Big Data and Human Resource Management in Organizations

The provided articles and resources discuss various aspects of human resource management, including strategic HRM, sustainable HRM, green HRM, and the role of HR professionals. The studies explore the impact of high-performance HR practices on employee attitudes and behaviors, as well as the relationship between HR practices and employee well-being and performance. Additionally, the articles touch upon the importance of corporate strategy in shaping HRM, the role of HR in sustainable organizations, and the need for a more aspirational framework for HRM. The resources also highlight the significance of HR professionals in shaping organizational culture and achieving business objectives.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
A. Workforce planning and role of HR manager in Woodhill College......................................4
B. Explanation of strength and weaknesses of different approaches to recruitment and
selection.......................................................................................................................................5
C. Functions of HRM to fulfil the objectives of business...........................................................5
D. Evaluation of strengths and weaknesses of different approaches to recruitment and
selection.......................................................................................................................................6
E. Examples providing evaluation of strengths and weaknesses................................................6
TASK 2............................................................................................................................................7
A. Job Advertisement for the role...............................................................................................7
B. Suitable platforms to place the advertisements......................................................................7
C. Job specification and person specification for the role..........................................................8
D. Application of specific HRM practices..................................................................................9
TASK 3..........................................................................................................................................10
A. Difference between training and development ....................................................................10
B. Changes customer's expectation affecting TESCO..............................................................10
C. Methods of training which is followed by TESCO..............................................................11
D. Identification of training needs............................................................................................11
E. Benefits for TESCO and employees in providing structured training programme..............12
F. Training achieving return on investment..............................................................................12
G. Approaches to flexibility to aid business expansion............................................................13
TASK 4..........................................................................................................................................13
A. Importance for ITV to maintain good employee relations...................................................13
B. Key elements in the employee legislation and manner its affects ITV's decisions..............14
C. Key aspects of employee relations management..................................................................14
D. Critical evaluation of employee relations and application of HRM practices in ITV..........14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Effective human resource management is necessary in every organisation. As in the most
businesses they have to provide the best services rather than producing goods. Along with this
consumer are the critical resource which needs the appropriate quality of merchandise (Fee,
Armstrong and Taylor, 2014). The management of human resource is being utilized for the
purpose of describing formal system so that they can do the improvements in the business
activities. For attaining success in the competitive market, employees of the firm have to do
proper management of operations. It is significant for the firms to lay emphasis on recruitment,
selection, training and development of personnel. The present report is based on Woodhill
College which is having a high staff turnover.. Other chosen company is Tesco which is a British
multinational grocery firm that provides training for the development of employees. Another
business entity which is used in this assignment is ITV that is a British media company. It is the
oldest and largest commercial terrestrial television network in UK (Roles of the HR Professional,
2017). This assignment entails to understand the significance of maintaining sound employee
relations. Along with this, key elements of HRM which affects the process of decision making
are discussed.
TASK 1
A. Workforce planning and role of HR manager in Woodhill College
The member of Woodhill College have to do proper work by the management of
workforce in the systematic manner which helps in reducing work in the business entity.
Manager of firm have to struggle with the process of workforce planning as it involves the talent
that the company members can do the proper management so that they can attain the business
objectives. Workforce planning assists Woodhill College to analyse the number of employees
required at a point of time so that they can attain the set goals and objectives. Planning of
workforce helps in assigning work so that employees can fulfil the requirements of job (Sparrow,
Brewster and Chung, 2016). Workforce planning is the main function of human resource
management which will help staff members in identifying the needs of organisation. There is
another purpose which assists in doing the planning with the proper intelligence so that they can
find the present and future impact in the internal and external environment. HR manager of

