Human Resource Management in Global Firms

This assignment delves into the crucial role of human resource management (HRM) within global companies. It examines various aspects, including managing diverse workforces, adapting to different cultural contexts, and implementing effective talent management strategies. The focus is on understanding the unique challenges and opportunities faced by HRM in a globalized business environment.

HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose of workforce planning and role of the HR manager................................................1
P2 Strengths and weaknesses of different approaches to recruitment and selection.................2
TASK 2............................................................................................................................................4
P7 Implement HRM practices with reference to an organisation...............................................4
TASK 3............................................................................................................................................5
P3 (a) Difference between training and development.................................................................5
(b) Training methods which are to be identified and the methods of training used by TESCO. 6
(c) Benefits of having a systematic approach for TESCO and their employees.........................7
P4 Various HRM practice for raising profit and productivity....................................................8
TASK 4............................................................................................................................................9
P5 Importance of ITV to maintain good employee relation with context to HRM in decision
making.........................................................................................................................................9
P6 Key elements of employment legislations and its impact HRM decision making..............10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is one the major department in any company. They help
their organisation with recruitment process by selecting suitable candidates. Thus, HRM look out
for every process which is essential for their organisation (Barney, Ketchen and Wright, 2011).
As business environment is changing the role of Human resource management the increased,
their main purpose ix to provide better place to the employees working their. Resolving conflicts
between workers, make use of recent tools and techniques etc. hence, they motivate their
employees to work effectively. This report will focus on recruitment process of Woodhill
college, their strength and weaknesses which they have taken into consideration so as to work
properly. Apart from this TESCO and ITV companies have been included so that to know about
what kind of HR practice they are following.
TASK 1
P1 Purpose of workforce planning and role of the HR manager
Human resource plays important role in every organisation to take care that they have
sufficient members to process activities through which they desired results are accomplished.
They need to identify capabilities of their workforce and thereby conducts seminars to provide
them necessary skills and knowledge in accordance to their job. This help employees to perform
tasks effectively and complete on specified time.
As in Woodhill College, employer take care that they have adequate number of proficient
teachers in their campus. Hence, this help students to get best eduction through which they are
able to prosper in their career. Thus it is clear that workforce quality depend upon HR division of
college. These are various functions performed by them are stated as follows:
Planning: Employer is required to formulate appropriate policies and procedures through
which they are able to direct their subordinates to function properly by providing them
appropriate guidelines. This also help superiors to make strategies through which they are able to
achieve goals and objectives which are set by top executives.
Staffing and organising: When plans are framed, then next step of HR is to conduct
recruitment process through which they are able to select candidates in according to talent
required by them (Batt and Colvin, 2011). They should take care that they are able to coordinate
them properly and are not having vacant positions.
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Employee benefit and Compensation management: Employer is required to place
teachers in respect to their subject knowledge so that they are able to deliver information easily.
They even had to determine appropriate salary through which they are able to sustain their
workforce.
Training and Development: In Woodhill, superior conduct seminars to teach them new
ways and improve their capabilities so that they perform tasks effectively (Budhwar, 2012). By
including modern techniques in system they are able to deliver quality education.
Employee relations: Superior is required to keep their professors connected with
organisation by giving importance to their opinions. They even have to sort their grievances so
that their performance is not affected.
Purpose of workforce planning: HR is required to have knowledge about their staff
members abilities so that they are not having any position unfilled. They should place teachers in
respect to their capabilities so that they perform activities properly. As a result, woodill college is
able to improve their market reputation and attract candidates to join them. This benefit firm to
utilise their workforce by retaining their qualified professors and reducing their absent rate.
Besides this human resource manager is required to perform these tasks which are
discussed below:
Employee motivation: Superior is required to provide additional benefits to their
members to increase their morale towards their duties and make them perform tasks in better
manner. As in Woodhill college, they are providing them adequate compensation to keep them
connected with firm.
Policies and procedures: Manager frame strategies through which they are able to guide
subordinates and thereby making them function their duties significantly. This set a frame work
under which they have to perform their task.
Communication: Communication is one of the best medium which helps them to know
about advantages and disadvantages which has to be make into consideration. Superiors of
Woodhill college take care that there is proper connection between all departments so that there
is no duplication and defect in their system activities (Coff and Kryscynski, 2011).
Improvement in efficiency and effectiveness of people: If HR conduct seminars for their
staff members, then they will be able to enhance their capabilities and make them perform tasks
in suitable way.
