An Examination of Strategic Human Resource Management Concepts

This assignment content consists of various articles and book chapters related to human resource management, strategic HRM, and organizational behavior. The sources include academic journals such as the Academy of Management Review, Personnel Review, and International Journal of Entrepreneurial Behaviour & Research, as well as books from renowned publishers like John Wiley & Sons, Routledge, and Sage. The topics covered range from managing human resources in transition to strategic group management, employee reactions to job redundancy, and the role of HRM in corporate entrepreneurship. Additionally, there are online resources such as articles and toolkits related to international HRM, HRM assessment approaches, and HRM for microfinance institutions.

Human Resource
Management
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TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Purpose of workforce planning and role of manager...................................................................3
Strength and weakness of different approaches to recruitment and selection.............................4
Function of HRM that provide talent and skills for fulfilment of business objectives ...............5
Evaluation of strengths and weaknesses of recruitment and selection's approaches...................5
e) Critically evaluate the strengths and weaknesses of different approaches..............................6
TASK 2 ...........................................................................................................................................7
a) Job advertisement for the role..................................................................................................7
b) Suitable platforms to place the advertisement.........................................................................7
c) Job specification and person specification for the role............................................................8
d) Rationale for application of specific HRM practices..............................................................9
PART 2 ...........................................................................................................................................9
TASK 3 ...........................................................................................................................................9
a) Difference between training and development........................................................................9
b) How have changes in customer expectations affected Tesco and its need to train staff.......10
c) Methods of training................................................................................................................10
d) How training needs are identified..........................................................................................10
e) Benefit for Tesco and employees in providing structured training program.........................11
f) Training has achieved a return on investment........................................................................11
g) Types of approaches adopted by Tesco to aid its expansion of the business........................12
PART 3..........................................................................................................................................12
TASK 4 .........................................................................................................................................12
a) Importance of ITV to maintain good employee relations and how it influences HR decisions
....................................................................................................................................................12
b) Key elements in employment legislation and how it influences HR decisions.....................13
c) Evaluate the key aspects of employee relations management and employment legislation..13
d) Critically evaluate employee relations and application of HRM practices...........................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................16
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INTRODUCTION
There are different practices that are imposed by the human resource management within
the organisation that directly results in managing the resources and activities so that it may easily
accomplishes their goals and objectives. There are different practices that mainly include
recruitment and selection, training and development, compensation, performance management
etc. therefore, it has been stated that with the proper management of activities and resources it
benefit the organisation along with this, it also impact on the workforce existing in the
organisation.
For the present report different case scenario has been taken into the consideration that
Woodhill college, Tesco and ITV. The report will also gain the adequate knowledge regarding
the different recruitment and selection approaches that is used by the leading organisation for
selecting the candidate. On the hand, different training methods that support the staff and
employees to enhance their skills and abilities so that they may easily perform their job in proper
manner. Moreover, the report would also engage in measuring the HRM practices as well as
employee relation activities so that they can easily attain the objectives ad success.
TASK 1
Purpose of workforce planning and role of manager
HRM is the one of the most important function of management in Woodhill College. This
is because HRM help firm in managing its employees in a better way. Workforce planning is the
main function which HRM of the organization performs. Under workforce planning, a proper
plan is designed in which the workforce will be increased. Time by which new employees will
be hired by the business firm is also determined in the workforce planning. It can be said that
workforce planning have due importance for the business firm. Purpose of workforce planning
and role of manager is explained below.
Prediction and assessment: The main purpose of workforce planning is done by HR of the
Woodhill College to estimate about number of posts that can be vacant in upcoming time
period (Australia, 2011). According to this, hiring of new employees is done in the college.
Recruiting: In this stage, manager of Woodhill College determine the way through which the
organization will follow in order to attract relevant candidate towards the firm in relation to
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vacant posts. There are many channels through which recruitment of candidates can be done.
It depends on manager of Woodhill College that which approach they follow to recruit
candidates.
Succession planning: For the business firms, it is very important to motivate employees. In order
to do so apart from giving financial and non-financial incentives HR manager do succession
planning. Under succession planning, an individual is promoted to top position in the firm. It
can be said that in succession planning, firm instead of hiring individual from external
sources uses internal sources to fill vacancies. This increases morale level and motivate
employees to work hard for the benefit of an organization.
Retention: In the business selection and appointment of relevant candidate on job is not
sufficient. It is important to retain human resource in the organization so that their best use
can be done. Under workforce planning, HR manager of Woodhill College develop
employee retention strategy for the college.