Woodhill College play an important role in identifying the planning which is related to
workforce so that they can do proper channelization of knowledge and skills.
B. Explanation of strength and weaknesses of different approaches to recruitment and selection
Recruitment is a method which assists business entity in recruiting the potential
candidates. Different approaches related to recruitment and selection are:
Internal recruitment is the process where employees get the opportunity to fill the
position which is vacant in Woodhill College. It provides benefits to institution to save the cost
which is related to job vacancies. Manager of human resource department provide the chance to
employees to change their job position (Purce, 2014).
External recruitment is the process which can be done through advertisement. It
consumes a lot time in recruiting the potential applicants as well as it is expensive. Along with
that, it succours the HR manager to get new ideas for attaining targets effectually.
Third Party Sourcing is that method in which applicants are selected from different places
to give the interview in Woodhill College. It assists in identifying the potential employees from
different areas. Along with this, it is an expensive method.
C. Functions of HRM to fulfil the objectives of business
There are different functions of human resource management which can be used by
Woodhill College so that they can attain the targets. These functions are:
 Recruitment is the main function of HRM which assists in hiring and retaining potential
employees. Along with this, it includes different tasks like development in the description
of job (Human Resource Management, 2017).
 The manager of human resource department has to provide on-the-job training to new
recruiters so that they can do qualitative work which helps in obtaining the objectives.
 Human resource manager of Woodhill College is responsible in providing motivation to
employees so that they can perform appropriate business activities and on the basis of
that, they can attain maximum profits. Further, when the employees do qualitative work
then they can attain the best possible outcomes.
 Main function of human resource management in Woodhill College is that they have to
provide safety along with the healthy environment which will help in retaining employees

for a long period of time and by the same, they can attain the targets (Brewster,
Mayrhofer and Morley, 2016).
D. Evaluation of strengths and weaknesses of different approaches to recruitment and selection
The staff members of Woodhill College have to use different approaches. Along with
this, they have to analyse the strengths and weaknesses of different approaches in recruitment.
Internal Recruitment Strength – It saves the time in recruitment of potential candidates and it is not expensive
as well (Alfes and et.al., 2013).
 Weaknesses – HR manager of Woodhill College is not capable to appoint the potential
candidates that are available outside the business entity.
External Recruitment Strength - Institution appoints potential employees which helps in fulfilling the job
requirements.
 Weaknesses – It takes so much time in recruiting employees and it is expensive as well.
Also, it is a long process to select appropriate candidates from various applicants.
Third Party Sourcing Strength - The strength of this method is applicants are selected from the different areas
and places for the interview.
 Weaknesses – It is expensive and difficult for Woodhill College to manage the
departments at a particular point of time (HR Human Resources, 2017).
E. Examples providing evaluation of strengths and weaknesses
There are three approaches which can be used by Woodhill College in recruiting the best
candidates in selection process. These three approaches are having positive and negative impact
on the business objectives.
Example of internal recruitment approach – When a position is vacant in the business
entity then no advertisement require in the internal recruitment. Along with this relative as well
as friends can apply for the job by giving the reference of the person who are working in
Woodhill College (Renwick, Redman and Maguire, 2013).
Example of external recruitment approach – When a position vacant in organisation and
for that the members of Woodhill College can give ads in newspaper and social media, etc. it

helps the manager to select the potential candidate. Disadvantage is that it takes a lot of time in
selecting people. Thus, it can be said that it is a time consuming process.
Example for third party sourcing approach – Consultancy firms appoint suitable
candidates who can fulfil the job requirements. These candidates can be selected from different
places by using the new and innovative ideas so that they can attain the objectives. Disadvantage
of this approach is that there is a lack of control on the business activities and also face the
communication issue (Kehoe and Wright, 2013).
TASK 2
A. Job Advertisement for the role
Librarian Required
Woodhill College is looking for experienced and qualified faculty for Commerce Department
Post – Lecture
Qualification – Post graduation is commerce field, Phd.
Experience – Having 2 years experience
Only those candidates which are shortlist called for interview.
Those candidates who are interested may apply by post or through Emails.
Upload detailed CV along with the photo till 10th February 2017
Address: c/c atterbury road and de villebois mareuil, Trumpeter's Loop, pretoria, 0076, South
Africa
Email: [e-mail]
Contact: 294 5555 568
B. Suitable platforms to place the advertisements
There are various ways which helps in attracting the potential candidates for the job
vacancy. The manager of Woodhill College have to do effective advertisement which assist in
attracting the large number of person. Some of the platforms includes the social media along
with the online posting, daily noticeboard and public notice board. Company members can post
the advertisement on the website of the business entity as it save time and cost saving. Person are
using the social media as more as requirements so that they can aware about the job vacancies
through advertisements. Every person having a habit to read the newspaper and by that they can
collect many information. Thus, it is the effective platform to give the ads for the vacancy of job

