BUSINESS HUMAN RESOURCES MANAGEMENT

Explore the role of HR managers in workforce planning, recruitment, selection, training, and development at Woodhill College. Understand the impact of employee relations and employment legislation on HR decision-making at ITV.

BUSINESS HUMAN RESOURCES MANAGEMENT
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Table of Contents
PART 1 –Recruitment and selection............................................................................................................4
Task 1..........................................................................................................................................................4
Explain the purpose of workforce planning and the role of the HR manager with regards workforce
planning and resourcing for Woodhill College............................................................................................4
b) Explain the strengths and weaknesses of different approaches to recruitment and selection...................5
Task 2..........................................................................................................................................................8
a) Write a job advertisement for the role.....................................................................................................8
b) Identify suitable platforms to place the advertisement............................................................................8
c) Prepare a job description and person specification for the role................................................................9
PART 2......................................................................................................................................................11
Task 3........................................................................................................................................................11
a) Explain the difference between training and development....................................................................11
b) Describe how training needs are identified and the methods of training used by Tesco........................13
c) Explain the benefits for Tesco and the employees in having a systematic approach to training and
development..............................................................................................................................................16
d) Evaluate the effectiveness of Tesco’s training and development practice in terms of delivering a return
on investment (considering productivity and profit)..................................................................................17
PART 3 – Factors that influence HR decision making..............................................................................18
Task 4 (LO3).............................................................................................................................................18
a) Provide an analysis on the importance for ITV to maintain good employee relations and how it
influences their HR decision making as a result (P5)................................................................................18
b) Identify and briefly explain the key elements of employment legislation and how this influences ITV’s
HR decision making (P6)..........................................................................................................................19
Conclusion.................................................................................................................................................21
Reference list:............................................................................................................................................22
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Introduction
The term workforce planning can be implemented in any Human Resource management team of
an organisation, especially to the HR manager. The Human Resource department considers the
workforce planning as their primary function. By utilising the assets that can be considered as
individuals, procedures, creativity etc the human resource manager applies the workforce
planning to the general operations of the organisation. There are many roles in HRM that can
reflect the reasons for workforce planning, staffing being the most important one. On the other
hand recruitment has a few approaches through which proper staffing can be conducted. This
report will be reflecting on the Human Resource Manager’s role in working with the team by
implementing proper workforce planning into the operations of the organisations. to maintain a
good relationship with the employees is one of the fundamental tasks of any organisations and in
this report a proper analysis of it will be presented. This report will also provide an explanation
on decision-making process at an organisation by the HRM, which is greatly influenced by
employee relationship and their activities.
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PART 1 –Recruitment and selection
Task 1
Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College
Purpose of workforce planning
The term workforce planning can be termed as one of the fundamental functions of the Human
resource management of any organisation and something that allows the human resource
manager to focus on. At Woodhill college force planning serves various purposes. The
authoritative setting of Woodhill College the essential reason for the workforce planning is
augmenting the productivity of the association by expanding the proficiency of the workers
through suitable enlistment and training method. It can be noted that in Woodhill College the
workforce planning can progress towards securing the most talented professionals and prepare
them with proper training to fulfil the needs of the college. In addition to this, the motivation
behind this applying of workforce planning is an additional way of sorting out the general
population of the association. The HR department uses assets like individuals, highly skilled
trainers, innovation and creative procedures to fulfil the objectives set by the institution
(Armstrong and Taylor, 2014).
Workforce planning in simple words refers to the strategic ways that the human resource
maintains to get their job done at the right time by the right people (Jianget al., 2012). In relation
to Woodhill College, one can identify with the job roles of the human resource manager. Some
are listed below-
Recruiting
Probably the primary role of the HR manager is to recruit the new employees for the
organisation. The HR manager is involved in all steps of staffing and helps in securing the right
candidate for the right job.
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Training
To train the professionals is one of the most essential tasks as it allows the new comers and
existing workers to learn the work and enrich their sense of self in performing the work properly.
The human resource management thus enhances the workforce planning in attaining the most
suitable person for any vacant post of employment.
Planning
In Woodhill College the HR manager will have to conduct research and plan about the labour,
existing market, union demands and many other personal benefits that also relates to educational
trends.
