Human Resource Management at Woodhill College

Explore the role of HR management in recruitment, selection, employee performance, and relations at Woodhill College. Understand the impact of HR practices on organizational objectives and decision-making.

Human Resource Management
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Table of Contents
Introduction......................................................................................................................................4
Part 1 –Recruitment and selection...................................................................................................5
Task 1...........................................................................................................................................5
P1 Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College..........................................................5
P2 Explain the strengths and weaknesses 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.......................................................................................................................9
M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and
selection.....................................................................................................................................10
D1 - Critically evaluate the strengths and weaknesses of different approaches to recruitment
and selection, supported by specific examples..........................................................................12
Task 2.........................................................................................................................................15
P7 - Carry out an investigation into a job role of your choice in the education sector. Find out
what skills and qualifications would be needed for this job role...............................................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......................................................................18
Part 2: Employee performance, development and reward.............................................................19
Task 3.........................................................................................................................................19
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P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.............................................................................................................19
P4 Evaluate the effectiveness of Tesco’s training and development practice in terms of
delivering a return on investment (considering productivity and profit)...................................22
M3 Explore different methods used by Tesco in terms of developing its employees and
consider the strengths and weaknesses of such practices. Provide specific examples..............24
D2 Critically evaluate Tesco’s HRM practices with regards to training, development,
flexibility and reward providing specific examples...................................................................26
Part 3..............................................................................................................................................28
Task 4.........................................................................................................................................28
P5 - Provide an analysis of the importance for ITV to maintain good employee relations and
how it influences their HR decision making as a result.............................................................28
P6 Identify the key elements of employment legislation and the impact it has on HRM
decision-making.........................................................................................................................29
M4 You will have to evaluate the key aspects of employee relations management and
employment legislation that affect HRM decision-making in ITV...........................................31
D3 You will critically evaluate employee relations and the application of HRM practices in
ITV that inform and influence decision-making in the organisation.........................................32
Conclusion.....................................................................................................................................34
References......................................................................................................................................35
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Introduction
In this study, the role of Human Resource management in achieving the overall objectives by
performing various activities like recruitment and selection, planning workforce management
and managing all the activities from joining and exit has been discussed. The case study of
Woodhill College has been included and the role of HR manager in performing the workforce
management has been discussed along with the details of different approaches to recruitment and
selection. In the second part, the role of education assessor has been illustrated along with the job
description and person specification. The difference between training and development has
discussed with the case study of Tesco along with the importance of training and development.
Also, the training methods of Tesco have also been illustrated. In the last part, the case of ITV
has been discussed related to the relations between employee and employer and the benefits of
maintaining a good relationship.
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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 Woodhill College
The purpose of the Human Resource Management is to ensure that the overall goals and
objectives are achieved by optimum utilisation of knowledge and skills of the employees
(Mwaniki & Gathenya, 2015). The Human Resource Management would help the Woodhill
College to achieve the efficiency and effectiveness of the various processes by managing and
administering the workforce of the college. In order to effectively manage the employees, the
College has to design an effective human resource management strategy so that the goals and
objectives can be achieved.
(Figure1: Functions of HRM)
(Image Source: Cotter, 2016)
The purpose of an effective workforce planning strategy can be noted as,
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 It defines the number of employees involved in different processes and the actual
requirement.
 It provides the details of the required skill, knowledge and experience required to perform
the tasks (Cotter, 2016).
 The training and development needs of the employees are listed along with their modules.
 Mode of appreciation of employees such as providing incentives and other employee
appraisal methods.
The implementation of an effective workforce planning helps the management to identify the
number of employees required to perform the tasks and the actual employees working in the
process. This enables the management to delegate the targets that are to be achieved by the team.
Role of HR Manager in workforce planning for Woodhill College
The role of HR manager of Woodhill College can be stated as given below:
 The HR manager plays an important role in strategic workforce planning and provides
the necessary inputs to the top management. This helps the management to plan and implement
various policies related to people management (Mwaniki & Gathenya, 2015).
 HR manager should take an active role to implement the changes that are required to
improve the effectiveness of different activities of HR.
 The use of technology in recruitment and selection such social media platforms have to
be advocated by the HR manager (Mukkelli, 2015).
 Defining the requirement of the job and explain the required skill and expertise to
perform a job so that only the qualified aspirants are selected
 Providing proper training to the recruitment team so that the best candidates get selected.
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P2 Explain the strengths and weaknesses of different approaches to recruitment and
selection.
