Analysis of Operations Management and Business Studies

This assignment is a comprehensive collection of papers and research on operations management and business studies. It includes reviews of recent developments in OR/MS research in disaster operations management, the impact assessment and sustainable resource management, and the job demands-resources model. The assignment also covers topics such as talent management, international business, and resource and environmental management.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
A) purpose of workforce planning and the role of the HR manager regarding workforce
planning and resourcing for Woodhill college.......................................................................1
B) Strength and weaknesses of different strategies of recruitment and selection .................2
M1 and M2 How the functions of HRM provide talent and skills to get desired objectives. 3
TASK 2............................................................................................................................................3
A) Job advertisement of teacher vacancies in Woodhill college............................................3
B) Suitable platforms to place the advertisement...................................................................4
C) Job description for computer teacher................................................................................5
TASK 3............................................................................................................................................6
A) Different between the training and development..............................................................6
B) Training needs and Training methods used by the Tesco.................................................7
C) Benefits for Tesco and the employee in having systematic approach to training and
development...........................................................................................................................8
D) Effectiveness of Tesco training and development practice in terms of delivering a return of
investment...............................................................................................................................9
TASK 4 .........................................................................................................................................10
A) Analysis on the importance for ITV to maintain good employee relation and how it
influences their HR decision making...................................................................................10
B) Key elements in the employment legislation and how it influence ITV's HR decision
making..................................................................................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is the process of planning, organising, recruiting, selecting,
directing and controlling the manpower of the organisation effectively and efficiently. In
accordance with this context, this report will cover the aspects and core functions of human
resource management. The recruitment and selection process at Woodhill college will be
analysed in this report. Further the process of workforce planning and role of HR manger will be
assessed in this assignment. Further, the difference between training and development will be
evaluated in this assignment and identification of training need will be analysed with respect of
employees employed at Tesco. The benefits of systematic training will be discussed in this
report, that will aid in providing information about the importance of training and development.
Moreover, the importance of efficient employee relations will be assessed in this assignment
with respect to ITV. The key elements of employment legislation and its impacts on HR decision
making will be examined in this report.
TASK 1
A) purpose of workforce planning and the role of the HR manager regarding workforce planning
and resourcing for Woodhill college
HR manager of the Woodhill college has a responsibility to manage and handle activities
of entire firm. They need to plan for the appropriate activities. HRM is the base of the college
and they provide effective plans, policies and resources to the employee so that they can easily
work together in an entity. It has a responsibility to provide open environment to its employee so
that they can easily share their own ideas and suggestions which help to employee loyalty and
retention and increase the level of confidence They need to maintain employee relation in an
organization which helps to get higher performance and also get higher productivity in the world.
Top management has a responsibility to provide appropriate environment to the employee so that
they will give more contribution in the work (Armstrong and Taylor, 2014).
Woodhill college hire new HR manager and they need to conduct the interview for the
position of teacher. HR manager need to plan fro the promotion and conduct interview in the
college. HR manager manages the entire firm activities.
Managerial functions: It includes for essential elements such as planning, organizing, Directing
and controlling. These all are the important elements of the managerial functions. In this given
1

scenario HR manger conduct interview to select knowledgable employee in the firm. Effective
planning of any activities increases the work efficiency in an entity.
Operative functions: In this function HR manager they need to decide what are all the plan and
policies that help to maintain employee relation in the company. It provides salary, welfare,
wages and maintenance to an employee. It consists for basic elements such as recruitment and
selection, job analysis, training and development, job design and analysis. HR manager of the
Woodhill college follow the different approaches of recruitment and selection which help to get
good employee in a firm (Brewster and Hegewisch, 2017).
Advisory functions: HR manger takes the appropriate and effective decision regarding to the
activities which help to increase work efficiency in a college. They develop appropriate and
valuable policies, incentives and bonus to the employee which give motivation to an employee
so that they will give more contribution to the work. It also helps to get higher performance and
productivity in a world.
B) Strength and weaknesses of different strategies of recruitment and selection
There are different types of recruitment and selection approaches which help to select
knowledgeable and good employee for the company. Basically, there are two approaches of
recruitment and selection one is internal and another one is external. Both have different methods
and criteria to select good candidate in an entity. The HR manager of Woodhill college follows
internal strategy of to select the employee. In this approach they conduct and interview in the
firm and they use different types of sources to shortlist a candidate such as portals, emails and
internal posts. Some of the strength and weaknesses of different approaches of recruitment and
selection in Woodhill college as follows:
Strength and Weakness of Internal Approach of Recruitment and selection
Strengths Quick decision making: Internal sourcing has many advantages such as give higher
efficiency, less time consuming etc. They can easily shortlist the employee based on the
criteria through the portals and emails (Brewster, Mayrhofer and Morley, 2016). HR
manager can easily take decision based on the candidate performance. Increased efficiency: Internal selection strategy of recruitment provide higher efficiency
to the firm. In internal sourcing HR manager have only those employees who are
2