Humanitarian Role
The HR manager consults employees about marital, health, physical and career problems thus
making them feel comfortable and work freely in the company enhancing employee
empowerment (Beardwell and Thompson, 2014). HR manager fundamentally acts as a bridge
between the organizational leaders, employment relations and the employees.
Apart from the above mentioned functions the manger also helps in developing organisational
policies that are directed towards the employees. The manager plays a significant role in being
one of the prime contestants in the entire Human Resource Management team by keeping an eye
on all operations lead by the department.
b) Explain the strengths and weaknesses of different approaches to recruitment and
selection
There are primarily two forms of recruitment: the internal recruitment and the external
recruitment. Bothe the forms are used by large as well as small scale organizations.
1. Internal Recruitment- this process of recruitment involves staffing from the existing workers
for a particular vacancy (Miller, 2017). Internal Recruitment allows the organization to fill
discharge positions inside the useful improvements by developing the talented existing workers
to a wider amount of positioning staff and administration.
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2. External recruitment- this process looks for staffing outside the organization. This does not
give opportunities to the existing employees but it recruits from outside the organization.
Strengths Weaknesses
Internal Recruiting Process  The process is very
efficient and it saves a
lot of time as the
people are recruited
from the existing team
for any vacancy
(Miller, 2017).
 Not much expensive in
processing the whole
system of recruitment
 Internal recruitment
allows high worker
maintenance.
 This approach allows
having a faithful
worker base.
 One of the demerits of
external recruitment is
that the fresh talented
candidates are
neglected.
 The new talents and
people with innovative
ideas are left
unexplored which is
not considered to be
progressive for any
business and market.
 Internal recruitment
allows limited
opportunities for
innovation. It also
limits other
developmental aspects
relating to
employment.
External Recruiting Process  this allows the
organization to receive
the most eligible and
talented candidates
from the existing
 One of the demerit that
the external recruiting
has is that it is time
consuming
 it is highly expensive
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market
 This approach allows
significant value as it
creates jobs for the
unemployed
workforce.
 This helps in
advancing innovative
an imaginative ideas.
and requires both
financial and social
backup to conduct.
 Often it results in
hiring incompetent
workforce that is not
positive for the
company.
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Task 2
a) Write a job advertisement for the role
Woodhill College is currently looking for a well qualified and experienced Lecturer in
Accountancy, they are looking for someone who is very flexible, passionate and motivated about
the subject, is a good team worker but can also work autonomously whenever required. The post
of the Accountancy Lecturer will be offered within the Woodhill College. The college is looking
for an outstanding Lecturer who can enthuse and motivate students in this subject and is able to
ensure that the students reach their full potential. This is an excellent opportunity to join a well
developed and growing team of highly experienced, professional and committed lecturers who
have a good track record of success. The candidate can explore the opportunity and build their
career with a well reputed college and help the students to build a successful future.
b) Identify suitable platforms to place the advertisement
The job advertisement prepared by the management should be posted on accurate platform that
will help the organization in attracting the, most suitable and experienced candidate for the
desired position (Hales et al., 2016). Many different platforms are available for advertisement
purpose that Woodhill College can use to advertise about the job vacancy. They can use the
different job portal that are available that will help them to reach out various candidates that are
in search for a job in the similar field, the candidate can read about the vacancy and respond to
the college. Apart from the job portals, the college can also advertise about the job vacancy on
different social media platforms, this will help them to reach out to many different candidates as
the social media is used by a huge number of people and is the most trending factor in the
present world. The college can also publish about the job vacancy on their website in the career
section this will allow them to receive application of the interested candidates from which they
can shortlist the most suitable ones. The short listed candidates will be interviewed by the
management and authorities of the Woodhill College, the interview will assist the management
to select the most qualified, skilled and experienced candidate that will provide them efficient
services and help to enhance their business.