There are different ways in which the recruitment and selection can be planned in the Woodhill
College. According to Argue (2015), the approaches of recruitment are stated as,
Graduate Recruitment: In this mode of recruitment, the Woodhill College choose the
candidates from colleges and universities. The selection is done according to the job requirement
and assessing the skills of the candidates (Cotter, 2016).
Talent Management: This is done to prevent the talented employees from leaving the College
and it is ensured that the expertise of the employees is utilised to the optimum level. This
involves promotion and transfer of employees.
The Strength of these types of approach is:
 The cost towards recruitment and selection is reduced since the recruitment is conducted
in the college.
 The recruitment from college ensures that the fresh talent is selected and hence, it ensures
long-term association of the candidates with the College.
 Talent management helps the management to retain the expertise and experience of the
employee and hence, training costs are reduced along with earning the loyalty of the employee
(Argue, 2015).
 Transfer of employees to different functions helps the employee to improve the skills as
well as management is benefited since a new employee need not be recruited from outside.
The Weakness of these approaches is:
 Recruiting the candidates from Woodhill College may result in losing the best talents that
are available elsewhere.
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 In case of transfer, the performance of the employee may get affected by the change in
the job profile.
The different sources of recruitment can be internal sources and External sources.
Internal Sources: This mode of recruitment can be done by using promotions, transfers and job
posting in order to retain the existing employees.
External Sources: This involves recruitment through outside sources such as advertising, E-
recruitment, placement agencies and employee referrals.
The Strength of these modes of recruitments is:
 Internal sources ensure that the College finds the talent within the Woodhill College and
hence, the cost of sourcing through outside sources can be reduced.
 Retaining the employee improves the goodwill of the College since attrition rates are
lowered (Darokh, 2014)
 External mode of recruitment ensures that there is no bias in the selection process as the
requirements are clearly defined by the third party.
The Weakness of these approaches is:
 There may be a misunderstanding in promotion and transfer of employees since the mode
of selection is not disclosed (Darokh, 2014).
 The cost incurred by external sources is higher.
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M1 Assess how the functions of the HRM can provide talent and skills appropriate to fulfil
the business objectives.
The Human Resource Management helps the Woodhill College by performing the various tasks
which help to maintain the workforce and formulating the HR policies. The different functions of
the HR can be defined as:
Recruitment and Selection: The selection process is clearly defined a detailed job profile is
explained to the employees. Job profile and job description are formulated in detail. This helps
the recruiting team to select the most suitable candidate. This helps the Woodhill College to
reduce the training costs.
Training and Development: Training involves providing the necessary knowledge and skill to
the employees before starting the production. Development activities include improving the
skills by providing the knowledge enhancement courses and soft skills training to the employees.
This increases the quality and efficiency of the work.
Employee Retention: This is one of the important activities that is performed by the Human
resource department. This helps the College to retain the skilled employees and ensure
effectiveness and efficiency of the job performed (Anyim, 2012).
Rewards and Recognition: Rewards and recognition help the management to earn the loyalty of
the employees and also, it creates a healthy environment since the talented employees are
rewarded as per the performance.
Feedback: The regular feedback of the employee helps to track the performance of the
employees and design the training and development modules accordingly.
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M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and
selection.
There are various approaches that can be used to implement the strategies of recruitment and
selection, the types of recruitment can be Graduate Recruitment and Talent Management. The
strengths and weaknesses of this approach can be stated as:
Strengths
For Graduate Recruitment
 It involves selection of candidates from schools and universities and hence, the cost
incurred in recruitment and selection is reduced.
 In the graduate selection, the long-term association of the employee with the Woodhill
College is possible and this reduces the HR to search for new candidates again.
For Talent Management
 It ensures that the training costs are reduced since the employees are transferred and
promoted within the Woodhill College.
 Promoting an employee helps the employees to grow within the Woodhill College and
hence, the employees need not look outside of the Woodhill College for career growth.
For Internal Recruitment
 Promoting an employee ensures that the career development is strong within the
Woodhill College and hence, the goodwill of the College is enhanced.
For External Recruitment
 The selection of employee is considered to be the best since the professional recruiters
are involved and also, the time taken for recruitment and selection is reduced.
Weakness
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For Graduate Recruitment
 Graduate recruitment reduces the chance of employing more experienced employees, and
this may hamper the selection of best candidates.
 Since fresh graduates are recruited, the training costs will be more.
For Talent Management
 Transferring the employee to the different department may reduce the efficiency of the
employee.
