Resource Management in Organizations

The provided text presents a comprehensive exploration of resource management within organizational contexts. It delves into diverse facets, encompassing human resource management, particularly focusing on workforce planning and the role of HR managers. The discussion extends to project management principles, emphasizing the importance of systems-based approaches and effective scheduling and control. Furthermore, it examines strategic knowledge management, highlighting its significance in fostering innovation and performance enhancement. Notably, the assignment incorporates insights from academic sources, including journals and textbooks, to provide a robust theoretical foundation for understanding resource management.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Role and purpose of human resource manager in work force planning............................1
P2 Different approaches in recruitment and selection process with its strengths and
weaknesses.............................................................................................................................2
TASK 2............................................................................................................................................4
P7 The application of HRM practices in Woodhill College...................................................4
TASK 3............................................................................................................................................6
P3 Benefits of human resource practices in the context of employer and employee.............6
P4 Effectiveness of training and development programmes in TESCO................................9
TASK 4..........................................................................................................................................10
P5 An analysis on importance of employees relations and their impact on HRM decision
making..................................................................................................................................10
P6 Key elements employment legislation as well as its impact on HRM decision making10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is a process by which employees of a company can be
managed in a structured manner. Its main objective is to acquire, develop and retain the best
talent of employees which includes many processes like recruitment, selection, induction,
training and development, motivation, benefits and compensation, etc. HRM also helps in
increasing productivity by improving performance of employees. To make and develop healthy
relations among employees HR involves all employees in decision making process so that
organisation can grow in an effective manner (Alarcon, 2011). The present report has been
prepared by distributing in three parts where First part involves the recruitment and selection
process in context of Woodhill College of the UK, Second part consists project on ITV and last
section has described factors use by HR managers in TESCO to improve skills and knowledge of
its employees.
TASK 1
P1 Role and purpose of human resource manager in work force planning
The purpose of workforce planning in any organisation is to ensure that there has an
adequate supply of people with all skills, knowledge and experiences required to deliver
business' long and short-term objectives. Its main aim behind planning is to identify workforce
requirement related to strategic objectives. The workforce plan describes roles of employees by
which they interacts and competencies required for effective performance.
Workforce planning means to involve the best talent management in the organisations, so
that they can meet their regulatory, service and production requirements (Kircher and Jain 2013).
HR managers are primarily responsible for designing and implementing a workforce planning
strategy (Bell and et. al., 2011).
HRM of Woodhill College undertakes all such functions effectively with regard to
conduct recruitment and selection process so that skilled and high-educated persons can be hired.
This College of UK is one of the best education firms which is known for its high educated staff.
It has a well-structured administration (Role and purpose of human resource manager in work
force planning,2017). Its HR always try to recruit best teachers who provide best education to its
students. Thus, for fulfilling organisational goals and objectives, it is necessary for HR managers
of Woodhill College to follow functions of HRM that are described as below:-
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Selection and Recruitment: HR planning involves the process to choose and place an
eligible person at right job within specific time period. Recruitment involves gathering a pool of
applicants from which suitable candidates can be selected. After recruiting candidates, its time to
select them which involves process of screening, testing, interviewing and hiring the most
suitable candidates in workforce of an organisation (Cavusgil and et. al., 2014).
Job analysis: This process analysing the determining of requirements in workforce for
carrying out specific tasks so that better result can be attained in an effective manner.
Monitoring: HR also monitors all work carried out by employees and staff of Woodhill
so that they can give the best education to its students.
Training and Development: It is a method provided for enhancing employee's skills,
increasing performance and improving their morale to achieve business growth and success of
organisation (Hewitt, 2014).
Maintaining relationship: Main responsibility of HR in Woodhill College is to maintain
a strong relationship among its staff by determining their needs regarding working environment,
bonuses, etc. It also helps in developing a positive and healthy environment in business which
helps in carrying out the operations smoothly as well as giving all necessary information required
for their overall development (Demerouti and Bakker, 2011).
Human resource management of Woodhill College brings the ability to fulfil all business
requirements through managing needs of its staff. Main objective behind performing all given
functions of this college is to ensure the availability of qualified and willing workforce. They
provide all monetary and non-monetary rewards as a part of compensation to all staff which
motivates them in improving their performance.
