HRM Practices in Woodhill College, Tesco, and ITV

Explore the significance of HRM practices in Woodhill College, Tesco, and ITV focusing on workforce planning, recruitment, selection, training, development, employee relations, and employment legislation.

HRM in practice
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Contents
Introduction......................................................................................................................................4
Part 1................................................................................................................................................5
Task 1...............................................................................................................................................5
P1 Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College..............................................................5
M1 Assessment of functions of HRM can provide talent and skills appropriate to fulfil the
business objectives...........................................................................................................................7
P2 Explain the strengths and weaknesses of different approaches to recruitment and selection....8
M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and
selection.........................................................................................................................................10
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection.........................................................................................................................................11
Task 2.............................................................................................................................................12
P7 Illustrate the application of HRM practices in a work-related context, using specific examples
.......................................................................................................................................................12
M5 Provide a rationale for the selection of your chosen platform considering the impact
technology......................................................................................................................................16
Part 2..............................................................................................................................................17
Task 3.............................................................................................................................................17
P3 Explain the benefits of different HRM practices within an organization for both the employer
and employee.................................................................................................................................17
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P4 d) Evaluate the effectiveness of Tesco’s training and development practice in terms of
delivering a return on investment (considering productivity and profit).......................................19
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.................................21
D2 Critically evaluate Tesco’s HRM practices with regards to training, development, flexibility
and reward providing specific examples.......................................................................................22
Part 3..............................................................................................................................................23
Task 4.............................................................................................................................................23
P5 a) Provide an analysis on the importance for ITV to maintain good employee relations and
how it influences their HR decision making as a result (D3)........................................................23
b) Identify and briefly explain the key elements of employment legislation and how this
influences ITV’s HR decision making. You should make reference to equality, data protection,
health and safety, along with contractual responsibilities.............................................................25
M4 Evaluate the key aspects of employee relations management and employment legislation that
affect HRM decision making in ITV.............................................................................................27
Conclusion.....................................................................................................................................28
References......................................................................................................................................29
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Introduction
Human resource management has a huge significance in the success of an organization to attain
its organizational objectives which will be explained in the study. The report will be based on the
Woodhill College, Tesco, and ITV and these all are working in the UK. The starting of the report
will produce key motives of planned employing in the organisation and it will explain the pros
and cons of distinct approaches to recruitment and selection. After it, the study will explain the
usefulness of HRM practices employer and employees in Tesco. It will also evaluate distinct
HRM practices in terms of profit making. The last of the report will focus on the ITV and it will
highlight the significance of employee relations and impact of HRM decision making on it.
Different employment legislation will be briefly explained at the end of the report and impact of
these acts on the HRM decision making.
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Part 1
Task 1
P1 Explain the purpose of workforce planning and the role of the HR manager with
regards workforce planning and resourcing for Woodhill College
Workforce planning is a procedure to prioritise needs and objectives of the organisation to
accomplish effectively by employees. It is a responsibility of the HR management of the
organisation to align their employees as per the needs of the organisation which can help them to
manage profitability in their acts. Mainly it is used to arrange employees as per the
organisational strategy to attain its organisational objectives.
Figure 1: Workforce planning
Source: Kepion 2013.
HR manager plays a significant role in the workforce planning. Recruitment and selection mainly
work in the planning of employees. Organisational objectives are decided by the leaders of the
organisation and according to this recruitments are done to engage people in the work. As the
Woodhill College are having vacancies in the teaching section due to higher turnover ion the
organisation (Goodman, et. al., 2015). So it is essential for the HR managers to recruit employees
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from reliable sources to retain them for a long duration. HR manager of the college is responsible
to identify vacant seats in the college, develop a job description, person specification and job
advertisement to fill the vacant seats. It is the duty of the HR management to recruit employees
through verified sources and conduct their interviews. This whole process is effective to fulfill
the vacancies and workforce planning for the college. It is effective for the organisation to
arrange employees as per the organisation needs on vacant seats.
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M1 Assessment of functions of HRM can provide talent and skills appropriate to fulfill the
business objectives
HRM is the key area which influences on the inputs of skills and talents in the organisation
which helps the organisation to attain organisational objectives. Recruitment and selection is the
key function of the HR management to fulfill the workforce needs of the organisation. An
appropriate job description, person specification, job advertisement helps to recruit those
candidates which are having specific skills which are needed for a particular job profile
(Melchor, 2013). Interviews and selection process supports to select the best candidate for
shortlisted people. It helps to select the best candidate who is appropriate as per job profile.
