HUMAN RESOURCE MANAGEMENT at Woodhill College and TESCO

Explore the importance of HRM in recruitment, selection, employee performance, development, and employee relations at Woodhill College and TESCO. Understand the impact of employment legislation on HR decision-making.

HUMAN RESOURCE MANAGEMENT

Contents
INTRODUCTION................................................................................................................................4
PART 1 – RECRUITMENT AND SELECTION.......................................................................................5
TASK 1 – KNOWLEDGE.................................................................................................................5
P1 PURPOSE OF WORKFORCE PLANNING AND THE ROLE OF THE HR MANAGER WITH
REGARDS WORKFORCE PLANNING AND RESOURCING WOODHILL COLLEGE........................5
P2 EXPLAIN THE STRENGTHS AND WEAKNESSES OF DIFFERENT APPROACHES TO
RECRUITMENT AND SELECTION...................................................................................................8
M1 ASSESSING HOW THE FUNCTIONS OF HRM CAN PROVIDE TALENT AND SKILLS
APPROPRIATE TO FULFIL BUSINESS OBJECTIVES.......................................................................10
M2 EVALUATING THE STRENGTHS AND WEAKNESSES OF DIFFERENT APPROACHES TO
RECRUITMENT AND SELECTION.................................................................................................12
TASK 2 APPLICATION.................................................................................................................13
A) JOB ADVERTISEMENT FOR THE ROLE OF PRINCIPAL......................................................13
B) IDENTIFY SUITABLE PLATFORMS TO PLACE THE ADVERTISEMENT................................14
C) JOB DESCRIPTION AND PERSON SPECIFICATION............................................................15
PART 2 - EMPLOYEE PERFORMANCE, DEVELOPMENT AND REWARD..........................................16
TASK 3........................................................................................................................................16
P3 BENEFITS OF DIFFERENT HRM PRACTICES WITHIN AN ORGANISATION FOR BOTH THE
EMPLOYER AND EMPLOYEE.......................................................................................................16
P4 EVALUATING THE EFFECTIVENESS OF TESCO’S TRAINING AND DEVELOPMENT PRACTICE IN
TERMS OF DELIVERING A RETURN ON INVESTMENT................................................................21
M3 EXPLORING DIFFERENT METHODS USED BY TESCO IN TERMS OF DEVELOPING ITS
EMPLOYEES AND CONSIDER THE STRENGTHS AND WEAKNESSES OF SUCH PRACTICES.........22
PART 3............................................................................................................................................23
2

TASK 4........................................................................................................................................23
P5 PROVIDE AN ANALYSIS ON THE IMPORTANCE OF ITV TO MAINTAIN GOOD EMPLOYEE
RELATIONS AND HOW IT INFLUENCES THEIR HR DECISION MAKING AS A RESULT..................23
P6 IDENTIFY AND BRIEFLY EXPLAIN THE KEY ELEMENTS IN THE EMPLOYMENT LEGISLATION
AND HOW IT INFLUENCE HR DECISION MAKING......................................................................25
M4 YOU WILL HAVE TO EVALUATE THE KEY ASPECTS OF EMPLOYMENT RELATIONS
MANAGEMENT AND EMPLOYMENT LEGISLATION THAT AFFECT HRM DECISION-MAKING IN
ITV..............................................................................................................................................26
CONCLUSION.................................................................................................................................27
REFERENCES...................................................................................................................................28
3

INTRODUCTION
The term human resource management is used in the organizational context where
management is liable to manage and organise the human resource of the company. It is a
management practice adopted by the organization to recruit, train, develop and sustain the
human resource of the organization. The concept of this report is based on the three elements
of HRM basically recruitment and selection of workforce, maintaining the performance,
development and delight of employees and maintaining the healthy relationships with
employees (Cascio, 2018).
To explain the elements of HRM, three different organizations from different background are
selected that will help to gain knowledge about the management of human resource in a
different perspective and will also describe the uniqueness of every area and its workforce.
4

