Human Resource Management Research

This assignment requires a critical review of academic research on Human Resource Management (HRM) with a specific emphasis on employee engagement. Students must examine the literature regarding the various perspectives, issues, research methodologies, and practical applications related to employee engagement within HRM. The analysis should delve into the impact of high-performance HRM practices on employee attitudes and behaviors, drawing upon relevant scholarly articles and sources listed in the provided bibliography.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Workforce planning purpose and the role of the HR manager in context to Woodhill
college.....................................................................................................................................1
P2. Strengths and weaknesses of recruitment and selection process......................................3
TASK 2............................................................................................................................................5
P3............................................................................................................................................5
P4. Effectiveness of TESCO recruitment and selection practice in return Investment..........7
TASK 3............................................................................................................................................8
P5 Importance of good employee relation for ITV and how effect decisions of HR.............8
P6. Important elements in the staff legislation and how it influences ITV’s HR decisions...8
TASK 4............................................................................................................................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human Resource is a department in almost every organisation which deals with
managing human resources. It can be defined through the scenario which we will be taking in the
assignment that human resources management is the process of recruiting, hiring, looking after
the employees’ performance and building a healthy relationship with people (Jackson and Parry,
2011). There are lots of activities which are clubbed in human resource management like how to
coordinate with people at work? What are the resources you need to start from? They supervise,
lead, manage, and perform management in an organisation. Business management deals with the
stress management, policy development, and the workforce management. Employees of any
company should be involved in motivation seminars, coaching, training and education which
will help them to grow and work more efficiently. All the functions of the human resource
department have been described in the report in detail. In the all three scenario will we be taking
different organisation from different sector (Scullion and Collings, 2011). In the first case we
will be taking Woodhill College and will be describing how the human resource department will
handle its recruitment process. Second case deals with TESCO and in that how employees’
performance will be improved. Final case describes employee relationship in ITV.
TASK 1
P1. Workforce planning purpose and the role of the HR manager in context to Woodhill college.
Workforce planning is procedure which defines the role of HR manager so to make it
affirm that people with skills, knowledge and experience are needed to deliver a company's long
and short term goals which are available at the time whenever they are needed. It shows the
character, job or role of those people who will play, the ways in which those roles will interact
and the competencies required for effective performance. In the case of Woodhill college it
describes that what kind of employment they will be offering to the candidates whether it is full
or part-time employees, who will have permanent or temporary contracts according to the
requirement. Other than this it also states that how many employees are required for teaching
purpose and for another positions (DeCenzo, Robbins and Verhulst, 2010). In the higher
education institutes, strategic plans focus on academic matters, finance, buildings and other
physical resources and the organisation need people who will deliver the plans. They will link
between these plans and describing the workforce requirement which will strengthen

organisational practices and will able to make sure that college achieve the objectives which they
have desired for. In a organisation HRM has lots of important functions or responsibilities which
they have to perform in order to increase the business of that organisation (Sparrow, Brewster
and Chung, 2016). Functions of HRM includes recruitment& selection, orientation, maintaining
good working conditions & employee relations and they have the final task of training &
development.
Workforce planning and resourcing has role of implementing a strategy which deals with
Woodhill resourcing strategy and involves acquiring talent who has desired skills to manage the
workforce (Harzing and Pinnington, 2010). The recruited person should have right skills and
behaviour. HR manager who has been recruitment for hiring employees or teaching staff have to
first investigate the hierarchy which college is following and looks at the resources which are

presently available with the college. Workforce management will help the college in getting right
teaching staff who would increase the value of the college and will help students of Woodhill to
enhance their talent. Manager has ultimate aim of meeting the demands of the college
administration which they have put in-front of the HR team. Keeping those things in mind they
need to find possible resources which will help them in attaining their goals (Boselie, 2010).
Looking every aspects of the recruitment procedure will make sure that no demand or
requirements has been left out.
P2. Strengths and weaknesses of recruitment and selection process.
When the concept of Human resource management came in the business market,
recruitment and selection was its core function and this is their responsibility to handle all the
task related to recruitment and selection process. They perform the task of designing job profile,
career planning, promotion and transfer of the employees. Hiring process encourage and ask the
talented young people to apply for current job vacancy (Lengnick-Hall, Beck and Lengnick-Hall,
2011). Any business organisation conduct employment recruitment because they want to expand
their business, the previously working employees has left the organisation or the new technology
and business need someone who is expert in those functions. There are two recruitment
approaches and most of the organisation combine these two approaches and exercise recruitment
procedure. Following are the some recruiting approaches:-
 Internal Recruitment
In this type of recruitment process job vacancy is filled from inside the organisation. Woodhill
college recruiters before considering external candidates might prefer taking internal candidates
for teaching post. This gives the chance to the current employees to change their position like in
a organisation their might be permanent employees, short term employees, retired employees
which can be taken in account for internet hiring. The current teaching staff can get promotion in
this process.
 External Recruitment
External recruitment is the assessment of the different candidates who are not part of the
organisation. In this the recruiters see that the candidate who has applied for this vacancy is fit
for the job or not. They check their skills and experience by testing them on various grounds and
when a organisation go for external recruitment process they use head hunters to search, contact
and recruit people (CHUANG and Liao, 2010). In external recruitment they can take help of the

