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PART 1 - Part 2 HRM Approaches to Recruitment and Selection

   

Added on  2020-02-03

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HUMAN RESOURCEMANAGEMENT
PART 1 - Part 2 HRM Approaches to Recruitment and Selection_1
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................1PART - 1 RECRUITMENT AND SELECTION...........................................................................1TASK 1............................................................................................................................................1a) Workforce Planning...........................................................................................................1b) Approaches to Recruitment and Selection.........................................................................2TASK 2............................................................................................................................................4a) Job Advertisement..............................................................................................................4b) Suitable platforms to place the advertisement...................................................................5c) Job Specification and Person Specification........................................................................5d) Rationale for application of HRM practices......................................................................5PART 2 EMPLOYEE PERFORMANCE, DEVELOPMENT AND REWARD...........................6TASK 3............................................................................................................................................6a) Difference between training and development...................................................................6b) Need of Employee Training due to Change in Customer Satisfaction..............................7c) Various training methods adopted by Tesco......................................................................7d) Various ways to identify training needs at Tesco.............................................................8e) Benefits of training programme structure for Tesco and its employee..............................8f) Key point that shows training has achieved a return on investment...................................9g) Approaches to flexibility..................................................................................................10c) Explore Different training methods..................................................................................10d) Critically evaluate HRM practise.....................................................................................10PART-3 Employment Relationship...............................................................................................11TASK 4..........................................................................................................................................11a) Benefits of different HRM practises for employer and employee...................................11b) Effectiveness of ITV's strategies for building and improving employee relations andengagement...........................................................................................................................11c) Various aspects of business relationship and related legislation on HRM decision-making12d) Evaluation between employee relationship and HRM practises that impacts on Decision-making process.....................................................................................................................12
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CONCLUSION..............................................................................................................................12REFERENCES..............................................................................................................................14
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INTRODUCTIONThe 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 fundamentalfunction of this sphere is to manage and exploit the capabilities of each of the employee at anoptimum level but is also inclusive of managing the physical as well as emotional factors of thehuman resource. In order to fulfil these functions effectively and in an efficient manner, theHRM 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 beenwidening on a regular basis. In implication, it is difficult to define the extensive or far reachingscope of HRM (Mikolov, Sutskever and Dean, 2013). Nonetheless, the present report is anattempt to analyze the aspects of recruitment and selection on the basis of Woodhill Collegestudy, 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 ofITV. The research being undertaken shall enhance the understanding of principles of HRM andeffectively apply the same in different scenarios.PART - 1 RECRUITMENT AND SELECTIONTASK 1a) Workforce PlanningThe process of workforce planning can be characterized as a systematic analysis anddetermination of needs and requirements of the organization in terms of the workforce order toachieve its aims and objectives. Further, it ascertains the plan through which right people can bemade available at the right point of time. The primary purpose for which Woodhill College hasadopted 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 cycleof the entity smooth as it ensures that there are no delays and the right skills are available at theright time. Currently, the HR of Woodhill has not adopted the process of workforce planning and isstill working with the traditional process. The HR occupies an extremely crucial role inundertaking the process of workforce planning. Some of the specific areas which are undertakenby the HR in pursuance to workforce planning are:1
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