Human Resource Management Practices

This assignment delves into the crucial role of human resource management (HRM) in shaping organizational success. It requires students to analyze various HRM practices, including recruitment, selection, training, and performance management. The focus is on understanding how these practices contribute to employee well-being, motivation, and ultimately, organizational performance.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1. Role of HR manager and purpose of workforce planning....................................................1
P2. Strengths and weaknesses of recruitment and selection methods ........................................3
TASK 2............................................................................................................................................6
P7 Illustrate the different application of HRM practices............................................................6
PART 2............................................................................................................................................8
TASK 3............................................................................................................................................8
P3 (a) State the Difference between training and development .................................................8
(b) Identify various methods and needs of training used by TESCO ........................................9
c) State systematic method to development and training .........................................................11
P4 d) State the effectiveness of TESCO's training and development practices........................11
PART 3..........................................................................................................................................12
TASK 4 ......................................................................................................................................12
P5 State the importance of maintaining good employee relation.............................................12
P6 State the key elements of different legislation of employment............................................13
CONCLUSION..............................................................................................................................14
REFERENCES .............................................................................................................................15
.......................................................................................................................................................16

INTRODUCTION
Human resource management is an effective process of developing and hiring workers so
that they get more valuable and essential to the enterprise (Human Resource Management,
2018). HRM is an important activity of selecting and recruiting employees, giving induction and
orientation, development and training, performance appraisal, benefits and compensation as well
as motivating and keeping long-lasting connections with trade union and workforce (Anderson,
2013). It is also important in maintaining staff member’s safety and their health and welfare
analysis in compliance with certain laws or legislation of the land. In this process, human
resource manager plays a vital role towards achievement of long term goals and objectives of
company.
This report is based on three different organisations such as Woodhill College, ITV and
TESCO. This assignment determined about various functions and purposes of workforce
planning and duty of HR manager. Weaknesses and strengths of various methods to selection
and recruitment are also shown in this study. Job advertisement, description and person
specification for the specific role are also covered in this project. Difference between
development and training and its requirement which are also determined in this assignment.
Importance of employee relation and different components of employment legislation effects on
business performance and profitability, it is covered in this study.
TASK 1
Case Study: Woodhill College
Introduction: As per the given case study that covers requirement of selecting new candidates in
Woodhill College, presently, in institution, few vacancies are available which are required to be
filled with the skilled and talented employees. Also, it determines regarding creating a better
strategy which assists in keeping both; existing as well as future needs systematically.
P1. Role of HR manager and purpose of workforce planning
Human resource management is a process of planning, monitoring, organising and
directing of the procurement, development, compensation, interaction, maintenance and
separation of HR to the end that individual, social and enterprise objectives can be attained
(Armstrong and Taylor, 2014). One of the main roles and responsibilities of human resources is
to hire talented and experienced persons who can easily accomplish predetermined objectives of
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business. There are different roles or duties of human resources in order to manage various
resources and business operations effectively. These are determined as below:
Roles Responsibilities
Role as a business partner  Develop long-lasting connection with
employees and customers.
 Hire experienced persons who
accomplish long term objectives on an
organisation (Aswathappa, 2013).
 Creates realistic plans or timelines for
the achievement of business targets.
 Identifies the needs of different training
and development events.
Change agent  Utilize communication process or
activities on daily basis that supports
manager in dealing with difficult
situations or customers.
 Analysing the gap between various
practices or activities of management.
Administrative Expert  Need of human resources is to provide
safety, labour laws and immigration to
the employees.
 In order to achieve maximum profits
and revenues, administrator should give
effective training and development to
their employees (Batt and Colvin,
2011).
Role as a worker Advocate  Review the employee’s performance by
applying 360 degree feedback.
 Manage misunderstanding and
grievances between union and
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employees systematically.
