BM561 Business Consulting Report: HR Strategies at LSST University

This report provides a comprehensive analysis of human resource management within the context of LSST University in the United Kingdom. It explores the merits of recruiting and retaining qualified personnel, strategies for attracting talented individuals to higher education, and methods for creating a competitive working environment. The report also discusses relevant qualifications and experience for HR managers, on-boarding techniques, and staff motivation strategies. The analysis draws upon academic literature and aims to provide insights into optimizing HR practices to enhance employee performance and achieve the strategic objectives of the university.

Business Consulting

Table of Contents

Introduction......................................................................................................................................1
Merits of recruiting and retaining professionally qualified personnel to deliver selected specialist
courses..............................................................................................................................................1
How to attract talented individuals into Higher Education with the right knowledge and skills....2
How to provide a working environment that competitors do not offer to achieve relative
competitive advantage over competition.........................................................................................2
Relevant qualifications and experience...........................................................................................3
On boarding techniques...................................................................................................................3
Staff motivation...............................................................................................................................3
Conclusion.......................................................................................................................................4
References........................................................................................................................................5

Introduction
Human resource management is defined as the approach off the management function
which is strategic in nature and is implemented in an effective and efficient management of
people within organization. This is because it helps the business to gain the competitive
advantage and also it is design to gain the maximum employee performance in order to meet the
strategic objectives of the company. It has several functions such as recruitment and selection
along with the onboarding and training and development which is also followed by the
performance appraisal and exit interviews and many more (Stewart and Brown, 2019). The
following discussion is based on the LSST university which is established in United Kingdom
and it is considered as one of the top most university in United Kingdom. The below discussion
is based on the merit of recruitment and retaining along with the attraction of talented individuals
and qualifications and experience. Moreover it also discusses the working environment of the
competitors and on boarding techniques along with the staff motivation and reward and
enumeration.
Merits of recruiting and retaining professionally qualified personnel to deliver
selected specialist courses
There are basically two sources of recruitment that is the internal and external
recruitment. Internal recruitment has the merits to hire the qualified personal in order to deliver
selected specialist courses as such that it is time saving and economical in nature which is also
simple and reliable. They can be the new requirement of induction training and the reason being
is that the candidate already knows the culture of the organization and can easily adjust with the
rules and regulations. Another merit of recruiting the qualified personal is such that it motivates
the other employees also to get the higher jobs in the same company which also increases the
moral of the teachers and reduces the executive turnover which ultimately develops the loyalty
and the sense of responsibility. Merits of external recruiting are such that it encourages the
outside people with new ideas to apply for the jobs in the university which offers the white scope
for selection and less chances of partiality and also there can be the no need of maintaining the
confidential records. These are the merits of recruitment in hiring the qualified personal to
deliver selected specialist courses. There are various merits of employee retention such as the
cost reduction and moral improvement along with the experienced employees and efficiency in
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recruitment and training which is also followed by the increased productivity and improved
corporate culture. Moreover it also helps in the better employee experience and increase revenue
along with the improved employee engagement and satisfaction while working in the university
(Armstrong, 2020).
How to attract talented individuals into Higher Education with the right
knowledge and skills
There are various strategies to attract the talented individuals into higher education with
the right knowledge and skills. Such as the university can use the social media to advertise their
university and post for the vacancies available in the university and also they can implement an
employee referral program as well. Moreover creating the compelling job descriptions and
making use of the sponsored jobs to stand out along with the resumes posted online are also the
strategies to attract talented individuals. Additionally claiming the company page on the Internet
and attending the industry related meetups along with the inclusion of pairs in the interview
process are also the part of strategies in order to attract the talented individuals (Armstrong and
Taylor, 2020).
How to provide a working environment that competitors do not offer to
achieve relative competitive advantage over competition
There are various strategies through which the working environment can be provided that
competitors do not offer to achieve relative competitive advantage over competition. Such as the
university can prioritize the on boarding and training process so that the career development
working environment can be developed for better growth of an individual. It is potential to create
the comfortable working environment with good communication flow and interaction among the
people who are working at the similar position and with the students in the university as well.
Therefore it is necessary to encourage the collaboration and communication in order to develop
the strong culture in the workplace without any partiality and fulfilment of needs and
requirements of each and every individual for better satisfaction of the working environment
within university (Nankervis, Baird, Coffey and Shields, 2019).
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Relevant qualifications and experience
There are different qualifications and experience is required to hire the human resource
manager within university. Such as the candidate must have the proven working experience as a
human resource in other organisations for better knowledge in order to handle the operations
within university. It is important for the candidate to be the people oriented and results driven in
nature and must have the knowledge of human resource system and databases as well. Candidate
must have the ability to architect the strategy and leadership skills while having the excellent
active listening and presentation skills along with the negotiation and competence building in an
effective manner. This is because it develops the interpersonal relationship at all the levels of the
company by having the in depth knowledge of the labour law and knowing the best practices of
human resource with the reliable and relevant degree in human resource management or in the
related field (Banfield, Kay and Royles, 2018).
On boarding techniques
There are various techniques there are various techniques off on boarding in the
university which can help the organization in making the staff satisfied with their job . Such
strategies are important to adopt for example it is essential to start with an human resource
orientation So that the human resource people can explain each and everything about university
culture and the working environment. It is significant to focus on office tour That the employees
can get familiar with the entire office and the people working within university . It is important
to review the basics of the working and connect with the mentor so that the establishment of
goals and achieving such targets can be effective and efficient in nature. Moreover it is necessary
to check in and communicate regularly in order to listen the feedback and proper management
systems of interaction among the new employees within university (Carbery and Cross, 2018).
Staff motivation
There are various strategies of staff motivation within university As it is important to be
open and transparent every time with the employees by setting the small and achievable goals so
that they can feel recognized and rewarded for each and every assigned task to the employees.
Moreover giving the frequent feedback and improvement areas motivate the employees in
working effectively . Providing the career development programs and training helps the
employee in getting motivated with the current job profile within university . It is important for
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the university to offer flexibility and regular breaks for better staff motivation (Armstrong,
2019).
Conclusion
It is concluded that human resource management is an important concept to learn and study so
that its applications can be applied in the real world organization. This is because human
resource performs the functions to manage the employees of the organization who are considered
as the most valuable and biggest asset of any company. Therefore it is important to analyse the
recruitment and retaining of the professionals along with the other techniques of onboarding and
staff motivation. Hence the above report covers all such areas in order to better understand the
conception of human resource management.
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References
Books and Journals
Armstrong, M. and Taylor, S., 2020. Armstrong's handbook of human resource management
practice.
Armstrong, M., 2019. Strategic human resource management. pdf drive. com.
Armstrong, M., 2020. Human resource management practice. Kogan page limited.
Banfield, P., Kay, R. and Royles, D., 2018. Introduction to human resource management.
Oxford University Press.
Carbery, R. and Cross, C. eds., 2018. Human resource management. Macmillan International
Higher Education.
Legge, K., 2020. Human resource management: Rhetorics and realities. Bloomsbury Publishing.
Nankervis, A., Baird, M., Coffey, J. and Shields, J., 2019. Human resource management.
Cengage AU.
Stewart, G.L. and Brown, K.G., 2019. Human resource management. John Wiley & Sons.
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