Global Talent Management & HR Roles

This assignment delves into the crucial role of corporate Human Resources (HR) functions in managing global talent. It examines various aspects, including the impact of personnel selection tools on counterproductive work behaviors, the importance of human behavior in fisheries management, and the conservation of resources in engaged work settings. Furthermore, it explores topics such as inclusion and diversity in work groups, employee engagement, knowledge sharing, and retirement planning. The assignment also touches upon critical perspectives on diversity and inequality in organizations, and the relationship between personality traits and entrepreneurial success.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
HUMAN RESOURCE MANAGEMENT.......................................................................................1
INTRODUCTION............................................................................................................................3
TASK1.............................................................................................................................................4
P1 Function and purpose of HRM ..............................................................................................4
P2 Approaches of recruitment and selection along with their strengths and weaknesses...........5
M1 Use of functions of HRM in order to gain effective talent and abilities appropriate to
business objectives......................................................................................................................7
M2 Evaluation of strength and weakness of various approaches................................................7
D1................................................................................................................................................8
P7 Skills and qualifications needed to perform job task.............................................................8
M5 Impact of technology on improving selection and recruitment process...............................9
TASK 3............................................................................................................................................9
P3 (a) Difference between training and development.................................................................9
(b) Determination of training needs with various methods of training.....................................10
(c) Benefits for TESCO and the employees in having systematic approach for training
development..............................................................................................................................11
P4 Effectiveness of various HRM practices in terms of raising profits and productivity.........12
M3.............................................................................................................................................12
D2 .............................................................................................................................................12
TASK 4..........................................................................................................................................12
P5 Importance of employee relations which impacts on decision making...............................12
P6 Key elements of employment legislation and impact on HRM decision.............................13
M4 Key aspects of employee relations management and employment legislation that affects
HRM decision making...............................................................................................................14
D3 Critical evaluation of employee relations and application of HRM practices in ITV.........14
CONCLUSION..............................................................................................................................15
REFERENCES...............................................................................................................................16

INTRODUCTION
Human resource is the employees working in organisation. They are the source through
which company get satisfy their goal and objectives. They are main component which deals
which customer and provide them best services and goods. It is important to take care of
employees satisfaction level so that they perform their task with full synergy. There are chances
of conflict among employees so they must be resolved by human resource manger. In today's era
there are many functions performed by HR department like training and development, evaluation
of performance, rewards, etc. In report there are three companies taken into consideration i.e.
Woodhill college, Tesco and ITV channel. This report tells about important roles of human
resource management and strategies formed for workforce of organisation (Shuck and
Wollard ,2010). It also states about weakness and strength of different methods of recruitment,
benefits of HR practices to both employer and employees and impact of HR policies on profits
and productivity of organisation.
TASK1
P1 Function and purpose of HRM
Human resource management is that department exist in every organisation. The main
aim of this division is to coordinate all the function of management in such a way so that
organisational objectives can be accomplished. In order to maintain the sustainability team of
HRM formulate such policies, procedures that enhance the skill ability of employees through
organising systematic training development programmes (Ball and et. al. , 2012) . In the context
of Woodhill college which comprises of experience professional staff but in recent company has
vacancy of HR manager and post of teachers which need to fullfill in specified time period. In
order to give best education qualification to students company concerning to appoint proper staff.
The various functions which are associated with HR unit are mentioned below: Planning:- It is consider as foremost function of organisation under which organisation
top level has to plan what type of policies they have to formulate in order to face the
competition of external environment. Main objective is to fullfill vacant job position in
timely manner. Staffing and organising: After accomplishment of planning function completely next
step is to organise the structure and delegate the work according to specialisation of
employees. This help in bringing the better outcomes for better positioning of company.

 Employee benefit and compensation Management: It is considered as another function
under which strategies are made in accordance with employee benefit and development
so they motivated towards their daily targets.
 Training and development: This is main thing which organisation has to considered for
career advancement and growth of employees. In order to full fill task , objective training
development must be given to all new employees in order to familiar them with culture.
 Employee relations: in order to maintain peaceful environment in corporates it is vital
that communication between superior and subordinate will be in informal way so that
they were not hesitated in expressing their thoughts.
Purpose of workforce planning: Workforce planning means taking organisation as one so that all
the efforts are put at one direction for achieving the targets of organisations. Under this approach
main focus is given on needs, wants and capabilities of internal employees so that efficiency and
productivity increases. In case of HR department all the recruitment selection process is done in
systematic manner so all the workforce perform duties appropriately (Barney, Ketchen Jr and
Wright , 2011). HR of Woodhill has to concentrate on all the factors which affect employee
potential and reduce absenteeism. Following factors are:-
 Employee motivation: Manager has to included all the elements that help in enchaincg
the motivation factors among employees. This component change the personality of
conservative person into positive manner. Woodhill college must have policy of rewards
for higher performance.
 Policies and procedures: In order to maintain ethical practices in organisation policies
and procedures must be made after considering the legal laws made by government. This
help in smooth running of business.
 Communication:- Effective interaction between employer and employees allows the
organisation workforce to express their thoughts opinion at the time when organisation
has to taken rational decision making.
P2 Approaches of recruitment and selection along with their strengths and weaknesses
In today environment technology developed in vast manner which also make possible the
growth of organisation. In case of selection recruitment process various method are used for
effective growth of associations through entering tallented applicants. Woodhill college can
adopt two methods I.e. internal source and external source of recruitment because the recent

