HR Management Practices and Legislation

The provided report discusses the significance of Human Resource (HR) management practices in a company. It highlights the importance of recruitment, training, and legislation compliance. The report explains that HR managers should identify future workforce needs, provide training to improve employee skills and confidence, and ensure compliance with current legislation such as the National Minimum Wages Act 1998. Effective HR management practices can contribute to the success of a business unit and create a better work environment for employees.

HUMAN RESOURCE
MANAGEMENT

Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
(A) Purpose of workforce planning and HR manager role in recruitment and resourcing..........1
(B) Strength and weakness of different approaches to recruitment and selection.......................2
TASK 2............................................................................................................................................3
(a) Job advertisement...................................................................................................................4
(b) Suitable platforms to place advertisement.............................................................................4
(c) Job description and person specification................................................................................5
TASK 3............................................................................................................................................6
(a) Difference between training and development.......................................................................6
(b) Identify training needs and methods of training....................................................................7
(c) benefits of systematic approach to training and development...............................................8
(d) Effectiveness of training and development practices.............................................................9
TASK 4............................................................................................................................................9
(a) Importance of maintaining good employee relationship........................................................9
(b) Key elements of employee legislation.................................................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management (HRm) is the managerial process in which companies
manage its people, recruit skilled candidates and train them so that they can perform their duties
well. The main objective of managing human resource is to retain skilled employees in the
workplace for longer duration and maximize profit of the firm. Current study is based on
Woodhill college. Present report will discuss purpose of workforce planning and role of HR
manager. Furthermore it will explain difference between training and development. It will
evaluate effectiveness of Tesco's training and development practices. In addition, importance of
maintaining strong employee relations will be discussed in this report.
TASK 1
(A) Purpose of workforce planning and HR manager role in recruitment and resourcing
Woodhill college is renowned educational institute of UK, currency it is facing
issues related to human resource. People are frequently leaving their job due to poor
management practices of the college. There are vacant post for teachers. Workforce planing is
the managerial process that supports organization in identifying human needs of company and
filling this need by hiring skilled workers. It is the process of managing people in the
organization in systematic manner. Purpose of workforce planning in the Woodhill college are
as following:
 Enhance employee relation: Most of th teachers have leaved this college because of poor
relationship, management do not concern about employee's needs. Through workforce
planning Woodhill college aims to retain its skilled employees in the workplace for
longer duration. Through workforce planning cited firm will be able to develop such
strategies that can retain skilled workers in the organization for longer duration.
 Another purpose of Woodhill college by workforce planning is to minimize errors and
disruptions. As current employees are unable to complete their work on time due to
which brand image of the firm is affecting. Through workforce planning Woodhill
college would be able to avoid delays.
 Workforce planning will be beneficial for the Woodhill college in identifying
future workforce needs of the organization. By this way HR manager will be able to fill
this gap by hiring skilled teachers in the organization. Currently due to high employee
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turnover brand image of the firm has affected badly, so it is required to recruit talented
teaching staff those who can provide quality education to students.
In this respect HR manager plays the role of recruiter. Individual identify the needs of
workforce and accordingly individual recruit candidates. Human resource manager of the
Woodhill college plays role of planner. Individual plan activities so that existing staff can retain
in the workplace for longer duration and they can perform their work effectively. This can
support in raising performance of Woodhill college to great extent and entity will be able to
accomplish its goal soon.
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HR manager plays significant role in the workforce planning. Individual analyses the
requirement of candidate an accordingly plans recruitment. Human resource manager find out
the issue in existing staff and plan to give training so that existing staff can be promoted to fill
this particular post. It plays role of monitor, individual identify skills required to particular post
and according analyses skills of candidate and select final applicant those who is the best suitable
for the firm. HR manager plays strategic leader role , individual make strategies so that planning
can be successfully completed.