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P2 Strengths and weaknesses of different approaches to recruitment and selection
HR is required to have sufficient number of employees so that they are able to make them
carry activities through which desired outcomes are accomplished. If there are vacant positions,
then they should carry out recruitment process through which they are able to select correct
candidate which suites for that post (Crook and et. al., 2011). Woodhill college take care that
they have proficient people through which they are able to conduct proper classes for their
students. They use various sources through which they are able to call applicants in regard to
recruitment and selection. These methods will not function smoothly as they consists some pros
and cons which are as follows:
Internal sources: Employer uses this tactic when they know that they are having
sufficient people in their organisation. Promotion, transfer, employee referrals and former
employees are various kinds through which superiors are able to motivate their subordinates by
providing them opportunity to move to higher post. Woodhill college conduct sessions to utilise
their resource efficiently. But this is may not be always beneficial and therefore these are
positive and negative impacts which it posses:
Advantages:
 HR is able to fill vacant position easily by utilising their present workforce.
 This will save employer efforts and time as they need not conduct various activities to
select person through interview, aptitude test and so on. This also motivate employees and make them perform tasks effectively so that they are
able to get promotion.
Disadvantages:
 Employer has to choose from their subordinates, hence they are not able to get talented
youth.
 Employees performance will be affected as all want to get promoted. So people who are
not promoted will get demotivated by their job.
 This method may proved incorrect as their will be conflict between staff members.
External sources: Companies which are not having adequate number of employees are
required to conduct recruitment to select candidates from outside world as they require to get
new talent workforce (Flamholtz, 2012). Employment agencies, advertisements and campus
recruitment are various methods used by Woodhill college to acquire qualified people. But this
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tactic consists some positive and negative forces which impact firms operations are stated
beneath:
Advantages:
 HR is able to select talented candidates who perform their tasks in more innovative way
than previous workforce.
 This tool provides wide number of options to employer. Employer is able to position qualified persons in their organisation.
Disadvantages: Employer is not going to evaluate their current workforce performance. Hence, this will
affect their functionality (Hausknecht and Trevor, 2011). They even have to conduct sessions to enhance abilities of employees in accordance to
their duties. This method is costly as HR has to conduct numerous activities to select from the pool of
applicants applied for job.
TASK 2
P7 Implement HRM practices with reference to an organisation
In this present scenario companies are using many mediums to advertise about their job
vacancies so that they can attract more and more people. Some of the criteria are given below:
JOB VACANCY
Number of seats vacant (teaching) : 4
Subject: Administration of marketing
Woodhill college is one of the renowned college which is ranked highest in United Kingdom.
There is about a job opportunity for the post of lecturer. Eligible candidates can contact to
senior authorities but they have to go through certain steps.
Details required:
 Post graduation in Marketing.
 Bachelors in Commerce.
 Experience of minimum 5 years.
Salary Package: 200000 to 250000 per annum.
Suitable candidates can apply for the job before 1st March as that will be the last registration
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day. Other than this they can send their documents on [e-mail].
Advertisement about the job by Woodhill college in both newspapers and online sites i.e.
www.jobfinder.co.uk
job description is mentioned below:
JOB DESCRIPTION
Details about the Job: Person who is applying for the job must be very presentable with and
should have great knowledge about the subject. Capable of handling students and provide them
with better knowledge so that they can upgrade their existing information.
Task to do by a candidate regarding the job:
 Responsible and well mannered
 have the capacity of finishing marketing books which are related to the subject.
 Experience of minimum 5 years
Requirements:
 Must be fluent in English and should also know other languages which can be German
or French.
 Having proper information about management course.
TASK 3
P3 (a) Difference between training and development
Training and development both are very essential component for enhancing someone's
knowledge. This will assist them in doing any task in a proper manner. Company can attain
objected target if their employees are well trained in their work. Organisation provides this to an
individual so as to increase the scope of maximum profit and sales. Manager keep an eye on the
performance of employees so that they can tell them about their drawbacks and can work
accordingly (Kehoe and Wright, 2013). This gives them knowledge about the working of their
organisation. Some of the task which s used by TESCO in their management are given below:
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Development Training
 This is adopted by many companies
whether they are small of big firms.
 It will help an organisation to increase
manpower.
 It provides company with long term
profit because it will make them
capable in decision making.
 It is very beneficial for achieving goals
in a specific period of time.
 They should provide with the trainings
programmes by identifying weakness
and strengths which requires up-
gradation.
 This improve skills of employees which
will be very helpful for their future
process.
 TESCO is using certain programmes
through which workers can increase
their knowledge.
(b) Training methods which are to be identified and the methods of training used by TESCO
For an effective work employee should determine what kind of training methods they
will use which will enhance their quality. Here human resource manager of TESCO plays a
prominent role in guiding their workers in right direction. They should check whether the
training programmes which are implemented by them are giving benefits to their workers or not.
Thus, it is required to evaluate performance of employees so that they can make out which
programmes will be suitable for company (Mathieu and Chen, 2011). Supervisors should make
sure that all these training process is fulfilling the needs and requirements of their employees.
