ITV Employee Motivation Strategies

This assignment analyzes the employee motivation strategies implemented by ITV. It examines how these strategies contribute to organizational success, employee satisfaction, and a harmonious workplace. The analysis highlights the positive impact of ITV's approach on reducing conflict and indiscipline among employees.

University
Human Resource Management
By
Date
Name
Lecturer’s Name

Human Resource Management
Contents
Part I: Recruitment and selection.................................................................................................................3
Task 1:.....................................................................................................................................................3
The purpose of workforce planning and the role of HR manager in Woodhill College for workforce
planning and resourcing.......................................................................................................................3
The strengths and weaknesses of different approaches to recruitment and selection...........................4
Task 2:.....................................................................................................................................................5
Job advertisement for the role of a leader............................................................................................5
Preparation of job specification and person specification for the role..................................................7
Part II: Employee performance and development........................................................................................8
Task 1:.....................................................................................................................................................8
The difference between training and development..............................................................................8
Part III: Employee Relationship................................................................................................................11
Task 1:...................................................................................................................................................11
The benefits of different HRM practices within ITV.........................................................................11
References.................................................................................................................................................13
Author’s Name: Page 2 of 15

Human Resource Management
Part I: Recruitment and selection
Task 1:
The purpose of workforce planning and the role of HR manager in Woodhill College for
workforce planning and resourcing
Human resource management (Deadrick and Stone, 2014) is the process of recruiting employees
for any particular organization. The employees must be efficient enough so that they can be able
to achieve the organizational and individual goals. The nature of HRM involves a few functional
management like organizing, planning, controlling and directing. The few basic criteria of HRM
includes the maintenance, management, and development. HRM develops the interpersonal skill
of an employee to achieve the organizational goals. Human Resource Management deals with the
different aspects of human psychology and also deals with communication process of the
organization. The main benefit of the Human Resource Management system is the teamwork. It
means this management system gives all the ideas to the employees that a how a team can be
built. The activities which are done by the HRM and its team is called the scope of HRM. There
few activities of the HRM department like Human resource planning, job analysis, and design,
recruiting, environmental planning for the organization, remuneration planning, performance
appraisal, compensation, developing the relation with the other industries and lastly motivating
the employees by setting perfect examples. The approaches which are fit and the approaches
which are best can be differed according to their aspects and meaning. The best fit model of
HRM can emphasize the importance and alignment of working between human resource
management and the strategies of the organization. The approaches of human resource
management must be aware of the culture of the organization. The employees must get the
Author’s Name: Page 3 of 15

Human Resource Management
proper motivation from the model to achieve the organizational success (Tsui and Lai, 2009).
HRM models can be described in forms of hard and soft models. The hard models describe the
strategic rationalized fits and the places where the management must emphasize to increase the
level of their performance.
On the other hand workforce planning is the process of meeting up the priorities and the
demands of the organization with the surety of the meeting of the organizational goal,
production, regulator, and the service requirements. There are two kinds of labor power market
in the large and core corporate firms, independent primary and subordinate primary. The
professional and the technical stuff are known as the white collared workers. They are in the
group of independent primary whereas the other workers of production called the subordinate
primary workers. They are also called the blue collared workers. Here the HRM department of
the Woodhill College is facing high staff turn over. So they are looking to recruit the new stuff
for the college. The recruitment policy of the college is as usual as the organization. First of all,
they call the candidate to drop their CVs, and then they select the desired and eligible candidates
based on their CVs. Then the final round of interviews are taken, and then the selected
candidates are given the appointment letter. The candidates are mainly interviewed in a two-
member panel form from the academic department.
The strengths and weaknesses of different approaches to recruitment and selection
The recruitment process deals with the situations when stuff are required in any organization.
Any organization may face problems like inefficient employees, or it can happen that employees
may leave the office, so it becomes important sometimes to recruit the proper stuff for the
desired posts of the office. The process of selection continues until all the requirements are
finished. The selection process and the resource of the candidates can be done in many ways.
Author’s Name: Page 4 of 15

