Human Resource Management

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 Table of content

Introduction:...............................................................................................................................3

Task 1 – Knowledge...................................................................................................................4

a) Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College (P1).................................................4

b) Explain the strengths and weaknesses of different approaches to recruitment and selection.
(P2).............................................................................................................................................6

Task 2 – Application (LO 4).......................................................................................................8

A) Write a job advertisement for the role................................................................................8

B) Identify suitable platforms to place the advertisement.......................................................9

c) Prepare a job description and person specification for the role.............................................9

Task 3.......................................................................................................................................10

a) Explain the difference between training and development..................................................10

b) Describe how training needs are identified and the methods of training used by Tesco.....11

c) Explain the benefits for Tesco and the employees in having a systematic approach to
training and development.........................................................................................................13

d) Evaluate the effectiveness of Tesco’s training and development practice in terms of

delivering a return on investment (considering productivity and profit).................................13

Task 4.......................................................................................................................................15

a) Provide an analysis on the importance for ITV to maintain good employee relations and
how it influences their HR decision making as a result. (P5)..................................................15

b) Identify and briefly explain the key elements of employment legislation and how this
influences ITV’s HR decision making. You should make reference to equality, data
protection, health and safety, along with contractual responsibilities. (P6).............................17

Conclusion:..............................................................................................................................18

Reference:................................................................................................................................19

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Introduction:

Human resource management is the most essential part of an organization to maintain the
functionality of overall management, production, sell and marketing of the company. Human
resource management of any organization supplies the manpower for the sufficient workforce
with maintaining adequate recruitment and training and skill development program. The
purpose of the assignment is to analyse and examine the goals and objectives and human
resource operation and the appropriate strategies for developing the workforce as the major
strength of the organization. The first case study deals with the workforce planning and roles
of the HR manager in Woodhill College and in second case study the assignment
incorporated the condition of Tesco with different practical approaches and effective
outcomes.

The assignment also examine how the human resource management and leadership strategy
allows the workforce to involve in the decision making process of the organization. The next
part of the assignment deals with the case study of ITV where the importance of worker
relation and its influence on the decision making of the HR manager is examined within
various consequences. The assignment also discussed the potential changes about the current
HRM practices with respective advantages and disadvantages with appropriate conditional
examples.

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Task 1 – Knowledge

a) Explain the purpose of workforce planning and the role of the HR manager with
regards workforce planning and resourcing for Woodhill College (P1)

Human Resource Management refers the specific department of any organization that deals
with workforce recruitment, training and development maintaining various human resource
related acts. The purpose of the HRM is to identify the required changes in workforce
involving skill development of existing employees as well as recruiting new employees
internally or externally (Gupta and Shaw, 2014). The HRM department of Woodhill College
has to implement various strategies and tactic to maintain the standard of productivity and
services. In order to implement various tactics the HRM system follows two types of
approaches, those are best feed and best practice approaches.
Best practice Model: As per the working principles of this model, the recruited and the
existing employee are trained empowering their commitment and improving their
productivity level within a team based work structure. This model is highly useful in the High
Performing Work System where the duties of HRM are to identify the potentiality of the
workforce, motivate them and provide them the opportunity to increase their skills. Woodhill
College can implement this model in their human resource structure at the time of rapid
changing in working structures for innitiating High Performing Work System, such as in the
time of admission, changing in syllabus etc.
Best feed Model: This human resource practice is based on the strategy of creativity and risk
oriented process where the employee has the opportunity to express their own ideas and
implement that in their work process (Chuang et al., 2016). This development structure is
very effective in a stable condition when the company can focus more on their research and
development process. Woodhill Collage can utilise this strategy at the time of developing new
selection criteria or to developing new training model. This model allows the workforce to
involve in decision making and innovative developmental purpose where the company can be
benefitted by some distinct ideas from the diverse perspectives of employees.
The HRM of Woodhill Collage can implement two types of approaches along with various
management and development strategies. These two HRM approaches are Hard HR and Soft
HR and the human resource department should determine which approach they are going to
chose according to the condition of human resource practices and requirements. In Hard
HRM the organization considers the workforce as their resource for implementing any

