Human Resource Management in Practice

Explore the practical application of Human Resource Management practices at Woodhill College, analyzing the impact on workforce planning, recruitment, employee relations, and employment legislation. Evaluate the effectiveness of different HRM practices in raising organizational profit and productivity.

Human Resource Management in
practice
1

Contents
Introduction................................................................................................................................3
Part 1..........................................................................................................................................4
Task 1.........................................................................................................................................4
a) Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College (P1).................................................4
M1 Assess how the functions of the HRM can provide talent and skills appropriate to fulfil
the business objectives...............................................................................................................6
b) Explain the strengths and weaknesses of different approaches to recruitment and selection.
(P2).............................................................................................................................................7
M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and
selection......................................................................................................................................8
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment
and selection, supported by specific examples..........................................................................9
Task 2.......................................................................................................................................10
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples...................................................................................................................................10
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.....................................................................14
Part 2........................................................................................................................................15
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee...........................................................................................................15
P4 Evaluate the effectiveness of different HRM practices in terms of raising organisational
profit and productivity..............................................................................................................16
2

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.............17
D2 Critically evaluate Tesco’s HRM practices with regards to training, development,
flexibility and reward providing specific examples.................................................................18
Part 3........................................................................................................................................19
P5 Analyse the importance of employee relations in respect to influencing HRM decision-
making......................................................................................................................................19
P6 Identify the key elements of employment legislation and the impact it has upon HRM
decision making.......................................................................................................................20
M4 Evaluate the key aspects of employee relations management and employment legislation
that affect HRM decision making in ITV................................................................................21
D3 Critically evaluate employee relations and the application of HRM practices in ITV that
inform and influence decision making in the organisation......................................................22
Conclusion................................................................................................................................23
References................................................................................................................................24
3

Introduction
Human resource management states a set of activities correlated to the organisation and that
needs to be directed properly as it assists in attracting, developing as well as maintaining the
staff members of the company effectively and efficiently. It requires the appropriate decision
which has an adverse impact on the relationship between employees and employer (HRM
Practice, 2018). Task 1 discusses persistence of workforce planning. Also, the role of
manager at Woodhill College is also considered. Along with this, a demonstration to be done
on the application of HRM practices. In part two, analysis to be done on identification on
needs of training and adoption of the method of training used by TESCO. In part three,
examination on the importance for ITV to preserve relations with the workers. Along with
this, explanation to be done on the key rudiments of the employment legislature as well as the
impression on decision making of human resource in ITV.
4