(Kooij and et.al., 2013). Another platform is public notice board. In this many people can not
afford to use the technology which is digital media so it help in getting the knowledge about the
job vacancy. There are so many traditional ways which can be used by Woodhill College in
doing the advertisement. The institution can design the website in the attractive manner and then
post the advertisement for job vacancy along with all the information.
C. Job specification and person specification for the role
Organisation Name Woodhill College
Job Designation Lecture
Location London
Report to Manager of Human Resource Department
Roles and Responsibilities  The person who are recruiting for
Woodhill College having a experience
to teach at undergraduate and post
graduate students.
 The person have to maintain own
profession development.
 To obtain the research funding support.
 The staff members of Woodhill College
have to provide the proper care along
with the support to students.
 The person have to follow as well as
promote the policies actively (Jabbour
and et.al., 2013).
Skill Required  The person having the strong
knowledge of the particular subject.
 The candidate having the appropriate
interpersonal, communication as well
as oral skills.
 Person should have the ability to do

work collaboratively.
 The person having the evidence with
them that he have a ability to teach and
to supervise the academic work by
undergraduates.
Personal Qualities The person have to do the proper commitment
to public communication. Along with this the
candidate who are recruiting by the manager or
higher authorities of Woodhill College having
a high quality in teaching and fostering a
positive learning environment of students. The
person having a good communication and oral
skills so that the person can provide the better
lecture to students (Messersmith and Wales,
2013).
Salary Above 20000 pond
Working hours 9:00 AM to 4:00 PM
D. Application of specific HRM practices
There are different kind of practices which can taken into consideration by the manager
of Human resource. For example, in Woodhill College the person have to discuss in the context
role of commerce teacher, recruitment is the process in which Human resource manager of the
institution have to do the appropriate recruitment of the commerce faculty. The advertisement of
job vacancy has been seen by the large number of candidates. The rational behind using practices
of human resource management so that they can make aware about job vacancy to a number of
people and get attracted towards the same role. But it is a process for which it need a recruitment
process whether it is internal or external (Marler and Fisher, 2013). The HR of Woodhill College
have to provide the proper information in the advertisement. Along with this they have to prepare
the job as well as person specification is to provide the detailed structure skills and the
experienced person. With the assist of job as well as person specification, manager of human

resource department identify the right person and should get select from the proper recruitment
process. In Woodhill College, HR management fulfil the requirements of job vacancy.
TASK 3
A. Difference between training and development
 Training is the process of learning by which employees of get the opportunity to improve
the skills and attain the knowledge according to the requirements of job. On the other
side, development is the educational process which helps in improving the growth of
employees in the business entity.
 Training motivates the workers as a trainer to the employees where as development is self
motivation which is given to the employees.
 Training is related to the job orientation. On the other hand, development is career
oriented (Jackson, Schuler and Jiang, 2014).
 The objectives of training in TESCO is that it helps in improving the work performance
of the staff members so that they can achieve the targets. Where as the objective of
development in TESCO is that it assist the employees in preparing for the future
challenges.
 Training is provided by the manager of TESCO for the short period of time. On the other
side, development programme is provided by the higher authorities of TESCO for the
long period of time so that they can attain the targets.
B. Changes customer's expectation affecting TESCO
The manager of TESCO have to provide the training to the staff members which helps in
providing the excellent services so that they attract the large number of consumers. When the
needs and wants of the consumers change then they have to provide the product as well as
services according to the taste and preferences to consumers. So, the consumers purchase more
product and company will increase the sales. Consumers are the most important part of TESCO
and company having ability to change the business strategies (Kramar, 2014). The staff members
of the firm have to fulfil the requirements of consumers and provide the satisfaction to them by
providing various goods which is qualitative in nature. The manager of TESCO have to provide
the proper training to the staff members so that they can manufacture the merchandise according
to the changes in the trends so that they can attain the advantage in the competitive market.