method they include is single recruitment but HR strategy does not specify current future
workforce needs. So two are described here along with their pros and cons stated below:-
 Internal source: This kind of recruitment can be described in simple way under which
candidates are selected internally without intervention of external applicants. In order to
promote them to next level they transfer them to vacant job positions. Their are various
advantages disadvantages of internal source:
Advantages
 this method act as tablet of motivation
for internal employees.
 Save time, efforts and money of HR
manager.
 No need to organise training
programmes because employees
already familiar with culture.
Disadvantages
 Limited scope and choices sometime
lead to loss to organisation.
 Ineffective in case of brining new
innovative ideas.
 Employees who not promoted get
demotivated.
External source: under this approach vacant job position become fulfilled in effective manner.
HR manager uses various medium like social networking, print media and internet sites under
which they publish information of vacant position and those who want to apply can do through
official website (Bulgurcu , Cavusoglu and Benbasat ,2010).
Advantages
 organisation get chance of bringing
new talent with ungraded skill fitted to
external situation.
 Professional and experience staff
available.
 Easy accessibility of changes arises in
market due to presence of skilled
employees.
Disadvantages
 employer will not able to examine
previous performance of employees.
 If superior using this kind of tool then
they need to conduct induction program
which enhance cost.
 Huge cost, time and resources required
for projects.

M1 Use of functions of HRM in order to gain effective talent and abilities appropriate to business
objectives
Different functions of management plays important role in enhancing the skills abilities
of employees and help in accomplishing objectives of organisation. Woodhill college HR manger
has to understand their purpose properly.
 Planning: Under this management has to plan in which they evaluate vacant job positions
and take decision to whom they fixed person on vacant positions. All the things possible
through better and effective designing of plans.
 Staffing: under this function HR manager divided the work of employees according to
specialisation. The main motive of this approach to set the right person at right place
according to their interest.
 Employee benefits: HR manager of college has to formulate policies in concerning
employee benefits. Therefore their must be suitable rewards and advance promotion for
development of individuals.
 Training and development: in recent scenerio company spend lot of amount in this sector
so employees ready to face all the challenges arises in external environment. Woodhill
college need to focus on training programmes for improving the personality of staff
members (Campbell, Coff, R. and Kryscynski ,2012).
M2 Evaluation of strength and weakness of various approaches
Evaluation can be understood through differences described below:-
Advantages of internal and external recruitment
internal recruitment
 This factor is successful in establishing
loyalty and trust among employees. This not include huge cost and
resources improve quality of services
also.
external recruitment
 innovative and versatile personality
come in organisation.
 Although expenses incurred more but
result of such cost give huge benefits in
future.
Disadvantages of internal and external recruitment
Internal recruitment
 External talent not allow does not
external recruitment
 Employer will not able to examine the

facilitates organisation growth. Cases of conflicts disputes increases
daily.
performance of employees.
 Hampers the emotional thoughts of
existing employees.
D1
As indicated recruitment as well as selection is essential every year according to the
policy of government. Their are two method I.e. internal external source which used mostly in
every organisation. Two approaches having their own strengths weakness so decision regarding
the usability taken by HR head according to the objectives of organisation. Internal most work in
small organisation and external works for medium and big associations. The main criteria is to
increase profitability, productivity and efficiency of company.
TASK 2
P7 Skills and qualifications needed to perform job task
Skill and qualification is most important component for accomplishing requirements of
company. This is educational background of employee which are mandatory, every position has
its own requirement. In Woodhill college there is requirement of teachers, some employees are
leaving company. Therefore they must get promoted at superior level so that they feel motivated
and there is need of new candidates at position.
Job advertisement for Woodhill college is as under
URGENT REQUIREMENTS
Position: 5 (Teacher for B.Sc.)
Specialisation: Physics
Woodhill college announces that there are 5 vacant positions in college. This is top rated
college in America. This is chance for fresher as well experienced candidates, which provide
chance of career growth. These positions have urgent joining interested individual contact to
administration department of college.
Qualification:
 Masters in science from recognised university.
 Capable of handling queries arise from inter departments.

