Reckitt Benckiser Plc: HRM Practices, Workforce Planning and Impact

This report provides an overview of Human Resource Management (HRM) practices at Reckitt Benckiser plc, focusing on workforce planning, recruitment and selection approaches, and the benefits of HRM practices. It examines the functions and purpose of HRM, including job analysis, recruitment, training, and development. The report analyzes the strengths and weaknesses of internal and external recruitment sources. It evaluates the effectiveness of HRM practices in achieving company profits, the significance of employee relations in HRM decision-making, and the impact of employment legislation, such as the Equality Act 2010 and the Employment Protection Act 1978, on HRM decisions. The report concludes by illustrating HRM practices within a work-related context, emphasizing job descriptions and organizational needs.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
 Introduction
 Overview of company
 Functions and purpose of HRM which can applicable on
workforce planning
 Strengths and Weaknesses of various approaches in
selection and recruitment
 Human resource management practices benefits the
company.

TABLE OF CONTENTS
 Evaluation of effectiveness of HRM practices in
achieving profits for the company.
 Significance of employee’s relations in respect to HRM
decision making
 Impact of employment legislation on HRM decision
making
 Conclusion
 References

INTRODUCTION
 Human resource management refers to business practice that
includes recruiting, selecting, controlling, hiring and deploying the
suitable workforce for the vacant job in an organization. It is concern
with managing manpower and allocation of business resources.
 The study will clarify functions and purpose of Human resource
management that is applicable for workforce planning. It will explain
weakness and strengths of various approaches in recruitment and
selection. Furthermore, it will explicate advantage of human resource
practices in an organization. Then, it will determine significance of
employee’s relations in accordance with HRM decision making.
Moreover, it will identify employment legislation and influence of
them on HRM decision making. Lastly report will cover illustration
of HRM practices to work related context.

OVERVIEW OF COMPANY
 The project report is based on Reckitt Benckiser group plc.
The company deals in consumer healthcare, cleaning,
nutrition and personal care products. The company is
founded on 1814. Its founders are Isaac Reckitt, Jeremiah
Colman and Johann Benckiser. Headquarters of firm are
situated in Slough, England in United Kingdom.

FUNCTIONS AND PURPOSE OF HRM WHICH
CAN APPLICABLE ON WORKFORCE
PLANNING
 Human resource management is the process of
developing, making plan and regulating administrative
policies. It helps in development of human resource
program. This is concern with effective utilization of
manpower in order to bring better outputs. Purpose of
HRM in Reckitt Benckiser plc is as follows -

CONTINUE
 The objectives of HRM are interlinked with Reckitt Benckiser
plc goals. HRM gives direction to the employees to achieve the
goals simultaneously.
 Human resource management ensures coordination among the
people in an organization.
 They are responsible in delegating roles and responsibilities to
employees and workers.
 Human resource management maintains compliance with labor
laws.
 HRM of Reckitt Benckiser plc is helpful in assessing
performance of employees.

FUNCTIONS OF HRM
 Job Analysis - This is the process by which human resource
management of Reckitt Benckiser plc analysis job nature, skills
and abilities for a specific job role in the company. They prepare
job description and specification for the employees. It makes easy
for them to assign roles and responsibilities in an organization. In
this way they are able to recruit and appoint skillful workforce in
the company.

CONTINUE
 Recruitment and Selection - It is the process of screening,
captivating, qualification of candidates and selection of potential.
It is based on objective to fill the vacant job role in the company. It
is the process of attracting applicants as per their qualification.
Human resource management department of Reckitt Benckiser plc
select the best candidate by conducting interview in the company.
 Training and development - HR department of Reckitt Benckiser
plc is responsible to trained their employees about the use of new
technology or to assist them in learning new skills for their overall
growth and development. HR manager of the company gives
training to its employees or workers by conducting seminar,
induction programs and by organizing classes and sessions.
Through this the employees get to learn what they need to do in
organization.

STRENGTHS AND WEAKNESSES OF VARIOUS
APPROACHES IN SELECTION AND
RECRUITMENT
 Internal source approach
 In internal approach human resource management of
Reckitt Benckiser plc recruits and select employees on
internal basis. For the internal recruitment they transfer
the employees or gives them promotion so that vacant
job gets filled. Recruiting existing employees is cost
efficient. They also use referrals of existing employees to
select the new and appropriate candidate for the job role.
Human resource management also doesn’t feel confused
to choose potential employee within the organization.

STRENGTHS OF INTERNAL
APPROACH
 HRM is able to select best candidate in less time.
 It doesn't involve and cost of job advertising and
recruitment.
 Existing employees are well versed with organization
culture no training is required.
 There is no need to conduct interviews, human resource
management can simply choose appropriate candidate.
 There is no risk involved of hiring unqualified employee.
 By giving promotion to employees their morale gets
boosted which eventually turns into higher productivity.

WEAKNESSES OF INTERNAL APPROACH
 This approach has a drawback side that employees who
are not get promoted feels de-motivated.
 This may create discrimination in Reckitt Benckiser plc.
 Internal source approach limits opportunities for hiring
new talent.