Human Resource Management and Employee Well-being

This assignment provides a collection of references and resources related to human resource management, covering various aspects such as employment legislation, employee well-being, and corporate social performance. The references include articles from academic journals and books on human resource management, as well as online resources like Employment Legislation. This document is suitable for students looking for past papers and solved assignments on human resource management.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
TASK 1............................................................................................................................................3
a) Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College.....................................................3
b) Explain the strengths and weaknesses of different approaches to recruitment and selection.4
TASK 2............................................................................................................................................4
a) Write a job advertisement for the role................................................................................4
b) Identify suitable platforms to place the advertisement......................................................5
c) Prepare a job description and person specification for the role.........................................5
PART 2 ...........................................................................................................................................6
TASK 3............................................................................................................................................6
a) Explain the difference between training and development................................................6
b) Describe how training needs are identified and the methods of training used by Tesco...7
c) Explain the benefits for Tesco and the employees in having a systematic approach to
training and development.......................................................................................................7
d) Evaluate the effectiveness of Tesco’s training and development practice in terms of
delivering a return on investment...........................................................................................8
PART 3............................................................................................................................................9
TASK 4............................................................................................................................................9
a) Provide an analysis on the importance for ITV to maintain good employee relations and
how it influences their HR decision making as a result.........................................................9
b) Identify and briefly explain the key elements of employment legislation and how this
influences ITV’s HR decision making.................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is a managerial team in the organisation which deals with
the recruitment as well as selection of the personnel and provide required training to the
employees in an efficient way. Training and development programmes undertaken by an
organisation brings beneficial results to same, as employees are key drivers of success of the
firms. Woodhill College is a South Africa based educational institution. The present report
contains a detailed evaluation of human resource management team in cited organisation i.e.
Woodhill. There is requirement of teachers at the mentioned firm, the report focuses on the
recruitment as well as selection process and the training programme that can be adopted for the
appointed teachers.
PART 1
TASK 1
1.1 Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College
Every organisation needs to plan its workforce for attaining gaining results for the
business. Workforce planning avoids hindrances in the growth and development of a venture.
The present firm is an educational institute that deals with providing knowledge and guidance for
students (Cascio, 2018). It undertakes the workforce planning activities in order to appoint
efficient teaching staff for their students. Teaching staff can bring good academic results as well
as well-mannered behaviour of the students studying in the institute.
Role of the HR manager or the workforce planning manager is to recognise the
requirement of employees in order to undertake the organisational activities. The role of the HR
manager appointed at the cited institute, is to look after turnovers at schools as well as generate
the requirement of workforce for the future. This will ensure the firm in continuing with regular
classes for students. Otherwise, there may occur disturbances in the studies of the students in the
organisation. These disturbances may adversely impact academic results for concerned students
as well as the mentioned educational institute. The HR managers deals with forecasting and
thereby recruiting the personnel in firm. They can also provide training to the recruited
employees. This role played by HR managers helps the cited educational institute to provide

enhanced and effective knowledge through teaching sessions for students, as the managers are
involved with recruiting efficient staff.
In order to accomplish desired results, following are purpose of workforce planning and
role of the HR manager to resource the Wood Hill college:
 Encourage proper number of candidates to fill the vacancy in business.
 Appropriate selection process needed to increasing systematic work performance. Reduce
unemployment issues in the business.
1.2 Explain the strengths and weaknesses of different approaches to recruitment and selection
There are numerous approaches or methods available in order to recruit and select the
required teachers or staff for the concerned organisation. (Brewster and Hegewisch, 2017). A
detailed explanation of these approaches along with their strengths and weaknesses are given
here:
 Internal Sourcing: This approach includes selection among the existing as well as
competent employees for undertaking the teaching activities required in cited firm.
 Strength; This approach requires no or low cost in the recruitment and training
process. In addition to this, manager well known about the candidates because they
are planning from internal department.
 Weakness: It may generate burden on the existing employees and in return reduce
their competency. However, lack of innovative ideas take place in the business to
accomplish desired results.
 External Sourcing: It requires the cited venture to select and appoint the personnel from
outside the organisation. In other words, it includes recruiting as well as selecting fresher
for the vacancies in the institute.
 Strength; The fresher may possess new and effective teaching skills and thus,
generating good environment.
 Weakness: The lack of experience factor may become an area of concern for the firm.
 Third Party Sourcing: This approach involves an agency which can be hired by the
mentioned school in respect of appointing efficient as well as competent staff for the
students.