Strength and weakness of different approaches to recruitment and selection
There are different approaches that are followed by the business firms to recruit and select
employees for the vacant jobs (Dave. and et.al. 2013). All these approaches can be classified into
three categories like internal, external sourcing and third party sourcing. These methods of
recruitment and selection are described below.
 Internal sourcing: Internal sourcing is one of the most important approaches that are
used to select best candidate within the organization. Under this method, employee within
organization is promoted at the higher post. The main merit of this approach is that entire
workforce get motivated and think that their performance is recognized. The negative
point of this approach is that often to get higher position employees play a political game
with each other which lead to building of sour relationship among them and this
ultimately lead to decline in the workforce productivity.
 External sourcing: External sourcing is another way which is followed to recruit
employees on the job. Under this, interview of candidate is taken which is unknown to
the business firm. On the basis of performance, candidate is selected for the job. The
main merit of this method is that candidate with different and special skills can be
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selected for the job. Demerit of this approach is that when any individual who is not part
of firm is selected for top position workforce morale declined.
 Third-party sourcing: Under this, there is a placement agency through which the firm
hire specific candidate (Gannon, Doherty and Roper, 2012). Merit of this method is that
right candidate is selected by the company under this approach. In this, the demerit is that
selection process is costly.
Function of HRM that provide talent and skills for fulfilment of business objectives
Function of HRM that are related to acquisition of best talent and skills for fulfillment of
business objectives are training and development as well as selection and staffing. HR manager
of the business firms determine appropriate through which the training can be given to the
employees. There are different practices that mainly include recruitment and selection, training
and development, compensation, performance management etc. therefore, it has been stated that
with the proper management of activities and resources it benefit the organisation along with
this, it also impact on the workforce existing in the organisation. This ensured that all things are
teach in right manner to the newly selected candidates. Selection and staffing is one of the most
important functions which are performed by HR manager of the organization (Steen and et.al.
2011). If there is right process for selection of candidates then appropriate onee can be selected
for the vacant post. Thus, it can be said that selection and staffing are the important function of
HRM which helps the manager in selecting talented candidates as employees which lead to
fulfillment of business objectives.
Evaluation of strengths and weaknesses of recruitment and selection's approaches
Strengths/Weaknesses Internal sourcing External sourcing Third-party sourcing
Strengths The main strength of
internal sourcing is
that it increase morale
level of individuals as
they are promoted to
top position on the
basis of skills set they
It must be noted that in
case of most business
firms there is a
scarcity of specific
talent. It is the
selection of individual
from external sources
The main merit of this
method is that only
those candidates who
are suitable for job are
interviewed by the
business firm. Thus,
multiple scrutiny of
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have and quality of
work done by them on
the job.
which ensured that
firm is having fresh
and talented
employees on job. It
can be said that
external sourcing helps
the company in
making workforce
stronger than before
(Thrulogachanta and
Zailani, 2011).
candidate ensures that
the right one will be
selected by the firm.
Weaknesses The main weak point
of internal sourcing is
that candidates with
new skill set does not
come in the
workforce. Thus, staff
remain weak.
In case of external
sourcing, negative
point is that growths of
employees that are
currently in workforce
get reduced in respect
to top position.
Firm have to make
payment to placement
agency for services it
gives to the former
entity. Thus, cost of
selection get increased.
e) Critically evaluate the strengths and weaknesses of different approaches
From the above measured strength and weaknesses of the recruitment and selection
approaches it has been critically evaluated that author has stated that internal approach for the
recruitment is consider as effective approach that requires no additional cost for recruiting and
hiring the candidate. On the other hand, Kaufman (2008) has evaluated with the advantage it
might also have weaknesses that it do not engage the fresh and qualified candidate as they
mainly focuses on recruiting and selecting the candidate from the internal environment. For
instance, in the college for the vacant post of front office they must internally recruit the
candidate those who are working in the receptionist area.
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Along with this, another approach to recruitment and selection is external approach
through which company can recruit and select the candidate from outside the environment. It has
been critically evaluated that this approach plays significant role within the cited firm as it assists
in recruiting the competent and qualified personnel that matches the required job description.
TASK 2
a) Job advertisement for the role
Vacancy Vacancy Vacancy...!!!!!
Woodhill College
(Hiring lecturer for English)
The leading Woodhill College have urgent requirement for the English lecturer within the
premises. There are 2 vacant post for the English lecturer within the college that may impart
proper knowledge among the students and learners.
The candidate those who are interested in job post may send their CV or may also engage in
walk in interview.
The candidate must bring their passport size photo with them along with all the certificates.
Requirement-
 Proficiency in English.
