Boosting Employee Motivation and Sales

The assignment focuses on the relationship between human resource management (HRM) practices, employee motivation, and business performance. It requires you to analyze research on HRM practices, such as talent acquisition, training & development, performance management, and reward systems, and their impact on employee engagement and sales outcomes. The goal is to propose practical strategies that organizations can implement to effectively motivate their employees and drive revenue growth within a short period.

HUMAN RESOUCRE
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1 ...........................................................................................................................................1
a) Role of HR Manager and Purpose of Workforce planning.....................................................1
b) Strength and Weakness of different approaches to recruitment and selection.......................3
TASK2 ............................................................................................................................................4
P7 Application of the practices of Human Resource Management............................................4
PART 2 ...........................................................................................................................................6
TASK 3 ...........................................................................................................................................6
P3 Benefits of HRM practices for employer and employee.......................................................7
P4 Effectiveness of training and development practice .............................................................9
TASK 3 ...........................................................................................................................................9
a) Importance of good employee relation.................................................................................10
b) Key employment legislation in ITV.....................................................................................10
CONCLUSION..............................................................................................................................11

INTRODUCTION
Human Resource Management plays vital role in managing personnel within
organisation. It is designed in order to maximize the performance of employees. Prime objective
of this function is to recruit and manage skilled and competent individuals that are able to attain
goals and objectives of the company (Alfes and et. al., 2013). The department is concerned with
recruitment, selection, induction, orientation, compensation, performance appraisal, health &
safety, training and development of manpower etc. It is the responsibility of human resource
manager to formulate appropriate polices and regulations that assists in increasing motivation
level of employees. They design effective training programmes so that skills and knowledge of
employees can be enhanced. Its major purpose is to attain objectives of the firm in effective
manner. The present assignment is divided into 3 parts. First one is related to recruitment and
selection, second section is about employee development, performance and reward. The last part
contains the study about employment relationship. Purpose and functions of human resource
management and its application in workforce resourcing and planning is defined in the
assignment. Apart from this, benefits of various HRM practices & its effectiveness in increasing
productivity and profitability of organisation is include in the project.
TASK 1
Case Problem: Woodhill College

Introduction: This case study deals in improving the recruitment and selection process of
Woodhill College. Currently the college is experiencing high staff turnover rate which means
that college is facing several vacancies which needs to be filled in an optimum manner. For this,
college has recruit new HR Manager who provide assistance in finding and hiring best, skilled
and competent candidate. The college rely on single method of recruitment and also they are not
having clear HR strategy in order to meet present and future needs effectively.
a) Role of HR Manager and Purpose of Workforce planning
The success and growth of business enterprise depends upon how effectively and
efficiently their employees contributes towards attaining business objective. Thus, the main role
of HR Manager is to hire and recruit skilled and competent personnel (Armstrong and Taylor,
2014). It is workers who make the entire organisation and carry out all business activities in an
approbate manner. For this reason , it is advisable to consider them as assets of the company
rather than considering as cost factors. HR Manager takes strategic decision concerned with
managing people and resource in an effectual manner. As per the given case Woodhill College is
not having any clear strategy in context of managing future and present needs effectively. Thus,
the main responsibility of new HR Manager revolves around hiring and selecting competent and
skilled candidates, coordinating workers benefits and suggesting training and development
strategies that enhance the efficiency and productivity of their workers. Following are the
detailed description of various roles of HR Manager are as follows:
1. Working Together: It is important for every business concern that their employees should
work together and yield higher revenues and sales. Working together as a team enables
personnel to handle the situation with best possible alternative and with innovation and
creativity(Bloom and Van Reenen, 2011). Woodhill provides great employment
opportunities to its workers through which they can develop themselves both personally
and professionally which is good for their future career growth. For example: The HR
Manager advise supervisors and leaders deals with how to assign roles and
responsibilities to different workers, thereby assisting the company to adapt themselves in
an prominent manner as per dynamic changes.
2. Commitment Building: HR Manager also deals in formulating effective strategies that is
mainly concerned with developing future needs related with higher profitability and
revenues. They also build strategies that increase the commitment of personnel towards