TESCO company is utilizing different kinds of tools and techniques for improving skills and
knowledge which are as follows:
Off-the-job training method: This kind of training method is used to give training to
their employees while they are not performing any business operations. It is more effective than
on-the-job training method as an individual can learn with peace of mind without any pressure.
By adopting such programmes new employees will get a chance of improving existing
knowledge who hesitate to talk to their supervisors. TESCO is using such functions for
increasing performance of fresh candidates.
On-the-job training method: It can be said as a hectic process because workers have to
attend events while doing their business activities. Thus, it is more time consuming than usual.
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Main purpose of introducing such activities is to reduce cost while launching this process.
Employees feels pressurise when doing any task as they have to manage both work and training
programmes (Mathis and Jackson, 2018).
Source: Training Methods
Human resource manager can use different methods so as to identify various training
needs and requirements of their workers which are mentioned below:
Meetings: They can conduct meetings on a regular basis so that they can know if
employees are having any problems or queries. They should include new employees and senior
managers that may improve relations between them.
Employees Feedback: Continues feedbacks should be given so that freshers can work on
them. Supervisors can give performance appraisal which will boost their moral to perform their
work in appropriate manner.
(c) Benefits of having a systematic approach for TESCO and their employees
Implementation of proper approach is always work as aid to any company. Organisation
should introduce such elements through which they can get maximum profits (Nickson, 2013). It
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is also an important task for workers that approaches which they are following is giving them
benefits or not. Basic requirement of training and development programme is train their
employees in all aspect that will make them more eligible for future task (Schuler, Jackson and
Tarique, 2011). Motivation and confidence can be seen at different level while going through this
process. TESCO is providing with best possible trainings to their staffs which will make them
more capable in performing their work.
Benefits to employer Benefits to employees
 It is the major responsibility of
employer to provide their workers with
appropriate training programmes so
that TESCO can increase their
profitability.
 Appropriate training will act as a aid
for company itself.
 This will create a healthy competition
between employees that will work as a
motivation in achieving any goals or
objectives.
 Implementing these functions will
definitely motivate workers in
performing their task.
 Positive workplace will make them
capable of making proper decision
making and strategies for the
betterment of organisation.
 This will build a healthy relation among
staff members which will enable them
to communicate with other co-workers
in completing any task.
P4 Various HRM practice for raising profit and productivity
Human resource practice is an important part of an organisation it increases sales and
productivity which provides them with maximum revenues. They always go through the
performance of their junior employees so that they can evaluate the pros and cons which can be
changed accordingly. Managers make certain policies and strategies which are as per the needs
and requirements. They make sure that policies which they have implemented are going in right
direction and all their workers are following the same (Scullion and Collings, 2011). This helps
them in providing better environment to their workers which will assist them in achieving
targeted goals within time frame. TESCO is taking several measures into consideration which are
mentioned below:
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Training and development: Managers in TESCO always tries to provide with best
quality training programmes to their employees so that they can make maximum use of that in
their work. They make them specialised in particular task which they can use in future process.
Conflict management: They help them in resolving conflicts amongst employees so as to
maintain a healthy environment. It will increase potential of workers and company as well
(Thompson, 2011).
Great Motivators: Managers motivate their team members so that employees can
improve their knowledge. Make customary production for having appropriate capital and labour.
This will gradually raise productivity and profit.
Release pressure from employees: They helps them to manage their task properly which
release pressure from other employees and as a result task is completed with in time with best
possible outcomes.
Act as a bridge: HR Managers act as a bridge between superiors and junior assistance.
They make new candidates feel comfortable do that they can ask their doubts and queries. It
build confidence level in an individual which enable them to give creative ideas which can be
used for advancing company's business.
Provides better Opportunities: As managers d the selection process, select suitable
candidates who are eligible for the job. Therefore, they promote better opportunities through
which a fresher can update his/her skills.
TESCO is using various kinds of resources for attaining their goals and objectives. HR
manager look out for enhancing employees skills in an appropriate manner. Attending this
workers can increase their existing knowledge so that they can make effective decision in future.
They conduct various programmes which includes personality development, technical skills and
computer skills and many more. Managers evaluate sectors which are required to be improved as
per updated rules and regulations. They ensures that better surroundings is given to their workers
so as to accomplish their work in a given time frame.
TESCO is going according to present market situation. They are using various new
techniques which aid them in growing their business on large scale. Managers of this
organisation are very cooperative in nature. Listens to their juniors employees if they have any
problem they give solutions to their queries regarding any task or work. Therefore, all these
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activities in short develop the inner skills and capacity of an individual. This assist them to work
and gain competitive advantages for their company.
