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Human resource planning is a process in which continuous planning is needed to progress and achieve ultimate success by using valuable assets and skilled employees of a particular organization. It ensures a healthy relationship between the employees and the organization. There are some steps in planning human resources in an organization. These are: Analyzing organizational objectives and plans, Preparing inventory for human resources, Assessment of demand and supply in the future, Matching demand and supply, and last but not least establishing a plan. HR planning is a pillar of decision-making in an organization and it is an integral part of the success of an organization.

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Task 1

Human resource planning is a process using which an institution guarantees that it has the right people and sufficient employees working for it. If an employee has a good relationship with the organization, then it can succeed easily with the help of their employees. An organization has to ensure that the employees can understand the objective behind their work and work in an efficient way to achieve success (Du Plessis et al. 2018). HR planning has some key steps. These are assessments of current human resources, predicting the needs of an organization, and finally matching that requirement of demand and supply. Predicting requirements of human sources includes studying supply factors that are responsible for decreasing and increasing the supply of human sources for an organization. New recruitments increase the human resources of a company and on the other hand illness and deaths reduce supply.

Requirements for human resources are to control the cost of labor, skilled labor accumulation, making proper business decisions, and assessment of market risk in the future. The main task for the recruiters is to appoint the right person to the right place so that he/she can give his/her full potential to help that organization succeed.

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Strategies for HR requirements are:

Scanning the environment: It is one of the important factors of business intelligence. If an organizational environment is good then it helps to grow their employees and helps them to contribute more in that system. It becomes easy for a new employee to be friends with others in such a situation.

Current work profile: The present situation regarding supply and demand information is important to understand the current workforce of a company.

View about future workforce: Looking towards the future of an organization, HR recruits people who can fit perfectly in their organization and can give their best for the success of that organization (Chung-Hall et al. 2019). Looking at the requirements of the employees is also important for keeping a good relationship with employees.

HR management has a huge role in the case of leading the organization. So if they make a perfect choice in the case of selecting an employee as well as leading that organization. Increasing human resource management is important for the sustainability of an organization in the future (Stahl et al. 2020). The main challenge faced by an organization is to fill the gap between the demand of employees and the availability of employees. That gap must be filled for the sustainability of an organization.

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Impact of HR planning on strategic planning

Strategic planning is a process where the leaders of an organization define their future scopes and objectives regarding a business and act accordingly to be sustainable. Strategic planning has a significant, positive, and moderate impact on the success of an organization (George et al. 2019). It also has some negative impacts on the organization. Here some steps are included in developing a strategy for the improvement of HR planning. These steps are listing objectives and goals, developing a program regarding the career, training in the organization, employee development, development of leadership, Recruitment planning, and changing the structure of an organization. Proper leadership and recruitment can improve an organization, listing objectives and specifying the goals to all employees is very important.

Human resources and Strategic planning have a relationship. One of the factors is dependent on the other. Some factors regarding this relationship are:

Assessment of the impacts: when the strategic plan of an organization improves then the human resource planning is also improved. The human resource team plans and analyzes the finances and plans recruitment and other training for the employees. In this way employees of an organization become skilled. For any new initiative, human resource and time factors are involved (ALAGAH, 2021) Only an HR manager can decide how much time an organization will take to recruit a new workforce. They can also do their work with staff on a contractual basis. These plans affect the future of an organization.

Plan execution: After taking an initiative for the organization, changes are monitored by the authority. They also evaluate their decision in terms of sufficiency, sustainability, and affordability. If this plan is proper then this change is good. If not then the whole change is done again for the desired outcome.

Feedback and monitoring system: Feedback and monitoring system is a way to evaluate the decisions taken for an organization. So observing and evaluating this is very necessary or it can destroy the sustainability of that organization. Constant monitoring and evaluation are needed for such plans.

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Task 2

The current legal requirements influencing HR planning

The human resources of a company is also an integral part of economic development. The supply and demand of an economy are directly connected with the supply and demand of human resources. Goods and services are connected with human lives and these are the parts of demand in an economy. Goods are used by people and proper utilization of goods, education, and proper lifestyle improves the human resource quality (Monazam Ebrahimpour et al. 2021). Supply, production, and capital of human resources are the main parts and these convert resources to services. The Relationship between human resources and capital is also very strong. Economic growth is not possible without the increase of human resources and capital. Capital is directly connected with labor. Properly skilled employees can contribute to the improvement of an organization. Human resources are a population which is an integral part of this economy. So the growth of this population contributes to the growth of human resources. Four HR laws are: There are many legal requirements for human resources. These are:

Population: Economic growth is not possible without the increase of human resources and capital. Capital is directly connected with labor. Properly skilled employees can contribute to the improvement of an organization. The growth of a population can be divided into three parts. These are population policies and structure.

Age composition: Age composition means dividing a population by age groups. Mainly the youths can participate in human resources in different organizations (Hastig and Sodhi, 2020). In an economy mainly the 15-65 age group is considered as the active age group. If active people in an economy are increased then human resources for that economy are also increased.

Migration of people: Migration from one place to another for the workforce is an important factor that contributes to an economy. The population of one place changes for migration. Migration also happens for these active groups of human resources.

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Proper training and education: Training and education have a very important role in making a population educated. Training in an organization can help employees understand the expectations of that organization (Santos, 2020). Training and education can be of two types. These are formal and informal. Development of this training and education system can also improve the workforce.

Health and lifestyle: Health and lifestyle improvement can improve the whole population and can also improve the whole workforce (Mitsakis, 2021). A healthy lifestyle in an organization can help an employee to concentrate on the work and give his/her whole concentration in work. This can improve the organization.

