LO1 Know the factors that are involved in human resource planning in

organisations
P1

Describe three internal factors to consider when planning the human resource
requirements of an organisation

Name and Name:Peacock Group

Describe Peacock Group is asmall retailer in the UK. It has more than 30 stores in the
Internal
Factor 1 Europe and earned more than 2.50 million and headquartered at North
Hampshire.
Employee Retirement:Peacock's top management is highly influenced by
retiring the ageing employee. Giving retirement to the aged employee in
crucial for the Peacock Group because Company can hire another talent,
more competitive and energetic employee where the job performance of the
aged person isn't satisfactory. After retiring this employee, for short term,
Peacock faces the decision making and internal operation. Those who goes on
Retirement get the retirement packages, pension and social welfare bonus etc.

Name and Business expansion and growth Peacock Group recently launched 4 retail
Describe stores in Abington, New Castle and South England by which business
Internal
Factor 2 operation has expanded. Peacock has recruited new employees to expand the
business operation. Business growth affects the internal operation of Peacock,
top management has to think how to make profitable this extended area.
Their strategic thinking ability also enhances. Annual product sales will boost
up and as It is generating more revenue using theses limited budget and
resources.

Name and Employeeskilldevelopmentis another influencing factor in determining the

Describe human capital requirement.The skilled employee is the resource of the
Internal
Factor 3 Peacock Group and his/her specialisation assist in reducing the cost and
handle any overwork. Training and training budget and how much staff need
 to be skilled is measured tactfully in the Peacock Group.

Describe three external factors to consider when planning the human resource
requirements of an organisation

Name and Legal considerationPeacock Group influenced by government legal rules

Describe hence its external factors. Under legal consideration, Peacock Group is bound
External
Factor 1 to adopt the government rules, health and safety consideration and equity for
all gender in the workplace. Like, Human Resource department of Peacock
has to consider some legal acts when recruiting the employee like Data
Protection act, Sex discrimination act, Disability Act, Equality Act etc.
Name and Technological environment is one of the external factors of Peacock
Describe Groupbecause technology is developing gradually and acompetitor can gain
External
Factor 2 the advantage using this advanced technology(Aguinis, 2014).Peacock Group
must be up to date with that technology. Peacock Group implemented
electronic communication and artificial intelligence in monitoring the
inventory and raw sourcing (Aguinis, 2014).
Name and The Economic environment is anexternal factor because Peacock Group is
Describe influenced by outside person/ organisation like government, fiscal and
External
Factor 3 monetary policy, exchange rate, inflation and interest rate of the country
which is totally uncontrollable for the Peacock. Peacock Group is influenced
by the national income of the people as peoples buying behaviour is
influenced by the national income.
P2/M1/D1
Describe how the skills that
employees require to carry
out jobs in an organisation
are identified
What is a skills audit?
Explain the benefits to using
a skills audit for human
resource planning
Determine specific job skill for a particular job is very
important for thebest outcome. It is the primary jobs of
Human resource department are to determine the skill and
experience needed for the jobs (Aguinis, 2014). The
jobdescription should include acomplete description of the
skill, education, duties and responsibilities. Required Skills
for Peacock group are communication skill, problem-
solving skills,lucrative personality, professional education
and training to carry out the best result for the organisation
(Fisher, Schoenfeldt and Shaw, 2006). All these skills are a
key requirement that will be placed on the job
description.Peacock has identified theses skill to improve
the retailing activities and growth of the production unit.
The human resource manager can recruit this competent
employee and in the organisation, those employeesare not
meeting the target and performance, seminar, conference,
on the job training is required for the current employee to
improve the skills and making it transferable in the
workplace (Constable, 2014).
It isemployees skill assessmentprocess andfinds out
thegap between current skill requirement skills. It helps
human resource department to short out the best employee
for that position matching the skills (Fisher, Schoenfeldt
and Shaw, 2006). It places the employeespositionwhere
he/she is fit to carry out the best result. Moreover, it
ensures the management about the skill of employee to
perform the jobs the most suitable way. Thats why is
popularly known as skill gap assessment system.
Skill audit is afiltering system to short outthebest employee
for theparticular job. And employee and employer both
 benefitted from skill audit analysis.
Benefits to the Employees:
A perfect way of skill auditing helps the employee to
evaluate the employees accomplish with the job skill
requirement. In addition, theemployee is benefitted by
knowing the skill gap and further helps in professional skill
development activities (Fisher, Schoenfeldt and Shaw,
2006). Moreover, Employee gets the training opportunity
from the organisation.
Benefits to the Employer:
By doing an employee skill audit, employee of the
organisation is benefitted by finding out the best and
competent employee and So, it is saving much time and
effort of the human resource department (Fisher,
Schoenfeldt and Shaw, 2006). An employer can easily
reduce the organisation and staffing cost per employee by
identifying the weak employee. Another benefit of skill
audit is employee can know which training and
development need to be arranged for the weak employees.