shortlisted so they can easily take decision based on their performance. It is very efficient
method to select desired employee for the college (Reiche, Mendenhall and Stahl, 2016).
Weaknesses Lack of fresh talent: By recruiting employees within the organisation restricts entrance
of fresh talent in the college.
 Can create conflicts among employees: Opening up a role to internal employees can
have a negative impact on morale. If you already have someone in mind, other staff who
apply for the role can feel like HR manager simply paying them lip service and not
recognising their hard work.
Strength and weaknesses of external source of recruitment and selection
Strengths Large pool of Talent: It helps in generation of large pool of talent and organisation have
opportunity to hire one of the best and competent employee efficiently. Opportunity for fresh talent: External source of recruitment provides an opportunity for
a fresh outlook on the industry that a company may need to stay competitive.
Weaknesses Time Consuming: In external sourcing HR manager need to conduct effective events in
other campus, colleges such as job fairs etc. to organize events company need additional
finance and time. HR manager also need to provide appropriate environment and
facilities for the candidates which help to increase efficiency between the employees.
 More expensive: External sourcing is more expensive because they need additional
finance and time to conduct job fairs in other campuses. By internal sourcing the firm can
easily take right decisions to select an employee for the college.
M1 and M2 How the functions of HRM provide talent and skills to get desired objectives
There are different types of HR functions which help to manage activities of an
organization. They maintain employee relation in a college to increase the efficiency between the
employees. They also need to provide open environment and effective policies which helps to
maintain employee relation. They also give extra incentives and bonus which help to motivate
the employee and they will give more effort to the work. It helps to get desired goal of the firm
3

in a world. HR manager plan for the activities that to be conducted in the firm and also find the
appropriate methods that help to increase overall performance of the college in a world
(Greenberg and Colquitt, 2013).
TASK 2
A) Job advertisement of teacher vacancies in Woodhill college
Career Opportunity
Woodhil College invites applications for the post of lecturer for Computer Science
Post Qualifications/Experience
Computer
Lecturer
Qualification- Masters degree on relevant subject are more preferable while
Horns Degree holders can also apply
Experience – Minimum 2-3 years.
Age- Minimum 25 years and Maximum 35 years.
Interested candidates can be contact on this number: 7896542103 and also come in the college
from 11.00 AM to 1.00 PM along with the appropriate copy of the email, 2 passport size
photographs, CV within one week from this publication of this advertisement, application forms
can be easily done from the website.
Woodhill College, East London, 1, ABC Road.
www.Woodhillcollege.com, 0800-457896
Only short listed candidates will be called for interview.
B) Suitable platforms to place the advertisement
There are different types of platforms where company can easily get huge number of
candidates. HR manager of the Woodhill colleges need to promote their job positions in different
platforms that will to get number of candidate. It also helps to taker appropriate decision for the
selection procedure. There are various platforms in which it helps to get more peoples in for the
4

interview. HR manager has a responsibility to provide effective and attractive advertisement that
help to get number of candidates in the interview. The shortlisted candidates is totally based on
their criteria that is mentioned in the advertisement (Chmiel, Fraccaroli and Sverke, 2017). There
are different types of platforms that college can use as follows:
Social media
Social media is one of the best platform to promote their job position. There are huge
connectivity between the peoples on social media. HR manager has a responsibility to provide
appropriate and attractive advertisement which help to attract the candidate and they will try to
participate in the interview process.
Newspapers
Woodhill college can give their job position advertisement in the newspapers. Newspaper
advertisement is affordable by the college and they can easily connect with huge amount of
peoples in a world. There are many benefits of newspaper advertisement such as affordable,
trustworthy, wide audience, engaging, flexible, digital and targeted. They follow different types
of platforms which help to increase an efficiency of the selection procedure (Schaufel and Taris,
2014.).
Job portals
Woodhill college use different types of website portals which helps to connect huge
number of peoples that help to increase the efficiency of the selection process. Job portals has
different types of facilities and features so that candidates can easily get appropriate information
based on their input. There are various benefits to post a job in job portals such as audience, cost,
efficiency, target marketing, interactive audience and captive audience etc. these all are the
benefits of the job portals. Candidate can easily get accurate information related to the job
positions. They can also search based on the keyword. By giving the input they can easily find
out the appropriate data and job positions (Smith, 2014).
These all are the ways in which Woodhill college can get huge amount of candidate for
the selection procedure. By using these types of platforms they can get good and knowledgable
candidates for the college. HR manager has a responsibility to take appropriate and effective
decisions which help to get higher performance and productivity in the world. By hiring good
and knowledgable employee in the college they can get higher performance in a world. Some of
the benefits to advertisement the job positions in the world as follows:
5