For Internal Recruitment
 There can be arising from the conflict between the employees of the Woodhill College.
For External Recruitment
 A limited understanding of the College.
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D1 - Critically evaluate the strengths and weaknesses of different approaches to
recruitment and selection, supported by specific examples.
The process of recruitment and selection is the most critical activity that is performed by the HR
department. The Woodhill College chooses the mode of recruitment according to the
requirement and the nature of business of the College. The management evaluates the best
possible way in which the recruitment can be managed. One approach that can be stated is to
recruit the candidates on the basis of Internal Recruitment and External Recruitment. The
strengths and weakness of this approach can be stated as:
Strengths
For Internal Recruitment
In the Internal recruitment, the cost of the recruitment can be minimised since the different
positions are managed and allocated to the employees within the Woodhill College.
For External Recruitment
Recruiting the employees externally ensures that only the qualified employees are selected
(Anyim, 2012).
Weakness
For Internal Recruitment
Promoting an employee within the department may cause discontent as the selection procedure
may be biased.
For example, There can be the conflicts between the employees of the Woodhill College
because of the internal recruitme3nt
For External Recruitment
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In the external recruitment, the employees are selected based on the talent and experience and
hence, the College may sometimes compromise on the cost and select some other candidate with
less experience and skills.
There are other ways in which the recruitment process can be followed and one such method can
be Graduate Recruitment and Talent management. The strengths and weaknesses are stated
as:
Strengths
For Graduate Recruitment
Since the graduate recruitment involves selection of a candidate from the universities and
colleges, the candidates that are selected may help the Woodhill College to implement the latest
technology (Argue, 2015).
For example, Innovation can be assured since the fresh graduates bring in new ideas to improve
the efficiency of the process.
For Talent management
Providing promotion ensures that the training and development modules of the employees are
standardised and knowledge sharing within the Woodhill College is ensured.
For example, Transfers provide the platform for the lower level employees to enhance the skills
to move to the higher level.
Weakness
For Graduate Recruitment
Companies may compromise on the quality by recruiting the fresh graduates since experienced
candidates are not selected.
For Talent management
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The efficiency of the whole team may get affected by transferring the best employee to other
departments.
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Task 2
P7 - Carry out an investigation into a job role of your choice in the education sector. Find
out what skills and qualifications would be needed for this job role.
a) Write a job advertisement for the role
The job role that has been selected for this study is an educational assessor. Educational assessor
performs the following activities:
 Planning and implementing various vocational training programmes
 Examine and assess the candidates’ knowledge (Tes, 2017).
 Provide regular feedback to the candidates and advice according to their merit.
 Maintaining the marks sheets of all the candidates for future reference.
(b) Identify suitable platforms to place the advertisement
As per Mukkelli (2015), there are various ways in which the company chooses to advertise the
job role and this depends upon the profile and the costs of the advertisement. The management
considers various options in order to get the applications from the best candidates. The suitable
platform to invite a large number of applications is by using the social media platforms which is
cost effective and will be able to invite many applications.
(c) Prepare a job description and person specification for the role
Job description:
Name of the Institution: London School of Economics
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Position: Educational Assessor
Responsible for: HOD, Foreign Languages
Salary Range: 48000 – 65000 euros
Main Purpose of the job: To assess and advise the students on various foreign language courses
provided by the institution.
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Key Duties and Responsibilities:
 Design and implement vocational training modules
 Assess the students regularly.
 Providing the feedbacks and remarks after completion of each module.
 Prepare the academic reports to be placed before the departmental HOD
 Proper maintenance of answer sheets and results of students
 Evaluating the students level of competence
 Actively participates in formulating the policies related to vocational courses
and advice the school management accordingly.

Person specification:
Qualification and Experience  University degree in Foreign languages,
applied linguistics,
 Foreign Languages management
 At least 2 years of experience as a
teacher of foreign language
 Minimum 1-year experience as a
teacher trainer
Other Skills  Excellent people management skills
 Organising and negotiating skills
 Basic knowledge of MS applications
(word, powerpoint) would be an added
advantage
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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
The recruitment and selection process by using the technology will help the management in:
 The cost of recruitment and selection is reduced since the usage of social media and other
sources requires only registering with the websites.
 The job posting can be advertised for many applicants since the users will be able to
apply online (Nagy, 2013).
 The process of applying and screening the applications becomes easier.
 Background checks of the candidates can be done quickly
 The candidates can contact back the employer in case of any confusion related to the job
profile.
