HRM Report: HRM Issues in Workforce Planning, Harassment, Training

This report delves into crucial aspects of Human Resource Management (HRM), focusing on workforce planning, sexual harassment, and staff training and development. It highlights the significance of effective workforce planning, addressing issues through supply and demand analysis, gap analysis, and strategic implementation. The report also tackles the sensitive issue of sexual harassment, emphasizing the need for anti-harassment policies, complaint investigations, and disciplinary actions. Furthermore, it underscores the importance of staff training and development programs to enhance employee skills, boost morale, and improve overall performance. The report provides insights into these HRM challenges and offers practical solutions for creating a productive and supportive work environment, making it a valuable resource for students and professionals alike.

Human Resource Management

Introduction
 Human resource management is practice of recruiting, hiring, deploying along with
managing employees of an organization.
 The act is responsible for generating, initiating efforts along with involvement of
policies manage relationship between employees and government along with
maintenance of societal, organizational, functional and personal objectives of concerns
relating to humans.
 The report will address learnings on workplace planning, sexual harassment and
training and development of staff for implementing effective working conditions in an
organization.

ISSUES RELATED TO HUMAN RESOURCE
CONTEXT
Workforce Planning
 Workforce planning is process of analysing, forecasting along with planning of supply of workforce
along with demand to assess gaps and determine talent management along with intervention of firm
that they possess right people for performing their task and particles as well.
 Issue: One of the most common workforce issue faced by Human resource and they need to take some
actions on it in a serious manner as it includes monitoring, evaluation and development of workforce.
 HR mostly faces these issues because of improper training, misunderstanding, management changes
etc.
 In order to resolve this issue HR needs to do supply analysis, demand analysis, gap analysis, solution
implementation and monitoring process as well. These activates will help HR department to
understand all the flaws in workforce planning and resolve it.
 The process involve planning strategically, study current profile of workplace, development and
initialization of plan and further monitoring, evaluating and revising them for further achievement.

Sexual Harassment
 Sexual harassment is any unwelcoming nature of unappropriated exchange of sexual
favours. These include range of actions such as sexual abuse or even assault.
Harassment occur at time such as schools, churches, home, etc where victims ca is of
any gender, caste, religion. It is another common issue which frequently comes into
picture before HR.
 It is a serious issue for HR as it is continuously increasing and mostly affect female
workers. All the female victims who face such issues are; 45 % angry, 41% are
annoyed, 36% are embarrassed. Because of this HR need to focus on reducing this
issue.
 HR can control this issue by focusing onanti harassment policies, investigating
complaints for such nature and take strict disciplinary actions for the same.
CONTINUE…

Staff Training and development
 Training is program for employees learning specific skills and knowledge to improve
current performances level of people. Development in the form will lead to growth in
future performance where they perform effective job practices. It is one of the most
common job of HR department.
 It is another issue faced by HR as it affects working condition, efficiency of employees,
morale of employees is affected, their motivation level is affected as well as their
performance is also affected which leads to increased employee turnover.
 HR department can eliminate this issue by providing proper training to their
employees, organizing development programs for their employees and encouraging
them to participate in such development programs.
CONTINUE…

REFERENCES
Books and Journals
 De Bruecker, P. and et.al., 2015. Workforce planning incorporating skills: State of the
art. European Journal of Operational Research. 243(1). pp.1-16.
 Gutek, B.A., 2015. Sexual harassment. Wiley Encyclopedia of Management. pp.1-1.
 Robson, C. and Sebba, J., 2018. Staff training and development. In Prospects for
People with Learning Difficulties (pp. 72-84). Routledge.