Human Resource Management at Woodhill College

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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