Incentivizing Employee Efficiency for Achieving Organizational Goals

When an employee performs well with great efficiency, it is essential to provide them with some incentive that motivates them to continue achieving. This will ultimately result in the organization's goals being achieved. The provided content highlights various research studies and publications on human resource management, highlighting the importance of incentivizing employees for their performance.

HUMAN RESOURCE MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
a) Workforce planning purpose and the role of HR manager.....................................................1
b) Strength and weakness of different approaches to recruitment and selection........................2
c) HRM functions for providing talent and skills.......................................................................3
d) strength and weakness of the various recruitment and selection techniques..........................3
e) critical evaluation of the strength and weaknesses of the different methods..........................5
TASK 2............................................................................................................................................5
A) Job advertisement for the role................................................................................................5
b) Suitable platform for the advertisement..................................................................................6
c) Job description and person specification................................................................................6
d) Rationale for the application of specific HRM practices........................................................7
TASK 3............................................................................................................................................7
b) Explain how have changes in customer expectations affected Tesco and its need to train
staff?............................................................................................................................................8
c) Methods of Training carried out by Tesco..............................................................................8
d) Identifying the Training Needs.............................................................................................10
f) Indicate the extent to which you think the training has achieved a Return on Investment...11
g) Suggest the types of approaches to flexibility that can be adopted by Tesco to aid its
expansion of the business..........................................................................................................12
M3Analysis of Development Method.......................................................................................12
D2HRM Practices within Tesco................................................................................................13
TASK 4..........................................................................................................................................14
a) Importance to ITV to maintain good relations......................................................................14
B) Effectiveness of ITV’s strategies for building and improving employee relations and
engagement...............................................................................................................................14
c) Key aspects of employee relation management....................................................................15
d) Critically evaluating employee relations and the application of HRM practices.................15
CONCLUSION..............................................................................................................................15

REFERENCES..............................................................................................................................16

INTRODUCTION
HRM can be termed as science which is based on certain model and theories. In order to
attain the motive of human resource management, it is necessary to adapt the rigorous and
precise application of the theories. Additionally, human resources management can also be
understood as the art where the people are being managed by the effective use of resources and
newly discovered approaches. In simplest terms, human resources management is all about the
management of people at workplace. The procedure is being conducted with the help of human
resources manager. They are the one by who takes care of the activities conducted at
workplace. The stated process plays an indispensable role in the company operations. HRM
policies helps the managers to formulate the strategic plans and policies. The current document is
prepared with a motive to generate proper level of understanding about recruitment and
selection. The report is based on the case study of Woodhill college where the institution is
experiencing high level of staff turnover. This has resulted in increasing the vacancies in the
cited institution. In order to conduct proper process, the management has recruited a new HR
manager. With the preparation of this report, the reader will be able to understand the HRM
functions, roles and importance (Brewster, Mayrhofer and Morley, 2016).
TASK 1
a) Identification and analysis and the task of HR manager
In Woodhill institution, it is essential to plan its workforce because the organization is
going through high staff turnover. This problem has initiated after the expansion process 0of the
college. The management of this institution has not been followed proper planning of the present
and future human resource in the organization. Additionally, they do not even have appropriate
and clear strategy towards the human resources. It is seen that, the institution has recruited a new
human resource manager where he is accountable for the effectual planning for the workforce.
However, the major purpose of the workforce planning is explained below (Hoobler and
Johnson, 2014).
Recruitment: In the cited institution, the new human resources manager will attain the
workforce planning for the assessment of people for the recruitment process. This requires the
analysis of the number of positions with the with the candidates (Budhwar and Debrah, 2013).
Forecasting and assessment: The motive behind the workforce planning is to ensure the
sufficiency of the employees in the concerned institution. With the help of forecasting and
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assessment the manager will be able to forecast the employees with requisite skills and
knowledge for the attainment of institutional objectives.