Along with this it helps in providing the training so that they can achieve the targets and attain
the growth in future.
C. Methods of training which is followed by TESCO
There are different type of training methods which can be used by the manager of
TESCO while proving the training to the workers so that they can improve the skills and
knowledge. Training methods includes:
On-the-job training – This training is provided to those employees who are newly recruited in
TESCO. This training is not very much expensive and the less disruptive to the employees
because these training always provide on the work place so that they can do qualitative work.
Some of the common method which are used in providing the training which includes the
coaching, job rotation, mentoring and the job instructional training (Chuang, Chen and Chuang,
2013).
Off-the-job training – This training is provided to the employees so that they can do the
qualitative work outside the work place. In this employees have to do the work with the full
concentration so that they can perform well in the job functions. Training can be provided to the
employees by lecture and conferences, sensitive training etc.
D. Identification of training needs
The manager of TESCO have to provide the proper training so that they can do
qualitative work which helps in attaining the targets. There are different methods which helps in
identify the key training in the organisation.
 Job related needs are related with the job vacancy in the business entity. The purpose of
this is to improve the final output for the job. The manager have to provide the training to
the new employees by using proper methods (George, Haas and Pentland, 2014).
 Task related needs is the combination of different task along with the process so that they
can create the job on the daily basis which helps in attaining the objectives on time.
 The company members have to do the proper monitoring of the performance and after
that they have provide the training so that they can improve the performance by doing
qualitative work.

E. Benefits for TESCO and employees in providing structured training programme
Structured training programme means different techniques and methods which are used
by the employees of TESCO to develop the personal skills as well as helps in enhancing the
proficiency of the employees so that they can perform better. The staff members have to focus on
attaining the goals and objectives by utilizing the appropriate skills and capabilities. Benefits for
the structured training programme includes:
 It is a effective program which assist in providing the qualitative services to the
consumers
 It helps in providing the training to the staff members of TESCO so that they can perform
all business activities in effective manner (Dries, 2013).
 When the manager of business entity provide training it increases the efficiency of the
workers and by that they can do the best work. Along with this it increases the return on
investments and return on profits of TESCO.
 TESCO can achieve the SMART objectives which will helpful in holding a good
structured training session.
F. Training achieving return on investment
The company members have to provide the training to the staff members so that they can
do the qualitative work and by that they can attain the targets which are pre decided by the higher
authorities of TESCO. They have to do the proper work by using the appropriate skills and
knowledge so that they can reap the goals and objectives. While the manager of the business
entity have to provide training it take so much time and sometime it is expensive (Al Ariss,
Cascio and Paauwe, 2014). When they are providing the training it helps the employees in
retaining for the longer period of time and by that the firm get the benefits in the large amount of
investments to generate the huge profits. The employees which are existing in TESCO they get
the opportunity to gain the knowledge by using the new methods as well as procedure which are
followed by the business entity to align with changing trends and conditions. Return on
investment is beneficial for TESCO in future for a long period of time.
G. Approaches to flexibility to aid business expansion
Flexibility will helps TESCO in improving the working conditions and also it helps in
improving the productivity as well as efficiency for the business. There are various approaches
which can be used by TESCO. Some are:

