This report delves into the role of Human Resource Management at Wood Hill College, covering recruitment and selection, employee performance, development, and factors influencing HR decision-making. It discusses workforce planning, recruitment approaches, training methods, employee relations, and employment legislation.
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Human Resource Management 1
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Table of Contents Introduction......................................................................................................................................5 Part 1: Recruitment and selection....................................................................................................6 Task 1...............................................................................................................................................6 P1 Explain the purpose of workforce planning and the role of the HR manager with regards workforce planning and resourcing for wood hill College..........................................................6 P2 Explain the strength and weakness of different approaches to recruitment and selection.....7 M1 Assess how the functions of the HRM can provide talent and skills appropriate to fulfil the business objectives.......................................................................................................................8 M2 Evaluate the strength and weakness of the different approaches to recruitment and selection.......................................................................................................................................9 D1 critically evaluate the strength and weakness of different approaches to recruitment and selection, supported by specific examples.................................................................................10 Task 2.............................................................................................................................................11 P7 Illustrate the application of HRM practices in a work-related context, using specific examples....................................................................................................................................11 a). Write a job advertisement for the role..................................................................................11 b). Identify suitable platforms to place the advertisement.........................................................12 c). Prepare a job description and person specification for the role............................................13 M5 Provide a rationale for the selection of your chosen platform considering the impact technology (e.g. online resources, digital platforms and social networking) will have on improving the recruitment and selection process......................................................................14 2
Part 2: Employee performance, development and reward.............................................................15 Task 3.............................................................................................................................................15 P3 Explain the benefits of different HRM practices within an organisation for both the employer and employee.............................................................................................................15 a. Explain the difference between training and development....................................................15 b. Describe how training needs are identified and the methods of training used by Tesco.......16 c. Explain the benefits for Tesco and the employees in having a systematic approach to training and development..........................................................................................................17 P4...............................................................................................................................................18 d. Evaluate the effectiveness of Tesco’s training and development practice in terms of delivering a return on investment (considering productivity and profit)...................................18 M3 Explore different methods used by Tesco in terms of developing its employees and consider the strength and weaknesses of such practices. Provide specific examples................19 D2CriticallyevaluatesTesco’sHRMpracticeswithregardstotraining,development, flexibility and reward providing specific examples...................................................................20 Part 3: Factors that influence HR decision-making.......................................................................21 Task 4.............................................................................................................................................21 P5 provide an analysis on the importance for ITV to maintain good employee relations and how it influences their HR decision making as a result.............................................................21 P6 Identify and briefly key elements of employment legislation and how this influences ITV’s HR decision making. You should make reference to equality, data protection, health and safety, along with contractual responsibilities...........................................................................22 3
M4 You will have to evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making in ITV...........................................23 D3 You will critically evaluate the relations and the application of HRM practices in ITV that inform and influence decision-making in the organisation.......................................................24 Conclusion.....................................................................................................................................25 References......................................................................................................................................26 4
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Introduction This report discusses the role of Human resource management in the organisation. It is divided into three parts. The first part discusses the practices anAd methods of HRM which includes the recruitment and selection. It also discusses the workforce planning and different methods /technique to selection and recruitment. The second part discusses the performance of the employee and their development. It also discusses the advantages of training and development of Tesco. It describes the different methods of training related to Tesco. The third part discusses the relationship of employment. It also emphasis on the importance of ITV and evaluates the decision of HR. Different legislations are discussed with their roles and this legislation affect the decision oh HR manager. 5