PART 1 – RECRUITMENT AND SELECTION
The first part of the report is considered in the case study of Woodhill College. It is a UK based
college. Curro Holdings limited owns the college. The management is managing the college
since 2001 but it was actually founded in the year 2000. 18 years of services provided by the
college to students and parents have made the management to increase the brand value of
college and now they are planning to enhance the workforce of the college and for that, they
are hiring educators for diverse positions.
TASK 1 – KNOWLEDGE
P1 PURPOSE OF WORKFORCE PLANNING AND THE ROLE OF THE HR MANAGER WITH
REGARDS WORKFORCE PLANNING AND RESOURCING WOODHILL COLLEGE
Human resource management of the organization refers to the process of developing and
maintaining the skills and efficiency of the human resource of the organization. Employee
resourcing of the organization refers to the process of employment (recruitment, assortment,
maintenance and firing), performance (reviewing and supervision of performance), and
organization (development of strategy, bureaucratic improvement, and certification) and
transform managing (Harrison, 2012). Workforce planning of an organization refers to the
process of prioritising the objective of organization and aligning it to that of the workforce and
them making sure that it is been achieved efficiently (De Bruecker, et. al. 2015). The current
plan of the management of Woodhill College is to enhance the workforce and this can be done
by proper workforce planning as the purpose of workforce planning is to maintain the number
5

of employees in the college according to the need. This will help the college to recruit the
needed number of educators without any excess or shortage.
Figure: Planning of workforce with strategy
[Source: https://www.researchgate.net/figure/309134471_Strategic-workforce-planning]
THE ROLE OF HR MANAGER IN CONTEXT TO THE PLANNING OF WORKFORCE FOR WOODHILL
COLLEGE
HR of the college plays a very important role in the workforce planning as is the vital element of
this process. It is the responsibility of the HR of the college to forecast the need of the human
6

resource in the college and then planning the efficient strategy to fulfil the needs effectively
(Prudnikova and Demidova, 2015). Following is the role of HR manager in context to the
workforce planning of college:
 Forecasting the need for educators in the college along with the other helping staff
 Finalising the recruitment method
 Recruiting the highly skilled and efficient human resources
 Making the employees enhance their skills and knowledge by providing them proper
training and development
 Considering the present as well as future needs
 Gathering the necessary data according to the requirements and analysing it
 Making the educators to attain the classes in various shifts to optimise their
performance level
 Supervising the work of educators and another workforce
 Carrying out the sessions for educators related to their problems
 Recommending the decision makers about the strategies
 Maintaining the healthy work environment for educators
 Solving the issues and problems of educators (Van De Voorde and Beijer, 2015)
Figure: Workforce planning and HR role
[Source: http://www.apsc.gov.au/publications-and-media/current-publications/workforce-
planning-guide/workforce-planning-explained]
7

P2 EXPLAIN THE STRENGTHS AND WEAKNESSES OF DIFFERENT APPROACHES TO
RECRUITMENT AND SELECTION
There are various techniques and approaches adopted by the organization to recruit and select
the best candidates for the organization. Following are some strengths and weaknesses of
those approaches:
STRENGTHS OF INTERNAL SOURCING
 Existing employees are known
 Knowledge of the skills and talent of employees
 Can utilise the already known skills optimally
 Less investment
 Improved confidence and trust of employees
 An attention-grabbing method
WEAKNESSES OF INTERNAL SOURCING
 Limited choice
 Increased level of competition
 Can give rise to hatred among the employees
 Limiting the employees’ skills
 Can affect the work environment with the feel of rivalry and jealousy
STRENGTHS OF EXTERNAL SOURCING
 Unfasten process
 Many choices
 Highly skilled workforce
 More skilled employees
 Chance of selecting the best candidate
 Doesn’t affect the work environment
 Chance of getting novel and technologically updated employees
(Armstrong and Taylor, 2014)
8

WEAKNESSES OF EXTERNAL SOURCING
 Highly time taking process
 More expensive
 Candidates are not known
 Can affect the existing workforce
STRENGTHS OF THIRD PARTY SOURCING
 Best available choice
 Saving of time
 Technologically updated employees
 A healthy approach to competition
WEAKNESSES OF THIRD PARTY SOURCING
 Affect the current workforce
 High amount of investment
 Not many choices
(Armstrong and Taylor, 2014)
9