 Strength: The agency appointed ensures that they recruit and select employees for the
organisation as per their requirements (Shuck and Reio, 2017).
 Weakness: This strategy may require the cited venture to invest a large amount on
recruitment as well as selection.
Out of the above listed approaches, the firm can adopt any of the approach as per their
suitability and undertake the recruitment process.
TASK 2
2.1 Write a job advertisement for the role
In order to appoint the teaching staff, the cited college, i.e. Woodhill, can undertake the
advertising campaign for the personnels interested in the job (Chelladurai and Kerwin, 2017).
The advertisement should posses a complete description of the job and the duties that the
individuals are required to perform. The present firm is appointing a PGT for Economic. The
advertisement for the same is presented as under:
JOB VACANCY
Woodhill College is opening vacancies for the post of PGT economics at + 2
levels
Post Qualification and experience required
Post Graduate Teacher for Economics Qualification: A post graduate degree in
the field of commerce, bachelor's degree
in education, i.e. B.ed.
Experience: Minimum 3 years
experience of teaching Economics.
Walk in the institute with your recently updated Resume, two passport size
recently clicked photographs and the mark sheets.
Only those candidates who have the calibre to teach the students in an effective
way will be selected.

2.2 Identify suitable platforms to place the advertisement
An advertisement can bring efficient results to the organisation only when it is placed
properly in order to reach at targeted customers. Likewise, advertisement generated by the cited
college should be placed in such a way that they reach personnel who are seeking jobs in
educational sector, especially those who have their masters in economics and an experience in
the same may bring more efficient results (Jiang and Lepak, 2017). Now a days, people prefer
registering themselves to the online tools which ensure jobs to the interested personnel as per
their qualification, experience as well as needs. The cited firm should register itself in order to
place advertisements on such sites or apps related to the requirement of PGT of Economics in
mentioned educational institute. Adopting this strategy for advertising the job campaign can
bring desired results for an organisation.
2.3 Prepare a job description and person specification for the role
The job description as well as specification includes the factors to be considered while
employing individuals (Van Wingerden and Bakker , 2017). For an Economics teacher at + 2
levels required at the mentioned college the job specification may include the following factors:
 A professional degree required for teaching in the schools, i.e. B.ed.
 Specialised knowledge or degree regarding the subject that the individuals are expected
to teach, i.e. Economics.
 At least one year of teaching experience of the same for which they are being appointed.
 A thorough knowledge about all the economic concepts and also the person should be
updated with current economic affairs prevailing in the country.
 A well confident individual with good as well as effective communicating skills.
PART 2
TASK 3
3.1 Explain the difference between training and development.
Training as well as development are the two complementary words which are used
together in the context of human resource management. Often the meaning of the same is
misunderstood as the same (Bolmanand Deal , 2017). But, both these words have their different

meanings related to human resource and its management. Training of the employees determine
the mechanism of developing skills as well as competency in the individuals working in Tesco,
whereas, development programme brings overall development of the employees appointed at the
mentioned organisation. Training programme conducted by the cited venture is a short term
programme and focuses on present, while the developmental procedure reflects the long term
programme of the firm and focuses on future.
The training programme adopted by the cited firm is just to develop competencies
required for the job to be performed. In contradictory, development programme involves the
career oriented development of its appointed personnels, as this will ensure more efficient results
to the company. Training programme of the firm is conducted by the human resource department
and it involves trainer as well as trainee (Banfieldand Royles, 2018). The trainer trains the
trainee with certain guidelines to be followed in order to perform their job effectively. It is
undertaken by the current business in order to improve the competencies of the employees. The
developmental plan is undertaken by the employees themselves on their individual parts. The
employees prepare themselves for the future challenges. It generates conceptual knowledge on
the part of the employees and assist them in their overall development or growth procedure.
3.2 Describe how training needs are identified and the methods of training used by Tesco
A training programme is undertaken when an organisation identifies various needs or
grounds for which training is to be provided. The training needs in Tesco is highly generated or
recognised due to the customer's expectations (Guest. , 2017). As Customer satisfaction is the
key component for any venture, Tesco need to undertake training and development mechanism
in order to fulfil the expectations of the customers. The basic idea behind adopting training in the
organisation is to provide improved offerings to the customers as per their expectations. The
training programme may improve the efficiencies of the employees and may compel them to
work more efficiently.
The cited company adopt the following methods to provide training to the employees to
satisfy the customers as per their needs.
 On the job training: this method involves training after appointed as the employees of
the mentioned venture. There are various ways or methods which are used by the firm to
provide on the job training. They are:

