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Asma RTP
Asma RTP
Pearson BTEC Higher National Diploma in Business (rqf) resource talent and planinig
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In conclusion;
Nishat has to be aware of these tendencies in the labour market if it is to develop efficient HR policies
and procedures. Nishat can keep its competitive advantage in Pakistan's ever-changing business scene by
embracing these shifts in how businesses are managed.
Nishat's strategy for allocating resources and developing its workforce is heavily
influenced by its long-term objectives;
Nishat is prioritising a few key areas as it works to connect its human resource initiatives with its larger
business ambitions. In order to achieve its diversification and growth objectives, the HR division is
putting a premium on recruiting a diverse set of talents and experiences. As the organisation expands
into uncharted territory, such as renewable energy, the ability to attract and retain top talent in relevant
fields becomes more critical than ever. In addition, effective market penetration and growth depends on
hiring local personnel with in-depth insights into the target market.
When it comes to encouraging creativity and new ideas, Nishat probably spends a lot of money on
training and education. The goal of these programmes is to improve the skill sets of present workers so
that they can effectively use cutting-edge technologies and processes. This emphasis on lifelong learning
is critical for retaining a workforce that is not just knowledgeable but also creative and flexible enough to
keep up with the ever-evolving nature of technology.
The HR practises of Nishat show the company's dedication to sustainability and ethical business
practises. It's probable that the firm uses ethical labour practises and places a premium on things like
wellness programmes and work-life balance for its staff. These practises are not simply morally good but
also help to recruit and retain individuals who are increasingly searching for firms that agree with their
social and environmental values.
Last but not least, Nishat takes a proactive HR strategy while planning its staff. The organisation isn't only
hiring people to fill open positions; they're also looking forward to meet their anticipated future skill
demands. Sustainability, technological innovation, and the expansion of international trade are just a few
examples of the kinds of jobs and trajectories that need to be created. Strategic preparation like this
helps Nishat stay ahead of the competition and ready to face whatever the future of business brings.
Conclusion;
In conclusion, the approach that Nishat takes to HR planning is directly impacted by the company's
strategic objectives of increasing diversity, innovation, and sustainability. Nishat is able to successfully
support its larger commercial aims while simultaneously cultivating a workforce that is talented,
adaptive, and devoted because it has aligned its strategy regarding its resources and its personnel with
these objectives.
Critical Analysis;
• Adapting to Digital Trends The expansion of the information technology industry requires Nishat
to change its methods for the development of its talent pool. It is possible that the organisation
has to increase the amount of money it invests in either training programmes that concentrate
on digital skills or in hiring staff that possesses these talents. In order to maintain a competitive
edge in a market that is driven by technology, this flexibility is essential.
• Leveraging the Young Workforce The young workforce is a double-edged sword that may be used
either positively or negatively. On the one hand, this results in a large talent pool; yet, on the
other hand, it necessitates a major investment in training and development in order to close any
existing skills gaps. Nishat has to design specialised training programmes that not only improve
the skills of young professionals but also connect their competencies with the strategic goals of
the organisation.
• Addressing the Skills Gap The skills gap, particularly in technical disciplines, presents a problem
for Nishat in terms of the acquisition of talent for specialised tasks. Nishat is working to address
this difficulty. This may need a two-pronged strategy, which includes working with educational
institutions to create curriculums that match the demands of the sector, as well as implementing
internal training programmes to upskill current staff.
Nishat's plans for talent acquisition and growth will be affected greatly by the current state of the labour
market. To ensure it has access to the talent it needs to achieve its strategic objectives and retain a
competitive advantage in the market, the firm must continually change its human resources practises to
match these trends.
Critical Analysis;
Alignment with overall Objectives:
One way to determine whether or not Nishat's recruiting and retention efforts are successful is to
examine the degree to which such efforts align with and contribute to the company's overall HR goals. If
the goal is to innovate, does the recruiting approach emphasise bringing in people that is both creative
and knowledgeable about technology? Is it possible to maintain such talent with the help of retention
strategies?
Comparative assessment;
• Benchmarks in the Industry Comparing the methods used by Nishat with those used as
standards in the industry may illuminate both areas of strength and those in need of
development. For example, if the standards of the industry imply a greater focus on the
flexibility of remote work, Nishat may need to adapt to these trends in order to maintain its
competitive advantage in the talent acquisition market.
• Analysing the strategies used by one's rivals in the areas of recruiting and retention might
provide very useful information. Nishat has the ability to learn from its rivals and maybe adopt
some of their practises if they are successful in particular areas, such as increasing employee
engagement or developing creative recruiting methods.
When assessing Nishat's recruiting and retention practises, it's important to look at how they line up
with the company's overall goals, how they compare to industry standards, and what lessons can be
taken from Nishat's rivals. The results of this research will help Nishat improve its human resources
practises, which is essential for reaching its business objectives.
Recommendations;
Strategic HR Objectives;
• Nishat should increase its focus on training its employees in digital skills in light of the worldwide
trend towards digitization. Collaboration with academic institutions or the development of
targeted education programmes are two possible avenues here.
• Robust Succession Planning, To maintain leadership continuity and prepare for future problems,
Nishat should implement a comprehensive succession planning strategy. One way to do this is to
proactively seek out future leaders and provide them with specialised training and education.
• Embrace Creativity and Innovation Encourage an environment where new ideas are encouraged
and celebrated. Incentives for creative thinking and safe spaces for workers to try new things are
two ways to foster an environment conducive to innovation.
Actionable strategies;
• To achieve the company's strategic objectives, it is important to implement a comprehensive
learning and development framework. Every employee, no matter their position, deserves
access to frequent skill-building opportunities and structured programmes for professional
advancement.