TASK 4
P5 Importance of ITV to maintain good employee relation with context to HRM in decision
making
ITV is very good with their employees they provide them with best working place which
is directly increases revenues. Company treat their workers as an assets because they are the one
who will provide benefit to their organisation (Strategies to improve employees relation, 2018).
Candidates with good skills helps them to achieve their set target in specific time period which
make them superior from rival firms. HR managers make such policies that assist them in
making appropriate plans and strategies for both staff and superiors as well. They make workers
capable so that they can accepting any challenges which come into their path.
Employees relation is very important in order to maintain a healthy workplace. So that
they can take proper decisions through which they can enhance their revenues. Some of the
factors which are required to have adequate decision are as follows:
 For having best results in returns it is necessary to maintain good relation which will
assist them in giving good quality products.
 Performance appraisal is necessary so as to motivate their workers to which will increase
their growth which will assist them in expanding their business all over the world.
 As the firm will rise they can gain their earlier position that will be very beneficial for
their enterprise.
 They should make appropriate plans by applying them they can attain the set target and
goals in specific duration.
 They conduct regular meetings for analysing problems if they are facing in doing the job.
 Company provides with better services which are according to workers need and
satisfaction.
 Great performance of employees will build a good image of their company in front of
their customers which will increase sales and productivity.
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P6 Key elements of employment legislations and its impact HRM decision making
Laws and regulations are made for the betterment of employees. Workers have to work
according to certain norms which they cannot avoid. Managers of ITV implement these policies
under which they keep all aspects in their mind so that no one is harmed. A healthy environment
is created for a smooth conduct of their business. All these rules are to be kept in mind during
selection process which includes eligibility criteria, qualification, personal details which is
mandatory in this activity. Company must follow all rules provided by the government as they
are for improvement process in the society. Managers look out if any employee is facing any
discrimination whether regarding caste, gender, colour etc., if it is happening than management
is able to take action against that person. Thus, it provides with a decent workplace where they
can work properly. Therefore, ITV is following norms which are as follows:
Minimum Wages Act, 1999: Under this ITV is providing wages which are regulated by
government officials. In this act it is mentioned that same amount should be given who are
working in same post and if it is like that than they can file a complaint in government office
about discrimination which they are facing.
Health and safety Act, 1974: it is most important act in which ITV has to make sure that
if there is any collateral damage than company has to give them certain amount of money which
is regulated by the government of that nation. Managers of ITV manages all issues and provide
useful outcomes which can raise a good image of the company in front of their customers.
Hence, health and safety is in prior position for this organisation.
Working Hours: According to the laws implemented by government of UK employees
have a specific working hours under which they have to work. It is 42 hours per week. If any
organisation is not following this rule than their workers can complaint against company.
Hence, if a firm want to increase their productivity and sales, company must follow all
rules and regulations. Illegal activities should be avoided for smooth conduct of any business.
Managers should make sure that all problems are solved which is acting as a barrier between
workers and company. Implementing this policies organisation can minimise the risk factor
which will diminish the clashes amongst workers. ITV is taking all this things into
considerations that is creating a better image of their brands in front of their customers which
gradually increasing their market shares and sales respectively. Other than this it is giving good
opportunities to employees so that they can improve their knowledge and skills which is
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mandatory for the job. This enable them to create a positive environment where workers can do
their task with peace of mind.
Therefore, main working of ITV is to introduce those policies which are as per
governments law and very useful for their company as well. This regulates the revenues and
sales at higher level which enable them to achieve their targets in specific period of time. They
also make sure that their employees grab maximum from all training programmes which are
conducted by them.
CONCLUSION
From the above report it can be concluded that HRM department is one of the important
sector which conduct recruitment process. This provides them with good effective environment
to their workers this gradually increases their growth rate and productivity. They give better
goods and services which are according to customer's needs and services. Managers formally
increase the capabilities of an individual so that they can use their talent in proper manner.
Supervisors resolve problems which are needs to be eliminated for better process. They maintain
a good relations with employees and seniors as well. Managers train their employees so as to
enhance their skills and which will assist them to move in a forward direction.
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REFERENCES
Books & Journals
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Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
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Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
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Mathieu, J. E. and Chen, G., 2011. The etiology of the multilevel paradigm in management
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Mathis, R. L. and Jackson, J. H., 2011. Human resource management: Essential perspectives.
Cengage Learning.
Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
Schuler, R. S., Jackson, S. E. and Tarique, I., 2011. Global talent management and global talent
challenges: Strategic opportunities for IHRM. Journal of World Business. 46(4).
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Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
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Online
Strategies to improve employees relation. 2018. [Online]. Available through:
<https://www.managementstudyguide.com/importance-of-employee-relations.htm>.
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