Workforce planning: It is referred as a systematic term in order to identify what business
is going to required in form of the quality, type and size of workforce to accomplish its
predetermined goals and objectives (Workforce Planning, 2018). It is also essential for company
to analyse the skills, knowledge and experience of employees, it is required to get the correct
people in an right place at the perfect time.
Purpose and aim of workforce planning: It is very important and beneficial for company
to identify the skills, knowledge and talent of employees (Beardwell and Thompson, 2014). In
this, main role and responsibility of human resources is to hire competent and knowledgeable
candidates who can accomplish predetermined targets and goals of company within allotted time
period. Woodhill College is an institution that provides education to the students. There are some
needs of talented staffs who provide better education to the students in a systematic manner.
From the few years, institution relies on specific approach of recruiting and they do not have any
kind of clear strategy towards keeping future and existing requirement of employees. Therefore,
business is needed to select candidates from various types of recruitment sources which provide
them advantage to recruit the right person. Through various sources, company can easily recruit
or select number of experienced persons who can easily attain long term objectives of an
organisation. Workforce planning helps the enterprise to identify basic needs and requirements
of candidates regarding their training and development program.
P2. Strengths and weaknesses of recruitment and selection methods
Recruitment and selection is an essential process for company to hire the best and
talented candidates from a pool of applicants (Berman, Bowman and Van Wart, 2012). These
activities deal with stimulating or searching workers to employ for the job in Woodhill College.
Selection is also an important process for the enterprise to choose knowledgeable persons from
different number of applicants systematically. Both the processes are essential for institution in
order to achieve long term goals and targets in given time duration. There are mainly two types
of recruitment and selection approaches such as internal and external.
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Illustration 1: Various Sources of Recruitment & Selection
(Source: Internal and External Sources, 2018)
Internal source of Selection and Recruitment: In this, institution hires knowledgeable
person in their college. This means recruiting workers who are presently working in the business
in various departments through transfer, promotion and many others. This source has some
strengths and weaknesses which are determined as below:
Strengths Weaknesses
 Enhance morale and performance of
existing employees.
 Internal source decrease the reason of
fast decision.
 One of the main strengths of internal
method is reliable process for company.
 Encourage or promote self-
development among employees.
 This process de-motivates workers
from outside the enterprise.
 Lack of new persons
 Existence workers or employees may or
may not be understand regarding the
new technology.
External source of selection and recruitment: It is also an essential and beneficial
process for college in order to recruit and select person from outside the organisation (Bloom and
Van Reenen, 2011). In this, they can do direct web publishing, employment exchange and direct
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recruitment and many other. There are some strengths and weaknesses of such methods which
are determined as below:
Strengths Weaknesses
 Open gate for new candidates or talent.
 It is an economic and time-saver
process so in this, workers are already
experienced or trained.
 Main strength of this process is, in this
people have a maximum experience.
 One of the main weaknesses of this
process is that it is a longer activity.
 It is more costly activity interviews and
advertisement needed.
 Selection activity may not be
impressive sufficient to reveal
knowledgeable candidates.
There are some another essential approach which is apply by the Woodhill college are
determined as below:
Interview: It is one of the main and foremost methods for college. In this, business asked
various questions to the person about theirs background, education and other personal and
professional details (Bröckermann, 2012). There are some weaknesses and strengths of this
method which are described as below:
Strengths Weaknesses
 It is a flexible and adaptable process for
the college.
 It is an essential approach for the
business to easily identify employee’s
skills and their experience.
 It is an expensive and time consuming
process.
 This approach mainly needed skilled
employees.
Aptitudes Test: It is a beneficial approach of selecting and identifying the basic
knowledge of person. This test guess about student's capabilities or abilities to get a knowledge
or accomplish a task (Coff and Kryscynski, 2011). It is valuable for the college to maximise
basic talent and skills candidate's regarding business role. This approach also has some
weaknesses and strengths which are described as below:
Strengths Weaknesses
 It is very essential approach for the  In this approach, aptitudes or power of
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business to recruit knowledgable
candidate's.
