University HRM Action Plan: Skills Development, Recruitment, and Risks

This report provides a comprehensive analysis of a Human Resource Management (HRM) action plan. It outlines key components such as workforce skills development, recruitment strategies, and technological advancements, including software installation. The plan emphasizes the importance of aligning HR goals with corporate objectives and details specific actions, timelines, and responsibilities for various initiatives. It includes a GANTT chart to visualize the project schedule and identifies potential internal and external risks, along with a contingency plan. Furthermore, the report addresses budget allocation, employee training and development, and evaluation methods. The report also stresses the need for ethical compliance and expert advice to ensure the plan's success, referencing relevant literature on HRM and management practices.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student:
Name of the University:
Author note:

1
HUMAN RESOURCE MANAGEMENT
Human resource planning is an integral part of an organization. Management of
human resources is one of the toughest tasks that the employers. The management
planning of workforce hence is called human resource planning. The action plan that
has been used for work force planning is very effective. Recruitment is one of the
important functions of human resource planning. As per the action plan, the recruitment
of the new employees would not be done with the help of any agencies rather the
company will recruit the employees with the help of online sourcing. Emphasis on
training and development is one of the positive points any of the action plan. This action
plan does not have a concrete plan for the developing the skills of the employees.
There was requirement for more emphasis on the training and development needs
(Durieux 2017). The training and development team is required to be in place. However,
there is no sync between the HR goals and the corporate goals. This is one of the
weaknesses of the HR action plan. The strength of the company is good.
Forecasted resources Actions required Timeframe Responsibility
Workforce Skills of the workforce
are required to be
developed
3 to 4 months The human resource
manager would be
responsible for
arranging sessions for
developing the skills of
the workforce.
Skills & Knowledge (TNA)* Take new learning
Hire people with the
required skills and
competencies
4 to 5 months It is the responsibility of
the CEO to adapt new
learning strategies
Technology/ Software Installation of a
software as per the
current trend
One month It is the duty of the IT
manager to installation
updated and new
softwares as per the
requirement of the
organization

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HUMAN RESOURCE MANAGEMENT
Budget Utilization of available
capital in technology
and human resources
2 months Finance manager is
required to allocate
funds for software
installation and training
and development of the
employees.
Recruitment methods &
procedures
The HR goals are
required to be synced
with the corporate
goals
One month The CEO needs go set
the HR gaols as per the
corporate goals. Both
the goals should be
related
Selection methods &
procedures
New employees are
required to be hired
based on their
competencies and the
skill set requirement of
the organization
6 months The HR manager is
required to hire the
employees based on
the requirement of the
organization and the
skills of the prospective
employee need to
match to the skills that
the position required.
Training and development Training and
development programs
are required to be
conducted
3 months The CEO and the line
managers should plan
for conducting a
training and
development session to
fill the skill set gap of
the employees.
HR Priorities Planning and
scheduling for
One month The HR manager is
required to plan and
schedule the tasks
according to the
priorities which would
be based on the
urgency for the

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HUMAN RESOURCE MANAGEMENT
outcomes of the
activities.
Risk management The CEO and the
managers are required
to develop a
contingency plan
Two months CEO and the line
managers are required
to forecast the risks that
are associated with the
action plan which would
be basically the
alternative plan
Cost –benefit analysis A team with average
wages and maximum
productivity is required
to be hired.
One month CEO needs to hire a
team that would have
average wages but
maximum productivity
for positive cost benefit
analysis
Evaluation against
objectives
With the help of
Management by
objectives evaluation
would be done
Six months The CEO and the line
managers would be
required to set goals
and benchmarks.
Comparison of the
actual activities with the
benchmarks would help
in finding the deviations
so that corrective
actions can be taken.

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HUMAN RESOURCE MANAGEMENT
GANTT CHART
Activities 1st
mont
h
2nd
Mont
h
3rd
Mont
h
4th
Mont
h
5th
Mont
h
6th
Mont
h
7th
Mont
h
8th
Mont
h
9th
Mont
h
10th
Mont
h
Software
installation
Recruitment
Selection
Planning
and making
strategies
for skill
developmen
t
Training and
developmen
t
Budgeting
Scheduling
Evaluation
Monitoring
Risks
A number of risks are associated with the activities are to be undertaken. The risks are
associated with the the external and internal environment of the company.
Internal Environment
Lack of funds
Employee cooperation

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HUMAN RESOURCE MANAGEMENT
Ethical issues in recruitment and selection
Conflict
Ineffective measures
External Environment
Change in trends
Technological Challenges
Contingency plan (Davis and Davis 2017)
A contingency plan is made for risk management. As per the contingency plan the
company will be taking loan in case the retained earnings are not sufficient for carrying
out the activities. Latest and upgraded technology would be used. The company will be
conducting a research so that they can know about the current and upcoming trends. A
proper communication will be made so that no conflict arises that hinders the activities
to e carried out. Expert advice would be considered, their consultation would lead the
activities in the right direction. Employees would be communicated about the activities
and training sessions. An ethical compliance guidelines would be developed so that the
ethical issues can be kept at bay.

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HUMAN RESOURCE MANAGEMENT
References
Davis, P.J. and Davis, P.J., 2017. How HR can create competitive advantage for the
firm: Applying the principles of resource-based theory. Human Resource Management
International Digest, 25(2), pp.4-6.
Durieux, C., 2017. Comparison of the impact of formal and informal institutional
influences with professional identity on performance outcomes in mission statement
organizations: case study of a mission-driven company, Laerdal (Master's thesis).
Jones, G. and George, J., 2015. Contemporary management.McGraw-Hill Higher
Education.
Kirkpatrick, S.A., 2017. Toward a Grounded Theory: A Qualitative Study of Vision
Statement Development. Journal of Management Policy and Practice, 18(1), p.87.
Ryan, D., 2016. Understanding digital marketing: marketing strategies for engaging the
digital generation.Kogan Page Publishers.
Zaidi, Z.Z. and Kumar, R., 2016. Marketing Strategies for Socially Responsible
Products-Company Brand Name and Market Scenario: An Industry Cross-Sectional
Study. LBS Journal of Management & Research, 14(1), pp.64-69.