Part 1
Task 1
a) Explain the purpose of workforce planning and the role of the HR manager with
regards workforce planning and resourcing for Woodhill College (P1)
Workforce planning is a systematic progression which aligns requirements of business and
human resource which help the company in choosing or selecting the correct people, with the
appropriate and effective skills, at appropriate time along with the cost (Cascio, 2018).
Workforce planning is categorising into two components which include strategic and
operational. The main purpose of workforce planning in Woodhill college is that it assists in
identifying and anticipating the issues which assist in avoiding disruptions as well as
unexpected costs. Workforce planning assists in aligning the business process whether it is
related to strategy or business with the appropriate planning related to hiring and retention of
employees (Business Benefits Group, 2018).
Figure 1: Role of HR Manager
Source: (Creative HRM, 2016)
The main role of HR Manager in Woodhill College is that they have to maintain a
relationship with the internal clients. Team development is another responsibility of HR
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manager as it is important in attaining the goals and objectives. HR Manager of Woodhill
College should have actual information about their employees as it helps in making the
appropriate team for completing the task in a better manner (Creative HRM, 2016).
The HR Manager of Woodhill College having another role is to hire best and skilled
employees as it assists in identifying the hiring need, develop the description of the position
and on the basis of that recruitment plan prepare. Along with this, the manager needs to take
proper care of employees and deliver training at the time when staff members facing
problems. HR Manager of Woodhill college needs to create performance management system
which assists in measuring the efforts of the employees and by that goals can be attained
(Elzy, 2017).
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M1 Assess how the functions of the HRM can provide talent and skills appropriate to
fulfil the business objectives.
Human resource management assists in providing training and guidance to the employees as
it is helpful for the Woodhill College in attaining the success. According to the situation or
circumstances, it is essential that knowledge available to personnel be enhanced in an
effective manner. This will help the company in meeting the targets (Kavanagh and Johnson,
2017). The employees of Woodhill College need to adopt or utilise appropriate theory such as
management cycle model which is essential in every manner. This aid in posting the
productivity of the company as well as employees
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b) Explain the strengths and weaknesses of different approaches to recruitment and
selection. (P2)
There are different methods associated with recruitment as well as selection which can be
adopted by the manager of Woodhill College. It includes:
Internal Approach: This approach helps in hiring people within the business entity. It aids
in seeking applicants for the job role or position from those who are currently employed by
the firm (SHRM, 2016).
Advantage:
 This method assists in selecting better employees.
 This will help in increasing the morale of employees.
 It is a cost-effective method.
Disadvantage:
 It provides the limited choice
 In this failed applicant become disconnected.
External Approach: It assists in hiring people outside the business entity. The employees of
the company need to analyse vacant position and fulfil the requirement by using the
appropriate method (Rees and Smith, 2017).
Advantage:
 It provides the great choice for selection.
 It delivers the environment adaptability.
Disadvantage:
 It incurs the high cost.
 Sometimes, wrong selection can be done.
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M2 Evaluate the strengths and weaknesses of the different approaches to recruitment
and selection.
Recruitment and selection are necessary for the company and approaches related to
recruitment are categorised into different parts and they are having their pros and cons.
Internal approach is the approach which helps in filling the vacancy within the company as
this approach assists in selecting better employees and the disadvantage is that it provides
limited choice. Another one is external approach and in this manager, can select the best
employee outside the business entity. The pros of this method are to choose a right person at
the right time with the right skill. The cons of this method are that it is a long process (Kirton
and Greene, 2015).
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D1 Critically evaluate the strengths and weaknesses of different approaches to
recruitment and selection, supported by specific examples.
As per the viewpoint of Denscombe (2014), this can be taken into account that various
approaches to internal and external consider effectively. This includes internal and external
approach, job analysis or job specification. Internal approach help company in reducing the
cost and for boosting the knowledge of employees, they have to provide training to them. As
commented by Denscombe (2014), it has been analysed that external approach help in
recruiting the best employees by using the appropriate method but it is a time-consuming
process, as well as cost, is also high at the time of implementing in Woodhill College.
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Task 2
P7 Illustrate the application of HRM practices in a work-related context, using specific
examples.
a) Job Advertisement for the role of HR manager
Job Opportunity
Post Requirements
Finance Manager Bachelor degree in Finance along with
experience of 2 years. Other than that, good
communication skills and also knowledge of
analysing the market.
Candidates may apply for the post before 10th February 2018 at [e-mail]
Contact Details: [phone]
Address: ITV Viewer Service, Gas Street, Birmingham
b) Suitable platform to place advertisement
The human resource manager of ITV can make the advertisement by adopting social
networking sites. Along with this, they can give advertisement in newspapers and magazines
as well.
c) Job specification
Role of human resource manager
Required Qualification MBA in finance. Graduate in
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commerce field.
Having certificate of SPSS
course.
Required Experience 3 years’ experience in
finance field.
At least 2 years in a field.
General attributes Good communication skills
Efficient and responsible
person.
Knowledge of analysing the
market.
Having knowledge of
finance to prepare financial
records.
Skills Teamwork skill
Communication skills
whether it is oral or written
Good decision-making skills
Job Description
Role of Finance Manager in ITV
Produce financial reports.
Direct activities related to investment.
Develop strategies as well as plans for the long-term financial goals.
Help management in making appropriate and effective financial decision.
Person Specification
Attitude Be honest
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Always confident at the time of taking
challenges
Skills An individual having good communication
skills.
Good decision-making skills
Knowledge Managing resources
Analyse share market.
Can prepare financial accounts
Experience To manage all the accounts and analyse the
loopholes which ITV is facing.
The different HRM practices which ITV can adopt include job analysis, training and
development, recruitment and selection. Job analysis states the procedure which assists in
gathering detailed information about the jobs. Training and development assistance in
providing the planned effort so that they become successful in facilitating the learning of the
job-related knowledge as well as behaviour (Veloso, et. al., 2015).
Figure 2: HRM Practices
Source: (All About Management, 2018)
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Recruitment is the process which ITV can adopt for seeking all the applicants. Selection is
the process which aids in identifying the applicants by using appropriate knowledge, skills
and ability. The HR manager of the company provides all the necessary details about the job
role through advertisement to the candidates so that they can come for the interview and
company can select the best employee.
14

