BHL6017 People Resourcing and Development Assignment Sample
Here’s the best sample of BHL6017 People Resourcing and Development Assignment, written by the expert.
INTRODUCTION:
The case study is about the double glazing company which is located in Sheffield. The company is owned by Carl and Sarah Sullivan. Mr. Sullivan is the managing director of the company as well as operation manager and Mrs. Sullivan works as office manager. The company has five people in their administrations which are: receptionist, HR officer, payroll clerk, general administrator and marketing officer. The company has two departments which are the sales department and customer care and warehouse department. The company is well appreciated by its employees and it even offers the employees great incentives in terms of providing bonus and social events. Other recreational facilities such as TV area, dart boards, pool area, and kitchen facilities are even offered with snacks and drinks machines. Participative management style is followed in the company. The working environment in the company is very friendly. Moreover, the company is observing growth. On the evaluation of the future needs of the company with the organizational analysis and job analysis it was found that internal and external challenges are faced by the company. The company requires reconstruction and a separate post of the HR manager has aroused.
Furthermore, to meet up the future needs certain changes have been made in the organization. Mr. Sullivan manages only the strategic issues concerned with the MD of the company and Kieran Dawson was promoted as Operation manager. Due to increasing demand of the products more workforces is required in the company because of which need of human resource planning was realised. This study will pay heed on the contextual issues, HR planning, equality and diversity, job design, recruitment and selection.
CONTEXTUAL ISSUES:
The contextual issues must be given attention by Easy Glaze as the working of the company is dependent upon these issues. All these issues affect the internal as well as external environment of the company. Being a manufacturing unit the political and technical issues prove to be the most crucial for the organization. The CIPD or the Charted Institute of Personnel and Development is an association consisting of the professionals of human resource in UK which has again drafted a lot of rules and regulations for the betterment of the human resources in the country. In lieu of the government laws the amalgamation of the economic, political, social and technological context will be of great help for the company to nurture and grow (Brewter and Hegewisch, 2017).
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Economic issues:
The economy of the whole world is changing rapidly. As per Farnham, (2015) with the concept of globalization the world has practically become a small place where the products and services can be delivered in any part of the world. Globalization is indeed amalgamation of the world economies. The competition has enhanced and resourcing of the human recourse has become extremely difficult. Easy Glaze is no different. The company manufactures double glazing because of which it deals with labour markets for production. Many workers belong to diverse cultures and have different thought process than one another. Inflation has accelerated in past few years and the economic growth of U.K has observed a downfall. The price increase is more and the wages are not matching it. The economy of North England is unable to meet its potential.
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Technological issues:
The techniques of production of double glaze are changing with time and the old methods are becoming obsolete. With the help of latest technology Easy Glaze will be able to operate with incredible efficiency. The HR department will even be affected as the new techniques will aid in advanced reporting, human recourse function outsourcing, will enable quick communication between the employees and software will help to plan, test and design the reward system for the employees resulting to employee satisfaction and motivation. The company must showcase its presence on the internet by the development of website. The use of social media can even aid on boosting sales in a massive manner.
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Political Context:
Political context includes the government and there agencies which frame the economic policies affecting the labour markets. The legal legislations are the deciding factor of the employment relations (Hook, Jenkins and Margaret, 2015). The rules such as health and safety, industrial policies, social policies, training and development and education of the employees are incorporated in the political context. Easy Glaze for its smooth functioning must follow all these rules by which the working won’t be interfered. Brexit which is the withdrawal of the United Kingdom from the European Union affected the trade of the whole European Union. All the cities of U.K are affected in a negative way as the trade cost is very high between the United Kingdom and the European Union. The economic outputs which are evaluates on terms of Gross Value Added has been forecasted to go 1.2% lower under software-enhanced Brexit and 2.3% under hard Brexit. With the increase in the trade cost the employment will be hampered and the people will have to pay for the consequences.
