HUMAN RESOURCE MANAGEMENT at Woodhill College: Recruitment, Selection, Employee Performance, and HR Decision Making

HUMAN RESOURCE MANAGEMENT
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Table of Contents
INTRODUCTION.................................................................................................................................... 4
PART 1 RECRUITMENT AND SELECTION...............................................................................................5
TASK 1- KNOWLEDGE....................................................................................................................... 5
(A) THE PURPOSE OF WORKFORCE PLANNING AND THE ROLE OF THE HR MANAGER WITH
REGARDS WORKFORCE PLANNING AND RESOURCING FOR WOODHILL COLLEGE.......................5
B) STRENGTH AND WEAKNESSES OF DIFFERENT APPROACHES TO RECRUITMENT AND
SELECTION.................................................................................................................................... 6
TASK 2.............................................................................................................................................. 8
(A) JOB ADVERTISEMENT.........................................................................................................8
B) ADVERTISEMENT PLATFORMS.................................................................................................9
C. JOB DESCRIPTION...................................................................................................................10
PART 2- EMPLOYEE PERFORMANCE, DEVELOPMENT AND REWARD.................................................11
TASK 3............................................................................................................................................ 11
(A)DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT........................................................11
(B) DESCRIPTION OF TRAINING NEEDS AND METHODS OF TRAINING USED BY TESCO.............13
(C) EXPLANATION FOR HAVING AN ORGANIZED APPROACH OF TRAINING AND DEVELOPMENT
PROGRAM.................................................................................................................................. 15
(D) EVALUATING THE EFFECTIVENESS OF TRAINING AND DEVELOPMENT PRACTICE OFFERED BY
TESCO, IN TERMS OF DELIVERING A RETURN ON INVESTMENT.................................................16
PART-3 FACTORS INFLUENCING HR DECISION MAKING.....................................................................18
TASK 4............................................................................................................................................ 18
(A) AN ANALYSIS OF THE IMPORTANCE FOR ITV TO MAINTAIN GOOD EMPLOYEE RELATIONS
AND HOW IT INFLUENCES THEIR HR DECISION MAKING AS A RESULT......................................18
(B) IDENTIFY AND BRIEFLY EXPLAIN THE 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....................................................................................................................... 20
CONCLUSION......................................................................................................................................21
REFERENCES....................................................................................................................................... 22

INTRODUCTION
Every organisation has a specific objective to achieve and to meet its objective there is a need to
plan its workforce requirement. The most important resource of an organisation is people who are
working for it. Every person has different skills, capacity, knowledge and potential measured by
general cognitive ability (GCA). So it creates a need for mixed integer programming that regulates
different staffing decisions to reduce the workforce. To resolve this issue is not an easy task. Hence
the role of an HR manager came into existence to take care of all these issues. The main role of HR
is to strategically manage its people. This assignment explains the role and responsibility of an HR
manager in an organisation to handle their human resource in an effective manner. It includes
recruiting and hiring people, training and development, compensation and benefits and creating a
friendly environment so that they support the organisation to achieve its goal. This assignment
includes the case study of three different sectors which are “Wood Hill College”, “TESCO” and “ITV”.
All these sectors together explain all the complexities of HRM to manage employees and motivate
them to work effectively.

PART 1 RECRUITMENT AND SELECTION
TASK 1- KNOWLEDGE
(A) THE PURPOSE OF WORKFORCE PLANNING AND THE ROLE OF THE
HR MANAGER WITH REGARDS WORKFORCE PLANNING AND
RESOURCING FOR WOODHILL COLLEGE
The role of an HR manager of Wood hill College is to confirm that college has skilled staffs with their
subject matter knowledge and have required experience to achieve their specific objectives both
efficiently and effectively within its defined period.
Workforce planning is very important for an HR manager. Realistic approach and reliable
information getting through a proper planning is a must for any organisation. Each and every
person in the management should be involved and have a contribution at different stage related to
their expertise area. Suitable planning and its implementation should be managed well to ensure
that things are going in the right direction. Monitoring and checking regularly is another important
part of the plan. To make this planning successful, staff should be encouraged to give their personal
feedback. Not only staff but also people at other positions, planners, organisers and sometimes
parents of students can contribute by sharing their views and ideas. Plan and action should be
matched and in line with organisation’s intent (Abdul Amid, et al. 2016).
Training should be a part of workforce planning. Training support people involved in the planning
understand this procedure better. Consultants can guide to understand current workforce, need of
new roles for effective performance.
Teachers should have job satisfaction and can have feedback related to their job to understand
their task better. The environment should be stress-free and friendly so they can share their
problems with HR manager and he gets the solution to their problems. In this way, they are not
compelled to leave their job easily (Alali, et al. 2016).

B) STRENGTH AND WEAKNESSES OF DIFFERENT APPROACHES TO
RECRUITMENT AND SELECTION
There are many approaches to recruit employees.
Internal sourcing
This is the easiest way to get the best candidate for the required position. Teachers who are
interested can directly talk to the HR manager. Since management is already familiar with the
performance. They can take the better decision (Armstrong, et al. 2014).
Strength of internal sourcing
* Internal method of selection is fast and reliable. The college has all the relevant information
related to the person. Sometime Manager changes the job position by selecting internally and
chooses the best person according to his experience and ability.
*It brings trust and loyalty among teachers that they will be getting position according to their
performance and experience. It helps to retain old teachers.
* This is an easy process. No training is needed.
Weakness of this sourcing
*It restricts to get the new talent in the college. Sometimes it makes difficult to get the right
candidate for the right position. It also creates a competition and dissatisfaction in the employees
who did not get the promotion.
*Some posts demands extra qualified person which is not available in the college. External
Selection gives better chance to get experienced person.
* This process vacates other positions which again are a task to be done.
External sourcing
This recruitment is done from the outside and needs to follow a procedure of interview and
selection (Beer, et al. 2015). This process takes a long time and also not very reliable as people may
lie about their ability to the job. This process creates an insecure environment among existing