Hiring the Right Employees

This assignment delves into the crucial aspects of human resource management (HRM). It examines various sources of recruitment, both internal and external. The focus then shifts to effective selection processes, going beyond basic background checks to identify the 'right' employees. Finally, the assignment emphasizes the importance of building a strong employer-employee relationship, highlighting its impact on organizational success.

Human Resource Management
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TABLE OF CONTENTS
INTRODUCTION................................................................................................................................4
TASK 1.................................................................................................................................................4
a) Explaining the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College...............................................................4
b) Explaining the strengths and weaknesses of different approaches to recruitment and selection 4
c) Assessment of the functions of the HRM that can provide talent and skills appropriate to fulfil
the Woodhill College objectives......................................................................................................5
d) Evaluating the strengths and weaknesses of different approaches to recruitment and selection 6
e) Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples.......................................................................................6
TASK 2.................................................................................................................................................7
a) Writing a job advertisement for the role......................................................................................7
b) Suitable platforms to place the advertisement.............................................................................8
c) Job description and person specification for the role of Mathematics teacher............................8
d) Providing a rational for the application of specific HRM practices in the context of Woodhill
College.............................................................................................................................................9
TASK 3.................................................................................................................................................9
a) Difference between Training and development..........................................................................9
b) Analysing how changes in customer need affect Tesco and its staff training needs.................10
c) Listing methods of training carried out by Tesco......................................................................10
d) Analysing how training needs of the staff are identified...........................................................11
e) Benefits of training programs to employees of Tesco................................................................11
f) Analysing the extent to which training has achieved return on investment...............................12
g) Analysing the types of approaches to flexibility adopted by Tesco for business expansion.....12
TASK 4...............................................................................................................................................13
a) Providing an analysis on the importance for ITV to maintain good employee relations and how
it influence their HR decisions as a result......................................................................................13
b) Identification and briefly explain the key elements in the employment legislation and how it
influences ITV’s HR decisions......................................................................................................13
c) Key aspects of employee relations management and employment legislation which affect
HRM decision making in ITV.......................................................................................................14
d) Critical evaluation of employee relations and the application of HRM practices in ITV that
inform and influence decision making in organization..................................................................14
CONCLUSION..................................................................................................................................15
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REFERENCES...................................................................................................................................16
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INTRODUCTION
Human Resource Management (HRM) can be defined as the process of managing people in
organization in a systematic manner. It covers the several areas such staffing, retention of
employees, wages and payroll setting, managing performance of personnel, change management
etc. In a corporation either it is small, medium or large, HRM function divides into two sections:
managerial and operative (Armstrong, and Taylor, 2014). The present research is based on human
resource management where to know its importance within the organizations; different case studies
of three firms which belong to diverse fields are taking into the consideration. This investigation
will explain the good employee relations and the ways in which employers engage with their staff
members. Along with this, it will explore the information about tools and techniques used in HRM
to maximize the employee contribution and application of various HR methods to gain competitive
advantages.
TASK 1
a) Explaining the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College
By considering the case study of Woodhill College, it has found that due to unclear HR
strategy, it has become hard for the college to manage present and future workforce needs. There is
only a single method of recruitment where all teaching positions advertise on the single website. In
this context, HR manager has prepared various workforce plans to hire new staffs. The purpose of
doing such activity is to aspiring workers to push themselves forward so that they can recognize
their roles. It helps Woodhill College to address the workforce related issues in systematic ways that
are responsible for driving the changes (Bamberger, Biron and Meshoulam, 2014). Another purpose
of workplace planning is determining shortage of qualified talent to minimize skills gaps in the
workforce.