 Good communication skill.
Working exoperience: 0 to 3 years.
CTC- 20000 dollars per month
If interested kindly send updated CV at [e-mail] by 15 Febuary 2018.
Ad on website jobs.ac.uk and regional newspaper of UK is as under-
HUMAN RESOURCE MANAGER JOB SPECIFICATION
Job requirement- Person having good interaction skill and can calmly handle conflicts in the
company.
Expected job tasks:
 Knowledge about laws and regulations related to human resource.
 Recruitment through campus placement and direct selection.
 Can handle compensation related queries.
M5 Impact of technology on improving selection and recruitment process
Today there is important role of mass media in communicating things to large people.
There are many websites which works for providing job related information to candidates. They
basically a link between job provider and seeker (Tarique and Schuler , 2010). This make easy
for both of them to search best alternative. Through mass media and social sites company need
not to search much and waste time in dealing with them. They provides positive impact in filling
vacant position. With the use of these technology candidate need not to run for the search of job,
by sitting only they came to know about vacancy. Examples- websites, Facebook. Instagram.
TASK 3
P3 (a) Difference between training and development
Training and development come parallel to each other if training is their and development
are also important for further improvement. Training tell about direction at the time of doing
particular task and development means implementing training tactics in pragmatical problems.
TESCO is UK based retail store deal in clothing, fashionable apparels and many other products
diversified its business in different places. In order to beat competitors it is important for HR

manager to provide them appropriate training development and differentiate both in proper
manner:-
Training
 A main reason behind providing
training by HR is to understand the
knowledge skills of employees.
 Under this TESCO utilised systematic
and organised procedure by which non
personnel learn about technical
knowledge and ability for specified
purpose.
 It is an reactive process.
 TESCO also get benefit because of
initiatives taken by management.
Development
 this process is continuous in form of
learning and growth.
 Under this main emphasis is given on
personnel learn and conceptual theories
for general purpose.
 It is proactive process.
 Under this internal motivation is used.
(b) Determination of training needs with various methods of training
Training considered vital part of organisation under which employee gets an opporunity
of learning new management styles and tactics they must used to convince their customer to buy
products and services. Professional appoint for training session must know how to convey all the
learning to employees so they easily familiar with organisation culture. There are different
methods of training for employees:-
 On the job training methods: this method used by TESCO management department under
which training are given under the premises of organisation. All the employees get
knowledge internally without hanging outside the organisation which improve
performance and save their time.
 Off the job training method: under this approaches different medium used by TESCO
organisation in which expenditure spend externally to get appropriate place outside the
organisation and they enhance their skills abilities through lectures, workshop, role
playing and case study (Farndale, Scullion and Sparrow , 2010).
For analysing the training needs of employees several methods are taken into account by
corporate managers which are stated below:

 Annual meeting: TESCO HR manager organise meeting under which discussion
regarding the skill and demands of individuals analysed properly and perfect solution is
evolved.
 Review by employees:- Another major issue related to the discussion about the benefits
evolved from training development in order to review the feedback about positive
negative opinions.
HR manager has to give information about staff and know that each person have comprises with
different skills through sessions. Their are some ways which they can apply in their system:
 Appraisal: in order to evaluate the performance of employees appraisal is given
employees in the form of rewards, promotion and incentive benefits.
 Manpower: in order to strengthen the performance of workforce leaders has to initiate to
indulge employees in different activities which leads to active participation and improve
manpower personality.
(c) Benefits for TESCO and the employees in having systematic approach for training
development
When business adopt systematic approach of training development then it will give more
benefits to organisations. In TESCO company focus on the welfare of both employers and
employees which stated below:
Benefits to employer
 Training session on different topics
give the chance to employer to use in
practically and see whether it give
profit
to them or not. Training increases professionalism
among staff and improve goodwill.
Benefits to employee
 systematic training process increase the
morale and performance of employees.
 Employees relation become healthier
and stronger through training process.
P4 Effectiveness of various HRM practices in terms of raising profits and productivity
HRM practices plays important in raising productivity and profits so TESCO uses these
practices in improving performance by following ways:

 Training development: HR manager of company has to considered the development of
every employee because in TESCO customer come with different demand and workforce
accomplished it through systematic training methods and developed their thinking out of
box through it.
 Conflict management: HR manager has to formulate a different department which take
care of all the conflicts, disputes arises in organisation this enable easy solution at that
time when it really need which leads to better performance and profitability of
organisation (Fine , 2012) .
M3
TESCO is UK based retail organisation consists of various employees which need to
accept all the challenges due to dynamic external environment. In order to easily implement
modification in strategies proper training methods used by them because it enhance the skills and
capabilities of employees and also improved productivity or increase profitability.
D2
If TESCO want to sustain and create dominance in retail sector then has to use different
mechanism to increase profits and production of goods and services. Therefore it is significant
for workforce to cater training sessions to employees and morale through rewards recognition,
attractive incentive benefits which improve their skill in effective and efficient manner (Fulton
and et. al. ,2011) .
TASK 4
P5 Importance of employee relations which impacts on decision making
ITV is a online channel which provides knowledge about surroundings of the
environment as per demand. It is important to communicate right news to public this increases
their image in industry and people prefer more to it. To make this goal achievable it is important
to create proper communication channel in the company. In this company there are many
departments which are linked with one another. It is important to regulate right information so
that it can be delivered to consumer. There are many changes taking places in environment this
affects the decision of company as well. Sometimes there are chances that due to personal
conflict there is affects on professional operations also. So it is important for HR manager to
create smooth environment in organisation so that their working does not get affected.