 Wide range of connectivity
 Higher efficiency
 Interactive audience
C) Job description for computer teacher
Job title Computer faculty
Roles and responsibilities Plan lessons and assignments
work in a team to develop the curriculum for a
degree involve a series of course
conduct research and experiments to enhance
their knowledge in the computer field
participate in different formative evaluation of
the faculty
prepare efficient notes and assignments
helps to the students and determine the
educational goals
get desired objectives of the college and give
contribution to the work
Skills Technical skills
inter-personal and communication skills
understand the concept of DBMS
knowledge in advanced and updated software
time management skills
Know the coincept of computers lanbguages
such as Java, C, C++
Experience required 2+ year experience in computer field
TASK 3
A) Different between the training and development
Training and development is not the same factor but it is interrelated with each other. HR
manager of the Tesco should provides appropriate training and development to an employee so
6

that they can easily innovate a product and services based on the consumer needs. It helps to
increase overall performance and productivity of the company in the world. Training must be
given at the time whenever employees needed. Tesco gives effective training to the employee to
increase the performance of an entity in a world. They conduct different types of training
sessions and programs which helps to innovate existing product. It helps to increase overall
productivity in an industry. Training is the process in which peoples are taught the critical and
analytical skills. Training refers to organized team events, workshops and seminars. Manager has
a responsibility to provide appropriate and effective training to the employee so that they can
increase their knowledge to improve the firm performance in a world (Pierre, 2016).
Development is the process in which to prepare peoples for the additional job roles for
the long term. Manager gives additional and professional training to the employee to increase
their knowledge in the different areas. It helps to improve personal and professional development
of the employee. Top management has a responsibility to give additional training and
development to the employee so that they can easily increase knowledge in the company.
Difference between the training and development as follows:
Short vs long term
Training concentrate on the challenges that is faces by the company employees so the
manager has a responsibility to provide effective training to an employee. It helps to increase
knowledge and also help to increase overall firm performance in a world. Training in the Tesco
is given by the managers on the different topics such as communication skills, inter-personal
skills etc.
Development focuses on the long term. HR manager provide different types of strategies
and approaches which helps to increase the level of personal and professional development
(Hewitt, 2014).
Job position and professional career
Training concentrate on the specific job position and also provide training on different
skills and tools which helps to increase overall company performance in an industry.
Development focuses on the persons and its goal is to get the best out of each
professional in an entity.
Team vs individual
7

Manager provides effective training to an employee which help to work together. It also
helps to get higher performance and productivity in the market. By providing the appropriate
training to the employee they get specific goal of the company
Development is the process in which it in increase the level of professional of an
individual person in a firm.
B) Training needs and Training methods used by the Tesco
There are different of training methods which help to increase an employee knowledge
and skills. It also helps to increase the firm performance and productivity in a market. HR
manager of Tesco provide different and effective trainings sessions and programs which help to
innovate a product in an industry. They also provide appropriate and open environment to the
employee so that they can easily share their ideas and suggestion to the leader. Manager should
give extra benefit and incentives which help to motivate an employee in the company.
Manager should provide efficient training to the employee whenever they are needed in
an entity. To innovate an item in the firm they needed specific training and development to the
employee. There are different types of training methods that is followed by the Tesco as follows:
technology based learning
In this types of training method, the manager provides appropriate training by the
technologies such as multimedia, interactive videos and web based training programs. This helps
to increase their knowledge and technical skills to innovate a product in the company. By
providing the interactive videos they can easily learn the concept of particular topic and ask their
doubt to the manager. It helps to improve the communication skills of an employee.
Coaching
It provides additional training to the mangers for the professionals' development in a
firm. Example of this training strategy is hire professional coaches for a manager, set up a formal
mentoring sessions between the junior and senior manager of a firm (Liebowitz and Frank,
2016).
Group discussion
This is the best technique to provide appropriate training to the employees. An employee
can easily interact with the manager and they can easily as questions to them. Employees can
easily as questions and problems to the manager and they will give appropriate solutions to them.
8

