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Case Study on Woodhill College

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Added on  2019-12-28

Case Study on Woodhill College

   Added on 2019-12-28

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Case Study on Woodhill College_1
Table of contentPart 1: Recruitment and selection...............................................................................................3Task1: Case Study Woodhill College.....................................................................3 Purpose of work force planning..................................................................4 Role of HR in workforce planning...............................................................7Part 2: Employee Performance, Development and Reward.......................................8Task 2: Case Study Tesco....................................................................................8 Training and Development..........................................................................8 Knowledge required for training and recruitment...............................................9 Changes in customer expectation and training................................................11 Methods employed in training staff............................................................12 Identification of training needs..................................................................12 Benefits of training................................................................................13Part 3: Employment Relationship.......................................................................17Task 3: Case Study ITV.....................................................................................17 Good employee relation...........................................................................17 Employment legislation...........................................................................18
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Aspects of employee relation...................................................................................18 HR 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 term objectives in an effective manner. For this case, the workforce planning has a task in describing the roles which will be played by the selected candidates and how those roles will be played in and around the college. The workforce planning also determines forms of employment by declaring whether the college offers shot or long term jobs to the selected candidates and state the 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 recruitment and presents their names to the human resource manager whose main task to approve the best candidates from the rest(Kanoun et al, 2004).The HRM is responsible for provision of talents and necessary skills for the business objectives as set out by the Woodhill College. They provide motivation to employees, specifically the by organizing for performance appraisal in the college. The members of staff who meet the
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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 are also 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 offer external training to some members of staff concerning their areas of expertise so as to help them improve on the output in the various places of performance. The teachers ought to be trained on the teaching skills and way of handling students in the best way possible. These would help produce 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 a single step recruitment approach. It only entails the recruiting panel and the human resource department to approve the right candidature for the job. The recruits are only subject to less scrutiny unlike to multiple approaches that employs the use of an advanced task force to validate the right candidature for the job. The candidate who manages to be shortlisted is then taken subject 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 a single step approach owing to the nature of the job. The committee in charge of the recruitment are conversant with the details of the job and the interview is enough to explicit the type of the worker the recruit would be in terms of delivery.The single and competency approach works best for such case of recruitment. The competency approach produces the required number of the right candidates for the job without attached financial constraints to be borne by the Woodhill College for our case. It has reduced cases of appeal from the candidates. It cuts down on the ideal number of people required for the job and in most cases works to remove the intrinsic value factor in the number of employees needed. The
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