Training and Development Strategies

This assignment delves into the crucial role of training and development within organizations. It examines different training strategies and methodologies, both on-the-job and off-the-job, highlighting their effectiveness in enhancing employee skills and boosting organizational performance. The assignment also discusses the significance of structured training programs and workforce planning in achieving organizational goals.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
PART - 1 RECRUITMENT AND SELECTION...........................................................................1
TASK 1............................................................................................................................................1
a) Workforce Planning...........................................................................................................1
b) Approaches to Recruitment and Selection.........................................................................2
TASK 2............................................................................................................................................4
a) Job Advertisement..............................................................................................................4
b) Suitable platforms to place the advertisement...................................................................5
c) Job Specification and Person Specification........................................................................5
d) Rationale for application of HRM practices......................................................................5
PART 2 EMPLOYEE PERFORMANCE, DEVELOPMENT AND REWARD...........................6
TASK 3............................................................................................................................................6
a) Difference between training and development...................................................................6
b) Need of Employee Training due to Change in Customer Satisfaction..............................7
c) Various training methods adopted by Tesco......................................................................7
d) Various ways to identify training needs at Tesco.............................................................8
e) Benefits of training programme structure for Tesco and its employee..............................8
f) Key point that shows training has achieved a return on investment...................................9
g) Approaches to flexibility..................................................................................................10
c) Explore Different training methods..................................................................................10
d) Critically evaluate HRM practise.....................................................................................10
PART-3 Employment Relationship...............................................................................................11
TASK 4..........................................................................................................................................11
a) Benefits of different HRM practises for employer and employee...................................11
b) Effectiveness of ITV's strategies for building and improving employee relations and
engagement...........................................................................................................................11
c) Various aspects of business relationship and related legislation on HRM decision-making12
d) Evaluation between employee relationship and HRM practises that impacts on Decision-
making process.....................................................................................................................12

CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
The primary element which is responsible for success of an organization is Human Resource,
which is also termed as the most important asset of an organization. Though the fundamental
function of this sphere is to manage and exploit the capabilities of each of the employee at an
optimum level but is also inclusive of managing the physical as well as emotional factors of the
human resource. In order to fulfil these functions effectively and in an efficient manner, the
HRM is required to develop and execute policies as well as organize various other programs.
However, considering the increasing intricacies involved, this field of management has been
widening on a regular basis. In implication, it is difficult to define the extensive or far reaching
scope of HRM (Mikolov, Sutskever and Dean, 2013). Nonetheless, the present report is an
attempt to analyze the aspects of recruitment and selection on the basis of Woodhill College
study, employee performance, developmental needs and appropriate rewards of TESCO. Further,
it shall also throw light on importance of employee relation and explain the same on basis of
ITV. The research being undertaken shall enhance the understanding of principles of HRM and
effectively apply the same in different scenarios.
PART - 1 RECRUITMENT AND SELECTION
TASK 1
a) Workforce Planning
The process of workforce planning can be characterized as a systematic analysis and
determination of needs and requirements of the organization in terms of the workforce order to
achieve its aims and objectives. Further, it ascertains the plan through which right people can be
made available at the right point of time. The primary purpose for which Woodhill College has
adopted this process is to eliminate surprises and be prepared for all the contingencies
(Workforce Planning: The War Room of HR, 2015). In addition, it also makes the business cycle
of the entity smooth as it ensures that there are no delays and the right skills are available at the
right time.
Currently, the HR of Woodhill has not adopted the process of workforce planning and is
still working with the traditional process. The HR occupies an extremely crucial role in
undertaking the process of workforce planning. Some of the specific areas which are undertaken
by the HR in pursuance to workforce planning are:
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 activities for planning the workforce;
 enhancing stakeholder engagement;
 enhancing organizational capabilities
 undertaking planning in an integrated manner;
 managing the knowledge in an effective manner; and
 Scanning of the external environment.
M1. Along with undertaking the workforce planning, the HR is also under an obligation
to manage the right type of talent, best suiting the objectives of Woodhill. Some of the functions
which shall be undertaken are Talent need analysis to ascertain the exact requirements of the
entity, followed by locating the identified talent resources. Every effort shall be made to attract
maximum number of talent and making an effective recruitment of the best ones. Finally, the HR
shall also function to retain the true talent (Rees and Rumbles, 2010).
b) Approaches to Recruitment and Selection
Recruitment and selection essentially involves the process of identifying and sourcing
profiles which are suitable for the organization. It can be carried out with the following two
approaches: Internal Recruiting
 External Recruiting
The former refers to recruitment of employees from the internal resources available with
the company. For instance, employees from different department are hired for a given position, if
he matches the requisite set of capabilities. In the event, if certain additional skills are required
these entities provide special trainings to them. On the other hand, external recruitment refers to
sourcing candidates from outside the organization to ensure better performance. This process of
recruitment is considered tougher, but is attached with more number of benefits.