1. Shadowing: which involves training y the existing employees
2. Coaching: A staff member is appointed to provide training.
3. Mentoring: a well experienced mentor or senior undertakes the responsibility of training the
individuals.
 Off the job training: This includes the training provided to the individuals before they
start working with the organisation. This can also generate effective results to the venture
(Goddard , 2017).
These methods used and its appropriateness can generate gaining results to the organisation.
3.3 Explain the benefits for Tesco and the employees in having a systematic approach to training
and development
Training is provided in order to create efficiencies in the employees appointed. The
efficiencies or competencies generated thereon with this program will ensure smooth and
effective workings of the employees for the organisation and hence, brings satisfaction on the
part of customers (Liu and Huang , 2017). This can help the firm to increase its revenue by
increasing the sales and thus, assisting in achieving the overall objectives of the venture. The
main motive behind providing training is to make employees acceptable towards each and every
situations occurring in the firm and utilize their skills as and when needed. This helps the
personnels in the organisation to perform their venture related activities in a more effective way.
A structured training programme is an effective tool used by the mentioned firm to
improve the quality of its offerings to the customers. Adopting the training programmes has
gained desired results to the customers due to the increased efficiencies of the employees. The
employees are considered to be the assets by the cited venture as they increase the value of the
firm by providing their factor services to it, in this sense, the provided training may increase the
value of the assets of the firm (Ones and Schmidt , 2017). Increase in the asset value generate
high credibility of the cited venture among the customers as well as the employees. This
credibility generated has benefited both employees as well the firm.

Evaluate the effectiveness of Tesco’s training and development practice in terms of delivering a
return on investment
Also, the training session provided assist the firm to gain high returns on its investment.
Training provided improves the quality of the products, which ensures the firm to achieve sales
maximisation. This sales maximisation depicts higher revenue which is the result of the
investment incurred by the firm to train the employees (Reesand Smith., 2017). Thus, training
ensures investment returns to the firm by enhancing the volume of sales.
The mentioned organisation. i.e. Tesco has achieved a great amount of return on their
investments in the recent years. With the training provided to its personnels appointed, it has
achieved competing results by producing good quality products as well as services for the
customers. Standard goods brought earning results and the firm earned the net profit of around 3
billion pounds, which shows a remarkable achievement for the organisation. Along with this, the
number of stores under Tesco's name has increased overtime and currently, it is 2,200. This
shows a clear picture regarding g the return that the cited company has gained due to the training
session adopted (Lussier and Hendon , 2018). This has also generated a good brand value of the
firm in the market and developed customer loyalty, thus, seeking advantage over its competitors.
These returns are short term, but the impact of these returns is for longer period of time for the
venture.
PART 3
TASK 4
4.1 Provide an analysis on the importance for ITV to maintain good employee relations and how
it influences their HR decision making as a result.
The HR manager is required to maintain good relations with the personnels working in
the organisation. This assists a firm to ensure smooth functioning of its business related
activities. This fact is to be considered by every business irrespective of its nature (Debroux,
2017). The importance maintaining good and effective relations of the employees with the HR
manager of the cited venture, i.e. ITV, a commercial TV network provider, has been listed
below:
 Good relations with the employees reduces the complexity of a task performed. Sharing
results in easiness of a task, which can generate the cited firm with beneficial as well as

efficient results, as the reduction of complexity ensures smooth working in the
organisation.
 The HR manager may require certain suggestions in the decision making process
regarding certain issue or challenges or changes to be adopted in the mentioned company
(Rothenberg and Tang, 2017). A healthy relation with the other personnels of the
organisation may ensure the manager to undertake effective decision making.
 The personnels working with the venture may enjoy their work with the organisation due
to the relations maintained in the same. It is also stated in the need hierarchy theory of
Maslow, that the working individuals of the organisation must be provided with social
needs. The social factors may develop a connection on the part of employees with the
firm and hence, resulting in reduction in employee turnover.
 Developing as well as maintaining relations may assure the employees the feeling of
security and confidence. This can also act as a motivating factor to the individuals and
hence, generate improve their competencies thus, benefiting the organisation to achieve
its objectives.
 Healthy relations in the organisation resists arguments as well as conflicts among the
employees and mangers. This fact may ensure the manager to take better decisions
regarding the growth related strategies of the mentioned firm.
 Along with reduction in employee turnover, these healthy as well as effective relations of
the managers with the personnels working in the cited company may result in reduction
in the absenteeism of the employees.
The relations with the employees highly influence the decision making process of the human
resource managers. (Heyden. and Van Doorn, 2017) If suppose the employee relation in the
venture are not so effective or healthy , then the manager may find it difficult to impose any
decision on the appointed individuals or inculcate any changes.

