Resource Management in Organizations

This assignment delves into the critical topic of resource management within organizations. It examines various aspects, including human resources, financial resources, technological resources, and operational resources. The assignment likely requires students to analyze different resource management strategies, explore best practices, discuss challenges faced by organizations in managing resources effectively, and consider emerging trends in resource allocation.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Functions and purpose of HRM in workforce planning....................................................1
P2 Evaluation of approaches in recruitment and selection process along with strengths and
weaknesses.............................................................................................................................2
TASK 2............................................................................................................................................3
P7 Application of HRM practices in context to Woodhill College........................................3
TASK 3............................................................................................................................................5
P3 HRM practises along with benefits for an employee and employer in TESCO...............5
P4 Effectiveness of HRM practices in raising organisational profit......................................7
TASK4.............................................................................................................................................8
P5 Importance of employee relations and its influence on HRM decision-making of ITV...8
P6 Key elements of employment legislation and its impact on HRM decision-making........9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
For any organisation, its main strength is human resource. To manage them in their
working environment is done by human resource department. HRM is a function of an
organisation which facilitates the most effective usage of workers that helps in achievement of
company's goals. Management of human resource makes policies, programmes and practices in
order to provide benefit and development of employees (Hewitt, 2014). Main functions of HRM
include planning, organising, staffing, recruitment & selection, directing and controlling the
organisation. It is responsible for designing, implementation and maintenance of strategies to
manage people for optimum business performance. This present report enhances all functions
and responsibilities of HRM by dividing in three parts, where First part includes recruitment and
selection process of Woodhill College, Second part has been prepared on TESCO that describes
the way of training and development programmes help employees in improving their skills and
last part consist factors that influence HR decision-making of ITV company.
TASK 1
P1 Functions and purpose of HRM in workforce planning
Human resource management is the function of an organisation who manages all people
associated with workforce in a structured manner. It is responsible for designing, planning and
implementation of all strategies and policies within organisation. Managing an enterprise
involves acquiring, developing and maintaining a wide range of resources which includes
materials, buildings, technology and people working there (Kerzner and Kerzner, 2017). Main
function of HRM is to make workforce planning that includes systematic identification and
analysis of needs of an organisation in terms of its size, type and quality for achievement of
business objectives. Purpose behind workforce planning in an enterprise is to introduce best
talent management with objectives of business in order to meet its regulatory, service and
production requirements which falls in two categories i.e. operational and strategic.
Operational workforce planning include employee related operations i.e. on a person to
person level along with daily basis. On other hand strategic ones deals on broad based issues
which develop over month and years (Yates and Paquette, 2011). HR of Woodhill College makes
an effective workforce planning in order to provide best administration system which helps in
giving high-grade educations to its students. This college is one from best institutes of the UK,
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which is famous for its effective education and prosperity among other ones. Its HRM has
provided best talent and skills appropriate for fulfilment its objectives (Kircher and Jain, 2013).
It involves a long process in its recruitment and selection process that includes job analysis,
specification and description. It brings persons having all desirable candidates there as well as
helps this college in fulfilling its business needs. Management of here try to provide all benefits
to its staff that includes:-
Training and development programmes: After introducing new staff, main responsibility
of HR of this college is to provide effective training programmes if need to develop their skills
and knowledge which make them able to work in a desired way.
Compensation and rewards: It provides compensation and bonus as a reward on
observing performance of employees in order to retain them in this organisation.
Maintaining relationship: Management also tries to make good relationship between
employees, employers and staff of this college. Also try to reduce their conflicts as much as
possible (Role and purpose of human resource manager in work force planning,2017).
P2 Evaluation of approaches in recruitment and selection process along with strengths and
weaknesses
Recruitment is a process of searching the desired candidates having all skills and
eligibilities required to fulfil vacant positions of an organisation. It is effective when more
persons have applied for a single job (López-Nicolás and Meroño-Cerdán, 2011). It includes so
many process behind recruiting a person that are job analysis, personal specification, description.
It is a first stage in process of fulfilment a vacant position which includes sourcing candidates,
tracking applicants and so on. The next step after that is selection procedure. Selection is a
complicated process of picking up the best candidate from many applicants. It is an expensive
method that includes many method in selection procedures.
Recruitment sources: Recruitment process involves many sources for recruiting the
candidates which are mainly classified in two parts:-
External source: It includes applicants from outside of an organisation. It is basically
done through employment exchanges, agencies, advertisement, professional association and
campus recruitment, which needs perfect job analysis, specification etc. to attract the candidates.