M2. and D2 The internal recruitment process enjoys the strength of retaining an increased
number of employees for a longer duration of time. Also, the process is very easy and hence,
does not consume much time (De Bruecker and et. al., 2015). However, the major weakness it
possesses is that the company stays devoid of innovation or newness. There is a higher
probability of exercising discrimination, and also increased level of dissatisfaction at the end of
co-employees. For instance, if a is promoted to a higher position, then other members of the
team, who are undertaking equal amount of work, may get jealous and dissatisfied.
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Similarly, the external recruitment process is also attached with certain strengths, on the
basis of which it is preferred over the internal recruitment. Most importantly, it introduces
innovations and improvements in the current processes, and leads to enhanced level of
productivity. In addition, it also increases the brand image of the firm in the external market.
However, it faces weakness of uncertainty, as the newly recruited employee may not get
comfortable within the existing environment (Curson and et. al., 2010). Moreover, it requires
high investment both in terms of time and cost. For instance, in Woodhill if a new HR team is
recruited, it may improvise the current processes and update them with the most effective ones.
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TASK 2
a) Job Advertisement
JOB OPPORTUNITY
The recruitment process of Woodhill College and opened vacancy for the position of a Head
Lecturer in the Physics Department.
ABOUT THE ORGANIZATION
Woodhill College, is an institution engaged in imparting knowledge, with a primary focus of
developing the family ethos. We have adopted a holistic approach for spreading knowledge
among the students.
POSITION
We are looking for a Physics Lecturer for our institution. The institution is possessed with about
500 employees. The salary is negotiable and shall largely depend on experience of the candidate.
The candidate should have experience of working in the Physics department for atleast 7-8 years,
or a relevant experience of about 9-10 years.
LOCATION
The institute is based in the outskirts of London, around 20 miles from the main city. The road to
the college is safe and busy. The area is surrounded by natural beauty, and is not crowded. The
facility of pick and drop shall be available.
WHY US?
The college is known for offering great incentives and work-life balance. Weekly working days
are just 5 days and a very reasonable working hours. It is attached with great benefits, including
opportunities for international exposure.
CONTACT US
Phone no. 528 5248 547
email id: [e-mail]
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b) Suitable platforms to place the advertisement
The advertisement for the Physics lecturer shall be placed at platforms which are
accessible to all the potential candidates in and around the city. Moreover, it shall be placed on
some specific platforms, which have the potential to inform the interested candidates all over the
nation. The advertisement shall be published in all newspapers with nation wide distribution.
This shall essentially cover majority of the interested individuals, as it shall reach even in the
small regions where other modes of publication are not very popular. It could also be published
in relevant magazines which have an audience particularly in the educational sectors. Also, there
are several websites on the digital platform which are engaged in posting job vacancies. This is
another platform of the modern times which has the potential to cover a large potion of the
population. Lastly, different agencies can be contacted who can publish the advertisement on
their websites, or other modes of communication.
c) Job Specification and Person Specification
The present person vacancy in the Woodhill College requires a candidate of Ph. D
qualification in the discipline of Physics, actively engaged in the process of research along with
published works in the form of paper, books, articles and so on. The person shall have a teaching
experience of minimum 7-8 years in a renowned university or college. This experience shall be
inclusive of guiding students in research at higher levels. In addition, the person shall also have
some background of administrative activities, as the present job vacancy is pertaining to head
lecturer of the department.
The job profile is in connection to the head lecturer of the Physics department. This
profile essentially is to operate the entire department and manage various requisite functions. The
person shall be involved in teaching students of Ph. D and guiding them in undertaking the
process of research in the concerned discipline. Further, the person shall manage as well as
regulate each of the activities of department. The salary shall be around £ 4000 – 6000 on an
annual basis, depending upon the qualification.
d) Rationale for application of HRM practices
The HR department of the entity shall implement all these practices in an effective
manner so that the organization can function in an efficient manner, and is associated with
quality people. They are under an obligation to attract relevant talent to the institution, and then
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undertake the process of recruitment and selection in an effective manner (Salas and et. al.,
2012). Moreover, it also their responsibility to take care of the needs and requirements of the
employees who are already hired, and invest every effort to keep them motivated as well as
satisfied.
