Human Resource Management Practices

This assignment delves into various aspects of human resource management (HRM) through a selection of scholarly articles. The papers explore topics such as workforce planning, competency frameworks, human resource development practices, the impact of HRM on organizational climate, and the unique challenges and perspectives within specific sectors like biotech and tourism.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1- Knowledge.......................................................................................................................1
P1 Purpose of workforce planning and role of the role of HR manager with regards workforce
planning and resourcing for woodhill college.............................................................................1
P2 The strength and weaknesses of different approach to recruitment and selection.................2
Task 2- Application..........................................................................................................................4
P7 skills and Qualification required for HR manager job role....................................................4
a) Job advertisement for the role of Assistant professor of HR..................................................4
b) Identify suitable platform to place the advertisement.............................................................4
c) Job description and specification for the Assistant professor.................................................5
Task 3...............................................................................................................................................5
P3.................................................................................................................................................5
a) Difference between Training and development......................................................................5
b) Training needs are identified and methods of training used by Tesco...................................6
C) Benefits for Tesco and the employees in having systematic approaches to training and
development................................................................................................................................7
P.4 Effectiveness of Tecso training and development practices in terms of delivering ROI,
productivity and profits...............................................................................................................9
TASK 4............................................................................................................................................9
P.5 Analysis on importance for ITV to maintain a good employees relation and influence their
HR decision making as result......................................................................................................9
P6 Key elements of employment legislation and ITV HR decision making with the
consideration of various factors...............................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCE ................................................................................................................................13

INTRODUCTION
Human resource management play an important role in the organization which help to
utilize manpower for the best possible output by performing certain activities. The report consist
in three parts. First it will be help to understand about about the recruitment and selection of
Woodhill college which is rapidly developing institution but they don't have clear HR strategy
for managing current and future workforce requirement. Role of HR manager with regards
workforce planning and resourcing for College. Strength and weakness of various approaches to
recruitment and selection. Secondly, Tesco is already a well development firm which maintain
consistency growth commercial world. different between training and development. Training
needs are identified and methods of training used by firm. The benefits for Tesco and employees
in having a systematic approach to training and development. Evaluating Tesco training and
development practices in terms of delivering a return on investment with consideration
productivity and profits. Part third consist factor that influence HR decision making with the case
study of ITV, analysis on the importance for firm to maintain good relation. The key element of
employment legislation and influence ITV HR decision making within the reference to equality,
data protection, health and safety along with contractual responsibilities.
TASK 1- Knowledge
P1 Purpose of workforce planning and role of the role of HR manager with regards workforce
planning and resourcing for woodhill college.
Purposes of recruitment planning in Wood hill with roles of HR manager
In the Woodhill college, there are many purposes due to which HR manager perform
their functions in systematic manner. They are as follows:
 Encourage effective number of candidates: In the Woodhill college, main aim of the
institute is encourages people for applying the job. Therefore, process considered through
submit CV with cover letter. In addition to this, short listed candidates included in the
interview for effective work performances.
 Analysis skills of candidates towards the job: Further, recognition of the candidates
skills also needed in the selection process. This is because, manager need to identify
candidates skills and capability towards the particular job. It will help to increase
effectiveness of Woodhill college.
1