For further inquiry regarding the job post please email to the below mentioned mail ID
[e-mail]
b) Suitable platforms to place the advertisement
After designing the job advertisement within the education sector it must be circulated
over the suitable platform so that it might results in attracting pool of candidate towards the
vacant job post (Pityn and Helmuth, 2005). The different platforms to place the advertisement
include- Online job portals: The foremost suitable platform to place the advancement of lecturer
include posting the vacancy on the online job portals so that they may easily attract the
young and competent candidate towards the job post. In the present environment online
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platform is consider as a significant platform that attract the competent candidate towards
the job post.
 Print media: Another effective platform to place the job advertisement include print
media that is advertisement over magazines or newspaper as it is widely in reach to most
of the candidate (Marsden, Caffrey and McCaffery, 2013). Placing advertisement in the
newspaper is the commonly used technique for targeting large pool of candidate towards
the vacant job post.
c) Job specification and person specification for the role
Job specification as well as person specification both are consider as an effective
statement that is prepared at the time of recruiting and selecting the candidate for the Woodhill
College.
The job specification for the role include-
Educational requirement  Teacher may have qualified bachelor's degree in
education.
 Master's degree in English and literature.
 Post secondary teachers at the universities and community
college.
 Ph. D in English or literature.
Job skills and requirement  Effective writing skills so that they may easily write the
progress report of the students (Gomes, 2012.).
 Engagement skills so that they may easily maintain
relationship among the student and their family members.
 Preparing teaching or study material for the students.
Person specification for the job-
Educational qualification  Post secondary teachers at the universities and community
college.
 Ph. D in English or literature.
 Undergraduate and Post graduate degree from any of the
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university.
Specific skills required  Ability to engage in the communication.
 Effective organizational skills
 excellent communication and written English skills.
 Grammatical check of the content.
Personal qualities and
attributes
 The candidate is having positive attitude within the
college that results in imparting adequate learning and
knowledge to the studuents.
 Friendly as well as approachable.
d) Rationale for application of specific HRM practices
From the different HRM practices used within the organization it has been assessed that
Woodhill College mainly focuses on the recruitment and selection practices so that they can
easily select the required number of lecturer for the college (Chelladurai, 2006). The key
principles for application of specific HRM practices within the cited college is that they would
engage in the effective recruitment and selection procedure so that they may easily recruit the
competent candidate that benefit in imparting adequate learning and knowledge among the
students those who are within the college.
PART 2
TASK 3
a) Difference between training and development
Both the term training and development are distinct from each other but both the
approaches supports the candidate in enhancing and developing their skills. Training is defined
as an effective process that ensure amending required skills of the candidate that supports them
in performing their activities and job in effective manner (Bach, 2009). On the development is
another approach that focuses on overall development of knowledge among the individual that
assists in bringing some maturity among them. The key difference among both the terms is that
training is mainly consider as a short term approach that focuses on enhancing the skills so that
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individual may perform their job in effective and efficient manner. On the other hand,
development is long process that ensure continuous growth among the candidate.
b) How have changes in customer expectations affected Tesco and its need to train staff
The key purpose of imparting training and development among the staff of Tesco plc is to
deliver the quality and effective services within their stores so that they can easily meet the
expectation of the customers. Therefore, it has been assessed that change or modification in the
expectation level of customers has directly impacted the Tesco plc that further results in
imparting training to their staff (Kinetics, Harzing and Pinnington, 2010). For example, while
engaging in the purchasing activities customer expects that staff must be polite with them. Along
with this customers also expect that staff must be prompt in meeting their requirement. For
attaining this Tesco plc focuses on training their staff so that they can manage their activities
according to requirement of customers.
c) Methods of training
There are different methods of training that is been carried out within the Tesco plc it
mainly include on-the job training methods and off-the-job training methods that support the
staff and employees to enhance their skills and abilities so that they may easily perform their job
in proper manner. On-the-job training- With the help of methods of training management of Tesco plc
focuses on devising the strategies through which they impart training to staff while
performing their job (Kaufman, 2008). The key activities or training methods include in
on the job training are mentoring, coaching, job rotation etc. that supports in
understanding practical aspects of the job post.