(B) Strength and weakness of different approaches to recruitment and selection
Recruitment is the process that helps the companies in meeting with potential candidates
those who have adequate skills to work in the organization for particular post. It is the procedure
of hiring the right candidate on the right post. On other hand selection is the process of selecting
the suitable and deserving candidate out of many in the recruitment process. This applicant can
support in improving performance of the organization to great extent. There are various sources
of recruitment and selection. Strength and weakness of these approaches are as following:
Internal recruitment approach
It is the process of hiring deserving candidate from internal working environment. HR
manager analysis existing working performance of employees and give them chance of
promotion in order to fill the vacant post.
Strength
 It is cost effective method because Woodhill college will not have to spend amount in
giving training to new candidate and make them understand about company policies.
 It is time effective process because there is no need to give lengthy advertisement in
newspaper or conducting interview session for hiring the candidate for particular post. Internal recruitment gives opportunities to employees to get promotion. Buy this way
workers feel motivated and they retain in the organization for longer duration. Woodhill
college can adopt this strategy to retain skilled teaching staff in the college for longer
duration.
Weaknesses
 Company ma get failed to meet with fresh talent.

 It increases resentment in employees which may affect their working performance to
great extent.
External recruitment approach
There many types of external sources through which company can get fresh talent in the
organization. Skill inventory is the main approach. HR manager of Woodhill college can test
capabilities of candidates and can analyses their skills for particular teaching post. Candidates
maintain their personal detail, skill detail, educational aspect in their resumes and by looking at
these details HR manager call them for the interview. It supports in brining skilled employee in
the workplace. Apart from this formal approach is another external recruitment approach in
which HR manager conducts aptitude test of applicants. After that background analyses is being
done. Finally, eligible candidates get selected for the particular post.
Strength
 Fresh talent gets by the Woodhill college and individual can improve working of the
college through their skills. HR manager of Woodhill college can fill the vacant post by hiring experience person.
Weaknesses
 It is time taking process and costly as well. Because HR manager has to invest huge time
to select right candidate in the organization.
 It might be possible that new candidate does not work for long period in the workplace.
Internal recruitment sources
Transfer
It is the process in which existing staff is being transferred to other departmetn to fill the
vacant post
Strength
 It is cost effective tool because HR manager needs not to spend amount to give training to
the existing staff.
 It is time effective process.
Weaknesses
 New talent can not be bring into the organization.
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 It may create issues in the mind of other employees and they may feel demotivated.
Promotion
It is another internal recruitment process in which existing staff is being promoted to
higher level so that vacant post can be filled.
Strength
 Cost effective process
 Less time consuming
Weakness
 Fails to bring new talent
 It develops negativity in the workplace environment.
External recruitment process
Advertisements
Company gives job advertisement in newspapers so that vacant post can be filled with
deserving candidates
Strength
 It helps in finding mass number of talented people and brining deserving candidate into
the workplace.
It helps in brining fresh talent those who have innovative ideas into the firm.
Weaknesses
 Time and cost consuming process.
TASK 2
Teaching staff is required to having adequate knowledge and experience about education
field. Teachers must have good communication skill and updated knowledge about the field.
Individual needs to be quick answer giving so that issues of students can be resolved soon.
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(a) Job advertisement
Job advertisement is the advertisement given by company to fill their vacant post.
Woodhill college is having vacant post of teachers. Woodhill college is required to hire skilled
and experiences teachers those who can provide quality education to students.
Company
Woodhill college
Position
Teachers for graduate students (Science, commerce,)
Location
London, United kingdom
Qualification & Experience
 Applicant must have completed master's degree in relevant field.
 Individual much have experience of at least 3 years of teaching
Salary
As per the qualification (In addition, accommodation, medical care will be provided to
candidate)
 Interest candidate forward their resume to Woodhill college, London before 20 Jan
2018.
Human resource manager
Woodhill college
London
Email: Woodhill [e-mail]
Contact no: 14878993
(b) Suitable platforms to place advertisement
HR manger of Woodhill college needs to take support of company website for giving this
job advertisement. Website would be the best platform for the organization in order to hire
skilled employees in organization. On company's website people will be able to apply easily.
