Managing Human Resources: Impact on Business Operations Analysis

This report analyzes the impact of Human Resources Management (HRM) on organizational business operations, detailing the functions and responsibilities of HR within a company. It emphasizes the importance of skilled HR professionals in driving business growth and development. The report covers key HRM practices, including recruitment, training, and transparency, and analyzes Human Resources Planning (HRP) with its advantages and disadvantages, applying a strategic HRM approach. It also includes a proposed HR planning process, a methodology for assessing current staffing conditions, and an examination of internal and external factors influencing future staffing needs. Furthermore, it addresses supply and demand issues in the current market and provides recommendations for talent development as part of an HRM business proposal. The ultimate goal is to highlight how effective HRM contributes to a comfortable work environment, enhanced employee performance, and overall organizational success. Desklib provides access to similar solved assignments and past papers for students.

MANAGING
HUMAN
RESOURCES

EXECUTIVE SUMMARY
This report is based on that how human resources management is impact he organization
business operation. In this report the brief explanation is done that what are the functions and
they have responsibilities they have to perform in the organization. This is very important for
organization that Human Resources must have skills and knowledge about their responsibilities
which they have to perform in the organization. This will help organization to grow and
developed their business in market.

Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
TASK ..............................................................................................................................................4
Definition ....................................................................................................................................4
Explanation..................................................................................................................................5
Practices of Human Resources Management...............................................................................5
Analysis of Human Resources Planning......................................................................................6
Advantages of Human Resource Planning..................................................................................7
Disadvantages of Human Resources Planning............................................................................7
Human Resource Planning Process.............................................................................................8
Methodology selected to assess current staffing condition for HR capacity...............................9
Explain the internal and external factors which are being considered to forecast the future
staffing needs...............................................................................................................................9
The supply and demand issues which is faced by management in current market....................10
Recommendation in talent development which will developed the talent of HRM business
proposal......................................................................................................................................11
CONCLUSION .............................................................................................................................12
REFERENCES..............................................................................................................................13
APPENDIX....................................................................................................................................15

INTRODUCTION
In organization the management need better human resource management so that they able to
make their organization environment more comfortable so that employees feel comfortable and
able to perform their activity more potential and confidence. The Human Resources Management
have very important role in organization which they have to perform with very sincerity and
responsibilities which help organization to develop and growth in market (Banfield, Kay and
Royles, 2018). The Human resources management have to examine the workforce availability is
available in sufficient manner or not to perform the organization operation activity if any staff is
required in organization then HR of an organization need to do recruiting process in organization
so that they able to hire potential employee in their organization who will perform the
organization activity in very effective way and they able sustain long term in market (Bowman
and Swart, 2020). These reports include the brief definition, explanation, best practices and have
to proper analysing the HR planning with their advantages and dis advantages with applying
strategic HRM approach. This report also includes the proposed of HR planning process which
includes the methodology which is selected to assess their current staffing conditions. This report
also includes in brief the internal and external factors which are necessary to forecast for their
future employees needs and it also includes the supply and demand issues faced by management
in current market and this report also includes the talent development for recommendations
which will form a part of HRM business proposal.
TASK
Definition
Human Resource Management (HRM) is responsible for recruiting, hiring, position and dealing
with the employees in the organization (Hook and Jenkins, 2019). In organization the HR is
having the responsibility for changing the policies of employees up to dates according to the
change in external environment. The HR is the first person in the organization when employees
come to the organization and HR recruit the employees by proper analysing the skills and
knowledge of the employees. The HR is also decide the payroll of the employees according to
the experience and their designation. If employees face any problems in the organization then
HR need to solve that problem in the organization, so that employees also feel comfortable and
do the work more effectively and efficiently in the organization. The HR need to motivate the