Human Resource Management
There are internal sources, external sources, third party sources. These are the process of getting
the eligible candidate for the posts. After gathering all the candidates in one place the final few
recruiting process (Porter, 2016) and interview rounds are taken. The strength of this process can
be measured from the internal recruitment process and the decision making process. Moreover,
there are processes of direct employment based on the direct reference and inter personal skill of
the employee. The training cost can be saved by this direct referencing skill as the recruitment
policy is totally based on the reference of the existing employee of the particular organization.
Howe4ver this process has a drawback like, if the employees are taken through the referencing
policy then the huge number of employees who were selected for the post are left because of the
lack of vacancies. So the organization cannot have the entry of innovative brains and new skills
in the work. The external selection process is better than the internal in this case. The external
process brings all the new fresher candidate in the organization. The new candidates try to give
maximum effort to create a good image in the organization. This helps the organization to
achieve the goals. There is a basic problem of recruiting the external employees. The situation or
the environment of the organization doesn't suit the employee initially. It takes the time to for an
employee to get used to with the environment. Moreover, the psychological and mental gap
between the old and the new employees of the organization may create new problems.
Task 2:
Job advertisement for the role of a leader
When we are giving any advertisement for the teaching job, there are few techniques that must
be followed in case of writing the article. The form of the advertisement is very much similar to
the other advertisements. Here the job must be treated as products, and we must approach the
interested candidates as the customers. The advertisement must be interesting enough so that the
Author’s Name: Page 5 of 15

Human Resource Management
reader may get attracted by the advertisement. To lower the cost of the advertisement, we try to
give the advertisement with many other advertisements in the newspaper. So we must be very
careful in case of designing the advertisement as it should look attractive rather than the other
ones. The clarity and the color of the texts must be attractive enough so that the reader can easily
see it. The main points and the features must be highlighted so that everyone will understand the
fact of the advertisement clearly. To communicate easily with the reader, it is very important.
Suitable platforms to place the advertisement
There are many platforms to post any particular advertisement. The televisions, radios, social
Medias and the newspaper. Social Medias are the best platform these days to post any particular
advertisement. A few years back, people used to watch TV and read the newspaper on a regular
basis but nowadays people have become so busy that they don't have time to read the newspaper
and neither have they time to watch Television. Everything they do is mainly on the internet. So
it's better to post an advertisement on the internet or the social media. There are few platforms in
the social media where the advertisement can get some readers. He sites are as follows:
1. Twitter: The use of this website has become very popular nowadays. It is impossible to
find the person who doesn't know the name of Twitter. There are billions of people who
have their account on Twitter. So posting an advertisement on this site can be proven to
be very effective.
There are few basic steps to create an account on the Twitter. After creating the account,
the organization can post an advertisement. The interested candidates will apply for the
link or the mobile number that are given in the advertisement.
2. Facebook: The creation of Facebook has changed the definition of social media since
2004. One can say that there are very few people on this globe who doesn't have a
Author’s Name: Page 6 of 15

Human Resource Management
Facebook account. So it is more effective than Twitter in some cases. Facebook is very
easy to use, and the creation of an account is easier. There are some people so the
advertisement may get more readers than Twitter. So an organization can post an ad on
Facebook with a high expectation of getting more feedbacks.
3. Google+: This is a B2B network. This site is more formal than any other sites, and
maximum professionals use this website. To create a Google+ profile the user must set
Google authorship. The main benefit for this site is that the posted add in this side can be
fetched by searching in the Google. So one can say that Google+ can prove to be
effective in the case of advertising something.
Preparation of job specification and person specification for the role
Job Designation: HOD of history
Place of work: Woodhill College
Working Hour: The teachers of any department of the college have to work 150 hours a week
and 8 hours a day. If anyone wants to take any leave from the college, they will have to 30 days
prior notice to the authority of the college. If this is not done accordingly the percentage of
payment may be deducted from the salary at the end of the month. This may happen only when
the leave is extended to three days, and after that, there may be cases of termination.
Salary: It is 10,000 U.K Pounds. The teacher may get the bonus if they work efficiently in the
time of the festivals.
Work condition: The teachers have to work in any condition except any natural disaster, holidays
or any urgent problems. The canTedidates who have strong mentality and eligibility to do it, are
welcome.
Author’s Name: Page 7 of 15