P2 Different approaches in recruitment and selection process with its strengths and weaknesses
Recruitment and selection process is main function of an organisation to run smoothly.
This process brings new person in a firm who takes the business to new heights if he is right
otherwise wrong ones can harm and can create a toxic workplace. Before recruiting an employee
in workforce area HR managers analyse the current and future needs of their business
organisation to meet demand up to a great extent. The terms job design, performance appraisals,
career planning and transfers etc. are related recruitment process that are perform by human
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resource management. Thus, internal and external methods are normally use to recruit employees
(Dezsö and Ross, 2012).
Internal sources: Internal sources includes the process in which employment
opportunities are filled from inside an organisation. This process can assemble a strong loyalty.
HR managers offer the chance to its employees for changing their job position. Managers notice
them about current vacancy within an organisation. Therefore, it reduce time and cost behind
recruiting an employee to fulfil a vacant position (Griffin, 2013). If there has strength of this
method, then its weaknesses also exists which are shown in below table:
Strengths Weaknesses
 This method is a cost effective and
consumes less time.
 Quick decision making is one of the
strongest strength of this method.
 It motivates the employees by
promoting them on new positions.
 Number of applicants will be limited in
this method.
 Promotion creates new challenges for
employees which brings insecurity in
them.
 It does not bring new skills in the
organisation which reduces broad
possibilities of innovative ideas.
 It can cause conflicts among other
employees.
External source: If a company wants to bring a person with fresh idea in a company then
it should be advisable to recruit him from external sources. This method brings the candidates
who are more dynamic with their workforce. This method has covered a wide area of job
demand through which management of the organisation can very and choose which candidate
suites them best. This method provide a candidates full of passion having all desired qualities
and qualifications required to fulfil a vacant position. Behind so many benefits of this method, it
has also holds some weaknesses which are discussed as below along with its strengths:-
Strengths Weaknesses
 Number of applicants are wider.
 It brings a fresh face with innovative
 It is a long process method.
 It consumes a lot of time for HR
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ideas in an organisation.
 The vacant position is filled by that
candidate who has covered all eligible
factors required.
managers of an organisation to handle
all job candidates in selection process.
 This is an expensive process as it
includes various advertisement
campaign and interview method to
select candidates.
Human resource management of Woodhill uses various methods and techniques to locate
and employment the best candidates in its workforce. Through examining all strengths and
weaknesses of methods given in recruitment and selection process, members of HR of this
college use external methods more to hire high-grade teachers, well educated staff in its
administrative system (Griffin, 2013). The main purpose behind recruiting process is to provide
best education of the students which brings more prosperity of this college among other
educational firms of the UK.
TASK 2
P7 The application of HRM practices in Woodhill College
One of the important element in HRM practices is human resource planning which
enables management in understanding HR requirements. Human resources are essential assets of
any company. HR management at Woodhill College gives precedence to those candidates who
possess high technical knowledge about computers and have education in same field (The
application of HRM practice, 2016). To hire new employees, authorities in HR advertise about
different vacant positions at workplace in newspapers and social sites to invite candidates. After
getting applicants they shortlisted them on basis of their required eligibilities then called them
for further interview process. Herein, job vacancies are posted not only in form of advertisement
but HR carry other methods also like taking help of consultancies, job portals etc. So it needs to
make a job evaluation (Heizer, 2016). It is a key component of HRM process that help in
evaluating jobs where people have been employed at. Thus, in order to analyse a job, there are
four steps that should be conducted by HR management (Hewitt, 2014).
Job Analysis: This is the first stage of job evaluations which carries information about
various aspects of job.
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Job Description: Herein, a thorough profile of job is prepared which consists information
such as roles and responsibilities to be carried out by individual who would be appointed at the
post.
Job specification: It includes all skills and abilities that is required by an individual who
is interested for that job. He must have all knowledge, experiences and degrees required to fit
fKircher, M. and Jain, P., 2013Hewitt, K., 2014Griffin, R. W., 2013or a vacant position.
Job Classification: This part included the information based on pay scale.