 The social media platforms contain all the basic information in case if the confirmation
regarding details is required from the candidates (Nagy, 2013).
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Part 2: Employee performance, development and reward
Task 3
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.
The organisations ensure that the employees are properly trained before they start the production.
The roles and responsibilities along with the knowledge and skill required to perform the job are
explained, this ensures that the employees are aware of the nature of the job that they are
assigned. Training involves enhancing the ability, skills and helps the employees’ to update the
knowledge about the specific jobs in which they are aligned.
(Figure 2: HRM Practices)
(Image source: Hood, 2016)
Recruitment
The new recruitment used to be done in which the employee is hired at low salary as compared
to the last employee that leaves the company thus helping in saving the cost of the company and
also the new employee gets the Job. The person gets the job that was searching a job.
Selection
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Tesco recruits the talented candidate so the managers can use the skills of that candidate for the
company. The employee learns many things while using the different skills and got experienced
(Hood, 2016).
Training and Development –
 Involves enhancing the skills and knowledge of the assigned job.
 Enhancing the products related to the particular operation.
 Training through lectures and seminars.
 Enhancing the soft skills such as professionalism, communication, etc. along with the
product knowledge.
 Helps the employees to know the responsibilities of the managers.
 The organisational goals are achieved along with the individual development
Organisational Flexibility
The employees of this organisation are provided with the different type of flexibilities in the
leaves and the personal problem of the employees. This enhances the good relations between the
employees and the employer.
Performance Management –
The HR used to keeps the record of the employees of the organisation that would help the
employees of the organisation to be promoted on the behalf of the good performance of the
employees (Jackson, et. al., 2012).
The employee of the Tesco would get good performance from all the employees as there would
be positive competition creation in Tesco among the employees of the organisation (Hood,
2016).
Reward Management –
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The rewards to the employees of the Tesco are given to employees when the employees used to
perform well. This also improves the motivation of the employees and they work better for the
company.
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P4 Evaluate the effectiveness of Tesco’s training and development practice in terms of
delivering a return on investment (considering productivity and profit).
The role of HRM in providing the necessary training and development has been studied in the
earlier sections. The importance of training and development helps the organisation to achieve
the overall objectives of the organisation. The training and development activities that are
planned by Tesco ensure that the employees’ are properly trained so that they do not face any
difficulties while performing the jobs. The training programmes and their advantages are given
below:
On-the-job Training
 It helps the employees to learn the process while they perform the job and hence, it
enhances the practical knowledge (Kulkarni, 2013).
 Since the training is conducted through step by step method, the employees learn more
effectively and reduce the wastages. This enhances the quality of the work.
 Improved quality ensures enhanced productivity and hence, the input costs of the
products are reduced.
 The products will be valued in the market through improved efficiency and hence, greater
profits can be realised.
External Training methods
 Through seminars and lectures, the knowledge and skills are enhanced which helps the
Company to achieve the production efficiency.
 By improving the communication skills, management will be able to create the leaders at
the junior level. This helps the company to grow its business and expand the market (Jackson, et.
al., 2012).
Satisfaction and Motivation
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The motivations are given to the employees of the organisation by the HR of the Tesco that
would help in enhancing the performance of the employees of this organisation. It is also
checked that the employees of the organisation are satisfied from the employer or not. If there is
the problem that the particular employee is getting then it solved by the HR of the Tesco.
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M3 Explore different methods used by Tesco in terms of developing its employees and
consider the strengths and weaknesses of such practices. Provide specific examples.
The training methods of Tesco can be mentioned as given below:
On-the-job training: This type of training involves providing the required knowledge of the
employees and the employees learn about the job by performing the specific tasks. This ensures
that the practical knowledge of the job is communicated to the employees. The strengths and
weaknesses of this type of training are:
Strengths:
 The job profile can be explained better by the employees’ perform the tasks while they
learn.
 Training costs are reduced since the training is provided by the experienced employees
and production starts early.
 Practical knowledge helps the employees to overcome hindrances while performing the
tasks and the quality of the work is ensured after a period of time (Kroon, et. al., 2013).
Weakness:
 It may create lots of wastages since the employees are not properly trained before they
start the production.
 Knowledge sharing depends on the level of knowledge and expertise of the person who
provides the training and hence, completes knowledge process is not guaranteed (Shipton, 2017).
External Training: This involves enhancing the knowledge of the employees by providing
theoretical sessions such as seminars and lectures.