Human Resource Management
Values: Good working values.
Key students: There are many students in the university, but there are few students among them
who needs more motivation (Tracy, 2013) from the students. The History students are the ones
who need the motivation in every aspect of their studies.
Reports to: The HR manager of the particular company should get the report.
Supervises: It is to be determined that the students must be observed carefully while running the
class.
Job Purpose: The classes must be taken carefully and with all responsibilities. It will increase the
interest of the students towards the subject.
Qualification: M.Ed. And M.Phil. With specialization in History.
Prior Experience: Candidates must have one year experience in this field.
Part II: Employee performance and development
Task 1:
The difference between training and development
The process of training and development (Khodr and Zirar, 2013) are interlinked with each other,
but both are different in their particular field. Training is short term process whereas the
development is a long time process that includes the process of growing professionalism,
maturity as well as personality. Training has a limitation in terms of time but development itself
a massive process. The process is like research, and it covers many fields of the organization.
The development and the training program increases the interpersonal skill (Berko, Aitken and
Author’s Name: Page 8 of 15

Human Resource Management
Wolvin, 2010) of the employees, and that is why it is very much effective for the organizational
success.
The impact of customers' expectations on Tesco and need of staff training:
In the initial stages the company has to understand the expectation of the customer then only it
can be said the demand of the customer is fulfilled. An efficient working team is needed inside
the organization who can deliver proper service to the customer after understanding their criteria.
In this competitive world, Tesco needs to satisfy the customer through the effective
communication system. Besides this, with the help of a proper training session, Tesco needs to
improve the intellectual and the communication skill (L Arnold, 2014) of the employees.
Methods of training carried out by Tesco:
There are many methods of a training method that are carried out by Tesco. Group discussion,
oral communication and there many more training methods of Tesco that can be followed by the
employees big time. The method of group discussion is the most efficient method as some
research have said that this is the best way to communicate with the employees and Tesco
follows this method mainly to communicate with the customers. So it can be said that to gain a
proper training session as well as some efficient employee (Michael and Michael, 2013) Tesco
has to keep its mind straight about this method.
Identification of the training:
The identification of the training session is must for the employees as the employees must have
all the information about the training session to be efficient to do any particular job. Proper
training for the proper field can give the employees all sorts of facilities to be used to with the
field. The training session of the staffs must be specified, and the training session should give all
Author’s Name: Page 9 of 15

Human Resource Management
the information about the related job. This will help the company because a proper training
session can turn the employee into staffs and eventually it will be beneficial for the company.
The benefits for Tesco and its employees of structured training program
The structured training is one of the most effective ways of training to spread the business. A
proper training session provides the best quality of service to the customer. The professional
stages are the main fields of work and by giving proper training to the employees. The training
program makes the employees efficient to work in the business field. They can perform well in
the professional field because of the proper training session (Genomic medicine, 2009). The
skills, the efficiency, and the ideas are mainly gained from the training session, and ultimately
the organization is benefitted. That's why it is said that the trained employees are the assets of
any company or organization.
Returns of investment for the training and the types of approaches to flexibility adopted by
Tesco
When a particular organization is investing only for the training, then it should be taken care that
the training session must go right. If the training session goes wrong, then the entire investment
will be wasted. So a proper plan is needed to get the best training session. There numbers of the
method by which the training can be done: Career flexibility (Hahn, Doganaksoy and Blumberg,
2011), Time off. Flexible working arrangements. These approaches are mainly adopted by Tesco
for the training purpose. If the proper training is made, then the company will not have to face
any problems.
Author’s Name: Page 10 of 15

Human Resource Management
Part III: Employee Relationship
Task 1:
The benefits of different HRM practices within ITV
ITV attempts to engage their employees in collective and functional events so as to make them
think and act versatile to any responding situation. The daily update is mainly provided by the
watercooler. The communication process here comes in to play to make the employees effective
to do any performance. Here collective bargaining refers to the agreement of the new employees
in the new work place and making them adjusted with the existing workforce. The consultation
and the feedbacks from the existing employee of the company measure the efficiency of the new
employees. The direct involvement and the engagement of the new employees of the company
help to get the basic and core reviews on their expectations and demands from the company. ITV
mainly uses the collective bargaining process, and employee representatives' consultation takes
the organization to a different level of judgment in analyzing the organization's structure
(Rainey, 2009) in the field of competitions.
Helps in hiring and training workforce: The practices of HRM and the functional strategies
(Forrest, Abdelhamid and Carninci, 2009) of the human resource management helps the hired
candidates as well as it helps the eligible candidate in training. T is done to get a better result for
the organization. Training the workforce and managing the individuals is the role of the Human
Resource Management. The HRM directs, manages and controls the purpose of each employee.
Takes care of the performance management system: The performance of the employees are
measured through the performance, attendance and the efficiency to do any particular work. It is
the responsibility of the HRM department to motivate and influence (A. Marisa and Yusof, 2014)
Author’s Name: Page 11 of 15

