Human Resource Management Practices

This assignment delves into the field of Human Resource Management (HRM), examining essential theories related to motivation and leadership. It analyzes various perspectives on ethical leadership and its influence on employee innovation. The discussion extends to HRM's role in fostering an ethical organizational climate and the impact of HRM practices on trust, innovation, and organizational effectiveness. References from academic journals and books provide a comprehensive understanding of contemporary HRM concepts and their practical applications.

Human Resource Management

Table of Contents
PART 1...............................................................................................................................................................3
Task 1.............................................................................................................................................................3
P1 ...................................................................................................................................................................3
a) Purpose of workforce planning..................................................................................................................3
Assessing role of HRM in fulfilling business objectives...............................................................................4
P2....................................................................................................................................................................4
b) Strength and weakness of various selection approaches and their evaluation...........................................4
b)Different platform for advertisement..........................................................................................................5
c)Job specification and person specification..................................................................................................5
HRM practices for acquiring the candidate for the post................................................................................7
PART 2...............................................................................................................................................................7
P3........................................................................................................................................................................7
a) Difference between training and development...........................................................................................7
b) Changes in customer expectation affects tesco and needs to staff.............................................................7
c) Methods of training carried out by Tesco..................................................................................................8
d) Ways in which training needs are identifie................................................................................................8
d)Benefits of training program provided to Tesco plc...................................................................................8
e) The extent to which training has achieved return on investment...............................................................9
f) Types of approaches to flexibility that can be adopted by Tesco to aid its expansion of business............9
PART 3...............................................................................................................................................................9
a) Analyses on the importance of ITV to maintain good employee relations and how it influences their HR
decisions ......................................................................................................................................................10
b) The key elements in the employment legislation and how it influences ITV’s HR decisions ...............10
Evaluation of key aspects of employee relations management and employment legislation that affect
HRM decision-making in ITV.....................................................................................................................10
Application of HRM practices in ITV that inform and influence decision-making in the organisation.....11
CONCLUSION ...............................................................................................................................................12
REFERENCES.................................................................................................................................................13

INTRODUCTION
HRM or human resource management refers to the management of workforce available in an
organisation. It is evident that need of employees is obvious in each company to perform various activities
and functions. The needs of a firm to perform different works can be fulfilled by recruiting skilled workforce
which is a major function of HR department. The HR department is expected to perform recruitment and
selection process in a proper manner so that it can provide right quantity of workforce within organisation as
per the requirements in different departments (Holtbrügge, Friedmann and Puck, 2010). The present report
has been made on HRM where various functions of HR department are discussed. The report has discussed
various cases based on HR functions and practices at various organisations. The report has also focussed on
different approaches of recruitment and selection process along with its strengths and weaknesses. Further,
the job advertisement and rationale of HRM has been emphasised. Besides this, training and development
methods adopted in TESCO and its effect on company has been focussed. Final section has covered the
importance of sound relations between employer and employees within organisation for better management
of work.
PART 1
Task 1
P1
a) Purpose of workforce planning
Workforce planning is defined as effective procedure that basically focuses on meeting the human
resource needs within the organisation so that they can easily accomplishes their objectives and goals. On
the other hand, workforce planning also include getting correct candidate on the right job post so that they
may deliver quality services. The key role of workforce planning within the Wodhill College is that it
focuses on meeting the future requirement of lecturer or other staff within the college. Along with this
another role of workforce planning is that it ensure right planning for employees recruitment. Thus, with the
help of this planning, a proper plan can be made to make recruitment in right way so that vacant positions
can be filled with appropriate skills. The workforce planning is related with the fulfilment of organisation’s
requirement to fill the vacant positions. By planning for workforce, the company manages its work and
ensures that each position is filled by the right person having appropriate skills. In context of present case,
the college is suffering from staff turnover where different posts are vacant to which HR manager is
fulfilling by adopting various recruitment and selection approaches. For this, several ways can be applied by
the college which fits the purpose of filling vacancy. Presently, college is adopting simple process of
inviting applications after which candidates are called for interviews (Bondarouk, Ruël and Looise, 2011).