They will upload their resumes and HR manager will be able to analyses these resumes. After
that suitable candidates would be called for interview round. This will help in saving cost of
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hiring of the company. Woodhill college can also take sup[port of print media platform in order
to give job advertising. By this way maximum people will get to know about this vacant post and
eligible candidates will apply in the organization. There are many platform to place the
advertisement such as new paper, social media, recruitment agency etc. But use of news paper
and social media are effective platform for education secor because by this way it can attract
experience and talented people towards the educational institute.
(c) Job description and person specification
Job advertisement
Organization Woodhill college
Position Teacher
Location London
Experience Minimum 3 years experience of teaching
Responsibilities  Provide quality education to students.
 Resolve their quarries
 Support in managing operations
Salary As per university norms
Application date 20 Jan 2017
Interview date 25th Jan 2017
Contact Woodhill college
London
Email id [e-mail]
Personal specification
Qualification  Must have completed master degree in
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respective field.
 Graduation degree with A grade.
Age Not more than 45
Skills and attributes Teaching skill
Communication skill
Problem solving skill
Observation skill
In depth knowledge about field
Experience Minimum 3 years
Special aptitude Managing work effectively
TASK 3
(a) Difference between training and development
Training and development are essential functions, it supports in raising knowledge and
skills of workers so that people can perform their work in the organization effectively. Tesco is
the big firm which operates in the field of retail (Van Dyne, 2012). It is responsibility of
managers that to train them in such manner so that they can understand their duties and can
perform them effective. Difference between both are explained as below:
Training can be defined as learning process in which Tesco look at the learning needs of
employees and provide them training. Development is more than learning process, it develops
individual in such manner so that person can get growth opportunities in future as well.
Training is given by HR manager for the small period. Manager concentrates on task and
accordingly design training programs (Ahmed and Sattar,2014). Development is long time
program that helps in making carrier successful. Trainer motivates people in order to enhance
their interest. In development programs employees feel self motivated. Through providing
training Tesco aims to improve performance of employees. Development aims to build
capabilities of individual so that person can face future challenges easily. Training is
arrangement on the bases of current situations. Development programs are arrangement by
focusing on future needs.
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(b) Identify training needs and methods of training
Tesco is operating in retail field,it is essential for the company that to offer quality
products and services to consumers so that they feel satisfied and come again in the organization.
But for that it is essential that employees deal with them properly and offer them products and
services as per their requirements (Jiang. and et.al., 2012). Employees of Tesco needs to have
proper knowledge about market condition and recent trends. It can help them in dealing with
clients significantly. Market is fluctuating in such condition training is very important. This can
support the workers in getting updated knowledge and provide quality services to consumers.
Training can help the firm in reducing errors and operational cost (Ward and Peppard, 2016). By
providing necessary training to staff members Tesco can implement new technologies in
workplace easily and can improve working performance. This supports in analysing mistakes
and reducing these errors. By this way overall operation cost of the company can be minimized
to great extent. Tesco takes support of feedback systems and monitoring system. Managers of the
company monitor performance of each employee and take their feedback. This helps in
identifying their training needs.
Workers have strong needs of training, some times training help them in understanding
professionalism and way to deal with customers effectively. This improve their working
performance and confidence as well (Karunanithy and Sivesan, 2013). By this way they can
perform their duties well. It would support workers in satisfying consumers and contributing well
in increasing profitability of business unit.
Methods of training
Tesco operates in the retail field, it has deal with many consumers daily. It concentrates
on overall development of skilled employees. Company adopts various methods to give quality
training to staff members.
On the job training and off the job training are two main methods of training that are
adopted by various firm (Van Dyne, 2012). In On the job training method higher authorities, Hr
managers of cited firm give coaching to staff members through job rotation techniques. Job
rotation supports the workers in gaining new experiences about new job profile which makes
them multi-talented. They became able to work in each department effectively. It not only raises
their confidence but also impact on their working performance to great extent (Human Resource
Management Functions, 2017). Job rotation training method is beneficial for employee and
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Tesco both as well because people get practical knowledge which helps them in identifying their
loop falls and improving working performance. As individual gets training on the job thus, it is
cheap and cost-effective method. In on the job training method supervisors provide practical
training to the candidates in real working environment so that individual can get to know their
job role and can perform well after training period. This helps in identifying the ways of
operating machines and equipments.
