Human Resource Management Importance

This assignment delves into the significance of human resource management (HRM) within a company. It emphasizes HRM's impact on the business environment and sustainability. The report highlights the importance of appropriate employee selection for organizational growth, while discussing the negative consequences of poor selection. It underscores the need for performance evaluation and the creation of a positive work environment to maximize employee productivity and well-being.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION............................................................................................................................3
TASK 1.............................................................................................................................................3
1.1Purpose of workforce planning and role of HR manager.......................................................3
b) Strength and weakness of different approaches to recruitment and selection ........................3
c) Functions of HRM to fulfill the objectives .............................................................................5
d) Evaluation of strength and weaknesses of different approaches to recruitment and selection
.....................................................................................................................................................5
e) Critical evaluation of strengths and weakness of approaches.................................................6
Task 2...............................................................................................................................................6
a) Job advertisement for the role ................................................................................................6
b) Suitable platforms to place the advertisements ......................................................................7
c) Job specification and person specification for the role ...........................................................7
d) Application of specific HRM practices...................................................................................8
TASK 3.............................................................................................................................................9
3.1 Difference between Training & Development......................................................................9
3.2 Impact of changes in customer's expectation on Tesco and its need to train staff..............10
3.3 Methods of Training carried out by Tesco..........................................................................10
3.4 Identifying Training Needs..................................................................................................11
3.5 Tesco's Structured Training Program..................................................................................11
3.6 Training Achievement on Investment Return......................................................................11
3.7 Types of Approaches that can be adopted by Tesco ...........................................................12
TASK 4...........................................................................................................................................12
a) Importance for ITV to maintain good employee relationship..............................................12
b) Key elements in the employee legislation and manner it affects ITV's decisions................13
c) Key aspects of employee relations management...................................................................14
d) critical evaluation of employee relations and application of HRM practices in ITV...........14
CONCLUSION..............................................................................................................................15
REFERENCES...............................................................................................................................16

INTRODUCTION
Human resource management is a concept which defines formal system devised for
organizing and management of people within an organization. The responsibilities of HR manger
is to properly staff the people and provide them compensations and benefits. It also includes job
analysis, planning personal needs and recruiting right people for right job etc. further more, it has
also been said that core qualities of HR management includes knowledge of industry, leadership
and effective negotiation skills. In this report human resources management of Wood hill college
has been discussed. The report will also discuss regarding different approaches of recruitment
and selection, and its importance. Along with this, key aspects within the employment relations
have also been discussed.
TASK 1
1.1Purpose of workforce planning and role of HR manager
In any organisation, there are so many issues related to work force planning and
management of human resource. Human resource management is a concept which involves the
process of hiring and developing employees in organization, so as to make them more valuable to
organization. It includes planning personal needs, recruiting right people and selecting them for
correct job, evaluating their benefits etc. in this context, Woodhill college need to operate in a
work force management in a systematic manner which reduces issues. Work planning always
leads to better results, as it involves alignment of talents with objectives of organization. The
planning of workforce helps human resource manager to employ those persons who they find
capable to perform according to the job requirements(. Role of HR manger in Woodhill college
is considered to be very important as HR manages whole work force planing in college. HR
identifies needs of college and takes responsibility to fill the vacant post. HR , in Woodhill
college full fill the vacant post by recruitment of appropriate candidate along with selecting them
for the post. HR also ensures safety its employees in Wood hill college and maintains employee
relationship so that it can help the organization to achieve its objectives in a more efficient way.
b) Strength and weakness of different approaches to recruitment and selection
Recruitment is the process which involves identifying the needs of organisation and
appointing or recruiting a suitable candidate to full fill needs. It is the process which involves
inviting people to apply for a job and interviewing them for their analysis. While, selection is the

process which involves choosing an appropriate candidate among the applicants to fill a post. HR
manager of Wood hill college determines the needs of college and then, invites application for
the respective job(Tarique and Schuler, 2010.). There are 2 types of approaches of recruitment in
Woodhill college :
1. Internal recruitment- It is the practice in Woodhill college opted by HR manager so as
to recruit candidate internally. It is the opportunity where HR manger gets an opportunity
to fill the vacant post in college by existing employees. It is the method in which manager
recruit employees upward or laterally within organization. It enhances cultural
environment of company because trusted individuals are recruited .
Strength-
 it gives a chance to change the job position within the organization . Present permanent
employees , present short term employees and retired employees are the source of internal
recruitment.
 Its a method to promote the employees and to increase their morale supportand work
efficiency.
Weakness-
 company have to replace the person who has been promoted.
 It can also lead to disappointment of another person by promotion of one person.
2. External recruitment- It is a concept which involves recruitment, which involves
searching of a candidate through job boards, newspaper advertisements etc. manager of
HR manager has advertises the vacant post in newspaper and on social sites as well, so
that people may come to know about the job.
Strength-
 it involves recruitment has wider options of qualified people for particular job.
 Various choices and options are available.
Weakness-
 it involves high cost as it involves advertisement in newspapers, brochures etc.
c) Functions of HRM to fulfill the objectives
Human resources management is an organizational function that deals with the issues
related to people such as compensation ,hiring, performance of their employees, management and
development of employees etc. In Wood hill college , HR desires to full fill some objectives so as

