HRM4KW - Workforce Planning and Management Report, 5RSTC

This report analyzes workforce planning strategies for PTP Soda Drinks, addressing key aspects such as talent planning, recruitment, and downsizing considerations. It delves into developing job descriptions, person specifications, and competency frameworks, while also explaining the legal requirements in recruitment and selection. The report assesses various recruitment and selection methods, highlighting their strengths and weaknesses. Furthermore, it provides advice on best practices for managing dismissals, retirements, and redundancies, ensuring compliance with current legislation. The student's work covers the principles of effective workforce planning, including operational and strategic approaches. It emphasizes the importance of action planning and the use of workforce planning tools. The report also addresses key considerations during organizational downsizing, incorporating legal and ethical aspects of workforce management. The content reflects contemporary and emerging practices in talent management.

Running head: WORKFORCE PLANNING
WORKFORCE PLANNING
Name of the Student
Name of the University
Author note

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The principles of effective workforce planning and the tools used in the process
PTP Soda Drinks will be able to include the principles of the effective workforce-
planning model. The organizations will be able to use the effect the workforce planning for
designing the best-performing employee management groups for reaching goals like profits,
productivity and efficiency. Effective workforce planning includes the operational and strategic
workforce planning. The operational workforce planning includes the person to person level, the
streamlines daily and the employee-related operations and this approach will help the managers
to develop the work schedules. This also helps the manager to develop the employee hours for
maintaining the business productivity as well as continuity. The operational workforce planning
strategy involves the elements of the talent management and helps to ensure whether the talent is
distributed among the divisions and the departments for identifying the organizational needs and
the type of the employees required for the certain job. The strategic planning deals with the
broad issues developed over the months, years and can encompass every aspect of the enterprise.
This includes the forecasting knowledge that drains the employees to leave the organization,
anticipating the future talent needs, determining and evaluating the future sourcing options and
establishing the effective workforce analytic strategy (De Bruecker et al. 2015).
The HR of the PTP Soda Drinks should use the following workforce planning tools that
are: defining the business objectives, developing the model current workforce, establishing the
directions for the future workforce, addressing the workforce gaps and developing and
implementing the Gap-closing strategy.
Key considerations when planning and conducting a downsizing of an organization

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The workforce planning is the basic element of the business planning, and the manager
should focus on the considerations for workforce planning that is having the right people in the
right job and at the right time along with the right skills. Action planning is one of the most
elements of the workforce planning, the specific action should be articulated with the timeframes
and the accountability, without it, the workforce will be meaningless, and it would not be
implemented. The considerations PTP Soda Drinks should follow for downsizing the
organization as there are certain functions are not at all required like the automation and
outsourcing of the particular process; this will no longer be profitable for the organization (Akter
2018). The organization need to understand the value of the workforce planning during the
downsizing period. By the implementation of the common methods of decision-making, these
will help the manager to understand the pitfalls of the strategies and how the structured
workforce planning can overcome these issues (Addicott et al. 2015).
Guidance on practice in the development of job descriptions, person specifications and
competency frameworks
PTP Soda Drinks is looking for the team consultant for improving their business process
for the better production and better serving of the clients.
The job description of this post involves the qualities of providing the solutions to the
problems; the company is facing. The Job description allows the employee to understand how
their performance is affecting the operation of the company. The job description of the team
consultant is the ability to work as the part of the team, the creativity and the innovations are
required for this post, the problem solving and the strategic planning ability, the analytical skills,
this post requires the ability to cope with the pressures and challenges (Fetzer, McNamara and
Geimer 2017).

