The Impact of HR on Organizational Success

This assignment examines the crucial role of Human Resource (HR) management in achieving organizational objectives. It emphasizes the importance of selecting competent employees, providing training and development opportunities, and fostering a positive work environment. The analysis highlights how HR practices contribute to enhanced productivity, employee satisfaction, and overall organizational success. Specific examples from ITV are used to illustrate key concepts.

HUMAN RESOUCRE
MANAGEMNET
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Contents
INTRODUCTION.....................................................................................................................................4
TASK 1.......................................................................................................................................................4
P1 Role of HR Manager and purpose of workforce planning..................................................................4
P2 Strength and Weakness of Recruitment and Selection approaches.....................................................5
M1 Function of HR in achieving organization’s objective......................................................................6
M2 Merits and Demerits of different approaches of Recruitment & Selection........................................6
TASK 4.......................................................................................................................................................6
P7 Conduct an Investigation for Woodhill College.................................................................................6
TASK 2.......................................................................................................................................................8
P3 Benefits of HRM Practices used by TESCO......................................................................................8
P4 Effectiveness of different HRM practices for organizational benefits................................................8
M3 Different training methods used by TESCO......................................................................................9
D2 Critically evaluate HRM Practices of TESCO’s................................................................................9
TASK 3.......................................................................................................................................................9
P5 Importance of Employee Relation......................................................................................................9
P6 State the main elements of employment legislation..........................................................................10
M4 Evaluate the aspect of employee legislation and employee relation................................................11
D3 Critically evaluate application of HRM practices of ITV.................................................................11
CONCLUSION........................................................................................................................................11
REFERENCES........................................................................................................................................13
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INTRODUCTION
The success and growth of business enterprise rely on its skilled and talented employees.
Thus, the prime responsibility of every organization is to hire competent and knowledgeable
personnel that contributes effectively towards achieving firm’s goals and objectives (Armstrong
and Taylor, 2014). The term Human Resource Management refers to the process of hiring and
selecting workers, training and development, proving induction or orientation, performance
appraisal, benefits and compensation, motivation, developing and maintain good relation etc. In
simple words it means managing employees in an efficient and effective way. The main function
of HR Department is to maximize the productivity of workforce. This report talks about three
different organization namely TESCO, ITV, Woodhill College and their contribution towards
increasing the efficiency and productivity of their employees. It also states the impression of
HRM practices on their business growth and practices and how they select workforce and
effectiveness of training on their performance.
TASK 1
P1 Role of HR Manager and purpose of workforce planning
Employees are considered as the most important asset of the business concern as they
generates higher sales and profitability for them. It is workers only who carry out all the
activities of company in a structured manner. The job of HR Manager is to organize and shape
people effectively so that they can they can carry out all functions and activities appropriately.
The HR Manager of Woodhill College is recommended to perform four roles that increase the
productivity of their personnel which ultimately increase firm’s sales and revenue figures.
Following are the detailed description of their roles:
As a Business Partner Their role is to formulate policies and
procedures keeping in mind the welfare of
employees. They also provide feedback to
worker as per their performance which
motivates them to work hard. They set goal
for workforce according to which they have to
perform. They act as intermediary between
top level and human resource of company.
As a Change Agent In this modern era, where everything is
changing is so rapidly, it becomes essential
for every business enterprise to modify
themselves as per the change in the market
place. Change assist in enhancing the
productivity of employees which ultimately
maximize the profitability and sales figures of
an organization. The growing competition and
technological innovation anticipate changing
need. For instance, Woodhill College can use
external sources for hiring employees. This
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gives them competitive advantage over their
rivals. Also they are require to manage
effectively their existing and future needs.
As an Employee Advocate The main role of HR is to clearly define roles
and responsibilities to their workforce. They
are also liable to handle the issues or
grievance of employees. They act as coach
and provide them guidance or direction
towards accomplishing their target in a
significant manner and within the time-frame.
Workforce Planning is mainly used by organizations in order to align the priorities and needs of
workforce in to order to meet its production, legislative, regulatory requirement and company’s
goals in a significant manner. It is considered as the function of HRM that deals in identifying
and evaluating the need of company in the context of type, size, ability, knowledge and creativity
of its personnel towards business objective effectively (Beardwell, 2015). The process is used in
order to determine the impact of external, internal environment on the operations and functioning
of Woodhill College. It aims at searching skilled and talented employees for business concern
and put them on right place or job as per their skills and knowledge at right time. It is also known
as talent planning as it ensures increasing the productivity of workforce that ultimately increases
firm’s profit and sales.
