Impact of HRM on Environmental Performance

This assignment delves into the relationship between Human Resource Management (HRM) practices and a company's environmental performance. It requires students to analyze research on how HRM strategies influence employee behavior related to sustainability, ultimately impacting an organization's environmental footprint. The analysis should draw upon relevant academic literature and potentially include case studies of companies implementing sustainable HRM practices.

HUMAN RESOURCE MANAGEMENT
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Table of Contents
Introduction......................................................................................................................................4
Part 1 Recruitment and Selection approaches.................................................................................4
Task 1 Knowledge Prospects...........................................................................................................4
a) Contribution of HR Manager in workforce planning (P1).......................................................4
b) Explaining strengths and weaknesses of recruitment and selection process (P2)...................5
Task 2 Application...........................................................................................................................6
a) Job advertisement for selected role..........................................................................................6
b) Suitable advertisement fields...................................................................................................7
c) Specificity of the job role.........................................................................................................7
d) Rationale behind the application of specific HRM practices..................................................8
Part 2-Dynamics of employee development....................................................................................9
Task..................................................................................................................................................9
a) An insight into training and development................................................................................9
b) Contribution of changes to the development...........................................................................9
c) Training process.....................................................................................................................10
d) Identification of the training needs........................................................................................11
e) Advantages of training...........................................................................................................11
f) Correlation between training and Return on Investment........................................................12
g) Recommendations for business expansion............................................................................12
Part 3-Professional relations..........................................................................................................14
Task................................................................................................................................................14
a) Outcome of human resource management.............................................................................14
b) Speculation of professionalism within workplace.................................................................15
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Conclusion.....................................................................................................................................17
Reference List................................................................................................................................18
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Introduction
According to the functionality, management attains the first position. This is in in terms of the
equal alignment of the words human, resource and management. Countering this alignment, the
placement of the word “management” at the end signifies the management process adopted by
the organisations after the judicious utilisation of the allocated resources. From another
perspective, management helps in the assessment of the resources provided to the employees. In
view of the earlier sentence, the motive “judicious” can be correlated with the action of
management. This assignment provides an insight into the most crucial element of human
resource management, which is, hiring of the desirable candidates, who, through their capability
will prove an asset for the organisation.
Part 1 Recruitment and Selection approaches
Task 1 Knowledge Prospects
a) Contribution of HR Manager in workforce planning (P1)
Workforce planning purposes: Workforce planning is a strategic design that every respective
organization should include in their management in order to influence and highlight their
business objectives and prospects. Workforce planning helps every management to increase their
business value and reputation. This is because, if the organizations and their employees should
follow every steps and implications of workforce planning, they will be definitely become active
and energetic as well as punctual regarding their working perspectives. Moreover, it should be
highlighted that if they do not follow respective strategic planning of workforce, they never be
able to influence and highlight their business prospects significantly (Snell et al. 2015, p.111).
It is to be signified that workforce planning evaluates and implies budgeting plan and process,
through which a respective organization can be able to fix up their budget of business products or
service. Moreover, it also supports the business prospects and planning for which respective
organizations evaluate and modify their business plan and projects.
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It is to be mentioned regarding Woodhill College that the authority should highlight their
workforce planning in order to furnish and plan their business projects and also to educate their
students influentially and skilfully. The official aspects and prospects are highly manageable and
justifiable by workforce planning (Klingner et al. 2015, p.106). This planning also helps the
management of Woodhill College in order to identify and recruit talented and skilled professors,
lecturers, and other professional roles respectively.
Role of HR manager: HR manager should have to perform a huge responsibility and function
regarding workforce planning. HR manager needs to evaluate and structure effective and
reflective stages of workforce planning so that the management and authority of this respective
college never face difficulties and troubles regarding recruitment and selection process. It is to be
specified that HR manager needs to be active and talented while implying various reflecting
structures and fields in workforce planning (Cohen et al. 2016, p.240). This is because, the
responsibilities of students’ future is totally depended upon HR manager’s strategies and roles.
Therefore, it should be highlighted that HR manager’s role is highly fruitful and uncountable.
b) Explaining strengths and weaknesses of recruitment and selection process (P2)
Recruitment and selection process of every respective organisation has both advantages and
disadvantages. Those advantages and disadvantages are highly notified in all the organizations
including this respective college named Woodhill College.