These all are the methods that is used by the Tesco company. HR manager of the firm
give appropriate training and development to the employee so that they can easily innovate the
product. It helps to increase the firm performance and productivity in the world. To innovate a
product they need effective training and resources which help to create good quality products.
Tesco provides good quality grocery products to the customers in an industry. It also provides
effective and innovative products to the client to increase a productivity in the world. Different
training methods helps to increase the knowledge and skills of the employees (Park and Shaw,
2013).
C) Benefits for Tesco and the employee in having systematic approach to training and
development
Systematic approach concentrate on the organizational objectives. They provide
appropriate training to the employee in a systematic way that help to increase the employee work
efficiency. It also helps to get desired goal of the firm. Systematic approach consists five steps
such as analysis, design, development, implementation and evaluation. By applying different
types methods of training the employee can improve their knowledge and skills to innovate a
product in the company. Some of the benefits of systematic approach to tariffing and
development as follows:
 Organized approach
 Responsibility and clarity
 Identify the employee needs
 Recognize the employees ability
 Hands on design
These all are the benefits of the systematic approach. HR manager is responsible to
provide effective training to an employee so that they can easily invent new products to the
customers. It helps to increase overall firm performance and productivity in a market (Reynolds,
2017).
D) Effectiveness of Tesco training and development practice in terms of delivering a return of
investment
There are different types of training and development methods which helps to increased
the knowledge and skills of an employee. By increasing the skills they can easily innovate a
product based on the consumer needs. Manager need to provide god and effective training to the
9

employee so that they can learn new things which help to create new items in an industry. To
increase he productivity of the company they need to concentrate on the client needs and based
on the customer needs they should provide appropriate products. It helps to increase productivity
in the world. They should provide weekly training to the employee so that they will produce
innovative products to the customers.
HR manager has a responsibility to give effective training and development to the
employees which help to get desired target of an entity (Shaw, Park and Kim, 2013). To get
higher performance and productivity in the market they need to innovate the existing products
based on a client needs. Manager needs to provide training to the employee to in crease the
company profit in a world.
To get higher profit they should follows different approaches and strategies to innovate a
product. They should open many stores in different countries to increase the productivity and
also helps to expand enterprise in the world. Company should follows different types of pricing
and promotional strategies to increase their productivity in the market. They should follow
different types of promotional methods such as social media and mail ordering. By using social
media they can easily attract customer and also get higher performance in the world (Cavusgil
and et.al., 2014).
TASK 4
A) Analysis on the importance for ITV to maintain good employee relation and how it influences
their HR decision making
ITV is the commercial network channel that provides the regional television channel
services to the customers. HR manager give more contribution to maintain employee in the firm.
They use different types of methods such as collective bargaining and negotiation to maintain
employee relation in the company. It takes appropriate decisions based on an employee
suggestions. They provide open environment to the employee so that they can easily give their
ideas and suggestion for the particular problem. After providing the opinions to the management
they will take appropriate decisions for the employee (Galindo and Batta, 2013).
ITV uses collective bargaining to maintain employee relation in an entity. Collective
bargaining is the process of negotiation between the employee and the employer that have main
objective to provide appropriate plans and policies to an employee. They use trade union which
provides effective policies to the employee. There are different types of employment legislation
10