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Legislative Context:
With changes taking place all across the world the modifications are even observed in the legal aspects. The different laws such as Company Law Act (2006) and Employment Laws regarding discriminations have been amended. Easy Glaze has to register itself with the changes taking place in all these acts. The equality act 2010 was formed by the parliament of United Kingdom and the companies must abode by this law. This act focused on the Equal pay act 1970, Sex discrimination act 1975, Disability discrimination act 1995 and other areas which lead to discrimination at work place which are: age, sexual orientation and religion. Furthermore, the National living wage is the minimum amount of wage which is given to the employee per hour must also be taken into context.
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Social Context:
According to Marchington, Wilkinson, Donnelly and Kynighou, (2016), the workforce is depended upon the changes in the demographics. It is the social context depending on which the values and the attitudes of the employee are based on. It does not only create the mind-set of the current employees but even the future working generations. The inclination towards a particular career is because of the social norms. The work life balance can be learned from the older generations who even have high morals, ethics and commitment towards the organization. The employees in United Kingdom have started understanding the indispensability of work life balance and even at Easy Glaze the company will have to formulate policies which will help in achievement of work life balance.
HR PLANNING:
Human resource planning can be defined as the processes carried out to meet the future demand and the growth patterns the company will require doing a systematic human resource planning. For this a step by step procedure must be followed. It is a link between the human resource management and the strategic objectives of the organization.
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Analysing Organizational Objectives:
The objective of the organization is to evaluate and analyse the organizations human resource needs in the dynamic environment (Martin, 2010). The company was always run by the family which makes it rather more crucial to plan the skill and experts so as to meet the demand of the future. It will also provide an insight about the future work load in the organization.
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Inventory Of Current Human Resource:
The managing directors have the complete information about the number of employees already working which are: sales department has 24 employees with three teams and one member in each team is the team leader. With it there are 16 fitters and glazers. The capacity of each employee must be monitored and evaluated. For selection of the right fit of candidate the company can make use of internal sources or even external sources such as placement agencies.
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Forecasting Demand and Supply of Human Resource:
The human resource is required for the different positions in the organization and especially HR manager post is to be filled. The company must try to fill in the posts by the internal sources as the company works as a unit or family and the business is carried on by the family only (Bach and Edwards, 2013). Otherwise the use of external sources can be done. The job description must be matched with the job specification. Price, (2010) states that there are certain factors which have affected the demand of human resource in the organization and they are:
Factors affecting demand of Human resource in Easy Glaze Ltd:
- The future demand of the products must be matched with the productivity and the gap must be determined.
- Replacement requirements must be found in case of any resignation.
- Employees with higher skills are needed who can match the growing demands of the organization.
- At last the recruitment and selection will even be depended upon the budget of the organization.
Work Load Forecasting Method for Demand Forecasting:
Out of several methods of demand forecasting the work load forecasting methods will be best suited in the present scenario. Under this method the inventory of the employees to the work at present and in future is analysed on the basis of which the number of employees which need to be recruited is found out. As Easy Glaze is a production company more emphasis is on the productivity and turnover (Wilton, 2016). The working capacity of every employee is evaluated based on their work hours. The man hours for all the units are evaluated separately depending on which the number of employees needed are determined.
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Manpower gap:
After the gap in demand and supply is evaluated the number of employees which will be needed in will be observed. The company will need to provide proper training to these employees so as they can be profitable for the company.
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HR Action Plan and Feedback:
The several steps will be taken to plan the human resource in the organization. The HR manager will be responsible for the recruitments, training and development and even the inter department transfers. At last, the Hr plan is compared to its application (Mathis and Jackson, 2010).