 Role of HR manager in recruitment and selection: HR manager of the chosen business
need to pay their full attention towards the aims and objectives of business. It is the
systematic process in which high turnover ratio will be reduced for increasing
effectiveness of business. In addition to this, HR manager need to advertise vacant job so
that they can attract skillful employee at workplace.
Workforce planning is an methods in which the firm utilize the correct type of worker
with the appropriate abilities and potential to perform the various roles and responsibilities in the
organization to execute long term and short term goals ( Rees, 2017).
The main purpose of workforce planning is to ensure the employees at the right place at the right
time to achieve long term objective of the firms.
In Woodhill college Human resource manager is an key person who manage the workforce and
resourcing. It is important roles and responsibilities perform by the HR manger in the institution
with their effective communication with the other employee to maintain relationship. Part of
Human resource director is help is most imperative and help to give new representatives in
association and guide them about the work (Dabic and Martinez, 2016). The part of a HR
overseeing executive is to oversee, make, actualize and administer arrangements/directions,
which are obligatory for each labourer and furthermore know about its legitimate reason. In
association Human Resource area of expertise is help to kept up the level; of execution and give
preparing of each new representatives in association. Along these lines, human asset division is
concentrate on necessity and determination of new applicant according to the prerequisite in
association. In instruction division human asset office is concentrate on the every last understudy
report and every staff report in organization. Thusly, it is help to contract new workforce
according to the capability of new instructor(Cornelius, 2012.). In human asset office is help to
direct about guidelines and control of eduction segment after culmination of meeting of
applicant. Human resource management Purpose and structure. Service level social control have
a tendency to be founded on body and money related concerns, indiscreet of the degree to which
organization is decentralized. Area or commonplace level obligations and other factor in
association. It is help to kept up the level of execution in instruction area and other. HRM is help
to saved the level of conveying vigorously inside the structure.
Not enough to pass, please follow the guidelines:
2

The various roles of the HR manager in the Woodhill college: There are various roles required
to an HR manager who is associated with the effective educational institution such as to follows:
Training and development of the staff as per their requirement of the institution changes in the
Curricular. The performance management of the employees which will help to increase the
college image and the contribution made in the firm will be generalise for the reward and
recognition
P2 The strength and weaknesses of different approach to recruitment and selection.
Recruitment and selection is crucial task for the firm to increase the productivity of the
organisation by hiring best suitable resource in the organisations. There are different approaches
of recruitment and selection with their strength and weakness.
There are two type of recruitment techniques that can be used by Woodhill college which can be
Internal and external recruitment.
Internal Recruitment: It is an systematic approaches in which the firm will give opportunity to
the existing employees which is suitable to take the higher responsibilities in the organisation. It
is an practice to get the loyal employees which can be easily trustable for the firm terms and
condition. There are various strengthen and weakness which can be as follows:
Strength:
 Time and cost of the firm can be easily minimise from the internal recruitment approach.
As the firm will save employees training due to promote internal employees(Finegold and
Frenkel, 2006).
 Trustworthy employee will get from the firm itself.
Weaknesses:
 High salary expectation from the existing employees can be the major weakness of
internal recruitment.
External recruitment: It is an process in which effective hiring can be done by the firm from
the outside. For example, Educational institution and consultancy, head hunting of competitor
employees. There are various strength and weakness of external recruitment such as follows:
Strength:
 More applicant will be available and easily help to choose the higher abilities and skilled
candidate for the firm.
3

 Free promotion can be done with the help of external recruitment.
Weaknesses:
 Huge time and cost required to hire the candidate. Advertisement cost be burden for the
firm.
There are various approaches used for the selection that can be easily discuss as follows:
 Systematic approach: It is an Effective entrant and choosing of occupation campaigner
is the same amount of a science as a craftsmanship(Brewster and Morely, 2013).
Association can assault enrolling with an initiated or proactive disposition, act rapidly to
new employment space as they emerge or bringing an opportunity to construct an
exhuming of qualified campaigner before new positions open up in training area. In this
approach is concentrate on the some critical part are as per the following :-
 Job description :- In these methodologies deliberate enlisting of the applicant with the
full depiction about the activity and give detail data in all the part of occupation. Along
these lines Job portrayals help work campaigner to all the more erroneously measure their
contribution in grouped positions, and can give understanding into which applier would
be relatively extinguished with this sort of work.
 Interview :- In this setting is concentrate on the meeting of the applicant and gather
finish data about the competitor in association. At the season of meeting is posed inquiry
according to the capability and required in training part. In this round eye to eye
collaboration between hr. furthermore, applicant. The expectation of directing an
individual meeting examination is to investigate the result of the general population to
social occasion progressively and more profound message about it.
 Psychometric test: This will judge the applicant mental behaviour before taking final
decision for selection. The behavioural part will be judge with the test but the attitude of
the candidate can not be analyse in the test. As these answers of the test will be based on
the mood also will generalise the wrong outcomes.
Task 2- Application
P7 skills and Qualification required for HR manager job role.
There are certain roles and responsibility have to perform by an HR manager which require
specific skill and qualification which can be describe as follows.
4