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The person specifications for this post should have the experience of working in
recruitment, sales and working in the target driven environment. This post requires the
qualification of the teaching practices, should be the holder of the recruitment practice and the
person should have the detailed knowledge of the recruitment market. The person should have
the ability to motivate other, should have the skills of demonstrating the proficient written
communication skills, and should have the time management skills (Hunt and Jones 2015).
The competency frameworks is essential as it ensures that the employees demonstrate the
sufficient expertise, the recruitment and selection of the new staffs more effectively, evaluating
the effective performances, identifying the skills and the competency gaps, providing the
customized training and the professional development, planning sufficiently for the succession
and making the change management process working more efficiently (Goodman, French and
Battaglio Jr 2015).
An explanation of the main legal requirements in relation to recruitment and selection
According to the Equality Act 2010, these discriminations should not be done on the
grounds of the age, disability, gender reassignment, marriage-civil partnership, maternity, race,
religion and sexual orientation. According to the Asylum and the Immigration act 2006, it is one
of the criminal offences, to employ somebody, who does not have the permission of living and
staying in the UK (López and Nembhard 2017). This also requires obtaining the evidence from
the candidate approval to work in the UK. According to the Police Act 1997, this is lawfully
required to carry out the Criminal Records Bureau check on the employees for checking whether
the children or the vulnerable adults are working. According to the Data Protection Act 2003, it
is required that the details in the application are provided as per the act, and this determines

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whether the confidential informations are used anywhere except for the assessment and the
selection (Hewitt et al. 2015).
An assessment of the strengths and weaknesses of different methods of recruitment and of
selection
Recruitment methods: internal job postings
Strength: This enhances the employee morale, demonstrates the opportunity for the employees
to advance as per the company and their careers, allows the employers to recruit fast, reduces the
cost per hire, improving the quality of the hiring metrics and helping to improve the employee
loyalty.
Weakness: this causes the risk for the employees for loosing the better-paying jobs, this
recruitment method also increases the competition, this also causes risk for the company to
recruit the employees without any innovative ideas. This recruitment method may also bring the
biased selection process if the candidate is already chosen and the employees may have the
change of the behaviours towards the promoted employees.
Recruitment through agencies
Strength: this is mainly opted by the company for time-saving approach, this also provides the
industry knowledge, they attract the hard to reach candidates that does not respond to the job
advertisements, they provide the hiring managers a supportive and the interactive hiring
experience.
Weakness: this is expensive recruitment process, mixing up the priorities and it is easy for the
agencies for placing the candidates where they do not belong in the position like the previous

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ones and this also raises the competition that is the large company could pay more to get the best
talent (Brenner et al. 2014).
Employee referral programs
Strength: this is the easier method of hiring the referred candidates, saves the money the
company does not incur the cost of the hiring new employees, improves the employee morale,
provides the suitable recruitment method for experiencing the shortage of the talent.
Weakness: this can dent the employee morale if the hiring managers fail to select the referred
candidates, this also causes risk for the company in introducing the culture of the like-
mindedness (Bryson 2018).
Selection process: Conducting tests
Strength: this test process provides the basis of finding the sustainability of the candidates for
various jobs, the objective assessment provides the better objective criteria than the other method
and this method also provide the uniform basis. This provides the selection of the better person,
and the labour turnover was reduced.
Weakness: this test process is unreliable, wrong use and provides the fear of the exposure (Hart,
Thomson and Huning 2016).
Advice on good practice in the management of dismissals, retirements and redundancies
that complies with current (local) legislation - 3 separate sections
The flexible retirement follows the guidelines of the local Government Pension Scheme
for the employee of 55 years. The scheme helps in assisting the employees for easing themselves
into the retirement and allows them to continue the working while receiving the pension benefits.

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However, the flexible retirement policy are conditional for the consent of the employers. Like for
the employee’s under the age of 60, the council will be able to meet the additional charges and
the employee’s pension should be paid in the less amount, unless they reach the age of 85 years.
The eligibility criteria for qualifying the flexible retirement scheme, is that the employee should
request for reducing the working hours while also receiving their pension benefits. There is also
no requirements for breaking down the services in between the old and the new working
arrangements. Moreover, if the employee wants to continue the pension scheme between the
employee and the employer contributions, which will be based on the new annual salary and the
employee also may opt out for the scheme. Thus, this scheme is for the employee and the
employee could apply for this scheme as per their wishes. The employees need to be provided
with the training for the updated performances, and the employee should not be forced to retire
based on the absence of the updated skills, and there should not be retirement based on the
developments of the updated skills. The sickness of the employees may cause to the retirement
but not in the initial stage if the employee is unable to produce like the young employees due to
health reasons then after giving few chances, the retirement can be determined. The Employee
Retirement Income Security Act (ERISA), the 1974 law that governed most private pensions
and according to this act the proper employee benefits and the pensions are needed to be
provided.
According to the redundancy law, there should be the minimum notice period if the
employee is employed for more than 12 years or more and there should be one week notice
period if the employee is employed between 2 to 12 years. For the employee redundancies, the
organization need to follow the Employment Rights Act. This act declares that the organization
need to provide genuine grounds for the employee redundancies (Dipboye 2014). The