Succession planning: The workforce planning is conducted with a purpose to plan the process
of the college for the present case study. This will allow the stated company to motive ate the
employees for the betterment of work (Graves, Sarkis and Zhu, 2013).
b) Pros and cons of approaches to recruitment and selection
The management of Woodhill need to recruit efficient employees for the successful
operations of the institution. This requires to conduct the recruitment and selection process in the
stated college. In order to have skilled and talented employees then the organization will be need
to adapt both the internal and external sourcing. This will allow the management of college to
effectively hire the candidates for the concerned positions. Following approaches are explained
below.
 External sourcing: According to this approach, the management of Wood hill will be
recruit and select the candidate outside the institution. In order to conduct the task
successfully, the management will be required adapting the gob boards, trade
publications etc. The stated college can not only fill the positions with the existing
employees but also by hiring the new candidates outside the workplace. It will result in
getting fresh knowledge candidates with requisite skills and knowledge. However, the
stated process consist of certain pros and cons which are required to be analysed by the
management. The advantage of this recruitment method is that it allows the college to
recruit the candidates with required skills and knowledge. ON contrary to this, the cited
process may remain expensive or costlier for the institution (Graves, Sarkis and Zhu,
2013).
 Internal sourcing: It is process of recruitment in which the candidates are selected from
the college itself for the new or vacant position. In this process the employees are
promoted for the higher positions if they find effective for the vacant post. Adaption of
this method will remain beneficial for the college as it will not incur huge cost. On
opposition to this, it can limit the knowledge and skills in the organization by selecting
the existing employees (Hoobler and Johnson, 2014).
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c) HRM functions for providing talent and skills
There are different functions of human resource management such as staffing, selection,
training and development. However, all these functions plays a crucial role in order to attain the
organizational objectives. With the help of effective selection and recruitment, a right candidate
can enter into the organization for the concerned designation. Additionally, with the adaption of
training and development the organization will be able to render quality training to the new
candidates. Therefore skilful and talented staff accomplishes the business goals of Woodhill
College efficiently. On the other side, HR manager endeavours for comprehending changes at
the workplace system and processes through which employees learn new and different things in
their job.
On opposition to this, in organizational development certain efforts will be made by the
human resource manager of the company where the workplace system will get changed. This
will help the candidates to learn and impart new concept and practices. Therefore, their skills get
enhanced by which they perform effectively and attain the goals of the firm promptly. Apart
from that, training and development is an important HRM functions which helps in enhancing
the overall development like knowledge and individual talent of the employees of Woodhill
College that increments their potential in completion of the given tasks (Hoobler & Johnson,
2014).
d) strength and weakness of the various recruitment and selection techniques
S/W Internal sourcing External sourcing
Strengths  This method is one of the
cheapest way to recruit
employees
 The employee who is
about to promote will
already be aware of the
college operations
 The management who are
going to promote the
 Introduction of the new
ideas and knowledge of the
candidates.
 The college management
will be able to select the
best candidate from
different kinds of
candidates.
 Experience of group is
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candidate will be aware of
the strengths and weakness
of that employee.
relatively more than and of
broad scope.
Weaknesses  Many capable applicants
do not get the job through
this method.
 This procedure takes longer
time when compared to the
internal sourcing.
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e) critical evaluation of the strength and weaknesses of the different methods
If the management of Woodhill college will adapt the internal and external recruitment
process, then the organization will be required to face both the pros and cons. If the management
adapts the internal source of recruitment then the cost of the company will get saved.
Additionally, the management also will not be requiring to advertise for the vacant job or
position. Besides this, there wont be any need for the employees to take interviews as the
organization is already aware of the strength and weakness. The college management will have
proper idea and knowledge about the knowledge level of the candidate. on the other hand, it can
be able to essentially evaluate and conceptualization of recruiting workers can turn out to be non-
productive as when a individual will get encouraged, a number of workers who would get de
motivated also. It will vantage to charge negativism at the work (Hoobler and Johnson, 2014).