Moreover, the skill and human resource assets can be used

most effective and economical ways. It helps to add value
to the human resource department (Perrew, 2011).
Evaluate the steps an Peacock Group has identified the required skills and
organisation can take to several steps have taken to improve the soft skills like
improve the skills of its
employees communication skills, leadership skills and technical skills
like Computer literacy skills, Project management skills
Use a real life example if
possible etc. And Peacock has identified these skill need by
organising; Individual Skill Auditing & Group Skill
Auditing.

Individual skill audit is applied on every employee of the

organisation where it is costly and time consuming for the
Peacock. Not only the organisation, can person individually
do own skill audit to know his ins and outs. Peacock
always evaluated the every fresh employee performance by
skill auditing.

After evaluation, theemployee becomes able to know the

lack of skill which is required for the organisation. HR
department arranges for various types of the training
program to convert unskilled or semi-skilled employee into
the skilled and efficient workforce(Constable, 2014). These
step will assist in improving the formal and informal
communication is usedto disseminate the knowledge and
skill requirement information among the employees
(Perrew, 2011).

Group skill auditing For developing the staff skill and

requirement, Peacock makes a skill survey to the mid and
lower level of employee and this approach is less time-
consuming and easily identifiable(Constable, 2014).
Evaluation of group skill audit, theHuman resource can
arrange group training, courses and training.

Group skill auditing opens the mentoring and coaching

facility for theemployee. In contrast, thenegative situation
may occur if employee doesn't take it seriously,
misinterpretation and wrong information will increase the
organisation and staffing cost of the Peacock.

For example, For improving the technical skills like

project management skills and computer literacy skills,
human resource manager have identified on the job
training. Applying this steps, disadvantage will face like it
will cost more on per employee skill development. Peacock
needs more financial resources and another disadvantage is
time-consuming that on the job training will consume more
 time for employee skills development.

LO2 Know how organisations motivate employees

P3/M2

What is the Motivation is the force that stimulates the employees to keep constant
definition of
motivation? interest on something. It holds the concentration around something

until the final result comes up. It is aneffective process of increasingthe

job productivity, reduce job turnover, keep anemployee happy and

short outbest effort from the employees. Employees follow self-

regulation and self-direction if they are motivated and always try to do

something best and profitable for the company.

Give 5 methods an
organisation can 1. Incentives: Incentive is one of the most popular methods of
use to motivate its motivating the employees which is commonly used by Peacock Group.
employees
The organisation is motivating its employees by giving incentives
according to their performance, post and seniority etc. so that all the
employees can be motivated.
2. Bonus: Bonus is another way of motivating the employees
commonly used by the organisation. Peacock Group gives abonus to its
employees in some occasions and also after a certain period. For
example, every employeeare given abonus for the occasion of different
religions like Islam, Cristian and Buddhist and Hindus etc.
3. Profitsharing: Peacock Group also uses profit sharing for
motivating its employees. When the company gets more profits or the
expected profits, it gives some portions of that profits to the employees
to motivate them. It helps the employees to increase their performance
and positive towards the organisation. The organisation knows that it
will boost the performances of the employees.
4. Performance-relatedpay: the organisation selects the
performance of the employees and gives rewards according to their
 performances. It encourages the employees who are more skilful and
have more expertise. It also helps to decrease the labour turnover rate
through employee satisfaction.
5. Non-monetaryrewards: The organisation also gives some
nonmonetary rewards to the employees. There are different types of
non-monetary rewards given by Peacock Group such as recognition,
training and development, time off work, promotion etc. this method
helps the employees be motivated by increasing their skills.