HR of Woodhill College has seen that there are some vacancies in its teaching staff
which required two teachers in commerce faculty, so its HR has made the following job
evaluation:
Advertisement of Job will be:
Job Vacancy
Position (Lecturer): 2
Subject: Human Resource Management
Description: There are two vacancies as lecturer in Woodhill College. So candidates require to
possess all desire qualifications and skills. It is one of the best college in UK which is known
for its highly education system. It provides all over developing courses with best education to
all its students for making their future bright. So its a honoured for you to join and be a part of
this reputed family.
Required Qualifications and Experience:
 Graduation degree.
 Post Graduation degree.
 Master in Business administration.
 Minimum six years of experience in an affiliated college.
 Good communication skills, having knowledge of UK English and French.
 Technical knowledge.
Salary: As per norms.
Candidate having all required eligibilities as mentioned above and can upload his updated
resume on college website- [e-mail] as soon as possible. After screening
their resumes authorities of Woodhill College will call them for further selection process.
Required Job Specification as:
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Job Description
Post Description: Teachers should have command on their subject. They should have all
effective skills to maintain class decorum and discipline. They must have thorough knowledge
of curriculum and other standards to uphold in classrooms.
Qualifications and degrees required:
 Graduate in Business Administration.
 MBA in Human resource Management.
 Certification in Computer Applications.
 6 years minimum experience.
Staff Expectations:
 Communication skills should be strong.
 High impression on students through effective teaching.
 Positive attitude must required.
 Can adjust in any condition.
TASK 3
P3 Benefits of human resource practices in the context of employer and employee
Employer applies training and development programs to provide them skills and
knowledge according to their job so that they perform their tasks effectively. This help firm in
accomplishing their objectives by improving subordinates performance. A skilled employee will
carry out activities in better way (Kerzner and Kerzner, 2017). Manager conducts training
sessions to enhance their labour workability by providing them appropriate instructions while in
development they provide them conceptual knowledge about their duties (Kircher and Jain,
2013). The difference of both are as follows:
Training Development
It is device used by manager to improve
employees performance by enhancing
This provide intellectual knowledge to
subordinates and enlarge their ability to
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their capabilities. grow in their career.
Coaching is given to supervisors and
labours.
Seminars are organised for managerial
level.
This tool impact is only for short
duration.
This device is done for long run
influence.
Companies conduct various training programs for their staff members to give them
insight knowledge on their duties so that they are able to perform activities easily. A skilled
worker will perform their tasks in better way as they have complete information and instructions
which guide them. By making them aware about outcomes which they are desired to attain. In
TESCO, manager utilises their talent and then this give them direction to manufacture goods and
services according to customers requirements. This help superiors to anticipate problems and
find appropriate solutions through which they are able to handle complex conditions (López-
Nicolás and Meroño-Cerdán, 2011).
HR department formulate strategies and policies through which they are able to make
their system function properly. TESCO executives carries sessions to improve their employees
abilities so that they perform their tasks and attain their targets within specifies time limit. Their
main objective to apply training and development plan is to expand their business by enhancing
their subordinates skills. Manager evaluate their employees performance to know whether they
are performing according to standards or not. Then they provide on and off job training programs
to make them perform activities through which their efforts lead in achievement of organisation
goals and objectives (Manvi and Shyam, 2014). If employees are having skills in respect to their
post, then they they will take actions through which they complete it within deadlines. Coaching,
role play, case study, job rotation are various methods used by superiors to enhance their
members capabilities. This help in making subordinates learn new concepts and advancing their
talent so that they are able to utilise their human resource.
Organisations uses structured training to enhance their subordinates abilities and keep
them dedicated towards their duties. This help company to attain their goals and objectives by
delivering products and services according to people demand. Superior is required to updating
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their tools and techniques so that they are able to produce items quickly. In TESCO, manager
applies this device through which subordinates have pre-determined way through which they are
able to get groom and learn experience to move to greater position. This help HR to safeguard
from future contingencies and taking care that they have sufficient talent through which they are
able to deliver quality offerings to their clients (Pierce and Aguinis, 2013).It is required for
human resource manager to fulfil data as well as information about workers; therefore, they will
be able to know about their abilities and skills effectually. Certain ways will be used by them
which are stated as beneath: Appraisal: It is must to examine staff members working performance; thus, they will
accomplish their work appropriately. It aids to improve their learning and experience in
an effective way. Manpower: It is must for an individual to possess proper knowledge regarding their job;
therefore, they will perform their duties in an effective way. Training must be provide to
them as per their working only.