to plan workforce and also to achieve the targets of college (Bamberger, Biron and Meshoulam,
2014. ). The functions of HR manager in Wood hill college are as follows: Recruitment- It is the basic function of HR manger which consists of searching for
required human resource in college and also stimulating them to apply for respective
vacant post in college. It involves developing a job description ,interviews etc. Selection- It is the process of judging the capability of different candidates, by HR for
jobs in college and then hiring them in a college for vacant post . Training- It means , HR of Wood hill college , after hiring candidates for a job , provides
for a training session for them so as to train and develop the skills in the college to strive
the objectives of college. Motivation- HR manager is responsible for motivating the employees of company by
organizing different activities in an organization.
 Safety and healthy environment- it is one of the functions of HR manager to provide safe
and healthy environment to the employees of company so as the do not have any issues
regarding work and serve the objectives in a better way. HR manger of Wood hill college
desires to provide such environment in their college so as to develop healthy relationship
between lecturers and students.
d) Evaluation of strength and weaknesses of different approaches to recruitment and selection
Evaluation of strength and weakness of different approaches of recruitment and selection .
Recruitment is a fundamental method of organization of overall human resource management
and planning process. HR manger of Wood hill college always desires to have a close overview
of strengths and weaknesses of different approaches of recruitment , There are two types of
approaches of recruitment, adopted by wood hill college that it gives an ideas to management
which is beneficial to them to recruit candidates (Tarique and Schuler, 2010.). Strength and
weaknesses are as follows:
Internal recruitment -
this approach is a short term process. It enhances cultural environment of company.
Frequent promotional activities are not required to boost the motivation of the employees. This
process requires almost no capital investment for conducting interviews . But development
process comes to an end because people with new skills and knowledge are able to perform tasks
more efficiently.

External recruitment-
it is the approach which gives business organization a chance to famous their brand name
this kind of mass recruitment where there are large number of options and choices are available .
It becomes easier for HR manager of woodhill college to recruit better talents.
e) Critical evaluation of strengths and weakness of approaches
As discussed above, there are some approaches to recruitment and selection, which an
organization use to recruit the candidate to fill vacant post. Choice of appropriate approach must
be made with proper analysis of abilities .These kind of approaches have both positive and
negative impacts on the business objectives. For example, in Woodhill college , internal
recruitment approach has been opted by HR manger, then no advertisement needs to be
published in newspapers, pamphlets and in brochures. It is an advantage to present employees ,
relatives and friends as they can apply for job easily (Seibert, Wang and Courtright, 2011). It is
the short term process.
Same as in external recruitment approaches, as the organization publishes advertisements in
newspapers as well as on social media sites and then asks for their complete description. It arises
an advantage here that HR of woodhill college come to know about the details of candidates ,
who have applied for the job which means they can easily select them for the suitable post. It also
has a disadvantage that this process id very time consuming and long procedure. It also consumes
energy. It brings innovation in the company.
Task 2
a) Job advertisement for the role
Job opportunity..!!
Wood hill college is looking for the prospect and dedicated candidate for the vacant job post of
faculty of commerce department.
Faculty of commerce
Applicants for the said post must have minimum qualification of Phd., Masters in commerce
degree. along with this, candidate should have experience of 5 years in teaching field, in other
organization.
The candidate those who have excellent accounting and business communication along with
computer skills would be mainly preferred for the vacant job post. Spoken English is also must .