Off the job training is another method in which company gives training to staff members
in class rooms, through role play etc. This helps them in understanding their responsibilities
(Human Resource Management Functions: Managerial, Operative and Advisory Function,
2016). Off the job training is also a method to give training to staff members in which company
provides class room training to new candidates so that they can get familiar with the working
environment first and then start working in real environment.
Tesco arranges training program for its employees time. It takes support of conference
training program. In this method HR managers call external trainer to give quality training to
staff members. Trainer give knowledge about technologies, market trends, customer preferences
to employees. This enhances their knowledge and they perform their duties well (Jiang. and
et.al., 2012).
(c) benefits of systematic approach to training and development
Systematic training program can be defined as arrangement of training schedule
systematically. It is profitable for employees and employer both. Benefits for employees are
explained as below:
 Structured systematic training program helps the workers in raising their confidences.
Through training people get to know about latest technologies, market trends that support
them in dealing with consumers effectively. That enhance their confidence and they
become able to perform their duties well (Ahmed and Sattar,2014).
 Training develops practical knowledge of workers, develops professionalism among
them. BY this way they can contribute well in the success of business unit.
 Training helps the workers in getting career opportunities and promotion opportunities in
workplace.
 Training is beneficial for the employees because it helps in enhancing their knowledge
and motivate them. In the training session trainers provide them detail of benefit for
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them to work in the organization. They make them aware with reward system if they
work better in the organization. Skill development helps them in improving their
performance which supports in motivating them. Apart from this by gaining training
employees can get career opportunities and they may feel happy.
Apart from employees, training is benefice for organization as well. Benefit for Tesco are
explained as below:
 By providing systematic training to employees, company can raise working performance
of employees. That supports in satisfying consumers and improving revenues of the
company.
 After getting training workers’ skills can be developed and efficiency level of company’
operations can be increased that helps in gaining competitive advantage and reducing
operational cost (Stadtler, 2015).
 Training is beneficial for Tesco in minimizing operational risk and by this way complex
situations can be faced by firm easily.
 Training is beneficial for employer as well because skill enhancement of employees helps
in improving performance of employees that give monitoring benefit to firm. It also
supports in making the employees happy and retaining them in the workplace for longer
duration.
(d) Effectiveness of training and development practices
Training and development practices are effective enough. Tesco is facing high competition.
In such condition it is essential for the cited firm that to provide necessary training to staff
members so that they can deal with customers well and can help in gaining competitive
advantage. Training and development practices support in enhancing confidence of people and
improving their skill (Ward and Peppard, 2016). Employees get to know about new technologies
that can enhance efficiency level of their working performance. By this way can perform their
duties well. That assist in dealing with consumers well and attracting new customers towards the
brand to great extent. Off the job and On the job both training and development practices are
beneficial in identify learning needs of employees and fulfilling their these requirements. By this
way entity will be able to retain skilled employees in the workplace for longer duration and can
contribute well in raising their performance. Job rotation assists in making the person multi-
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talented and individual can get more carrier opportunities after attending such type of training
and development programs (Human Resource Management Functions, 2017).
TASK 4
(a) Importance of maintaining good employee relationship
Employees relation can be defined as relationship between employer and employees in the
organization. Employees are assets of the organization, they contribute well in order to achieve
organizational goal. Employee relation is the term in which managers try to develop strong
relationship with workers. Importance of maintaining good relationship with employees for ITV
are as following:
 Employees relationship is helpful in minimizing conflicts in the workplace. By this way
strikes can be minimized. It develops communication between employees and employers
that supports in minimizing confusions to great extent. By this way operations can be
conducted in smooth and effective manner.