P2 Strength and Weakness of Recruitment and Selection approaches
Recruitment refers to the process of attracting and selecting skilled and talented people
for jobs (permanent or temporary) within the business enterprise. It means finding and selecting
best and skilled candidate that attains company’s objective in an effectual. Cost-effective and
timely manner. Whereas on the other hand the term Selection means choosing competent person
from the pool of applicants. Selection process enable firms to go through large number of
candidates and then select the best one that fulfils the desire and goals of business concern. There
are two ways namely Internal and External in which a company can recruit and select the
personnel. Woodhill College is currently recruiting via one source that is putting opening on
their websites. But they lack in communicating about the vacancy among group of people which
limits their choices & preferences in context of hiring candidates. But now their new HR
Manager is required has developed effective recruiting strategy which wider their choices and
they decided to select people from others sources as well.
Internal Source: Under this, Woodhill College can recruit personnel for latest opening from the
existing or current staff (Thompson, 2014). This is done by transfer or promotion. Following are
the strength and weakness which are described as follows:
Strength Weakness
 Boost the morale and enthusiasm of
existing employees.
 Economical Process
 Risk Factor is minimal
 Limits innovation and creativity
 Generate conflict or disputes among
current employees.
 Lack of new and fresh talent
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 No additional cost for training as
selected employees are already
familiar with the working environment
and culture.
 Promotion or transfer indirectly
creates another vacancy which
ultimately creates burden on firm to
fill it.
External Source: Under this method, Woodhill College can hire employees from outside their
campus or college premises. They can recruit via job portals, employment exchange, direct
recruitment etc.
Strength Weakness
 Opens gate for fresh talent
 Promotes Diversity
 Promotes creativity and Innovation
 They are already trained, thus requires
less training
 Expensive as compared to Internal
 Time-Consuming
 High level of Uncertainty
 Promotes high competition among
new and existing employees.
M1 Function of HR in achieving organization’s objective
The main function of HR Manager is to hire talented and skilled personnel that
contributes both effectively and efficiently towards accomplishing firm’s objective. They are
required to motivate their staff and provide training to them that ultimately increases their
productivity (Bratton and Gold, 2012). Managers are also liable to provide good working
environment which motivates them to work hard and retain them for longer period.
M2 Merits and Demerits of different approaches of Recruitment & Selection
Internal Source:
Advantages Disadvantages
 Economical and Flexible Process
 Supports and encourage existing
employees
 Lack of innovation and creativity
 Creates another vacancy
External Source:
Advantages Disadvantages
 Provide platform to fresh talent
 Promotes Diversity
 Time consuming
 Expensive Process
TASK 4
P7 Conduct an Investigation for Woodhill College
1. Prepare Job Advertisement:
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JOB OPPOURTUNITY
Woodhill College is searching for knowledgeable, skilled and innovative candidate for
available position in the field of Marketing and Human Resource.
Qualification: Preferred MBA or Graduation from recognized university or college
Experience: Minimum 3 years of experience will be count on
Age : Between 30- 45
Salary: 25, 000 (in pounds) negotiable
Working Hour: 9:30 Am to 5: 00 Pm.
Interested candidates are require to response within 10 working day post to the date of
advertisement. Candidate can apply on website as well. For further query, write us down at
www.woodhillcollege.uk.in or call us at 56393797383
HR Manager
Woodhill College
B) Source of Advertisement
 Social Media websites such as Facebook
 Bulletin Board of College
 Job Portals
 Television
 Newspapers
 Magazines
 Digital Media
C) Person Specification
Name : ABC
Phone No: 7623737
Location: London
Educational Qualification:
Post-Graduation College/University
Graduation University/College
Senior Secondary London School
Secondary London School
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Experience: Three years of experience in human resource department with reputable firm.
Achievement : Employee of the month for continuous two months
Excellent Communication and Leadership Skills
I hereby declare that all above mentioned information is correct as per my knowledge and
experience.