Strengths: Recruitment and selection process is divided into two respective parts. Those are
internal and external recruitment. If the managers of respective college maintain the effective
rules and procedures of recruitment process, they will be able to include talented and skilled
professors, lecturers and other respective professionals influentially (Vandenbroucke et al. 2014,
p.1500). Moreover, it should be involved in this respect that the HR manager of Woodhill
College should involve or recruit talented professionals and lecturers externally. In this respect,
HR manager should have to advertise their vacant job role significantly in order to get highly
talented and skilled lecturers and professors. However, if new recruiters are employed within this
respective college, reflective and modern learning styles may also apply by them influentially. It
is to be justified that students of these modern days wish to get effective and reflective ways of
learning in order to educate their own selves (Riggio, 2015, p.100).
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As example it should be evaluated that once HR manager of Woodhill College recruited a
respective candidate as a professor of Geography by following all the rules and regulations of
HRM practices and the candidate had Master's degree in Geography. As a result, he used to teach
his students Geography influentially and therefore, it should be highlighted that the college
became renowned for the teaching methods in subject Geography.
Weaknesses: Recruitment and selection prospects also hold some weaknesses. Sometimes, HR
manager fails to follow significant rules and procedures of HRM practices significantly and as a
result, talented and capable employees are not recruited influentially (Padgett, 2016, p.125).
Moreover, it is to be defined that if effective employees are not recruited, Woodhill College
never be able to highlight the future of their students through reflective learning process.
For instance, it has been observed once that HR manager failed to ask the background of a
respective candidate and recruited him as English Lecturer. But afterwards, they got to know that
the candidate was from Economics background and as a result, he was unable to provide
significant lectures to the students in English.
Task 2 Application
a) Job advertisement for selected role
The job role for Woodhill College has been selected as professor. There occurred a vacant role
for English professor and the authority provided an advertisement of this specific job role
(Clarke and Fujimura, 2014, p.95). In order to recruit and select a talented candidate as professor,
the HR manager needs to highlight respective fields and categories regarding the criteria of a
respective professor.
Vacant role: Professor
Subject: English
Degree: Master degree
Age: 28 to 35
Duty hours: 10 am to 5.30 pm
Experience: Minimum 1.5 years of teaching in any renowned college.
Salary: Starting from Rs.350, 750 per annum
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Address of the college: Woodhill College, c/c Atterbury road and de villebois mareuil,
Trumpeter’s Loop, Pretoria, 0076, South Africa.
Website: www.woodcol.co.za
b) Suitable advertisement fields
Suitable fields of advertising this vacant job role in Woodhill College should be television,
educational magazines, journals and newspapers, different educational websites and so on
(Flottorp et al. 2013, p.35). These fields will definitely help the college to get highly talented and
skilled professor of English subject.
Educational magazines and journals are highly effective in order to get influential and significant
candidates and among them, the HR manager can be able to choose a significant and talented
candidate as their professor. Moreover, it should highly evaluate that television is also a common
but respective medium of advertisement. In the most recent days, internet and the websites are
the evident medium of advertisement (Wheelock et al. 2013, p.802). People use internet in every
aspects of their lives. Therefore, if HR manager of this college use these mediums of
advertisement, talented, capable and highly skilled professor will be recruited positively.
c) Specificity of the job role
Firstly, plans need to be created for making the necessary arrangements. Indulging in meetings
and conferences with the stakeholders and shareholders can be an additional assistance. Within
this, taking into consideration the viewpoints of the employees, customers help in achievement
of suggestions regarding progressing with the identified job role.
Upon the creation and development of plans, strategies need to be created for prioritising the
important tasks (Ford, 2014, p.90). This step is a specific assistance to the Woodhill College in
assessing the progress with the selected candidate. Application of these steps till the initial stages
of the responsibility reflects a short term goal.
After a certain interval, evaluation of the performance of the lecturer helps the management to
align the current progress with the business requirements. Maintenance of consistency in this
evaluation process improves and upgrades the performance of the college in terms of the
student's academic career.
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d) Rationale behind the application of specific HRM practices
Management is required by the organisations to assess the progress in terms of customer
satisfaction. According to Wilson, (2014, p.89), maintenance of specificity in this direction
aligns with the specific tastes and preferences of the customers. This proves apt even in the case
of Woodhill College. As a matter of specification, in case of job vacancy, advertisements are
given by the administrative authorities of the college. This action ceases the search of the
candidates in terms of better job opportunities.
As a sequential step, the rationale behind the job vacancy is specified, which helps the College to
track their performance in the annual report. This specification possesses direct relationship with
the need to enhance their performance within the market (Armstrong and Taylor, 2014, p.78).