M1 ASSESSING HOW THE FUNCTIONS OF HRM CAN PROVIDE TALENT AND SKILLS
APPROPRIATE TO FULFIL BUSINESS OBJECTIVES
Human resource manager of the organization is the most important person as he is responsible
for maintaining the whole workforce with the intention of generating an effective outcome for
the organization. It is his responsibility to ensure that the business prospers. The functions of
HRM can help the organization in fulfilling the business objectives in following ways:
 Staffing Objectives
The function of HRM is to ensure that organization is properly staffed according to the
requirements. It can be properly done by designing the structure of the organization and then
identifying the needs of human resource. This function of HR manager helps the organization to
recruit right people to ensure the talented workforce of the organization that will help to
increase the productivity and profitability (Roberts, 2017).
 Performance Objectives
Another function of HR manager is to ensure that employees are working effectively and they
are given the proper motivation for doing the work. This will help the organization in the
improved efficiency of the workforce that will result in the highly improved productivity of the
organization. HR managers do this with the help of using various motivational approaches such
as training, promotion, rewards, incentives, benefits, allowances, etc.
 Change-Management Objectives
Change is something that is unavoidable in case of organizations. Changes in respect to
organizations vary according to the structure and activities. Coming to the norms of
organization and recruitment, HR manager is responsible for managing that change. It is his
responsibility to recruit the highly efficient workforce and develop them with the help of
necessary leadership skills. It is his responsibility to inform the employees about the changes
implemented. HR managers help the employees to manage according to the change generate
effective output.
10

 Administration Objectives
To supervise the performance of employees and taking the necessary decision accordingly is
the function of HR manager and this can be done by keeping a precise record (Roberts, 2017).
11

M2 EVALUATING THE STRENGTHS AND WEAKNESSES OF DIFFERENT APPROACHES
TO RECRUITMENT AND SELECTION
The strength of internal recruitment can be considered as it gives a chance to employees to
change and promote their position. It helps the organization to make the decision-making
process fast. It will also make the budget less expensive. This method helps the organization to
improve the morale of employees that will result in their increased work efficiency. This process
can be done with the help of tough support of human resource process. It can be done
successfully only with the help of consistent performance management. Internal recruitment is
considered as one of the best methods in the quick decision-making process. It reduces the
chances of risks in the organization. It creates the chances of a constant vacancy in the
organization.
External recruitment process should ensure the organization fully about the employee's
awareness. Recruiting fresh graduate employees as a part of external recruitment process can
increase the number of expenses in form of training and development. It directly affects the
labour market. It helps the organization to increase the workforce having wider experience and
knowledge. It consumes a lot of time (Aravamudhan and Krishnaveni, 2015).
12

TASK 2 APPLICATION
A) JOB ADVERTISEMENT FOR THE ROLE OF PRINCIPAL
13
JOB ADVERTISEMENT
FOR THE ROLE OF PRINCIPAL
DETAILS RELATED TO JOB PROFILE: WOODHILL COLLEGE is in search of a highly trained candidate,
who is comfortable in working as a Principal. The interview process consists of a direct interview
followed by a written test.
QUALIFICATION REQUIRED FOR THIS POST: Minimum qualification required is Master Degree/ PhD
from any reputed University/Institute.
Experience: applying candidate must have working experience of 10 years in academics or
management.
Applying Procedure: Interested candidates can send their CV along with 2 recent photographs
(coloured copy), attested important documents. The candidate has to apply online on the given
website- jobs.ac.uk. Candidates will be shortlisted by the management of the college premises.
After that, an interview will be scheduled. Candidates can log on to the college website for more
details.