On the other hand, HR manager of Woodhill College has played very important role in the
direction of workforce planning and resourcing of employees. He has prepared the strategies to deal
with shortage of talent of teachers in the college. By considering the current and future demand, HR
manager has determined gaps and additional in key skills sets in the existing staff members. Further,
he has looked towards how to retain the workforce for long time by using unique and effective
tactics. Along with this, HR manager of Woodhill College has prepared the proper job description
and posted them on the websites to fill the vacant positions (Dessler, 2016). Therefore, by above
stated some roles, HR manager of the cited college has planned and resource the workforce.
b) Explaining the strengths and weaknesses of different approaches to recruitment and selection
Woodhill College can use two approaches to recruitment and selection which are internal
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and external. Both have contained some strengths and weaknesses which are as follows:
Internal recruiting: Under this, Woodhill College has recruited candidates for vacant positions
internally. Teachers presently working in the college are departed to higher position in the same
department. Promoting or transferring of staffs have based on their level of performance. In case,
they have needed extra skills to complete the duties of new positions then cited educational institute
has provided them required training (Bloom and Van Reenen, 2011). Strengths and weaknesses of
internal approach to recruitment and selection are as follows:
Advantages: It is an easier and less time consuming method. Woodhill College has not
required deep and long interview process. Staff members of college have stay for long time when
they have promoted to higher positions. It has promoted the competition between the workforces to
occupy high level of positions in the department (Chand, 2017).
Disadvantages: It may be possible that teachers of Woodhill College face discrimination
from the management side at the time of promoting such as caste, religion, language etc. It may
increase the dissatisfaction level in workers when some of them promote to new position. This has
minimized the opportunities for external employees.
External recruiting: In this, Woodhill College has hired the employees from outside the college
with the aim of bring the innovation and fix the issues of the college. It has made the positive
impact over the educational institution as compare to internal source of recruitment (Gruman and
Saks, 2011). Advantages and limitations of external source of hiring for cited college is as follows:
Advantages: It has created new job opportunities for job seekers which has prepared a wide
pool of skilled and talented candidates for Woodhill College. This has supported the new innovative
ideas and improved the staff structure.
Disadvantages: External source has mote time consuming and has contained the high costs.
It has become difficult for the management to screen quality profiles from large number of
candidates (Brattonand Gold, 2012).
c) Assessment of the functions of the HRM that can provide talent and skills appropriate to fulfil the
Woodhill College objectives
The three major functions perform by HRM department of Woodhill College. These are
recruitment and selection, organizational progress and training and development. From the
assessment of these functions, it has found that at time of selection and recruitment of faculties,
management has considered all criteria such as qualification, experience etc. By looking these all
aspects, college has selected right person for the right position. It has helped in fill the vacant
position within the institution in an effective manner (Guest, 2011). On the other hand, from the
evaluation of organizational development of Woodhill College, it has determined that HR manager
has developed various strategies to make the changes in workplace system. Along with this, various
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activities have planned by him to create awareness in the staff members regarding the norms and
rules of the college. Beside this, HR manager has planned training and development for the teachers
as per the needs and requirements. With the help of different methods and techniques, HR
department of Woodhill College has tried to enhance the potential of the staffs (Dann, 2012). While,
by a good human resource planning concept, HR Manager of cited educational institution has
determined the types and numbers of teachers needed to attain the organizational goals. For this,
various information have gathered from different departments and then analyze of those data have
carried out by HR manager for forecast the human resource supplies for future.
d) Evaluating the strengths and weaknesses of different approaches to recruitment and selection
Internal and external source of recruitment and selection method has used by Woodhill
College. From the evaluation of these approaches, some strengths and weaknesses have determined
which are showing in below table.
Recruitment and
selection source
Strengths Weaknesses
Internal Cheaper and quicker method to recruit Limits the entrance of potential
applicants
Increase morale of the staff members Failed applicants are dissatisfied
Less requirement of training and
orientation (Burr and Pearne, 2013)
Less job suitability
Sustain culture and knowledge Another vacancy occur
Enhance performance of the teachers
External Wide range of selection of candidates Contain high costs of selection and
intervie (CHUANG and Liao, 2010)
New innovations and development of
ideas
More time consuming process
Boost up the productivity (Khan and
Sheikh, 2012)
Searching of quality profiles
becomes hard.
e) Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples
Woodhill College has used internal and external sources of recruitment and selection process
to hire new staffs. From the evaluation of internal approach, O’Brien, 2014 has stated that it has
helped Woodhill College to considerable saving to fill the vacant position. For example, with the
internal promotions, some of the teachers have promoted to the head of the departments by judging
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their capabilities and skills. It has saved the costs of college on recruitment and selection of the
employees. This strategy has reduced the turnover of the valuable staff members by retain them for
the long time. It has highly supported the moral of employees by giving them growth and
development opportunities in educational institution. On the other hand Kaushal, 2010 has asserted
that external source has enabled the Woodhill College to select the right personnel from the large
available pool of talent. It has brought the new experience and ideas to educational institute. This
has increased the chance where college has received a variety and number of candidates who are
capable to handle the responsibilities in more effective manner. It has overall promoted the growth
of cited organization by recruiting employees from external sources.
Apart from this, Lane and Kangulec, 2010 has explained that internally promotion of some
of the faculties have de-motivated the other staff members which has decreased their performance.
For instance, by promoting one teacher at the head of department stage, the other ones have become
demoralized. They have neglected or disrespected the department head all the time. On the other
side, Werner and DeSimone, 2011 has noticed that external recruitment approach has more time
consuming and contain high costs.
TASK 2
a) Writing a job advertisement for the role
Woodhill College
Faculty Requirement
Woodhill College has a four-term, co-educational, independent, non-denominational Christian
school for students from Grades 000 to 12. There are three schools of ours: Pre-Primary school,
Primary school and High School. Applications are invited from qualified and experienced both male
and female candidates for the following position
S. # Post Seats Qualification/experience
Mathematics teacher 05 B.A. + 1 year Diploma in Mathematics Teacher training from
recognized national or international universities. Preferably 3
years experience from reputed English Medium School.
Candidates must send their detailed resume in the form of hard copy on the address given below to
on or before 20th February, 2017.
Job description
Woodhill College requires Mathematics teachers for its co-educational, independent, non-
denominational Christian school for students for 3 to 5 Grades.
Job specification
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The ideal candidate should:
 Be a teacher in English school with at least 3 years experience
 Have excellent English communication skills
 Be willing to be trained and work with the students.
Note:
1. Please visit www.woodcol.co.za/ to download the application form
2. Only shortlisted candidates will be called for interview or test.
3. Interviews will be held at Woodhill College, South Africa.
Address: c/c atterbury road and de villebois mareuil, Trumpeter's Loop, Pretoria, 0076, South
Africa.
Phone: [phone] | Fax: [phone] | Email: [e-mail]
b) Suitable platforms to place the advertisement
For Woodhill College, there are various platforms have available in front of the college to
post the job advertisement regarding the mathematics teachers. By using social media, management
can announce the vacancy in the public (Brody, 2010). This is the most platforms for attracting the
large number of candidates within a short time frame. Along with this, by giving job ads in the
newspapers, Woodhill College can spread the news of vacancy in the public. It is a good medium to
select the right personnel for the right job positions in limited time period. Further, educational
magazines can be used as platform to place the job advertisement. This will also work as a good
source of draw the attention of the candidates and they can easily approach to the college for further
process (Catano, 2013). Therefore, with the help of these three platforms, Woodhill College can
place the job ads and select the suitable persons for the vacant positions.
c) Job description and person specification for the role of Mathematics teacher
Job description of Mathematics teacher
 Planning, development and executing chapters which shows the course works and as per the
educational standards.
 Adopting various techniques to explain the basic concepts of maths to the students
 Assessing the social and academic growth of the learners
 Evaluating the progress of students by setting various performance indicators
 Utilizing different educational equipments to deliver the quality knowledge to students
Person specification of Mathematics teacher
 Qualification: A degree in mathematics from the recognized national and international
universities.
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 Experience: Minimum 3 years experience of teaching in English Medium School.