 Communication skills: This can be most important skill required in human resource
manager which will help to maintain the relation with employees and influence them to
increase their performance.
 Listening skills: This skill where more problem can solved by human resource manager
roles and responsibility to listen each and every employees issues and give effective
suggestion to them(Hafeez and Aburawi, 2013).
 Interpersonal skill: Each and every HR profession required the interpersonal skill to
interact with the employees and know their problem and give better solution to them.
 Qualification required: MBA in HR or Diploma in Human resource management.
a) Job advertisement for the role of Assistant professor of HR
FACULTY REQUIRED
WOODHIL COLLEGE
Woodhill college has expended whilst at same time it experience high staff turnover.
College give the high opportunity who are interest in the lecturer.
Assistant professor for the Human resource management.
The candidate should have degree from the reputed university in the human resource
management and 2 years industry experience in teaching filed Will be preferable.
Salary: Not Disclosed.
Interested candidate can send their resume to the [e-mail]
Woodhill College
Director.
b) Identify suitable platform to place the advertisement.
The main aim of aim of advertisement is to get the more and more applicant for the particular job
at the Woodhill college. There are certain platform in which the college can placed their
advertise such as follows:
 News Paper: This can be the conventional place for offer commercial to pull in more
candidate for the address work in the woodhill school.
 Site of the school: This can be somewhere else where the association can refresh the
activity on school site to get in touch with them specifically.
c) Job description and specification for the Assistant professor.
Woodhill College
5

Position: Human resource Lecturer.
Salary range: Negotiable.
Roles and Responsibility
 Candidate will be responsible to motivate student for the Human resource management
subject roles in the Profession career.
 He or She will be responsible to provide mindfulness about the subject and its
significance in the association.
 It is critical to decide the hypothesis also down to earth learning of the people asset
administration.
 To create enthusiasm for the people asset administration subject in understudy to make
vocation with the commitments.
Person Specification
 Post Graduate diploma in the Human resource Management from the ranking institution
or university.
 Certificate in the training and development.
 Experience of 2 years in teaching will be preferable.
Task 3
P3
a) Difference between Training and development.
It is an activities which will help to enhance different skills and change personality for
the certain roles and responsibilities to perform in the firm. Difference between training and
development can be describe as follows.
Key Points Training Development
Short term vs long term It is an process in which will
help in achieving the short
term objectives. Training to
improve skills and increase the
confidence among the
employees.(Khan and Farooq,
It is an process which will help
in achieving long terms
objectives. Development can
be terms of personality and
behaviour for the profession
development.
6

2012)
Job Position vs Professional
career
Training will help to change in
job position.
Development will help in
profession career growth in
terms of individual
interest(Knowles, Holton and
Swanson, 2014).
Specific objectives vs open
objectives
Training have specific
objectives which is design for
the particular job required the
different skill in employees
can be improve(Brewster and
Morely, 2013).
Development have big goals
which can be considered all
the skill and knowledge which
will help in effective customer
satisfaction.
Group vs Individual Training is the part of group
with the motive of increasing
productivity of worker as well
firm.
Development will be execute
to fulfil individual goals with
the mission ans vision of the
firms.
Table 1: Difference between training and development.
b) Training needs are identified and methods of training used by Tesco.
Each and every employee need various skills and knowledge to perform different roles
and responsibilities in the firm. To improve this skills and knowledge training required for
identified in following way.
Tesco have main aim to place a right candidate at a right time which can improve the overall
productivity of the employees. Training need can be identified in following manner:
 Industry related requirement This can be the main aim of the training in which firms will
fulfilled requirement of the industry due to various changes have been synchronize in
terms of new technology and equipment for the production process.
 Job related requirement will be concentration for different objectives have significance
role in the organisation for end result.
7

