Human Resource Management: Recruitment, Selection, Employee Performance, Development, and Reward

Running head:HRM 1
Human Resource Management (HRM2001S)
Student
Course
University
Date

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EXECUTIVE SUMMARY
Most of the HR functions like recruiting and selecting process, employee career development
and employee performance are very vital for the success of the organization. Human resource
managers should ensure that these functions are useful to realize organizational growth and
development.

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Table of Contents
TASK 1.......................................................................................................................................................5
Recruitment and selection.........................................................................................................................5
Case study: wood hill college....................................................................................................................5
INTRODUCTION.....................................................................................................................................5
RECRUITMENT.......................................................................................................................................6
FACTORS AFFECTING THE NEED FOR RECRUITMENT............................................................6
EXPANSION AND GROWTH OF THE COLLEGE............................................................................6
EMPLOYEE TURNOVER.......................................................................................................................6
POTENTIAL SOURCES OF CANDIDATES FOR RECRUITMENT FOR WOOD HILL
COLLEGE.................................................................................................................................................6
INTERNAL RECRUITMENT.............................................................................................................7
Advantages of internal recruitment.....................................................................................................7
DISADVANTAGES OF INTERNAL RECRUITMENT...................................................................7
EXTERNAL SOURCES OF RECRUITMENT..................................................................................8
ADVERTISEMENT..............................................................................................................................8
USE OF RECRUITMENT BODIES..................................................................................................8
LEARNING INSTITUTIONS..............................................................................................................8
RECOMMENDATIONS......................................................................................................................9
ADVANTAGES OF EXTERNAL RECRUITMENT.........................................................................9
DEMERITS............................................................................................................................................9
THE RECRUITMENT PROCESS TO BE ADOPTED BY WOOD HILL COLLEGE..................9
SELECTION............................................................................................................................................10
SELECTION METHODS...................................................................................................................11
STEPS IN SELECTION.........................................................................................................................12
WORKFORCE PLANNING (HUMAN RESOURCE PLANNING)..................................................13
PURPOSE FOR WORKFORCE PLANNING.................................................................................13
HUMAN RESOURCE MANAGER'S ROLE IN WORKFORCE PLANNING AND
RESOURCING........................................................................................................................................14
TASK 2.....................................................................................................................................................15
SENIOR LECTURER IN HUMAN RESOURCE MANAGEMENT..............................................15
Skills for the job...................................................................................................................................15
Qualifications....................................................................................................................................15

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A job advertisement for the position of a senior lecturer in human resource management in wood
hill college.................................................................................................................................................16
SUITABLE ADVERTISEMENT CHANNELS....................................................................................17
JOB DESCRIPTION AND PERSON SPECIFICATION FOR THE HUMAN RESOURCE
MANAGEMENT SENIOR LECTURER..............................................................................................18
Job specification...................................................................................................................................19
PART 2- EMPLOYEE PERFORMANCE, DEVELOPMENT, AND REWARD..............................21
REFERENCE - TESCO......................................................................................................................21
INTRODUCTION...............................................................................................................................21
TASK 3.....................................................................................................................................................22
THE DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT.........................................22
HOW THE EMPLOYEE TRAINING NEEDS ARE IDENTIFIED...................................................24
Several Training Needs Assessment technique......................................................................................24
IMPORTANCE OF HAVING A SYSTEMATIC TRAINING AND DEVELOPMENT
APPROACH FOR TESCO.....................................................................................................................25
TO THE EMPLOYEES.........................................................................................................................25
EFFECTIVENESS OF TRAINING AND DEVELOPMENT IN TESCO ABOUT THE DELIVERY
OF RETURN ON INVESTMENT.........................................................................................................26
SECTION 3- EMPLOYEE RELATIONS.............................................................................................27
REFERENCE ORGANIZATION- ITV............................................................................................27
EMPLOYEE RELATIONS....................................................................................................................27
IMPORTANCE OF ITV TO MAINTAIN GOOD EMPLOYEE RELATIONS................................27
INFLUENCE OF EMPLOYEE RELATIONS ON HR DECISION...................................................29