PART 2 EMPLOYEE PERFORMANCE, DEVELOPMENT AND REWARD
TASK 3
a) Difference between training and development
Training and development in an organization occupies to be two of the primary functions
carried out by HRM. Training refers to imparting of knowledge to the employees through
undertaking different activities, in order to appraise the employees of specific skills and
information necessary for their jobs in the organization (Salas and et. al., 2012). Development is
another core function in pursuance to which the management of companies make efforts to
enhance the performance of their employees by catering to their developmental needs or
improving their attitudes (Niazi, 2011). The rationale behind undertaking the same is
enhancement of the performance and increasing the productivity of the human resource of the
entity. The two functions are completely exclusive in nature, but are always pursued parallel to
each other. With the assistance of training the employees are made to learn some of the essential
skills which are required to satisfy the job profile in an efficient manner. It appraises the
employees with the exact demands of their job profile. It can be in the form of induction,
vestibule, promotional, internship and so on. The induction training is provided at the initial
stage of employment, wherein the employee is informed about all the relevant rules, policies and
procedures, so that they are able to act in a compliant manner.
On the other hand development refers to enhancement of the existing skills or
capabilities. Trainings provided to high level employees can be termed as development.
Generally, it is a on-going process, implemented systematically in the working of the
organization. With the assistance of this system the executives are enabled to enhance the
theoretical as well as conceptual knowledge (Grossman and Salas, 2011). It make the
performance more effective and efficient. The scope of development is broad enough to include
improvement of the overall personality or attitude of an individuals, and is not limited to
LUSION-please write at least 300 words like following:
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-100 words make a summary of how works HR in WOODHILL college by using key words like-
workforce planning, recruitment, selection, job advertising.
-100 words make a summary of how works HR in TESCO by using key words like employee
performance, training, development.
-100 words make a summary of how works HR in ITV by using works like employees
relatienhancement of a specific task. Hence, it can be characterized as an unending holistic
educational process.
b) Need of Employee Training due to Change in Customer Satisfaction
A directly proportional relation is shared between the customer satisfaction and employee
performance. It has been revealed in the study that an improvement in the attitude employees, led
to an increase in the sLUSION-please write at least 300 words like following:
-100 words make a summary of how works HR in WOODHILL college by using key words like-
workforce planning, recruitment, selection, job advertising.
-100 words make a summary of how works HR in TESCO by using key words like employee
performance, training, development.
-100 words make a summary of how works HR in ITV by using works like employees
relatiatisfaction level of humans, which in consequence amounted to 0.5% of sales. It is
interesting to note that disengaged employees tend to invest minimum of the efforts. On the other
hand, engaged employees stay involved in the work, and undertake every effort which increases
the sale level. Hence, the relation between the two aspects can be derived from these statements.
In pursuance to the same the employees shall be trained to act in a manner as if the business is
their own (Niazi, 2011). A special training shall be imparted to make them learn how to behave
before the customers and always focus on the positives. They shall be made capable to build a
high-trust culture, so as to retain maximum number of customers by specifically satisfying their
needs. It is important to understand that in most of the areas, employees are the front-line
personnel who essentially represents the organization. Therefore, imparting specific trainings
shall have a direct effect on satisfaction level of employees.
c) Various training methods adopted by Tesco
To enhance effectiveness in their employee, Tesco adopt two types of training method. In
this it includes, off-the-Job and On-the-Job training method. With the help of both training
method Tesco enhance their employee potential that is essential for the business and its growth.
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On the job training method
Here are various On the Job training methods which are carried out by Tesco:
Job rotation: Tesco management adopt Job rotation method for their employee. As per
this method, employee are shifted from one store to another, that will assist for workforce to
dealing with customers in different infrastructure (Graves, Mohamed and Hinton, 2013).
Employee also face various problem and in such situation they develop their understanding
power to know about their users and their needs.
Job Coaching: This is another method that is adopted by the Tesco, in which HR
management of firm hires a coach who provide various guidelines. These guidelines are used to
provide adequate information to employees to know about customers expectations from Tesco.
Off the job training method
LUSION-please write at least 300 words like following:
-100 words make a summary of how works HR in WOODHILL college by using key words like-
workforce planning, recruitment, selection, job advertising.
-100 words make a summary of how works HR in TESCO by using key words like employee
performance, training, development.
-100 words make a summary of how works HR in ITV by using works like employees relati
Business games: This is the only method which is adopted by the Tesco in Off Job
Training method. In which management use various kinds of activities that assist employee for
better convincing power to attract more and more customers (Methods of Training: On-the-job
Training Method and Off-the-Job Methods. 2016).