The ability of the college authorities to identify the reason behind this selection helps in
maintaining their position in the market in spite of the tough competition from the other
contemporary colleges.
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Part 2-Dynamics of employee development
Task
a) An insight into training and development
Training enhances the skills, expertise and knowledge of the employees. Proper intake of the
imparted skills enables the employees of Tesco to make appropriate application of the learnt
skills in the workplace. Achievement of efficiency in this direction results in the development of
the employees. This is in accordance to the organisational requirements (Storey, 2014, p.67).
Delving deep into the functionality of the two terms, training and development, one leads to the
other.
Provision of motivation and encouragement by the managers generates an urge within the
employees to expose better performance. Maintenance of consistency in this provision upgrades
the performance of the employees, which simultaneously proves beneficial for the organisation,
Tesco (Tesco.com, 2016). Perceiving it from another perspective, exposure of consistent
performance results in the personal as well as professional development of the employees.
Receiving praises for better performance from the managers as well as family members, friends,
relatives is an example, which adds an extra feather in the personality of the employees.
b) Contribution of changes to the development
With the advent of technological advancement, there have been changes in the requirements of
the customers. Simultaneously, it has compelled the organisations to adopt changes within the
business activities. Typical examples of the adopted changes are the introduction of customer
portals. These means have enabled the organisations, such as, Tesco to comply with the changing
needs of the customers (Tesco.com, 2016).
Mere compliance did not reflect the true essence of the aspect of change. One of the major drives
behind the transformation is the provision of quality training to the employees. This step has
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helped the organisation to achieve success in terms of achieving customer satisfaction. Herein
lays the correlation between training and customer satisfaction. In view of all these
achievements, training has radically transformed the market scenario of Tesco. The earlier
sentence projects the contribution of the employees in judiciously utilising the available
resources (Renwick et al. 2013, p.11). This motive has paved the way of success for the
organisation. Within this development lies the personal development of the employees, which
leads to professionalism.
c) Training process
Training process adopted by Tesco enhances the parameter of corporate social responsibility.
The upgradation of the preconceived knowledge of the employees enables them to attain both
personal and professional development. All these are done through the compliance of a planned
structure, so that every activity is carried out in a systematic manner.
Firstly, the management authority, in collaboration with the stakeholders and shareholders seek
out the justification of the training programs (Paillé et al. 2014, p.455). Variation in the
approaches towards training projects the opportunity to the employees towards judging their
capability in terms of the business expansion. Tesco has received accolades and glory for
imparting the gained knowledge to the junior employees by the senior and experienced ones.
This action reflects the true essence of “on-the-job-training”. This adds weightage to the
provision of training within the workplace premises amidst the business activities (Hollenbeck
and Jamieson, 2015, p.375). The word “on” enhances the capability of the employees to make
practical application of the learnt skills in the business activities.
Along with this, the employees are beneficiary of the extra classes taken by the managers or
experienced staffs. This acts as an additional assistance in for the employees in terms of
upgrading their expertise on the business requirements. Herein lays the effectiveness of “off-the-
job-training”. The word “off” can be correlated to the extracurricular activities, which prepares
the employees for a bright and prospective professional life (Alfes et al. 2013, p.333).
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d) Identification of the training needs
Specification of the rationale behind the need of training helps in the achievement of positive
outcomes. This specification assists Tesco in assessing the future performance in terms of the
achievement of customer satisfaction and loyalty. Similar to the provision of training, Tesco
follows an integrated structure for identifying the justification behind the need for training.
At the first stage, the current performance of the organisation is minutely observed by the
managers (Shen and Benson, 2016, p.1736). In this stage, means, such as, survey and feedback
are adopted. This observation projects the progress of the business activities in future. Along
with this, the observation also helps in aligning the progress with the business requirements of
the organisation. Positive as well as negative outcomes both hold equal importance in the
assessment of training requirements. Attainment of negative outcomes necessitates the
importance of training.
As a sequential step, proper monitoring techniques are undertaken by the management authority.
Taking post training tests, interviews and checklists are typical examples in this direction (Stone
et al. 2015, 225). Through the effective application of these means, the management comes to
the decision in terms of the importance of training. This is in accordance to the current
performance of the organisation.
e) Advantages of training
Regular performance of the basic tasks enhances the skills, expertise and knowledge of the
individuals. This is applicable for the employees in terms of their professional development.