Through interview various merits are given to applicants and they are selected on this merit basis. The
recruitment process followed in this process, shows significance of workforce planning. This planning can
be executed by firstly determining the number of positions to be filled along with required skills and
qualifications.
Assessing role of HRM in fulfilling business objectives
The HRM department plays an important role in fulfilling the objective of business which is largely
concerned with making recruitment and selection of candidates. The HR department in Woodhill college
will fulfil its duty by making an analysis of college to know the requirement of teachers. On this basis, the
quantity of workforce required will be decided. Afterwards, the position vacant will be assessed to prepare
documents of Job responsibilities and person specification related to the job role. This will help in making
advertisement through various channels and inviting applications. On this basis, deserving candidate will be
called for interview and right candidate will be selected for the post by HRM department (Holtbrügge,
Friedmann and Puck, 2010).
P2
b) Strength and weakness of various selection approaches and their evaluation
There are various approaches for executing different recruitment and selection process. Each process
has its own strength and weakness as well. The major approaches of making recruitment and selection
process are Internal process of recruitment and External source of recruitment (Furtmueller, Wilderom and
Tate, 2011).
Internal recruitment
The internal process of recruitment refers to the procedure where companies make selection of
employee from within organisation. This process can be executed by promotions, job rotation or transfers or
giving jobs o candidates which are referred by employees of firm. In present case of Woodhill college, this
can be done through promoting some junior class teachers to upper post to teach senior classes. Besides
this, any teacher can suggest or refer any known person qualified for the job.
This process of recruitment has its various strength as it is less expensive one because there is no cost
for advertisement (Pilbeam and Corbridge, 2010). The possibilities of promotions for present staff increases
which makes them motivated. Apart from this, the process limits the scope for selecting skilled candidate
from large number of applicants. Another strength of internal recruitment is that it benefit the company in
promoting the experienced candidate on the higher hierarchical position that benefit the college in devising
their proper curriculum. On the other hand, weakness of internal approach of recruitment is that it do not
focus on selecting the competent and qualified candidate from the large pool of applicants.
External Recruitment
The external recruitment process is undertaken by making a selection through external source where
applicants are invited to apply for job through advertisements. For this, a proper documentation is done and

proper job role and person specification is prepared to give in advertisement so that right person can apply
for the post.
This process is quite advantageous as the college can have a large number of choices from various
applications. The college can have fresh skill which can fulfil its purpose in better way. On other hand, this
way of recruitment is quite costly as it involves heavy cost of advertising. Moreover, existing teacher’s
morale may go down when they will see less opportunity of getting promotions for present post.
In case of present scenario, the external recruitment process is better for college as it can help in selecting
best candadte from a large pool of skills and talents. This will also help in filling the position with an
applicant having good experience of the related field (Iles, Chuai and Preece,2010).
Task 2
P7
a) Advertisement for a Job role
The advertisement in the newspaper or in a magazine will help the company to get large number of
willing candidates which are interested in acquiring the job as per the terms of the company (Prince, 2011).
Further, it will develop with large number of options for the company so as to select or opt for the best
candidate. The following is the advertisement for HR manager post to be published in the newspaper.
HR MANAGER REQUIRED
HR manager is been required for a education sector company for its Head in office in Surbiton.
The candidate willing must be having 7-10 years of experience.
Candidates who are having experience in the relevant industry will be highly preferred.
To apply for this last date is 31st January, 2017
[e-mail]
b) Different platform for advertisement
To get the most appropriate candidate, it is important for the company to make an efficient
advertisement in different means such as:
 Newspaper- The company can give an ad in the newspaper which will attract large number of
candidates to apply for the specific job profile. It is been seen that newspaper is been seen by large
number of people so it get many people for it (Pilbeam and Corbridge, 2010).
 Online job search sites- The organization can put there search online so that the person who is
willing and eligible for the job can apply for it.
 Recruiting companies- It is an efficient means to select the candidate for the vacant job. The
company can give the specification for the job to the recruiting company and they will find with the
best candidate for the job.

c) Job specification and person specification
To acquire with the best candidate, the company develops with the job and person specification which
will help to determine with the needs and requirements of the company from a certain job (Brewster and
et.al., 2016). Moreover, it will help the person to see there eligibility to apply for the specific job.
JOB SPECIFICATION
Job profile: HR manager
Company: Abc company ltd.
Location: Delhi
Type: Full time job
Timings: 9.30 a.m to 6.00 P.m
Salary: 60,000 per month and is negotiable.
Experience : Minimum 5 years
They must have experience in this field.
Qualification: The candidate must be having bachelor degree in management with minimum
60% from a good college.
They must be post graduate and must have MBA degree with minimum 70% from a good
college.
PERSON SPECIFICATION
Roles and responsibilities:
 The manager need to manage all the activities of the company efficiently.
 To develop with the efficient recruitment and selection process.
 To do the computer work properly.
 To manage the activities such as determining the salary, wage, bonus etc.
 To motivate the employees to increase there productivity.
 To develop with the plan and implement it to manage the activities properly.
 To formulate with the policies and rules in an efficient manner.
Skills and knowledge:
 The person must have good communication and interpersonal skills.
 He must have leadership quality to lead the employee towards achieving the goals of the
company.
 He must acquire good knowledge about operating computer.
 He should have analytical skills to make adequate decisions for the company.
 He must have the ability to resolve the dispute and maintain harmony at the workplace.

