Report on HRM: Trends, Workforce Planning, and Ethical Practices

This report analyzes Human Resource Management (HRM) trends, workforce planning, and ethical practices within the context of New Build Plc. It identifies issues such as ineffective recruitment policies, employee retention challenges, training deficiencies, lack of motivation, and absence of talent management. The report evaluates ways in which the HRM team can implement effective long-term workforce planning, considering theories like the Human Relations Theory and Human Resource Theory. It also addresses ethical considerations in recruitment and selection, emphasizing accurate job advertisements, fairness, confidentiality, and appropriate recruitment processes. The report concludes with recommendations for New Build Plc, including integrating technology, building an employer brand, and adopting interactive recruitment and retention processes, highlighting the importance of addressing challenges to ensure a talented workforce.

Human Resource Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
1. Analysing the current HRM trends and issues of organization and their impacts...................3
2. Evaluating the ways in which HRM team can implement effective long-terms workforce
planning along with considering effective theories and practices...............................................4
3. Considerations to ensure ethics in recruitment and selection process ....................................5
4. Recommendations ...................................................................................................................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Human resource management is concerned with the practices of recruiting, selecting and
assuring training to employees in organization. Human resource management plays vital role in
dealing with the conflicts that are arising in organization due to ineffective workforce (Collins,
2021). Furthermore, HRM assures motivation to employees in organization. This report is based
on the major issues facing by New Build Plc with respect to performing concept of Human
resource management in organization. This report will illustrate the current HRM trends and
problems of organization. Also, the workforce planning that can assure positive impact in
organization will be highlighted. Furthermore. Ethical practices related to HRM practices will be
described. Moreover, recommendations over identified issues of organizations will be made.
MAIN BODY
1. Analysing the current HRM trends and issues of organization and their impacts
Human resource management assures effective workforce in organization. However,
ineffective HRM practices can provide impact over the success rate of organization. Here is the
description of current HRM trends and issues that are providing impact over the performance of
New Build Plc.
Ineffective Recruitment policy- The organization has ineffective recruitment policy. Only the
internal recruiting has been adopted by company. In order to ensure effective workforce in
company it is highly important that organization must have potential recruitment policy. This
issue of company is impacting the performance of organization. As ineffective policy of calling
candidates is impacting the working procedure in organization.
Issues regarding retaining of employees- Retaining and sustaining workers is one of the
mandatory aspect that has to be performed in organization as it is linked with the concept of
people management in company. It has been analysed from the case study that, organization does
not have made any effort in terms of retaining the employees. As a result, the morals of
employees has been ignored and the productivity rate has also been reduced. This impacted over-
all performance of organization.
Training issues- Training leads to increase the existing skills of employees. Also, this adds glory
in the performance of employees (Boon and et.al., 2019). The organization is often facing this
issue as the HR practice. As the workers of the company are not highly skilled therefore, it is

providing direct impact over the services of the organization. Hence, the organization needs to
assure focus over this.
Lack of motivation- Motivation has been considered as the driven parameter that boost
employees in terms of performing their services in effective manner. New Build Plc is lacking
here as well. The workers of employees do not have any source of motivation. Therefore, many
of the workers are moving from the organization. This issue regarding HR practice is putting
impact over the performance of the organization. As motivation contributes in increasing
productivity of employees and productive employees contributes in success of organization.
Absence of talent management- Talent management determined as the required human capital
for the organization. It consists of major parameters that helps in attracting, sustaining and
retaining employees in company (Cooke, 2018). Thus, all the above mentioned points that are
highlighted as a current HRM trends and issues for New Build Plc is part of talent management.
When all the above parameters are taken in consideration by the organization then it
automatically leads to adopt talent management in organization.
2. Evaluating the ways in which HRM team can implement effective long-terms workforce
planning along with considering effective theories and practices
Workforce planning refers to the systematic procedure of analysing, forecasting and
assuring proper demand and supply of workforce in organization. Workforce planning plays
crucial role in terms of managing the number of employees in organization. The situation related
to overutilization and underutilization of the employees can be solved within implementing
effective workforce planning. In order to ensure effective and long-term workforce planning,
New build PLC must consider the practices and theories that has been mentioned below.
Setting strategic direction- Under this step, New Build Plc must linked their workforce planning
procedure with the organization strategies as it provides the idea about the type of skills required
in people for performing job. The Human relation theory is based on a concept that suggest that,
in an organization it is important to establish human relations in accordance with the work
procedure of the organization as it helps in establishing effective interaction among the people
(Fenech, Baguant And Ivanov, 2019). Also, this assures effective working procedure. In similar
manner, under this step the link has to be created among the company goal and workforce
planning.