B) IDENTIFY SUITABLE PLATFORMS TO PLACE THE ADVERTISEMENT
The advertisements have to be placed on a suitable platform so that the college can get the
best principal for its management. For this purpose different types of mediums can be used. For
this purpose different Medias can be used such as newspapers, television, social networking
sites and radio. Nowadays many of the advertisements are placed on social networking sites
because they are the best way for advertising as many of the people are using it on regular
basis. Another option is advertising through television. Newspapers are also used for this
purpose because many candidates can get information about the job through it. Advertising can
be done through radios also but it is very rarely seen in modern times. Pamphlets, Magazines
and catalogues can also be used (Hackley and Hackley, 2017).
14

C) JOB DESCRIPTION AND PERSON SPECIFICATION
Job description:
Personal specification:
15
JOB DESCRIPTION
 NAME OF THE JOB: PRINCIPAL
 REPORTING PLACE: Woodhill College, UK
 PAYSCALE FOR THIS PROFILE: £800-1000
 WORKING HOURS: 6 hours
 NATURE OF THE JOB: Permanent
CRITERIA ESSENTIALS/ DESIRABLE
Educational degree from well-certified
management university/institute
Essential
Knowledge of management subjects Essential
Experience of 10 years in the related field Essential
Communication skills Essential
Experience in taking seminars and lectures Essential
No criminal record Essential

PART 2 - EMPLOYEE PERFORMANCE, DEVELOPMENT AND REWARD
The second part of the report is based on the case study of TESCO. It is multinational
organization situated in the UK and works in the retail products such as groceries. It was
founded in the year 1919. The organization believes that the development of the organization is
in the development of employees.
TASK 3
P3 BENEFITS OF DIFFERENT HRM PRACTICES WITHIN AN ORGANISATION FOR BOTH
THE EMPLOYER AND EMPLOYEE
HRM practices that help the employees to work efficiently are training and development.
Following is the basis of training and development:
BASE TRAINING DEVELOPMENT
Meaning This method is used to improve the
skills of employees.
It helps the employees to develop.
Time base Short-term process. Long-term process.
Focus Present work Person’s work
Status Present needs Future needs
Process Learning. Education.
Accountabilit
y
Organization is responsible Employee is responsible
Persons It is a group process. It is an individual process.
Direction Job-oriented Career-oriented
(Harrison, 2011)
IDENTIFICATION OF TRAINING NEEDS AND METHODS USED BY TESCO
The organization TESCO has the objective of developing its employees. There are three levels
adopted by TESCO to provide training and that is job, individual and group.
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Types of Need Analysis Done By Tesco
1) Personally analysing
2) Analysing Organizationally
3) Analysing the Cost-benefits
4) Analysing the suitability of training
5) Performance analysis
6) Content analysis
(Ford, 2014)
Types of Training Used By Tesco
Following are the two types of training used by TESCO:
Figure: Training methods
[Source: https://keydifferences.com/difference-between-on-the-job-and-off-the-job-
training.html]
17

 ON-JOB TRAINING: The training provided by the organization to employees at the time
when they are already serving the organization is considered as on-the-job training
(Teixeira and Pinto, 2012). TESCO adopts this process in following ways:
Figure: Types of on-the-job training
[Source: http://blogdeinformatica.info/pixs/on-the-job-training-methods.asp]
 OFF-JOB TRAINING: The training provided by the organization to employees at an outer
place which is considered as the appropriate place for learning is considered as off-the-
job training (Keep, 2014). TESCO adopts this process in following ways:
18

Figure: Types of off-the-job training
[Source: https://businessjargons.com/off-the-job-training.html]
BENEFITS OF USING A SYSTEMATIC APPROACH TO TRAINING AND DEVELOPMENT FOR TESCO
AND THE EMPLOYEES
The designed approach to responding appropriately to the needs of training in the organization
is considered as the systematic approach to training and development. The process of
systematic approach to training is as follows:
19

[Source: https://theteacherjourney.weebly.com/the-start/systematic-approach-to-teaching]
20

Benefits of Systematic Approach
 A simple process
 Eliminates the feeling of biases
 Organised approach
 Generates the best result
 Confusion clearer approach
 Generate the feeling of responsibility in employees
 Make the employees more liable towards their work
 Make the employees learn novel technologies
 Makes the HR aware of employees’ needs
 Motivating approach
 Flexible approach
(Dick, et. al. 2014)
21