the business enterprise. This primarily starts with putting right people on right job with
right skills and qualification within time-frame. In order to keep then motivated, it is
recommended to conduct various training programs and fun activities.
3. Building Capacity: HRM team assist the company in developing higher competitive
advantage over their rivals, which mainly deals in building and improving the capacity of
workers so that they can offer unique product or services to its target audience. It is not
about hiring skilled personnel, this mainly deals in keeping employees, retaining them
and assist in their long term growth and success.
Workforce Planning refers as the strategy often used by managers in order to anticipate
employees needs and deploy them in most effective and efficient manner by using advanced and
innovative HR technology (Boxall and Purcell, 2011). It is a core function of HRM which
chiefly related with determining and analysing the needs of company in terms of size, skills,
experience of its personnel to accomplish its goals and objectives. It is mainly deals in putting
right candidate on right position according to their skills and knowledge. Following are the main
purpose of Workforce Planning:
 Assist in setting company's goal and objectives
 Improves the efficiency and productivity of workers
 Helps in formulating effective long term strategies
 Improve the Quality of Employees and Work.
b) Strength and Weakness of different approaches to recruitment and selection
The Process of Recruitment deals in stimulating the interest of various candidates and
enables them to apply for job in the concerned organisation. Basically it is related with attracting
large pool of applicants through advertisement, social media, print media so as to aware them
about the current opening in the business concern. On the other hand, Selection is related with
selecting best candidate from the pool of applicant (Buller and McEvoy, 2012). The selection
process compromises of various stages which includes written test, personal interviews etc.
Both Recruitment and Selection are the considered as core component of HR Practices.
The success of company depends upon its skilled and competent personnel. Woodhill is currently
depend upon one single method of recruitment. This limits their choices in context of choosing
best candidate from pool of applicants. Thus, it is recommended to increase the reach of hiring
and selecting candidate by adopting various methods (Cascio, 2018). Normally, there are two

ways in which HR Manager of Woodhill College can hire skilled personnel namely Internal and
External.
Internal Source: This revolves around selecting employees within the business premises. The
most common way to do this is transfer and promotion.
Advantages Disadvantages
 Quicker and Cheaper Process
 Motivates the personnel
 Less risky
 Promotes Employee Engagement
 Reduce the turnover of valuable
workers
 Causes conflicts between workers
 May or may not be respected by other
co-workers
 Lack of fresh talent
 Essentially hiring two employees which
further increases cost and time.
External Source: This mainly deals with hiring employees from outside the office premises i.e.
through employment exchange, job portals, direct recruitment etc.
Advantages Disadvantages
 Better availability of qualified and
skilled workers
 Delivering new inputs and skills
 Experienced Candidates
 Promotes Creativity and Innovation
 Encourage fresh talent
 Costlier Process
 Time-Consuming
 Cause disputes among existing and new
employees
 Promotes unhealthy and challenging
working environment.
TASK2
P7 Application of the practices of Human Resource Management
a) Job advertisement
JOB OPPORTUNITY
Woodhill College is looking for knowledgable, competent, self-motivated and skilled candidate
to fill the job vacancy available in Pretoria, South Africa
Profile : Human Resource Manager
Required experience and qualification:

4. Business Administration degree, Master Degree in Human Resource with experience of
minimum 3 years, Quality Management system.
5. Minimum experience required is 2 years.
6. He/She must have the ability to handle the area of management, payroll and
communication.
7. Have the ability to manage activities in proper way.
8. Proficient in MS-Word, Excel
To apply & for more details regarding the above mentioned position, please visit the official
web site of Woodhill College. Apply within 15 days prior to date of advertisement.
b) Platforms used by Woodhill College for advertisement:
 Print Media
 College Website, Bulletin Boards.
 Social Networking Sites
 Digital Media
In order to place advertisement, above mentioned are the different channels through
which Woodhill College can effectively advertise about vacant job position.
c) Preparation of Job description & person specification:
Job description:
Job Description
Organisation Name Woodhill College
Job Designation Human Resource Manager
Location Pretoria, South Africa
Reporting To Higher Authorities (Principal)
Roles and Responsibilities  Hire knowledgeable and competent staff

 Develops Strong Interpersonal Communication
 Administe Soft Skill Training
Working Hours 10:00am to 6:00pm
Salary 8500 Pound per month
Working Facilities College render benefits, flexible working hours,
compensations and other facilities to its staff members.
Person Specification:
Name: ABC
Contact no.: 5648901
Email: [e-mail]
Qualification:
MBA University 85.00%
Graduation University 80.00%
High education London school 91.00%
Secondary education London school 92.00%