Tesco implement two method of training which can be describe as follows:
 On the job Training Methods: it is an method used by the Human resource manager for
training to the employees under the supervision of top management who can share their
experience of the particular job(Hornby, 2015).
 Off the Job Training: it is an method of training in which firm will used by the firm
with the special requirement to give a short brief about the various concept of task. The
most off the job training can be presentation basis.
There are certain methods which is used by the Tesco to give training to the employees in
following manner:
 Mentoring: it is an method in which the highly qualified person will share his or her
experience to the concern person.
 Coaching: Tesco will arrange the coaching for the employee who required special
treatment for that training will be take certain session on specific topic.
 Shadowing: it is an form tanning in which more observation required by the trainee to
the employee who are already working(Engle, Festing and Dowling, 2008).
 Job Rotation: Tesco will change the job in different division to understand the various
roles and responsibilities of certain jobs.
 360-degree: It is an method of measuring the performance of the employees by taking
review form the top to bottom level of Tesco management and other concern person for
the particular employees,
C) Benefits for Tesco and the employees in having systematic approaches to training and
development
There are different advantages of the training and development can be effectively get the
worker too associations yet the most vital Benefits of preparing and advancement is to expand
the efficiency of representatives and raise the benefits of the firm by concentrating on the quality
administrations conveyed to the client. the advantages of the training and will it enhances in
following way:
 Benefits for the Employees: The different ability will be enhance when the correct
preparing will be given to the workers(Boxall and Purcell, 2013). The administrations of
the association will powerful when the preparation will be provide for increment the
expertise of workers. Show to make the workers that will make esteemed them enough to
8

contribute for enhancing steadfastness and staff maintenance with the viable preparing
given to the representatives. since they're being prepared on your opportunity, they see
that you esteem them enough to put resources into them as a decent organization is
viewed as one that retrains as opposed to agitates.
 Benefits for the Employer: As the new aptitudes your workforce picks up, focusing on
abilities to address the issues of your operation for the time being and later on, Training
arrange for the staff can bring about better client benefit, better work well being practices
and efficiency upgrades.
Training and development wit the help of systematic approaches will be clarifies such as follows
 Examination of training and development: This can be the most essential
methodologies of the firm which will help to recognizer the necessity of training to the
representatives or not. It might now and then be hard to recognize preparing prerequisites
and different issues that prompt issues(Hassan and Hashim, 2016).
 Plan: This can be the anther approach of preparing as far as viable training ought to be
intended to clear the target of association and better improvement of representatives can
be made effectively.
 Development: The different way in which the training will be given regarding powerful
material to comprehend representatives and enhance their aptitudes. For instance pass
out, control point introduction and books and so forth.
 Execution: This can be the approach in which the training can be actualized according to
the plan of the human asset advancement group and coach of the associations.
 Assessment: This can be last and last stage where the firm will assess the training and
improvement execution. Assessments can be finished by testing learning and abilities
promptly after fruition of preparing or through meeting with representatives and
managers after work has continued.
P.4 Effectiveness of Tecso training and development practices in terms of delivering ROI,
productivity and profits.
In the Tesco various issues have been solved due to the training and development
practices in terms of delivering ROI with the consideration of productivity and and profits. The
evaluation should be based on the return on investment of the organisations. As the ROI
9

concentration on the monetary position of the Tesco. Firm need to focus on the spending for
training and development of employee to get effective Return on investment.
Return on investment formula= Monetary benefits -Training costs*100/cost.
It will easily help in the training costs involved in the design and development and job rotation.
Administration, Technologies and human resource utilised and various benefit given to the
employees and wages.
After the training have been over human resource management will try to bring all the factor
which gives the Monterey advantages to the employees including saving of employees and
increasing the profits of the firm.
 Productivity of the representatives and association need to build which is the fundamental
rationale of trainings and advancement. On the off chance that the firm will brings the
compelling trainings and results can be found in the association with the quick creation
and operation with no error(Khan and Farooq, 2012). In the event that the association
profitability will increment with the assistance of representatives execution enhance after
the trainings and advancement results will brings the positive workplace of the
organizations.
 Profit of the Tesco will expanded because of viable preparing which will cover the arrival
on the speculation made in the distinctive trainings and improvement sessions. As the
deals will be enhance connection with the client which will specifically befits to the
association deals and results of the expanding deals implies more benefits for the
organizations.
TASK 4
P.5 Analysis on importance for ITV to maintain a good employees relation and influence their
HR decision making as result.
Employee relation is an way of engagement by the organisation to bring the effective
relation for the improvement of performance and productivity of the firm.
Human resource management have the significance role in the maintain the effective
relation with the employees. But in some situation human resource have to take the strong
decision which can affect the employees relation. There are various way in which ITV
maintaining a good relation which can help to take the HR decision for the outcomes such as
follows:
10