job centres, job advertisements, recruitment agencies or can recruit through personal
recommendation.
Benefits of Internal Recruitment
 This increase the morale of the current employees because when an employee is given a
higher post its confidence and moral will automatically boost
 This process is cheaper and through this they can easily recruit in quick time.
 People who are working in the organisation are familiar with the surrounding and work
culture of the college.
 The chance of hasty decisions is completely eliminated as the current staff are well tried
and can be relied upon (Bloom and Van Reenen, 2011).
Weaknesses of Internal Recruitment
 By adopting this procedure company will be restricted to some employees and will also
limit the numbers of potential candidates.
 When a person gets promoted his previous position also gets vacant and need to filled
again.
 There are chances that whatever qualification or whatever the job description is, the
current employees might not have those skills.
 For new innovations and creative thinking this is not the right approach as the same ideas
of the same employees will revolve around in the workplace.
Benefits of External Recruitment
 If Woodhill college goes for external recruitment than they will get a larger pool of
applicants which will automatically increase chances of finding the right person for
the job (Albrech, 2011).
 The newly recruited people will bring new ideas and innovations.
 People might have wider range of experience.
Weaknesses of External Recruitment
 External recruitment takes much more time than the internal approach
 It is an expensive process because it involves activities like advertising which is a paid
promotion.

 It can be seen through different examples that the new staff might not able to adjust in the
new environment or might not get familiar.
TASK 2
P3.
a) Explain the difference between training and development.
Employee training and development are the part of the human resource function and
management. Aim of the training and development is to improve the performance and
productivity of the staff. Training is the process which aims at developing knowledge and skills
in the staff as per the requirement of the situation and job (Crook and et. al., 2011). Whereas
Development is an activity in which the manpower of the company learn & grow and is a self-
assessment act. A comparison chart has been made to give a clear picture about the difference
between these two.
Comparison Point Training Development
Meaning It is a learning activity in
which staff gets chance to
learn skills, knowledge as per
the requirement of the job.
Development has to do with
the overall progress of the
workers of the company.
Period It is for short period of time. It is for longer period of time.
Focus on It has to do with current goals. It focuses on future goals.
Orientation Job oriented Career Oriented
Motivation Trainer Self
Goal To improve the work
performance of the staff.
To make employees ready for
future tasks.
No. of Individuals Many Only single
b) Customer expectations affected Tesco and its need to train staff.
The aim of the training was to improve the services provided by the TESCO to the
consumers and bring a professionalism in the employees who are working for them. It was found

that if TESCO wants to attract more customers they have to develop some skills in areas outside
and inside their stores (Mossholder, Richardson and Settoon, 2011). Although TESCO is
performing well in the market but that does not mean they constantly rely on same startegies..
Maintaining an improvement status and expanding it more is the main aim of any organisation in
the world. Everyday managers come with the different plans & ideas to attract customer and
satisfy them by fulfilling their requirements and demands. HR manager thought that providing
training to the employees is the only way which could create a large impact on the sales of
TESCO and will lead them to competitive success. Customer's expectations such as likes and
dislikes, different demands, secure & healthy atmosphere and goods services give confidence to
the customer and make them happy (Vörösmarty and et. al., 2010). This attract them to regularly
visit stores whenever they want to buy something.
c) Identification of raining needs and training methods used by Tesco.
Need for the training is identified by a research which is normally done after the targets
and goals are set by the company. For achieving goals, the employees should be trained and the
company should make them aware that what are the customer demand and how they can fulfil
those demands at their own level. The aim of the TESCO was to expand market and attract the
customer. Employees who are working in the store or outside the store both needs different
training according to the work they do and whatever is the targets for that segment. It is observed
that employees who have more skills and are flexible in doing any work on the deadline help
companies to expand the market and increase the profit revenues. For making a training plan
customer profile is to be understood and in what areas the store is located? According to
it the products and the salesman will be decided. Through training they can get knowledge,
skills, knowledge of the resources and how to use them to work more efficiently (Cox, Arnold
and Tomás, 2010).
Almost every organisation uses two types of training method which are considered as
useful so the Human resource manager decided that they will be also using the same methods.
Following are the two type of training methods used by the TESCO:-
 On the job training
This type of training is given at the workplace or at the place where the employees are working.
Such type of training procedure includes a professional trainer who is given the duty of training

