Individual Student Record of Grading Outcomes(To be completed by student while submitting the assessment and by the faculty when reporting the outcome of the students work)SECTION A: TO BE FILLE B! T"E ST#ENTStudent Name: Somi$a A%dul Rasool#nit Name :Human Resource Strategy Term: Nov &'()Assignment Title : *ro+ect & ue ate:,-(-&'(,ate Su%mitted : .'-(&-&'() /if different)Student eclaration : By submitting the assessment electronically or in print, I confirm that this is my own work and that I have not plagiarised any part of it. I have also noted the assessment criteria and pass mark. I declare that the work I am submitting for assessment contains no sections copied in whole or in part from any other sources, unless it is eplicitly identified by means of !uotation mark or in case of very long !uotations, by means of wholly indented paragraphs. SECTION B: TO BE FILLE B! T"E FAC#LT! 0E0BERLearning OutcomeEvidence for t1e criteriaTas2s 0et t1e criteria3Feed%ac2 " #$%&'.Human Resources (lanning'.$ #iscuss the advantages and disadvantagesof HR planning.)es *+o'., #iscuss the factors that influence the techni!ues used in forecasting -demand * supply..)es *+o%&/Strategy Implementation/.$ #iscuss the selection methods takenby firms to staff their divisions.)es *+o/., #iscuss the new compensation approaches designed by firms to gain fleibility from their workforce.)es* +o/.0 #iscuss the approaches available for the )es* +o,development of workforce skillsFINAL GRAE FOR T"E ASSESS0ENT/4istinction/ 40erit/ 4*ass/ 4Re5eat 1ssessors 1dditional 2eneral feedback and comments:Assessors Name: r6 "eena Bulc1andani ate Issued : STANAR TER0S ACROSS ALL ASSESS0ENTSIm5ortant Notes:a. Student is required to submit this Form 1 along with each assessment to the respective faculty using Schoology !S only.b. Faculty is required to complete Section " and submit it back using Schoology !S to the student as feedback form and to #$$0c. %ll assessments need to be submitted to meet the assessment deadline as prescribedby the faculty.d. Failure to submit on time may lead to a. &eassessment by the Faculty member at the #$$ whereby the Student may be asked to do an additional assessment and be sub'ect to reassessment feesb. Faculty not accepting the assessment at all and leading to a fail grade in the same.e. Students who are found copying from their fellow classmates and those who share their work to be copied will be given a Fail grade in the course. DeclarationI declare that the assignment here submitted is original ecept for source material eplicitly acknowledged, the piece of work, or a part of the piece of work has not been submitted for more than one purpose. I certify that the work submitted for this assignment is my own and research sources are fully acknowledged.#ate: 0&*$,*,&$''AcknowledgementI am using this opportunity to epress my gratitude to everyone who supported me throughout the course of this SHR" pro3ect. I am thankful for their aspiring guidance,invaluably constructive criticism and friendly advice during the pro3ect work. I epress my warm thanks to my faculty "s. Heena Bulchandani for the support and guidance and all the people who provided me with the facilities being re!uired and conductive conditions for my SHR" assignment./Assignment & S"R0Case study 1(6 71at is t1e main 5ur5ose-role of 8or2force 5lanning at Britis1 Gas37or2force 5lanning45orkforce planning is a set of procedures that an organi6ation can implement to maintain the most efficient employee*management team possible, maimi6ing profits and ensuring long4term success. 5orkforce planning falls into two broad categories: 7perational Strategic7perational workforce planning functions on a person4to4person level and streamlines employee4related operations day by day. 8amples include: 7ptimi6ing work schedules and employee hours9 7ptimi6ing the distribution of talent among divisions and departments Identifying functional needs and hiring new workers to meet those needs Identifying obsolete functions and reassigning workers as necessary 8nsuring the greatest possible overall worker 3ob satisfactionStrategic workforce planning deals with broad4based issues that evolve over months and years and can encompass all the aspects of an enterprise. 8amples include: :orecasting knowledge drain as employees leave the organi6ation :orecasting future talent needs #etermining and evaluating likely future sourcing options Implementing an effective workforce analytics strategyIm5ortance of 8or2force 5lanning Supports the budgeting process Supports the strategic*business planning process Identifies shortage of !ualified talent to fill critical roles Serves as a mechanism for identifying critical talent -;ie. Identifies skills gaps in the workforce -;ie. 1cts as a mechanism for identifying critical roles7or2 force 5lanning of Britis1 Gas;hey are 9 steps that British 7il has to follow for the work force planning 8stablish where your business is going