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Report on Recruitment and Selection Process : Case Study on Woodhill College

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Added on  2020-06-06

Report on Recruitment and Selection Process : Case Study on Woodhill College

   Added on 2020-06-06

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Human ResourceManagement
Report on Recruitment and Selection Process : Case Study on Woodhill College_1
Table of ContentsINTRODUCTION...........................................................................................................................1PART 1............................................................................................................................................1TASK 1 ..........................................................................................................................................1P1. Objective of workforce planning and role of human resource manager in it.......................1P2. Strengths and weaknesses of recruitment and selection approach........................................3TASK 2 ...........................................................................................................................................4P7 Application of Human Resource practices............................................................................4a) Job advertisement ...................................................................................................................4b) Advertisement channels..........................................................................................................5c) Job description and Person specification................................................................................5PART 2 ..........................................................................................................................................7TASK 3 ...........................................................................................................................................7P3 Benefits of HRM practices for employer and workforce.......................................................7a) Difference between training and development.......................................................................7b) Determination of training needs and different methods of training........................................8c) Benefits of systematic approach to training & development .................................................9P4 Effectiveness of training and development..........................................................................10PART 3 .........................................................................................................................................10TASK 4..........................................................................................................................................10P5 Significance of maintaining good employee relation and its impact on HR decision making...................................................................................................................................................10P6 Key components of employment legislations......................................................................11CONCLUSION .............................................................................................................................11REFERENCES .............................................................................................................................12
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INTRODUCTIONHuman resource management is an act of recruiting and managing employees in the firm.It is an important function of every organisation as it is responsible for hiring skilled andcompetent workforce in order to ensure successful accomplishment of objectives and targets.Major responsibility of human resource manager is to identify manpower needs of company andfulfil that the same (Baluch, Salge and Piening, 2013). The department oversees training anddevelopment, recruitment, benefits, compensation, performance appraisal, rewarding, etc. ofemployees. Roles of manager fall in three main areas i.e. staffing, defining work and worker’sbenefit. In the present assignment, three companies are given i.e. Woodhill College, Tesco andITV. The report is divided into 3 parts where first one includes recruitment and selection inwhich objective of workforce planning and role of human resource manager are defined. It alsoinvolves merits and demerits of recruitment and selection approach. Second part is related toemployee’s development, performance and reward in which benefits of providing training toworkforce as well as its effectiveness in terms of discharging return on investment are defined.The last part includes employment relationship in which significance of maintaining healthyemployee relation, components of employment legislation and its impact on human resourcedecision making are described. PART 1TASK 1 Case study: Woodhill College The case covers requirement of recruitment for new staff in Woodhill College. As collegeis rapidly developing, need of hiring skilled human resources arise. The organisation does nothave a particular strategy that emphasize on managing their present and future requirementseffectively. So, the college needs to change its recruitment process and explore other hiringsources to select the best candidates from a large pool of applicants (Arrowsmith and Parker,2013). P1. Objective of workforce planning and role of human resource manager in itWorkforce planning refers to a process which is used to align priorities and needs of firmwith those of employees in order to ensure that it can meet its regulatory, legislative, production1
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and service requirements as well as organisational objectives. It is an ongoing process whichensures that right number of individuals with appropriate competencies and skills are employedat right place in order to deliver short as well as long term objectives of an organisation (Bloomand Van Reenen, 2011).The function of Human Resource Management is concerned with recruitment, selection,management and motivating employees in company. The responsibility of manager of WoodhillCollege is to extract best out of their workforce by administering them appropriate training anddevelopment so that objectives of the firm can be achieved. Various decisions are taken byhuman resource manager for the welfare of employer and workforce. They perform differentroles in order to manage resources of company. Some of the roles are defined as below:RolesResponsibilitiesStaffing In Woodhill college, human resource manager anticipates present and futureneeds of workforce and identifies the gap between them in order to fulfil it.They hire skilled candidates who are able to attain objectives of company. Itis necessary for manager to carefully identify needs of employees and bridgethe gap. Training anddevelopmentMain responsibility of the manager is to determine training needs ofemployees and design appropriate training event in order to fulfil their needs.It helps administrator in improving motivation level of workforce so that theywill be able to work in a better way and improve the performance of college. EmployeeadvocateHuman resource manager handles and monitors the performance appraisal ofemployees and follow method of 360 degree feedback. They organiseworkforce planning process and develop a strong relationship in betweenemployer and employees. They handle all the grievances of workforce andadminister them an appropriate solution (Caligiuri, 2014). Change agentHuman resource manager identifies different management practices andbridge the gap among them. They develop effective communication plans ona regular basis so that issues of workforce can be handled in a proper manner.They bring change in the organisation and accept those as per the situation. Purpose of manpower planning: 2
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