Thus those candidates who are interested for the said job are require to upload their CV on the
below mentioned email ID.
Wood hill college
email ID: [e-mail]
b) Suitable platforms to place the advertisements
There are many ways to attract the potential candidates for the job vacancy.
Advertisement is basically a way in which information regarding anything can be published and
can be addressed to a huge amount of population. in order to place the above designed job
advertisement for the post of faculty of commerce in Wood hill college , it has been assessed that
HR manager must have a look on suitable and effective ways or platform for placing the ad,
which includes: Print media platform- The most suitable and effective platform for placing the
advertisement of commerce lecturer of Wood hill college is publishing ad through
newspapers, magazines , brochure and pamphlets etc. all these mediums plays an
important role in promoting about the job post of college. Newspaper advertisement is the
most adopted and effective platform as it is accessible by all kind of people.
 Public notice board- there are many people who cant afford to use the print media and
digital media , so in this case to provide them knowledge about any vacancy , notices on
public centre board are published. It has been assessed that Wood hill college can place
their job vacancy advertisement on public notice board.
c) Job specification and person specification for the role
Job title Faculty of commerce
Reporting relationships Principal of wood hill college
Roles and responsibilities  The key responsibility of lecturer is to impart
learning to the students of under graduate and post
graduate.
 To maintain own continuing development.

 To take the responsibility to conduct educational
seminars
 To conduct social activities and to provide personal
care and support to students.
Skills  Effective interpersonal skills that involves
maintaining healthy relationship with students and
other respective lecturers.
 Team work.
Person specification of faculty of commerce
Qualification  The key qualification for the post is that the candidate
must have excellent accounting skills
 proper knowledge of mathematics and financial
management is required.
 Spoken English should be fluent.
Experience  Experience of teaching in maths and financial
management is must.
 Experience in handling business communication
seminars held in college.
d) Application of specific HRM practices.
Human resource management is a planned approach to manage people effectively for
performing well in the organization. it desires to establishes more flexible and caring
management style so as to make its staff more motivated and developed in every manner. HR of
Woodhill college wants to establish a business environment in which employees feel safe and get
work oriented (Renz, 2016.). The good practices by HR of Woodhill college are as follows:
 HR clarifies the goals and mission of the company to employees.
 HR of wood hill college always pulse up its team by providing social and health care
benefits.
 To provide incentives and compensation in different situations.

 HR provides for the recruitment of qualified applicants.
 To manage people effectively to get results of success and maximized profits.
 Enhancing staff's competencies to perform better through training and development
sessions.
 Motivate employees of organization to work for the betterment of the society as well as
for the country (Renz, 2016.).
 HR draws HRM plans to plan the work for implementation of objectives and aims of
company.
 Enforces performance management system and training, development.
TASK 3
3.1 Difference between Training & Development
The main difference between training and development lies in the timing. Training is a
learning set of skills or predictable actions and behaviour. Critical skills are taught in training
process. The main aim of training is to improve current job performance and enhances
knowledge of employees to carry out their current responsibilities(Ployhart and Moliterno,
2011). Training includes organised group events like seminars, workshops etc.
On the other hand, in development process, individuals are prepared for additional job
roles in the long term. It tends bring out some sort of maturity along with improved performance
so they are ready to take higher responsibilities in the future.
Major points of difference are :
3. Training is a short term process while development is long term in nature.
4. Training aims to improve current performance of a specific job whereas development
aims at developing relationships
5. In training process, a series of steps are provided by instructor to gain skills, on the other
hand, development is non-tangible and more general than training.
3.2 Impact of changes in customer's expectation on Tesco and its need to train staff
The main idea behind Tesco's training and development process is to provide excellent
services to its customers and to carry out all the activities within and outside the organisation in a
professional manner (Oechsler, 2011.). Good customer care and professional activities attracts
customers which is required for growth of the organisation. As the customers are most important

element of organisation, their expectations can change the business strategy of the cited
organisation. The likes, dislikes of customers, their different demands like secure and healthy
atmosphere, timely services etc. boost their confidence and make them feel happy. Training and
development helps in meeting their changing needs and expectations (Oechsler, 2011.).
In today's evolving business, training and development of employees is an essential
element for Tesco's continuing growth. The cited organisation needs committed and flexible
employees to aid its expansion and retaining present customers and acquiring new ones helps to
expand the business. Its structured approach to training and development of employees lays a
foundation for its growth and customer satisfaction.
3.3 Methods of Training carried out by Tesco
Tesco has a flexible and structured approach to its training and development which adapts
to employees' individual needs. This helps in developing skills and leadership capabilities of
people who have potential and desire to do a bigger or different role. Tesco provides both on -
the - job training and off-the-job training to improve performance and promote business growth.
 On-the-job Training : It includes following methods :
 Shadowing - Employee is guided by an experienced person who is already in the job.
 Coaching – It is one to one training where appointed staff member assist in training work
and inspire them to find solutions.
 Mentoring – It is used for managerial employees. A well-experienced staff member acts
as an advisor. Job–Rotation – In job-rotation, employees are trained by rotating them through series of
related jobs.
2. Off-the-job Training : It includes following methods :
 Lectures and conferences
 Simulation exercise
 Vestibule training
3.4 Identifying Training Needs
After setting business objectives, training needs are identified. The two major objectives
behind Tesco's training program are expansion and diversification of its business. Right person,
at the right time, in the right place is required to achieve business targets. Identification of critical
activities and performing well in such activities is a definite need, for which competent and