 Profitability may influence: If any decision have been taking against the employees it
can be influence to the raise the profits of the firm. The decision of the human resource
will reduce the overall productivity of the firm as well employees(Keller, 2016). In such
situation HR required to plays an leadership role to avoid the conflict in better
management and employees. It is important for the human resource to look each and
even angle of the firm which will help to maintain the relation with the employees and
execute the decision for the firm betterment.
 Prizes and acknowledgement: This can be another way in which Human resource
manager can maintain relation with the employees by acknowledging and distribute
prices to the employee who had contribute for the firms growth and development. But it
is important for the human resource management to bring the better decision in terms of
measuring the employee performance and praise as per the contribution made by them. If
the management don't measure employees performance than it will influence the decision
for price and acknowledge employees.
 Changes in the approaches: ITV try to change in the various approach which is not
suitable for the employees and burden can be affect on their performance due to different
changes in the polices and style of working by management in the organisation can be
easily influence to the human resource manager decision making. It is important for them
to frame each and every rules and regulation on the basis of employees betterment as well
firms.
 Choices identified with the protection: This can be the major influence the of human
resource decision in the term of various choices have been made to identified for the
employee protection and creating the effective working environment(Laytras and Pablos,
2016). It can be affect to the employees relation if the human resource management is not
able to take the decision to protect them with the help effective benefit by providing
effective salary, insurance, safety equipment for the employee to protect them while
working.
Therefore, all the decision for the human resource for the firms and employees overall
development and growth which can help to avoid the conflicts and decision will be execute
effectively.
11

P6 Key elements of employment legislation and ITV HR decision making with the consideration
of various factors.
For each and every organization required to focus on the various legislation which can be
make better employment with consideration of various laws. There are various key element of
employment legislation and impact of ITV HR decision making with the consideration of various
factors which can be explain below:
 Equality : This can be the most important legislation for the human resource management
to reduce the impact of employees influence on various decisions. As the Equality act
2010 in terms of equal wages and salary and provide disable employees is having
difficulty with any portion of their employment(Boxall and Purcell, 2013).
 Data protection: This can be the most important legislation which can be impact to HR
decision making as the data protection act 1998 to avoid the unusual risk for the
employees at the work place with overall safety of employees data can be protected and
no personal information can be leak from the firm from the management as well
employees side. As the data should be process fairly and lawfully and obtained with the
permission of legislation fro special investigation. For each and every employees their
information can be important and leaking means it will use for their personal threat. If the
human resource will not consider this act than it will influence their decision which can
impact to the firms productivity.
 Health and Safety Act 1967: This will be the most important factor which can be
influence to the human resource decision as per the employee health and safety at work
act 1974 can be the help the HR to take the effective decision for then firms as well
employees betterment. They are the responsible person who can provide the safety and
make healthy to each and every employees in the firms in terms of safety equipment and
clothing to protect from the various chemical which can be dangerous for the employees
health. It is important for the firms to secure them by giving extra befits such as
employee insurance and compensation if any situation arise in the firm(Armstrong and
Taylor, 2014). As the heath and safety of the employees need to carry on with the
consideration of different regulation of health and safety of the employees and create
working environment more appropriate. It is important for the human resource
12