Strengths:
 The overall development of the employee is ensured since the training modules are
designed to enhance not only the process knowledge but also, soft skills.
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 This helps to enhance the knowledge and develop managerial skills. The employees will
be able to move to the higher level.
 Improvement in the knowledge and expertise of the employees helps the company to
achieve the production efficiency and reduced input costs.
Weakness:
 Training costs are higher and if the desired results are not achieved, the whole training
and development programme results in failure.
 Employees look for the better career prospects outside the company after they master the
skills, these results in increased employee attrition (Shipton, 2017).
Monitor and Coordinate
 It helps in the repetition of work and reduces wastage of organizational resources. This
saves the resources of the organisation.
Flexible Working
 This is the practice in which the employee used to manages his work it's own that enables
the employee to do work efficiently for the organisation. There is the flexibilities in the penalties
are provided on the behalf of the good behaviour of the employee and the employee dedication to
the Tesco.
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D2 Critically evaluate Tesco’s HRM practices with regards to training, development,
flexibility and reward providing specific examples.
The company selects the training modules depending on the nature of business of the company
and the level of skills and expertise that are required to perform the job. The different types of
training that Tesco provides are On-the-job Training and External training.
The organisations provide the On-the-job training so that the training costs are reduced also, the
actual responsibilities of the job performed and explained while the employees perform the tasks.
There are few advantages and disadvantages associated with this method.
Training Methods Advantages Disadvantages
On-the-job Training  The training costs are
reduced.
 Job responsibilities are
efficiently explained
 Practical problems
related to work can be easily
explained
 Step by step procedure
helps to improve the
efficiency (Schalk, 2013).
 Increased production
wastages due to lack of proper
training.
 It is an Informal
training method and hence,
training modules are not
effectively designed.
External Training  The training involves
lectures and seminars.
 Training is based on
case studies and experiences
of the employees.
 High cost of training
 It may impact the
production if the training is
conducted during the
production hours (Schalk,
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 Improve the
communication skills along
with the product knowledge.
2013).
Risk Management
HR department practices also involve in the organisational innovations that involve the new idea
generation. This would help in performing the HR practices effectively and efficiently. The debt
and the risks can be analysed by the HR department of the Tesco in the better way.
Knowledge and Skill Empowerment
The learning process can be given to the employees of the organisation in the better way with the
help of innovation and the technology that can be used by the organisation (Kroon, et. al., 2013).
Therefore it can be said that the HRM policies include the overall development of the
organisation in any context. This would help in making the organisation profit effective. This
would also help the organisation in saving the cost of the organisation.
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Part 3
Task 4
P5 - Provide an analysis of the importance for ITV to maintain good employee relations
and how it influences their HR decision making as a result.
The importance of good employee relations can be stated as given below:
 It creates a healthy environment within the organisation and helps the company to
delegate the tasks effectively.
 It helps in improved efficiency and quality of the work since the employees feel
comfortable to work and hence, costs of the products and services are reduced.
 The important decision-making related to employees such as HR policies are discussed
with the employees. This helps the management to formulate employee-friendly policies.
 Regular feedbacks are taken from the employees and it helps the management to modify
the policies quickly and effectively (Rubinstein, 2012).
 Watercooler tool helps the employees to obtain the latest updates within the organisation.
This improves transparency and this ensures the loyalty of the employees to the company.
 Since managers and employees interact regularly, the communication within the
company is effective and improves coordination. This helps the management to run the different
functions of the company smoothly and effectively.
 A very good employee feedback of the company enhances the goodwill of the company
and helps the management to achieve the overall objectives of the company (Rubinstein, 2012).
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P6 Identify the key elements of employment legislation and the impact it has on HRM
decision-making.
ITV follows the rules and regulations as formulated by the government and updates the details
accordingly. Few key points that can be noted are:
Equality Act 2010
According to the Equality Act 2010, the company has adopted the policy of allowing the
employees the flexible hours of work. The HR team recommends the change of working hours of
an employee to the management. This impacts the various HR activities like attendance tracking
and timekeeping along with calculation of over-time.
Data Protection Act 1998
As per the Data Protection Act 1998, the personal details of the employees are not to be shared to
the third party without the consent of the employee. The company ensures that the data is kept
securely and only the authorized employees are permitted to access it. A proper control
mechanism is maintained so that the data is secured. The role of HRM is to inform the
employees about their responsibilities while sharing the data with any third parties (Department
of Business Innovation & Skills, 2012).