HRM practices for acquiring the candidate for the post
In every activity which is been performed in the organization, HR department has one or the other
significant role. As it is highly responsible for making the plans and implementing them to attain the
objectives and goals of the company. Further, it is been seen that the major role of the HR department is to
appoint the candidates for different posts of the company. For this, they need to evaluate with the post which
is vacant and require some person (Locke and Latham, 2013). Than they have to develop with the job and
person specification for the specific job. This will help to determine the skills and other requirements of the
company from the candidate for the certain post. After this, they need to post with there ad by different
means which include through newspaper, online job search engines, recruiting companies, agents etc. which
will help the company to get the best candidate for the specific job post. Thus, it will assist in acquiring with
the best person the most skilled and qualified person which is appropriate for the company. Further, HR
department needs to manage all the activities and other departments properly so that the functioning of the
company is smooth and do not have any hindrance in its performance. Moreover, they need to maintain the
record of every staff member employed in the company with there proper details so that they can recall
about every detail about the members.
PART 2
P3
a) Difference between training and development
Training can be explained as the process of learning where the employees gets an opportunity to
develop their current skills and abilities. Additionally, training programmes are organized so that the skills
and knowledge can be upgraded. On contrary to this, development is the procedure which is done for the
long period and focused on growth and learning of the Tesco employees. The major focus of training is
based on the present situation of the employees. Whereas, development focuses on the future growth of the
organization. The concept of training is provided with the help of trainer and development is the matter of
focus by an individual itself. Besides this, training programmes are conducted in the companies for the
enhancement of employee performance in the organization. On another hand, development focuses on
coping up with the future challenges faced by the company. Training is adopted for the specific roles by
TESCO for the smaller period. Whereas, development is done for the longer period for the attainment of
organizational objectives (Chaudhry and Javed, 2012). Therefore, Tesco plc focuses on devising effective
training program and schedule to their existing staff so that they can easily enhance their skills and abilities
so that they may perform their activities in proper and adequate manner.
b) Changes in customer expectation affects tesco and needs to staff
Retail sector is one of the most competitor commercial enterprise within the global. The
profitableness of the concern calculate on bulk of selling. User requirement thus show a leading role in

heighten concern development in the marketplace. Training needs and demands of Tesco are designed for
enhancing consumer satisfaction. The initial focus of the organization is on putting the effective measures
in the operation of the firm. Institution initially centred on training effective measures to ensure cost
minimization however, the present situation defines the specific training needs of the employee's so that
quality services can be offered by them. Thus, to stay in the competition for longer duration with
sustainability, it is important to train staff members as they are the people who directly come in contact with
the ultimate customers (Li, Tan and Teo, 2012). for instance, the expectation of customer include that staff
within the Tesco store meet their requirement by providing them required products therefore, to meet this
expectation of customers management must focuses on implementing the training schedule for enhancing
their communication skills so that they may easily meet the required expectation of their staff.
c) Methods of training carried out by Tesco
The declared aspect helps in achieve effectual development aspects for concern as well as the worker
involved. Tesco is a leading retail organization operating with success in grocery store commercial
enterprise centering on efficaciously achieve the selling needs and condition of the user. Training and
development is an inbuilt business concern feature for the system. Mainly, TESCO has adopted the on the
job training so that the cost of the company can be saved. This is a cost effective measure which saves time
and energy of employees and employer both . Also the firm can also adapt the job rotation technique. Here,
the organization will provide different chances of development to the employees by changing their piece of
work. It will assist the company to retain the customers for the long period of time. With all these methods,
company is keeping its workforce highly motivated and confident by which they are providing high quality
services to the customers. However, it can be said that the two methods will remain effective for the stated
firm (Miner, 2015).
d) Ways in which training needs are identified
In the stated organization, the needs of training is evaluated with the help of analysis. By adopting
the organizational analysis, the study of firm can be done with the help of allocated resources and optimum
utilization of the business potential. Under the same, HR manager determines the area on which training is
to be focused so that ultimately the organisational effectiveness can be increased. It will assist the company
to attain its goals and objectives in an effectual manner. These are the ways through which training need is
identified in Tesco to evaluate the performance of the employees. In order to enhance the identified needs of
Tesco staff management must focuses on using on-the-job training methods so that they may easily enhance
the required skills and abilities of the staff within the store.
P4
d)Benefits of training program provided to Tesco plc
Tesco is a well-established business unit operating successfully in the global market. Training and
development programs of the company has helped it in attaining successful and well defined business
results. As per the analysis it has been analysed that Tesco has adopted a structured training program for the
business. The processed evaluation and analysis technique of the business focuses on analysing the needs of

