For HRM, I shall be producing an analytical report on AJP Ltd, explaining how the business manages its human resources. I will be present a broad summary of HRM showing its significance to the business

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Jasmine Asim                HRM

                Peter Roe

Human Resource Management

Introduction

For HRM, I shall be producing an analytical report on AJP Ltd, explaining how the business manages its human resources.  I will be present a broad summary of HRM showing its significance to the business, together with all four of the following roles and identification on several areas of disagreement between these areas with a focus in depth on only one of them, which are:

  • Human resource planning.
  • Recruitment and selection.
  • Training and development.
  • Performance management.

SECTION ONE – Human Resource Planning

For this section of the report, I shall be investigating how AJP has developed its HRM policy and shall be commenting on the following things:

  • Planning HRM needs
  • How long  it takes to plan those needs
  • How flexible is it at planning
  • What strategies do they have to deal with human resource management
  • The importance of AJP having a HR strategy

AJP plans its human resources needs by assessing the firm’s compensation system to decide the real value of buying.  The HR experts are consulted before and after the decision to make a major acquisitions purchase. The Human Resource department serves a connection between management and employees.  Giving particular services members of staff, the department’s objective is to encourage positive relationships, to boost job satisfaction, and to make certain that all customer and client needs are met. A company like AJP who are major, would have to plan their needs over a long period of time, as they need to keep a large business like theirs, to run successfully which includes employees as well.  The HR director must be knowledgeable of company objectives, significant laws and union contracts, and will need to be able to be familiar with and assess industry trends.  In minor companies, HR directors could be considered HR Generalists who carry out all the specific personnel duties themselves, whereas in major companies the HR Directors overlook several departments that are has a manager and staff specialists or legislative bodies who are in charge of one specialised activity.

Any competent HRM department needs to combine its departmental plan to fall in place with the strategy with the rest of the company.  The HRM role needs to communicate with other departments, so that they can guarantee an efficient organisational structure, selection, HR planning, performance appraisal, organisational strategies and training.  HR hasn’t been entirely involved in the company’s major planning decisions, however with the exception of industrial matters that are associated with pricing and merging compensation and benefit programs of possible and understandable acquisitions.  Nevertheless, the need to draw and keep experienced workers who are decisive to the expansion and use of rising technologies serves as a sturdy inducement for the company to construct and maintain a culture and complete set of HR practices that act in response to the needs and interests of this sector of the workforce.

SECTION TWO – Employment trends

For this section of my project, I shall be presenting detailed knowledge about the labour demand and supply in the Camden area. I shall be including many things, such as:

  • Future needs of the organisation relating to ethnic minorities and IT staff.
  • The external labour market and its effect upon the companies staffing strategies.
  • Comparing the local and London labour market trends that could relate to the business.
  • Evaluating the short and long term labour market strategies.
  • Evaluating the significance of this type of data to the ongoing HR planning of the business.

As you can see, these are official statistics on the labour demand in the Camden area.  The first table displays the Jobs Density, which is the ratio of total jobs to the working-age population.  So this tells us that 278,000 of the working-age population in Camden have jobs. Then in the second column there is the density just in Camden which is 1.8, in London the density is 0.9 and in Great Britain it’s 0.8.

The second table is for Employee Jobs, as you can see here the total employee jobs is 248,269.  There are 193,021 employees working full-time and 55,248 employees working part-time. The rest of the table shows how many workers work in each industry, and in the next three columns, there are percentages that are based on total employee jobs.

AJP can use this type of data, from the Camden Labour Market Profile, to look and see the numbers of staff that are available to work, because AJP are hoping to employ 20 sales staff, 30 administrative and secretarial, 10 Managers and 30 Associate Professional and Technical staff, for their South-East company.   The total population in Camden is 210,700 of which 104,000 are males and 106,600 are females, which also shows there are many women than men in Camden too.  From looking at data, I have been able to learn that the people of working age (16-65) in Camden altogether is 151,700 of which 77,600 are males and 74,100 are females, telling us that there are more men working than women, in Camden.

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AJP will have to look at the Labour Supply in the Camden area. I have noticed that in Camden there are 100,300 people who are economically active, that’s 70.9% in Camden. In London there are 74.5% people economically active and in the UK altogether there are 78.2%.  There are 92,900 people in Camden who are in employment, of which 74,300 are employees and 18,000 are self-employed.  So that’s 65.7% of the population in Camden who are in employment and 7.4% who are unemployed.  Nevertheless, there are the other people to consider who are economically inactive, where there are people ...

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