HRM Practices in ITV: Impact on Employee Relations and Decision Making

HRM in practice
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Contents
Introduction......................................................................................................................................4
Part 1 - Recruitment and selection...................................................................................................5
Task 1...........................................................................................................................................5
Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College (P1)..................................................5
Explain the strengths and weaknesses of different approaches to recruitment and selection
(P2)..............................................................................................................................................6
Task 2...........................................................................................................................................8
Carry out an investigation into a job role of your choice in the education sector. Find out what
skills and qualifications would be needed for this job role (P7.).................................................8
M1 Assess how the functions of the HRM can provide talent and skills appropriate to fulfil the
business objectives.......................................................................................................................9
M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and
selection.....................................................................................................................................10
M5 Provide a rationale for the selection of your chosen platform considering the impact
technology (e.g. online resources, digital platforms and social networking) will have on
improving the recruitment and selection process......................................................................11
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples.................................................................................12
Part 2 - Employee performance, development, and reward...........................................................13
Task 3.........................................................................................................................................13
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a.) Explain the differences between training and development (P3).........................................13
b.) Describe how training needs are identified and the methods of training used by Tesco (P3).
...................................................................................................................................................14
c.) Explain the benefits for Tesco and the employees in having a systematic approach to
training and development (P3)...................................................................................................15
Evaluate the effectiveness of Tesco’s training and development practice in terms of delivering
a return on investment (considering productivity and profit). (P4)...........................................16
M3 Explore different methods used by Tesco in terms of developing its employees and
consider the strengths and weaknesses of such practices. Provide specific examples..............18
D2 Critically evaluate Tesco’s HRM practices with regards to training, development,
flexibility, and reward providing specific examples..................................................................19
Part 3 - Factors that influence HR decision making......................................................................20
Task 4.........................................................................................................................................20
Provide an analysis of the importance for ITV to maintain good employee relations and how it
influences their HR decision making as a result. (P5)...............................................................20
Identify the key elements of employee legislation and the impact it has on HRM decision
making. (P6)..............................................................................................................................22
M4 You will have to evaluate the key aspects of employee relations management and
employment legislation that affect HRM decision-making in ITV...........................................23
D3 You will critically evaluate employee relations and the application of HRM practices in
ITV that inform and influence decision-making in the organisation.........................................24
Conclusion.....................................................................................................................................25
References......................................................................................................................................26
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Introduction
Human resource management is done to manage all the human resource available in a particular
organisation or company. In Tesco, a human resource management department is established to
take care of employees working in the organisation. HR management can be useful to increase
the performance of the employees working in the organisation. All the strategic objectives of the
employees are covered in human resource management. The HR manager always manages the
whole human resource by taking care of policies and the system. These management ideas are
introduced for the benefit of the employees working in an organisation. It includes some staff
training to develop the learning ability of the employees regarding the work. The whole
management is done to increase the workforce and its efficiency which is beneficial for
employees and organisation both. The HR manager concerns with all the staff members of the
organisation about organisations changes and business management plan and strategies. This is a
process of making business strategies to be effectively converted into reality by the maximum
efforts of the workers and employees.
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Part 1 - Recruitment and selection
Task 1
Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College (P1).
The HRM is defined as the function of managing the human resources of the company or an
organisation. This management of human also includes the function of workforce planning that
contributes to the effective performance of the company (Obeidat, 2012). The functions of HRM
in the specific context of workforce planning and hiring of the individual are as follows:
1. Firstly, the HR manager and the employees working in HR department continuously keep
on analysing the demand for workers in various department of the organisation. So that
Woodhill College never face the situation of fewer workers that hurdles the performance.
2. The other purpose of HRM is to maintain a balance between the supply and demand of
the individuals so that neither the college faced the situation of excessive staff or the
situation of less staff than required (Obeidat, 2012).
3. Further for the workforce planning, the HRM department is held responsible for
analysing the future needs so that appropriate criteria of person specification can be
formed. This enables Woodhill College to develop an effective workforce plan so that
effective and efficient employees can be hired that helps the organisation to achieve its
objective more easily.
4. The HRM department of Woodhill College is required to perform the function of
analysing the external environment of the business so that the factors such as changing
technology and law, and increasing competition can be identified (ALDamoe, et. al.,
2012). With the identification of such factor, the workforce will be changed accordingly
in order to recruit highly effective individuals for the college.
5. In the context of providing effective resources to the college, the HRM also serves the
purpose of developing job specification and person specification so that the interviewer
will be cleared with the required skills and knowledge that are to be present within an
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individual. This enhances the quality of workforce planning as the chances of accruing
effective employee will rise.
Explain the strengths and weaknesses of different approaches to recruitment and selection
(P2).
The process of recruitment is defined as the activity of inviting individuals for filing the
application to apply for the vacant job available in the company or an organisation such as
Woodhill College. The selection process is defined as the process that is to be followed for
selecting the required number of individuals as an employee of the company from a large
number of individuals that applied for the vacant job position in the college.
The function of recruitment and selection can be done in a different manner and is mainly
categorised into two types that are external or internal recruitment and selection. The internal
recruitment and selection process is defined when the existing employees are invited to apply for
a specific vacant job post in the college (Okunishi, et. al., 2012). On the other hand, the external
approach of recruitment and selection invites individuals from outside the business organisation
and select one from them to work with the College and to serve the college with the positive
interest (DeVaro & Morita, 2013). Both the approaches have certain advantages and
disadvantages that are to be analysed for the selection of a most appropriate approach to
recruitment. The advantages and disadvantages that are to be analysed are as follows:
Approaches to
recruitment and
selection
Strengths Weaknesses
Internal The internal approach firstly
delivers the trusted and well-
experienced individuals to
Woodhill College that ensures the
efficient performance of the duties
assigned
The requirement of training will
The chances of development
of personal grudges among
the employees and between
the management will increase
because of the negative
perception of employees.
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