Human Resource Management Assignment | HRM in Practice

Added on - 06 Jun 2020

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HRM IN PRACTICE
Table of ContentsIntroduction...............................................................................................................................................3a)Workforce planning HR manager’s role in Wood hill College........................................................3b)Strengths and weaknesses of approaches to recruitment and selection............................................4Task 2.........................................................................................................................................................5a) Job advertisement for job role of biology lab assistant in Wood hill College......................................5b) Platforms to place job advertisement for biology lab assistant in Wood hill College..........................5c) Job description and person specification for the role of biology teacher.............................................5Task 3.........................................................................................................................................................6a)Difference between training and development.................................................................................6b)Describe how training needs are identified and the methods of training used by Tesco..................7c)Explain the benefits for Tesco and the employees in having a systematic approach to training anddevelopment............................................................................................................................................7The apprenticeship program, eLearning and other training programs have aided in improving theoverall performance f employees within UK. This can be gauged by the presence of an increasedprofitability and sales figures. For example, the sales at Tesco has jumped to 3.1 percent in the lastmonth of 2017 which is far greater than the one recorded for other supermarket chains such asSainsbury, Asda as well as Morrison’s (Torrance, 2018). Moreover during May 2017 the companyfurther recorded the best quarter sales performance in 7 years which was all possible on account of thecommitment given by employees (Armstrong, 2017)..............................................................................8Task 4......................................................................................................................................................8a)Importance for ITV to maintain good employee relations and how it influences their HR decisionmaking.....................................................................................................................................................8Various strategies have been used by ITV in order to maintain good relations with the employee. Thepractices as well as its impact on HR decision making has been described below;.................................8b)Key elements of employment legislation and how this influences ITV’s HR decision making.......9Conclusion................................................................................................................................................10
IntroductionManaging human resources is one of the most important tasks for the organisations asthis is associated with management of employees. In today's competitive scenario, it is not onlyimportant to have qualified personnel but also to retain them for long time. Human resourcemanagement includes various functions like recruitment and selection of employees, theirtraining and all round development (Kuvaas and et.al., 2015). The present studies includevarious case studies through which emphasis has been laid on various human resource functions.These mainly include training and development, employment laws and employment relations.Case studies are based on Tesco, wood hill College and ITV through which involveunderstanding of various human resource issues and their effective management so as to ensuretowards long term sustainability of the company.Task 1a)Workforce planning HR manager’s role in Wood hill College.Workforce planning can be defined as systematic process that helps to make sure that right kind,number and type of people are recruited for right job in an efficient and successful manner. It is avery necessary approach for Wood Hill College so as to ensure that it is not short of teachers aswell as admin department. Proper planning further aids to recruit positions in a timely mannerand that too as per the schedule (Friedman, Carmeli and Dutton, 2015). It thus aids in meetingthe overall business objective and further makes sure that overall performance of students is alsoimproved. The role of HR manager in this respect is as follows;He is required to carry out proper and accurate forecasting of the teachers that are needed in thecollege. This is further followed by deciding over the process by which teachers are to berecruited for the college. If one process is not going well then it is the duty of HR manager to putthe issue in front of management so that necessary changes can be done.Next role of HR manager is to carry out induction as well as training sessions for the teachersand other staff members so as to make sure that there can be development of requisite skillset.This will help to make sure that appointed employees are aware of the mission, vision, strategiesand overall working of organisation (Anggraeni, Dwiatmadja and Yuniawan, 2017). Hr. managermust also work with his team members so as to find out as to what is the main reason behindhigh staff turnover so that strategies can be taken to deal with them.
b)Strengths and weaknesses of approaches to recruitment and selectionVarious techniques can be used for recruitment and selection along with the one that has beenused by Wood Hill College. Their strengths and weaknesses have been described below;recruitment and selectionmethodsStrengthWeaknessInternal recruitmentIt assists in boosting up theoverall morale of employee ashe or she gets a chance ofpromotion.There is no need to wasteresources on training je stafftowards organisational culture,work ethics etc (Potoski andCallery, 2016).The situation to turn downstaff members towards aposition can be tricky one.External recruitersAids in generating a largenumber of candidates with therequisite skill and expertise.Hiring external recruitmentagencies is a costly affair forthe firm and also requires ahuge time.Referrals from Existing StaffKnown and trustworthycandidate can be recruited.It further spread a positiveword of mouth that companyis good to work for.The generated referrals maynot be good for currentposition (Anitha and Begum,2016).Website recruitment used byWood hill collegeThe management saves a lot ofmoney in hiring third partyrecruiters.The time of applicants is alsosaved as they can send the CVon the website directly.Use of just a single techniquemay not generate ampleamount of candidates.There is still a need to directthe applicants towards thewebsite which is a costlyaffair for the company.Local newspapersThis traditional technique aidsin generating responses fromTime consuming and delaysmay occur on the basis of
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