Part 1: Recruitment and selection Task 1 P1 Explain the purpose of workforce planning and the role of the HR manager with regards workforce planning and resourcing for wood hill College. HumanResourcemanagementisthemanagementofhumanresources.Itincludesthe management of the people in the group and maintains the relationship between employee and management. The department of HR is responsible for recruitment training, development and rewarding.Human resource planning is the procedure that includes the predicting, monitoring and developing and ensures that there was a right number of people at the right place. It recognizes the current and future needs of employees and explores the most suitable and profitable methods to recruit and preserve these individuals. Role of HR: ï‚·Human Resource established the principles and policies that help to attain the objective of the wood hill college.. ï‚·Wood Hill College involves the process of training of employees and development. ï‚·Planning can be done by the HR of college that helps to select the right people for right job. ï‚·WoodHillCollegeprovidestherecruitmenttotheemployeesaccordingtotheir qualification. ï‚·The HR manager direct, plan and coordinate the functions in college. ï‚·The manager oversees the interviewing and hiring of new staff for the college. ï‚·The managers consult with their superior members and executives on strategic planning that helps to maintain their relationship between the management of the college. 6
P2 Explain the strength and weakness of different approaches to recruitment and selection Recruitment is the process of selecting, choosing and employing the suitable applicants for jobs within the administration. Selection is the process of choosing employee as being the most suitable for the organisation. There are various techniques of Recruitment and selection. It includes the internal sourcing, external sourcing. ï‚·Internal sourcing: It is the exercise of advertising a new divested situation within an industry to present workers. ï‚·External sourcing: It is the process of staffing that conducts an employee applicant through various tools such as advertisements, newspaper etc. Strength and weakness of internal sourcing: StrengthWeakness ï‚·It is quicker as it takes less time to hire the applicants within the college. ï‚·It is a cheaper process as applicants areselectedwithinthecollege.It takes no fees. ï‚·It causes the internal conflict as the job is provided to the candidates that create the negative impact on morale. ï‚·Itlimitsthechoiceofoptions,as candidatesareselectedwithinthe college that limits the options. Strength and weakness of external sourcing: StrengthWeakness ï‚·It receives the number of applicants who have skill and knowledge that helpstoincreasethechancesof finding a suitable applicant. ï‚·It finds the qualified candidates as it isthroughtheadvertisementthat helpsthecompanytofindthe qualified candidates. ï‚·Therewillbelimitedunderstanding aboutthecollege,asitisexternal recruitmentsotherewillbeless plannedforunderstandinginthe environment. ï‚·Thisprocessistime-consumingas, thereisnumberofapplicantsand recruiter needs to be careful to select 7
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the candidates. M1 Assess how the functions of the HRM can provide talent and skills appropriate to fulfill the business objectives. Human resource management provides the ability and structure to fulfil the needs of candidates. HRM is a body of information and a set of practice that describes the nature of task and regulates the job association. The various methods such as presentation and interview help to recognize the various aptitudes of candidates such as skill to make presentations or connect to the public. Planning is also an important function and it is a technique in which wood hill college safeguards the correct number of applicants at the right place and right time. It enables the managers to decline the insecurity in the future and prepare them to cope up with the different changes. Training helps to improve the present or upcoming candidate performance by increasing the aptitude of worker to perform through learning.The function of Development also helps the business to achieve the objectives, as it possesses a staff that will be a competitive benefit over the competitors in the market place. Recruitment is the core function of HRM which selects the candidates to fill the needs of employment, recruiting and providing training to the best candidates (Sani and Maharani , 2015). 8
M2 Evaluate the strength and weakness of the different approaches to recruitment and selection There are various, methods to selection and recruitment. Internal sourcing is the procedure of classifying and inviting job candidates from the college. It has certain pros and cons. The process is quicker as it takes less time to hire candidates from within the wood hill college. It is a cheaper process as it hires the candidates within the college that will incur the less cost. It cons is it leads to the internal conflict as this job is for the internal candidates, which leads to the negative impact on morale. The internal sourcing limits the options as the manager can choose from the college this limits the options. Source: (Ozb, 2017). External sourcing is the technique of recruitment that conducts a member applicant search through the diverse tools such as advertisements, newspaper etc. It has certain pros and cons. The college receives a number of applicants who have skills and knowledge and capability to handle a job. External sourcing helps to grow the college as the college can select members with high potential; there are chances of higher growth. It has cons such as it involves the higher risk as new candidates applied for the job that is the stranger to the college . It considers the higher risk. 9
This process involves the high cost as new candidates are appointed, so the college has to pay according to their skill and ability (Wood and Horwitz, 2015). 10