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business plan with recruiting, development and high remuneration structure. In this model
Woodhill collage should identify the needs of their workforce at the time of skill
development. It also allows rapid alteration in workforce and workstrength. In this structure
the organization keep their workforce count changing by eliminating inefficient employees
and replacing them with new skilled employees. On the other hand, the Soft HRM treats the
workforce with more flexible way where they try to train the inefficient employees as needed
and makes their workforce strong without making significant change (DeVaro and Morita,
2013). Being a long-term process hard HRM system can be applied in Woodhill collage in a
particular condition where no major changes and up gradation is required.
Labour market:
Labour market implies the supply and the demand of the workforce in a particular industry or
in an organization that influence the work strength and the remuneration for the employees of
a business sector. There are two perspectives to identify the essentiality of labour market,
such as Macroeconomic labour market and Microeconomic labour market. In
macroeconomic labour market the demand and supply chain is dependent on the Domestic as
well as international employment policies. Whereas, the microeconomic labour market refers
the demand and supply of workforce for a particular company or industry of a specific place.
To analyse the correct labour market condition of Woodhill collage the PESTEL analysis has
been presented below:
P Political The political condition of UK regarding BETRIX can disable the
opportunity to include the macroeconomic labour market in
educational purpose
E Economical The new budget and taxation system can influence the
remuneration structure of the labour market
Social The educational growth is quite satisfactory within the UK that
S has a positive impact on social encouragement involving a higher
study related organization.
T Technological The application of online recruitment and selection can assess the
employment structure.
E Environmental
L Legal The education based industry has less legislative boundaries
compared to others.

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b) Explain the strengths and weaknesses of different approaches to recruitment and
selection. (P2)

The life cycle model of the human resource model consists of two essential points, those are
recruitment and selection respectively (Hendry, 2012). Both of these processes are very
helpful for maintaining the labour supply and demand structure of Woodhill College
involving their managerial policies and workforce capabilities. In following passage the
effective recruitment and selection procedures are described with respect to advantages and
disadvantages.

Recruitment:

The recruitment is a specific procedure of human resource management, where the company
would be able to increase their workforce by allowing new individuals to involve in work
structure according to their skills and capabilities. The recruitment process has significant
impact on the financial planning of the organization along with their profitability. Usually
two types of recruitment procedure an organization can conduct, such as Internal
recruitment and External recruitment.

Internal Recruitment: It is a specific recruitment process where the organization has the
opportunity to recruit the employees for specific designations from the existing workforce by
proportioning them depending on their capabilities. The strength of this procedure is it
follows Best Fit approach that needs less time and cost investment to perform the recruitment
process (Banker et al., 2013). On the other hand, this approach allows to fulfil the needs of
employees in terms of promotion and salary increment. Similarly this internal recruitment
permits the rewarding strategy in performance based human resource management where the
newly recruited employees already have the idea about the work process. Henceforth, this
process requires less time for induction period. However, the major weakness of this
approach is the company cannot expect any innovative idea from the recruited employees.
Being bounded in internal workforce its limits the possibility to find new talent in workspace.
On the other hand, the best fit approach can cause over competitiveness in organizational
culture that can lead to disorientation.

External Recruitment: This recruitment process allows to involve external manpower in

current workforce by identifying the requirement for specific designation as well as strength
and weakness of the external applied candidate. This method has some major advantages,

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such as this process let the HRM management to select the ideal candidate from the larger
pool of labour market. Newly recruited employee can make prosper by introducing new
innovative and effective idea from their previous work experience and knowledge. It follows
Best Practices that allows maintaining individualism. However, some of the major
disadvantages of this process is, it needs more time for induction period after the recruitment
phase of new employee (Wheeler et al., 2012). On the other hand, this procedure needs more
financial investment involving advertising, interviewing, training and development.

Selection:

Selection is a procedure where the human resource management has to select the appropriate
candidate for a particular post. This selection phase is the start-up procedure of the
recruitment model where the organization applies various felting methods to collect best
candidates from a huge number of job applications. The main divisions within the selection
procedure are Preliminary Interview, Selection Test, Employment Interview, Reference and
Background Checks, Selection Decision and Job offer.

Onboard Induction:

Induction is the second phase of the recruitment process where the working process and the
department are introduced to the newly selected employee. In this phase the HRM has the
responsibility to train the new employee about the working process, deities, regulations and
the objectives of his or her designation.