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
The HR Manager of ITV adopts the appropriate method for advertising about the vacancy in
the company which include social networking sites, newspapers and magazines. In the
newspaper and magazine, the manager can provide appropriate information about the
vacancy as well as required specification of the candidates. The main platform which ITV is
adopting is social networking sites and it assists in connecting with the other individuals in
the world. This will also provide the great opportunities for the owners of the business. But
on the other hand, it has a negative impact that is it generates the issues related to privacy as
well as in the social networking sites, information becomes devastated (Moreau, 2017).
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Part 2
P3 Explain the benefits of different HRM practices within an organisation for both the
employer and employee.
Training plays an important and essential role for both business entity as well as employees.
If a company wants to attain good results or success then they have to retain employees for a
long term. Along with this, the company needs to fulfil the requirements of employees as
well. Training help employees in increasing the performance in Tesco and by this the
company can attain best results. HRM practices provide the benefits to both employer and
employee.
Benefits of employees:
The employees of the company use the HRM practices and this will help in attaining success
in the high competition. This will help staff members in raising the level of knowledge and
skills. This will help employees in improving efficiency to complete the work in an effective
and efficient manner. Along with this, it increases the contribution of employees in growth.
Employees need to maintain coordination which assists in managing personnel so that work
can be delivered in a proficient way (Gutierrez-Gutierrez, et. al., 2018).
Benefits of employer:
HRM Practices help Tesco in attaining the good results and by that growth can be expanded.
This will assist in raising the turnover of the company. HRM practices provide the lower rate
of employee’s turnover. The employees of the company should adopt updated technology and
by that innovation can be done by utilising appropriate and advanced skills and knowledge of
staff members (Gutierrez-Gutierrez, et. al., 2018).
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P4 Evaluate the effectiveness of different HRM practices in terms of raising
organisational profit and productivity.
The manager of Tesco should use appropriate HRM practices which include recruitment and
selection, training and development etc. Training and development help employees in
increasing the level of knowledge and skills as skills are required effectively in completing
the targets. Along with this, training assist in improving the decision-making skills but it
requires the effective communication in transmitting the information and by that they can
attain their goals and objectives. In expanding the growth of employees in Tesco, the
manager provides the opportunities to staff members so that they get motivated. This will
assist in meeting the personal aims and objectives as well. It also includes the lower staff
turnover which assists in saving the cost and by that they can generate more profit (Ahlvik
and Björkman, 2015).
The effectiveness of training and development or HRM practices is that employee’s
performance is increased and by that market share of Tesco is also increased. This provides
the maximum opportunities to the company in expanding their operational activities. The
staff members of the company should put maximum efforts so that they cannot face any issue
in attaining their goals and objectives. It is necessary that manager of Tesco should provide
the motivation to the staff members whether it is in terms of monetary or non-monetary.
Along with this, they can reward to employees on the basis of their performance in the
company as it helps in increasing the motivation level and by that targets can be attained
(Delery and Gupta, 2016).
17