Training is another function which includes the HRM process. It helps in the polishing of
candidates to enable them as per job profile needs. These all functions help to select talented and
skilled employees which can help the Woodhill College to provide quality learning to students.
These all collective efforts by different functions of HRM develop the organisation to attain its
objectives.
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P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection
Distinct approaches are available for HR management to recruit and select people in the
organisation. It is necessary for HRM Woodhill College to recruit and select talented and skilled
employees in the organisation.
Strength and weakness of recruitment approaches:
Recruitment
approaches
Strength Weakness
Internal The faster process of recruitment on
specific vacant seats of the
organisation.
Time-saving and economical process
of recruitment as compare to others.
It is effective to recruit on a singular
position at a time.
It is the subsidiary approach to
recruitment. An organisation cannot
depend on it.
External Heavy and multiple recruitments can
be done by this approach.
Fresh talent and skills are found by
this recruitment approach.
Time and finance needs are higher to
complete recruitment by this approach
(Greenidge et. al., 2012).
It is a slower process to recruit people
due to multiple inbuilt stages in it.
Internal and external approaches are having their own significance in the organisation. It depends
on the situation’s needs and HR managers decisions to use an appropriate recruitment approach.
In case of Woodhill college external approach to recruitment is effective to fulfill the vacant
seats.
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Strength and weakness of selection approaches:
Selection
approaches
Strength Weakness
Personal
interview
It enables to HR management to take
a detailed analysis of the candidates.
It provides an opportunity to develop
a face to face communication
process.
It is a quick process to analyse the
candidate (Reesand Smith, 2017).
It is a subsidiary process an effective
selection cannot be based on it.
HR manager cannot make a record of
information collected through a PI of
each candidate.
The approach is highly influenced by the
interviewee’s skills, attitude, and mood
at the time of interview.
Aptitude test
and skills
analysing
It is effective to keep a record and it
clearly sets measure to select a
candidate or not.
It is a subsidiary process of a complete
selection process.
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M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and
selection
Internal recruitment is effective in some conditions when the organisation is having an urgent
need to fill a vacancy for a time being. But an organisation cannot use this approach as their
primary recruitment approach. It just provides an option for an organisation to fill their vacancies
with some of their similarly skilled employees (Greenidge, et. al., 2012). External recruitment
approach is the main approach to recruitment and it produces better outcomes as per invested
time and finance. Use of PI is effective in the selection process. It provides a face to face
communication which supports to resolve queries of both parties. Aptitude test is also effective
to analyse the skills and to keep records of candidates.
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D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment
and selection
According to Absar (2012), external recruitment is a primary approach to the recruitment which
provides a fresh talent to the organisation and keeps the effective employee strength in the
organisation. Most of the companies are based on the external recruitment approach but it has a
need to use different stages in the recruitment which is done by the HR management in the
organisation. Use of PI and aptitude test is effective for an organisation to select a talented and
skilled employee for a job role. PI and aptitude test are subsidiaries of each other which provide
higher benefits to the organisation.
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Task 2
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples
HRM is mainly working for the recruitment and selection in an organisation to fulfill vacant
seats. As Woodhill college is having high labor turnover so it is essential for the HR manager of
the college to develop an effective job description, person specification and job advertisement
(Baumand Kabst, 2014). By these HR practices, the organisation can fill their vacant seats by
those people which are having similar qualities in him. Practical application of these HRM
practices for the Woodhill College is given below:
Job Advertisement
Job profile: Teacher
Subject Number of vacancies
Science 6
12
Faculty Required WoodHill
College

Education: Postgraduate degree in Science subject within A grades in relevant subject
Experience: 2-5 years’ experience in teaching sector in similar level organisation
Skills: Communication
Quick to resolve issues of students
Multitasking
Salary: £40000 to £43000 per annum
Venue: Woodhill college.
The application is invited for those which are having similar education, skills, and experience.
Applicants can send their updated resume on the official website of the college. Date of
interview will be announced soon on official website of the college.