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c) Prepare a job description and person specification for the role
The Woodhill College is looking for a lecturer in accountancy; the following are the job
description and person specification that is required by the college.
a) Job Specification:
Designation: Lecturer
Company: Woodhill College
Contract: Permanent;
Shift: General shift
Job responsibilities
1. Teach, asses and examine the students in the undergraduate program.
2. Supervise all the students’ projects in the undergraduate level
3. Advising the students and providing them with learning support
4. Support and provide the module leadership within the undergraduate levels.
5. Assist in the development of research base within the accounting department.
6. Develop and plan new courses and enhance the existing courses within the department.
7. Undertake the appropriate administrative and management tasks of the department.
Criteria for candidate selection
1. 1st degree and a Masters degree with one being in the relevant academic discipline or some
equivalent qualification such as Professional Accounting qualification
2. A teaching qualification of any level will be desirable criteria.
3. Experience in the teaching field is required, experience in delivering training and seminars.
4. Some work experience in the Accounting, Business or relevant field is required.
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5. Experience of budget management is requires.
The interested candidate should possess the above-mentioned criterions in order to apply for the
existing vacancy within the Woodhill College and the candidate should be able to perform all the
mentioned responsibilities.
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PART 2
Task 3
a) Explain the difference between training and development.
Topic Training Development
Definition Training can be referred to
any planned short term
process of changing the
individual through a learning
experience that will be
beneficial for any organisation
to fulfil its objectives.
Development can be termed as
a long term process that is
designed to ensure a proper
enhancement of prospective
and efficiency of an
individual. the growth of
understanding of a person’
ability to finally be able to
work for the organisation’s
profit can be called as
development.
Purpose The actual purpose of training
in a working atmosphere is to
develop the abilities of a
person to satisfy the needs and
fulfil the objectives. Training
is significant in making the
job performance progress
directly.
The actual purpose of
development on the contrary is
to gain managerial
effectiveness through
undergoing a planned and
deliberate process of learning
and getting enriched in various
ways with time.
Characteristics  Training is focussed on
developing new skills.
 training is conducted
to make the employees
 Development on the
contrary is a long term
investment plan in
human resources.
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learn certain parts of
the whole job and
know about the
objectives and how to
fulfil them.
 After the training new
candidates know about
the particular
department where they
are going to work and
conduct daily
operation.
 Development makes
sure the growth of an
employee in many
respects.
 It is primarily
concerned with
shaping attitudes.
 It gives more emphasis
in creating
competencies for
future performances.
Benefits With the help of proper
training the quality and culture
of an organisation develops
and improves with time.
Development on the other
hand initiates benefits for the
organisation by helping in
improving job performances
and by bringing a good growth
in development that is
effective and reliable.
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b) Describe how training needs are identified and the methods of training used by Tesco
Tesco is one of the world’s largest retain store chain that specialises in selling products and
grocery items of various prices segments serving all section soft eh society. This United
Kingdom based organisation uses training methods to train their staff and employees, both
existing and new (Sparrow et al., 2016). The training needs for TESCO is identified by using
Training Need Analysis, which is also known as TNA tools. The TNA focuses on analysing the
gaps that exist in between the levels of attitude, skills and knowledge (ASK). There is certain
specific information relating to jobs that are collected during gap analysis which involved a few
steps which are mentioned below.
 Job roles
 Job Process
 Task List
 Problems in the Job
 Task Frequency
 task difficulty
 Task Importance
Later there are a few steps that are followed in relation to the training need analysis that helps in
identifying the specific training needs that persist at TESCO. These seven steps are as follows-
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Investigating the problem
Plan the needs analysis
Selecting the technique
Conducting the analysis
Analysing the data
Reporting the findings
Documenting the problem
Figure: Steps in TNA. (Source – created by author)
To properly execute the seven steps for TNA analysis, the organisation (TESCO) uses various
techniques that involve – interviews, survey questionnaire, job description and specification of
personnel. It also involves critical incidents, the usage of logbooks and records of other known
companies along with reports from supervisors and industry seminars and workshops.
Technology based learning- in this method of learning and training the employees, the workers
are trained on various technologies and how to use them to properly conduct daily operations.
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This involves handling of basic computers and technological gadgets. This helps the employees
to handle the daily operation swell in operating bills, handling data related to employees etc.