Health and Safety at Work Act, 1974
The company provides the proper working conditions as per Health and Safety at Work Act,
1974 and Management of Health and Safety at Work Regulations 1999. The working
environment is efficiently designed to prevent accidents and first aid facilities are available in
case of emergencies. Week-offs and other holidays are also provided to the employees as per the
statutory requirements.
Information and Consultation on Employee Regulations 2004
The company provides updates with the employees related to financial matters and changes in
employee contracts through Watercooler, as per Information and Consultation of Employee
Regulations 2004. This helps the HR to take regular feedbacks and responses of the employees to
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the proposed changes and reports it to the management to take the appropriate decisions
(Department of Business Innovation & Skills, 2012).
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M4 You will have to evaluate the key aspects of employee relations management and
employment legislation that affect HRM decision-making in ITV.
ITV has developed an efficient system of maintenance and updating the various employment
legislation which is mandatory to be maintained and this affects the decision-making process.
This can be ascertained by using the following examples:
 ITV is an equal opportunity employer and also, has the policy that the employees can
work flexible hours as per Equality Act, 2010. This makes the HR department to make changes
related to attendance tracking and management will plan the number of employees required for a
particular process.
 HR policy directs the employees to maintain their personal details confidential and also,
the strategies involved to keep the information safe within the organisation as per Data
Protection Act, 1998. Any breach of it would result in penalties and in case of willful acts; the
company may even terminate the employee (Department of Business Innovation & Skills, 2012).
 ITV provides all the latest updates of the company to the employees regularly as per
Information and Consultation of Employee Regulations, 2004. The HR department takes the
regular feedbacks and suggestions from the employees which are discussed with the top
management. This helps the management to amend the proposed changes if required (Stahl &
Brannen, 2013).
All these activities of HRM help the management to take the appropriate decisions related to
employee relations and to achieve the overall goals and objectives of the company.
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D3 You will critically evaluate employee relations and the application of HRM practices in
ITV that inform and influence decision-making in the organisation.
In order to create a healthy environment since trust is the important factor that helps to foster the
relationship between employee and employer. This has been illustrated in ITV by following
ways:
 The management thrives to provide an effective environment by involving the employees
in the managerial decision-making.
 The company conveys the important company information through Watercooler and the
HR department takes the regular feedback which helps the management to take the correct
decisions (Sanders, 2012).
Strengths:
 It helps the management to create a transparent working condition and employees feel
that management is proactive towards formulating employee-friendly policies (Sanders, 2012).
 All the critical decisions are taken after the consultation of employees, hence the chances
of formulating an ineffective policy are reduced.
 It helps the management to gain the loyalty and confidence of the employees.
Weakness:
 The policies that the management feels appropriate to check the behaviour of employees
may be objected by the employees and this may result in conflicts.
 The confidential information of company may be leaked to the outside sources.
As per Tansel & Gazioglu (2012), the management and employee relations can only succeed if
the employees have job satisfaction. ITV has been successful since it has planned and
implemented the strategies so that the employees have job satisfaction by formulating:
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 The management has allowed flexible working hours so that the employees feel
comfortable working in the company and ensures the loyalty of the employee towards the
company (Stahl & Brannen, 2013).
 The management also gives the employees opportunity while formulating new policies.
This ensures that only those policies that are approved by the employees are formulated.
Strengths:
 The company enjoys the ideal working condition since employees are consulted before
implementing the policies.
 Adopting the flexible hour's policy ensures that the assigned tasks are completed
efficiently (Tansel & Gazioglu, 2012).
Weakness:
 Applying flexible hours may result in extra work for the HR since time-sheet has to be
updated accordingly.
 The decision-making becomes a lengthy process since if the critical policies are objected
by the employees, debate and sessions have to be conducted in order to implement these policies.
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Conclusion
From this assignment, the importance of Human Resource management and the role of the HR
manager in workforce planning can be understood. Workforce planning enables the organisation
to coordinate different functions of the management to achieve the overall goals and objectives.
The management selects the best strategy to recruit and select the candidates. Selecting the best
candidates ensures that the organisation benefits from the expertise of the candidate along with
that the training costs can be minimised. The enhanced productivity and efficiency reduce the
input cost which helps the organisation to compete in the market. Tesco has an efficient training
module designed to provide the required training to the employees as well as there is external
training module which enhances the overall skills of communication, professionalism and
attitude. This ensures overall development and organisation achieves its objectives. ITV
maintains a very healthy relationship with the employees and this ensures that the productivity
and efficiency are enhanced.
34

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