training for the employees. The programs are thus developed accordingly. This has helped Tesco in different
means and measures. It has helped the company in creating a well-defined impact on employee growth and
development. In addition the growth aspects of the business are managed significantly by enhancing
individual productivity of employees. Moreover Tesco has analysed that employees are one of the major
source of business development as they are the face of the company. Hence a trained and committed team of
employees helps in attaining high and significant sales for the organization. Also employee satisfaction and
growth is managed when employees are able to deal and address the issues related to product of service
issues. Thus the overall evaluation helps in analysing that effective training and development programs has
helped Tesco in enhancing competitiveness and development aspects in the market. A training team of
employees helps business in ensuring consumer loyalty as well (Locke and Latham, 2013). Therefore, it has
been assessed that benefit of training program provided to Tesco plc include that it benefit the staff in
enhancing their skills and abilities so that they may easily perform their activities within the store. On the
other hand, another benefit of implementing training method include that it support in enhancing the overall
performance of the store that directly outcome in increasing their profitability.
e) The extent to which training has achieved return on investment
Training is an integral aspect of business which helps in generating positive results for every
organization. Tesco is successfully dealing in multi brand retailing which has developed a unique market
position. Employees are the crucial part of the firm which has helps the company in attaining the
predetermined goals and objectives. Training contributes the business by enhancing the skills and attributes
of the employees for the firm. It also prove to be a significantly costly aspect. However effective training
and development strategies has helped the company in enhancing the return on the initial investment made.
It can be summarised in the following manner:
 Enhancing sales: Training employees are significantly highly skilled ad motivated. Being the face of
the business, sales promotion is directly in the employee limits. It has been evaluated trained
employees are able to ensure high sales in the market which contributes in ensuring return on
investment as well.
 Developing productivity: Higher productivity leads to high growth aspects within the market.
Effective training programs leads in developing effective productivity aspects for the business which
results in ensuring high performance of every individual. The aggregate result of the same is positive
for the company (O'Neil and Drillings, 2012).
 Employee retention: High level of employee retention helps the business in ensuring significant
business results thus creating a positive impact on work culture and employee motivation aspects as
well. The cost of recruiting new employee is thus minimized. Moreover trained employee is an asset
for the organization as it helps the in training new recruits also.
f) Types of approaches to flexibility that can be adopted by Tesco to aid its expansion of business
Flexibility has a positive impact on business performance which helps the company in enhancing the
level of organizational performance and growth as well (Chaudhry and Javed, 2012). The expansion aspect

of the business is considerable part of business growth and development. The flexibility approaches adopted
by Tesco are:
 Functional flexibility: This aspects of the organization deals with the attaining employees as per the
tasks and skills. Being retail business such flexibility aspects will help the company in ensuring in
attaining the business objectives in an effective manner (Locke and Latham, 2013). The operational
business aspects can be efficiently managed by the company.
 Numerical flexibility: This flexibility will help the company in adjusting the level of labour inputs to
meet fluctuations in outputs. The firm will employ part-time employees to ensure the work pressure
and performance development in the market.
PART 3
P5
a) Analyses on the importance of ITV to maintain good employee relations and how it influences their HR
decisions
In order to render effective service to clients and individual company focuses on effective approach
to the employee relations that mainly focuses on the engaging their staff and employees within the ITV with
the help of engaging in collective bargaining, consultant etc. it has been analyzed that significance of ITV to
maintain good employee relations is that it avoid the disputing and conflicting situation among the
organization. Along with this it is also analyzed that another importance of maintaining good employee
relations is that it assists in reducing the level of employee turnover from the organization (Oke, 2016).
Along with this, it has been also analyzed that significance of maintaining good employee relations
is that it influences the HR decisions within ITV. With the ineffective relationship among the employee and
employer within the organization then it might impact the activities of the organization that results in
impacting the overall performance of the organization. Moreover, the good and effective employee relations
within the organization also support in crating the effective culture that assists in overcome the situation of
problem and issues (Petty, Manroop and Linton, 2015). for instnace, engaging in maintaining effective
relationship among the employees it has been assessed that it support in minimizing the affect the level of
dispute and conflict among the organisation.
P6
b) The key elements in the employment legislation and how it influences ITV’s HR decisions
UK government has framed different employment legislation that needs to be implemented by the
organization so that they can easily maintain the employment within the organization. The key elements in
the employment legislation include anti discrimination practices. The foremost employment legislation is
related with Anti-discrimination under which ITV do not engage in any sort of discrimination activities. This
element within the employment legislation directly impact or influences the HR decisions within ITV

