BUSINESS HUMAN RESOURCES MANAGEMENT

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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