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Fundamentals of Human Resource Management

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Added on  2019-12-18

Fundamentals of Human Resource Management

   Added on 2019-12-18

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TABLE OF CONTENTSINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................3Purpose of workforce planning and role of manager...................................................................3Strength and weakness of different approaches to recruitment and selection.............................4Function of HRM that provide talent and skills for fulfilment of business objectives ...............5Evaluation of strengths and weaknesses of recruitment and selection's approaches...................5e) Critically evaluate the strengths and weaknesses of different approaches..............................6TASK 2 ...........................................................................................................................................7a) Job advertisement for the role..................................................................................................7b) Suitable platforms to place the advertisement.........................................................................7c) Job specification and person specification for the role............................................................8d) Rationale for application of specific HRM practices..............................................................9PART 2 ...........................................................................................................................................9TASK 3 ...........................................................................................................................................9a) Difference between training and development........................................................................9b) How have changes in customer expectations affected Tesco and its need to train staff.......10c) Methods of training................................................................................................................10d) How training needs are identified..........................................................................................10e) Benefit for Tesco and employees in providing structured training program.........................11f) Training has achieved a return on investment........................................................................11g) Types of approaches adopted by Tesco to aid its expansion of the business........................12PART 3..........................................................................................................................................12TASK 4 .........................................................................................................................................12a) Importance of ITV to maintain good employee relations and how it influences HR decisions....................................................................................................................................................12b) Key elements in employment legislation and how it influences HR decisions.....................13c) Evaluate the key aspects of employee relations management and employment legislation..13d) Critically evaluate employee relations and application of HRM practices...........................14CONCLUSION..............................................................................................................................14REFERENCES..............................................................................................................................162
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INTRODUCTIONThere are different practices that are imposed by the human resource management withinthe organisation that directly results in managing the resources and activities so that it may easilyaccomplishes their goals and objectives. There are different practices that mainly includerecruitment and selection, training and development, compensation, performance managementetc. therefore, it has been stated that with the proper management of activities and resources itbenefit the organisation along with this, it also impact on the workforce existing in theorganisation. For the present report different case scenario has been taken into the consideration thatWoodhill college, Tesco and ITV. The report will also gain the adequate knowledge regardingthe different recruitment and selection approaches that is used by the leading organisation forselecting the candidate. On the hand, different training methods that support the staff andemployees to enhance their skills and abilities so that they may easily perform their job in propermanner. Moreover, the report would also engage in measuring the HRM practices as well asemployee relation activities so that they can easily attain the objectives ad success. TASK 1Purpose of workforce planning and role of managerHRM is the one of the most important function of management in Woodhill College. Thisis because HRM help firm in managing its employees in a better way. Workforce planning is themain function which HRM of the organization performs. Under workforce planning, a properplan is designed in which the workforce will be increased. Time by which new employees willbe hired by the business firm is also determined in the workforce planning. It can be said thatworkforce planning have due importance for the business firm. Purpose of workforce planningand role of manager is explained below.Prediction and assessment: The main purpose of workforce planning is done by HR of theWoodhill College to estimate about number of posts that can be vacant in upcoming timeperiod (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 theorganization will follow in order to attract relevant candidate towards the firm in relation to3
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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 recruitcandidates.Succession planning: For the business firms, it is very important to motivate employees. In orderto do so apart from giving financial and non-financial incentives HR manager do successionplanning. Under succession planning, an individual is promoted to top position in the firm. Itcan be said that in succession planning, firm instead of hiring individual from externalsources uses internal sources to fill vacancies. This increases morale level and motivateemployees to work hard for the benefit of an organization. Retention: In the business selection and appointment of relevant candidate on job is notsufficient. It is important to retain human resource in the organization so that their best usecan be done. Under workforce planning, HR manager of Woodhill College developemployee retention strategy for the college.Strength and weakness of different approaches to recruitment and selectionThere are different approaches that are followed by the business firms to recruit and selectemployees for the vacant jobs (Dave. and et.al. 2013). All these approaches can be classified intothree categories like internal, external sourcing and third party sourcing. These methods ofrecruitment and selection are described below.Internal sourcing: Internal sourcing is one of the most important approaches that areused to select best candidate within the organization. Under this method, employee withinorganization is promoted at the higher post. The main merit of this approach is that entireworkforce get motivated and think that their performance is recognized. The negativepoint of this approach is that often to get higher position employees play a political gamewith each other which lead to building of sour relationship among them and thisultimately lead to decline in the workforce productivity. External sourcing: External sourcing is another way which is followed to recruitemployees on the job. Under this, interview of candidate is taken which is unknown tothe business firm. On the basis of performance, candidate is selected for the job. Themain merit of this method is that candidate with different and special skills can be4
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