Analysing current workforce and identifying skills- In this step, organization must analyse the
current human base in company as it provides idea about required workforce. Also, it helps in
knowing the current resources and required future resources.
Developing action plan- In this step, the action has to be developed in terms of inventing
effective workforce. For example: New Build Plc needs to assure recruiting and training
practices in organization as effective recruiting strategies leads to call up number of applicants
and efficient training practices leads to increase skills and creativity of current resources in
organization (Michael, 2019).
Implementation of action plan- This is one of the main step in establishing workforce in
organization. Implementation of plan requires budget and other resources as well. Therefore,
under this action the organization has to ensure focus over arranging financial resources so, the
plan can be taken in consideration. As the effective budget is required in recruiting, selecting and
training process.
Monitoring and evaluation- This has been considered as the final step in implementation of
long-term workforce planning. It refers to monitoring and evaluation of plan that has been
established in terms of performing workforce planning. Human resource theory is concerned
with the tactics and actions that has been taken for creation of productive human base in
company. However, the monitoring of tactics is equally important as it provides direction about
the right track (Kavanagh and Johnson, 2020). Therefore, after implementation of actions, New
Build Plc should focus on monitoring and evaluation of the plan. In case, the plan is not going
according to the track then, it can be easily known with the help of monitoring and evaluation.
3. Considerations to ensure ethics in recruitment and selection process
Recruitment and selection process are vital HRM practices which influences the quality
and growth of the organisation. For New Build Plc there is requirement of both skilled and
unskilled workforce and thus ethical consideration must be followed to avoid any complexities.
Unethical principles not only lead to legal consequences but can also have poor HRM outcomes
such as competitive loss or poor employee retention and damage to brand perception or
reputation (Rodney, Valaskova and Durana, 2019). Some of the important ethical aspects which
must be followed in recruitment process are as follows:
Accurate Job advertisements and description: One of the reasons that organisation is not able to
attract suitable candidates is because of incomplete job description or unattractive job

advertisements. Organisation must assure that instead of limiting to only one type of recruitment
approach multiple ways must be adopted. For instance, organisation can use social media
recruitment, websites or other medias to attract talented candidates. In order to effectively
manage resources correct advertisements must reach to correct audience (Onik, Miraz and Kim,
2018). Also organisation must assure that they must not misinterpret the requirement and
working conditions must be clearly stated. It will make recruitment process more ethical,
transparent and cost savvy.
Fairness and adherence to equality legislations: The most important ethical consideration is
that recruitment process must be fair and each candidate must be treated equally without any
discrimination (Gyurák Babeľová and et.al., 2020). The selection process must be transparent
and there must not be any discrimination on basis of gender, race, origin or on the basis of
political opinion. For instance, for same designation level or screening criteria for all individuals
must be same. There must not be any kind of bias. The failure to do this can make organisation
bias and people may not want to work with such unethical company. It can also raise some brutal
legal actions over organisation which is not good from competitive point of view. Thus standard
screening criteria, recruitment and selection process must be followed as per law and
organisational vision. Similarly, the wages, remunerations and working conditions must be as per
industry norms and legal considerations so that individuals may be attracted and competitive
benefits can be gained (Shenoy and Aithal, 2018).
Confidentiality: In recruitment process candidates used to share their personal information. Thus
it is ethical and important that confidentiality must be respected. In recruitment process
organisations must solicit the information which is necessary for job role and which can have
implications on job. Thus recruitment team must prevent themselves from extracting unnecessary
information (Koch, Gerber and De Klerk, 2018). Also organisations must not share the
information of client with any other third party without consent of client as it may violate the
privacy rights of individual.
Appropriate recruitment process: There must be open and clear communication between
candidates and organisation. Individuals must be clearly informed about the process, working
requirements and conditions. To make process more ethical and transparent there must not be
any kind of unnecessary redirections. Candidates must also be informed with appropriate

