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Case Study on Woodhill College

Added on - 28 Dec 2019

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Name of UniversityStudent NameCourse
Table of contentPart 1: Recruitment andselection...............................................................................................3Task1: Case Study Woodhill College.....................................................................3Purpose of work force planning..................................................................4Role of HR in workforce planning...............................................................7Part 2: Employee Performance, Development and Reward.......................................8Task 2: Case Study Tesco....................................................................................8Training and Development..........................................................................8Knowledge required for training and recruitment...............................................9Changes in customer expectation and training................................................11Methods employed in training staff............................................................12Identification of training needs..................................................................12Benefits of training................................................................................13Part 3: Employment Relationship.......................................................................17Task 3: Case Study ITV.....................................................................................17Good employee relation...........................................................................17Employment legislation...........................................................................18
Aspects of employee relation...................................................................................18HR practices.........................................................................................20Human Resource ManagementPart 1: Recruitment and SelectionThe purpose of workforce planning in Woodhill College is to make sure the college is filled withindividuals who have necessary skills and experience necessary to meet its short and long termobjectives in an effective manner. For this case, the workforce planning has a task in describingthe roles which will be played by the selected candidates and how those roles will be played inand around the college. The workforce planning also determines forms of employment bydeclaring whether the college offers shot or long term jobs to the selected candidates and statethe number of employees required by the college for teaching purposes. In Woodhill College,the workforce planning performs these tasks by determining the vacancy positions and advertisesthem on the college website. After candidates have applied and the interview held, the workforceplanning discusses the best candidates based on organizational laid out criteria for recruitmentand presents their names to the human resource manager whose main task to approve the bestcandidates from the rest(Kanoun et al, 2004).The HRM is responsible for provision of talents and necessary skills for the business objectivesas set out by the Woodhill College. They provide motivation to employees, specifically the byorganizing for performance appraisal in the college. The members of staff who meet the
objectives of the firm as set out from the start of every year are awarded either by physical gifts,promotion to next level following the vertical movement in ranks in the job category. HRM arealso to organize and arrange for fresher courses to the staff members. The courses would sharpenthe employees’ skills and talents in their places of work. Woodhill College HRM can also offerexternal training to some members of staff concerning their areas of expertise so as to help themimprove on the output in the various places of performance. The teachers ought to be trained onthe teaching skills and way of handling students in the best way possible. These would helpproduce better results in the College in all sectors attached to the college.The approaches to the recruitment are many, but for our case, the recruitment approach is asingle step recruitment approach. It only entails the recruiting panel and the human resourcedepartment to approve the right candidature for the job. The recruits are only subject to lessscrutiny unlike to multiple approaches that employs the use of an advanced task force to validatethe right candidature for the job. The candidate who manages to be shortlisted is then takensubject to a panel that is set to gauge the performance of the employee before getting into the realjob that awaits the individual. In the case of Woodhill, the recruits are only taken through asingle step approach owing to the nature of the job. The committee in charge of the recruitmentare conversant with the details of the job and the interview is enough to explicit the type of theworker the recruit would be in terms of delivery.The single and competency approach works best for such case of recruitment. The competencyapproach produces the required number of the right candidates for the job without attachedfinancial constraints to be borne by the Woodhill College for our case. It has reduced cases ofappeal from the candidates. It cuts down on the ideal number of people required for the job andin most cases works to remove the intrinsic value factor in the number of employees needed. The
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