 Organisational analysis: manager of company needs to possess sufficient information
about everything so that they will design training and motivational programmes for
workers accordingly. As a result, unwanted cost from working process will get
diminished.
There are some benefits of training programs to employer and employee is mentioned as
beneath:
Benefits to employer Benefits to employee
If effective training is provided to staff
members then, they will accomplish their task
effectually and production of organisation will
get enhanced.
Training assist to provide motivation to
workers; as a result, they will be able to
accomplish their task with maximum
effectiveness and within limited period of time.
It helps to develop reputation of firm at
marketplace.
This helps to maintain healthy relations
amongst superior and subordinates. Therefore,
profits will get enhanced of Tesco.
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P4 Effectiveness of training and development programmes in TESCO
The role of training in any organisation is to improve skills and knowledge of employees
so that they better equipped to do their present job or to prepare them for higher position with
increased responsibilities (Effectiveness of training and development programmes,2017). In
short, training is a systematic development of knowledge and skills required by a trainee to
perform adequately on a given job. It plays a vital role in an organisation with an aim to prepare
employees for current and future jobs. The efficiency and productivity of a company can be
increased by providing an effective training to its employees. Training cannot be measured
directly but change in employees behaviour and attitude occurs as a result of training. By
examining and analysing response of employees regarding training can use to measure its
efficiency (Yates and Paquette, 2011). TESCO has conducted so many training programs at their
workplace to increase skills of its employees. Therefore, in evaluating the effectiveness of these
practices TESCO has used following factors:-
Manpower planning: It is also called as human resource planning consists of recruiting
perfect employees at right place at correct time. This procedure includes- analysing current
manpower inventory, making future manpower forecasts, developing employment and design
training programmes.
Performance Management System: This process enables management of HR to track
and monitor the performance of individual employees, departments and overall organisation.
Training and Development: HR of TESCO mainly focuses on providing most beneficial
training to all its employees for their overall development.
Conflicts Management: HR practices implement all policies and procedures in their
workforce to reduce all conflicts among employees and employers of company.
HRM of TESCO uses many methods in ensuring more profit and increasing productivity
of its business. It has given extra salary and wages to all its workers who has given their extra
time in its workforce (Watson, 2011). HR of TESCO always monitoring the performance of
employees as well as identifying their weaknesses also. HR managers try to reduce their
weaknesses by providing necessary training programmes. By analysing its past record of
employees, these training programmes has proved efficient and beneficial for their overall
development.
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TASK 4
P5 An analysis on importance of employees relations and their impact on HRM decision making
Maintaining healthy relationship between employees in an organisation is necessary to
gain success, high productivity and human satisfaction. Good relationship among employees
signifies that employment should feel positive about their identity, job as well as being a part of
such a great organisation (Shafritz, Ott and Jang, 2015). ITV company considers its employees
as assets, so its HR authorities empower them by giving equal importance of their opinion as
well as involve them in their decision making process. This process increases the productivity of
company by informing all employees about its goals and objectives. It also help the corporation
to move a step ahead from its competitors. HR management must be able to take effective
decisions in favour of employees as well as corporate which helps them in creating a healthy
working environment over there. HR of ITV know values of its workers and their bondage which
helps in success of business of ITV. These decisions are for higher return as well as achievement
of objectives of workers bond which is essentials to promote quality working. HR managers
makes plans and execute them in such a way that this would helps in motivating its employees
which is beneficial for gaining long profitability in ITV. Following are some benefits gained by
ITV through maintaining the employees relationship:- Enhance social welfare: By maintaining industrial relationship, ITV provides benefits
and establish interest among their individuals. Communications: Having a good relations with employees, managers can easily discuss
about issues and problems which helps in finding a solution to reduce that.
 Healthy and Positive working environment: Workers will feel more safe and happier by
working in positive environment.
