Human Resource Planning


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  • Level: High school
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  • Paper Type: Case Study
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Introduction to Human Resource Planning Methods

Human resource management is the crucial aspect of business operations in the current competitive era. Commercial operations have been changing its shape from industrial operations to service operations which now have attained conceptual aspects. Employees have a wide contribution in business activities (Dann, 2012). Policies regarding staffing, leadership and reward help in shaping business operations and attaining valuable results for the company. This help in enhancing trust, loyalty and commitment of the employees (Kaushal, 2010). The present study will focus on analysing leadership theories for business units and its impact on talent management and employee retention. Different models and theories will be applied to attain the objective of the research. Strategies regarding reward management will also be discussed attaining effective reflection about the same

Proposing leadership development for the management team in the case

The given case in the study mentions that Dale Lodge, summer sports camp is successfully providing its services in different sites. The leadership issues in the business have developed wide challenges for business growth (Khan and Sheikh, 2012). The company has presently adopted directive leadership style which has pressurised employees with high targets and distinctive policies. Moreover, it has also trusted and loyalty with employees has also been adversely affected with the same.

Eric Berne's transaction theory focuses on analysing the interpersonal measures with the people and enriches your relations with them. The core focus of theory is on building positive relations with the human resources. The application of the theory in modern business aspects helps in encompassing communications, management, personality, relationships and behaviour. This will help the business unit in enhancing the management and leadership aspects for the company (Middlemiss, 2012). The theory also known as parent child adult theory analysis different aspects of human behaviour and develop strategic analysis to deal with the same. As per the given case the stated theory will help dale in analysing the individual personalities of the individuals, enhance communication in the company and understand and implement repetitive patterns of behaviour to attain effective business results. It will be favourable for analysing and understating the human aspects for developing positive culture and employee competitiveness in the market (Kehoe and Wright, 2013).

The modern business aspects have denied the traditional views regarding application of one theory. The current definition of contingency leadership analyses that an effective leader has to adopt different leadership styles in different business situations to attain effective business results. In order to evaluate a clear understating of the same Vroom expectancy theory will be applied in the study. For the given case, mentioned leadership styles and its effective application will help the management team in attaining favourable business results for the company (The Vroom-Yetton-Jago Decision Model, 2013).


Here the leaders have complete control over the decision making power. The camp company has adopted this approach in regular business practice however it has resulted in pressurising the employees and minimising trust and loyalty (Mathis and Jackson, 2011). To overcome this situation the management must use the approach in contingency of or situation of emergency. It will help in effective management and quick results.


This is an approach where companies gather information from the team and other and then make the decision. This is an effective approach to enhance trust and loyalty in the business while enhancing leadership and management. The team may use this approach for regular business practice as it will enhance trust and engagement of employees in the company (Beckett and, 2013).


This approach is the one where team adopt a collaborative approach to work and attain results. This is a well integrated measure for the business unit but may result in developing chaos confusion if applied n large teams thus this strategy may be applied by the business with small teams to enhance creativity and innovation working environment.

Analysing effective reward strategy for the given case

The company is facing considerable competition in terms of consumers and employee retention. The business operations of the company are well organized and managed however it is facing subsequent challenges. In order to attain effective business results the organization must develop its reward system. According to Colbert, Barrick and Bradley, (2014) concept of psychological contract has effectively developed in the modern business practices. It helps in analysing the mutual aspects of expectations and outcomes for the business. It helps the business unit in defining and developing effective business relations for the employees thus attaining effective impact of understanding the employee need. For the given case this theory will help in analysing the internal needs and demands of the employees and understand the expected outcome as well (Hahm, Jung and Moon, 2013). The directive leadership and high targets for the employees reduced the employee efficiency and brand loyalty for the company. Psychological contract will help the business unit in attaining compassion, trust, empathy, fairness, objectivity. This will help in developing an effective base for reward management strategy of the company. The company can develop well defined objectives for the business expectations and possible business outcomes expected out of the business as well (Lawler and Bilson, 2013).

In order to plan the reward strategy of the business Armstrong grid will should be implemented by the company. This will relate the different aspects of reward and motivation with strategic analysis of the business. It will enhance business operations and create a planned measure to enhance business growth in the market (Kuusilehto-Awale, 2013). The total reward management grid will help in developing effective business report for the business.

  • Basic salary
  • Increment for repeaters
  • Low salary than industry
  • Low and limited
  • On the job training
  • Well structured training
  • Weekly allowances
  • Fringe benefits
  • Training and development
  • Dynamic and competitive
  • Challenging
  • Demotivating and frustrating

The above analysis of company will help in effective analysing the gap between current and future planning gap which will help the business in attaining effective business results. The growth aspects of company will also be adhered for the same.

Evaluating effective measures to justify the success of the methods

The success of planning and development can be assessed by evaluating the success of the program of plan for company. The current business unit has adopted a different means of planning and development to enhance business growth in the market which has helped in attaining favourable business results (Porter-O'Grady, 2014). The evolution of the leadership may be assessed by applying equity theory. This will help in managing fair balance to ensure a strong and productive relationship for the company and business as well. The theory undertakes and motivation and psychological aspects of employees to reflect actual business growth in the market (Vaccaro and, 2012). Application of the theory in the present case will help in managing a balance between employee input and outcome thus analysing the gap in performance (Adams’ Equity Theory, 2013). It will help the company in evaluation the business results in financial and non financial aspects (Davies, 2003). The inputs of the business will be employees efforts, productivity, loyalty, skills and knowledge, flexibility, determination etc. on the basis of the same rewards and recognition in terms of financial (salary, benefits, perks) and non financial (recognition, growth, development. Leadership etc) will be analysed. De-motivation, dissatisfaction or low retention will reflect ineffective results for the business thus on the basis of the stated theory the business unit may develop and enhance the current business operation the organization (Kelly, 2006).

In addition to this Dale can also apply the Kirkpatric model of evaluation to attain effective business results for the employees. The four stages of the model will help in analysing and understating the individual needs and demands of the employees hence attaining effective business results the four levels in which performance evaluation will be done includes:


The team must evaluate the gestures, expressions and reaction of the employees to attain reflective idea about their performance.


This method will focus on analysing the enhancement in employee knowledge and n understating along with performance development (Freeman, 2010).


This factor will focus on employee contribution, performance and engagement in the team and business operation.


The evaluation on the basis of employee satisfaction, competitiveness and employee relation and motivation will be analysed by the business unit (Kirkpatrick's Four-Level Training Evaluation Model, 2015).


The core focus of the business unit in current scenario is on enhancing growth and competitiveness in the market through integrated operations and effective service strategies. The given case in the study mentions that leadership issues in the business has developed wide challenges for business growth by assigment assistance experts in UK. It also analysed the aspects of reward management for the case scenario. The overall analysis of the report helped in developing an extensive analysis of the topic and revealed associated factors measures with the same. Hence, it can be analysed that well developed leadership, reward and management help an organization in attaining high success measures in the economy.


  • Dann, R., 2012. Promoting Assessment as Learning: Improving the Learning Process. Routledge.
  • Kaushal, Gr., 2010. Case Study Solutions - Human Resource Development. Macmillan.
  • Khan, M. and Sheikh, N., 2012. Human resource development, motivation and Islam. Journal of Management Development. 31(10). pp.1021-1034.
  • Middlemiss, S., 2012. The legal impact on employers where there is a sham element in contracts with their workers. International Journal of Law and Management. 54(3). pp.209–221.
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