 This approach reduces anxiety.
persons is does not required.
 It is a time consuming process for the
organisation.
TASK 2
P7 Illustrate the different application of HRM practices
(A) Job Advertisement
JOB OPPORTUNITY
Woodhill College is searching or researching for knowledgeable and well-educated persons
who fits in the existing vacant position in South Africa, Pretoria
HR Manager
Needed Knowledge and Talent
 Master degree in Marketing and Human Administration.
 Experience required is 3 years.
 Proficient in PowerPoint, Word and Ms-Excel, etc.
Interested persons can go for within working days on Woodhill College website .
B) Different types of advertisement sources:
 Print Media like; magazines, newspaper and many other.
 Television and Digital Media
 Social Media i.e. Twitter, Facebook and other many sites.
 Woodhill College website
 Woodhill College Bulletin Board
C) Create Person Specification &Job Advertisement
Job Description
Business Name Woodhill College
Job Designation HR Manager
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Location or place South Africa, Pretoria
Reporting or Announcing To Top level Authorities (Principal)
Roles and Duties  Create healthy and interpersonal communication.
 Manage human resource in an effective and
efficient manner.
Working Hours for the candidate's 9 am to 6.30pm
Salary 7000 Pound per month
Working Facilities for the persons College will give flexible or workable working hours,
compensations and many other benefits as per their
performance or moral to its employees.
Person Specification
Name: ABC
Contact no.: 23456
Email: [e-mail]
Qualification:
Master in Business University 85.00%
Bachelor of Business University 65.00%
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Administration
Graduate school UK school 75.00%
Secondary education UK school 82.00%
Personalized information
Father's name: PQR
Mother's name: XYZ
Achievements:
 Star Performer of the months
 Rewards
PART 2
TASK 3
Case Study: TESCO
Introduction: TESCO is a retail company in United Kingdom. Main purpose of this business is
to achieve long term goals and objectives in given time period. As per the case study that
describe about the needs of company towards development and training approach. In this they
provide effective program to its existing employees in order to increase basic skills and
knowledge of them (Daley, 2012). Respective firm trust in recruiting competent and
knowledgable candidate's who can easily accomplish predetermined goals and targets of
business. This task determined about the difference between development and training.
P3 (a) State the Difference between training and development
Training and development both are important part for the company to provide effective
program to the employees in order to increase its basic skills and knowledge on particular matter.
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In this business organise training events in order to enhance the productivity and performance of
employees whereas development increase additional knowledge and skills, in this workers can
acquire maximum learning (Guest, 2011). There are some difference between training and
development which are determined as below:
Basis of difference Training Development
Meaning It is identify as an effective
process of maximising skills
and knowledge of a worker.
It is also essential process of
increasing growth and learning
of an employee.
Orientation Training is identify as a job-
oriented activity.
Development is known as
career-oriented activity.
Duration Training is a short term
procedures, for a determinate
duration.
It is known as long term
procedure, which proceed
place due to the person life.
Focus This process mainly emphasis
on technical skills.
This activity mainly focuses
on human and conceptual
ideas.
Objectives It enables the worker to
perform and employ the job in
a better manner.
Main objective of development
is to ensure entire growth and
development of the worker.
(b) Identify various methods and needs of training used by TESCO
Training is one of the essential and beneficial part of the company's development and
growth. It is important and useful for both manger and employee of respective firm (Hendry,
2012). Accurate training enhance the performance and productivity of employees in an effective
or efficient manner. There are some requirements of training which are determined as below:
Training needs or requirement can be determined through following kind of analysis:
Organisation Analysis: Systematic study of business in terms of its resources, objectives,
resources utilisation & allocation, growth possible and its atmosphere. Main purpose of this
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evaluation is identify where training focuses should be located in the business for maximising
business effectiveness. It covers different elements such as: Analysis of goals and objectives: In this short and long term goals and their absolute
priorities should be determined properly (Huselid and Becker, 2011). Resources utilisation analysis: The allotment of physical and human and their proper
utilization in gathering the operational objectives and targets that should be measured. Climate analysis: It reflects or show the attitudes of employees loyalty, trust,
commitment and openness towards business goals. This will assist in places where
training is required do enhance climate of business entity.