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D1 critically evaluate the strength and weakness of different approaches to recruitment and selection, supported by specific examples. There are different methods such as internal sourcing and external sourcing. They have their own different strength and weakness. Internal sourcing is the cheaper process as the employees are selected within the organization, so it does not involve high cost. The process of internal sourcing is quick as employees are selected in less time. It has certain weakness such as it leads to the internal conflict as employees are selected within the organization that will create the negative impact on morale. External sourcing has certain strength such as there will be a selection of qualified employees as the applicant is recruited through the advertisement that helps the company to find a suitable candidate. It identifies the fresh applicant who is capable of delivering skills and inputs. Weaknesses are such as it has higher risk and it consumes more time and cost.For eg. In wood hill college, interview method has been used to recruit the candidates. It helps in the analyzing the personal skills not the technical skills.(Truxillo, et. al., 2015). 11
Task 2 P7 Illustrate the application of HRM practices in a work-related context, using specific examples. a). Write a job advertisement for the role Application of HRM practices: Application of HRM can be determined as practical systems of revealing appeal regarding job description and job-role analysis. The practices can be integrated and strategic approach to direct organization to articulate its mission, vision. Formation of job role relate to Wood Hill College Job Vacancy Wood hill College Required Teachers/ professors/Principle Experience: 5 years Wood hill college requires Principle Minimum Qualification(PH.D),P.G Experienced as principle in reputed institution Teacher/ Professor Minimum Qualification B.com, B.A, B.Sc. Experienced as a teacher in a reputed institution. Please attach your C.V along with 2 Photographs by 25 January. Director Administration:@job.hr_mail_woodhill.org. Head office: Wood hill College. United Kingdom. 12
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b). Identify suitable platforms to place the advertisement. Wood Hill College adopts the following platforms for posting this advertisement: T.V/advertising:Wood Hill College post the advertisement in T.V, radio, newspaper and other media so that they can spread to more appropriate applicants. Recruitment events:These events are those sites that help the college and HR to place the online advertisement to meet the requirements. Social broadcasting:An online site such as Facebook aids the college in their selection of eligible applicants and skilled teachers for their college. 14
c). Prepare a job description and person specification for the role. Person Description – Principle/Teacher ConditionEssential/DesirableHow Assessed? Principle/Teachers Qualification: Degree Level Master Degree Needed Desirable Application form Experience: 5 years of practice in the same job role. Practiceofhandling situation,coaching abilityandwriting and communication. Needed Desirable Application form Knowledge Awareness of dealing withparentsand teachers. DesirableVia interview Skills: Outstanding communication skill. Ability to understand complex facts. Needed Needed Via interview 15
M5 Provide a rationale for the selection of your chosen platform considering the impact technology (e.g. online resources, digital platforms and social networking) will have on improving the recruitment and selection process. Social Networking:From the networking sites college and corporations able to recruit eligible candidates through the system of application. These systems are online consultancies and job software, blogs that help the HR to achieve and find possible jobseekers competently. If job advertisement is given then more number of teachers and principals can be appointed by college. Online Resources:These resources help to make changes to find the suitable candidates and support to manage the complex situation. It includes the Facebook and LinkedIn to manage the role of job. Digital platform:It is the software or hardware of a site. For e.g.Facebook and Quora. These sites help the college candidates to know about the vacancy and they can be applied easily to that post. 16
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Part 2: Employee performance, development and reward Task 3 P3 Explain the benefits of different HRM practices within an organization for both the employer and employee. a. Explain the difference between training and development. TrainingDevelopment ï‚·Trainingistheprocedureof developing or coaching to others, any informationwhichrelateswith specific capabilities. ï‚·The main objective of training is to improve the performance of work of employees. ï‚·Development is the process of Providing the chance for an individual to increase their aptitudes for overall growth. ï‚·The main aim of growth is to prepare the workers for upcoming tasks (Key Differences, 2015). 17
b. Describe how training needs are identified and the methods of training used by Tesco. Methods of Training:Tesco offers two kinds of training to advance the performance and business development. On the job training:It is the process of teaching in which workers learn through observing peers or executives performing the job and trying to reproduce their behavior. It includes following methods such as mentoring, coaching etc. Coaching:In this method the trainee is employed under a administrator who functions as a coach in training and provides the response. Job-instructions:In this method, there is step by step teaching in which trainer clarifies the way of doing the works to the trainee in case of errors. Off -the job training:It is the process of training, in which employees learn their job roles which were away from the actual work ground. It includes the following methods such as lectures, Audio-visual, case studies etc. (Business Jargons, 2018). Case study method:It deals with the problem by a business that can be solved by the employee. Lectures:It is suitable when there is a large number of trainees. This method can be helpful in explaining the doctrines and concepts and face interaction is possible. Training needs of Tesco are identified after setting the targets in business. The main aim of Tesco Training program is to place the correct person at the right job at right time. To achieve the goal, it is necessary to identify the activities and perform those activities; employees require the skill and competence. The employees must have the wide range of knowledge and skills are more flexible and productive that helps to achieve the business objectives. The process of training helps workers to carry out their job efficiently which were based on the knowledge and skills. 18