XYZ
TASK 2
P3 Benefits of HRM Practices used by TESCO
Employee and Employer are the main assets of business enterprise that supports in
generating higher revenues and profitability. In order to carry out all operations and activities
smoothly, the prime responsibility of HR Manager is to establish good relationship with
personnel. Employers are required to formulate policies and procedures as per the interest and
welfare of workforce. They are require to motivate, encourage and direct them towards attaining
objectives of the firm effectively (Chelladurai and Kerwin, 2017). TESCO believes that if their
employees are satisfied then only they will fulfil the desire and wants of customer. Thus, TESCO
provides effective training to its employees that increases their efficiency and productivity which
is beneficial for its personal and professional growth. TESCO is following both ON and OFF
THE JOB training techniques that will ultimately enhances their employee’s performance. They
are also involving their workers in their decision making process that makes them feel
contributes and as part of TESCO’s family. TESCO is having competitive advantage in terms of
providing good working condition which automatically energize the workers. Training and
development promotes innovation and creativeness. TESCO manager is require to deal
effectively with worker’s grievances and came up with solution that satisfies them. They are also
required to appraise the performance of worker by rewarding them, this will further support them
to work more effectively and generate lead for the business concern.
P4 Effectiveness of different HRM practices for organizational benefits
The HRM practices proves to be effective and efficient enough for Tesco in context of its
growth and productivity at last level. They have accomplished various Mile Sports with its
systematic structured HRM practices. The growth and success of any business enterprise depend
upon how their workers contributing anus operation and functions. Tesco provide training to its
employees that increases their productivity and efficiency which ultimately affect its sales and
revenues. Living are the effectiveness of different HRM practices.
Innovative and creative employee: Tesco promote and supports the creativity innovation of its
workforce we are able to achieve higher competitive advantage with its employee’s innovation.
They are providing friendly supportive working environment that motivates their employees to
work hard and contributes in a constructive way towards achieving business objectives (Wright
and McMahan, 2011). Employees are in direct relationship with potential buyers that means they
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are well aware of their needs and desire that assist the company in providing those product and
services that ultimately meets customer requirement.
Effective execution: Both leaders and managers chill role in setting goals and objective of the
firm. The HR manager of company hires right candidate for right job at right time and leader
provides direction and guidance to them increasing their overall productivity and efficiency.
Basically both managers and leaders shape the employers in such a way that enhance their
performance (Harzing and Pinnington, 2010).
Effective reward impact performance: Tesco manager are required to appraise the
performance of their employees which ultimately motivates them. This appraisal can be in form
of monetary and nonmonetary. Motivated employee further motivates their co-worker and build
their enthusiasm. With the help of this they can retain their workers for longer duration. For
instance referred firm is giving free holiday package to workers who perform well.
Team and Individual Goal with effective communication: Company’s make policies and
regulation as per employee’s interest but they are not effectively communicating it which
ultimately creates bad impression or result in the minds of workers. Thus, organizations are
required to communicate their policies in a systematic way. Also they are required to formulate
policies as per employees and clearly describe them about their job or role.
M3 Different training methods used by TESCO
TESCO used both on and off the job training method in order to increase the effectiveness and
efficiency of its workforce. They even involve them in their decision making process which
makes them feel contributed. Their HR Manager clearly defines roles and responsibilities to
them which makes easier and flexible for them to work with much more dedication and
enthusiasm.
D2 Critically evaluate HRM Practices of TESCO’s
According to Wilson, (2015) TESCO gives constructive and effective training to its workforce
that improves their overall productivity and efficiency. They provide them training which gains
their knowledge, skills and ability to perform task in a signified manner. TESCO’s gain
competitive advantage over their rivals in terms of involving their employees in their decision
making process.
TASK 3
Case Study: ITV
P5 Importance of Employee Relation
Employee relation is the base for any organization. Although company like ITV do take care of
their employees in proper manner. As they are responsible for completing their work and task on
time with limited resources in effective way. Moreover, there are various importance of
employee in organization. Some of those significance of workforce in company is as follows:
PRODUCTIVITY: Since, company has the responsibility of giving direction to their employees
so that they can work in perfect way and motivating them on regular basis they increase their
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performance which result into greater work and this somewhere help in achieving goal and
objective of firm (CHUANG and Liao, 2010).
Coordination: coordination in between employees make firm to perform in better manner.
Therefore, companies also help in reducing the conflict in between employees and bring healthy
relation among them which convert to motivation and result into timely completion of task.
