HUMAN RESOURCE MANAGEMENT at Woodhill College and TESCO

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
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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
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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.
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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
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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
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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]
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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)
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