 Skills: Good communication and present skills, enough knowledge of computer and its
application, able to optimally utilize the resources etc.
d) Providing a rational for the application of specific HRM practices in the context of Woodhill
College
As per the given case study of Woodhill College, it has determined that college has
experienced high staff turnover. There is only a single method has used to recruit the candidates and
all jobs related vacancies having placed on the job portal website. Along with this, there is no clear
HR strategy for managing current and future workforce needs. With the help of different HRM
practices, the issues can be resolved (Gropu, 2013). In this context, by adopting the new and unique
recruitment and hiring process, the new HR manager can able to appoint the highly skilled staff
members for the vacant positions. It will help in selection of the right person for the right position.
In addition to this, by making changes in workforce planning, it will become easy for HR manager
of Woodhill College to manage the human resource in an effective manner. On the other hand,
training and development practices will be changed by the HR manager of the cited college so that
new skills and knowledge of the staffs can be enhanced. Various motivation techniques will use by
the human resource executive to create a positive and healthy environment at the workplace that can
motivate the personnel in the right direction (Longenecker and Fink, 2013). Therefore, these
applications of HRM practice will help Woodhill College to retain the employees for long time and
hire the new ones.
TASK 3
a) Difference between Training and development
Training and development are the most common terminologies used by businesses for
employee growth and effective performance. Training is the process of enhancing skills and
knowledge of an individual to ensure effective performance as per the business needs or tasks. It is
a short term process which is often planned by the HR department employee competency and
knowledge as per the job requirement (Loosemore and Dainty, 2013). On the job and off the job
training means are commonly adopted by businesses to attain effective success and growth within
the market. Trainings are often given by mentors, superiors or trainers.
Development on the other hand can be defined as an educational process which focuses on
overall growth of an employee. It is a long term process and is carried out at the personal level.
Organizations undertake the aspect in order to ensure employee growth for future development and
challenges within the economy (Lucio, 2013). The stated process is not limited to a particular job
but aims at improving overall personality and attitude of an individual to attain high success and
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growth. Coaching, mentoring, counselling, job-rotation, role playing, case study, conference
training, special projects are some of the methods of development. The stated aspect focuses on
attaining the need of managing a strong team of talented and committed employees (Middlemiss,
2012).
b) Analysing how changes in customer need affect Tesco and its staff training needs
Tesco is a well-established retail business unit which is presently focusing on offering
effective retail services to its consumers globally. The main aim of the company is to expand
business operations in new horizon and thus the need of right people is critically significant for the
organization. The organization critically determines the changing needs and preferences of the
consumers to create a competitive edge in the economy.
Figure 1 Process that shows how changes in customer need affect Tesco and its staff training needs
(Middlemiss, 2012)
The leadership framework of Tesco has been explained above which effectively reveals that
customer focus is one of the critical success factor for the organization. Employee assessment based
on the mentioned aspect is effectively done by the mentioned retail unit. Tesco plans and develop its
training programs analyzing the employee assessment of the factors associated. Timely training
programs are developed by the business to ensure high productivity and effective employee
relations (Sanders, Cogin and Bainbridge, 2013). Moreover employees are the face of the company
who are directly linked with consumer preferences thus trainings regarding enhancing employee
skills and technological development are planned regularly to effectively attain business goals and
objectives. Moreover employees of the company are kept updated with changing consumer trends to
incorporate required development.
c) Listing methods of training carried out by Tesco
Tesco has adopted a structured and flexible training program within the economy which has
helped the business in attaining high and significant development within the market. The
organization ensures to impart timely training programs to attain the business needs and growth on
timely basis (Harzing and Pinnington, 2010). The organization offers both on the job and off the job
training programs are undertaken by the business units to attain high and significant development
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within the market. On the job training measures includes methods as development programs,
induction training, Apprenticeship, coaching are the on the job training programs which the
organization undertakes in order to ensure business development.