Simulators- Simulation is a way of training that is based on real world environment. The real
life incidents and situations are copied and allow the trainees to face situation like such (Crego et
al., 2013). The biggest advantage of this process is that the people can develop skill required to
perform in real life situations of emergency and situations that demand quick decision making
ideas and process (Storey, 2014).
On the Job Training- this is a method of training that is done on location in original market
spaces. The trainees are put in real markets and are allowed to do fairly light and easy jobs to
check their efficiency and capabilities in dealing with the work climate and culture of that
particular organisation (McCarthy, 2016). This is extremely beneficial for new comers who do
not have any prior job experiences.
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c) Explain the benefits for Tesco and the employees in having a systematic approach to
training and development
Tesco being such a large organization has a very systematic way of training their employees and
also developing them as a multi chain store organization. A Systematic Approach of Training
(SAT) always helps any organization in ensuring consistency, to conduct optimal performances.
Below are the benefits that TESCO enjoys while following the systematic approach of training.
1. Organized approach- TESCO while using SAT approach do focus on maximizing and
organizing returns on the investments that are pursued on educating the employees.
2. Clarity and Responsibility- Using the SAT helps TESCO in providing vivid and clear
information through transparent and responsible process that eventually helps in providing
knowledge and education to the employees regarding the responsibilities that they have
collectively and individually towards an organization.
3. Recognition towards individual needs- TESCO uses SAY in flexible ways to understand the
employees’ training and development needs by providing employees who are specialized in
doing certain work and with utmost specialization that is provided to them through training.
4. Recognition towards employee’s abilities- TESCO is able to recognize the individual
abilities by using the SAT approach. Using the SAT also helps TESCO in reshaping and
redesigning certain models to increase their existing abilities and also provide mental and
physical strength to the employees to work in TESCO and be able to empower them from all
possible aspects.
5. Individual Designs- TESCO has a range of jobs that requires a lot of different kind of
responsibilities and skill to perform the work. Therefore, the training process and the expectation
that is implemented on different employees are different and demands unique ways of their
training and development procedures.
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d) Evaluate the effectiveness of Tesco’s training and development practice in terms of
delivering a return on investment (considering productivity and profit)
The training and development program of Tesco helps the employees to enhance their skills and
also allows them to identify their strengths and weakness (Walsh et al., 2015). The employees
can work on their weakness in order to improve their performance that will help to increase the
business of the firm; the employees should use all their strength to increase the productivity of
the organization that will allow the organization to achieve their goals and objectives. The
training and reward programs encourage the employees to enhance their performance and work
with their full potential tin order to meet the expectations of the organization. The training and
development programs build a sense of responsibility within the employees the employees feel
valued and responsible to work efficiently in order to increase the quality and sales that will
increase the profit generation of the organization. The on the job training process is very efficient
as it helps the employees to learn to tackle the different situation by experiencing those situations
with their supervisors, it is a time saving process that helps to improve the skills and decision
making capabilities of the employees. The well trained employees can interact with the
customers and provide them with details about the offers and products that will encourage the
customers to increase their purchase, this helps in increasing the sale of the organization. The
training process also allows the employees to deliver customer satisfaction, which helps the
organization to gain loyal customer and strengthen the customer base. Increasing customers will
provide the organization with competitive advantage that will help the firm to enhance their
market value (Laudon et al., 2014). The training and development program of Tesco is very
important as it provides important details to the employees about their roles and responsibilities
and also improves their working and performance skills that help in increasing the productivity
as well as profit of the organization.
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PART 3 – Factors that influence HR decision making
Task 4 (LO3)
a) Provide an analysis on the importance for ITV to maintain good employee relations and
how it influences their HR decision making as a result (P5)
ITV is maintaining good employee relations through increased employee engagement. It is
highly important for ITV in order to make good decisions for their business operations. The
HRM activities are significantly influenced by employee relations. For instance, the organization
has developed unique systems for influencing employee engagement, which are affecting the
overall functionality of the organization. The hierarchical strategies of ITV are being affected by
the specific representation employee relations at the organization. The representative relations at
ITV are assisting the employees to understand their crucial rights to develop an effective culture
and the key benefits they should reveal from the employer. In this context, developing employee
relations is helping the company to fit correspondence among the business and employees, while
diminishing the chances of disagreements within these two parties (Rees and Smith, 2017). On
the other hand, if disagreement arises, the development of a positive employee relation would
help to follow a system by both parties to resolve the conflict rose. In this context, ITV has
implemented several employee communication procedures for enhancing transparency in
interaction and for engaging employees in the organizational decision-making.