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Task 2 – Application (LO 4)

A) Write a job advertisement for the role

Assistant Lecturer for Woodhill College

Woodhill College is looking for assistant lecturer having experience and required qualification
in the respective field. All the interested candidates are requested to submit their jib application
on or before 20th March, 2018
The candidates having knowledge in following field will get preference
 Physics

 Biochemistry

 Environmental Science

 Literature

 Geography
Expected salary: £5000

Required qualification and skills:

Post graduation or relevant degree in respective field
1 to 5 years of previous teaching experience
Good communication skill

Interested candidates are requested to submit their resume with the photocopies of their
educational qualification and proofs of work experience. The candidates should send their
applications to collegewoodhill @gmail.com on or before 20March, 2018

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B) Identify suitable platforms to place the advertisement

 News paper based advertisement

 Social Media pages and blogs
 Official websites

c) Prepare a job description and person specification for the role

Job roles:

 Create, innovate and implement career-enhancement programs and activities.

 Develop and implement innovative instructional methods.
 Participate in departmental and college activities.
 Develop specialized methods to improve student performance.
 Evaluate, monitor and guide students in academic progress.
 Guide, lead and mentor students for their research projects.

Candidate’s qualification:

 Post graduation or relevant degree in respective field

 1 to 5 years of previous teaching experience
 Good communication skill
 Experience in Guiding research projects
 Supervising skills

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Task 3

a) Explain the difference between training and development.

Employee training and development is one of important part of the human resource
management. In addition to this, both the activities help in enhancing the productivity and
performance of the employees. Tesco should provide both the training and development
programs to enhance the skills and knowledge of the employees. There are some difference
between training and development, which has been discussed below:

Basis Training Development

Definition Training can be described as Development can be defined
the systematic process, which as the process that is
helps the individual to gain designed to improve the
skills and knowledge by effectiveness and potential. It
instruction and practical can further be described as
activities that can help in the growth of individual’s
enhancing the performance ability with the help of
of the organization (Haff and learning and experience
Triplett, 2015). (Shuck et al., 2014).
Objectives The main objective of the The main objectives of
training is to enhance the development is to prepare the
performance of the employees for the future
employees. challenges of the company.
Orientation Training is considered as the Development is considered
task oriented as future oriented.
Term Training is the short-term Development is the long term
process, with definite goals process and its goals are
of enhancing the ongoing and open minded.
performance of the
employees.
Process Training is conducted with With the help of the
more than one individual. development process, the
Training can be provided employees will be able to
with the help of the seminars, develop their personal
workshops and classes. experience.

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Focus The management provides The management provides
training by considering the development by considering
present condition of the the future condition of the
company (Phillips and company. This will help in
Phillips, 2016). facing the future challenges
of the business.

b) Describe how training needs are identified and the methods of training used by Tesco

In order to maintain productivity with sufficient business growth an organisation should deal
with the employee skill management and development. For this skill development process
initially the organization has to identify the needs of training that means the operational gap
between the expected and practical performance of an employee or a department. From the
last two to three years the management of Tesco has observed that various departments and
stores are not achieving the profitability as required (Peters et al., 2014). In order to resolve
this problem Tesco needs to implement various skill development training programs after
analysing the training needs of the responsible employees. For accurate identification of
training needs and suitable methods Tesco follows some specific stapes describe bellow:
Investigating the faults in system: In this phase the human resource department of Tesco
identify the key cause of malfunction and including the responsible departments and
employees. To identify the workforce that is not as efficient as they need to, the organization
can conduct various simulation based examination session.
Identifying the competence gap: After the identification of inefficient employees the
organization has to determine the sets of skills that need to be developed. In this phase the
HRM of the Tesco has to determine the strength and weakness of each selected employees.
Identification of performance and task: In third phase the HRM team has to analyse the
particular set of tasks that have to be performed by these selected employee after the skill
development training in order to regain their productivity level (Jimenez-Jimenez and Sanz-
Valle, 2012).
Establishing the training methods: After the determination process, the HRM of the
organization should establish the appropriate methods to train their employees with respect to
their needs and qualities.

