Scottish Power: HRM Report on Workforce Planning and Practices

This report delves into the core aspects of Human Resource Management (HRM), focusing on workforce planning, recruitment, and employee relations within the context of Scottish Power. It explores the purpose and functions of HRM, emphasizing its role in resourcing an organization with skilled talent. The report examines the strengths and weaknesses of various recruitment and selection approaches, including online websites, recruitment agencies, and internal methods. Furthermore, it highlights the benefits of different HRM practices for both employers and employees, evaluating their effectiveness in raising organizational profit and productivity. The analysis extends to the importance of employee relations in influencing HRM decision-making, as well as the impact of employment legislation. The report concludes with practical examples of HRM practices in a work-related context, offering a comprehensive overview of the subject.

Human Resources Employee
Induction Manual
INTRODUCTION.................................................................................................................................3
TASK 1.................................................................................................................................................3
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and resourcing
an organisation..................................................................................................................................3

P2 Explain the strengths and weaknesses of different approaches to recruitment and selection........4
TASK 2.................................................................................................................................................6
P3 Explain the benefits of different HRM practices within an organisation for both the employer
and employee.....................................................................................................................................6
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational profit
and productivity.................................................................................................................................8
TASK 3.................................................................................................................................................8
P5 Analyse the importance of employee relations in respect to influencing HRM decision-making. 8
P6 Identify the key elements of employment legislation and the impact it has upon HRM decision-
making...............................................................................................................................................9
TASK 4...............................................................................................................................................10
P7 Illustrate the application of HRM practices in a work-related context, using specific examples 10
CONCLUSION...................................................................................................................................11
REFERENCES....................................................................................................................................12

INTRODUCTION
Human resource management is defined as procedure that is related with managing
human beings of organisation in an effective and efficient manner. It is very essential to
manage people of organisation in proper manner so that goal and objectives can be attained
and achieved. The given organisation is based on Scottish Power which was founded in 1990
that is electricity generation, distribution, retailing and transmission industry. It focuses on
supplying electricity and gases to homes and businesses across United Kingdom. The main
aim of report is to discuss about scope and purpose of Human Resource Management in
terms of resourcing organisation with skills and talents appropriate to fulfils business
functions. It also highlights about effectiveness of key elements of HRM in business along
with internal and external factors affect which impact decision making. In work, some HRM
practices should be followed which are discussed in report.
TASK 1
P1 Explain the purpose and the functions of HRM, applicable to workforce planning and
resourcing an organisation
Human resource management is required in each and every field as it helps in
managing people of organisation in appropriate manner. This is essential for respective
organisation so that they can achieve their set goal and objectives. The main objective of HR
manager is to recruit and hire skilled and capable person for running business in proper way.
Some of the purpose and functions of HRM which are applicable to workforce planning and
resourcing in organisation are described below:
Purpose of HRM
Health and Safety- It is regarded as main purpose of HRM that is related with
managing and providing healthy environment to working force. These assist employees of
Scottish Power to work with freedom and achieve business goal and objectives. The HR
department has to look after various factors such as working condition, working hours and so
on so that they can work freely and safely without any problems.
Needs of Staffing- This is another purpose of HR department which analyses need of
staff in order to manage number of employees of organisation in proper manner. The HR

manager of Scottish Power analyse requirements of people in their business and accordingly
recruit and hire employees for better work performance.
Functions of HRM
Recruitment and Training- It is the most important functions of HRM in which
skilled and capable candidates are recruited and hired who can be part of given job profile.
Once candidates are selected they should be provided with proper training and development
programmes to improve their capabilities and skilled required for profile. The respective
organisation recruits and trained their employees in an effective and efficient manner so that
they can achieve business goal and objectives.
Developing Public Relations- It is the function of human resource management to
develop proper relationship with public for achievement of goal and objectives in an effective
and efficient manner. HRM is crucial for managing and making relationship with external
stakeholders like suppliers, customers and so on.
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection.
Recruitment is defined as procedure in which applicants are invited for vacant
position or jobs in organisation. Similarly, selection is defined as process for choosing right
candidates among various applicants. The strengths and weaknesses of selection and
recruitment approach are described below:
Online Websites
It is type of approach that is related with inviting applications vacant positions with
assistance of online mode or sites. In this approach, organisation has to post advertisements at
online sites along with requirement of qualification, criteria of eligibility and so on. This lead
organisation to get various applicants and chose most suitable candidates for given profile.
The respective organisation use online sites for inviting applicants to fill vacant positions.
This approach has some strengths and weaknesses which are as follows:
Strengths Weaknesses
 It is beneficial method as it requires
less cost and time. The respective
organisation uses such method to
lower their cost.
 It is quick method where organisation
 There is more receiving of applicants
which lead to face issue of
complexity by organisation.
 Under this method, hacker can hack
sites that lead to waste time as well as

