The Impact of Female Representation in Top Management on Firm Performance

This assignment, based on Soctszö and Ross' 'Does female representation in top management improve firm performance?' (Strategic Management Journal, 2012), requires a thorough analysis of the impact of gender diversity in top management on firm performance. Students are expected to understand the methodology used by the authors and apply it to their own dataset or scenario.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 The purpose and role of HR manager in work force planning..............................................1
M1 Functions of HRM in fulfilling the business objectives.......................................................2
P2 Strengths and weaknesses of different approaches to recruitment and selection..................3
M2 Evaluation of strengths and weaknesses of different approaches to recruitment and
selection.......................................................................................................................................4
TASK 2............................................................................................................................................4
P7 Carrying out HRM activities in the context of Woodhill College.........................................4
M5 Impact of technologies in selection processes......................................................................6
TASK 3............................................................................................................................................6
P3 ................................................................................................................................................6
a) Difference between training and development.......................................................................6
b) Method of training and its needs.............................................................................................7
c) Benefits for TESCO and its employees in having a systematic approach..............................8
P4 Effectiveness of TESCO's training and development program.............................................8
D2 TESCO's HRM practices.......................................................................................................9
M3 Strengths and weaknesses of training methods used by TESCO........................................9
TASK 4............................................................................................................................................9
P5 Significance of employee relations in HRM decision making.............................................9
P6 Employment legislation and its impact on HRM decision making.....................................10
M4.............................................................................................................................................11
D3..............................................................................................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Management includes the administration part of an organisation. It refers to people who
manage all functions and activities of setting strategy of operations, coordinating employees in
their development by which they can accomplish objectives of organisation through application
of available resources such as financial, technological and human resources. Human resource
management (HRM) is that function of company who focuses on the recruitment, selection and
providing direction to all employees (Ageron, Gunasekaran and Spalanzani, 2012). The main
purpose of HRM is to provide all over development programme to all employees of an
organisation. Present report is mainly distributed in three parts where first one is to understand
the recruitment process in context of Woodhill College, Second part consist the project that focus
on ITV and last part will describe the factor that HR managers use in TESCO to improve skills
of its employees.
TASK 1
P1 The purpose and role of HR manager in work force planning
Workers for any company are like its assets who contribute all efforts and capabilities in
increasing the productivity as well as profitability of company. So, it is the responsibility of
human resource management to provide all benefits and a necessary training and development
programme which helps them in improving their skills and knowledge required to do a specific
task (The functions and purpose of HRM, 2017).
Woodhill College has a great prosperity among all colleges of the UK. It has a well
facilitated equipped building with a high educated staffs. Its HR managers always tries to recruit
the best eligible candidates to bring more prosperity. Functions and purpose of HR managers
include the following processes:-
Planning: HR manager of Woodhill firstly identifies all the vacant position of institute,
what eligibility criteria they need to fulfil. They always try to fulfil these vacant position with
most desirable and well educated persons. So it needs a proper plans to be executed and for that
HR make different strategies to meet their goals (Alarcon, 2011).
Staffing and Organising: After planning HR tries to increase more vacant seats in their
staff, so that proper plan can be executed. It needs to organise a business properly that involves
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determining and providing human and non-human resources to the organisational structure. The
main purpose behind increasing members in staff is to put right man on right job.
Training and development: Due to advancement of technologies and innovative
techniques, workers of every organisation need an effective training programme to develop their
skills and knowledge. So, HR managers of Woodhill College provide time to time training to its
staff in a proper manner to increase their efficiency which ultimately increases profitability and
productivity of firm (Bhamra, Dani and Burnard, 2011).
Maintenance of employee relation: It is necessary for any organisation including
education department also to maintain the relations of all employees for keeping their
environment healthy and peaceful by resolving their conflicts.
Employee benefit and compensation management: Keeping the view to take employees
as assets of company, HR tries to provide all benefits and compensation to them and keep them
happy while working there.