the employees. In this there include methods like shadowing, coaching, mentoring and job
rotation are included.
 Off the job training
This type of training occurs when employees of the TESCO are taken away from their place of
work for training.
d) Benefits for structured training programme.
There are some techniques which are used by the company to train the employees and
develop the desired skills so that they can perform better in TESCO, this is referred to as
structured training process. The aim of this training program was to expand business and attract
more customers so that they can increase their profits. If the company wants that their training
program should become successful they have to ask their employees that they should adopt those
skills and implement them in the real scenario (Farndale, Scullion and Sparrow, 2010). Through
this program company can create professionalism in their employees and by this the employees
will able to deliver quality service. By this program it is observed that the efficiency of the
employees has increased and presently they can deal with any situation arising by performing
those skills which they learnt in the training program.
P4. Effectiveness of TESCO recruitment and selection practice in return Investment.
Training program has brought a lots of benefits to the TESCO and helped them in
improving their customer service department whether in the store and outside the store. The
profit of the TESCO is now approx 50 billion pound which is more than its competitors. If we
talk about their growth till date, they have 6600 stores and are constantly increasing. It is the
biggest private recruiter in UK with 475000 plus employees all over the world. Due to such

training activities its sales is increasing day by day because now they follow the strategy of
continuous training for a period of time (Shuck and Wollard, 2010). TESCO should adopt a
strategy that they will only be recruiting only those employees who has desired skills and after
recruitment they have to be trained through different training seasons so that they can yield better
results.
TASK 3
P5 Importance of good employee relation for ITV and how effect decisions of HR.
Maintaining a good employee relation in a company is a key for success. If ITV wants
high productivity and satisfaction they have to build a strong relation between managers of the
company and the employees. It deals with the fact that how the conflicts arising can be resolved
and everyone's demand is met. If they want to grow and gain competitive success they need to
focus on the factors which affects the relationship between employees. It is the role of human
resource team to make sure that everything is OK in ITV,for that they have to constantly monitor
and inspect the activities of the employees(Fulton and et. al., 2011). They have to guide
managers and team leaders that they should ask their employees who are working under than to
adopt the process of team work. Organising team work activities and regular feedback from the
employees asking them about any issue or problem they are facing. For every department a
feedback team should be appointed who will take of the issue coming in the employee relation.
P6. Important elements in the staff legislation and how it influences ITV’s HR decisions.
Every country's government has made some laws which protects the rights of the
employees and improves employee relations. These laws also get changed and government
brings regular amendment in them, so the HR should constantly have an eye on the laws and
make sure that in ITV these rights not violated. By following the employment laws HRM can
reduce the liability of the of the company (Barney and et. al., 2011). Laws like anti-
discrimination law of 1964 makes sure that employees working in the company should not face
any discrimination on the basis of colour, religion, caste, sex and nationality. HR recruiting team
cannot refuse to hire any employee on this basis. Recruiters at ITV also have to take care of the

age discrimination which imply on employee who has age of 40 or older than that and this law
does not imply on people or employee who is less than 20 years old. There are laws related to
wages and the working hour that set minimum wage hour and should be revised on periodic basis
(Wang and Noe, 2010). HR manager should regularly verify the accuracy of the amount paid to
the staff of ITV. Employees also has to be paid for the over-time as any above hour after 40
afters will be counted as over time.If ITV fails to implement or follow Fair labour standards act
than they will have to face penalties and legal suit. This is the right which imply on every
organisation whether small or big. Leave provisions states that ITV have to provide leave to the
employee if he or she is not well up to 12 weeks of unpaid leave in a 12-month period. HR
should also keep in mind that any employees who has some or other disability or his medical
condition is not well should be treated properly. The victim has full right to hide his health
information and maintain a privacy.
TASK 4
a) Job advertisement for teaching staff.
JOB OPPORTUNITY
REQUIRED TEACHING STAFF
Applications are invited for the post of Physics and Chemistry
teaching staff at Woodhill College. Woodhill college ideology is
based on imparting quality education. So we need highly