Moreover, all above ways of training assisted for enhancing employee essential that
increase their contribution towards the work which helpful for business expansion.
d) Various ways to identify training needs at Tesco
To enhance the level of productivity and to maintain employee potential, Tesco analysis
the needs of training methods for workers. In this context, following are the method which
determine needs of training in Tesco:
Performance Analysis: For identifying its employee capability, Tesco management focus
and monitor their employee performance towards their work. If HR manager evaluate that
employee performance is below compare to expectations. In such situation, HR manager of
Tesco identifying needs for their employee (Adisa, Osabutey and Gbadamosi, 2016).
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Individual Analysis: With the help of individual analysis, HR manager monitor about
their employee and their working attitude. Tesco manager evaluate that worker who did not have
adequate capacity and skills that necessary for dealing with customers to meet their expectations.
HR find out that worker not have that skills then training need is identifying for their workforce.
Work or Task Analysis: In this way of training need identification, management of Tesco
seeks to evaluate their employee skills and level that require fulfilling the assigned duties. With
the help of task identification, HR ensure that training is needed or not (Beck, 2013).
Training Suitability Analysis: Training is the only way which assist for solving all
employees issues that may face by them at Tesco. For this, HR manager evaluate that whether
the needs of training requirement and it is adequate for the desire employee problems.
e) Benefits of training programme structure for Tesco and its employee
With the help of satisfactory training programme and structuring, Tesco can achieve their
set goals towards their employee and organization as well. Following are various ways that
shows the importance and benefits of structured training programme at Tesco (Heffernan,
Harney and Dundon, 2016).
Started goals and Strategies: If Tesco management not ensure with adequate training
structure that may occur problem for management to achieve training objectives. Planning
programme structure is helpful for management as a guideline. In context to this, trainer of firm
get appropriate direction which helpful for taking adequate step that is used by trainers to
enhance the workforce skills (Bissola and Imperatori, 2014).
Consistency: When employee know about the aim of training that may assist for
consistence to grab the knowledge as training point of view. This training structure is also
helpful for trainer of firm, which may assist to implement to achieve the vision. This planning
structure is also assisted for better started towards the learning and received better training
experience.
Measured outcomes: Tesco management must concern with the training schedule for
amend employee skills. In training, time and money both are consumed so that management
must ensure that training expenditure is assist to gains in their workers skills to perform in a
better way (The Importance of a Structured Training Program. 2017).
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f) Key point that shows training has achieved a return on investment
Tesco carried out training sections for their employee which assist to enhance their skills
to deals with different kinds of customers. Here various ways are listed below that assist to
measure that training became success at Tesco or not.
Business impacts: If employee of Tesco amend their potential after training so that they
become essential to handle different customers' behaviour. This is also positively impacts on the
business and its operations. This positive response after training will assist to expand the
business of Tesco (Graves, Mohamed and Hinton, 2013).
Reduce Job pressure: With the help of carried out training section in the Tesco,
management can feel that employee become able to manage their work so it reduces Job pressure
of individual. When employee enjoy their work that assigned to them so it determines that
working productivity of an individual become increase. This shows Tesco management able to
achieved return on investment in development of market share.
Behaviour Change: if an employee grab the knowledge from training sections that this
will reflect on its Job behaviour (Wager, Wang and Liang, 2013). This will also assist to achieve
set desire from employee to meet job criteria. For better identifying change in the employee,
management can take measurements for after and before individual behaviour in the
organization.
g) Approaches to flexibility
Employees are the pillar for the organization which assist for business and its growth.
Tesco must adopt various ways to enhance their employees flexibility that leads to enhance
towards the business expansion. If HR manager of Tesco involve their workforce to give their
suggestion towards the business expansion (Bompa and Buzzichelli, 2015). They can also
directly interact their employee with customers so that it assist to know about which type of
problems and issues are raised. This assist to enhance their flexibility among the employee to
enhance their knowledge about customer perception. When employee know about customer of
Tesco that this will assist to get fresh ideas from employee that assist for business expansion.
Tesco also provide knowledge about changing customers trend so it will also assist to enhance
number of customers engagement with Tesco brand loyalty (LeCun, Bengio and Hinton, 2015).