 Employee relationship helps in enhancing loyalty of worker towards the organization.
 It helps in minimizing conflicts situation in ITV so that operations can be run smoothly. It
reduces misunderstanding and develops communication.
 Through developing relationship with employees, manager of ITV can motivate staff
members and can retain them in cited firm for length period of time (Karunanithy and
Sivesan, 2013).
 It develops team efficiency that minimize confusions and all people work together to
achieve common goal of entity.
If ITV has strong relationship with employees then it can help the entity in making
necessary modification in the operations for development and people accept these changes. If
any complex situation arises in the business then through negation and consultation such type of
issues can be resolved by firm (Ahmed and Sattar,2014).
(b) Key elements of employee legislation
Government has made various legislation in order to run business legally and ethically.
ITV always concentrates of these laws and follow these regulations strictly. There are various
key elements of employment law such as wages rate, working time period, leave arrangement,
holiday, etc. These legislation support the ITV in recruiting right candidates and offering them
salary as per the norms. These regulation helps the cited firm in managing changes properly
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(Ward and Peppard, 2016). If any sudden situation arises such as if government increase working
hours then company make changes in practices. People accept these rules because they know
importance of legislation. Sometimes employees resist changes but it is responsibility of human
resource manger that to make people understand and make them ready to work in new
environment.
Equality act 2010 is the legislation that protects people from discrimination. It indicates
that employers are required to provide equal opportunities to all workers. General data protection
regulation 2018 that reflects that employers are required to maintain written record, They need
to apply provision of cross border transfers. National minimum wages act 1998 is being made
that ensures that each worker gets salary as per the guideline and work as per the required hours.
If company does not have strong relationship with employees then it becomes difficult
for entity to make people ready to accept changes. It may increase conflicts in the workplace
(Jiang. and et.al., 2012). It is essential for ITV that to make changes in its HR practices as per the
current legislation this can support in providing better environment to works and enhance their
working performance.
CONCLUSION
From the above report it can be concluded that recruitment is the process in which company tries
to hire right people for the right job. It is responsibility of HR manager that to identify future
needs of workforce and work accordingly. Training is the most important aspect of business unit,
by giving training to works company can raise their confidence and improve their skills. By this
way people can contribute well in the success of business unit. Legislation assist the firm in
minimizing issues and running firm ethically and legally. Though HR has to make changes in
company’s practices as per current legislation but this changes are profitable for the entity.
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REFERENCES
Books and Journals
Abdullah, J. A., 2016. The Impact of Promotional Mix Elements on Consumers Purchasing
Decisions. Journal for Studies in Management and Planning. 2(01). pp. 171-179.
Ahmed and Sattar, I., 2014. Pharmaceutical Promotional Mix in Pakistan. Middle East Journal
of Scientific Research. 21(3). pp.533-542.
Jiang, K. and et.al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Karunanithy, M. and Sivesan, S., 2013. An empirical study on the promotional mix and brand
equity: Mobile service providers. Journal of Scientific Research. 3(3). pp.1-9.
Stadtler, H., 2015. Supply chain management: An overview. In Supply chain management and
advanced planning (pp. 3-28). Springer Berlin Heidelberg.
Van Dyne, G., 2012. The ecosystem concept in natural resource management. Elsevier.
Ward, J. and Peppard, J., 2016. The Strategic Management of Information Systems: Building a
Digital Strategy. John Wiley & Sons.
Wu, J., 2013. Landscape sustainability science: ecosystem services and human well-being in
changing landscapes. Landscape Ecology. 28(6). pp.999-1023.
Online
Human Resource Management Functions, 2017. [Online] Available through:
<http://www.whatishumanresource.com/Human-Resource-Management-functions>.
Human Resource Management Functions: Managerial, Operative and Advisory Function, 2016.
[Online] Available through: <http://www.yourarticlelibrary.com/hrm/human-resource-
management-functions-managerial-operative-and-advisory-function/27995/>.
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