On contrary to this off the job training is another effective and well defined training method
which is adopted by the companies to attaining high and significant development aspect in the
economy. These include video presentation, case study analysis, simulation, lectures etc. This
method help in attaining significant and well defined business results however the investment in the
proposed method in terms of time and cost is significantly high (Hendry, 2012). Thus this training
method is adopted for specialised training programs such as leadership training, technical
development etc. This helps the business in attaining significant results with high employee
productivity.
d) Analysing how training needs of the staff are identified
The training need analysis in Tesco is effective and structured. The business unit ensures
high growth and development within the market to attaining effective development aspects within
the market. To evaluate and ascertain training needs and demands within the economy the factors
such as organizational objectives, resource allocation and employee productivity is closely
determined. This helps the management in effectively analysing employee performance against set
targets (Jiang, Lepak, Hu and Baer, 2012). To assess the training needs of employees in an
organization Tesco critically evaluate employee performance and keep a close and effective
monitoring on different aspects. Training programs and schedules are then determined on the basis
of performance gap in the organization. This helps the business in effectively attaining the business
objectives in this current competitive economy. Training methods are directly linked with
performance evaluation techniques for the organization. Tesco ensures that employees with low or
ineffective performance are imparted effective training to enhance the performance within the
organization (Kehoe and Wright, 2013). This helps business in developing significant productivity
for the business. According to the requirement, a systematic training and development program is
organized by manager for employees so as they can improve their existing performance.
e) Benefits of training programs to employees of Tesco
Training and development programs are the integral aspects of a business organization. It
helps the company in creating a significant and well defined impact on business growth and
performance within the market. Tesco has adopted the stated practice effectively to create high
development within the market. Benefits attained by the organization are successfully discussed as
under:
 High results: Effective training and development programs help the company in developing
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significant business results for the employees which helps in attaining significant business
results. A trained team of employees helps in developing high productivity and growth for
the business which helps the business in maximizing sales and profitability for the
organization (Mathis and Jackson, 2011). Moreover the growth aspects of the company of
are highly enhanced through effective employees.
 Productivity enhancement: Training helps the employees in enhancing their productivity to
perform in an effective and well defined manner. Training enhances skills and attributes of
the employees which helps them to develop high and significant business results in this
competitive market. Moreover productivity of employees is also enhanced as wastage of
time is minimised by effective employees (Armstrong, and Taylor, 2014).
 Employee motivation: Training provides wide scope for employee growth and development.
This helps the company in managing an effective team of trained and motivated employees
in the organization.
f) Analysing the extent to which training has achieved return on investment
Training is the process which helps the organization in generating significant and well
defined business results. Tesco has been highly developed by adopted effective training and
development program in the business unit. Effective training has helped the company in generating
high sales and demand in the market. This covers the cost of investment by the businesses which are
highly effective and influential for the companies (Dessler, 2016). Although it has consumed huge
time and efforts to train the employees. But it has developed skills, knowledge and capabilities in
the personnel to perform the allocated works. Along with this, it has leaded to enhance the
productivity of the business for long time and help in attain the business objectives. The return on
investment for the company is attained in the form of high sales, demand and a team of satisfied
consumers. The overall impact of training is positive and significant for Tesco.
g) Analysing the types of approaches to flexibility adopted by Tesco for business expansion
Flexibility is a significant component of business growth and development in present
competitive market. It helps the business in creating a positive result. Tesco is presently focusing on
expanding the business unit in international market. Flexibility approached related to time and job
will help the company in effectively managing the organizational operations in cost effective means
(Gruman and Saks, 2011). This will also help the company in creating high employee satisfaction
and growth. Flexible working practices such as apart time jobs, financial flexibility and flexibility in
working hours helps the company in creating high growth aspects in the market. With the help of
numerical flexibility, Tesco will prepare the teams for different shifts to manage the work in several
time durations such clearance sale, occasions etc. While financial flexibility has assisted
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organization to manage demand and supply of services and products to meet the requirements of the
customers. Apart from this, locational flexibility has allowed the management of Tesco of
distribution of goods and services at different locations.