The term employee relation refers to efforts of company in managing relationship
between employers and employees. Employee relations programmes are typically a part of HR
strategy which are designed in ensuring the most use of them to accomplish the objectives of
company.
P6 Key elements employment legislation as well as its impact on HRM decision making
Laws and regulations have a great impact on HRM decision making process that helps in
smooth functioning among employee and employer of an organisation. HR of ITV Company
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have formulated several strategies to provide healthy working environment through which
employees are able to perform their tasks effectively. ITV follows the given policies in order to
make their system functions legally (Shuck, 2011). Through these legislation it establishes
standardised system which makes it able to improve workers performance. These laws and
regulations are framed by the Government of UK which helps in creating a brand image in
market. These legislation also helps in resolving issues related to equal opportunity, wages, etc.
which are describing as below: Equality Act, 2010: According to this act, all employees are treated equally on basis of
gender, race, beliefs, age and sex orientation. In ITV Company, this acts impacts a major
change in the way of employers deal with their workforce in protected characteristics.
This acts make provisions for protected: pregnancy and maternity, marriage, sexual
orientation, sex, religion etc. Working Time Regulations, 1998: This act provides right to take holidays or a break
from work and controlling the working hours for employers so that they can feel relax
and overcome their stress level.This act brings flexibility in working hours of ITV which
is beneficial for its workers to reduce their stress and workload.
 Health and Safety Act, 1974: It provides a safe working environment to all workers. So
employers should provide complete information to their employees about safety process
which protect them from risks as mentioned in the constitution. By this act, employees of
company feels secure during their working time in ITV. This company has provide a safe
working environment for all its staff, contractors and visitors by keeping their welfare
needs into its account.
CONCLUSION
From this report, it can concluded that functions of human resource management are
important in regard to meet goals and objectives of an organisation. HRM practices helps in
growth and success of any business. These practices includes activities which ensures a strong
position of a company in marketplace. HRM provides effective training and development
programmes to all employees which helps in increasing efficiencies of them that will lead higher
productivity as well as generate greater revenue. They are also highly concentrating upon
planning different policies and procedures to attain company's goals. They also perform many
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responsibilities like recruitment and selection, organising, staffing etc. To conduct all these
activities HR has to consider all legislations made by government of a country.
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REFERENCES
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Bell, and et. al., 2011. Getting specific about demographic diversity variable and team
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Bhamra, R., Dani, S. and Burnard, K., 2011. Resilience: the concept, a literature review and
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Cavusgil, and et. al., 2014. International business. Pearson Australia.
Demerouti, E. and Bakker, A. B., 2011. The job demands-resources model: Challenges for
future research. SA Journal of Industrial Psychology. 37(2). pp.01-09.
Dezsö, C. L. and Ross, D. G., 2012. Does female representation in top management improve
firm performance? A panel data investigation. Strategic Management Journal. 33(9).
pp.1072-1089.
Griffin, R. W., 2013. Fundamentals of management. Cengage Learning.
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Kerzner, H. and Kerzner, H. R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
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innovation and performance. International journal of information management. 31(6).
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Manvi, S. S. and Shyam, G. K., 2014. Resource management for Infrastructure as a Service
(IaaS) in cloud computing: A survey. Journal of Network and Computer Applications.
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Pierce, J. R. and Aguinis, H., 2013. The too-much-of-a-good-thing effect in management.
Journal of Management. 39(2). pp.313-338.
Shafritz, J. M., Ott, J. S. and Jang, Y. S., 2015. Classics of organization theory. Cengage
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Shuck, B., 2011. Integrative literature review: four emerging perspectives of employee
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work’in organizations and management. Journal of Management studies. 48(1). pp.202-
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Yates, D. and Paquette, S., 2011. Emergency knowledge management and social media
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Available Source<https://gethppy.com/talent-management/hr-analytics-workforce-planning>
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The application of HRM practice, 2016. [Online] Available
Source<https://www.ukessays.com/dissertation/examples/business/the-relationship-between-
hrm-practice-and-employee-work-related-attitudes.php>
Effectiveness of training and development programmes,2017. [Online] Available
Source<https://www.slideshare.net/friendanoopg/study-on-effectiveness-of-training-and-
development>
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