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PART 13 Task 13 P1 3 Purpose of Workforce Planning and Selection Processes: HRM Practices

   

Added on  2020-01-16

14 Pages5916 Words379 Views
Human Resource Management

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

INTRODUCTIONHRM or human resource management refers to the management of workforce available in anorganisation. It is evident that need of employees is obvious in each company to perform various activitiesand functions. The needs of a firm to perform different works can be fulfilled by recruiting skilled workforcewhich is a major function of HR department. The HR department is expected to perform recruitment andselection process in a proper manner so that it can provide right quantity of workforce within organisation asper the requirements in different departments (Holtbrügge, Friedmann and Puck, 2010). The present reporthas been made on HRM where various functions of HR department are discussed. The report has discussedvarious cases based on HR functions and practices at various organisations. The report has also focussed ondifferent 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 developmentmethods adopted in TESCO and its effect on company has been focussed. Final section has covered theimportance of sound relations between employer and employees within organisation for better managementof work.PART 1Task 1P1 a) Purpose of workforce planningWorkforce planning is defined as effective procedure that basically focuses on meeting the humanresource needs within the organisation so that they can easily accomplishes their objectives and goals. Onthe other hand, workforce planning also include getting correct candidate on the right job post so that theymay deliver quality services. The key role of workforce planning within the Wodhill College is that itfocuses on meeting the future requirement of lecturer or other staff within the college. Along with thisanother role of workforce planning is that it ensure right planning for employees recruitment. Thus, with thehelp of this planning, a proper plan can be made to make recruitment in right way so that vacant positionscan be filled with appropriate skills.The workforce planning is related with the fulfilment of organisation’srequirement to fill the vacant positions. By planning for workforce, the company manages its work andensures 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 isfulfilling by adopting various recruitment and selection approaches. For this, several ways can be applied bythe college which fits the purpose of filling vacancy. Presently, college is adopting simple process ofinviting 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. Therecruitment process followed in this process, shows significance of workforce planning. This planning canbe executed by firstly determining the number of positions to be filled along with required skills andqualifications. Assessing role of HRM in fulfilling business objectivesThe HRM department plays an important role in fulfilling the objective of business which is largelyconcerned with making recruitment and selection of candidates. The HR department in Woodhill collegewill fulfil its duty by making an analysis of college to know the requirement of teachers. On this basis, thequantity of workforce required will be decided. Afterwards, the position vacant will be assessed to preparedocuments of Job responsibilities and person specification related to the job role. This will help in makingadvertisement through various channels and inviting applications. On this basis, deserving candidate will becalled for interview and right candidate will be selected for the post by HRM department (Holtbrügge,Friedmann and Puck, 2010).P2b) Strength and weakness of various selection approaches and their evaluationThere are various approaches for executing different recruitment and selection process. Each processhas its own strength and weakness as well. The major approaches of making recruitment and selectionprocess are Internal process of recruitment and External source of recruitment (Furtmueller, Wilderom andTate, 2011). Internal recruitmentThe internal process of recruitment refers to the procedure where companies make selection ofemployee from within organisation. This process can be executed by promotions, job rotation or transfers orgiving jobs o candidates which are referred by employees of firm. In present case of Woodhill college, thiscan be done through promoting some junior class teachers to upper post to teach senior classes. Besidesthis, 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 costfor advertisement (Pilbeam and Corbridge, 2010). The possibilities of promotions for present staff increaseswhich makes them motivated. Apart from this, the process limits the scope for selecting skilled candidatefrom large number of applicants. Another strength of internal recruitment is that it benefit the company inpromoting the experienced candidate on the higher hierarchical position that benefit the college in devisingtheir proper curriculum. On the other hand, weakness of internal approach of recruitment is that it do notfocus on selecting the competent and qualified candidate from the large pool of applicants. External RecruitmentThe external recruitment process is undertaken by making a selection through external source whereapplicants are invited to apply for job through advertisements. For this, a proper documentation is done and

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