(Prince, 2011). For instance, at the time of selecting the staff for the organization implementing this
employment legislation would result in framing such activities and strategies that outcome in engaging fair
and ethical practices related with recruiting and selecting the candidate.
On the other hand, another element in the employment legislation is related with the wage and hour.
It basically focuses on setting the wage and hour for the individual those who are rendering services within
the organization so that they can properly render the activities. Therefore, engaging in this activities would
directly influences the HR decision of ITV that they would take related with setting the working hours for
their job position within the organization (Vanhala and Ritala, 2016). The employment legislation mainly
include Equality Act 2010. with the help of implementing this act it directly results in affecting the HR
decision of ITV. Through enforcing this act it support in maintaining equality among the among the
candidate to whom they are recruiting within the organisation. Along with this, implementing this act also
results in avoiding or overcoming the inequality among their staff members whether they are male or
female. On the other hand, employment legislations have imposed by ITV in the form of HRM practices.
The most common laws are Discrimination Act, Flexibility working, maternity and paternity leave etc.
Evaluation of key aspects of employee relations management and employment legislation that affect
HRM decision-making in ITV
In the present time, there are many of the organization which is running employee relationship
management programs for improving the relationship with the workers. These are very helpful to enhance
the loyalty of the staff members and motivate them in the right direction. It focuses over the enabling
personnel to collaborate on typical managerial tasks with their workers (Abreu and et.al., 2012). In the case
of ITV, organization has used different types of employee relations management with the aim of ensure the
loyalty of the employees for the long time.
The major key aspects of the following approach are leadership, communication, culture, rewards
and recognition, personal and professional growth of the staffs, accountability and performance etc
(Brewster and et.al., 2016). From the evaluation of these aspects of employee relation management and
legislation of ITV, it has found that it has delivered various benefits to the organization. In this context, first
one is enhance productivity where strong and effective employee relationship has developed a pleasant
atmosphere at the working environment. This has motivated the employees along with this increase their
moral level. The final outcome of the following process has improved the productivity of the personnel and
organization also. It has led to enhancement in profit of the business by creating a good image in the market
place (Arulrajah and et.al., 2015).
Rather than this, employee loyalty has one of the benefits that has determined from the assessment of
key aspect of employee relation management and legislation of ITV. This has encouraged the development
of loyal workforce. It has improved the workers retention by minimizing the cost of hiring. Along with this,
evaluation process outcome has demonstrated that the adopt strategy by company has resolved conflict

between the personnel by creating a friendly environment (Hill, Crowe and Gonsalvez, 2016). It has
developed a productive workforce at the workplace that has helped in attain the business objectives.
Application of HRM practices in ITV that inform and influence decision-making in the organisation
ITV has followed various HRM practice in its organization which has informed and influence
decision making process of the business. Evaluation of imposed HRM practices is as follows:
Performance management system: With the help of this HRM practice, ITV has measure the performance
of the employees by setting of various parameters. It has assisted the management to analyse the
performance of the staff members and find those areas which has needed improvements (Cardona and et.al.,
2013).
Training and development: This HRM practice has helped ITV to engage the employees in the training and
development activities. For this, time to time, HR department has organized the training and development
sessions for the staff members. This has highly enhanced the competencies and abilities of the staffs which
have promoted them to perform their duties in more effective manner (Brewster and et.al., 2016).
Employee engagement: It has allowed the HR manager of ITV to increase the engagement of the employees
in various activities. Management has involved them in different kind of decision making process and listen
their views related to solve the issues (Functions of HRM, 2016).
CONCLUSION
From the above research, it can be concluded that human resource management has responsible for
the development of skilled workforce within the organizations. In Woodhill College, the purpose of it has to
plan the workforce in which HR manager has played an important role. There have some strengths and
weaknesses of different approaches to recruitment and selection. On the other hand, various functions of the
HRM have provided talent and skills appropriate to fulfil the business objectives. Further, employee
relations management and employment legislation has made the impact on practices of HRM of the
company.

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