c. Explain the benefits for Tesco and the employees in having a systematic approach to training and development. A systematic method to training safeguards the people are ready for their work by having the knowledge, skills and approaches to do their job. This method begins with identifying the needs of employees work. Benefits of training and Development: Tesco offers the training methods such as Off-training and on training to workers and also provide the long-term strategy for development that helps to produce the long-lasting competencies. Training and Development help to upsurges their sense of title in the industry. These approaches help to improve the level of employee’s motivation. 19
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P4 d. Evaluate the effectiveness of Tesco’s training and development practice in terms of delivering a return on investment (considering productivity and profit) The main focus of teaching is to attain the purposes of corporate in terms of income and development. To achieve the effectiveness of Tesco training the workers must put into accurate scenario with the essential ailment to support an arrangement of job performance. The training is the operative technique to raise the business by providing them better facilities to the people and to train the group to achieve all the activities of commercial in a better manner. The effectiveness can be achieved through the training program. The net profit of Tesco is 3 billion pounds, which is rational. The stores in UK are extended widely from supermarket style to Tesco Express. On the basis of such development and improvements, Tesco achieved a profit (Hashim, et. al., 2016). 20
M3 Explore different methods used by Tesco in terms of developing its employees and consider the strength and weaknesses of such practices. Provide specific examples. The development program of Tesco is based on the shared accountability of employee in which apprentice is responsible for development. The manager helps the worker according to the needs of expansion. Workshop is organized for the direction and training of trainee. In order to safeguard the presentation of the trainee, the performance can be revised regularly. The manager provides the response to improve the performance of employee (Veloso, et. ,al., 2015). Strength: The program of development provided by the Tesco helps to advance the knowledge and skill of employee. The expansion in the administration produces staffs which are creative, valued and optimistic for business improvement. Weakness: There are some drawbacks in the Tesco development program, such as vast amount is spent to train the staff to perform well for business growth. It exposed to the problems in macroeconomic. There is the limit on the development in Tesco superstores due to the regulation in order to evade high market share. 21
D2 Critically evaluates Tesco’s HRM practices with regards to training, development, flexibility and reward providing specific examples. TrainingandDevelopment:TheimportantpracticeusedbyTescoistrainingand Development. The company is committed to equipthe recruit fresh graduate with skills and knowledge, so that they can help in developing the business. In order to grow the workforce, Tesco academy is developed. Recruitment and Selection:The main aim of Tesco is to recruit the people to accomplish the business for consumers. Once the applicants are selected, they will undertake placement program (Breaugh, 2017). Performance Appraisal System:Tesco is committed to deal with reasonable pay as well as aids to the workforce. The main goal of Tesco is to ensure that staffs are satisfied and maintained during the growth process in the company. 22
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Part 3: Factors that influence HR decision-making Task 4 P5 provides an analysis on the importance for ITV to maintain good employee relations and how it influences their HR decision making as a result. Every employee at the place of has a relationship with the workers, which helps to deliver their ideas and opinions to each other. An individual cannot work alone in the establishment, he needs others around him. It is important that workers share a healthy relation with each other at the place of work. If the relations of employee are good in the organisation, he can perform well and helps to achieve the goals of the company. With the good relations of employee, the employee can focus on the task that helps to increase the productivity of organisation. If there is an increase in the productivity, it leads to better output. It influences the decision of HR, by the performance. If they perform well in the organization, they can achieve the goal easily. The HR reviews the performance of each and every then decides about the training. The HR appraises and reviews the performance of each and every employee and then takes the decision in the organization (Management study guide, 2018) 23
P6 Identify and briefly key elements of employment legislation and how this influences ITV’s HR decision making. You should make reference to equality, data protection, health and safety, along with contractual responsibilities. Elements of Employment Regulation regarding selection and Recruitment are as follows: The Equality Act 2010:Equality means to be equal especially in the right and status. There is legislation named the equality Act 2010 which provides the simpler, consistent and effective framework for preventing discrimination. It also helps to strengthen the law to progress on equality. The HR shall not discriminate on the basis of equality in the organisation. He will take decisions by avoiding the discrimination on the ground of age, race, caste etc. Data Protection Act 1998:The act defines the material as sensitive data and limitations are enforced on the managers in relation to the group and use of such data, including the staffing process. The HR helps to protect the information as confidential, if it is necessary for employees then he can provide that information to employees (Shields, et., al., 2015). Health and Safety Act, 1974:This Act provides the safety, Health and welfare of employees at the workplace. The HR provides the better environment to the employees, so that they can work easily and achieve the objectives of the company. Contractual responsibilities:the contract stipulates the rights and duties of the parties. The work of HR is to manage the rights and obligation of the employees and enforce their right to the contractual rights. It also analyses that whether the employee is performing their rights and duties. 24