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Evaluation: In this phase the management of Tesco has to implement these training methods
with various learning cycle models. In these processes the trainee employees need to go
through learning and feedback approaches to normalize their temporary learning problems.
During the execution of various training and skill development programs the HRM
department of Tesco can utilize two types of training process. These training processes have
to be selected according to the acceptability and learning capabilities of the employees.
Following are the training methods implemented by Tesco
On-job training: It is a type of training programs where the employees have to learn
something more practical and process oriented. Additionally, this process is executed during
the time of operating the respective jobs (Armstrong et al., 2014). During the time of work
the employee can easily express about their obstacles that they experience during the time of
operation. On other hand, it let the trainer to interact face to face with the employees and
monitor over their working behaviours. It is very effective when the company needs to retain
the performance level of an unskilled employee in a Soft HR approach.
Event based training: In order to introduce new working structure within the conventional
operational module the HRM team has to conduct various seminars and workshops for their
employees. It helps to train a large amount of employee in a short time period involving less
amount of trainer.
Performance and rewarding:
Performance measure and rewarding is a part of reword management system conducted by
any human resource management department of an organisation. In this system the HR
manager assures the employees that their effort would be monitored and valued by the
company by providing various rewords. This performance based rewarding system increase
the competency of the employees that helps to improve their overall skill and productivity.
For reward management the company can perform numerous rewording process where the
skilled employees are rewarded by incentives and bonuses (Furtmueller et al., 2011). On the
other hand the HRM can also incorporate the internal recruitment process as a part of reward
management where the skilled employees are promoted according to their performance level.

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c) Explain the benefits for Tesco and the employees in having a systematic approach to
training and development

Through the training procedure of any HRM the objectives and the goals of the organization
have to be prioritised to achieve the appropriate skill development level. The systematic
training approach is the only way to retain the required skills and productivities of the
employees. In systematic approach Tesco has to execute various segments of operations
including Analysis, Design, Development, Implementation and evaluation.
Analysis: The first phase allows the HRM of Tesco too determine the needs of the employees
through their performance and behaviour analysis comparing the organizational objectives.
The supervisory staffs have to be critically identified the opportunities and limitations of the
employees who need the trainings (Inyang et al., 2011).
Design: In this phase the training methods and structures are developed as per the report
gathered from the analysis phase. The HRM department has to consider both strength and
weakness of individual employee to design the training module appropriately.
Development: After the design making the supervising team has to gather the components
and materials for the training session according to the pre design training structure. In this
phase the HRM should develop their training plan with effective skill development meterials
by analysing the further requirement of the work structure of the organisation.
Implementation: In this phase the HRM of Tesco should execute their training sessions
according to their plan kipping in mind the pros and cons of the training materials. Various
interaction and communication strategy can be used to make the execution procedure
smoother.
Evaluation: In this phase the progression reports of each trainee employees are critically
analysed to identify the further needs of training and development. Tesco can implement the
feedback method where the trainee employees can easily discuss about their complication of
understanding the process (Kazlauskaite et al., 2011).

d) Evaluate the effectiveness of Tesco’s training and development practice in terms of

delivering a return on investment (considering productivity and profit).

After introduction of Tesco’s advanced systematic training model the performance of their
employees has been increased significantly. These practices help to improve the overall
productivity of the company including the production, supply chain and internal cargo
transportation and logistics development. After the implementation of new training the return

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on investment has been increased by 20% in 2015. In 2016 Tesco has gained 2 billion new
consumers that have made a milestone in the history of Tesco. Tesco invest one third in their
super markets and one eighth for the High Street. Most of this venture is invested on their
strategic human resource management. The supermarket chain of Tesco deals with biggest
private employer with nearly 260,000 staff with adequate skill development programme.

The management department has the responsibility to supervise the performance of each team
as well as each and every worker to recognize their strong point and weakness concerning
their jobs and required ability and experiences. Tesco ensures through their human resource
management sustain that each worker has the opportunity to appreciate his or her individual
role in contributing to the Tesco core principle and ethics. This needs a distinct induction
programme that can complete as a core producer of productivity in each and every
subdivision. Tesco’s skill development programs improve the presentation of the workers
individually, where all of these individual growth acts as a collective productivity in sales,
marketing, production and logistics.