Task Analysis: Systematic evaluation of jobs in order to determine job contents, skills, aptitudes
and knowledge needed to perform job in better way. In this evaluation performance standards
needed for workers in an effective and systematic manner (Jiang and et. al., 2012). In this
manger collect different records, interviews, questionnaires and essential methods regarding
needs of person towards training.
Human resource or manpower Analysis: Manpower quality needed by business entity is
carefully measured. It has been completed in the form of both external and internal environment.
Tesco should be decently scanned in order to determine the human resource quality.
Training Approach: There are mainly two types of training approach such as off-the-job
and on-the-job. Those methods are used by the Tesco in order to provide effective training to the
workers in a systematic way (Kehoe and Wright, 2013).
On-the-job Training: Such kind of training is provided to employees within the business
premises. There are some aspects which are apply by the TESCO in an essential and effective
way are as below:
 Shadowing an individual previously in the job presents the worker how to do it.
 Coaching a designated colleague or managers will assist trainees work with each other
through issues and motivate then to analysis solutions.
 Mentoring a maximum experienced or talented employees of acts as a consultant. Job secondment and rotation the learner has the chance of screening their target duty and
taking entire role on a limited basis.
Off-the-job Training: It is often essential for training in particular skills or for creating the
person, in areas of communications, team building or planning and organisation. Tesco mainly
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apply A-Level training program for creating newcomers into administrator gives elaborate
induction training events from day one. It is very essential and beneficial training programme
because in this they easily develop their skills and knowledge in limited time period.
c) State systematic method to development and training
There are different benefits and advantages of training & development for the
organisation and the employees which are determined as below:
Benefits to Organisational:
 Career Progression opportunities
 Training and development help the business to increase their sales Staff feeling happier as an output of having their potential recognised
Benefits to Employees:
 Encourage workers to enhance their performance level
 Support in determining the requirement of the worker
 Greater skills
 Leading to improved performance
 Better retention and lower absence
Development and training are an essential and important process for the company in order to
provide better training to the employees in an effective and efficient manner (Kehoe and Wright,
2013). This activity promotes sustainability and growth of TESCO in given time frame. Business
used systematic method of such program which is useful for the organisation in order to
accomplish predetermined goals and objectives. In the organisation, there are large number of
the employees are work together, in this they needs to increase their basic skills and knowledge
on particular matter. From the same, business should try to provide off-the-job and on-the-job
training methods to the employees. Accurate training beneficial for the business entity to
maintain long-lasting relationship with employees and customers as well as achieve maximum
profit. One of the main benefits of the company is to maximise their turnover and sales in limited
time period. Better training and development also help business to retain their effective
connection with workers.
P4 d) State the effectiveness of TESCO's training and development practices
Training and development is very essential process for the company to achieve
predetermined goals and objectives (Kinicki and Kreitner, 2012). Both activities are time
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effective and time consuming for the company towards achievement of long term targets. In
which company invest maximum amount of capital in providing to the employees. Accurate
training support the company in order to achieving the long term goals and benefits. Such kind of
practices assist the workers in order to execute their responsibility with high efficiency and
performance that involves to increasing profitability and productivity of enterprise. TESCO give
on-the-job and off-the-job training to the employees such as A level and other essential approach
the workforce to increase their basic knowledge and talent.
Development and training practices assist the organisation in order to increase their profit
and profitability in given time period (Lengnick-Hall, Beck and Lengnick-Hall, 2011). It is also
beneficial for the enterprise towards accomplishment of predetermined goals and targets.
Effective training and development also assist the employees to maximise their knowledge on
particular matter as well s maintain long-lasting relationship with customers and employees.
