New Build Plc: HRM Trends, Workforce Planning & Ethical Recruitment

This report provides an analysis of Human Resource Management (HRM) trends, workforce planning, and ethical recruitment practices, focusing on addressing the issue of staff shortages within organizations, particularly in the context of New Build Plc. It discusses current HRM trends such as workforce diversity, changing skill requirements, and continuous improvement programs, highlighting the problems faced by New Build Plc, including difficulties in recruiting skilled workforce, limitations of internal recruitment, and lack of continuous improvement plans. The report emphasizes the importance of long-term workforce planning, suggesting the adoption of the Deterministic model and contingent workforce management theory. Recommendations include training programs, external recruitment strategies, and employee retention practices. Furthermore, the report underscores the significance of ethical considerations during recruitment and selection, such as ensuring equality, avoiding misleading job advertisements, and maintaining candidate information confidentiality. The ultimate goal is to help New Build Plc and similar organizations improve their HRM practices, attract and retain talent, and achieve their business objectives.

IDENTIFY ISSUES

EXECUTIVE SUMMARY
Human resource and its function in terms of recruitment of employees and planning of
workforce plays an important role towards the success of organization. As per the analysis of
market and organization requirement it is important that the HR would make recruitment of
talented and skilled employees. In the same way it is also required that ethical compliances need
to be made with regard to recruitment of employees and along with internal recruitment the
company also need to move towards the external recruitment so that it can serve better in market.
under this report a detailed description of HRM trends and workforce planning had been
discussed. Likewise, a discussion of ethical compliances at the time of recruitment is also a part
of the report.

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
Current HRM trends and problems and its impact 500...............................................................4
Long term workforce planning....................................................................................................5
Consideration the HRM need to ensure at the time of recruitment and selection.......................7
RECOMMENDATION...................................................................................................................8
CONCLUSION................................................................................................................................9
REFERENCES................................................................................................................................1

INTRODUCTION
Human resource management is an important concept in respect to an organization under
which management of human resource need to focussed. The HRM involve various function
which may majorly include the recruitment of employees along with management of workforce.
This is highly important that along with bringing talent in organization an approach towards the
management of workforce need to be adopted by organization in order to succeed. This report
will discuss the current HRM trends along with concept of workforce planning supported by
theories and models. The concept of ethical consideration and recommendation in relation with
solving the issue of staff shortage is also discussed in the report.
MAIN BODY
Current HRM trends and problems and its impact 500
Human resource management:
This is an important concept in relation with the organization and its working. It can be
defined as a strategic approach that is used by company for the effective and efficient
management of its people or employees (Stone, Cox and Gavin, 2020).
HRM trends:
Workforce diversity:
As per changing trends the working of the HRM has also evolved under which the more
focus has now been laid towards the diversity in the workplace (Wilbur and et.al., 2020). An
integration of diverse workforce from different beliefs and thinking would lead to assist the
company in gaining competitive advantage.
Changing skill requirement:
This is related with recruitment under which along with exposure of knowledge the skills
are now being looked by the HR. This means a focus towards the hiring of skill labour force has
now been focussed.
Continuous improvement programme:
This is also an important trend under which continuous improvement has been made
towards the workforce so that the organization can meet the changing situation (Butler,
Szwejczewski and Sweeney, 2018). This will also lead to provide career opportunity to
employees.