This source has many advantages as well as disadvantages that can be described as its strengths
and weaknesses:
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Strength Weaknesses
 It can attract large number of
applicants.
 It introduces a person having
innovative idea.
 It gives an opportunity to select most
high desirable person.
 It is both expensive and time
consuming method.
 A new candidate needs an effective
training program to become familiar
with his task.
 It discourage the existing employees to
work hard.
Internal source: It includes applicants who are existing within an organisation. This
method includes applicants from present, former and referrals of employees (Watson, 2011). It
involves with short-term procedure. Some strengths and weaknesses of this method are
describing in following table:-
Strength Weaknesses
 It provides an opportunity to make
better use of talents internally.
 It improves morales of employee by
promoting them.
 It motivates other employees to work
hard.
 By internal sources, organisation have
limited choice for further selection
process.
 It develops a competency between
employees which can disturb them in
their performance.
 Also, it creates conflicts.
Sources of Selection method in Woodhill College: After getting list of required
applicants from recruitment through online procedure, HR of this college select interview
methods which will carry in front of its administrative team.
TASK 2
P7 Application of HRM practices in context to Woodhill College
The practices of HRM of an organisation can be viewed through its overall strategic goals
as well as its impact on workforce over there. These practices includes recruitment and selection
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method, training and development programmes, compensation and so many. Behind from all
these practices, main one is recruitment and selection procedures that carries a long time to
recruit best candidates within a firm (Shuck, 2011). In Woodhill College, its HR advertise about
vacant position of administration through newspapers, online resource like digital platforms,
social networking etc. This procedures of advertisement involves following process:-
Job Analysis: It is a systematic process which helps in determining the roles and
responsibilities, nature of a job, eligibility criteria and skills required in applicants.
Job Description: It describes the task, roles and responsibilities of a position. It is a
document that states essential job requirements, duties and skills for performing a specific role.
Job specification: It states minimum knowledge, skills, qualifications and work-
experience etc. that are required to do a job in an enterprise.
Job Classification: In this positions are classified according to job roles and
responsibilities.
Woodhill College has required a sharp-minded accountant having all eligibilities to
manage all financial flow of its (Bhamra, Dani and Burnard, 2011).
Advertisement of Job will be:
Job Vacancy
Position (Administration): 1
Subject: Accountant
Description: There is a vacancy of accountant in Woodhill College. So it requires to possess all
desire qualifications and skills in a candidate. This is one of the best college in UK having a
strong focus on family ethos as well as holistic approach in education. It provides all over
developing courses with a balance between academic, sports and culture fields. Its an
honourable for you to come and be a part of this reputed family.
Required Qualifications and Experience:
 Graduation degree.
 Post Graduation degree.
 Master in Business administration.
 Minimum ten years of experience as an accountant.
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 Good command on accountancy having knowledge of all ethics.
 Technical knowledge.
 Complete knowledge in Computers.
Salary: As per norms.
Candidate having all eligibilities as required for his position can upload his updated resume on
college website- [e-mail] as soon as possible. Their resumes will be screen
by authorities of Woodhill College, thereafter will call them for further selection process.
Required Job Specification as:
Job Description
Post Description: Accountant should have command on his job role. He/She must has an
effective skills to maintain cash flow of organisation. He/She should have knowledge of
computers required in job.
Qualifications and degrees required:
 Graduate in Business Administration.
 MBA in Financial Management.
 Certification in Computer Applications specially in latest version of Tally.
 8 years minimum experience specially on SAP software.
Staff Expectations:
 Communication skills should be strong.
 Knowledge of ethics are must.
 Required positive attitude.
 Sharp minded.
TASK 3
P3 HRM practises along with benefits for an employee and employer in TESCO
Main goal of HRM is to increase performance of employees as well as its organisation
(Bhamra, Dani and Burnard, 2011). Practices in HR relate to improve three outcomes that are
financial, organisational and employee. These practices emphasised the importance of gaining
competitive advantages through employees which is beneficial not only for them but also
employer too. It includes training programmes conducted by HR for developing skills and
knowledge of staff, employee and employer so that they can help in achievement of business
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goals. But here it is necessary to differentiate training and development programmes first in
order to see its impact on performance of employee and employer (Shafritz, Ott and Jang, 2015).
Basis Training programmes Development programmes
Meaning It includes the process in
which a person learn as well as
develop his skills and
knowledge in a particular field.
In short learning with earning
can termed as training.
It is an educational process
where a person can develop his
overall growth.
Objectives It is based on specific job
related.
It is based on conceptual and
general knowledge.