Website: www.curro.co.za
The above-presented job advertisement is having all essential information which required
fulfilling the vacancy of Woodhill College. Now it depends on the HR manager to publish it on a
suitable platform which can help them to communicate their vacancy in an appropriate manner to
their targeted people.
Job Description for the vacancy
Job Title Teacher
Educational Qualifications A grade postgraduate in the science subject
Experience 2-5 years’ experience in teaching sector in the similar level
organisation
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Key skills Personal management
Multitasking
Effective communicator
Effective problem solver of queries
Job responsibilities Syllabus has to completed on time
Problems have to be resolved by students
Management of in-class programmes
The above-presented job description statement has produced the requirement skills, experiences
and educational qualifications. It has produced job responsibility of the teacher in the Woodhill
College.
Person specification for the vacant job profile
Attributes Essential Desirable
Education Post-Graduation A grade post graduate is required in
science subject
Experience Experience is required for the job
profile
Minimum 2 years’ experience
required in the teaching sector
Skills Communication and problem
solving
. Verbal, written, formal and informal
communication is required for the job
profile.
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The person specification sheets help to recruit a better person in the organisation. It has set
criteria for the vacant job profile in the organisation and according to this person specification
sheet,HR manager shortlists only those candidates which are having required skills, experience
and education.
M5 Provide a rationale for the selection of your chosen platform considering the impact
technology
The Woodhill College is using the internet to recruit employees in the organisation. Due to vital
networking of the internet, HR management is using this platform for recruitment. Job portals are
effective to communicate and it provides a large amount of data of would be applicants. It is an
easy and quick process to share job advertisement and provide better outcomes as per the needs
of the organisation (Rennison, Monster Worldwide, 2012). Job portals have categories of
unemployed people and according to this HR managers can shortlist some candidates to conduct
their interviews. Also, they can place their advertisement on it in educational category. An
unemployed person who wants to work as a teacher gets immediate information of this
advertisement on their portal account.
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Part 2
Task 3
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee
Training and developments programmes are essential for the organisation to retain the
productivity level of their employees. In the case of the Tesco, they are providing training and
development both to their employees as per the needs (Kum, et. al., 2014). Training and
development are different from each other’s which are explained in the below-presented table:
Basis of
difference
Training Development
Definition It is a way to develop some initial
skills as per the needs of a job role.
It is an educational process which
focuses on overall development of
the employee.
Impacts It creates a short-term effect on
employees and makes them able to
perform.
It makes long-term effects on
employees.
Oriented It is based on the present needs of the
employee
It is future-oriented process to
enhance the overall qualities of
employee
Aim To fulfill job profile needs Enhance conceptual knowledge of
employees
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Tesco is providing training to their newly recruited employees and also for those employees
which are not performing well in the company. They are having a specific training program for
newly recruited employees who enable new joiners to perform as per the expectations of the
organisation (Bratton and Gold, 2012). Tesco is having a proper hierarchy in the organisation
and they are engaging their employees in the team. Each team manager evaluates the
performance of his team member by which they determine the training needs of their employees.
Tesco is using the on the job training method in which they allocate a mentor to each trainee
which provides learning to perform on his assigned job profile.
Training and development programmes are having significance for employer and employees due
to benefits for both. Tesco is having a focus on the performance of individuals by which they
attain their organisational objectives (Armstrong and Taylor, 2014). Some of the significant
benefits are given under the below-mentioned points:
Benefits for employers:
 Systematic training helps to employers to resolve the basic issue of their employees.
 It helps to manage a productivity level of their individual which helps to the Tesco to attain its
organisational objective.
 It creates a better relationship in between the employer and employees in the company which
helps to the organisation to retain their market position.
Benefits for employee:
 Systematic training helps to employees to perform as per the expectation of the company.
 It decreased the mental work pressure by using effective techniques in the work.
 It improves the individual performance which enhances the opportunities to maximise incentives.
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P4 d) Evaluate the effectiveness of Tesco’s training and development practice in terms of
delivering a return on investment (considering productivity and profit).
The training and development is an important practice for any of the company. The companies
require this practice to groom their employees for providing effective and satisfactory services to
their employees. Training and development in Tesco have been introduced as one of the
important activities. To meet the customer satisfaction, training and development play the most
crucial role in Tesco.