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Task 4

a) Provide an analysis on the importance for ITV to maintain good employee relations
and how it influences their HR decision making as a result. (P5)

To develop and sustain the productivity level, the human resource management of any
organization has to maintain good work culture involving appropriate employee employer
relationship. The human resource department maintains the employee relation through
various direct and indirect ways involving multiple corporative approaches. Strong employee
relationship also ensures the motivation level and employee satisfaction that indirectly
influence the performance level of the overall workforce (Kim and Bae, 2017). The human
resource department of ITV has multiple opportunities to incorporate their HRM strategies in
order to maintain adequate employee relationship and organizational culture. These potential
HRM strategies are:

Formal and informal employment practices: Employee relationship can be maintained

through various formal and informal methods. Formal method represents the on-job and the
event based programme where the employees can formally interact with their supervisors
about their experiences and complication. On the other hand leads can encourage workers to
increase their efficiency by various rewarding approaches. This type of employment practice
is called informal employment practice that sustains the interactivity between the supervisors
and the workforce.

Development, negotiation and application: This practices allows the supervisors to

engaged with employees including various negotiations and applications about the work load
and operational techniques. The overall improvement of employer–employee relation must
be operated in such a way that can be easily acceptable for both trainer and trainee
employees.

In order to implement the employee relationship effectively ITV can operate their decision
making procedure by following strategies and techniques:

Teamwork: Teamwork is a very supportive policy to develop the combined productivity of

the workforce through participating in organisational decision-making management process.
This method also improvises a stage where workforce has their influence to share their
information, perspective and understanding with their prominence on decision making

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process of ITV. Therefore, teamwork improves the employee-employer relationship and
encourages the development of employee’s capably as well.

Internal Resource: Involving every worker in the HRM decision-making process decreases
the general expenditure and time required by valuable functioning procedure. Along with this
ITV can appoint an external consultancy company (Obeidat, 2012). This method has the risk
of exposition of confidential information. Participation of workers allows genuine internal
regulatory information about resource and opportunity for future.

Morale Improvement: Employee participation can decrease the deference between

employment module and development training module in a practical skill development
progress report. ITV tries to boost Moral and ethical consciousness of each department of
workforce through evaluating a flexible forum where employees have the right to articulate
their opinions about the Morale and Ethical facts.

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b) Identify and briefly explain the key elements of employment legislation and how this
influences ITV’s HR decision making. You should make reference to equality, data
protection, health and safety, along with contractual responsibilities. (P6)

ITV has to maintain proper roles and regulations regarding their HRM strategies and
employment policies. The appropriate enforcement of human resource legislations secure the
work culture and improve the morality and motivation towards work.

Contractual responsibility: ITV has to be aware of the terms and condition involving the
business partnership and agreement. It is the responsibility of the HRM of the company to
make the employees aware of their policies involving business agreements and contracts.

Discrimination law: It deals with Race Relation Act, 1976; Sex Discrimination Act, 1975;
Disability Discrimination Act, 1995; Equal Pay Act, 1970. These regulations should be
enforced strictly in ITV HRM involving employment services that includes direct or indirect
communicational discrimination. These practices involves with victimisation and harassment.

Data protection law: Legal requirements regarding internal strategic decisions and
approaches of ITV should enforce data protection regulations of UK. The data protection
rules and regulation structure should be mentioned in ITV’s external recruitment procedure
for data handling department (Van De Voorde et al., 2012). It is applicable on proper
valuation, limitation and regularity in confidential reports and information covering internal
market strategies and tactics.

Health and safety law: To ensure the health and safety regarding the environment and work
processes ITV has to provide initial guidelines at the time of recruitment of any employee. In
order to enforce the law health and safety inspectors inspects office premises without
alarming the employees that evolves new regulations to prevent worker from any misconduct.
It also deals with rest periods, hours, vacations, special provisions.

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Conclusion:

From this assignment the learner can identify the purpose of human resource management
and leadership strategy allows the workforce to involve in the decision making process of the
organization. The case study of ITV where the importance of worker relation and its
influence on the decision making of the HR manager is examined within various
consequences. The assignment also discussed the potential changes about the current HRM
practices with respective advantages and disadvantages with appropriate conditional
examples. The human resource department maintains the employee relation through various
direct and indirect ways involving multiple corporative approaches. Strong employee
relationship also ensures the motivation level and employee satisfaction that indirectly
influence the performance level of the overall workforce.

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