management to provide the training for the use of various chemical and equipment of the
firm which damage to the employees and health as well safety issues.
 Contractual responsibilities: This can be another legislation in terms of employee who
hired for the contractual work need to give equally opportunity by the human resource
management.
CONCLUSION
From the report Human resource management it can be easily inferred that it is important
for the management to bring the effective changes for the employees in the firm. In the Woodhill
College, Tesco and ITV. It is the best possible to current and future and requirement in the
recruitment and selection process of the firm with the help of psychometric and internal and
external recruitment which can be maximize the time and cost of the organizations. Human
resource manager required the interpersonal and communication skill to perform the effective
roles and responsibility in the organisation. It is important for the training and development
which will help to achieve the long terms and short terms objectives of the firms and overall
development of the employees. Reward and recognition given to the employee will be the most
important motivation factor which will help to improve the overall productivity. Woodhill
college issues can be solved by hiring the right candidate for human resource assistant professor.
The job description and specification will tells the requirement of the firms for a particular job. A
right place of advertisement will reach will help to get more applicants. To achieve the return on
the investment human resource manager need to focus on the employees training and
development which helps in increasing productivity and profits of the Tesco. Data protection,
Health and safety are the legislation influence the ITV HR decision making.
13

REFERENCE
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, M., 2016. A handbook of human resource management practice. 10th ed. Kogan Page
Publishers.
Boxall, P. and Purcell, J., 2013. Strategy and Human Resource Management. Plagrave.
Cardon, M. S., and Stevens, C., 2004. Managing human resources in smallorganizations: What
do we know?. Human Resource Management RevHafeez, K. and Aburawi, I., 2013.iew. 20(3).
Pp.295- 323.
Cornelius, N., 2012. Human resource management: a managerial perspective. 2nd ed. Cengage
Learning EMEA.
Dowling, P., Festing, M. and Engle, A. D., 2018.International human resource management:
Managing people in a multinational context. Cengage Learning.
Engle, D. A., Festing, M. and Dowling, P., 2008. International Human Resource Management:
Managing People in a Multinational Context. Cengage Learning.
Finegold, D. and Frenkel, S., 2006. Managing People where People Really Matter: The
Management of Human Resources in Biotech Companies. International Joutrnal of Human
Resource Management. 17(1). Pp.1-24.
Hafeez, K. and Aburawi, I., 2013. Planning human resource requirements to meet target
customer service levels. International Journal of Quality and Service Sciences. 5(2). pp.230-252.
Hassan, A., Hashim 2016. Human resource development practices as determinant of Human
resourceD climate and quality orientation. Journal of European Industrial Training. 30(1). pp.4
– 18.
Horton, S., 2000. Introduction-the competency movement: Its origins and impact on the public
sector. International Journal of Public Sector Management. 13(4). pp. 306-319.
Huemann, M., 2007. Framework of human resource planning (HRP) influencing factors for local
workforce supply in Malaysian construction industry. Journal of Technology Management in
China. 7(2). pp.177 – 197.
Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
14

Baum, T., 2012. Human resource management in tourism:a small island perspective.
International Journal of Culture, Tourism and Hospitality. 6(2). pp.420 - 421.
Brewster, C. and Morely, M., 2013. Human resource management in Central and Eastern
Europe. Baltic Journal of Management. 5(2). ). pp.101 - 112.
Dabic, M. and Martinez. R. M., 2016. Human resource management in entrepreneurial firms: a
literature review. International Journal of Manpower. 32(1). pp.420 - 421.
Dann, R., 2012. Promoting Assessment as Learning: Improving the Learning Process.
Routledge.
Hornby, A.S., 2015. Oxford Advanced Learner’s Dictionary; 7th ed. London: Oxford University
Press.
Keller, J. M., 2016. Motivational Design for Learning and Performance: The ARCS Model
Approach. Springer.
Khan, B. and Farooq, A., 2012. Human resource management : an Islamic perspective. Asia-
Pacific Journal of Business Administration. 2(1). pp.101 - 112.
Laytras, D. M. And Pablos, O. P., 2016. Competencies and human resource management :
implications for organizational competitive advantage. Journal of Knowledge Management.
12(6). Pp.12-15.
15

16