Management of Tesco can also flexible to take risk towards the expansion of business and use
the business opportunities in appropriate manner. Management also develop and enhance their
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skills in which they motivate their employee to cop-up with the change and enhance all that new
skills that essential for the growth of business.
c) Explore Different training methods
To develop its employee skills Tesco adopt various training methods. In which,
management use Job rotation and seminars to enhance their employee skills. This training have
assisted to grab their knowledge and reduce the number of problems in their working. This
training methods assist for Tesco to grab better positive sides from employees' and customers
both behaviour (Reece and Walker, 2016). On the other hand, employee may also face various
problems in which they consume more time in office because of training sections and their work
also imbalance.
d) Critically evaluate HRM practise
For better and effective working, management of Tesco adopt various HRM practises that
assist for running the business in effective way. On its contrary, every practise have positive and
negative both points of view. For example if Tesco develop training sections so it positively
impacts on the employee (Holding, 2013). On its contrary, financial resource and time time-
consuming will impact as a negative once. Reward system is also one more good example in
which those Tesco employee who they grab rewards, they enhance their positive attitudes on its
contrary who they did not get any reward yet, they may demotivate with this system.
PART-3 Employment Relationship
TASK 4
a) Benefits of different HRM practises for employer and employee
ITV focus on the various ways that assist to maintain employee relationship among the
organisation. Here HRM practises are listed below that used by the ITV management:
Health and Wellness: This is a practise done by the ITV management to engage with
their employee for better relationship. HR management provide guidance to their worker and
their wellness so it assists them to organisation for showing their concern towards their
workforce (Bansi, Bloch and Kesselring, 2013). For maintaining employee relationship ITV
provide gym membership and various discounts on healthcare participants.
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Rewards and Incentives: This is another practise to enhance better relationship with the
workforce in which ITV provide various bonus and rewards to their employee. This is also
assisted to enhance the employee relationship because when employee become satisfied from
workplace so that they stand with ITV for long time that shows better relationship between
employee and employer (Beck, 2013).
Performance Appraisal: ITV also adopted this tool for better and effective employee
relationship in which they review employee performance and try to understand employee
capability towards the future growth. Management of ITV motivate and appreciate for their
better work. Moreover, this will also assist to maintain employee relationship with employer.
b) Effectiveness of ITV's strategies for building and improving employee relations and
engagement
When management adopt strategies towards the employee enhancement so that it
positively impacts on their relationship. Followings are the points that shows effectiveness of
strategies that is used by the employees'.
 When ITV management adopt strategy in which they focus on the better communication
between employee and employer so it effectiveness shown in the increasing productivity.
 When manager share information to their worker so, it feels employee to get them worth
in the organisation. They also share bad news so it effects employee to improve
performance through transparency (Adisa, Osabutey and Gbadamosi, 2016).
 They also motivate their employee to cop-up with company culture so that this helpful for
both to take it in a positive one.
c) Various aspects of business relationship and related legislation on HRM decision-making
For better and effective relationship between employee and employer, legislations play a
crucial role that will help for HR manager of ITV to take appropriate decision-making. For
example if HR manager of ITV follow equal pay act law that will assist to differentiate among
the employee salary (Heffernan, Harney and Dundon, 2016). In which HR manager take decision
regarding their salary decision according to their capability and skills. HR manager also use
employee protection to concern with the employee safety so that it assist to maintain better
relationship among ITV and its employees'.
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d) Evaluation between employee relationship and HRM practises that impacts on Decision-
making process
ITV and its HR management adopt various HRM practises that assist to enhance better
relationship in the organisation. They can use HRIS for collecting data about their employee and
according to this data they can provide training. On the other hand, if data is not gathered in an
appropriate way so that it will impact negatively on the training sections. Moreover, it negatively
impacts on the decision-making (Bissola and Imperatori, 2014).
CONCLUSION
After summing up the above study, it becomes easy towards the better considered that
HR is a function who is differently used in the organisations. The HR manager at Woodhill
College needs to understand the importance of the process of workforce planning to stay
prepared for all the contingencies. The present recruitment and selection process carried out at
Woodhill College is a combination of both internal and external recruiting. The process has
enabled the company to recruit some of the highly talented employees, but there exists a
requirement for the HR to undertake workforce planning to realize better results.
It is very clearly understood by Tesco that training and development plays an
instrumental role in ascertaining the manner in which employees are performing, along with their
motivational level. The employees are trained to understand the sensitivity of situations and
speak in accordance to surrounding circumstances. In order to ensure flexibility in the
organization, the management is capable to grab their potentiality and utilise their knowledge in
appropriate way. This in turn has enabled the employees to enhance their performance.
ITV has been systematically using HRM practises to assist in benefiting the organisation
and employees. It has been managing the same through rewards, incentives and performance
appraisals. Management also encourage their employee to take part in the decision-making
process that this will assist for employee to know about ITV management in more depth way.
When employee more engage with the company so its impacts on business growth.
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