P4 EVALUATING THE EFFECTIVENESS OF TESCO’S TRAINING AND DEVELOPMENT
PRACTICE IN TERMS OF DELIVERING A RETURN ON INVESTMENT
TESCO as an organization is helped with the training and development in following ways:
 It makes the employees give their best performance
 It makes the organization to evaluate employees according to their need for training
 It makes the organization to create healthy relations with employees
 Employees’ performance is assessed by the management
(Saks and Haccoun, 2010)
 ADVANTAGES OF TRAINING PROGRAMS
o Employees become more work efficient
o Fewer chances of faults
o Employees are most likely to get promotions
o Confident workforce
o Delighted employees
o Less investment
 LIMITATIONS OF TRAINING PROGRAMS
o Time waste
o Money waste
o Increased stress level
o Employees may lose their interest
o Threat of employees leaving the job
o Chaos
(Salas, et. al. 2012)
22

M3 EXPLORING DIFFERENT METHODS USED BY TESCO IN TERMS OF DEVELOPING
ITS EMPLOYEES AND CONSIDER THE STRENGTHS AND WEAKNESSES OF SUCH
PRACTICES
TESCO considers that the employee development is a shared responsibility of organization and
employees. Employees are responsible for their own development, attending the training and
development programs, utilising the received feedback, etc. The HR manager at TESCO gathers
the personal development plan of employees and then guides them to achieve the goal. HR at
TESCO considers that it is his responsibility to review and monitor their development regularly.
The personal development program designed by the management of TESCO helps them to
enhance the skills of employees. It helps them to categorise the employees on the basis of their
skills and productivity. The development program plays a vital role in developing the
employees’ skills and it also makes them more responsible towards their work.
There are also some drawbacks associated with the training and development program of
TESCO such as it is very costly and it also makes difficult for the organization to focus on various
markets together. There are many microeconomic difficulties faced by the management.
Government legislation limits the growth of the TESCO to avoid high market share.
TESCO has also adopted a structured training program approach where the management
provides a realistic scenario to employees to enhance their skills. It helps the organization to
make the employees asset for the organization. It directly improves the work efficiency of
employees. This is the only reason why TESCO is more focused on employees’ development
(Ma, et. al. 2010).
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PART 3
TASK 4
P5 PROVIDE AN ANALYSIS ON THE IMPORTANCE OF ITV TO MAINTAIN GOOD
EMPLOYEE RELATIONS AND HOW IT INFLUENCES THEIR HR DECISION MAKING AS A
RESULT
It is very important for every organization to have a good relationship with its employees. It
becomes the need for every organization to maintain these relations. ITV also maintains good
relations with its employee and have noticed many profits in it. It mainly influences the success
factor of the company (Huselid, 2015). These relationships play a very important role in the
growth of the company and the main reason behind this is that it reduces the possibility of
conflicts between the working employees. There is much importance of making good and heavy
employee relationship at workplace. Some of them which are accepted by ITV are listed below-
There is an increase in the productivity of the company by making good employee relations.
The atmosphere of ITV has become pleasant and workaholic. The employees feel safe and
secure in this type of environment (Cascio, 2018). ITV observed that both the quality as well as
the quantity of the work is increasing day by day.
By working in the appropriate environment, the employees of ITV become more loyal to the
company. They suggest new ideas for the growth of the company which is very important for
future aspect. On the other hand, the pleasant environment also becomes a reason for
motivation for them. This loyalty indirectly decreases the cost of recruiting new employees for
the company. It is just because the working employee of ITV is dedicated towards the long and
24