employees in the organization when employees not performing the task more effectively and
efficiently. This will directly impact on the organization performance level so HR need to
communicate with the employee and discus the problem and motivate them again so that
employee will improve the performance level in organization.
Explanation
In organization the human resource management is helping the business by proper
analysing the employees availability for performing the business operation smoothly (Foong and
Chelliah, 2020). If in organization the employees availability is not sufficient then management
will not able to perform their business operation smoothly. This will directly impact on the
organization process and their revenue in the market. If management need to achieve their
objective in given time frame then HR need to avail the sufficient employees in the organization
to perform the activities of business which will help management to achieve their objectives of
the business. The HR activities which help employees in the organization are discussed below:
Maintain quality of their work life: The quality of the work is very important for the
organization because it will help management to grow and developed their business in the
market. The HR need to maintain their quality of work in the employees then they will give
rewards and appreciation in the organization so that employees is happy to work hard and
maintain their quality in their assign responsibilities in the organization.
Increase in their productivity and profit: Human useful resource control guarantees proper
best and amount of employees in workplace. It will creates possibilities to facilitate and
encourage person and organization of personnel to develop and improve their profession.
Motivate the personnel representing the tough to fulfil their private profession purpose which
immediately affects productiveness of organization (Gao and Gurd, 2018). Minimizing value
and maximizing income is the essence of productiveness.
Practices of Human Resources Management
Recruitment and Selection: If HR is doing recruitment and selection procedure in the
organization. Then HR need to analyse the employees skills that it will help their organization to
improve their performance level. Then hire the employees accordingly in the organization
(Bennett, Saundry and Fisher, 2020). While now no longer each progressive hiring procedure
might be proper on your team, you could research corporations who've paved the manner and
supplied information for the relaxation of us.

Training and Development: The management need to provide proper training to the employees
in the organization when they hire the new employees so that the new employees developed new
skills to perform the activity in the organization (Mankin, 2009). In organization the HR need to
train the employees in very effective by their expert trainer so that they understand to know
about their responsibility which employees need to perform the task in the organization to
achieve the organization objectives (Hayajneh, Hamada and Aljawarneh, 2020).
Transparency: It is essential for HR that their employees must be opened in the organization, so
that if employees face any problem then organization then employees feel free to discuss with
the HR in the organization and it is a responsibility of the HR to provide proper solution to the
problem to the employee.
Analysis of Human Resources Planning
Analyse Organizational Objectives: The HR need to proper examine the organization that how
much employees is needed in the organization to to perform the task so that it will help
management to achieve the objectives of the organization. The HR also need to prepare effective
strategy for the organization which will help to attain the objectives effectively.
Inventory Current Human Resources: If they have one, use the up to date human useful
resource facts storage (HRIS) system to investigate the range of humans you presently employ,
at the side of their abilities, performance, and potential. If they don’t have an HRIS system, they
may use this overall performance assessment template for overall performance opinions and as a
primary step in referencing for their present day human useful resource inventory (Jamieson, and
Jamieson, 2019).
Need to forecast the demand: Forecasting human useful resource call for includes estimating
the range of destiny personnel of the proper high-satisfactory and quantity, if you want to the
company’s strategic plan over a given length of time.
Need to forecast the Gaps: With your forecast completed, they will have information of destiny
wishes and if they want to fill them with outside people employed full-time, part-time, or as
contractors. If they got the proper range of personnel that don’t have the proper abilities, you
may use schooling and improvement to improve worker abilities to fill the gaps, or you can want
to installation people in some other role.
Formulate the Human Resource Action Plan: The human useful resource plan is predicated on
figuring out deficits or surplus with inside the company. They need to decide in case they want to