Select three of the methods you have outlined above. Explain the advantages and
disadvantages of using these methods to motivate employees

Name method 1 Incentives

Explain the The incentive provides Peacock group several advantages like it
advantages of enhances the healthy environment in the workplace (Constable, 2014).
method 1
This healthy environment motivates the employee in team working.
Explain the Peacock faces problem using incentives for the employee like
disadvantages of employee resentment. Thus manager faces the quantifying problem in
method 1
sales staffing. Staff give less concentration on team work and it seems
unfair.
Name method 2 Bonuses

Explain the Peacock is liberal in providing employee bonuses. Manager of Peacock

advantages of provides abonus for appreciating the work. This is one of the
method 2
advantages that Peacock get more staff performance. Manager of every
Peacock retail ensures bonus to reward them on the basis of their
performance. An employee of peacock gets motivated as they are
getting appreciation from the organisation.
Explain the A great disadvantage of applying bonus is it is costly. Providing bonus
disadvantages of with every employee incur huge pound. Because Peacock has to pay
method 2
festive bonus and holiday bonus to them.
Name method 3 Profit Sharing Scheme

Explain the One great advantage of theprofit-sharing scheme is its motivation is

advantages of
method 3 high(Constable, 2014). An employee of Peacock gets more money
including their salary. Profit sharing assist the Peacock in creating
higher profitability.
Explain the The main problem of Profit sharing scheme is thatit's tough for Peacock
disadvantages of as it is small organisation. As a result, the ultimate outcome may not be
method 3
always to carry out the designed task.

D2

You need to research and select an organisation of your choice and make recommendations
on how it could improve its employee motivation

Organisation Peacock Group,UK

Name

Explain the Peacock Group is one of the small and emergingretailers multinational
organisation's based inthe UK.This company uses different types of motivational theory
current methods
of employee for the employee motivation. But the method of motivation varies from
motivation branch to branch and region to region. The most widelyused theory for
the Mark and Spence is the Maslow theory of needs.
How effective are It is aneffective and popular method of motivation both employees and
these methods in the managers. Because it is amostsuitable method of motivation for the
motivating its
employees Peacock Group. In according to the organisation, it is most helpful to
determine the needs of the employees and find the appropriate solution
for them. Most of all the psychology of PEACOCK GROUP employees
is consistent with the Maslows theory psychological view. As a result, it
has been using in PEACOCK GROUP for a long time withahigher
degree of acceptance among managers and employees.
What methods Maslow theory of hierarchal needs is just perfect with the needs of the
could you company (Constable, 2014). So, it requires very little necessary to call
recommend this
organisation another. But for further development I would like to suggest adds another
implement to theory besides this one is Herzberg Two factor theory. These two
improve its
employee theorieshave consistency and will be best suitable for the company. Also,
motivation? the gap in the Maslow theory can be overcome by the Herzberg Two
factor theory.
How can they be
implemented?
Why do you think Also, managers can use the hygiene factors to provide thepsychological
they would make satisfaction of the employees. On the other hand, the suitable
an
improvement? combination of these theories will create a hybrid system which can
result in the best result than any single theory.