In context to above, the external sourcing of the employees will result into getting the
most appropriate employee among the several candidates. The stated institution will be able to
recruit the most suitable candidate for the successful running of the cited institute. It will assist
the organisation to lower down the staff turnover issues which is being faced by this company.
TASK 2
A) Job commercial announcement
Woodhill College
c/c atterbury road and de villebois mareuil, Trumpeter's Loop, Pretoria, 0076, South Africa
Faculty required for the commerce department
Post: Lecturer
Qualifications: Masters in business administration and equivalent degree.
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Experience: The candidate must carry at least 5 years of experience in the recognised field.
Shortlisted candidates will be called for the further selection process
The candidate can apply by post and Email
Required documents: 2 passport size photos and resume by 2nd February 2017
c/c atterbury road and de villebois mareuil, Trumpeter’s Loop, Pretoria, 0076, London
b) appropriate announcement
In order to advertise the faculty requirement, the management of cited organization can
adapt the newspaper, magazines and the consideration of social media. By considering
newspaper and magazines, the local people will get attracted towards the classified job
advertisement. Besides this, use of social media will assist the organization to lower down the
cost of promotion. This process might be expensive or require human resource have to control
over the process(Recruitment: Internal v/s External Recruitment. 2015).
c) Job description and person specification
Title: Lecturer
Department: Faculty for Commerce
Report to: HOD (Head of Department)
Purpose of the job – conduct training and direction inside the business area concern.
Duties and tasks:
 Provide training to students at scholar level in the field of business concern as owed by
Head of Department.
 Piece of employment essentially being checked by the Head of Department
 Assistance to the student for the proper guidance and supervision.
PERSON SPECIFICATION
Knowledge
A candidate must have excellent subject knowledge and have good experience of
teaching.
Skills
 Strong communication skills
 Have high worth of investigate in the commerce pitch
 Good management of time and able to work within set deadlines
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Qualifications
Ph. D with specialized administration with the selected field
d) Function of specific HRM Principles
The stated college is facing the problem of high staff turnover after the college
expansion. For the proper resolution of the problems and issues, the human resource practices are
being implemented. The current issue in Woodhill College is the newly recruited Human
Resource director announced new techniques of recruitments and selection proceduce.(Kerr, and
Rifkin, 2013).
TASK 3
a) Differentiation among Training & Development
Training is comprised set of knowledge and skills or expected performance and
behaviour. Aim is to improve current job performance of individual by changing skills and
behaviour.
Development seeks to bring out some sort of maturity along with improved performance
in a role. It tries to raise the possibility of in workers and provide training for the better
performance (Graves, Sarkis and Zhu, 2013).
TRAINING :
 It is usually a temporary procedure.
 Focus on a particular job or task
 Provides a sequence of steps by an instructor to increase skills or knowledge.
 Generally related to team member performance.
DEVELOPMENT :
 More long term in nature
 Aims at developing interaction, between for enhancing leadership activities
 Non-tangible and general training.
ASSESSMENT OF TRAINING & DEVELOPMENT
Evaluation Training Development
Meaning Study about particular skill or
behaviour.
Providing knowledge to an
employee for their overall
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growth.
Focus Present job Future role
Term Short-term Long-term
Purpose Improves employee's work
performance and capabilities
Help in preparing individuals
for future challenges.
Aim Specific job or role related General & conceptual
knowledge
b) Comment how change in customer preferences have affected training procedure in Tesco?
The aim behind training in Tesco is to provide remarkable services to consumers and bring
performance in expertise manner in both external and internal environment. For the growth
of any organisation it is important to attract customers which can be done by providing
good customer care and professional activities. Customers are the most important entity for
Tesco as their expectations can change the business strategies of the organisation.