Opportunity equality: Opportunity equality for male and female employees can improve the work culture in an organization. This also can improve human resources.

Methodologies to support the recruitment and selection of staff

Recruitment of fresh minds is important for maintaining work balance in an organization and recruitment is done based on requirements. An organization should choose such people who can be properly skilled for that work. This tendency can give work satisfaction to that employee. Many methods support recruitment and selection. Recruitment should be proper for an organization (Khan, 2018). Fresh people can give different ideas about different works. Freshly recruited people can suggest ideas that can be beneficial for an organization. On the other hand, freshly recruited people can work harder than the aged workforce. They are well-trained to use technologies and include many innovations in their work. There are many techniques for recruitment. These are Direct advertisement, a database of talent tools, transfer, and promotion, exchanges of employees, recruiting agencies, and professional organizations.


Impact of current legislation and organizational requirements

Organizational performance decreases if it does not recruit quality employees (Edeh and Dialoke, 2020). When a person is serving as an employee they should obey the organizational legislation and also the government legislation. While recruitment the organization has to tell employees about the basic behavior in a workplace. An employee should not discriminate against other employees and should treat people fairly. The Employment Rights Act ensures that an employee gives a written statement about this employment. The rights of an employee are wages, working hours, holidays, and many more.

Task 3

Organizational culture affects the recruitment and retention of staff

Human resource planning is a process in which continuous planning is needed to progress and achieve ultimate success by using valuable assets and skilled employees of a particular organization. The environment and culture of an organization are mainly created by the staff and the leaders of that organization. Green human resource practices can increase environmental performance and human capital (Roscoe et al. 2019). So choosing employees properly is very important to maintain a healthy culture in an organization. If one employee is not contributing to that company properly then it has a bad impact on the working culture. On the other hand, a senior employee should notice his/her absence at work to maintain a healthy workspace culture. Ignoring this behavior can make that senior person also lazy. Lastly, this culture spoils the workplace.

Organizational culture is a very powerful aspect as it can give an impression on recruitment, profit, and employee morale. Mainly company culture influences the performance of an employee. In a strong organizational culture, an employee feels valued and they can enjoy their work. A strong company culture helps its employees to grow by giving them different opportunities and enthusiasm. A work culture can also have an impact on the happiness of an employee (Aslamv et al. 2018). If a company is causing stress and does not understand an employee’s needs, then employees will not feel comfortable working in such a type of environment. Stress and lack of understanding of the company hierarchy can develop a lack of satisfaction in the heart of an employee and then, he/she will not be able to concentrate on work. As a result, company success will be affected. Company culture can have an impact on the engagement of an employee. These factors are:


Communication: Good communication at different levels of a company can affect an employee. Termination, negative morale, or encouragement of an employee for his/her work can make an employee less concentrated on their work. As a result, it can affect the organization.

Safety: An organization should keep an eye on an employee’s safety. Then employees can work dedicatedly for that company. This can increase an employee’s engagement towards work.

Collaboration: The collaborative nature of a company can increase teamwork and proper decision-making. Employees are given a chance to contribute to a team and ideas are taken from every employee (Yanna, 2019). This can help to increase the engagement of an employee in work. Collaboration also enhances cordial relationships between all employees.

Growth: Organizational culture always helps to grow an employee by giving them different opportunities. If an employee cannot get a chance to develop himself in an organization then frustration starts growing in him and it can cause that employee to contribute less to work.

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Work environment

Organizational factors affect an employee very much as that employee is spending a lot of time in this environment. An organization should give attention to an employee and also help that employee to cope with the work environment. Many factors can affect the organizational environment. These are:

Knowledge of a person: employees working in an organization should be correctly skilled for that particular work. Managers should focus on their skills while recruiting a new person for their organization. The age of an employee can also affect the nature of working (Thuo et al. 2018). An aged employee can be less effective but their knowledge about the work is very clear. So an organization should maintain a proper ratio between employees so that experience and skill both can be balanced.

Materials: The quality of raw materials can decide the nature of a work. If an organization wants to help their employees then they should be given proper materials for effective work. Tools provided to the employees should be in a proper state. This assistance can improve the performance of an employee.

Equipment: All equipment used in a work should be proper and up to date. These can impact the working style of an employee. If an employee gets help from an organization then he/she can give total concentration on work.

Motivating an employee is an important factor in the improvement of the working environment. If an employee is not properly motivated then it can lead to the failure of the objectives of that organization (EYOUEL, 2020). Lack of motivation can decrease the concentration of that employee. Work-life imbalance and increasing stress of work demotivate an employee.

Many advantageous factors can increase the positive mindset of an employee while working for an organization: These are: Work satisfaction can increase employee happiness, increase productivity, profitability, and creativity, decrease employee turnover, and enhance the revenue of a business. A positive mindset in work can reduce long-term leaves.

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In this assignment, human resource importance in the workplace is explained. In task 1 part strategic importance of current and future aspects are discussed, and then impacting factors for HR planning are discussed elaborately. In the next section legal requirements affecting HR planning and approaches for staff selection in an organization are discussed in a good manner. In the last section, the impacts of organizational culture and work environment on an employee and their work are discussed. From this assignment, it can be said that organizational factors are very important for employee performance. Understanding employee needs can give an employee satisfaction and this can help an organization to get success. As the working environment and culture of each organization are changing day by day, recruitment culture is also changing with time to increase profit and work efficiency. Change of working culture is important to help employees to cope with the environment.

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Reference list

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