start recruiting or schooling, transition, or expand voluntary retirement approaches and
redeployment in case of a surplus. Include priorities and essential making plans troubles to their
plan.
Integrating/Implementing their Plan: This is the maximum difficult thing of any human
sources plan. The agency frequently invests money and time on plans which might be shelved
and now no longer utilized.
Monitoring, Control, and Feedback: Strictly tracking development enables discover sticking
factors to your plan and enables you keep away from making modifications too quickly. It’s
crucial to examine moves to how the plan is being carried out to make sure fidelity (Katz, 2021).
Advantages of Human Resource Planning
Building skills: Human useful resource making plans enables your group of workers to do their
jobs better. If they spend money on offering the training important to construct capabilities and
growth capacity, then their business enterprise can be capable of attain greater terrific work with
the humans which they presently have on group of workers instead of having to depend on
outdoor contractors.
Increasing retention: If they show their personnel who they may cost them sufficient to make
investments time and assets in giving them the equipment they want to grow, they may be much
more likely to live together along with their business enterprise through the years (Kist, 2018).
Not most effective will they are making their jobs greater interesting, however they will
additionally show them which they cost their work and their tenure.
Predictability: There commercial enterprise faces sufficient daily uncertainties from
marketplace conditions, the monetary weather and supply-chain issues. Devoting idea and
making plans to giving their personnel what they want to do a terrific process and live together
along with their business enterprise through the years lessens a number of those inevitable
uncertainties through offering a further degree of actuality in scheduling, staffing and managing
their on-going workload.
Disadvantages of Human Resources Planning
Expense: It expenses money to teach and spend money on their staff. Whether they are
procuring committed training or diverting worker hours from responsibilities which might be
much more likely to at once growth then their incoming revenue, human useful resource making

plans might also additionally probably lower than their backside line with inside the quick time
period earlier than it will increase their income with inside the lengthy time period.
Unpredictability: Although human useful resource making plans has the ability to offer their
enterprise a more degree of balance through constructing the abilities of their staff, there may be
no assure that the employees they teach will live together along with their organization long
sufficient to be able to attain the advantages of their investment.
Illusion of certainty: While human useful resource making plans could make their staff higher
capable of do their jobs, they will give training to employees to carry out features that end up out
of date as their organisation and their enterprise evolves (Klikauer, 2018). This can come up with
a fake experience of safety and can prevent them from reacting fast sufficient to developments.
Human Resource Planning Process
Recruitment: It is a system that is a used for posting process openings as well as in creating
attraction of target audience and potential personnel for the utilisation in the process openings
that are preferred during the selection of best suited candidate who is going to be employee of
the organisation in an enterprise.
Selection: Selection is the process that involves selecting the best candidate and it is a function
of HRM. It consists of throwing out the wrong applicants that come for interviews and these are
selected with after taking their interviews. The people of management select the most appropriate
ones, that can be a great asset for the organisation in the future.
Hiring: This step includes the hiring of the most suited employees along with giving them a date
of joining in the business organisation so that they can be a part of that enterprise and start
working.
Training and development: The selected candidates that are taken in the step before are
provided with proper training and knowledge about the work and operations that are going to be
performed by them in the business organisations.
Performance management: There is a check and control over the performance of those selected
candidates that are provided with training and this is done by a proper and separately elected
team. Performance control is called as checking their working and evaluating that work with all
changes with the motive of improving it (Malik, 2022). This is performed with the help of many
monetary and non momentary benefits for the employees.

Remuneration to employees and benefits: Fair income or salary should be provided to the
employees for their performance in the business enterprise. That income should be fair enough
that it motivates that worker to be a part of enterprise and for his operations for the business
organisations. The rewards are salaries and other financial or non financial benefits that are given
to the employees.
Employees Relations: There have to be a valid relation among the worker and the enterprise.
There are different factors which encourage in addition demotivating the personnel to stay with
the enterprise (Herzberg, 2003). These elements encompass running environment, labour
regulation and relations, compensation, etc. The employers need to make certain a lot of these
elements to construct worker relationships that during turn save higher worker retention.
Methodology selected to assess current staffing condition for HR capacity
Planning: In organization the planning process has very essential factors that of quantitative
planning and qualitative planning. The former looks after the numbers of team of workers to be
appointed, the later in their competence.
Recruitment: Recruitment manner beginning the method of including new team of workers and
choice is composed of selecting the excellent ones. Though each cross collectively recruitment
precedes choice and once in a while it could be vital to cancel the later method for motives of
modified scenario or the recruits now no longer assembly the requirements etc.
Placement: Placing the proper individual at the proper activity calls for giving recommendation
and records to the chosen men and women and setting him/her at the activity to lessen
absenteeism, twist of fate fees etc.
Training: In the area of Human Resource Development (HRD), education is a non-stop method
to supply activity-pride and profession promoting possibilities for the personnel and ability
improvement and patron pride for the organisation (Shafique, Rafi and Kalyar, 2021).
Explain the internal and external factors which are being considered to forecast the future
staffing needs
The internal factors affecting staffing:
Promotion policy: Staffing is suffering from the advertising coverage of the enterprise. If the
enterprise has an excellent advertising coverage with possibilities to profession increase and
development, most effective then green humans can be interested in the enterprise (Mello, 2015).
Internal promotions are higher for decrease and middle-stage jobs.