Problem faced by New Build Plc:
The major problem faced by the New Build Plc is related with recruitment of employees.
With the expansion of business there is a high requirement of skilled and qualified work force
which is not present in case of New Build Plc that would further affect the company in terms of
delay in its project.
Company’s internal recruitment process is also emerging as a major problem under which
no opportunity would be given to fresh talent and thus limit the choice of candidate for the
company. With the performing of internal recruitment, the New Build Plc face the issue of lack
of innovation in its project along with persistence of high cost towards the employees.
Lack of practice of continuous improvement plan and long duration of training also
emerge as a major issue in respect to New Build Plc that may also affect the working and delay
in the project of the company. With the lack of training opportunity, the employees of the
organization of are being affected in terms of lack of career advancement opportunity that may
further impact the company in terms of declining performance and delay in the project.
With the persistence of concerned issue the New Build Plc would be negatively impact in
terms of its work and delay in project. This may also affect the sales and profitability of the
company. With the prevalence of the concerned issues the company will be affected in terms of
making change and bringing development in the organization. This will also affect the workforce
planning of the organization that further linked with the retention of employee in the
organization. Since change and innovation is the essential part of the organization and with the
lack of external talent the New Build Plc will be negatively impacted.
Long term workforce planning
Workforce planning:
This is an important concept under which planning of workforce will be made by the company so
that with the recruitment of efficient employees the existing and talented employees will retain in
the organization (Willis, Cave and Kunc, 2018).
In respect to the situation of shortage of workforce in New Build Plc it is highly required
that adequate measures need to be taken so that the workforce will retain in the organization.
Here the company can adopt the Deterministic model under which the things and the aspect
which are most likely to be happened in the future will be focussed (Jaillet, Loke and Sim, 2021).

This means while looking towards the future requirement the organization make planning of
workforce. In case of New Build Plc, the concerned model plays an important role under which
forecasting in relation with future expansion the company can make recruitment of employees in
advance. The planning of workforce can be made with respect to making a consideration of
future and perform the recruitment will lead to attain the goal of the firm.
Likewise, with the practice of contingent workforce management theory the company can
make management and hiring of non-permanent employees like the gig workers, contractors,
agency contract labour and various other (Koppel and Kolencik, 2018). With the practice of this
theory New Build Plc can make efficient management of its workforce and never fall in the
situation of shortage of workforce which is now being faced by the company. The practice of this
theory will lead to assist the organization in terms of meeting the situation and perform its
expansion project in an effective manner.
In addition of this the New Build Plc can also adopt the practice such as:
Training of employees:
This is an important practice which need to be adopted by the company so that it can
retain the existing employees along with building effective team (Mousa and Othman, 2020).
With the aspect of training the workforce management of New Build Plc can be made in terms of
building of talented personnel.
External recruitment:
This is also an important practice which need to be adopted by New Build Plc in order to
meet the shortage of staff and thus raise the retention of employees. With the practice of external
recruitment more talented and efficient employees will become the part of organization and thus
assist the New Build Plc in meeting its expansion strategy.
Employees retention:
This is also an important practice which need to be adopted by New Build Plc so that it
can retain the talented workforce in the organization. As a large amount of time is spending in
training and making an employee to be proficient, thus it is highly required that practice of
retention need to be follow by the company so that it can grow and succeed in its expansion
projects (Aburumman and et.al., 2020).

With the following of concerned practices the New Build Plc can ensure effective
management of workforce along with attainment of its goal in terms of performing the expansion
of its project.
Consideration the HRM need to ensure at the time of recruitment and selection
It is highly important that the adequate ethical consideration need to be followed at the
time of recruitment and selection so that the brand image of the company will be maintained
along with ensuring smooth performance of the process. With the practice of ethical code of
conduct, the New Build Plc can raise the trust of employees towards the organization along with
ensuring adequate recruitment and selection. In addition of this the company can take the
following consideration into practice:
Equality:
This is one of the important ethical practice that need to be follow by the HR at the time
of recruitment. As per this practice it is required that no discrimination in terms of age, sex,
gender, and any other way need not to be made during recruitment (Ronda, Valor and Abril,
2018). As per this practice an equal and fair chance need to be given to every employee so that
New Build Plc can make appropriate hiring of talented candidate.
Never place misleading job advertisement:
As per this practice no misleading advertisement in terms of job vacancy would be given
by the company. an adequate fairness in terms of job vacancy and position need to be included
and displayed (Lysova and et.al., 2019). With the persistence of transparency in respect to job
advertisement the New Build Plc can comply ethical consideration.
Solicit necessary information:
Only necessary and required information need to be ask by company in respect to
candidate that match with the required job position so that the norm of confidentiality will be
maintained. Information like city where the candidate has born and other non-required
information need to be avoided.
Maintenance of information:
This is also an important ethical consideration which the organization need to comply.
This is highly important that the information of the employees will be kept confidential which is