Term Short-term Long-term
Focuses It mainly focus on present
conditions of trainees.
It focuses on future
development.
Orientation It is a job oriented process. It is a career oriented process.
Motivation Trainer Self
Number of trainees Many trainees can learn in a
same training process.
Only one person at a time.
Today, organisation has adopted various techniques for making its training and
development programmes effective on employees and employers. It will help to gain best talents
of employees required for accomplishment of a work in a firm (Cavusgil and et. al., 2014). It is
necessary specially in that firms where change in management is essential to retain its
sustainability. Such an organisation is TESCO, which is multinational grocery and general
merchandiser retailer of the UK. Also, it is the third largest retailer in world. It has expanded the
business in many countries so, due to its expansion, this firm has required to make changes in
techniques, technologies and management (Manvi and Shyam, 2014). To execute these changes
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successfully, its employee needs effective training program so that they become able to perform
their duty very well. TESCO company has used many T&D programs that can be described as:-
On the job training:`In this method administrators observe employees and then train
them according to their requirement in performing a work. It is beneficial in such a manner
where an employer can observe performance of employees and their abilities in boosting the
sales of TESCO by increasing confidence (Bell and et. al., 2011).
Off the job training: Employees of TESCO are also getting knowledge through activities
organised at outside campus by its management. These are provide them to give field knowledge
through case study, role play, business games, etc. and make them effective.
More concerning on benefits provide by these T&D programmes for employer and
employee of TESCO is shown in below table:
Benefits to employer Benefits to employee A training program has been properly
given to employees according to their
needs which has improved performance
level of them as well as make enable to
work according to business
requirements. Also it enhances reputation of
company's executives. It arise conflict among employees after
getting an effective training that will
lead higher achievement of goals in a
desired way.
 A training program increase motivation
level of workforce which describes
firm's faith in them as well as generate
high loyalty also.
 These type of program creates healthy
working environment for employees
through which they become able to
handle their connection along with
working challenges.
 T&D also enhances confidence level of
TESCO's associated members in taking
challenges that automatically enhances
their decision making power.
P4 Effectiveness of HRM practices in raising organisational profit
HRM practices proves much effective in an organisation that plays a vital role in
increasing its productivity and profitability (Dezsö and Ross, 2012). These practices are done to
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provide all benefits for employee in order to improve their skills and knowledge through
effective training and development programmes. For evaluating effectiveness of these practices
in TESCO, following analysis has been done:-
Training and development: Management of TESCO is mainly focus on providing beat
quality of its product to the customers (Training and Development. 2018). So, it has introduced
all latest techniques in workforce of this organisation for improvement of its production level.
This need a training programmes for its employee and employer to work on new system. Thus,
HR of this firm provide all necessary T&D programmes required to improve skills of its
employees in order to raise productivity (Alarcon, 2011).
Conflict management: Practices used by HRM can be proved effective if it has ability to
resolve conflicts at workforce. Having a larger business by an enterprise, have chances of more
conflicts. So, management of TESCO needs abilities to reduce it as much as possible.
Human-resource planning: It is also called as manpower planning which consists of
introducing desired employees at workforce. It includes various procedure- analysing current
manpower inventory, making future forecasts of them, developing employment and design
training programmes (Pierce and Aguinis, 2013).
Performance Management System: It enables the management of TESCO to track and
monitor the performance of employees in all departments as well as overall organisation.
TASK4
P5 Importance of employee relations and its influence on HRM decision-making of ITV
Every person working in an organisation shares a certain relationship with other ones. So,
it is important for an enterprise to maintain healthy relationship between each employee and
employer. There are many reasons behind maintenance of employee relations in a company like
ITV which is a commercial TV network in the UK (Demerouti and Bakker, 2011). It is a
network of channels that operates regional television services. It has a large business
organisation which really needs to make healthy relationship between employees due to
following reason:-
 In an organisation, there are several issues on which an employee cannot take decision
alone without consulting with other ones.
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 Sharing knowledges and opinion with others, makes easy for an employee to do work
well.
 Working together improves performance of each employee as well as their organisation
too.
 Healthy relationship also reduce conflicts.
 It proves better for employees to be more focused and concentrated on their part of work.
These healthy relationship also impacts on decision-making of an HR. A good working
environment creates positivity among employees and for organisation too. It helps HR to make
effective decision regarding the policies and strategies which will prove beneficial for employees
as well as make the corporation to move ahead. ITV has known values of its employees and
taken them as assets. It provides all beneficial training and development programmes to develop
their skills and abilities and make them able to face any challenges in their part of work as well
as can resolve any type of conflicts.