TASK 4
a) Providing an analysis on the importance for ITV to maintain good employee relations and how it
influence their HR decisions as a result
For ITV, it becomes important to maintain good employee relations. There are several
reasons behind this which can be understood from examples. For instance, there are some issues on
which management cannot able to take decisions alone. That time, they have needed the support of
their employee so that they cannot miss out important points that are essential to make the decisions
more successful (Burr and Pearne, 2013). In this context, HR manager of ITV organization has
worked as a mediator where intranet has used i.e. Watercooler. It has provided the daily online
updates in the form of news that are affecting organization operational activities. Along with this,
there is an also a weekly Watercooler facility for those employees who are not online. This strategy
of HR manager has helped to establish and maintain a good employee relation between the
employees and ITV (CHUANG and Liao, 2010). With the help of this, management have able to
take the important by considering the viewpoints of the staff members. On the other hand, another
importance of maintain good employee relation for the cited organization has to make the work
simpler by sharing the information. For example, ITV has used 60 Second Updates communication
method which has produced on monthly basis by central communication. This decision of HR has
influenced employer and employee relation in positive direction. This technique has provided
individual development reviews, briefing meetings, workshops information to both line managers
and staff members in an effective manner (Bloom and Van Reenen, 2011).
b) Identification and briefly explain the key elements in the employment legislation and how it
influences ITV’s HR decisions
ITV has followed different employment legislations which has contained several key
elements. These have influenced HR decisions. Identification and explanation of these components
are as follows:
Individual employment relationship: The building, refitting and termination of employment
relations are come under the employment relationship. Promotion, transfer, dismissal, compensation
etc also consider as elements in this. These have affected HR decisions of ITV organization. For
example, at the time giving promotion to the staff member, the HR manager has clear all terms and
conditions along with the roles and responsibilities of the particular job position (Khan and Sheikh,
2012).
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Wages and remuneration: It is the most important element of employment legislation where
HR manager of ITV has clearly stated the wages structure to the newly appoint employees. Along
with this, this factor has influenced the HR manager to select the suitable forms and methods of
payments for the staff members.
Working condition: As per the employment legislations, HR manager of ITV has influenced
the decisions regarding various aspects of working conditions such as working hours, health and
safety vacations, rest periods etc. Along with this, it has assisted the HR manager of the
organization to make sure about equal employment and pay to the staff members (Kaushal, 2010).
c) Key aspects of employee relations management and employment legislation which affect HRM
decision making in ITV
HRM decision making of ITV has affected by the different aspects of employee relations
management and employment legislation. In the employee relations, the major focus of HR
manager of the company has on development of a strong and positive relation between employees
and employer that has influenced the decision making process in the positive manner. While in
employment legislation, HRM practices have protected personnel in against of malpractices at the
workplace of ITV. It has inspired and bound the HR department to take the decisions in the favour
of the employees (Hendry, 2012). The key aspects of employee relation management that affect
HRM decision making in ITV are job search and recruitment, shift management, employee
evaluation, rewards and recognition, communication development, training, employee performance
evaluation etc. On the other hand, some major aspects of employment legislation that may put the
effects on HRM decision making of cited organization are wages and compensation, health and
safety, whistle-blower protection program etc.
d) Critical evaluation of employee relations and the application of HRM practices in ITV that
inform and influence decision making in organization
Employee relations and the application of HRM practices have played an important role in
ITV. It has affected the decision making process of the organization. With the help of this,
employees have increased their involvement in different activities such as suggesting ideas,
opinions to solve the issues etc. It has promoted a good, healthy and positive relationship between
the staffs and management (Middlemiss, 2012). On the other hand, an employee relation with
management of Tesco has minimized the conflicts between them and has increased their moral.
Along with this, this has helped the firm to retain the talented personnel within the organization for
the long time. Apart from this, there have some common HRM practices followed by Tesco. These
are human resource planning, recruitment, selection, training and development, performance
management etc. All these practices have assisted the firm to ensure the skills and capabilities of
14

employees. The result of this is ITV has able to take effective decisions to attain the business
objectives.
CONCLUSION
From the study, it can be concluded that the primary objective of human resource management
has to make sure about the availability of right people for right jobs so that company can able to
attain the business objectives. It has focused on the effective and optimum utilization of existing
human resource. The scope of HRM has very wide and vast such as manpower planning from
employee hiring to his leaving the firm, retention of the workers; keep control over the human
resource etc. At the time of adopting HRM practices, organizations have needed to considered
several aspects to take the decisions in the favour of the business and employees.
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