Training and development in Tesco are very effective. There are many ways which can describe
this statement. The company is serving well to its customers which are because of the
performance its employees are providing (Morningstar, 2018). Tesco is becoming one of the
favorites of the customers to shop. With the quality of products, the company focuses on the
employee-customer relationship management. The training and development have been shown
up effective as the Tesco has happy and satisfactory customers.
The effectiveness of training and development in Tesco can be measured by the productivity and
profitability of the company. The company has high productivity due to excellent performance
management. The employees and management have effective performance management at Tesco
which makes the company’s productivity high. The performance management system at Tesco is
very effective (My assignment help, 2018). The employees need to set their annual goals. The
employees are included in every decision of performance in Tesco. Support from owners and
senior management is promoted in the company. There are various appraisal systems and
development programs for employees. The leadership skills are provided to the employees by
switching the duties and train them for leading the team by assigning a task.
Tesco has a great impact on training and development programs as their productivity increases
because of excellent performances of its employees. The employees are motivated to enhance
their service to the customers to satisfy them more.
The company has shown up with satisfactory profitability in the recent years. This is because of
the continuous training and development of the employees and their high productivity
performance management (Morningstar, 2018). The profitability index of the company is figured
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below. This shows that the company has an increment in the profitability. It is having the
effective profitability because of efficient performance of its employees.
Figure 1- Tesco PLC ADR
Source- Morningstar (2018)
The company has effective training and development as the results show, the profitability and
productivity of the company have increased since past years (Morningstar, 2018). The return on
Investment of the company by enhances productivity and profitability describes the huge
effectiveness of training and development.
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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.
It is required for the organisation to provide an appropriate development program to its
employees who can help them to perform better in the organisation and to improve the
organisational performance. In Tesco, it is the duty of the team manager to arrange a
development program for their employees and it depends on the type of learning and
development needs of the employees. Strength and weakness the development practice is given
under the table:
Strength
Team manager knows better to its team
members so they can arrange better
development programmes for their team
members.
Weakness
It decreased the productivity of the team due to
the diverted focus of the team manager into the
development program.
It is essential to involve team manager in the development of team members but it is also prior to
maintaining the team productivity. But it provides better results as per the organisational
expectations and develops employees in a better manner so it is effective for the Tesco and its
employees.
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D2 Critically evaluate Tesco’s HRM practices with regards to training, development,
flexibility and reward providing specific examples
As per the views of Basarab Sr and Root,(2012),training and development are essential for those
employees which are newly joined the company and having lower performance on the team. It is
the role of the HR managers to keep the performance record of employees which is the much-
needed thing to manage the productivity of employees and company. Tesco is using their team
and HR managers to arrange training and development programmes for their employees. It helps
to provide effective learning to employees in the training. But it decreased the productivity of
that particular team. HR managers can improve their role in the training and development
programmes to manage the productivity level of the team. Flexibility in the workplace is also
essential to retain employees for a long duration. Flexibility in timing and other benefits
motivates employees to perform better which is used in the Tesco effectively. The company is
having a focus on the individual’s performance in the company so HR managers are using targets
schemes to motivate employees. Each of the employees is having a set target after crossing it he
is authorised for a fixed additional amount with his salary.
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Part 3
Task 4
P5 a) Provide an analysis of the importance for ITV to maintain good employee relations
and how it influences their HR decision making as a result (D3)
Employee relations refer to the channel between employees and employer in an organisation.
The employee’s relations put its importance in the company to the huge level. As the company
builds its empire with the help of employees, it is necessary to maintain the employee relations
so as to satisfy employees. The employee relations have its importance in the company. The
strong employee relations results in high productivity, increased performance of the company
and success.
Employee relations are to deal with the issues and problems arises between employees due to
work culture and different scenarios at the working place (Management Study Guide, 2018). To
ensure strong employee relations the company is required to provide healthy and safe working
environment to its employees. There is an importance of the good employee relations in the
company to make the effective working environment and ensure higher productivity of the
company.
The importance of employee relations is also required by the company to consider as it affects
the HRM decision in the company. The human resource management in an organization is
required to take the decisions regarding the human rights, employees benefits and for the sake of
employees in an organisation. The human resource management faces the difficulty in taking
decisions with bad employee relations (Management Study Guide, 2018). The huge impact on
HRM decisions includes the improper communication in an organisation.