motivated individual.
Age : 30- 45 years
Qualification : M.Sc or M.Ed.
Experience : A candidate who has more than 5 years of
experience is the minimum experience level required.
Skills : Must be familiar with Microsoft Office tools.
A handsome package with living facilities included.
Note: Interested candidate who are willing to apply for this post
can send their CV at the below mentioned email id.
Email: [e-mail] Phone: [phone]
b) Suitable platforms to place the advertisement.
After an advertisement template is designed than comes the task of deciding where to place that
ad, which becomes an important task for the organisation. For this a market research is required
to identify the places for ads. Woodhill college decided to post their ad on “jobs.ac.uk” which is
a job listing site. This was a good idea as lots of people go through the job listing website every
day, but other than this they can choose other platform for this. Advertising is an activity which
is considered as the top promotional activity which a organisation adopts in this century. As we
can see job advertisements are generally posted in newspapers which is the best way if someone
wants to give their ad (Kehoe and Wright, 2013). Newspapers are the source of news and are
considered as a prominent media platform, daily a lot people consume news through
newspapers.Woodhill college can place their ads in newspapers because they are not
complicated and are not much expensive. They can give their ads in the educational magazines
and giving jingles in local radio channels.
c) Job specification and person specification.
Job specification and person specification are the two different things which are related to
each other. Job specification is basically the purpose of the job, whom they have to report, what
are the activities which are carried out, responsibility and in all we can say that it describes what
a job involves. Whereas a person specification is the description of the required essential skills &

qualification, desirable skills & qualifications, personality trait of the candidates, what are the
specialist requirement and in all it describe the kind of person who would be appropriate for this
job. HR manager of the Woodhill college have to make sure that they recruit a person who has
all the necessary skills which the Woodhill college administration want (Kusluvan and et. al.,
2010). He can develop a Job specification and person specification for giving a clear picture of
the vacancy and what kind of person they are looking for.
JOB SPECIFICATION
Title: Lecturer
Department: Science(Physics and Chemistry)
Reports to: Dean of college
Purpose of the Job: To make sure that new methods of research and teaching are used in the
college with makes students engaged in the subject related activities.
Role and Responsibilities:
 To teach at both levels that is graduate and undergraduate level.
 To engage the students in new research and activities related to field.
 To monitor the performance of the students and submitting their performance report to
the head of the department.
 To participate in preparing a high quality curriculum or syllabus.
 To participate in the development and marking of exam and other assessments.
 To make students aware about the new scopes, career opportunities in the science fields.
PERSON SPECIFICATION
Knowledge:- It is expected from the candidate that he has a strong command over the subject
which has been asked in the advertisement.
Skills:- A good interpersonal, oral and written communication skills is essential and it is
desirable that the candidate has a record which proves that he has ability to manage work and
time.
Aptitude:-He should believe in team work.
Qualification:- A person who has a degree in M.Sc and M. Ed is the minimum essential
requirement.

Previous Experience:- A minimum experience of 5 years in teaching science subjects is must
and those who has more than 9 years of experience in the reputed college will be preferred first.
Personal Experience:- Commitment to academic research
Commitment to professional development
Commitment to high quality teaching
CONCLUSION
This is to conclude that human resource is the department which can be considered as the
backbone of any organisation because they are expert in handling the human resources which are
used for producing goods and services directly or indirectly. In the assignment we have pondered
upon the role and function of the HR through taking three cases of different companies and
organisation. They make sure that they recruit employees who could maintain the performance of
the organisation and they provide them the training which helps them to better understand the
customer needs and increase their market. There are certain laws and legislations which affect
the decision making of the HR, so they should regular inspect on the changes.

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Online
HRM Legislation Slides. 2009. [Online.] Available through:
<https://www.slideshare.net/RobbieA/hrm-legislation-slides> [Accessed on 9th June,
2017].
Job Description and Job Specification. 2009. [Online.] Available through:
<http://www.managementstudyguide.com/job-description-specification.htm> [Accessed
on 9th June, 2017].