Customers confidence can be boosted up and they can be made happy by taking care of
their likes and dislikes, providing healthy & secure atmosphere and timely services. Staff
needs to be trained to fulfill these demands so that company’s goals are achieved. Training
and development are required not only to satisfy consumer expectations but also for
business expansions (Khan, R. A. G., Khan, F. A. and Khan, 2011).
For Tesco's continuing growth, effective and well-organized training and development of
employee is an important part of growth. All clients of Tesco require being positive and blissful,
and this can be accomplished by depending upon faithful workers. Its basic approach for
business growth depends upon skilled employees (Graves, Sarkis and Zhu, 2013).
c) Training methods used by Tesco
Tesco had great move towards training and development of employees. It can provide
better development skills and performance abilities. Tesco provide on-the-job and off-the-job
training to get better performance and for company enlargement (Khan, R. A. G., Khan, F. A.
and Khan, 2011).
On-the-job Training : It includes following methods -
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 training
It is one-to-one training. Training helps in identify fragile areas and focus on them.
 Mentoring
It is used for managerial employees. The focus is on development of attitude.
 Job-rotation
In this process, personnel’s trained by the different kind of jobs..
 Job-Instructional Training
It is a step by step process in which coach conduct apprentice with summary of work.
 following
Employee is guided by an experienced person who is already in job.
 Apprenticeship
 Understudy
Off-the-job Training: It includes following methods -
 Lectures & conference
 Vestibule Training
 Simulation Exercise
Four basic simulation exercises are :
 I) Management games
 ii) Case Study
 iii) Role playing
 iv) In-basket Training
 Sensitivity Training
 Transactional Analysis
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d) Identifying the Training Needs
Usually, training needs are identified after setting business targets. The major objective of
Tesco's training program is to spread out and expand its business. Deployment at the right time is
essential to achieve business target. Experienced and trained workers are essential for well
performing (Graves, Sarkis and Zhu, 2013).
workers with wide range of skills are needed for business growth as they prove to be
more productive because of their flexibility. New shop is open in a different area; identifying
consumer preferences, offering a needed stock. Training process is beneficial for improved
skilled and improved knowledge. All most all of the companies needs to calculated cost of
training and development programs. Business needs to know whether investing time and money
is producing improvements. In any procedure feedback is very essential for the performance
evaluation.. This will be reflected in their behaviour with customer and would inspire high
customer confidence in Tesco which is one of the main objectives of Tesco.
e) Tesco's Structured Training Program
Training refers to methods which are in employment to build up specialized skills and
improve ability of employees. The main goal of training process is improve productivity of
business and maintain performance of each of employees. Structural training program is
beneficial for accomplishment of the organisational goals. workforce are lay in realistic scenarios
with requisite circumstances for supporting planned sequence of task performance (Khan, R. A.
G., Khan, F. A. and Khan, 2011).Tesco provides tools training & development which includes
Scheduled tasks, timetables, measures and checklists. Employees can assess for activity plans,
individual enlargement plans and keeping records of learning goals. Action plans need to have
SMART objectives; Specific, Measurable, Achievable, Realistic and Time-framed.
 Benefits -
1. To help for the increasing business growth and provide quality services.
2. Increases efficiency of employees.
3. Provide expertisem in business concern areas.
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4. By utilising skills and abilities received from training, employees can deal with any
situation.
5. Qualified workers are an asset for the business.
f) Evaluating training achievement on ROI
Training program is quite beneficial for business growth. It trains employees to carry out
activities in a specialized mode and providing high-quality consumer facility. The net profit of
the company is approx 3 billion pounds which is a considerable amount. Tesco stores ranges are
over 2200 number in competitive markets. Along with this growth and improvement has
achieved high Return on Investment. The volume of sales has increased to a considerable amount
over the period of time due to this training infrastructure.
g) For the business expansion Tesco adopt various approaches of flexibility.