 Off-the-job training- Another method of training carried out by Tesco plc include off the
job methods where training is imparted outside the workplace it is in the form of
apprenticeship.
d) How training needs are identified
There are certain steps that are used by the management of Tesco plc so that they can
easily determine the training requirement and needs among the staff and employees those who
are rendering services within the retail supermarket. The training needs among the staff are
identified through various steps that is-
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 The first step in determining the training needs among Tesco staff is to look at the current
level of skills that is possessed by the staff (Conway, 2008). After that management would focuses on determining the requirement of skills and
knowledge to accomplish the performance objective of the job. After that management would matches the current skills of staff with the required skills
and measure that it would meet the performance objective or not. Another step is to determine the gaps in the current skills and required skills. After that management would engage in planning for imparting appropriate training
through selecting adequate method so that they can easily meet the required skills.
e) Benefit for Tesco and employees in providing structured training program
It has been assessed that management of Tesco must focuses on devising the structural
training program that benefit both Tesco as well as employees (Ngo, Lau and Foley, 2008). The
key benefit for Tesco plc in providing structured training program is that it results in
accomplishing the objectives and goals with the enhancing proficiency among the staff within
the cited firm. Along with this, providing structural training program is also beneficial for the
Tesco as it supports in attaining the profit with the growth in the retail industry. In addition to
this, structured training program also benefit the employees in enhancing their skills that
supports them in performing their job in effective and proper manner. Along with this, it also
benefit the employees in enhancing and increasing their efficiencies so that they can properly
rendered the adequate services within the job that directly benefit the overall performance of the
organization.
f) Training has achieved a return on investment
With the help of above structured training program within the retail store it has been
assessed that engaging in the training activities has results in accomplishing the return on
investment for the business organisation (Boella and Goss-Turner, 2013). It has been assessed
that structural training program would results in enhancing the abilities and skills so that staff so
that they may easily results in providing effective customer services in-store in professional
manner. Along with this, it has been also assessed that with the proper and adequate training
program it also results in increasing the sales of their range of products and services as they
would influence and persuade the customers towards their products.
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g) Types of approaches adopted by Tesco to aid its expansion of the business
Through assessing the current position it has been assessed that Tesco plc is one of the
leading retail supermarket chain in the UK that deals in delivering range of products and services
to the different customers. Thus, in the globalized era there are various flexible approaches that
is adopted by the cited retail firm that assists them in expansion or enlargement of the business in
the different region. The key reason for engaging in the expansion include increasing the global
market share along with increasing the profit ratio of the company (Colbert, 2014). The common
types of approaches that is adopted by Tesco include- Market development strategies- The foremost approach that is adopted by Tesco include
engaging in the market development activities through expanding their business into the
new market or region so that they can easily meet the needs of different customers within
the new market. Product development strategies- Another approach that assists the Tesco in expanding
their business include engaging in product development that is changing and modifying
the products so that company can easily meet the new requirement of their customers.
PART 3
TASK 4
a) Importance of ITV to maintain good employee relations and how it influences HR decisions
Organizations like ITV need to maintain the healthy employee relations so that the operations
can be carried out in a successful manner. The following points describe the importance for ITV
to maintain good employee relations: High employee retention rates- With the help of effective employee relations, the rate of
staff retention can be improved. This is because if the employee relations are healthy, the
members of the workforce feel a strong connection with the company (Rothwell and
Kazanas, 2013). Therefore, it is important that ITV maintain good employee relations. High productivity and satisfaction- With the help of good employee relations, the
organization is able to improve the productivity as well as satisfaction level of workforce.
The reason behind this is that effective employee relations help in better solving the work
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related issues of the members of workforce. Therefore, it is necessary for ITV to maintain
good employee relations.
Influence of employee relations on HR decisions
At ITV, the HR decisions are significantly influenced by employee relations. This is
because it is necessary for the HR department to be knowledgeable and aware about the
employment law. In order to abide by it, various HR practices need to be changed. Moreover, the
attitudes and feelings of employees need to be considered by the HR department which
influences their working practices. Furthermore, the HR decisions are influenced as they need to
be taken on the basis of principles of collaboration and employee engagement.
b) Key elements in employment legislation and how it influences HR decisions
It has been assessed that the company’s approach to employee relations is based on
engaging with its employees (Sánchez and Soriano, 2011). It does this by a combination of
methods: collective bargaining, consultation with elected employee representatives and direct
engagement with individuals. There are different elements within the employment legislation
that mainly include health and safety, dismissal, equality as well as data protection etc. that
results in directly influencing HR decision of ITV Company. The foremost element in
employment legislation is related with equality that ensure equivalence among both men and
women. Therefore, this would directly impact the HR decisions in terms that while defining the
compensation packages for their staff they would not differentiate staff on the basis of their
gender. They would engage in devising equal and fair packages for their staff.
c) Evaluate the key aspects of employee relations management and employment legislation
It has been evaluated that the key aspect of employee relations management and
employment legislation is that it directly affect the HRM decision-making within ITV (Gomes,
2012). With the help of this company can easily implement the required legislation that support
the company in maintaining the effective relationship among their staff and employees. With the
help of conducting survey and feedback management of the cite firm may easily engage in the
managing the relationship. Along with this, i8t is also evaluated that key aspect of employment
legislation would also support them in abiding the laws and legislation that would results in
maintaining the proper relation among the staff and employees.