LO3 Understand how to gain committed employee cooperation

P4

Explain how Peacock must be fair and flexible with the employees management.
organisation obtain
the cooperation
Employees deserve non-financial incentive besides financial incentive
from their from the company. It is informal but has long run effect on the employees.
employee
So, managers need to play strategic positioning to create a friendly,
flexible environment.
Peacock has strong organisational culture is unique and its a process of
continuous development where staff, conductor, operator and executives
create and possess this. Organisations culture is the combination of several
accepted assumption where a group of people invent, discover, develop
and research to make it sustainable to all employees and new employee
perceived the culture (Constable, 2014). For example, To achieve the Commented [p1]: provide examples to show your
understanding of this topic
weekly/ monthly milestone of retail operation, Peacock has a regular work
of team working with the retail manager. Building this meeting culture
opens the door to openly discuss about the own retail problem, product
need and customer demand. Retail manager can directly meet with the top
management and this culture giving benefit in instantly adjusting the
operational problem.
The cultural system of the Peacock can be defined using the cultural web
where a cultural web is created by some determinants and that mainly
influences in the staff's working environment (Elsmore, 2001). Their
internal power culture influenced and management holds most authority
 power.
Employee participation ensures the employee contribution in the decision-
making process by providing their opinion and justification about Peacock
function. The way employee participation. Peacock may increase the
employee participation in the decision-making process by sharing the
information of the Peacock business strategy, marketing plan those
Peacock want to introduce in the market in upcoming future.
To exchange idea and information related to Peacock goal is required to
ensure the better communication channel, therefore, Peacock should
follow the both upward and downward communication system where
communication will exist from top to bottom and bottom to top employee
of the Organisation and must be fair in providing equal opportunity(Hines,
Sligo and Chaw, 1978). For example, top management of Peacock keeps Commented [p2]: provide examples to show your
understanding of this topic
open communication system for lower level employees. Like, field level
employee working in the marketing department are more knowledgeable
and can gather more information about the customer demand and
identifying the specific need. Managers collects these information weekly
from the lower level manager by meeting. Hence, its providing
information to the top management from lower level management of
Peacock without any impediments and delaying in work.

LO4 Understand the importance of managing employee performance at

work
P5/M3

Explain three employee performance management techniques and analyse the

advantages and disadvantages

Name and explain

technique 1 Performance indicator: key performance indicator refers to the
measurable objectives to attain by keeping the minimum level of
 standard(Elsmore, 2001). Since this approach provides a
quantitative measurement for evaluating the current indicators of
Peacock, Operation manager gets more confident using key
performance indicator by tracking the progress. For example, store
sales manager can performance target for per employee in theretail
store. Like taking 200 work order from acustomer in a week will
be satisfactory amount to reach the monthly meeting the 1000
sales turnover. The measurable amount of 200 is known as
performance indicators that are applied on the Peacocks sales
operation.

Analyse the advantages The main advantage of using Performance indicator is setting
of technique 1 SMART objective and easy and understandable and measurable
too. In addition, another big advantage that Peacock achieve from
performance indicator like it assists in to take any speedy decision
based on the report and management becomes efficient (Elsmore,
2001).

Analyse the Several disadvantages that Peacock face,For example, applying

disadvantages of performance indicator in the operation, operation manager tried
technique 1
hard to identify the weak point like finding the external database
and accumulating it with sales and purchasing database seems
difficult and data analysis becomes harder (Elsmore, 2001).In
addition, another disadvantage of performance indicator is
employee get tired recurrently completing the target.
Name and explain Management of ill health/Counselling Process:Counselling
technique 2 process is one the technique to improve the employee
performance. In this way, Management identifies the weak and
low performer in the organization.For example, if any employee
of Peacock group feel exhausted and depress in work can consult
 with the psychological mentor and career counsellor. The role of
councillor is to bring the problem and motivate and prescribe the
employee to relieve from the problem.
Analyse the advantages The main advantage of counselling process is that Peacock can
of technique 2 easily identify the employees who are physically and mentally
sick people (Constable, 2014). It can be used as the guide for
those employees. In addition, another big advantage is Peacock
ensure the group performance of the employees rather feeling
anxious and depressed in team work.
Analyse the Besides advantages, disadvantages also exist for using the
disadvantages of counselling process as increasing the employee performance in the
technique 2
Peacock group. For example, In the Peacock w
workplace, theemployee can hide their skills and problem to the
councillor and can pretend to be good. In addition, another
drawback of using counselling process is very much expensive
which can affect the profitability of the organisation. It can also
demotivate the employees as no employees are eager to be
recognised as physically or mentally sick (Constable, 2014).