PART 3
TASK 4
Case Study: ITV
Introduction: As per the case study of ITV that described regarding how workers connection
can assist in fostering development and success of business. In regards to accomplish objectives
and goals easily they are need to keep effective communication or transmission with its
employees with outputs in developing healthy work atmosphere and encourage fruitful culture of
an organisation.
P5 State the importance of maintaining good employee relation
Employee relation: It is identify as a connection or relationship between manager and
workers. With the assist of effective connection, company easily increase their sales and profit as
well as maintain long-lasting relationship with customers.
Importance of maintaining good employee relation: There are certain significance of
keeping good and better relationship with workers. These are determined as below: Nature of organisation: ITV is a commercial or technical TV network in the UK. It was
launched in 1955 by JV, STV Group and ITV plc. In the business, there are highly
requirement and needs of skilled person who are easily accomplished business objectives
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in an effective way (Storey, 2014). In order to maintain long-lasting relationship with
employees, company provide effective training and development to the workers. Types of employees: In the company, there are large number of the employees are work
with the aim of maintaining better connection with them. Workers nature, behaviour,
preference and many other way effects on HR decision-making process in an effective
and efficient manner. Importance of low conflict or misunderstanding within an enterprise: Employee
relation also very essential and important in order to reduce misunderstanding and
conflict which arise between the manger and employees.
Human resource decision-making: HR decision-making is important for the manger to take an
effective judgement regarding business success and development (Renwick, Redman and
Maguire, 2013). Better decision help the company to keep long-lasting connection with the
employees and customers.
Influences on HR decision-making: There are some factors that influences and effects on
human resource decision-making in an effective and systematic manner. There are mainly two
kinds of methods such as 60 second updates and Watercooler. These are determined as below:
The Watercooler: It is one of the best platform for the company to increase basic skills
and knowledge of employees as well as maintain long-lasting relationship with customers and
workers in an essential manner.
60 Second updates: It is also best communication methods which is apply the ITV in
order to communicate with employees in an easy way. This approach also help the business
entity to keep better and long-lasting relationship with employees as well as clients. So it is
beneficial for the business to increase their sales and attract large number of customers towards
company services (Storey, 2014).
P6 State the key elements of different legislation of employment
There are some employment legislating which is effects on employees performance and
productivity. These are determine as below:
Equality (2010): ITV provides equal or Fair chances to their workers which is important
for them to accomplish long term goals and objectives of company. It is also essential with the
use of this legislation discrimination between the workers is easily maintain. Company provide
equality to all workers in order to keep better connection with them.
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Health and safety (1974): As per this act, business highly focuses on health and safety of
employees. It is important for the company to accomplish their predetermined goals and
objectives in an essential manner. With the help of these act, all workers are work easily and
attain maximum benefits.
Communication (1934): Under this act, Company should try to communicate all
information and data to the employees regarding changing in business structure, culture,
technology and many other way (Messersmith and et. al., 2011). So in this all employees are
understood about business variation and easily deals with customers.
Data Protection (1998): Employees of ITV is responsible in order to protect and increase
business data. This act assist the employees to achieve predetermined gaols and targets of
company in allotted time period. In this they share many information regarding personal issues,
opinions and many other reasons.
Dismissal (1997): In this act who workers are not do properly towards attainment of
business goals and targets. In nature it may be involuntary and voluntary which is mainly depend
on employees performance (Marchington and et. al., 2016). So in this company should try to
provide effective training and development to the workers in order to maximise its basic skills
and knowledge.
CONCLUSION
From the above mentioned report, it can be concluded that human resource management
is very essential part of the company development and growth. In order to achieve long term
goals and benefits of the company, role and function of HRM is very essential. There are two
methods of recruitment and selections such as internal and external that highly important for the
business to recruit knowledgable and talented candidate's. Training and development both are
important for the company to maintain long-lasting relationship with employees. Different
employment act effects on business and individual performance and productivity.
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REFERENCES
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Online
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