Two processes are used by the company for building significant employee relations, which are
consultation and collective bargaining. Electing employees as representative of their unions, the
organization is actually providing significant freedom and promoting employee rights to raise
their voice for achieving their needs. Once employees are felt valued in the organization, they
would attempt to show interest to be engaged with the organizational procedures and accept
change or managerial decisions, with a trustworthy and positive regards. Thus, ITV needs to
develop strong positive employee relations with the employees. In addition, developing
employee relations in ITV is helping the organization to build human resource strategies
according to various business performances in UK, including “human rights”, “no separation”,
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“rise to rights activists” and “work environment wellbeing and security acts” (Miller, 2017).
Moreover, developing employee relations is also important for ITV for utilizing various
approaches suitable for different populations according to particular agreement in the
organization. Extensively, employee relations development is helpful for developing positive and
influencing work culture of the organization itself, employees feel motivated and empowered to
work hard to achieve maximum outcomes for the organizational performance.
b) Identify and briefly explain the key elements of employment legislation and how this
influences ITV’s HR decision making (P6)
Both external as well as internal factors are responsible for influencing the HR decision making
by ITV. In this context, employment legislations is significantly influencing the leadership
processes in HRM practices, which is also applicable for ITV HR decision making process. The
UK government has introduced some key legislation in this context, which are discussed below.
Equality Act, 2010: The Equality act 2010 is guiding the organizations’ HR practices to provide
equal and fair treatment to the employees at any circumstances, while developing employee
relations or related activities. For instance, while considering compensations for employees, the
compensations must be offered according to their performance or abilities, instead of considering
any other factors like age, sex, race or other aspects (Miller, 2017). On the other hand, the
legislations also highlight the rights of employees to complain against the organization, if such
unfair treatment is done by the organization.
Health and Safety Act, 1974: The health and safety act 1974 is ensuring the healthy status of
employees, at their workplace and imposing the liability of any kinds of health or safety issues of
employees, upon the employer, while working in the organization premises. This act is
influencing the employers to integrate proper risk assessment and management tools in the
organizations, to eliminate any kinds of health and safety issues in the workplace, which can
affect employee’s health or safety. ITV has developed strong security and wellbeing strategies
for employees, for securing the workers at the workplace. Proper risk management and security
procedures have been introduced in the organization for securing employees’ wellbeing.
Data Protection Act 1998: The data protection act 1998 is ensuring that all the data provided by
the employees for professional and personal purposes are kept secured by the employer. On the
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other hand, the act is also making employees liable for keeping all the necessary business related
information and their client’s information confidential and secured. In this context, employees
are also ensuring that they are not using any of their client’s information for their personal
reasons, instead of using this information for the organizational or business purposes. Following
this legislation they are also ensuring that while using this information, no harm is made towards
society (Armstrong and Taylor, 2014). ITV is following these legislations for protecting their
client’s data and making their employees satisfied with their own practice.
Contractual responsibilities: While developing the employment contracts, the employers
consider the employment legislations, for developing the terms and conditions of the
employment, which helps to mitigate employment related issues further and promotes a system
and trustworthy organizational culture (Hendry, 2012).
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Conclusion
On a concluding assignment, it can be stated that the human resource management department is
the backbone of any organisation. The successful operability and profitability rests on the
shoulders of the people within an organisation. This specific assignment has focused on
analysing the human resource department of ITV and it has been observed that so far the
organisation has successfully dealt with the issues prevailing in the concerned department with
effective skill set. Relation between the employees is a crucial factor which should be taken care
of. This is because the more cooperative the relation will be among the employees the more
productive will be the organisation. In this assignment the importance of maintaining a healthy
employee relation within ITV has been discussed elaborately alongside the key legislative
frameworks which influence the decision making procedure of the Human Resource
Management department of ITV.
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