Conjoining the aspect of training in this performance is an additional assistance in the
developmental process (Storey, 2014, p.345). Training upgrades the performance of the
employees in context to the organisational requirements of Tesco.
Frequency in organising training programs aligns with the attainment of efficiency in issues,
such as, employee retention, customer retention among others. Compliance to an integrated
structure in case of the training programs aligns with the execution of the business activities in a
systematic manner.
Motivating and encouraging the employees by the managers’ results in the exposure of better
performance by the employees (Ehnert et al. 2013, p.56). Consistency in this direction ultimately
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leads to the achievement of success. Herein lays the effectiveness of performance appraisals,
which values the contribution of the employees towards the achievement of organisational
success.
f) Correlation between training and Return on Investment
In order to satisfy the basic needs, one makes investments. This possesses a wide-ranging
intensity. This is also applicable for the business organisations. Serving high quality goods to the
customers enhances the essence of the aspect of Return on Investment. Achievement of large
scale customer satisfaction by the organisations, such as, Tesco enhances the significance of the
word “Return” (Tesco.com, 2016).
According to the functionality, Return on Investment can be linked with the barter system. As a
matter of specification, both the organisation as well as the customers needs to have equal
contribution towards the success. From this perspective of the organisation, it is the training,
which acts as a crucial component in the achievement of customer satisfaction. Delivering
quality training to the employees results in the exposure of performance in accordance to the
business requirements (Marchington, 2015, p.185). This exposure makes the organisation, Tesco,
a well reputed one among the customers.
Viewing it from another perspective, investments made by the organisation to arrange for the
training programs are returned by the employees through their skills and capability.
g) Recommendations for business expansion
The journey of Tesco has not been an easy one. In spite of several drawbacks, adopting strategic
implementation has acted assistance in overcoming the hurdles. Still the fight is not over. Lack
of effective training among the employees compels the organisation to encounter situation crisis,
which possesses enough flexibility to degrade the hard earned reputation (Rees and Smith, 2014,
p.45). Along with this, absence of proper training deprives the organisation from taking
important decisions. This makes the market position vulnerable.
All these situations clearly project the need for training programs. Maintenance of frequency in
these programs would restore the reputation of the organisation to normalcy. Along with this,
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emphasising on off-the-job-training would be an additional assistance to the employees to expose
better performance in terms of the organisational requirements (Stone et al. 2015, p.220).
Introducing proper and relevant monitoring techniques would help the management authorities to
regulate the performance of the employees. This regulation would help in predicting the future
performance of the organisation. Typical examples in this direction are post training tests,
checklists, survey and feedback among others. Most important element is the evaluation process,
which acts assistance for the organisation in bringing noticeable changes within the business
activities.
Efficiency in this direction would pave the way of foreign market penetration for the
organisation, which would result in the expansion of the business (Shen and Benson, 2016,
p.1739).
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Part 3-Professional relations
Task
a) Outcome of human resource management
Management leads to the effective and judicious utilisation of the resources. This is true for
organisations including ITV. Application of proper management techniques attaches weightage
to the organisational resources. As a matter of specification, components, such as, hiring the
desirable candidates, moulding them in the framework of organisational requirements through
training falls within the basic business activities of the organisation, ITV (Hollenbeck and
Jamieson, 2015, p.380).
Following an integrated structure in carrying out these activities helps in systematising each task.
The creation and development of plans, prior to the initiation of the tasks assists the organisation
in prioritising the important tasks. Taking into consideration the viewpoints of the staffs
enhances the decision-making skills of the employees as well as the managerial staffs. The
management technique of interview results in the direct interaction between the candidates and
the organisational personnel. This interaction strengthens the bondage between them.
Maintenance of coordination in this relationship adds positivity in the business activities
(Wilson, 2014, p.32).
Along with this, providing motivation and encouragement to the employees creates an urge
within them to upgrade their current performance. Consistency in this direction turns the
performance of the employees as up to the mark as per the business requirements of the
organisation. Valuing the performance of the employees through performance appraisals
contradicts issues, such as, employee turnover. Typical exemplars of this are incentives, bonus
schemes, leaves, individual recognition among others.
According to (Ford, 2014, p.100), the aspect of individual recognition enhances the personality
of the employees. Attainment of rewards upon the exposure of better performance enhances the
personal development of the employees. The attachment of “recognition” in this individuality,
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attaches value to the “individual” self of the employees. Herein lays the positive outcome of the
stability between the personnel of the organisation, ITV.