Human Resource Management
the employees by setting good examples. The recognition and the utilization of the skills are very
necessary as the demand for the company’s welfare.
Helps in developing culture value of the organization: HRM department mainly helps the
employees to understand the culture and the value of the organization. To make an employee
efficient for the job, the terms and the conditions, as well as the structure of the organization,
must be known. The safe and sound environment of the organization helps the employee to work
hard for the organization.
Resolves conflicting situation: The matter of confliction may arise while running any particular
business. It is the responsibility of the HRM (Warner, 2012) team to avoid those conflict by
giving the proper solution to the employees. The conflict mainly happens between the
management and the employees where HRM must come into play. HRM of any organization
helps to avoid the conflict to make the betterment of the business.
Develops good relation within the organization and the industry: The HRM department
arranges the days of meeting and the other staffs inside any organization. This helps the
organization to maintain a good relation among the different industry inside the organization
(Inside Front Cover, 2015).
The effectiveness of ITV’s strategies in building and improving employee relations and
engagement
ITV's strategies have helped the organization to build and improve the employee relations and
the effective engagement into the company's concerned affairs. To make the employee relation
more strong, ITV musty select the following processes: Fair judgment and clean perspective
sharing should evolve to make sure the employees get a better job satisfaction. The other two
Author’s Name: Page 12 of 15

Human Resource Management
methods are competitive talent and salaries must be part of the employment development
(Azizbek, 2015) procedure to create a better image of the employees. Maintaining employee
relation is as necessary to lead the company in the way of success. To reach the organizational
goal, one has to say that maintain the employee relation is the best way to make this happen.
ITV's strategies are proven to be the best strategies in the market to achieve the organizational
goal. The employees are clearly motivated by the strategy and the relation among the employee
remains strong. The conflict among the employees, the indiscipline behavior of the employees,
are strongly avoided by the strategies of ITV.
References
A. Marisa, and Yusof, N. (2014). Critical factors that motivate the managers in construction
companies to work. International Journal of Academic Research, 6(2), pp.17-22.
Azizbek, I. (2015). Development of state employment adjustment mechanism. Spanish Journal
of Rural Development, pp.45-50.
Berko, R., Aitken, J. and Wolvin, A. (2010). ICOMM. 1st ed. Lanham, Md.: Rowman &
Littlefield.
Author’s Name: Page 13 of 15

Human Resource Management
Deadrick, D. and Stone, D. (2014). Human resource management: Past, present, and future.
Human Resource Management Review, 24(3), pp.193-195.
Forrest, A., Abdelhamid, R. and Carninci, P. (2009). Annotating non-coding transcription using
functional genomics strategies. Briefings in Functional Genomics and Proteomics, 8(6), pp.437-
443.
Genomic medicine. (2009). 1st ed. London: Stationery Office.
Hahn, G., Doganaksoy, N. and Blumberg, C. (2011). A career in statistics. 1st ed. Hoboken, N.J.:
Wiley.
Inside Front Cover. (2015). Natural Gas Industry B, 2(4), p.IFC.
Khodr, H. and Zirar, A. (2013). International briefing 30: training and development in Iraqi
Kurdistan. International Journal of Training and Development, 17(4), pp.295-309.
L Arnold, C. (2014). Listening: The Forgotten Communication Skill. Journal of Mass
Communication & Journalism, 04(10).
Author’s Name: Page 14 of 15

Human Resource Management
Michael, B. and Michael, R. (2013). Interest‐based bargaining: efficient, amicable and wise?.
Employee Relations, 35(5), pp.460-478.
Porter, M. (2016). Rely on transparency and process to limit liability related to academic
dismissals. Recruiting & Retaining Adult Learners, 18(9), pp.1-8.
Rainey, H. (2009). Understanding and managing public organizations. 1st ed. San Francisco,
CA: Jossey-Bass.
Tracy, B. (2013). Motivation. 1st ed. New York: AMACOM, American Management
Association.
Tsui, A. and Lai, K. (2009). Professional practices of human resource management in Hong
Kong. 1st ed. Aberdeen, Hong Kong: Hong Kong University Press.
Warner, M. (2012). Society and HRM in China. 1st ed. London: Routledge.
Author’s Name: Page 15 of 15