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redundancies can only occur if the employers have the following grounds that are when the
employers have stopped the plans that the employee is hired for, there is also no need of the
skills if the required job roles of the employees are diminished and when the company have
ceased trades. The redundancies may happen when the companies have no options but moving
its operations to the locations behind the reasonable commuting distance (Davis et al. 2018).
Dismissal take place when the staffs fall short of their own performance requirements,
then it can be both challenging for the manager of the organization to deal with, thus when the
encouragement for reaching the performance goals fails and the employee discipline also fails,
the drastic step of dismissal are taken by the organization. The dismissal of employee could
affect the whole department of the organization resulting in drop of the motivation and morale.
The following steps could be taken by the organization for the dismissal management are that
developing the plan and understandings of the process of dismissal in a fair manner. The
organization should explain how to take the proactive stand for preventing the dismissals and the
relevant issues, the best approach for the employer and the employee is to manage the balance
between the contractual, emotional and the commercial issues. The management of the
organization need to handle the dismissal cases effectively. The company have the fair reasons
for the management of the Dismissal that is conducting or misconducting of the minor issues like
the poor time keeping that can be generally handled by speaking informally with the employees.
The capability and the employee performance can determine the dismissal, and the redundancies
can be one of the fairest reason for the dismissal of the employees. The statutory illegality and
the beach of the statutory restrictions can be the cause of the management of the dismissal and
the other substantial reasons for the dismissal of the employees. According to the Unfair
Dismissals Acts 1977- 2015, the employer cannot terminate the contract of the employment with

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or without the notice, and the constructive dismissal is also not applicable for the employees as
per these laws. The dismissal can be considered as the unfair ones if the employee is dismissed
for the following reasons that are if the dismissal occurred due to the proposed membership or
engaging in the trade union activities, dismissal on the religious opinions. The legal proceedings
regarding the employer, dismissal on the basis of the sexual orientations, race, colour, pregnancy
and dismissal for the unfair selection for the redundancy, all these will reflect the violation of
this laws. Though, redundancy is considered to be the fairground of the dismissal, though the
redundancy situation is considered as the ground of the complaints against the dismissal. These
act strictly states that the dismissal should not be occurred on the ground of the employee’s
pregnancy, giving birth and breast feeding. There is the availability of the rights that the
employee cannot be dismissed on the ground of the maternity as per the Maternity Protection
Acts 1994 and 2004 (Keogh and Byrne 2015).
Please also comment on how you will transfer the new knowledge and skills gained during
this assignment into working practices. You may also use this reflection for your CPD
The workforce plan in the PTP Soda Drinks causes the transfer of the new knowledge
and skills gained during the introduction of the workforce planning in the organization. The
workforce planning will introduce the various updated programs in the workplace. The employee
should go through Continuous Professional development planning (Ekwoaba, Ikeije and Ufoma
2015). The employee should need to determine the self-improvement areas, and this will enable
them to undergo through the Continuous Professional movement process as this will bring the
improvement in their performance as well as the production process of the company. The new
knowledge and the skills will involve the up gradation of the technologies and the introduction of
the better policies in the company that will uplift the employee performance (Bengtsson and

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Carlson 2015). The various ways of transferring, the new knowledge that is gained during the
assessment is that the employee need to focus on the relevance of whatever they are gaining from
the new knowledge of the assessment. During the transfer of the new knowledge, the employee
need to take time, reflect, and self-explain regarding the new learnings. The employee needs to
have the motive of changing things as often as possible for gaining and inheriting the new
knowledge from the assignment.

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