• Adopt Alternative Work Schedules, Give employees greater leeway in when and how they clock
in and out in order to keep up with the demands of today's business world.
• Improve Employer Reputation by Emphasising Nishat's Commitment to Employee Development,
Innovation, and Sustainability. Branding your company well may help you find and keep the best
employees.
Conclusion;
Summary of findings;
• There is space for progress in areas like digital skill development, succession planning, and
cultivating a culture of innovation at Nishat, despite the company's present concentration on
conventional personnel management.
• Adopting more flexible work arrangements and building a thorough learning and development
framework may further improve recruitment and retention practices.
Future outlook;
• As labour market trends shift, Nishat must stay agile and responsive in its HR strategy. This
involves being aware of and adaptable to new developments in technology, as well as to changes
in the composition of the workforce and their expectations of management.
• To ensure that Nishat not only achieves its present HR targets but is also prepared to confront
future difficulties in the changing business environment, it will be crucial to evaluate and adjust
its HR practices continuously.
Performance Management;
Due to its wide-ranging portfolio, which includes textiles, cement, and banking, performance
management is an essential component of Nishat's business strategy. This method comprises defining
clear targets, assessing progress, and offering constant coaching and feedback. A methodical strategy like
this is crucial for coordinating the activities of workers in various divisions with Nishat's overarching
strategic objectives. Performance management is a major factor in Nishat's success in expanding its
business, developing new products, and keeping its position as a market leader. This harmony is
particularly important in a conglomerate, where individual divisions may have distinct priorities and
organisational structures.
Employee performance at Nishat has benefited greatly from performance management. Consistent
assessments of performance are crucial for identifying strengths and potential growth areas. This is
especially crucial in Nishat's rapidly evolving business climate, where customer expectations and
technical developments are always changing. Employees are not only made aware of their growth
opportunities via performance assessments and feedback methods, but they are also instructed on how
to acquire skills that are vital in the current market condition. Keeping ahead of the competition in
today's dynamic business landscape requires a commitment to lifelong learning and adaptability.
Furthermore, at Nishat, efficient performance management serves the twin objective of talent
identification and development while also increasing employee buy-in and enthusiasm. Nishat's capacity
to endure and thrive in the long run is dependent on its ability to identify and nurture its most promising
people. The morale and dedication of workers may be greatly improved by the performance
management process. Nishat may create an inspiring and effective workplace by laying down
expectations, giving regular feedback, and celebrating successes. Furthermore, the flexibility afforded by
an efficient performance management system allows Nishat to promptly react to market developments,
guaranteeing the company's continued vitality and responsiveness in the face of external obstacles.
In conclusion, performance management at Nishat is much more than a basic evaluating tool; it is a
strategic element crucial to the organization's overall success and sustainability. It's vital to Nishat's
success in the fast-paced business world because it ensures that employees are both committed to and
prepared for the company's future goals and difficulties.
Setting goals:
• Individual Goals: SMART goals that are clear, attainable, important, and have a due date. These
goals should also be in line with the group and organisational goals.
• Development Goals: The objectives were all about improving skills and abilities.
Self-Evaluation by Employees:
• The employee's thoughts on their work.
• Self-identified strengths and weaknesses and accomplishments.
Recommendations;
Successful change management is essential for a multifaceted company like Nishat to adapt to the ever-
changing dynamics of the industry. To better handle organisational shifts, releases, and transitions,
consider the following plans of action:
• Create a group that will be in charge of supervising the new processes. For the best results, this
group should include people from different divisions.
• Enhanced Communication Strategies: Develop clear communication strategies that define the
reasons for change, the advantages, and how it will be executed. Maintaining open lines of
communication and providing opportunities for input may assist reduce pushback and increase
support.
• Employee Participation and Involvement: Get everyone on board with the transition. Workshops,
focus groups, and feedback sessions are all examples of how staff may have their voices heard
and ideas shared.
• Training and Development Initiatives: Help your staff adjust to new circumstances by providing
them with the training they need. This is crucial for any changes in technology or company
procedures.
• Rolling out changes all at once is seldom successful, so it's best to introduce them gradually and
try them out in small groups first.
• Assist workers in adjusting to the new circumstances by providing them with counselling,
coaching, and other resources.
• It is important to keep tabs on the development of change efforts and assess their results on a
regular basis. Apply this knowledge to your future change management efforts so that they are
more effective.
• Strategies for Safe Releasing and Transitioning: Establish fair and professional procedures for
handling employee departures. Provide aid such as career guidance and transition programmes.
• Acknowledge and rejoice over achievements and progress made in the course of the transition.
As a result, morale is raised, and the good features of the transition are reinforced.
Nishat's upper management must take a methodical approach to putting these plans into action if they
are to succeed. Nishat may improve its ability to manage change by adhering to these practical
procedures, increasing the likelihood of successful transitions while also preserving the organization's
capability for development and stability.
Conclusion;
In summary, the in-depth examination of the four learning goals yields important insights into the critical
role of HR practises in determining Nishat's success and longevity. The findings highlight the need of
Nishat keeping abreast of labour market developments and adjusting its HR strategy appropriately,
especially in the areas of talent acquisition, development, and retention. Aligning individual goals with
organisational objectives is essential to promoting a high-performance and innovative work
environment, highlighting the need of a strong performance management system. Moreover,
understanding the influence of each step of the HR lifecycle on talent management is essential for
sustaining organisational agility and effectiveness, as is incorporating change management theories into
workforce planning. These findings underscore the importance of Nishat's capacity to adapt and execute
HR practises that not only handle current issues but also foresee future trends and possibilities in order
to maintain its position at the forefront of the industry.