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.
Training help staff members in developing or improving the skills and knowledge. There are
two methods which Tesco can adopt that is on the job training method and off the job training
method. On the job training method help employees in learning at the time of work as well as
it is less costly but the main weakness of this method is the rate of productivity in this method
is low. Another method is off-the-job training method and in this method rate of
manufacturing is free from all the errors. Along with this, the off-the-job training method is
time-saving. The main cons of this method are it is ineffective in working (Zahra, et. al.,
2014).
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D2 Critically evaluate Tesco’s HRM practices with regards to training, development,
flexibility and reward providing specific examples.
In the lights of All About Management (2018), it has been analysed that the manager of
Tesco needs to adopt an appropriate method for providing training and guidance to the
employees. It includes on the job and off the job method as it assists in attaining the
objectives of the business entity. Tesco is using the job training method which helps staff
members in resolving the problems. This will increase the flexibility and complete the work
with the effective schedule along with the time. The manager of Tesco can also provide
rewards to the staff members as per their performance or work as it delivers motivation to
them.
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Part 3
P5 Analyse the importance of employee relations with respect to influencing HRM
decision-making.
Employee relation is concerned with the emotional, physical, contractual as well as practical
relationship between the employer and employee. By the employee’s relationship, formal and
informal nature arise among the management as well as the interaction between employees in
the different working situation (HR Zone, 2018).
Importance of employee relations
Employee relation is a part of personnel along with the management which enables
competent manager by the development or improvement of institutions, procedures or
policies within the acceptable limits to the business entity. The employees of ITV need to
manage the relationship with the other employees at the different levels. As it assists in
providing the good organisational environment, cooperation along with the mutual
understanding. It provides the clear policy in resolving all the issues or problems. Relation of
employees treats the people as a valuable asset. Employee relation requires the effective
conversation as it delivers the appropriate information in attaining the success (Law Teacher,
2018).
Impact of employee relation
The employee relation of Tesco having an adverse impact on the motivation level as well as
the recital of the personnel in the corporation. The positive impact of employee’s relation is
that they can make an effective decision and employees get motivated to work as well as
several strategies which adopt by them having an impact on decision making. But on the
other hand, employee relation having a negative impact as well. As employees get
demotivated and not provide their appropriate performance. From this, the overall
productivity of the employees gets affect as well as cannot make an appropriate decision
(Anitha, 2014).
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P6 Identify the key elements of employment legislation and the impact it has on HRM
decision making.
In the business entity, employment laws play an important and essential role as it provides the
appropriate rights and benefits to the employees. There are diversified laws which are given
by the ministry bodies for the employees. ITV company adopt different laws and also utilise
appropriate resources which assist in attaining long-term objectives. Some laws include:
Equality Act 2010: This act is important for the company as it provides equal and best
opportunity to the employees for expansion of growth along with the development. It is
necessary that manager of ITV needs to identify the needs and requirements of the staff
members and to fulfil the needs, equal opportunity needs to deliver. This will assist in making
the correct decision (Legislation.gov.uk, 2015).
Data Protection Act 1998: This act provides the control on the personal information used by
the business entity or government. The employees are responsible for adopting the data or
information by following appropriate rules which is accurate in nature. Along with this, it
should keep safe and secure by the manager of ITV. The information which they collect
should remain protected as well as used fairly and lawfully (parliament.uk., 2017).
Health and safety Act 1974: This act was given by the Parliament members and it is related
to the health and safety legislation. It plays an important role or duty on all the employers
which assist in ensuring the reasonable practicable as well as welfare at work along with the
health and safety of all the employees of ITV.
21

M4 Evaluate the key aspects of employee relations management and employment
legislation that affect HRM decision making in ITV.
Management of Employee relations:
In the competitive world, it is necessary that relationship with the employees need to manage
in the effective manner as it assists in maintaining the best environment in the company
among all levels of the employees. It will also increase the responsibility as well (Jamaledine,
2017). Employee legislations:
It is a type of law which assist in governing the employment within the workplace.
Employment legislation assists in involving as well as it becomes more controversial because
of impact on the business as well as a public concern (HRINZ, 2015). These all affect the
decision making of human resource management in ITV.
22

D3 Critically evaluate employee relations and the application of HRM practices in ITV
that inform and influence decision making in the organisation.
As commented by Neugebauer and Evans-Brain (2016), the relations of the employees is
useful as it helps business entity in attaining the success. It assists the business entity in
attaining best outcome for the employees. The human resource manager in ITV work as a
communicator among the employer and employees. It is necessary that workforce of the
company needs to manage all the work in a proper manner so that any type of problem cannot
arise in front of them. They have to manage the work at a time and also provide reward
according to performance as it delivers the motivation to them. This will help ITV in making
the correct decision and boost the level of productivity.
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Conclusion
According to the above-presented study, it has been concluded that management and
supervision of human resource are essential in attaining the success. Workforce planning is
the important practice of human resource management as it delivers the skilled employees to
the business entity. If the HR management of the company is not working in an effective
manner, then this will decrease the productivity and create the pressure as well. The human
resource manager needs to provide effective care to staff members. Along with this, they are
facing any problem then that needs to be resolved by using appropriate strategy and complete
task in a proper manner. Training and development help employees of Tesco in offering a
better return on investment which boost the productivity of the company. Moreover, manager
of ITV needs to adopt appropriate laws and legislation related to employment as it affects the
decision of human resource of the company.
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