EQUALITY AND DIVERSITY:
With increase in the workforce the diversity of the employees will also increase. This diversity is of believes, value, culture, thinking and behaviour to name a few. At the same time the people who have the same value set form a group in the organization (Kriton and Greene, 2015). The development of these groups in the Easy Glaze can prove to be very harmful and disadvantageous for the development and growth of the company. In United Kingdom the legal procedure teats all the employees as equal and there must be no discrimination done among them or it is a crime and a punishable offence. Equality act was formed in 2010 and describes an anti-discriminatory framework. The nine protected characteristics were even stated in this act which are:
- Age
- Disability
- Marriage and civil partnership
- Gender reassignment
- Race
- Pregnancy and maternity
- Religion and belief
- Sex
- Sexual orientation
The organizations must not conduct any form of institutional discrimination. The people who are involved in the practices if resourcing and development are mainly bothered about the laws specific to discrimination. At the same time the labour market in UK has inflows which refers that the market is filled with labours. These labours are even segmented on the basis of their geography which refers to international labour, domestic labour, local and regional labour, there work characteristic which refers to their age, culture, gender and attitude and at last their skills and educational backgrounds (Kumara and Manfredi, 2012). In case the company employees the diversified labour and is able to manage it the company will gain a competitive edge. The CIPD is the preacher of promotion of diversity at the workplace and believes it is essential for good management. As an individual every employee must be treated as equal and valued. To help in cultivating diversity in accordance to CIPD Easy Glaze must develop participative environment. It believes that the legislations of UK has set many technical, political and social norms but the rules specific to race, religion, gender or sexual orientation still need to be developed. The equality and diversity definitely add benefit to the companies and promotes employee engagement. The company will observe a trend of increase in the labour demand as the company is just in its growth stage. The diversity among these employees will surely increase and so will the gaps in the skills of the employees. For their sourcing of the employees the company will need to develop a contingent approach where in the human resource manager must inform about the decisions made and the resourcing process by respecting all the diversities.
JOB DESIGN:
Job designing is very important for Easy Glaze and especially the company will have to select the best suited method of job designing which will be applied. The wrong selection will prove to very disadvantageous for the company and will also reduce the productivity of the company. The term job design can be defined as designing the task and is concerned with the specifications of the relationships in the job, methods and contents so as to fulfil the requirements of the organizations and also satisfying the personal requirements of the job (Aswathappa, 2010). These are several methods of job designing which are:
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Job Rotation:
Job rotation is one of the most popular method of job designing where in the employees are shifted from one job to another so as the nature of the job changes and it remains interesting. It even helps the employees to learn number of tasks and excel in them. When the given work becomes boring for the employee and the interest to work is reduced the employee is shifted to a job which needs a similar set of skills. The shift is completely depended on the skills of the employees. If the employee is highly skilled it has more flexibility for changing the job and vice versa. But under it the training cost is high and while the employees are shifted from one job to another the employee takes time to adjust to the changing action of work. It can demoralize the ambitions employees.
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Job Engineering:
In this method the task which is to be performed is given heed, the techniques which will be put to use, flow of work, performance standards, dependence of the people and machines and the layout of the work is essential. The study of time and motion is also an integral part of it. The labour is skilled and highly specialized which aid the employees to work faster, make hiring economical as the people with less skills can be welcomed and trained because of which the wages are low, less supervision is required and jobs are standardized and it even has short work cycles. It helps in attaining high productivity (Dessler, 2011).
Out of all the methods the application of job engineering will be most suited for the organization as it is a double glazing company and is concerned with manufacturing. Because of the implication of this method the working procedure is crystal clear to the employees, steps to perform every action are clearly mentioned, there is a clear and defined authority and responsibility relationship, the information transferred in the organization and the jargons are clearly understood by the employees and at last the employees are involved in the design process. Albeit, this method at times becomes monotones but as the management of Easy Glaze offers a number of recreational facilities such as quizzes, pool table, huge staff room and many more the nature of work won’t be a problem. Also, the cost incurred by the application of this method will prove to be quite economical for the company in their growing phase.
RECRUITMENT AND SELECTION:
Recruitment and selecting are the basis of human resource planning of any organization. The need for HR manager in the organization is realised in Easy Glaze.