Mere selection and training of the desirable candidates does not result in the achievement of
success. Application of appropriate management technique is required (Renwick et al. 2013,
p.7). Partnership working can be accounted as a commendable activity in terms of maintaining
organisational relationship. This motive falls within one of the best business activities of ITV to
regulate the human resources. Maintenance of stability in this direction enhances the essence of
partnerships within the workplace environment. This maintenance contradicts the occurrence of
issues, such as discrimination, harassments among others. Along with this, this stability helps in
the achievement of effective resolutions, which arise during the execution of the allocated tasks
(Armstrong and Taylor, 2014, p.112).
Delving deep into the business activities of the organisation, results in the excavation of the
utilisation of various communication channels. A typical example in this direction is the social
media, which informs the candidates about the itinerary regarding recruitment. Along with this,
training also holds equal importance in terms of establishing professionalism. Training can be
considered as the organisational initiative to develop the candidates in accordance to the
requirements (Paillé et al. 2014, p.459). In view of this, the candidates, through the practical
application of the learnt skills pave the way of success for the organisation. These two
perspectives add equal weightage to the contributions of the candidates as well as the
management of ITV. The product of these two perspectives is the achievement of large scale
customer satisfaction, reputation and better place in the market. The adjective “large scale” is a
gradual progression towards the attempt of expanding the business from an international
perspective (Alfes et al. 2013, p.344).
b) Speculation of professionalism within workplace
Within an organisation several employees work towards a common goal, that is, achievement of
success. These employees belong to different socio-cultural backgrounds, which leads to
difference in the opinions. This issue stalls the development of professionalism. On the contrary,
adherence and compliance to the codes of the legislation acts assistance in maintaining the ethics
of the workplace (Legislation.gov.uk, 2016). Specific example is the Employment Law, which
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proves helpful in maintaining the stability between the staffs and the managerial authority. This
maintenance can be aligned with the basic proposition of professionalism.
Compliance with the standards of the Employment Law enhances the “legal” parameter of the
organisation. This compliance acts as a saviour for the organisation in times of crisis. Along with
this, adherence to the employment legislation adds establishes authenticity in the business
activities undertaken by the organisation (Rees and Smith, 2014, p.123). Typical components of
this law are the Equality Act (2010), Data Protection Act (1998), Health and Safety at Work Act
(1974) among others.
Paying heed to the Equality Act (2010) acts assistance in providing equal treatment to every
personnel. This motive enhances the personality of the employees, other staffs and managerial
authority. Non-compliance to this Act results in situations such as discrimination, harassments
among others, which destroys the ambience of the workplace environment.
Apart from the Equality Act (2010), Data Protection Act (1998) protects the individual rights of
the employees. Effective and judicious application of this Act safeguards the personal data and
information of the employees as well as the customers (Legislation.gov.uk, 2016).
Health and Safety at Work Act (1974) ensures the wellbeing and safety of the employees and
managers in the workplace. Inclusion of safety and accidental policies, such as, mediclaim,
attaches value to the wellbeing of the personnel.
All these legislations collaboratively provide the justification behind the employment purpose.
As a matter of specification, the legislative framework upgrades the management practices
regarding the human resources.
The major drive behind this success is the personal as well as professional development rather
than becoming a puppet in the hands of the managers (Ehnert et al. 2013, p.234). This mentality
proves helpful in enhancing the reputation of the organisation, ITV in terms of customer
satisfaction. Progression with the business requirements with setting short-term goals leads to big
achievements by the employees. This motive improves the focus of the employees.
Taking into consideration partnership working enhances the preconceived skills, expertise and
knowledge of the employees (Shen and Benson, 2016, p.1743). Partnership working results in
the transfer of skills from one employee to another, which is a slow progression towards the
development of professionalism. This does not mean that the employees do not follow the
instructions of the managers. Application of the individual skills within the business activities
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creates a good image of the employees in the minds of the managers. This application is the
indication of personal as well as professional development (Wilson, 2014, p.39).
Conclusion
This assignment emerges successful in providing an insight into the typical business activities of
Woodhill College, Tesco and IVT. Within this, one of the major focuses of the assignment is on
the hiring of desirable candidates. This is on the basis of the current performance of the
organisations, which reflects the necessity of frequent training programs. Frequency in this
direction upgrades the personal skills of the employees, which is a gradual progression towards
professionalism. The legislative parameter adds efficient and authenticity to the business
activities of the organisations, which safeguards the individual rights of the organisational
personnel.
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