ACHIEVES GOALS AND OBJECTIVES: employee relation should be there in organization
as because this is something which manipulate employees to work enthusiastically and complete
their working within the time period stated to them. Therefore, the prime responsibility of every
HR Manager is to establish good relationship with their employees so that they discuss
everything with them.
P6 State the main elements of employment legislation
Employment It is important for every organization to hire
and select best and talented personnel that
with their skills, knowledge and ability attain
the objective of firm in an effectual manner.
Moreover, employee with its skills utilize the
resources in an optimum way that results in
achieving task or goal within time-frame.
Wages and Remuneration In order to retain employees for longer
duration, ITV is required to give them wages
as per their performance. Also in addition
they can provide incentives to them in terms
of monetary and non-monetary depending
upon the performance and productivity of
worker. This will further motivate them to
work hard and also retain them for longer
period. It is essential for every firm to pay fair
wages to its workforce, otherwise they can
switch to other companies because employees
work for money. Therefore ITV is required
give fair wages and remuneration to its
employees.
Equality It is important for every firm to treat their
employees fairly and equally. ITV is required
to provide equal opportunities to their
employees. They are require to judge
personnel on the basis of their skills,
knowledge, capability etc. Equality among
workers promotes good and friendly working
environment that assist in achieving their
objectives in a better way.
Working Condition This legislation deals in providing working
hour to employees that is suitable and
comfortable to them. ITV is promoting
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friendly working environment which
motivates employees to work hard. It mainly
covers rest period, lunch hour, working
period, laws related to women and young
population.
Data Protection Workers of ITV is not liable to share
information with any unauthorized person. If
any situation, they share there are solely
responsible for its consequences. They are
liable to limit the information or pass the
same within the business premises rather than
sharing it with some other person who dies
not belong to the respective firm.
Health, safety and Welfare ITV is required to taken into consideration
employee’s health and safety. There should be
medical room in the premises of company that
take care of employee’s health and safety.
M4 Evaluate the aspect of employee legislation and employee relation.
The success and growth of company rely on employees and its productivity. Thus
organization are required to maintain good relationship with them as they are directly
communicates with customer (Kinicki, 2013). Also they are liable to taken into consideration all
important factor that is related with employee’s welfare and benefits. Employees are the main
asset of the company as they yield higher profitability ratio and generates sales leads. Therefore,
every business concern is required to satisfy their employees first in terms of giving them
friendly working environment which motivates them work hard and they are recommended to
appraise them for their good performance or work.
D3 Critically evaluate application of HRM practices of ITV
According to Petruck, (2015), HRM is mainly related with managing personnel in
effective and efficient way that ultimately leads to achieve overall objective of the firm in an
appropriate manner. The key responsibility of HR Manager is to establish strong relationship
with its personnel and motivates and encourage them to work hard. ITV is conducting training
session for its employees on frequent basis which motivates them and improves their
productivity. They also give them benefits in term of both monetary and non-monetary.
CONCLUSION
As per the send report it can be concluded that the success of any organization depend
upon its talented and people. The HR department laid stress on and selecting best candidate that
effectively and efficiently achieve objectives. HR manager also provide training and
development to its workforce which results in enhancing their overall performance. Training is
beneficial for both personal and professional growth. Companies are require to make legislation
considering the Welfare and benefit of personnel. Company can achieve goals and objective in
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an effectual manner by providing proper training and guidance to its entire workforce as they are
the one who generates profits or revenues for them.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice.
Kogan Page Publishers.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary approach.
Pearson Education.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave Macmillan.
Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management influence
organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation. Human
Kinetics.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into strategic
human resource management. Human Resource Management Journal. 21(2). pp.93-104.
Harzing, A.W. and Pinnington, A. eds., 2010. International human resource management. Sage.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service context: Taking
care of business by taking care of employees and customers. Personnel psychology. 63(1). pp.153-196.
Purce, J., 2014. The impact of corporate strategy on human resource management. New Perspectives on
Human Resource Management (Routledge Revivals). 67.
Kinicki, A. and Kreitner, R., 2012. Organizational behavior: Key concepts, skills & best practices.
McGraw-Hill Irwin.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices on
employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive classic in adult
education and human resource development. Routledge.
Crook, T.R., Todd, S.Y., and Ketchen Jr, D.J., 2011. Does human capital matter? A meta-analysis of the
relationship between human capital and firm performance.
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