Employee relations influence the HRM decision making. The good employee relations help to
maintain the good working environment and providing excels in the performance of the
employees. Bad employee relations forces the human resource management to take decisions
regarding improvement in the relations by taking different decisions to remove these issues in
ITV-
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Training and development- with the motive of improving the employee relations in an
organization, human resource management make the decision to provide training and
development to the employees. In this training and development program employees are trained
to communicate and manage their skills and abilities to work in the different work scenarios and
in a team (Management Study Guide, 2018).
Organize communicative seminars- the HRM decisions include the organising of communicative
seminars in which the interaction among the employees is promoted. With the enhanced
interaction and communication between employees, the issues and grievances are resolved.
Create team tasks- to induce team spirit among team members and employees different roles are
provided to the team members and are asked to work together to achieve this (Management
Study Guide, 2018). This enhances the good employee relations among employees.
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b) P6 Identify and briefly explain the key elements of employment legislation and how this
influences ITV’s HR decision making. You should make reference to equality, data
protection, health, and safety, along with contractual responsibilities.
Employment legislation is the rules and laws which are provided by the government to be
followed by every organisation for the effective working and managing human relations in an
organisation. Employee legislations are for the benefit of employees and these legislations
applies to every organisation. The key elements of employment legislation are-
1. Equal employment opportunity
2. Sexual harassments
3. Working time laws
4. Wages and remuneration
5. Working conditions
6. Safety and security of employees
These are the important elements which are to be focused by every human resource department
of a company (Shriar, 2017). These legislations and its elements affect the decision making of
human resource management. The HR decision making depends on the issues and its regulations.
The equal employment opportunity provides that every employee must be treated equally and
they should get equal opportunity to grow. There should be no discrimination on the basis of
anything in ITV. The HR has a role in considering this as an important element of the
employment legislation.
Sexual harassments are offense and this is not entertained in the office. The ITV’s HR has a
responsibility to communicate this and ensure the safety of employees of the company. This is a
punishable offense.
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ITV’s HR decision is bound to provide the work time laws in an organisation. The strict time for
starting and ending the work is required to be maintained by the company (Shriar, 2017). This
affects the decisions of HR.
The decision of ITV’s HR on wages and remuneration influences because of employee relations.
The employee relations in an organisation provide the standard for the employee wages and
salaries.
Working conditions affect the decision of the ITV’s human resource department. The working
condition of the company is to be same for every employee and with the extra work or part-time
work the employee has to be paid with more remuneration (Shriar, 2017).
Safety and security of employees also affect the decision of human resource department of ITV.
As the safety and security are very important to the employees if issues related to this occurs in
the company then the company has to compensate accordingly.
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M4 Evaluate the key aspects of employee relations management and employment
legislation that affect HRM decision making in ITV.
The key aspects of employee relations management in ITV are-
Open communication- ITV decision making is influenced by an important aspect of employee
relations which is open communication. This is effective as this helps in interacting and bonding
up with employees.
Show recognition- The HRM decision of ITV is also influenced because of showing recognition.
To show recognition of employees motivates them to work more loyalty towards the
achievement of organisational goals.
Constant feedbacks- The Company must focus on providing constant feedbacks as this will help
in improving the skills of the employees and they will be motivated to work for their good
efforts.
Investment in employees- the employees investing is another aspect which affects the decision
making of the HR in ITV as the company has less resource. The skilled and trained employees
can improve the employee relations (Shriar, 2017).
Employment legislation which affects the HRM decision in the ITV are equal employment
opportunity, Sexual harassments, Working time laws, Wages and remuneration, Working
conditions and Safety and security of employees. These legislations are important as they
provide the proper modification of the employee relations which can remove the barriers and
issues among the employees in ITV. They are effective as provided by the government (Shriar,
2017).
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Conclusion
On the basis of the above-presented report, it has been concluded that HRM plays a significant
role in the success of the organisation. Staffing is an area which is fully completed by the HR
management so it is prior to focus on the specific job roles by the HR managers. Effective
recruitment and selection have potential to provide better results in terms of skills and talent.
Training and development is also a key functioning area of the HRM which enables employees
to perform better and it is effective to keep better relationships between employer and
employees. Use of training methods depends on situation and organisation. Recruitment and
selection highly influenced by the legislation so organisations like ITV and Tesco are taking
appropriate HR decision in this section. It is essential for the HR manager to manage the
productivity of the employees so reward system plays a significant role in motivates them to
perform better.
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