taken at the time of recruitment. This will lead to raise the trust of employees towards the
organization and thus assist the New Build Plc to have ethical compliance.
Delivery of appropriate information to candidate:
This is also an important ethical consideration under which it is important that the
candidate will be informed adequately regarding the decision of company at the time of
selection. Disclosing the company norms and rules and other perspective is also included under
this practice.
Thus, with the compliance of above practices at the time of recruitment will lead to raise
transparency among employees and organization. This is also related with the aspect of ethical
need which laid the organization to be on tract and in required direction i.e. towards its goal.
With the practice of ethical compliance in the organization at the time of recruitment the
company can ensure fairness with employees and thus ensure recruitment of talented workforce.
RECOMMENDATION
 In order to resolve the issue of shortage of employees in New Build Plc it is
recommended that the company must adopt the practice of external recruitment so that it
can bring external talent in the organization and thus lead the organization towards the
direction of success. With external recruitment a wide range of talent and knowledge will
be brought in the company. the external recruitment allows the New Build Plc to have
wider choice of talented employees and thus assure success to the New Build Plc.
 In addition of this New Build Plc should also focus towards the concept of training. This
means training to employees is also highly recommended to the company so that it can
raise the talent and skills among the employees. With the mode of providing training to
employees the organization would also raise the performance as well as productivity of
the employees that will further assist the organization in the attainment of its goals and
objectives. Training will also enable the company to perform its expansion plan and thus
meet its goal at broader level.
 In the place of current process of recruitment which involve the system of application
form, it is highly recommended to New Build Plc that it need to broaden up and its
practices of recruitment so that it can resolve the issue of shortage of staff. This is
because with the sticking towards the single process it will not be able to reach to a large

share of customers and thus it is recommended that apart from application form it can
also adopt the practice of recruitment through online or digital mode including social
media and various other. Likewise, walk-in interview for lower level staff can also be
introduced with the publishing of vacancy broachers. With the concerned technique the
New Build Plc can raise the share of employees and thus overcome the issue of shortage
of staff.
CONCLUSION
From the above report it can be concluded that HRM and its function of workforce planning
is an essential practice of organization that will lead to assist the company in success and growth.
in the same way it is also understood that the company need to adopt changes on a regular basis
in terms of recruitment that may include the allowing of external recruitment, so that it can meet
the business scenario and the shortage of employees issues. The concept of workforce planning
is also understood from the report which include the concept of training of employees along with
focus towards retention of employees.

REFERENCES
Books and journals
Aburumman, and et.al., 2020. The impact of human resource management practices and career
satisfaction on employee’s turnover intention. Management Science Letters. 10(3).
pp.641-652.
Butler, M., Szwejczewski, M. and Sweeney, M., 2018. A model of continuous improvement
programme management. Production Planning & Control. 29(5). pp.386-402.
Jaillet, P., Loke, G.G. and Sim, M., 2021. Strategic Workforce Planning Under
Uncertainty. Operations Research.
Koppel, J. and Kolencik, J., 2018. The future of workers: Contingent forms of labor contracting
in the platform economy. Psychosociological Issues in Human Resource
Management. 6(1). pp.172-177.
Lysova, and et.al., 2019. Fostering meaningful work in organizations: A multi-level review and
integration. Journal of Vocational Behavior. 110. pp.374-389.
Mousa, S.K. and Othman, M., 2020. The impact of green human resource management practices
on sustainable performance in healthcare organisations: A conceptual
framework. Journal of Cleaner Production. 243. p.118595.
Ronda, L., Valor, C. and Abril, C., 2018. Are they willing to work for you? An employee-centric
view to employer brand attractiveness. Journal of Product & Brand Management.
Stone, R.J., Cox, A. and Gavin, M., 2020. Human resource management. John Wiley & Sons.
Wilbur, and et.al., 2020. Developing workforce diversity in the health professions: a social
justice perspective. Health Professions Education. 6(2). pp.222-229.
Willis, G., Cave, S. and Kunc, M., 2018. Strategic workforce planning in healthcare: A multi-
methodology approach. European Journal of Operational Research. 267(1). pp.250-263.
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