can take instant decisions about
rejection or hiring of candidates.
cost to company.
Recruitment Agencies
It is defined as those agencies in which there is matching of employers with
employees in an effective and efficient manner. These agencies assist in getting more suitable
and capable candidates for vacant positions or posts. In return, such agencies take money
from company for posting advertisement. Scottish Power uses such method in order to select
suitable candidates for given profile in an effective and efficient manner. The strengths and
weaknesses of recruitment agencies are mentioned below:
Strengths Weaknesses
 These approaches assist companies in
getting wide range of applicants in
proper manner.
 The respective agencies charges
limited amount that leads to result in
hiring candidates in cost effective
manner.
 The main weaknesses of this method
are that lack of communication leads
to rise in conflicts among each others.
 The other weakness is that there is
lack of control of human resource
department in whole process of hiring
and recruitment.
Internal Method of Recruiting
This is the type of method where employees are selected through preference of
present or former working force. It is most beneficial for organisation as they get new staff
without incurring any cost and getting trusted and skilled employees. Scottish Power hires
skilled and capable staff on basis of references from employees. The strengths and
weaknesses of such approach are as follows:
Strengths Weaknesses
 It is simple approach as it does not
incur any cost for hiring employees.
 With this method, the respective
organisation can get skilled and
capable candidates.
 This method leads to discrimination
in organisation as only skilled and
capable are selected and promoted
which leads to rise in conflict among

each other.
 There is risk in getting alienated from
other working forces.
TASK 2
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee
Human resources practices are defined as plans, policies and practices that are related
with effecting behaviour and attitudes of employees. These practices of HRM play an
effective role in enhancement of confidence of employees and staffs. The different practices
of Human resources used by Scottish Power for their organisation are described below:
Recruitment and Selection- It is the practices of HRM in which skilled and suitable
candidates are selected or hired for enhancement of work performance and increase
efficiency. This assist organisation to hire capable and skilled staffs at lower cost to achieve
goal and objectives. The respective organisation uses such practices for getting suitable
employees for work performance.
Ongoing Performance Management- This is defined as practices of HRM in order
to align performance of management with employees continuously. The manager of
organisation has to communicate with their employees about their performance as per
provided guidelines. Scottish Power employees take their feedback from manager and
trainers in order to improve their performance in effective and efficient manner. Therefore, it
assists in enhancement of performance and achievement of goal and objectives.
Training and Skill Monitoring- This is the practices of HRM which is related with
improvement of training and skills of employees and monitoring them for better outcomes.
With such practices, there is monitoring of training and skills of employees for positive
outcomes. In context of Scottish Power, they are trained by their trainers which lead to
improvement in their skills and knowledge.
Benefits of HRM practices for employer and employee
HRM practices Benefits to employer Benefits to employee

Recruitment and Selection  It is beneficial for
employers for getting well
capable and skilled
working employees.
 This practices of HRM
leads in getting higher
satisfaction to consumers
by providing benefits to
employers.
 The respective
organisation is benefited
through such practices in
getting highly capable and
skilled employees to
achieve goal and
objectives.
 This practices is
important for
employees as they get
right opportunities
according to their
skilled and capabilities
for positive outcomes.
 The employees are
benefitted in terms of
salary as they get
according to their talent
and skilled.
 The employees of
respective organisation
get right jobs according
to their capabilities,
skilled and knowledge.
Training and Skill
Monitoring
With these practices, the
employers can improve their
productivity and minimise
employees’ turnover rate which
leads in lowering cost to
employers.
It is useful to employees to
enhance their training and
skills as well as improving
efficiency of staffs.
Ongoing Performance
Management
The employer of Scottish Power
is benefitted through such HRM
practices by managing
performance of their employees
on regular basis.
The employees of Scottish
Power can improve their
performance with such
practices and tracking it
through regular basis.