short-term goals of the company. They also make sure that they will become a reason for
achieving these goals.
The interpersonal relationship between the employees of the company also plays a vital role in
maintaining peace. It also minimizes the conflicts and creating a safe environment in the
workplace. it is very important to maintain a conflict-free environment for employees because
it is the main reason behind their working capacity.The quality of work is also increased by
adopting good employee relations.ITV becomes able to in adopting new plans for future and it
becomes an influencing factor from the growth perspective.
For achieving all the above-listed features, an HR manager plays a very important role. There
are many decisions which cannot be made by a single person relate to the company's program.
For this purpose, a proper management must be there. ITV selected an HR manager and its
team for the effective working. This team has to make some policies and rules for the welfare of
the employees and to make them satisfy. Betterment policies can be adopted.bt, this type of
policies should be effective and verified properly before applying because there are many
reasons behind it. One inefficient policy can make a disturbance in the company's environment
and can become a reason for employee's irritation. So it is very important that before applying
new policies at a workplace, it should be introduced in front of its working employees.
An HR manager is a link between the employees of the company and the management team.
He/she will be effective in listening to the new plans for the welfare and making sure that the
employees will implement it with their efforts and work. This process is very important for
achieving a common goal. This shows that the HR decision making is really important for ITV's
growth and it is affected by keeping maintenance of good relationships in the workplace.
25

P6 IDENTIFY AND BRIEFLY EXPLAIN THE KEY ELEMENTS IN THE
EMPLOYMENT LEGISLATION AND HOW IT INFLUENCE HR DECISION MAKING
Some rules and regulations are defined by the Government of every country in order to
maintain peace at the workplace. Workforce planning should be kept in mind because it is the
basic aspect of achieving success (Hewitt et al. 2015). It is the responsibility of every company
to take extra care of it because that is the effective measures for the growth. This type of rules
and regulations are stated as Employment Legislature. There is a high need to maintaining the
human resources proper for better results (Bryson, 2013). Its key management is explained
below in order to have more knowledge-
SEXUAL HARASSMENT- it is very important for the company to be harassment free. There
should be a free environment for women but on the other hand, safety must be provided to
them. This problem is spreading in the UK with high intensity. In order to control it, control
measures should be adopted. Affirmative activities should also be minimized in order to grow
more. Discrimination against caste, creed, colour, religion and ages should be avoided in order
to grow more. Both men and women are to be treated on the same basis. Child labours should
be avoided along with old age workers (Tansel and Gazîoğlu, 2014). Systematic planning can be
adopted so that proper and equal wages are provided to the employees. There should be
proper management of leaves for the system and working hours should be according to the
employee's convenience (Phillips and Phillips, 2016). Anti-discrimination laws, fair pays laws
and proper management of leave provisions are kept in mind.
For this purpose, some acts are being developed which are: Age favouritism act, Pregnancy
intolerance act, Equal pay act. These type of acts can be accepted by different organizations in
order to have a clean and safe atmosphere in the workplace.
26

27

M4 YOU WILL HAVE TO EVALUATE THE KEY ASPECTS OF EMPLOYMENT
RELATIONS MANAGEMENT AND EMPLOYMENT LEGISLATION THAT AFFECT
HRM DECISION-MAKING IN ITV
By adopting the major key aspects of employment relationship management system and
employment legislation tremendous changes have been observed in the workplace of ITV. It
becomes the major factor for the growth and success of the organization. On evaluating both
factors it can be stated that every organization or institute must have to accept and adopt these
two types of working. It can also be evaluated that these will help in achieving different goals
and become the reason behind the growth. It also provides new opportunities for the company
and the workplace is also free from every criminal activity like employee harassment
28

CONCLUSION
From the above assignment, it is cleared that the HR management plays a vital role in the
growth of a company. The workforce planning objective is considered as the basic need of
every organization. By three different case studies of different organizations including a college
and organizations, it has been studied that there are various systems and procedures which
have to be adopted. The main advantage of having a perfect HRM system is that it ensures that
the company's progress is going in a correct direction. For this different training and
development programs are organized. This assignment also provides information about
different types of recruitment system and the main procedures of recruiting a correct member
for the organization. Different types of advertising methods are also explained in this
assignment, which is helpful for promoting the company and recruiting new people for the
growth. This can become a reason for the rises of new opportunities for the company and it will
help the company to draw new boundaries for success. So, it has been made clear that the
adoption of correct HRM system is very important for the growth purpose and for managing
goals
29

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