HRM Practices Effectiveness of HRM Practices used by TESCO
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Added on 2020-06-03
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RESOUCRE MANAGEMNET 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 Internal 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 P
HRM Practices Effectiveness of HRM Practices used by TESCO
Added on 2020-06-03
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ContentsINTRODUCTION.....................................................................................................................................4TASK 1.......................................................................................................................................................4P1 Role of HR Manager and purpose of workforce planning..................................................................4P2 Strength and Weakness of Recruitment and Selection approaches.....................................................5M1 Function of HR in achieving organization’s objective......................................................................6M2 Merits and Demerits of different approaches of Recruitment & Selection........................................6TASK 4.......................................................................................................................................................6P7 Conduct an Investigation for Woodhill College.................................................................................6TASK 2.......................................................................................................................................................8P3 Benefits of HRM Practices used by TESCO......................................................................................8P4 Effectiveness of different HRM practices for organizational benefits................................................8M3 Different training methods used by TESCO......................................................................................9D2 Critically evaluate HRM Practices of TESCO’s................................................................................9TASK 3.......................................................................................................................................................9P5 Importance of Employee Relation......................................................................................................9P6 State the main elements of employment legislation..........................................................................10M4 Evaluate the aspect of employee legislation and employee relation................................................11D3 Critically evaluate application of HRM practices of ITV.................................................................11CONCLUSION........................................................................................................................................11REFERENCES........................................................................................................................................132
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 1P1 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 toperform. 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 ofan organization. The growing competition andtechnological innovation anticipate changing need. For instance, Woodhill College can use external sources for hiring employees. This 3
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 creativityof 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 functioningof 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 knownas 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 approachesRecruitment 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 personfrom 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. Thereare 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: StrengthWeaknessBoost the morale and enthusiasm of existing employees. Economical ProcessRisk Factor is minimalLimits innovation and creativityGenerate conflict or disputes among current employees. Lack of new and fresh talent 4
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