which give more protection to an employee. They also use balanced scorecard which help to get
overall employee performance in the company. To improve the employee relation and employee
performance they need to provide open environment, plans, effective policies to an employee. It
helps to increase the efficiency between the employees and also help to maintain employee
relation in an entity (Peng and Lai, 2012).
ITV company focuses more on maintaining good relation with employees as this helps
them in achieving good relations at each and every aspect of business. This also helps in
achieving the efficiency level in the organisation and effectiveness in the work force. By
performing many informal activities the company boost employee morale and this helps in the
decision making process. Decision making process is a very lengthy process as it needs the
consent of all the higher authority people. By building informal chain the itv company promotes
more of healthy environment among organisation (Shaw, Park and Kim, 2013).
Itv company believes in harmony among all the employees as this will help in
maintaining good relations with employees as well as with outsiders. Informal relations helps in
decision makong process as it will remove the hesitation among employees. Itv company give
chances to their customers to come forward and present their idea (Cavusgil and et.al., 2014).
B) Key elements in the employment legislation and how it influence ITV's HR decision making
Itv company promotes equality amomg all the customers as when some people work togather in
an organisation then there should be balancd aggregate between their company (Al Ariss, Cascio
and Paauwe, 2014). Every company follows some protection clause to ensure the employee that
his dara in the company system is protected and secure. Some of the act are as follows :
Equality Act. Equality act refers to that act which promotes equality in the organisation just to
make sure that its employees feel free to express their views with the higher authority of the
organisation. Equality act ensures the efficiency level and brings the effectiveness in the work
force, of the organisation. Equality removes the authorities bars between the employees
(Mitchell, 2013).
Data protection Act – data promotions act is that act which ensures the employees that there
data is protected in companies computer systems. Data protection is very important as this can
conclude whole about the company (Mitchell 2013 Al Ariss, Cascio and Paauwe, 2014).
11

CONCLUSION
From the above report, it can be understood that human resource management is very
essential for any organisation. It not only aid in allocating manpower resources, but also leads to
growth and development of the organisation. In this context, the various aspects of recruitment
and selection has been discussed in this report, with their strengths and weaknesses. The role of
human resource manager has been evaluated in this assignment. Further, the difference between
training and development has been examined in this assignment. The need of training to
employees of Tesco has been discussed effectively and efficiently in this report. This aid in
comprehending and identification of benefits of training and development to employees. Further,
the impact of good employee relations has been highlighted in this report and the ways it
influences the human resource managers has been evaluated in this assignment effectively and
efficiently.
12

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Reiche, B. S., Mendenhall, M. E. and Stahl, G. K. eds., 2016. Readings and cases in
international human resource management. Taylor & Francis.
Greenberg, J. and Colquitt, J. A. eds., 2013. Handbook of organizational justice. Psychology
Press.
Chmiel, N., Fraccaroli, F. and Sverke, M. eds., 2017. An Introduction to Work and
Organizational Psychology: An International Perspective. John Wiley & Sons.
Schaufeli, W. B. and Taris, T. W., 2014. A critical review of the Job Demands-Resources
Model: Implications for improving work and health. In Bridging occupational,
organizational and public health (pp. 43-68). Springer Netherlands.
Smith, L. G., 2014. Impact assessment and sustainable resource management. Routledge.
Peng, D. X. and Lai, F., 2012. Using partial least squares in operations management research: A
practical guideline and summary of past research. Journal of Operations Management. 30(6).
pp.467-480.
Galindo, G. and Batta, R., 2013. Review of recent developments in OR/MS research in disaster
operations management. European Journal of Operational Research. 230(2). pp.201-211.
Pierre, J. ed., 2016. Partnerships in urban governance: European and American experiences.
Springer.
Disch, L., 2016. Representation. In The Oxford Handbook of Feminist Theory.
Hewitt, K., 2014. Regions of risk: a geographical introduction to disasters. Routledge.
Liebowitz, J. and Frank, M. eds., 2016. Knowledge management and e-learning. CRC press.
Park, T. Y. and Shaw, J. D., 2013. Turnover rates and organizational performance: a meta-
analysis.
13

Reynolds, M., 2017. Organizing reflection. Routledge.
Shaw, J. D., Park, T. Y. and Kim, E., 2013. A resource‐based perspective on human capital
losses, HRM investments, and organizational performance. Strategic management journal.
34(5). pp.572-589.
Cavusgil, S. T. and et.al., 2014. International business. Pearson Australia.
Al Ariss, A., Cascio, W. F. and Paauwe, J., 2014. Talent management: Current theories and
future research directions. Journal of World Business. 49(2). pp.173-179.
Mitchell, B., 2013. Resource & environmental management. Routledge.
Mitchell 2013 Al Ariss, Cascio and Paauwe, 2014 Cavusgil and et.al., 2014Shaw, Park and Kim,
2013Reynolds, 2017Park and Shaw, 2013iebowitz and Frank, 2016LHewitt, 2014Disch,
2016Pierre, 20164Smith, 201Schaufeli and Taris, 2014Chmiel, Fraccaroli and Sverke,
2017Greenberg and Colquitt, 2013Reiche, Mendenhall and Stahl, 2016Brewster,
Mayrhofer and Morley, 2016Brewster and Hegewisch, 2017Armstrong and Taylor, 2014
14

15