Future growth plans: Staffing is likewise suffering from the destiny increase plans of the
enterprise. If the enterprise desires to develop and increase, then it will want many talented
humans. In order to develop and increase, the enterprise ought to pick out professionals and
provide them non-stop education and development.
Technology used: Staffing is likewise suffering from the generation utilized by the enterprise. If
the enterprise makes use of current technology then it need to have a non-stop education
application to replace the technical information in their staff (Stone, Cox and Gavin, 2020).
The external factors affecting staffing:
Labour laws: In every organization there is labour Laws of the authorities additionally have an
effect on the staffing coverage of the company. It is necessary for a company now no longer to
recruit children of their personnel and prevent child labour.
Pressure from socio-political groups: Staffing is likewise suffering from activities of socio-
political companies and events. These companies and events placed pressure at the company to
supply jobs simplest to nearby people.
Competition: There is a massive demand for particularly certified and skilled staff. This has led
to opposition among specific enterprises to draw and lease efficient staff. Organisations regularly
alternate their staffing policies provide appealing salaries and different task blessings if you want
to upload the first-rate minds of their personnel.
The supply and demand issues which is faced by management in current market
Globalization: Globalization provides numerous crucial deliver chain control demanding
situations to organisations is first, to lessen fees throughout the deliver chain, organisations are
shifting production operations to nations which give decrease exertions fees, decrease taxes,
and/or decrease fees of delivery for uncooked materials (Summerfield, 2018). For a few
companies, outsourcing manufacturing entails now no longer best an unmarried country,
however numerous nations for distinctive elements in their products.
Fast-changing Markets: According to customer conduct is stricken by cultural, social, personal,
and mental elements which might be speedy being modified through generation and
globalization. Social media is growing new pressures for customers to comply at the same time
as placing strain on organisations to make use of those re-assets of facts to reply to converting
choices that allows you to live thrilling and relevant.

Quality and Compliance: Aside from influencing customer conduct, social media highlights the
significance of getting amazing products. According to analyse performed through e-marketer,
studying reviews, comments, and remarks is the top social media interest that impacts online
buying conduct. Furthermore, social media has now no longer best raised customers’
expectancies of product quality, however has additionally amplified the damages as a result of
product recalls.
Recommendation in talent development which will developed the talent of HRM business
proposal
Hiring: A skills control approach will assist there to plan sources according with enterprise
desires. If they have got quick and long-time period organisational desires are simply mapped
out, making plans then they their future manpower desires ought to be easy (Summers,
Takacsova and Masalitin, 2022)
Improved Induction and On-boarding: A easy on-boarding method while becoming a member
of the enterprise is important to nurturing the employee/company relationship (Taylor, 2018).
Ensuring the induction level runs easily will suggest new starters are clear on their activity role,
goals and the way they make a contribution to the general enterprise approach. A clean and
concise induction programme is important for a success skills control method.
Learning and Development: The skills control approach will assist HR to discover in which
extra training and improvement projects is probably needed - each at once and with inside the
future (Carberry and Cross, 2015). After a talents gap has been identified, they may be capable
of get to work on locating suitable guides and expert improvement activities (Winkler, 2022).
Communication: The skills control approach communicates efficient, two-manner communique
throughout the enterprise. Effective communication will have advantageous advantages on
organisational culture - without their enterprise is not going to thrive.

