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When it concerns human resources, there are the more specific criticisms that it is over-
quantitative and neglects the qualitative aspects of contribution. The issue has become not how
many people should be employed, but ensuring that all members of staff are making an effective
contribution. And for the future, the questions are what are the skills that will be required, and
how will they be acquired.

There are others, though, that still regard the quantitative planning of resources as important.
They do not see its value in trying to predict events, be they wars or takeovers. Rather, they
believe there is a benefit from using planning to challenge assumptions about the future, to
stimulate thinking. For some there is, moreover, an implicit or explicit wish to get better
integration of decision making and resourcing across the whole organisation, or greater influence
by the centre over devolved operating units.

Cynics would say this is all very well, but the assertion of corporate control has been tried and
rejected. And is it not the talk of the process benefits to be derived self indulgent nonsense? Can
we really afford this kind of intellectual dilettantism? Whether these criticisms are fair or not,
supporters of human resource planning point to its practical benefits in optimising the use of
resources and identifying ways of making them more flexible. For some organisations, the need
to acquire and grow skills which take time to develop is paramount. If they fail to identify the
business demand, both numerically and in the skills required, and secure the appropriate supply,
then the capacity of the organisation to fulfil its function will be endangered¶ (Institute of
Employment studies, 1996).

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 Summary of learning outcomes

To achieve this unit a learner must:

1 Investigate how Human Resources Management (HRM) contributes to the

achievement of organisational objectives

2 Examine HR planning and development methods

3 Analyse ways in which performance of HR may be enhanced.

—ssignment Tasks

Task 1

Human Resource Management

±ith reference to an organisation in the UK banking industry, assuming you are an HR

manager in the organisation, critically examine three main HRM functional areas or activities
in the organisation.

±hat are the objectives of the each of these activities? How effective has the HRM approach
been in the realisation of these objectives?

Based on your understanding of HRM models as discussed and critique in the class, discuss
the significance of two HRM models to the HRM practices and policies of the chosen
organisation.

Task 2

HR Planning and Development

Examine three HR planning and development methods that occur in the organisation under
consideration.

How effective are these methods in achieving the organisational objectives ? making
reference to relevant examples.

Task 3

Performance

Critically analyse how employees͛ performance in the organisation is measured and monitored. Is
the method adopted effective? Why or why not? Can there be an improvement?
±ith reference to the above adapted submission, y ou are required to attempt the
above tasks on the organisation of your choice in the UK banking industry. Your
responses should be analytical and critical, acknowledging consulted academic
materials.