Human Resource Management in Tourism
Added on 2020-02-17
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Human ResourceManagement
TABLE OF CONTENTSINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................3A. Explanation to make a work force planning role of HR manager for it and resourcing...3B, Critical evaluation of the strength and weakness of recruitment and selection process....4TASK 2............................................................................................................................................5A. Job advertisement..............................................................................................................5B. Identification of suitable platforms for a job advertisement..............................................6C. Job specification and person specification for the job opportunity in the organisation....6TASK 3............................................................................................................................................8A. Explanation of difference among the training and development.......................................8B. Change in customer's expectations affects organisation and generate a need to train staff8C. List of methods for training of employees in Tesco..........................................................9D. Description on identification of the training needs...........................................................9E. Evaluation of the benefits of the structured training program for the organisation andemployees.............................................................................................................................10F. Extent of the training returns on the investment..............................................................10G. Types of approaches of flexibility which can be used by the Tesco to expand businessactivities................................................................................................................................11TASK 4..........................................................................................................................................12A. Significance of the good employee relations for the ITV and it's impacts on the HRdecisions...............................................................................................................................12B. Identification and explantation of important elements in employment legislation and it'sinfluence on the HR decisions .............................................................................................12CONCLUSION..............................................................................................................................13REFERENCES..............................................................................................................................14
INTRODUCTIONManagement of employees supports to enhance productivity of organisation and generatethe highest performance by people working in the organisation is human resource managementwhich is having a huge value (Pfeffer, 2010). It is a medium which linked employees with theorganisation and establish coordination among in employer and employees. It helps in generatingmaximum outcome from employees which increases performance of the organisation and makesa better position in the market. Most of the companies are using human resource managementand it has huge importance in recruitment and selection of employees in the organisation whichis essential to acquire best candidates to attain organisational objectives. This report is based onthe WoodHill College, Tesco and ITV which are having a requirement of HRM approaches andfunctions. Woodhill College is facing issue of employee's retention; the first part of this reportfocuses on work force planning. As they are having vacancies it is having the suitable platformthem to place a job advertisement. After it, it is having details on the TESCO it is having contenton the training needs and outcomes from it, flexibility which can be given by the HRmanagement to expand business. In the last part, emphasis is made on employee's relation needsof ITV to make a better coordination in between the teams and employer and employees.Employment legislation are given at the end of the report which helps out to consider the benefitsfor the company. TASK 1A. Explanation to make a work force planning role of HR manager for it and resourcingWork force planning is a regular process which helps the organisation to identify theirneeds to manage their employees accordingly (Renwick, Redman and Maguire, 2013). As theWOODHILL College is having a need of the proper work force planning, it can easily reducehigher employee turnover ratio. So, HR manager is having a leading role in this scenario andthey have to find out those causes by which people are leaving this job. Some of the roles arehere of the HR manager in the work planning in the organisation;Analyser: With the help of workforce planning, the HR manager analyses needs of theorganisation and set them into priorities ranking which can help to resolve essential needs of thecollege. They evaluates essential requirements of the organisation towards employees by whichthe can recruit better people in the organisation.
Communicator: managers are having this role in the organisation, they have to communicateabout the decisions taken by the higher management in between the employees. As in theWoodHill college managers has to communicate in between the professors and lecturers aboutthe management related changes and policies. They have to make proper order flow which helpsto the organisation to be on the path to attain their objectives in shorter time and resolve theirproblems (Song and et. al., 2010).B, Critical evaluation of the strength and weakness of recruitment and selection processHuman resource management is having two approaches for the recruitment and selectionwhich are direct and systematic, strength and weakness are given under these points which are;Direct recruitment: In HR, the managers can place a person in the organisation, to ful fill thevacant seats in the college as organisation is having a need and they are having vacancy. Strength:It is simple, direct and easy process of recruitment which takes less time. It is not a cost consuming approach and it is having a direct focus on selection.Weakness:Wrong selection can be possible by this which is not accepted for the betterment for theorganisation. Performance can decrease by this cause it is not a having skill analysis of the candidates.Systematic recruitment approach: It is a modern approach and many organisations are using this(Woosnam, 2012). It includes many stages which help to identify the best suitable candidate forthe organisation. It has different stages which are given under here;Resume selection: In the first, HR manager have to select the resume which are havingequivalent skills and qualities which the organisation requires. Interviews; After it, the HR manager has to conduct an interview of shortlistedcandidates with their expert panel. Aptitude test: To analyse candidate's analytical skills, HR manager conducts an aptitudetest which helps to identify the best candidate which have proper qualification and skills. Strength:Systematic process helps in finding the best candidate in group of people which haveapplied for the job opportunity.
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