Name and explain Monitoring: Monitoring is the most common performance

technique 3 management technique used by the organisation. The organisation
has assigned some executives who will monitor the employees
performances and give accurate feedback on their performances.
For example, In the workplace of Peacock, Top management can
monitor the weekly/ monthly sales turnover of each sales store.
Monitoring the sales, then prescribing the improving ways to the
manager. All the executives who will monitor the process will
give the progress report to another higher executive employee and
he will take necessary decisions according to the performances of
the employees (Constable, 2014).
Analyse the advantages Peacock Group gets some advantage in applying the monitoring
of technique 3 techniques. Like, monitoring systemworks like a feedback system
 and when themanager of the peacock find any drawbacks from
theemployee, theemployee can solve it instantly in the workplace.
Besides these, another advantage is manager can control and
supervise the employee and office in an efficient way.
Analyse the The main disadvantage of applying monitoring performance
disadvantages of measure in the Peacock is that employee becomes demotivated
technique 3
about work and feels that manager may dislike the work,
moreover, themonitoring system has another disadvantage like it
breaks the trust level of employees. In addition, This process is
alengthy process which can make the whole activities of the
organisation slower than usual. This method is also expensive
which can affect the profits of the organisation (Constable, 2014).
References
Aguinis, H. (2014). Performance management. 1st ed. Pearson.

Berman, E. (2002). How Useful Is Performance Measurement. Public Performance &

Management Review, 25(4), p.348.

Cartwright, S. and Cooper, C. (2007). Managing workplace stress. 1st ed. Amsterdam:
Elsevier.

Constable, C. (2014). Operation Management. 1st ed. USA: John Wiley Sons.

Fisher, C., Schoenfeldt, L. and Shaw, J. (2006). Human resource management. 1st ed.
Boston, Mass. [u.a.]: Houghton Mifflin.

Hines, A., Sligo, F. and Chaw, S. (1978). Training & development. 1st ed. Palmerston North
[N.Z.]: Dept. of Business Studies, Faculty of Business, Massey University.

Perrew, P. (2011). The role of personality in human resource management. Human Resource
Management Review, 21(4), p.257.
For Assessor To Complete

FEEDBACK

Feedback #1
Date: 29/05/2017

Well done on the work you have produced for this unit
Well done for achieving some of the assessment criteria for Unit 5:Human Resource
Management . Please see below a summary of your overall achievement:
P1 Met the Criteria; you have described the internal and external factors to consider
when planning the human resources requirements of an organisation
It could have been better if you add demographic changes or legislation
P2, Not Met the Criteria, you have not described how the skills that employees
require to carry out jobs in an organisation are identified
Evaluate the steps an organisation can take to improve the skills of its employees
Use a real life example if possible
In order to pass: You need to evaluate, presenting advantages and disadvantages of
each steps

You have achieved M1 as you have explained the benefits to an organisation of

using a skills audit for human resource planning
P3 met the criteria, you have outline how an organisation motivates its employees
You have achieved M2, you have analysed different methods of motivating employees
in an organisation
You have achieved D2 as you have recommended the ways for a specific
organisation to improve employee motivation
P4 Met the Criteria, you need to explained how organisations obtain the cooperation
of their employees

P5 NOt Met the criteria, you have not explained how employee performance is
measured and managed
need to analyse, to examine the nature or structure of something, especially by
separating it into its parts, in order to understand or explain it.
Please you need to write why advantages and disadvantages
Good points:

You have answered all the tasks appropriately

Areas of Improvement

You need to focus on the keywords such as analyse, evalaute,

Name: Mohammad Masud
Grade: RF
Date: 18/06/2017
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