M4 You will have to evaluate the key aspects of employee relations management and employment legislation that affect HRM decision-making in ITV. Employee relation management is the system which supports the relation between the business and employees. It is the procedure that businesses use to efficiently achieve all connections with workers,toachievethegoaloftheadministration.Employmentlegislationgovernsthe employment within the workplace with everyone who works. The HR should provide the team work so that each and every employee can share their ideas and views that can be easy for the organization. By working in the team, the HR comes to know about the employee, their views and ideas that can help in the process of decision making. The legislation provides the various laws; it is the duty of HR to provide the knowledge of legislation to employees, so that every employee knows the rules and regulations. This legislation helps in the decision making process. 25
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D3 You will critically evaluate the relations and the application of HRM practices in ITV that inform and influence decision-making in the organisation. TherearemanyHRMpracticesthatareusedinanorganisationsuchasTrainingand development, Recruitment and selection, performance appraisal system etc. These practices have their own advantages and disadvantages. Training helps to improve the job skills and knowledge of the organization. It also improves the relationship between employee and employer etc. It has certain disadvantages; it is expensive for the organization to provide training to each and every employee. Training requires more time to train their employees (Quora, 2017). Recruitment helpstoidentifythemethodstoconnectwiththequalifiedapplicants.Itinvolvesthe understanding of future employees’ requirements and then develops the list of applicants. It has a certain disadvantage such as it involves the recruitment cost of the organisation. External recruitments result in the misplacements as they hire employees from outside the organisation. 26
Conclusion Human Resource Management is the organization of human capitals. It is intended to capitalize the act of Employee in the service of a manager’s strategic objects. The HR function plays a great part in the execution of the objectives of the business. The function of HRM is directed and deliberated to the success of the organization. The function of HRM includes the training and developmentthisfunctionhelpstheemployeestoperformbetterintheorganization. Recruitment helps to select the employee who is capable of having a skill and knowledge to perform the job. The legislation helps the HR to know the laws which are prevailing in the society. Various tools are used such as social media, an advertisement that helps the organization to develop the HR policies and plans. 27
References Breaugh, J.A., 2017. To Recruitment.The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, p.12. BusinessJargons,2018.Off-the-JobTraining.[Online]Businessjargons.Availableat: https://businessjargons.com/off-the-job-training.html[Accessed on: 20 January 2018]. Chron,2018. What Is Employee Relationship Management?. [Online]Chron. Available at: http://smallbusiness.chron.com/employee-relationship-management-709.html[Accessed on: 20 January 2018] Chron,2018.MethodsofRecruitment&Selection.[Online]Chron.Availableat: http://smallbusiness.chron.com/methods-recruitment-selection-2532.html[Accessedon:19 January 2018]. CivilservicesIndia,2018.HRMfunctions.[Online]CivilservicesIndia.Availableat: https://www.civilserviceindia.com/subject/Management/notes/hrm-functions.html[Accessed on: 19 January 2018]. Hashim, J., Ismail, Y. and Hassan, A., 2016. Formality of HRM Practices Matters to Employees Satisfaction and Commitment.Journal of Human Resources,4(1), pp.47-64. HRZone,2018.WhatisWorkforcePlanning?[Online]HRZone.Availableat: https://www.hrzone.com/hr-glossary/what-is-workforce-planning[Accessedon:19January 2018]. KeyDifferences,2015.DifferenceBetweenTrainingandDevelopment[Online]Key Differences.Availableat:https://keydifferences.com/difference-between-training-and- evelopment.html[Accessed on: 20 January 2018]. Management study guide, 2018. Importance of Employee Relations.[Online]Management study guide.Availableat:http://www.managementstudyguide.com/importance-of-employee- relations.htm[Accessed on: 20 January 2018]. 28
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Ozb,2017. Two Types of Discrimination in the Recruiting Process.[Online]Ozb. Available at: http://ozb.ro/2017/08/25/two-types-of-discrimination-in-the-recruiting-process/[Accessed on: 21 January 2018] Quora, 2017. What are the disadvantages of training employees? What are the advantages? [Online]Quora. Available at:https://www.quora.com/What-are-the-disadvantages-of-training- employees-What-are-the-advantages[Accessed on: 20 January 2018]. Sani, A. and Maharani, V., 2015. Relationship between Human Resource Management (HRM) PracticesandOrganizationalPerformanceModeratedbyOrganizational Commitment.Australian Journal of Basic and Applied Sciences,9(7), pp.185-188. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015.Managing Employee Performance & Reward: Concepts, Practices, Strategies. Cambridge University Press. Truxillo, D.M., Bauer, T.N. and McCarthy, J.M., 2015. Applicant fairness reactions to the selection process.The Oxford handbook of justice in work organizations, pp.621-640. Veloso,A.,Tzafrir,S.andEnosh,G.,2015.HowemployeesperceiveHRMpractices: Differences between public and private organizations.Human resource management challenges and changes, pp.19-36. Wood, G. and Horwitz, F., 2015. Theories and institutional approaches to HRM and employment relations in selected emerging markets.Handbook of human resource management in emerging markets, pp.19-41. 29