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HUMAN RESOURCES

MANAGEMENT

TASK 2
P5. Analyse at least five reasons for workforce planning in Harrods or any other

organisation of your choice. (AC 2.1).

HR planning represents a systematic process to assess the requirements of

human resource of an organisation for making sure that an appropriate

employees number with the appropriate competencies and skills are available

when are being needed within the company. (Stone ,2008)

HR planning is being linked with the purposes, senior management and

strategy of the organisation since is supporting the company for achieving its

mission, goals, vision as well as objectives.


BA recruitment and selection start after a

HR planning is being carried out.

Generally HR planning represents a

structured process of gap identification

between the organisation current needs or

the employees demand for a position of

the job and the external employees supply

for those positions.


British Airways is caring out its activity of HR planning because of various
reasons such as:

For identifying the availability of needed employees which are competent for
caring out the future and the current activities of the organisation. Here the
company is identifying whether the organisation is having the capable
competencies for implementing the planned strategies of the organisation in the
future.

For identifying the strategies of recruitment and selection based on a level of


supply and demand of employees for a certain job position. Here BA is determining
strategies of labour redundancy.
For identifying the internal opportunities of promotion for its

current employees who waits for opportunities of growth within

the organisation.

For effectively handling the issues which are related with the

management of HR at the organisation such as changes into the

skills set required, control the labour costs and employees

turnover.
P6. Outline and explain the stages involved in Human Resources Planning

(AC 2.2).

British Airways is conducting the HR planning for identifying the business

requirements of human resource and is planning the appropriate strategies of

recruitment and selection. The stages involved into the BA HR planning are:

Environmental scanning
Within this stage BA is focusing on the threats and opportunities
which are being imposed by the external forces within the
business environment such as labour market, legal environment
etc. Into the labour market the company is looking at the future
trends into both international and domestic labour market. (Walsh,
2009)
Labour demand forecast

Here BA is taking into consideration the internal

factors which are impacting the future requirements

of labour of the organisation. Within this stage BA is

using both quantitative and qualitative methods. As

a qualitative method for being able to forecast the

demand of future labour the organisation is using

the nominal method which represent asking into

various departments about the future needs of their

workers. (Hilary, 2013)


Supply analysis

BA is using profile of the workers and organisational

charts replacements for analysing their internal supply

of workers and different government and industrial

reports are being used to analyse the external supply

of workers. (John, 2008)

Gap analysis, action programming and evaluation


Within this stage, the organisation is comparing the demand of
employment with the supply employment and is identifying the employees
needed amount for different position of the job. After that is being
determined the appropriate strategy of recruitment and selection.
P7. Compare the recruitment and selection process in any two organisations of your

choice (AC 2.3).

The process of recruitment and selection

of both BA and Ryanair might be

compared within various aspects such as

the used methods of recruitment, the

communication with the applicants of the

job etc. (Bernardin, 2007)


Before starting this process, the two
While on the other hand the main aim
companies are establishing the within the selection process at

objectives and the aims of the process RYANAIR is obtaining the suitable
candidates pool for the available
of selection and are conducting an
vacancies of the job. Also both
analysis of the job for identifying the organisations are preparing job

existing position of the job within the description and the scope of the
vacant post for describing what
company. The main aim at BA is
competencies, qualifications, qualities
ensuring the business is complying with and skills are required for the

the human rights and equity law as a applicants of their job. (Hilary ,2013)

business unit which is ethical and legal.


BA is recruiting employees into their

annual basis for the levels nonexecutive.

The employees for the executive levels are

being recruited into the immediate basis

where there is occurred the vacancies.


On the other hand RYANAIR is recruiting

employees only when occurs a vacancy

and whether it must be an external or

internal recruitment which is decided by

the directors board depending on the

situation.
Both companies are allowing the applicants of the

job to apply on the job preferred through the official

site of the companies. The process of recruitment

and selection within BA is consisting on three tests

and three session of interview and the process of

recruitment within RYANAIR are consisting within

one test such as a practical one and one session of

interview.
P8. Evaluate the effectiveness of the recruitment and selection techniques used in

two different organisations (AC 2.4.).

BA and RYANAIR are using various different techniques for recruiting

and selecting employees and for both the companies can be identified

various advantages and disadvantages.

Having an annual base for recruiting workers is cost effective for BA

while on the other hand RYANAIR immediate recruitment is having

involved a high cost since is a possibility that the company operation to be

interrupted due to a blank into a specific position of the job for a certain

amount of the time period.


Allowing the internal worker to promote for

the position of the job within the executive

levels represent a good strategy for


Online strategy of recruitment is
motivating the employees of BA but is
having benefices for the both
limiting the coming opportunity for new companies since is allowing the

ideas of management into the organisation. domestic job seekers as well as


international one for applying for
On the other hand deciding o the method of
a job position within the
recruitment by the company board is for organisations. (John, 2008)

RYANAIR a time consuming.


REFERENCES
Armstrong M (2010) A Handbook of Human Resource Management Practice, 10 th Edition, Kogan page

Limited

Bernardin, H. J. (2007). Human Resource Management. McGraw-Hill Companies Inc. .

British Airways Limited (2014) HR practices

Hilary Harris, C. B. (2013), International Human Resource Management,CIPD Publishing

John Purcell, N. K. (2008), People Management and Performance, Taylor & Francis.

Legislation.GOV.UK (2014) UK Government Policies

Randhawa, G. (2007). Human Resource Management. New Delhi: Atlantic Publishers.

Walsh, D. (2009), Employment Law for Human Resource Practice, Cengage Learning.

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