P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity
The HR practices are very important for business to conduct their activities and
operations in an effective and efficient manner. The effectiveness of different HRM practices
in terms of raising organisational profit and productivity are as follows:
Pay and Compensation- This is the type of practices that is related with providing of
compensation and payment to employees in an effective and efficient manner. The Scottish
Power uses such practices that lead to provide proper payment in terms of salary and wages
to employees. The lack of such practices leads to rise in conflict among employers and
employees. In case of lack of suitable payment among employees leads to conflict and
dissatisfaction among working forces.
Providing Security to Employees- It is the most important practices of HRM in
organisation. This is because of providing safety and healthy environment to working staff
where they can work with full dedication and achieve business goal and objectives. This
includes insurance of employees, safe working condition, flexible working hours and so on.
The respective organisation uses such practices to provide full security to employees and
provide them with safe and secure working environment.
Therefore, these practices of HRM assist in raising organisational productivity and
profit of business in an effective and efficient manner.
TASK 3
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making
It is very important for both manager and employees to have good friendly
relationship with each other so that business goal and objectives can be attained. The positive
relationship among employer and employees leads to success of organisation. The different
strategies used by Scottish Power for enhancement of relationship are as follows:
Effective Communication- This is the strategy in which there should be proper
communication among employer and employees is done in effective and efficient manner.
With communication, there can be good relationship and work for business goal and
objectives.

Creating Friendly Environment- It is related with strategy in which environment is
created where each and every employer and employees behaves in friendly and positive
manner where employer behaves as friend with their employees. The respective organisation
has good friendly environment with their working force so that proper outcomes can be
achieved and attained.
Importance of employee’s relation which influences HRM decision making
 The relationship with employees is important in decision making as they provide their
views and opinions in proper manner.
 With better employee relationship assist in achievement of goals and objectives.
 There is a problem solving issue and conflicts arise in business with help of effective
relationship among employer and employees.
Therefore, these are significant of employee relationship in HRM decision making. In
context of Scottish Power there is effective relationship among employer and employees
which helps in decision making.
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision-making
The employee legislations are referred as laws that are govern during employment at
workplace that perform work. These legislations impact directly to unions, employers and
employees. The legislations which are implemented by respective organisation and their
impact upon HRM decision making are described below:
Minimum Wages Act, 1998- It is the legislation or act in which minimum wages are
provided to employees according to their task performance. This is important laws for
employees which assist in getting minimum wages to all working forces of organisation. In
absence of salary or wages, employees do not perform any work. According to skills and
capability of employees wages are paid not as per post. The respective organisation follows
such act as it assist in providing salaries and wages to employees on time that leads to high
level of satisfaction.
Discrimination Act, 1975- It means the employees should not be discriminated on
basis of gender, age, colour and so on. These laws assist in saving right of employees and
work freely. Each and every working employee should be treated in equal and fair manner.
The respective organisation has to implement such act in their enterprise so that each of staff

work freely without any discrimination. In case of failure to apply such act, organisation is
liable to pay penalty to government.
TASK 4
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples
Curriculum Vitae
Name: Alex Morang
Email: [e-mail]
Contact: [phone]
Objective: To work in reputated organisation in order to enhance my skills and knowledge for
achievement of business goal and objectives.
Qualification
Class/ Course Passing year Grade/ Percentage University/Board
10th 2005 72.2% Joseph school,
London
12th 2007 72.2% Joseph school,
London
B.COM 2010 77.31% London University,
UK
MBA 2012 8.26CGPA London University,
UK
Experience
 Worked as branch manager in Tesco for 3 years.
 Worked as Assistant manager in Unilever for 3 years.
Personal Skills
 Possess good communication skills.
 Better presentation skills

 Good at decision-making and leadership skill.
Declaration
I hereby declare that all the above provided information is accurate and true to best of my
knowledge.
CONCLUSION
The report summarised that HRM is very important for organisation through which
there is proper management of people and carrying of operations for achievement of goal and
objectives. Purpose and functions of HRM assist in achievement of goal and objectives of
business in effectual manner. There are different laws and legislations that impact on decision
making of business. The practices of HRM are applied by organisation to carry out operation
and activities in proper manner. Organisation uses both internal as well as external sources of
recruitment and selection to hire skilled and capable employees. Therefore, with proper
management of human resources, enterprise aims in inflating efficiency and getting positive
outcomes from various activities of business.

REFERENCES
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