Structural Approach – This approach assist in altering the strategy as well as policies according
to the changes of market trends. It is beneficial for TESCO to make the changes so that they can
attain the targets.
Numerical Approach – This approach helps in ensuring that a number of employees are
required to recruit and retain for a long period of time (Nyberg and et.al., 2014). TESCO have to
use the financial resources as they can not be waste on exceeding the number of employees and
by that they can attain the goals and success.
Functional Approach – In this approach there are so many activities which are divide into
different departments. Subordinates are the responsible person to accept the work pressure
during the different situation of demand which is increased by the consumers.
TASK 4
A. Importance for ITV to maintain good employee relations
ITV have to do the proper development as well as improvement of human resource
management for the employee and employer. The company members have to maintain the good
employee relations so that they can make the proper decisions for the betterment of the company.
When they maintain the relations then the work become easy to do which improve the
productivity. When the employees of ITV get motivated or encouraged then they deliver the best
services to the consumers which will helps in improving the satisfaction level of consumers
(Pierce and Aguinis, 2013). Along with this it helps in building the trust among the employees as
well as employers. Healthy employee relations in ITV also discourage the conflicts and fights
among the individual person. They start treating as a friends so that they do the work happily
with the proper coordination as well as confidence. If the staff members facing some problems
within the employee relations then they have to do fair treatment within the employees and do
not make the job monotonous. Along with this make the job more interesting and challenging
which helps ITV in attaining the goals and objectives.
B. Key elements in the employee legislation and manner its affects ITV's decisions
The manager and member of ITV have to adopt the different strategies so that they can
make the correct decisions and these strategies having the advantages for the employees,
business as well as employers. The staff members as well as managers of ITV have to do the
proper and effective communication so that misunderstanding can not occur between the two

parties which includes employees as well as employers. If sometime issue or conflicts occur in
the business entity then they have to do the great communication which helps in reducing the
issues in the firm (Fee, 2014). This assist in improving or increasing the productivity as well as
proficiency of the corporation in the competitive market. The manager of ITV can use the
method of collective bargaining which helps in reducing the issues as well as conflicts which are
occurred between the employee and employer. In maintaining the relationship they have to make
the proper changes so that they can improve the relationship of the members.
C. Key aspects of employee relations management
The manager of ITV make the decisions for the betterment which is influenced by the
key aspects of employee relation management along with the legislation which is related to the
employment in ITV. According to the management of employee relation the department of
human resource have to focus on the maintenance of positive as well as sound association among
the different employees in the business entity which help them in making the appropriate
decision by using the proper procedure (Armstrong and Taylor, 2014). The company members
offer the different views with the different opinions which succour in making the final judgement
so that they can attain the targets. Employee legislation having the significant and important
effect on ITV which helps in ensuring the protection of personnel so that ITV can attain the
targets which are pre decided by the higher authorities. According to the employment law which
I given by the regulatory body of UK and this law is used by the human resource department of
ITTV which aid in making the final judgements in the favour of personnel so that they can do
qualitative work.
D. Critical evaluation of employee relations and application of HRM practices in ITV
Relationship between the personnel as well as different practices of human resource
management in ITV affect the decision making process within the business. This is because in
the process of decision making personnel involved and they provides the suggestions, ideas,
views along with the opinions so that they can develop as well as improve the suggestions for the
betterment of ITV. The staff members of ITV have to make the proper opinions but sometime
these opinion can create the issue for the management of the business entity (Sparrow, Brewster
and Chung, 2016). Along with this the decision which is taken by the manager of the firm can
not be developed and this will leads to attain the result in the greater dissatisfaction in the
employees. This can be comply with the different practices which is related to the human

resource management in the effective manner so that the issues along with the conflicts between
the personnel can be addressed. The process which the ITV follow in making the decision can be
carried out and by that they can increase the satisfaction level.
CONCLUSION
From the above report it has been carried out that human resource management is
important as well as essential for the business. The manager of Tesco have to provide the
training to the staff members so that they can provide the best services to the consumers which
assist in attaining the maximum profit. The workers of the business entity have to produce the
product according to the needs and wants along with the requirement of the consumers so that
they get satisfied. The manager of ITV have to provide the incentives and rewards to staff
members so that they motivated and by that they can provide the best services to the consumers
and by that they can obtain the targets which are pre decided by the higher authorities of the
business entity. The company members have to maintain the healthy relationship with the proper
coordination so that they can attain the maximum profits. It has been inferred that rewards are
considered as effective which succour in increasing the morale of employees and by this they can
improve the performance of the staff members and then appraise them.
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