skilled employees are required both in-store and out-store (Khanka, 2007). Employees with wide
range of skills prove to me more productive as they are quite flexible. By providing proper skills,
knowledge and resources, training process aids in carrying out job effectively.
Evaluation and monitoring of both costs and benefits of training and development process
needs to be done for financial as well as non-financial reasons. It is important for the cited
organisation to ascertain whether investment in time and money is producing improvement.
3.5 Tesco's Structured Training Program
Structured training refer to techniques and methodologies employed to develop
professional skills and enhance proficiency of employees. The main focus of structured training
is achievement of business objectives both in terms of growth and profit. To maintain explicit
task force, performance feedback is taken frequently
The cited organisation provides tools for highly structured monitoring and evaluation of
training & development which includes scheduled tasks, timetables, measures and checklists. The
major benefits are – efficiency of employees is increased, all the activities are carried out in
professional manner, trained employees prove to be an asset for Tesco and their capabilities are
increasing with passage of time.
3.6 Training Achievement on Investment Return
As the structured training program train employees to provide customer services and
carry out all in-store and out-store activities in a professional manner, it has proved to be quite
beneficial for the cited organisation(Gruman, and Saks, 2011.). The profit of the company has
increased considerably. There are over 2200 Tesco stores which range from large hypermarket to
small Tesco express. The volume of sales has increased considerably over the period of time due
to training structure available in Tesco. On the basis of this development and advancement,
structured training has achieved high return on investment.
3.7 Types of Approaches that can be adopted by Tesco
Tesco's current position is very strong and this can be concluded from its high profit and
huge investments in setting up new stores both locally and globally(Fee, 2014). The company
has potential to penetrate in Swiss market. It will try to meet expectations and demands of people
of all age groups. A strong chain supply network in Switzerland is ensured to operate
successfully. To attract Swiss people, it will actively participate in Corporate Social

Responsibility. The main reasons for expanding business in Swiss market are – highly developed
market, less competition, dynamic economy with low taxes, multilingual country, financial,
economical and political stability of the country attracts foreign investors. Tesco can adopt two
strategic options :
 Market development : It is a growth strategy that identifies and develops new market
segments for organisation's current products. It targets new customers in new segments.
 Product development : This strategy is developed when company's current market is
saturated and a new product is developed for a new market.
TASK 4
a) Importance for ITV to maintain good employee relationship
The relationship between an employee and employer is a key deciding factor as it is based
on the mutual trust and understanding. The trust factor is one of the factor in company to build
healthy relationship between employer and employee(Cox, Arnold and Tomás,2010.). Good
employee relationship leads to the better attainment of goals and objectives. good employee
relation is a term which signifies that employees should feel positive. HR manger of ITV aims at
having good relations with the employees of their company as it is the key to success of the
company. The importance for ITV to have good relations with its employees are as follows:
 it increases the employee motivation, which is the result of pleasant work environment. It
increases the productivity in business.
 It encourages employee loyalty towards organization. It also results in reduced cost of
recruitment and training (Tarique and Schuler, 2010).
 Having a peaceful work environment in company, reduces any conflicts in the interests of
employees (Fee, 2014). It will lead them to concentrate on their work which will provide
better results for the company.
 It is wise thing when you share healthy relations with your employees as you have no
idea, when and for what, you need them.
 It reduces the absenteeism within the company.
 It is also a reason that work becomes comparatively easy, if the work is distributed among
all.
 Although, there are some issues in which one cannot make the decisions at his own.