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Job specification for the HR manager:
The human resource manager is the one responsible for all the HR functions. The HR manager will have the direct line management to other two head of departments which are: HR officer and Payroll administrator. For offering the HR services in the organization HR manager will require to work with sales manager, office manager and also operations manager. The job specifications for HR manager are as follows:
- Organizations departmental planning
- Development and application of HR policies and procedures
- Recruiting and staffing; Listing recruitment and selection strategies
- Welfare and safety of employee
- Listing recruitment and selection strategies
- Evaluating the policies concerning to equality and diversity and making sure that all the government rules are followed in the organization.
- Development of employee reward system
- Analysing the need for future human resource
- Paying heed on the absence of employees, discipline in the organization
- Setting rules for promotions, performance management, and employee satisfaction and employee development.
- Documentation of the employees
- Health and wellness of the employee
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Recruitment and selection strategy for HR manager:
- Internal Sourcing
As the name suggest internal sourcing is filling a position in the organization by the existing employees of the company (Marder, 2013). This is done when to fill in a post no training or special requirements are needed. The cost of recruitment and section are even excluded. It gives the employees a boost to perform better.
- External Sourcing
The use of external recruitment tools is done to search for the right candidate. These tools incorporate: advertisements, job boards, and trade publication announcements. The applicants of the job might or might not be experienced in the field of double glazing. This method is used when the vacant position requires special skills which are not present in the current employees. Henceforth, development of job description is essential for this method.
- Third Party Sourcing:
Here in the companies rather than searching for the candidate directly ask a third party such as placement agency to search for a qualified person for the job. For this purpose the third party will make use of various tools and methods by which the best candidate for the job is found. Various offers are even given such as more incentives, better salary and challenging job so as to develop interest regarding the job.
- Interview, Pre Selection and Selection:
In view of Sostrin, (2013), after the applications are received the next step is to interview the applicants and go through there resume. It is always good to give an imaginary situation to the candidate and ask to provide a solution for it. The right candidate is then selected.
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Recommended method:
The position of HR manager is to be filled by Easy Glaze and for this the use of third part sourcing and interview method will be most appropriate as Sarha has no specialist HR skills or qualifications to handle the increasing complexity of workforce. Also, any employee is not cable to fill in the post. On the other hand the use of third party will reduce the time involved in the method of external sourcing and from the list of candidates provided by the third party direct interviews can be conducted.
CONCLUSION:
By filling in the post of HR manager in Easy Glaze the efficiency and effectiveness of the workforce will definitely enhance. For the purpose of job design the best suited method will be of job engineering. Work load forecasting method will be most appropriate for demand forecasting. At the same time the search of the HR manager will be done by the use of third party placements and interview methods. Also, the CIPD in UK play an essential role with the rules and regulations formulated by the government because of which all the details of political, social, technical and legislative context must be evaluated and applied in the organization. With increase in complexity the diversity of the workplace is even enhancing. Easy glaze must treat all the employees as equals which will help the company to grow further by combining the strengths of the employees.
REFRENCES:
- Aswathappa, (2010), Human resource management, Tata McGraw Hill Education
- Bach S and Edwards M, (2013), Managing human resource, John Wiley and sons
- Brewter C and Hegewisch A, (2017), Taylor and Francis
- Daft R.L, Murphy J and Willmott H, (2010), Cengagae learning
- Dessler G, (2011), human resource management, prentice hall
- Farnham D, (2015),Human resource management in context, Kogan Publishers
- Hook C, Jenkins A and Margaret F, (2015), Introducing human resource management, Pearson education limited.
- Kriton G and Greene A, (2015), The dynamics of managing diversity, Routledge
- Kumara S and Manfredi S, (2012), Managing equality and diversity, Oxford
- Marchington M, WilkinsonA, Donnelly R and Kynighou A, (2016), Human resource management at work, Kogan Page Publishers
- Marder-Clark M, (2013), Job Description handbook, Nolo
- Martin J, (2010), Key concepts of human resource management, business and economics
- Mathis R.L and Jackson J.H, (2010), human resource management, Cengage learning
- Price A, (2011), Human resource management, Cengage learning
- Sostrin J, (2013),Beyond the job description, Palgrave McMillan
- Wilton N, (2016), an introduction to human resource management, SAGE
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