CONCLUSION
From this above report it has been state that Human Resources Management is very crucial
for organization because they help organization to achieve their objectives effectively and sustain
their organization for long term in market. The Human Resource Management need to examine
the all activities of organization carefully and they have to check human resources in
organization at regular interval time. The HRM have to properly examine the capabilities of
hiring employees when they management do recruiting process in their organization. This report
concludes the brief explanation of Human Resource Planning and their practices and they have to
analyse the HR planning with having advantages and disadvantages. This report also concludes
the HR planning process and it also concludes the methodology which is selected to assess in
current staffing conditions. This report also concludes the details in internal and external factors
which need to access the future forecasting of staff needs and it also concludes the supply and
demand issues faced in current market.

REFERENCES
Books and Journals:
Banfield. P., Kay. R., and Royles. D., 2018. Introduction to Human Resource Management 3rd
Ed. Oxford: Oxford University Press.
Bennett, T; Saundry, R; Fisher, V. 2020. Managing Employment Relations (CIPD), Kogan Page
Bowman, C. and Swart, J., 2020. Managing embedded creative work: the challenge of causal
ambiguity. In The Future of Creative Work (pp. 189-210). Edward Elgar Publishing.
Carberry. C., and Cross. C., 2015. Human Resource Development: A Concise Introduction.
London: Palgrave.
Foong, W.M. and Chelliah, S., 2020. Understanding organizational culture and managing the
effectiveness of knowledge transfer: a case study on Japanese firms and their business
affiliates in Malaysia. In Contemporary Global Issues in Human Resource Management.
Emerald Publishing Limited.
Gao, T. and Gurd, B., 2018. Problems and challenges in managing the new generation of doctors
in Chinese hospitals. Asia Pacific Business Review, 24(4), pp.528-542.
Hayajneh, S., Hamada, M. and Aljawarneh, S., 2020. Project management knowledge areas and
skills for managing software and cloud projects: Overcoming challenges. Recent
Advances in Computer Science and Communications (Formerly: Recent Patents on
Computer Science), 13(3), pp.454-469.
Herzberg. F. 2003. One more time: How do you motivate people? Harvard Business Review.,
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Hook. C. and Jenkins. A. 2019. Introducing Human Resource Management. 8th Ed Harlow:
Pearson Education Ltd.
Jamieson, W. and Jamieson, M., 2019. 15. Managing overtourism at the municipal/destination
level. In Overtourism (pp. 217-233). De Gruyter Oldenbourg.
Katz, H., 2021. The role of executive coaching in managing organizations. Human Service
Organizations: Management, Leadership & Governance, 45(3), pp.177-183.
Kist, S., 2018. Leading, Managing, and Following. Leading and Managing in Nursing-E-Book,
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Klikauer, T., 2018. Managing People in Organizations. Bloomsbury Publishing.
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Redesign, and Well-Being. In Strategic Human Resource Management and Employment
Relations (pp. 149-161). Springer, Cham.
Mankin., D. 2009. Human Resource Development. Oxford: Oxford University Press.
Mello. JA., 2015. Strategic Human Resource Management 4th Ed. Stamford: Cengage.
Shafique, I., Rafi, N. and Kalyar, M.N., 2021. Managing intellectual capital through strategic
leadership: a complementary approach. In The Dynamics of Intellectual Capital in
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Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Summerfield, A., 2018. Managing resources at portfolio level. In The Handbook of Project
Portfolio Management (pp. 325-333). Routledge.

Summers, G., 2021. Leading through people–managing vulnerability in working relationships.
In New Theory and Practice of Transactional Analysis in Organizations (pp. 107-117).
Routledge.
Takacsova, Z. and Masalitin, S., 2022. Managing Quality of Human-Based Electronic Services.
In Developments in Information & Knowledge Management for Business
Applications (pp. 123-137). Springer, Cham.
Taylor., S. 2018. Resourcing and Talent Management. London: Kogan Page.
Winkler, E., 2022. Job demands and resources of managing directors of micro-and small
enterprises: A qualitative study of the German transport industry. Work, (Preprint),
pp.1-13.

APPENDIX