 It is essential that employees are comfortable together so to ensure better focus and
concentration.
b) Key elements in the employee legislation and manner it affects ITV's decisions.
ITV has adopted various strategies, which has many advantages for its employees,
business and employers. By the means of suitable as well as regular communication, the situation
of misunderstanding will not take place. Employee legislations means a governing body, or law
or legislation that has developed governing employer and employee relations and also mentions
the rights of employees and employers in the workplace (Chiang, Chow and Birtch, 2010.). There
are many acts relating to employee legislation are as follows :
The Employment Rights Act-
1. it is consists of various range of contractual rights including:
2. entitlement to an itemised pay statement.
3. Provisions containing to the national minimum wage
4. protection against unfair dismissal at work place.
The race relations act,1976
It consists of the laws relating to the issues of discrimination on the grounds of race .
The Disability discrimination act , 1995
It applies those organization which employ more than 20 people. It consist that there
should be no discrimination on the basis of disability in work place (Cascio and Boudreau,
2010.).
According to the different laws on employment relationships, the decision-making of ITV has
been affected to great extent. HR of ITV plans to manage workforce by complying with these
laws and forms decisions on the basis of these rules and regulations.
c) Key aspects of employee relations management
The decision making of human resource management is influenced due to varied key
aspects. The success of any organization depends upon the good relationship between employer
and employee (Cascio and Boudreau, 2010.). Employee relations are responsible for preventing
or alleviating any conflict and ensure that a harmonious working environment is being facilitated.
In contrast to this in accordance with employee legislation, it is significant for ITV to ensure
protection of personnel against any kind of malpractices in organization. Employee relation
management is the concept in which management of employee- employer relationship is done.

HR should manage the management of employee and employer according to the employment
rules (Bamberger, Biron and Meshoulam, 2014.). The management should organize such
seminars so that employees get involved in the company. Major aspects of employee relations is
a first step to goals and objectives of company. As per the the evaluation, it provides dynamic
growth and stable workspace atmosphere in business organization. ITV is of opinion that if the
employees are clearly stated about timings, performance standards, legal formalities , then a fair
jurisdiction has been experienced.
d) critical evaluation of employee relations and application of HRM practices in ITV
Relationship among the personnel as well as application of HRM practices within ITV
has crucial role in affecting the decision making within the business. Employee relations means
communication between management and employees concerning workplace decision-making,
conflicts , problem solutions and unions(BA, 2016). Maintaining employee relationships in an
organization is a prerequisite for organizational success. High productivity and human
satisfaction are the end points of a strong employee relations. Management of ITV aims to
maintain a helpful and healthy workforce in business environment so as to build a strong base
for the success of an organization.
There are some instances from which company can hampers the relationship between employer
and employee:
 when the employees do not behave as per the ethics and regulations of company.
 Slow performance , grievances forms the part of their negative behaviour in company.
 When employees are unable to meet expectations of company, then it will also be
considered as indiscipline.
There are some ways implementation of HRM practices to build relationship between employer
and employee :
 by continuing development and training of the employees of an organization.
 Providing them a environment, in which they can trust any one.
 By providing them safety and health benefits and compensation.
CONCLUSION
It has been concluded from the present report that human resource management has been
regarded as the crucial part of the company and its management. It has great impact on the
business environment and its sustainability. Appropriate selection should be done by the

company so that it would serve for the betterment of the company. while wrong selection will
lead to negative outcomes. In this aspect company and HR manager need to evaluate the
performance of the employees and establishes healthy work environment in the company.
REFERENCES
Books and journal
BA, B., 2016. Human resource management.
Bamberger, P. A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Cascio, W. and Boudreau, J., 2010. Investing in people: Financial impact of human resource
initiatives. Ft Press.
Chiang, F. F., Chow, I. H. S. and Birtch, T. A., 2010. Examining human resource management
outsourcing in Hong Kong. The International Journal of Human Resource
Management. 21(15). pp.2762-2777.
Cox, M., Arnold, G. and Tomás, S. V., 2010. A review of design principles for community-based
natural resource management.
Fee, M. C., 2014. Human resources management.

Gruman, J. A. and Saks, A. M., 2011. Performance management and employee
engagement. Human Resource Management Review.21(2). pp.123-136.
Khanka, S.S., 2007. Human resource management. S. Chand Publishing.
Oechsler, W.A., 2011. Personal und Arbeit: Grundlagen des Human Resource Management und
der Arbeitgeber-Arbeitnehmer-Beziehungen. Walter de Gruyter.
Ployhart, R.E. and Moliterno, T.P., 2011. Emergence of the human capital resource: A multilevel
model. Academy of Management Review. 36(1).pp.127-150.
Renz, D.O., 2016. The Jossey-Bass handbook of nonprofit leadership and management. John
Wiley & Sons.
Seibert, S.E., Wang, G. and Courtright, S.H., 2011. Antecedents and consequences of
psychological and team empowerment in organizations: a meta-analytic review.
Tarique, I. and Schuler, R. S., 2010. Global talent management: Literature review, integrative
framework, and suggestions for further research. Journal of world business. 45(2).
pp.122-133.