Current market situation of Tesco is very tough which can be over from its high investments and
high revenue is help in for establishing new stores locally and globally. It has possible to go
through in Swiss marketplace as it will try to meet up more outlook and demands of individuals
of all the age groups. To operate effectively, a strong chain supply system in Switzerland is
ensured. Tesco will actively participate in Corporate Social Responsibility because to attract
Swiss people, the company has to be serving society and community (Khan, R. A. G., Khan, F.
A. and Khan, 2011).
The main reasons of expanding business in Swiss market are :
 extremely urban market
 Multilingual nation
 Less rivalry
 Tourist attractive country that would help in retaining local customers
 country is able to attract foreign investors as it is financially, politically and economicaly
stable
 Good investment policies
 Dyamic economy with low taxes
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 Quality conscious people.
Tesco can adopt following two strategic options -
1. Product development
2. Market development
M3Assesment of growth system
Tesco's growth method is based on mutual dependability whereby each apprentice is
dependable for his/her own growth. Workshops are arranged for coaching and guiding of
trainees.
Strengths
The organisation is able to produce workers who are creative, precious & more optimistic for
business enrichment. The personal development program by Tesco helps in improving
knowledge and ability of employees.
Weaknesses
Tesco's training program has proved quite effective but still there are some drawbacks. Huge
amount is spent to train the staff. Tesco has exposed to macroeconomic difficulties in some
markets.
D2HRM Practices within Tesco
Tesco focuses on work generalization in HR strategy, bring out core performance management to
achieve direction-finding targets. Tesco confirm each and every employee has an opportunity to
understand individual role in contributing to Tesco's core purpose and values.
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TASK 4
a) Importance of ITV to maintain good relations
There are different HRM practices have been developed for the employees and employer
of the ITV. Whereas, direct communication is the most effectual technique which helps in
connecting the employees and employer. With the help of stated element changes in the
organization will be easily communicated. This will assist the organization to remove the chaotic
situations. On contrary to this, collective bargaining will remain beneficial for the organization
and the employees as well. Moreover, it can be help in for build healthy relationship with
employees. (Khan, R. A. G., Khan, F. A. and Khan, 2011).
B) Effectiveness of ITV’s strategies for building and improving employee relations and
engagement
The adapted strategies by the cited firm have remained effective for the workforce of the
company. With the help of effective communication the chances of miscommunication has
lowered disown. In future, if an issues raised then it will be sorted out with the help of direct
communication. On another side, employee consultation will assist the organization to increase
the productivity and profitability of the company. Moreover, it can be help in improving in
productivity or build a healthy impact on worker and employer. (Kehoe and Wright, 2013).
c) Key aspects of employee relation management
As per employee relation management the major focus is on making good relations with
the employees. On the other hand, as per employ statute law, it is crucial for ITV to defend the
worker against any kind of wrongdoing at the work. However, the legislations imposed by the
government can remain useful in making appropriate decisions towards employees (O'Neil and
Drillings, 2012).
d) Application of HRM practices and employee relations.
HRM has a significant role is being played by the employee relations and implication of
HRM practices. This results in influencing the decision making process of the
organization. This is done because the decision making process involves the suggestions
and ideas of the employees. This results in creating an effective relation between the
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employer and employee as well. It is stated by sir fayol that relationship between superior
and subordinate should go hand on hand it is said that they both category are working for
one organisation only so they both cooperate with each other and follow and do not
suspect. If the relation between both are not positive such chaos will be created and it will
lead to loss for the organisation.. Additionally, this will assist the company to effectually
improve the position of the cited organization. The firm will assist the organization to
make appropriate decision making process (Kerr and Rifkin, 2013).
CONCLUSION
By summing up the above information, it can be concluded that recruitment and selection
is the most crucial process which should be conducted in the organization. Additionally, the
adapted recruitment and selection process for Woodhill has remained effective. This has
provided assistance to the cited institution to hire the qualified lecturers. Besides this
management should have accounts of all the employees and record their movements if employee
is performing with their great efficiency it should be given some incentive which mnotivates
them, and it will result to the achieve organisations goals...
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