Table of Content
P1 Describe internal and external factors in human resource planning.
P2 Describe how the skills that employees require to carry out jobs in an organization are identified.
P3 Outline how Boots motivates its employees.
P5 Explain how employee performance is measured and managed in Boots.
Human Resource Management (HRM) is the practice of recruiting, hiring, deploying, and managing employees of an organization. HRM is often referred to simply as HR (HR). This paper is based on the impact of human resources management on the business. The chosen company for this paper is Boots. Boots UK Ltd., trading as Boots, is a health and beauty retailer and pharmacy chain in the United Kingdom and other territories including Ireland and Thailand. Various causes of HRM have been explained. External and internal factors and their implications for business are also discussed. In addition to the various motivational theories that are highly effective for business are discussed. This paper describes Maslow’s and Hertzberg’s theory and how Boots used them. In addition, various skills that are required for the employees are explained. This article also emphasizes the process of getting better cooperation with staff. And finally, the process of measuring and managing employees’ performance is described. It also mentioned their importance in running a successful business.
P1 Describe internal and external factors in human resource planning
A successful HR strategy complements an organization’s mission and goals – so what works for an industry giant may not necessarily be right for the small business. Reasons for influencing HR activities are not static: To maximize recruitment and retention, and to minimize employee problems, small business managers must constantly monitor internal and external environmental issues and adjust the HR strategy accordingly. To do this, it is important to know what the internal and external elements may contain (Billy, 2016).
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The Organizational Structure
If Boots has not reviewed the organizational structure lately or has never created an extensive organization chart, consider this. The key to maximizing the effectiveness of the human resources function starts with determining the optimal staffing needs. Create an org chart, ranking each position and clearly delineating who works for whom. Write a job description for each position to determine if every task Boots need to perform has been assigned (Billy, 2016).
How Much Budget is Available
One obvious internal reason to consider when examining staff planning is the budget. Some locations are demand-sensitive, such as manufacturing, warehousing, customer service, and shipping. Boots will receive money from the increased revenue to fill these positions. Other locations that do not generate revenue, but bring value, need Boots to find the money for these positions (Billy, 2016).
Staff Skill Levels
As the company grows, Boots may have additional administrative or operational requirements that current workers cannot meet. Consider offering staff training instead of hiring a contractor or additional staff. Involve staff development in human resources planning, including site training, tuition compensation, and the sending of staff to seminars and workshops (Billy, 2016).
Trends in Workplace Productivity
In order to get the most out of employees, the most positive workplace must be created. Offer frequent contact details about cleaning job descriptions and annual reviews, a wellness program, morale-building activities such as competitions or outings, an employee newsletter, and personal, departmental, or organization success. (Billy, 2016).
Compliance with Regulations
Work with the insurance company, local fire department, a security professional, and an employment expert to make sure Boots covers the legal requirements as they apply to the workers. This includes following state and federal labor laws and regulations, creating a safe and secure office space, store, plant or warehouse, instituting and enforcing company policies and procedures and paying all required taxes and insurance (Billy, 2016).
With the introduction of new workplace compliance standards, the human resources department is constantly under pressure to stay within the law. These types of regulations affect every HR department process, including recruitment, training, compensation, termination, and more. A company can be fined heavily for not following these rules, which can stop the company if it’s bad enough (Billy, 2016)…………………