Personalized information
Father's name: PQR
Mother's name: XYZ
Achievements:
 Best Performer of the year.
 Received award in administering excellence service.
PART 2
TASK 3
Case Study: TESCO
Training and development of workforce is necessary for constant growth of the company.
Flexible and committed individuals helps in expansion of business of Tesco. Its expansion
depends on acquiring and retaining customers (Choi, 2011).Training helps the employees in
meeting objectives of the company.
P3 Benefits of HRM practices for employer and employee
a) Difference between training and development:
Organisation conduct training for the purpose of developing knowledge and skills of
employees that is required for the job. Development administer additional skills to the individual
which helps them in their future career growth. Structured approach is used by Tesco for
providing training & development to the workforce which administer strong base for constant
growth of the firm. It helps in improving productivity as well as performance of the workers.
Some differences between training and development are defined below:
Training Development

It refers to a learning process in which
workforce of Tesco gets opportunity to learn
new skills and competencies.
It refers to the process of educating employees
and provide them overall growth that helps
them in their future career growth.
Training is a completely job oriented process
as it provides only job related skills and
learning to employees so that they are able to
effectively perform the tasks in Tesco.
It is a career oriented process as it administer
additional skills to the employees that helps in
their personal growth.
Training provides short term learning to the
individuals.
Development provides long term learning to
the workforce of Tesco.
The main objective of Tesco behind providing
training to its workers is to improve their work
performance.
Main objective of administer development is to
prepare employees for future challenges.
Training provided by Tesco is focuses on
present.
Development emphasize on future.
b) Determination of training needs and methods used by Tesco:
Training is important for every individual in order to improve their skills and
competencies. It imparts new knowledge to employees and increase the performance of
organisation. It is necessary for Tesco to conduct appropriate training & development
programme for the employees that enables them to complete their tasks effectively and
successfully (Guest, 2011). For this, it is required by the manager to identify training needs of
employees and design training session according to that. For this, manager needs to -
 Look at present skill level of employees.
 Identify skill gaps.
 Decide the skills that are beneficial for growth of the company.
 Plan suitable training event in order to bridge that gap.
Manager needs to prioritize training requirements and formulate training programme
accordingly. Business objectives are keeping in view at the time of designing training event so
that objectives can be successfully attained. It is important to take feedback of employees
regarding training & carry out skill audit. All these helps the manager to fill up skill gaps.

Methods of training used by Tesco:
Tesco use both kind of training in order to enhance the performance of employees and
administer them opportunity for growth & development. Two types of training methods used by
company for improving skills and knowledge of employees are as follows:
On the job training: This method allows employees to gain knowledge by performing a
specific task in real. Individuals learn by managers and peers and try to adopt their behaviour.
This type of training is provided by job rotation, mentoring and coaching. This type of training is
provided at the same workplace.
Off the job training: This training is administered for the purpose of development of
individuals. Off the job training is provided to employees away from the workplace. It can be
administered through business game, stimulation, role play, lectures, conferences etc. Tesco
provide study material to its employees so that they can easily gain knowledge.
c) Benefits of using systematic approach to training & development
Training & development is essential for every business organisation as it highly
contributes in growth and success of the company. Systematic approach of Tesco provides strong
foundation for continuous growth of the company (Hendry, 2012). It helps the individuals in
increasing their skills and knowledge as well as assists in improving their performance. It
increase the motivation level of employees and encourage them to work in better manner and
effectively attain the targets and objectives of the firm. It develops potential within workforce to
do different from others. It is a type of formal training which is designed to ensure that it work is
completed on time.
Systematic approach of training assists in increasing profitability and revenues of the
company. It render better understanding to employees about their work, roles and
responsibilities. It is necessary for the managers of company to identify needs and requirements
of employees related to training and design appropriate training event that fulfils their need and
is beneficial for both, employees as well as organisation (Jiang and et. al., 2012). It assists in
accomplishing set targets and of the company in effective and efficient manner. Proper training
also assists in reducing cost of the company as it increases the effectiveness of working and work
is done in proper way and resources of the firm are fully utilized.