Employees relation plays vital role in making decisions. ITV organisations give
opportunities to its personnel to provide their views in particular decisions. It provides them
feeling of confidence and they get chance to promote their skills (Wang and Shultz , 2010) . ITV
maangement determine the importance of employee relation in following ways-
 Good communication skills gives edge to ITV over other firms. This attracts consumer to
purchase their goods and services.
 Employees also work with full efficiency as they get chance to take participation in
management decision.
 This reduces labour turnover and there is no cost incurred for training of new joinees.
Employees decision making technique will help in knowing strategies related to working
style of organisation.
 There is good communication between employee and employer which insist on providing
right information to right person.
To expand business good employee relation proves helpful to ITV. There are various
seminars and counsel held by management of company to provide employees knowledge about
changes takes place in industry.
P6 Key elements of employment legislation and impact on HRM decision
Employees are the important part of organisation but still, there are possibilities of having
frauds with interest of employees. Government of UK framed various laws which safeguard their
interest. In case of any betrayal, employee representative can suit in court so that corrective
measures are taken. This helps in provides feeling of security to personnel and helps in creating
good and healthy environment. HR manager of ITV takes are such laws and provisions. This is
important so that employer and employees are aware of their rights and authorities.
 National minimum wages act, 1999- Under this act government stated to give minimum
wages to employees which is prescribed by government. This minimum wages must be
such amount which can satisfy basic needs of individual. If any flaws in getting minimum
earnings then employee can go court under minimum wages act 1999.
 Health and safety act, 1974- Health of employees are also important issue in
organisation. If they are not well then they cannot perform their job responsibilities
efficiently and employee’s absenteeism increases. So there is act framed for providing

health related security. ITV have to provide proper environment so that they feel secure
while working in company(Wang and Noe , 2010.)
These act create fear in mind of management of ITV also that employees has some
backup which they can use. There is fear of government which helps in deliver of proper services
to employees so that they can work with full efficiencies (Kakuma and et. al. ,2011). In case of
lack of benefits in their working environment, this may proves negative for company. It is
important to to take feedback from employee so that they get corrective measures can be taken to
rectify them.
M4 Key aspects of employee relations management and employment legislation that affects
HRM decision making
Laws related to employees impact the operations and decision making techniques of
management of ITV. HR manager has to frame policies according to laws so that there
employees does not get dissatisfied and this does not gives negative impact on their performance.
In case of change in any government policies then company has to re frame their plans and
deliver them to workers. Sometimes there are opposition from employees regarding change in
plans and policies, it is the duty of leader to motivate staff to work with modifications. Good
relations among employees and employer will make easy to communicate in different
departments and this create good environment in company. This reduces employees turnover as
well.
D3 Critical evaluation of employee relations and application of HRM practices in ITV
There is direct relation between employee's motivation and achievement of goals. It is
important to motivate employees to work efficiently so that they can promoted or rewarded. This
makes them inspired to provide increase productivity, this reduces cost of product and services
and attracts more customers. According to ….... human resource manger has to analyse
employees performance and take corrective measures to improve their efficiency. In case training
is required then there must be program conducted for upliftment. This increases satisfaction
among employees and it gives enhancing of their brand image. Application of HRM practices in
ITV must be framed in such a way that there is regular check on their performance and their
emphasis must be on personal development of workers (Shore and et. al. ,2011).

CONCLUSION
This reports concludes that there is very important role of human resource department in
fulfilling organisational goal. There is pros and cons of various methods which may affect the
operations in company although they benefits to employer and employee also. These days HR
department has to play important role in providing training to their existing as well as new
recruiters. There are internal as well as external factors such as government policies which
affects the decision of human resource department. Government of UK frames laws for benefit of
employees so that there is no betrayal with personnel. HR plays important role in making good
employee relation so that there are long term relations between employees and company.

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Online
Recruitment & Selection Hiring Process. 2015. [online]. Available through:
<https://hr.ucr.edu/recruitment/guidelines/process.html> .

Surbhi. S., 2015. Difference Between On-the-job and Off-the-job training. [Onine]. Available
through: <https://keydifferences.com/difference-between-on-the-job-and-off-the-job-
training.html>.