4.2 Identify and briefly explain the key elements of employment legislation and how this
influences ITV’s HR decision making
Employment legislation refers to the laws or acts introduced in order to protect the
interest of the employees (Boella, 2017). There are several elements that are included in the
employee legislation. A detailed analysis of those elements is given here: Equal employment opportunity: According to this legislation, every personnel should get
an equal chance to prove their competencies. Affirmative actions: These actions are related to the training provided by the employers.
It should be irrespective of any discrimination on the basis of gender, caste religion or
colour. Sexual harassment: There have been laws generated against the physical or sexual
harassment at work places to provide a safe as well as secured environment to the
employees especially to the working women. Working time: The employers cannot exceed the working limit set by the employee
legislation to protect the interest of the working personnels. Wages and salaries: Employers are bound to pay a fix amount to the employees in order
to avoid the workload on the individuals which can even affect their healthy. Working conditions: The environment of the organisation should be safe as well as
healthy for the employees to work (Dumont and Deng, 2017.). This is the most essential
factor to be considered by the organisation. Social security: The employers should provide the employees with certain social
securities. Some of the popular social securities that are provided by the employers are
Provident funds, ESIC, etc.
 special provisions for special groups: The organisation should reserve provision for the
other or backward category people, so that all the people in the country can get their right
to work as well as earn irrespective of their castes or religions.
All these laws generated affects or influences the decision making process of the HR manager of
the cited firm, as they are mandatory to be followed by the organisation as the law of the country
(Employment legislation 2015 ).

CONCLUSION
The report gives a detailed introduction of human resource management and its
importance in the context of various business activities. The procedure adopted by the venture in
order to recruit as well as select the employees for a particular job defines a lot about the success
of the training programme conducted by it The advertisement that is made by the firm in order to
attract desiring and deserving personnels should contain proper description of the job to be
performed and the specific qualities that are required. It ensures the difference between the
commonly used terms training as well as development. The report also concentrates on the
importance of maintaining good relations in the organisation. There are certain regulations or
legislations that are to be followed by the managers in order to protect the interest of employees.
REFERENCES
Books and Journals
Banfield, P. and Royles, D., 2018. Introduction to human resource management. Oxford
University Press.
Boella, M. J ., 2017. Human resource management in the hotel and catering industry. Taylor &
Francis.
Bolman, L. G. and Deal, T. E. , 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.

Debroux, P., 2017. Human Resource Management in Japan: Changes and Uncertainties-A New
Human Resource Management System Fitting to the Global Economy: Changes and
Uncertainties-A New Human Resource Management System Fitting to the Global
Economy. Routledge.
Dumont, J. and Deng, X., 2017. Effects of green HRM practices on employee workplace green
behavior: The role of psychological green climate and employee green values. Human
Resource Management. 56(4). pp.613-627.
Goddard, M. M. B. , 2017. The Unseen City: Anthropological Perspectives on Port Moresby,
Papua New Guinea. Canberra, ACT: Pandanus Books.
Guest, D. E. , 2017. Human resource management and employee well‐being: towards a new
analytic framework. Human Resource Management Journal. 27(1). pp.22-38.
Heyden, M. L . and Van Doorn, S., 2017. Innovating beyond the horizon: CEO career horizon,
top management composition, and R&D intensity. Human Resource Management.
56(2). pp.205-224.
Jiang, K. and Lepak, D. P ., 2017. Understanding employees’ perceptions of human resource
practices: Effects of demographic dissimilarity to managers and coworkers. Human
Resource Management. 56(1). pp.69-91.
Liu, D. and Huang, J. C. , 2017. Human resource systems, employee creativity, and firm
innovation: The moderating role of firm ownership. Academy of Management Journal.
60(3). pp.1164-1188.
Lussier, R. N. and Hendon, J. R. , 2018. Human resource management: Functions, applications,
and skill development. Sage publications.
Ones, D. S. and Schmidt, F. L. , 2017. Realizing the full potential of psychometric meta-
analysis for a cumulative science and practice of human resource management. Human
Resource Management Review. 27(1). pp.201-215.
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Rothenberg, S. and Tang, Z., 2017. The impact of human resource management on corporate
social performance strengths and concerns. Business & Society. 56(3). pp.391-418.

Shuck, B. and Reio, T. G ., 2017. The employee engagement scale: Initial evidence for construct
validity and implications for theory and practice. Human Resource Management. 56(6).
pp.953-977.
Van Wingerden, J. and Bakker, A. B. , 2017. The impact of personal resources and job crafting
interventions on work engagement and performance. Human Resource Management,
56(1), pp.51-67.
Online:
Employment legislation. 2015 [Online] Available through
<https://www.hrinz.org.nz/Site/Resources/Knowledge_Base/A-H/Employment_Legisla
tion.asp>