mediums about status of their selection. Any kind of bias must be monitored and completely
avoided in recruitment to make the process ethical and productive.
4. Recommendations
New Build is facing potential challenges in recruitment of desired workforce. Due to high
prices of houses most of the suitable candidates used to search for the jobs outside the desired
location. Some of the appropriate solutions which can be adopted by organisation to address its
recruitment issues are as follows:
Integrating technology: One of key reason for the lack of skilled and unskilled labour is that
they are not informed about job openings. Organisation must use variety of sources for informing
and attracting candidates. The use of social media, newspaper advertisements and recruitment
agencies can help to identify and attract both skilled and unskilled labours. In selection process
also technology use can make process more interactive and efficient. The lack of number of
candidates is less thus if social media and other multiple platforms will be used then it will
definitely manage the shortage of workforce issue.
Building employer brand: Low remunerations and opportunities is one of the reasons that
organisation is not able to find candidates in London. Thus organisation must focus on attractive
remuneration services for employees as well as their families, good and flexible working culture
and growth opportunities via training and development programs can help to retain employees
for long as well as to attract new talent (Pan and et.al., 2021). If organisation will be promoted as
good employer, then talented candidates will themselves get attract to organisation.
Adopting interactive recruitment and retention process: The recruitment process must consider
the feedbacks, expectations of employees as well as competitive recruitment aspects such as
remunerations, work policies and training programs. The level of screening criterial must be
chosen in a way such that talented candidates can be easily filtered out and candidates can also
identify good professional opportunities for them by association with the organisation (Koch,
Gerber and De Klerk, 2018). The regular performance reviews and feedback will also help to
identify the need of training and recruitment on time so that before any kind of production delay
new candidates can be recruited. Organisation can also use referral policies so that word
publicity and efforts from the existing employees can be used to attract new talent.

CONCLUSION
It can be concluded from the case study analysis that recruitment and retention of talented
work force remains one of the challenging aspect of human resource practices. Thus lack of
expertise in this context can become a threatening situation for the organisations because without
effective workforce operations and business activities may not be completed on time. It can also
be concluded that while making recruitment decisions ethical and legal considerations must be
taken into account. It not only improves the desired outcome but also helps in selection of best
talent from the pool. Ethical HR practices are also considered to be vital for the growth of
organisation.

REFERENCES
Books and Journals
Boon and et.al., 2019. A systematic review of human resource management systems and their
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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.
Cooke, F.L., 2018. Concepts, contexts, and mindsets: Putting human resource management
research in perspectives. Human Resource Management Journal. 28(1). pp.1-13.
Fenech, R., Baguant, P. and Ivanov, D., 2019. The Changing Role Of Human Resource
Management In An Era Of Digital Transformation. Journal of Management Information
& Decision Sciences, 22(2).
Gyurák Babeľová, Z. and et.al., 2020. Perceived organizational performance in recruiting and
retaining employees with respect to different generational groups of employees and
sustainable human resource management. Sustainability. 12(2). p.574.
Kavanagh, M.J. and Johnson, R.D. eds., 2020. Human resource information systems. SAGE
Publications, Incorporated.
Koch, T., Gerber, C. and De Klerk, J.J., 2018. The impact of social media on recruitment: Are
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Michael, A., 2019. A handbook of human resource management practice. bookboon. Com.
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management technique using blockchain technology for industry 4.0. In Smart
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Pan, Y., and et.al., 2021. The adoption of artificial intelligence in employee recruitment: the
influence of contextual factors. The International Journal of Human Resource
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Rodney, H., Valaskova, K. and Durana, P., 2019. The artificial intelligence recruitment process:
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practices. Psychosociological Issues in Human Resource Management. 7(1). pp.42-
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Shenoy, V. and Aithal, P.S., 2018. Literature review on primary organizational recruitment
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