P4 Effectiveness of training and development practice
The procedure of training and development is cost consuming as it requires high amount
of money. Firms invest large amount of capital in providing training to its workforce so that they
are capable to perform their work with effectiveness and efficiency. It highly contributes in
maximizing the productivity as well as performance of the company. Training administered by
Tesco assists in its business expansion. It facilitates the employees to deliver best services to its
customers so that objectives and targets of the firm can be meet. It administer learning to
employees that helps in providing competency as well as potential to perform their
responsibilities in effective manner. Effective training leads the company towards sustainability
and growth. It also assists the firm in acquiring and retaining customers and provides
competitive advantage to the company (Lengnick-Hall, Beck and Lengnick-Hall, 2011).
TASK 3
Case Study: ITV
Introduction: This case is related with employee relation in ITV. They are mainly done this via
collective bargaining, direct engagement with individuals etc. This case study revolves around
how the company is using direct communication method in order to increase the engagement and
contribution of employees in an organisation. They are mainly using their own Intranet channel
which is popularly known as Water coolers and 60 second update method.
a) Importance of good employee relation
The success of company depend upon how effectively their employees work and contributes
towards attaining higher profitability ratio and revenues. Employees are considered as the main
asset of business enterprise. Therefore, the main responsibility of organisation is to engage
employees in their decision making process. Employee relation can be defined as a manner in
which company interacts with human resources (Ployhart and Moliterno, 2011). Maintaining
good relationship with employees reduces the chances of conflicts and promotes staff morale
and improve overall productivity of workers. ITV is maintaining good employee relation as they
have their own intranet popularly known as Water-cooler. In this method, they usually provide
daily update to its employees. Other method is they are providing 60 second update to employees
who were not online when company first provides online updates. They are doing this on daily

basis which provides information to the employees in context of what is happening in the
company.
Strong employee engagement enhance the communication among workers. They are
mainly doing this via sending memo or personal mails. Employees are considered as the most
important resource of company. This can further be improved via regular meeting and
continuously asking feedbacks from its employees.
Apart from that the company deals in engaging employees in their decision making
process and they also involve them in their vision and mission statement. ITV is also using
collective bargaining as they believes that collective relationship will eventually benefits both
employee and employer. Further the company provides effective strategies that helps in
motivating and encourage them to work hard or in productive manner.
b) Key employment legislation in ITV
Employment Equality Acts: it considered wide range of employment and its related
areas. In this involves various process of recruitment and promotions such as equal pay, working
conditions, training and experience, dismissal and harassment etc. this act defines the
discriminations as treating one person in less favourable from another such known as partiality.
It can be involved various discriminations which are based on gender difference, civil status,
family status, religion, disability and age etc.
Good working conditions regulations: In this defined that working conditions are
affected by various aspects including health, safety, security and working hours. Poor working
conditions can damage the health of employees so it became law in 1993. every firm applies this
legislation for improving the working environment and create better conditions so that
employees can work without any hazards (Renwick, Redman and Maguire, 2013).. In this
includes some major safety factors regarding business firm that ITV applied such as
maintenance, ventilations, temperature, lighting, cleanliness, workstations etc.
Data Protection Act: it helps in controlling of personal information which is used by the
business organisation. ITV also applied these protections act for hiding as well as securing some
personal information from outside or other persons. Every individuals are responsible for
utilising data that must be follows strict rules and regulations so that they can ensure about the
information such as: used fairly and lawfully, adequate and relevant or accurate. It also helpful in
securing data of ITV company (Wright and McMahan, 2011)

CONCLUSION
As per the above mentioned report, it can be concluded that human resource management
is very important and essential part of the business organization. in this function and purpose of
HRM help the employees in order to enhance their skills and knowledge on particular matter. In
order to attract large number of the new candidates, business entity use internal and external
approach which help them to easily recruit knowledgeable candidates for vacant post. In this
manager of the company promote and motivate their all workers by providing effective training
and development secession. Employment legislation act effects on business and employees
performance in a direct and indirect way. Employee relation is also essential part of the business
development and success. It is also very important and vital part of the business to motivate their
all employees and increase business sales or revenues in a limited time period.

REFERENCES
Books and Journals
Alfes, K. and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. In
Handbook of labor economics (Vol. 4, pp. 1697-1767). Elsevier.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Choi, M., 2011. Employees' attitudes toward organizational change: A literature review. Human
Resource Management. 50(4). pp.479-500.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Hendry, C., 2012. Human resource management. Routledge.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Lengnick-Hall, C. A., Beck, T. E. and Lengnick-Hall, M. L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3). pp.243-255.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of management review. 36(1). pp.127-150.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.

Wright, P. M. and McMahan, G. C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.