P6 Key elements of employment legislation and its impact on HRM decision-making
Employment legislation is necessary while recruiting a new employee as well as for
existing ones also that has an critical impact on HRM decision in an organisation like ITV. For
this company, its employees and all people who are associated with its business are taken as an
important assets. This company has followed all rules and legislation of government at the time
of recruitment process (Heizer, 2016). Some of major key elements of employment legislation
are:-
Define positions: Management of ITV company has defined all roles, rights and
responsibilities including position of a worker at the time of recruitment and selection procedure.
Proper Compensation:This firm also explain compensation given to employees which
consists wages, working hours, etc. during their selection process.
Ensuring equality: ITV has provided its workplace free from discrimination. Its
management ensure equality on basis of their wages, sex, working hours and in many
perspectives.
Working time: This firm also aware its employees about working hours and days during
their selection process.
Apart for all these, UK Government has made many laws and legislation for beneficial of
employees that must be compiled by all organisations in times of decision-making of HRM.
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These laws include equal employment opportunities, sexual harassment, working time
regulations, wages and remunerations etc. Some of these laws are describing as:- Equality Act, 2010: This act provides all employees to be treated equally on basis of
gender, race, beliefs, age and sex orientation (Griffin, 2013).
 Working Time Regulations, 1998: It provides right to take holidays or a break from
work for employees so that they can feel relax and reduce their stress level.
CONCLUSION
This report has been prepared to show importance of HRM and its practices in an
working organisation. It has been concluded from the above discussion that HRM helps an
enterprise to achieve its growth and success in a specific period of time as well as help it in
gaining sustainability at marketplace. Practices of HRM includes planning, staffing, organising,
coordination and controlling, recruitment and selection, etc. In conducting all these activities, it
has considered all legislation made by government to run a business smoothly.
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REFERENCES
Books and Journals
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Journal of Vocational Behavior. 79(2). pp.549-562.
Bell, and et. al., 2011. Getting specific about demographic diversity variable and team
performance relationships: A meta-analysis. Journal of management. 37(3). pp.709-743.
Bhamra, R., Dani, S. and Burnard, K., 2011. Resilience: the concept, a literature review and
future directions. International Journal of Production Research. 49(18). pp.5375-5393.
Cavusgil, and et. al., 2014. International business. Pearson Australia.
Demerouti, E. and Bakker, A. B., 2011. The job demands-resources model: Challenges for
future research. SA Journal of Industrial Psychology. 37(2). pp.01-09.
Dezsö, C. L. and Ross, D. G., 2012. Does female representation in top management improve
firm performance? A panel data investigation. Strategic Management Journal. 33(9).
pp.1072-1089.
Griffin, R. W., 2013. Fundamentals of management. Cengage Learning.
Heizer, J., 2016. Operations Management, 11/e. Pearson Education India.
Hewitt, K., 2014. Regions of risk: A geographical introduction to disasters. Routledge.
Kerzner, H. and Kerzner, H. R., 2017. Project management: a systems approach to planning,
scheduling, and controlling. John Wiley & Sons.
Kircher, M. and Jain, P., 2013. Pattern-oriented software architecture, patterns for resource
management (Vol. 3). John Wiley & Sons.
López-Nicolás, C. and Meroño-Cerdán, Á. L., 2011. Strategic knowledge management,
innovation and performance. International journal of information management. 31(6).
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Manvi, S. S. and Shyam, G. K., 2014. Resource management for Infrastructure as a Service
(IaaS) in cloud computing: A survey. Journal of Network and Computer Applications.
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Pierce, J. R. and Aguinis, H., 2013. The too-much-of-a-good-thing effect in management.
Journal of Management. 39(2). pp.313-338.
Shafritz, J. M., Ott, J. S. and Jang, Y. S., 2015. Classics of organization theory. Cengage
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Shuck, B., 2011. Integrative literature review: four emerging perspectives of employee
engagement: an integrative literature review. Human Resource Development Review.
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Watson, T. J., 2011. Ethnography, reality, and truth: the vital need for studies of ‘how things
work’in organizations and management. Journal of Management studies. 48(1). pp.202-
217.
Yates, D. and Paquette, S., 2011. Emergency knowledge management and social media
technologies: A case study of the 2010 Haitian earthquake. International journal of
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Online
Training and Development. 2018. [Online]. Available through:
<http://www.managementstudyguide.com/training-and-development.htm>.
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Role and purpose of human resource manager in work force planning,2017. [Online]
Available Source<https://gethppy.com/talent-management/hr-analytics-workforce-
planning>
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