aware about
the new policy regulations to achieve the set goals. This helps in retention of the ex and talented
employees within the organisation.
Job security is the major factor in determining the development and success rate of the
organisation. For this the HRM ensures security to its employees by providing them health
related medical help and rewarding them with bonus on their contribution to extra work hour
(Hauff and et.al., 2021). Bringing changes in the working hours and providing more flexibility so
that the employees can devote some time in their personal life helps in building trust and loyalty

among the employees by which they are able to show full contribution towards the work. This
ensures in building the good employee relations.
Sometimes poor training and less effective development plans made by the HRM results in
termination of skilled employees and also involves wastage of capital and money which is
involved in recruitment and training sessions. This affects the organizational structure by loss
some talented employees due to lack of effective and proper training programs which are
required within the changing environment of the organization.
Analysing the key elements of employee legislation and its impact on HRM decision-making
The employment legislation act seeks to safeguard the rights of the employees and the
employers by providing safety in the working environment, emphasizing the importance of
proper and equal treatments of all the employees in providing equal rights in job opportunities by
ensuring healthy relationship between the employees and the employer. The key elements of
employee legislation includes good and safe working conditions for all the employees by
providing flexibility in working hours and bringing changes in the working environment that are
supporting the needs of each and every employee by ensuring social security. Equal treatment of
all the employees should be ensured regardless of their gender with equal and timely distribution
of salary (Bingham and Bubb, 2021). By keeping in mind the involvement of these elements in
working environment by the HRM helps in making effective decisions which seeks to provide
the equal opportunity to all the employees regardless of their gender, religion and culture
background. The HRM formulates policies which are beneficial for all the employees and helps
to ensure social and financial security to its employees by providing them equal wages and
listening to their problems. Proper regulation and flow of information regarding the new policy
changes are needed to reach each and every employee by the HRM so that employees are aware
about the new rules and this helps them in working more efficiently. Training is the most
important element of health and safety act 1974 which is ensured by the right and effective
decision-making by the HRM to ensure that each employee is given proper training regarding the
working method, making them understand the goals and the strategies of the organisation which
will help in gaining more profits and achieving new heights (Malhotra and et.al., 2021).

CONCLUSION
From the above report it can be concluded the importance of HRM practices which plays an
important role setting new policies by analysing the progress rate of the organisation and meeting
the new challenges with the competitors by implementing new policies. It is an utmost
requirement by HRM to meets with the demands of the employees by conducting healthy
meetings and seminars to listen to the queries of the employees and taking effective actions to
solve them.

REFERENCES
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