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It has been also evaluated that with the help of employment legislation company can also
measure in performing the standard and ethical activities so that it might not results in
performing wrong activities by their staffs and employees (Marsden, Caffrey and McCaffery,
2013). With the employment legislation employees as well as staff are clearly stated with
regarding the timings as well as activities that they are going to perform within the cited firm.
d) Critically evaluate employee relations and application of HRM practices
It has been critically evaluated that employee relations within the cited firm would
directly influences the decision-making within the organisation as it supports in maintaining the
healthy and effective relations among the staff. On the other hand, Pityn and Helmuth (2005) has
also evaluated that with the employee relations it do not requires the emergence of trade
unionism within the premises. Therefore, employee relation within the ITV directly influences
the overall performance level of organization along with maintaining the proper working
environment.
Whereas, there are different application of HRM practices in ITV that inform and
influences the decision-making within the organisation. The HRM practices mainly include
recruitment and selection activities, training and development activities, performance
management etc. that support in influencing the decision of HRM. With the help of defining
these practices management must focuses on the using all the activities while deciding strategies
so that they may not engage in the unethical and wrong activities.
CONCLUSION
From the above completed report it has been summarizes that human resource
management plays significant role within the organisation as it is consider as vital function that
supports the company in managing the resources so that they may easily contribute their
activities in accomplishing the stated goals and objectives. Along with this, it also gain insight
knowledge regarding the function of HRM so that they can easily meet goals and objectives.
Moreover, the report also focuses on reviewing the suitable online platform so that management
can easily post their advertisement that is visible by large mass of candidate. Moreover, it also
stated that with the help of above structured training program within the retail store it has been
assessed that engaging in the training activities has results in accomplishing the return on
investment for the business organisation.
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REFERENCES
Books and Journals
Australia, C.C., 2011. Effective Recruitment and Selection Practices. CCH Australia Limited.
Bach, S., 2009. Managing human resources: personnel management in transition. John Wiley &
Sons.
Boella, M. and Goss-Turner, S., 2013. Human Resource Management in the Hospitality
Industry: a Guide to Best Practice. London: Routledge.
Chelladurai, P., 2006. Human resource management in sport and recreation. Human
Kinetics.Harzing, A. W. and Pinnington, A., 2010. International human resource
management. Sage.
Colbert, B., 2014. The Complex Resource-Based View: Implications for Theory and Practice in
Strategic Human Resource Management. The Academy of Management Review. 23(4).pp.
341-358.
Conway, S., 2008. Innovation and Entrepreneurship. International Journal of Entrepreneurial
Behaviour & Research. 14(2). pp.121 – 124.
Davey, R. and et.al. 2013. Organizational grief: an emotional perspective on understanding
employee reactions to job redundancy. Development and Learning in Organizations: An
International Journal. 27(2). pp.5-8
Gannon, J. M. G., Doherty, L. and Roper, A., 2012. The role of strategic groups in understanding
strategic human resource management. Personnel Review. 41(4). pp.513-546.
Kaufman, B. E., 2008. Managing the human factor: The early years of human resource
management in American industry. Cornell University Press.
Ngo, H. Y., Lau, C. M. and Foley, S., 2008. Strategic human resource management, firm
performance, and employee relations climate in China.Human Resource Management.
47(1). pp.73-90.
Rothwell, W. and Kazanas, H., 2013. Planning and Managing Human Resources: Strategic
Planning for Human Resource Management. Human Resource Development.
Sánchez, M. A. and Soriano, R. D., 2011. "Human resource management and corporate
entrepreneurship". International Journal of Manpower. 32 (1). pp.6 – 13.
Steen, A. and et.al. 2011. Conflicting conceptualizations of human resource accounting. Journal
of Human Resource Costing & Accounting. 15(4). pp. 299-312.
Thrulogachantar, P. and Zailani, S., 2011. The influence of purchasing strategies on
manufacturing performance: An empirical study in Malaysia. Journal of Manufacturing
Technology Management. 22(5). pp. 641–663.
Online
Gomes, S., 2012. International Human Resource Management. [Pdf]. Available through:
<https://xisspm.files.wordpress.com/2012/02/chap-2-concept-of-ihrm.pdf>. [Accessed on
9th February 2017].
Marsden, P., Caffrey, M. and McCaffery, J., 2013. Human Resources Management Assessment
Approach. [Pdf]. Available through:
<http://www.csokenya.or.ke/site/uploads/resource/265.pdf>. [Accessed on 9th February
2017].
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