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TASK 1
Recruitment and selection
Case study: wood hill college
INTRODUCTION
Wood Hill College is experiencing a shortage in the teaching staff, and through workforce
planning, the college has identified some of the skill gaps that need to be filled (Armstrong and
Taylor, 2014). The college has decided to post an advertisement for the job in an advert website
which is the primary medium used. Through Human resource planning, the college was able to
plan for the recruitment process to attract applications of interested individuals to apply for the
position (Jamali, El Dirani and Harwood, 2015). The need for recruitment was as a result of high
staff turnover within the college (Abraham et al., 2015). This implied that the employees in the
college might not have been satisfied with the conditions at the place of work hence ended up
leaving the institution to seek for greener pastures somewhere else. According to Arulrajah,
Opatha, and Nawaratne (2015), various issues need to be addressed in the college to enhance
employee retention and acquisition of the best employees to the organization. The human
resource manager has to: formulate clear human resource strategies that shall strengthen
employee retention within the organization, the human resource manager has to apply a variety
of recruitment means to increase the chances of obtaining the more skilled employees to occupy
various positions within the organization (Cristiani and Peiró, 2015). I am going to discuss the
following in order to add value to the existing human resource practices in the college: various
recruitment sources that the college can use to fill the vacant positions rather than just relying on
online advertisement, the recruitment process that the college shall apply in order to fill the
vacant positions, human resource planning to enable the college appreciate this human resource

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function and make it useful to facilitate timely acquisition of the desired workforce and the
selection function to allow the college to select the best candidates to ensure achievement of the
desired objective(Shailashree and Shenoy,2016).
RECRUITMENT
This refers to the process where organizations search for the candidates to fill various vacant
positions and attract them to apply for the jobs (Chang and Chin, 2018).
FACTORS AFFECTING THE NEED FOR RECRUITMENT
According to Collings et al. (2018), various elements create the need for recruitment in an
organization, for instance, in wood hill college multiple factors have resulted for the recruitment
decision by the college. These factors are:
EXPANSION AND GROWTH OF THE COLLEGE
The college is expanding; hence there might be a need for the introduction of new courses which
automatically shall lead to the need for more tutors hence the recruitment.
EMPLOYEE TURNOVER
The rate at which the employees are leaving the college is high hence the need for recruitment of
the new staff to fill the vacant positions

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POTENTIAL SOURCES OF CANDIDATES FOR RECRUITMENT FOR WOOD HILL
COLLEGE
Su and Yang (2015) state that there are mainly two sources of recruitment for the college which
are internal sources and the external sources.
INTERNAL RECRUITMENT
This is the recruitment which takes place within the organization (Chytiri, Filippaios, and
Chytiri, 2018). Since the college is experiencing a high turnover rate, the chances are high that
there are employees who play crucial administrative roles who might leave the organization.
Internal sources include transfers, promotions through internal job postings and re-employment
of ex-employees (Nikolaou and Ostrom eds., 2015).
Advantages of internal recruitment
It is cheap
Less time consuming
No in-depth interviews required for the candidates
Source of motivation for the employees because their capabilities are recognized when they are
offered promotions.
Enhance easy evaluation of the candidates by the employer.

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DISADVANTAGES OF INTERNAL RECRUITMENT
Leads to inbreeding which discourages new blood from joining the organization
The internal sources may be exhausted making it difficult for the organization to acquire the
required employees to fill the position when it is too urgent.
There is a lack of new ideas which are usually brought by external people to the organization.
EXTERNAL SOURCES OF RECRUITMENT
According to Glaister et al. (2018), this is where the individuals to occupy various positions in
the organizations are solicited from outside the organization. The external sources include:
ADVERTISEMENT
There are multiple means of publication which are: online advertisement like the one used by
Wood Hill College, use of posters, newspaper adverts, etc.
USE OF RECRUITMENT BODIES
Recruitment bodies that offer recruitment services for the organizations that require new
employees at a fee.