Motivating the employees: For increasing the capabilities of employees, it always tries to
motivate and encourage them by taking their feedback timely and giving bonus and promotions
as a reward to them (Cavusgil and et. al., 2014).
Policies and Procedures: To keep the interest of employees, it introduces new polices
every year which helps to maintain a competition in level between employees.
Directing: It is that inter-personnel characteristic of managers which deals with power to
influence, motivate, encourage and give a proper guidance to all employees for the achievement
of goals of an organisation. It consist of four elements as like-
 Supervision- This activity includes the vision on workers as how they are working and
where they need a proper direction.
 Motivation- Motivating the employees means to inspire, encourage or stimulating them.
 Leadership- To lead a team in a proper direction by a leader, he needs an effective
leadership quality.
 Communication- It is like a bridge of understanding by sharing the views, information
and experiences.
M1 Functions of HRM in fulfilling the business objectives
HRM brings the ability in an organisation to fulfil business needs through managing the
needs of employees (Davison, Maraist and Bing, 2011). It includes all functions like hiring,
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motivating and managing the employees in the company. The main objective of this policy is to
ensure the availability of qualified and willing workforce to an organisation. It helps to bring a
safe, healthy and positive environment for the employees.
P2 Strengths and weaknesses of different approaches to recruitment and selection
Recruitment is a process of hiring a candidate for a specific post in an organisation by its
human resource management. HR processes include job design, performance appraisal, career
development, promotions and transfers etc. that are all related with term recruitment. The main
purpose of recruitment is to hire an eligible person who has all eligibilities required for a specific
designation. This process includes many methods which are described below along with their
advantages and disadvantages (Dawson, 2011).
Internal source: This method includes to hiring a person from inside the organisation by
either promoting him or transferring on another position. So, this method saves time and cost of
company. It has included many benefits for a company which are stated in table below by
comparing with its disadvantages as-
Merits Demerits
 It is like a reward for an existing
worker who will get promotion or
transfer from his job to a new position.
 This method motivates the other
employees to perform well.
 A new position has given to an existing
worker, so it will not bring an
innovative person with new ideas in the
company.
 It can bring confliction in the workers
who were not getting promotions.
External source: This method includes many processes for recruiting a person from
outside the company. So, it is a time consuming method but it bring a person who has come with
his innovative idea in company (Demerouti and Bakker, 2011). Thus, it is better than internal
source method. By using this method, HR can select the best employee who have all desired
qualifications and qualities required for that position. Instead of all these advantages, it has
included some disadvantages which are stated in the table below-
Advantages Disadvantages
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 This method gives an opportunity to a
new person to be a part of an
organisation.
 The person will come with his full
energy and unique ideas.
 His innovative ideas and skills helps
the company in enhancing its
productivity and profitability,
 It will take time for him to become
familiar in new organisation.
 The new person will require the
effective training and development
program for increasing his efficiencies.
 If a person has come from with
previous experience then it may divert
his mind when working in company.
By examining all advantages and disadvantages of recruitment process, HR of Woodhill
College mainly use external source methodologies to hire the high-grade teachers and well
educated staff to give a proper kind of education to its students and can maintain its prosperity
among other institutes and colleges of UK (Dezsö and Ross, 2012).
M2 Evaluation of strengths and weaknesses of different approaches to recruitment and selection
Hiring a person is a main task of human resource management. HRM uses very methods
and techniques to identify and investigate all the requirements of a vacant position to fulfil it on
time. By examining the weaknesses as disadvantages and strengths takes as advantages of
various sources in hiring process, it has concluded that if a company needs a high-grade, eligible
and qualified employees who has all skills that a company want then it is better to use external
source method.
TASK 2
P7 Carrying out HRM activities in the context of Woodhill College
Recruitment and selection process includes so many activities that to be planned first by
HR management of any company before its execution. HR needs to investigate which positions
are vacant in the organisation that to be fulfilled with high-educated and suitable candidates. So
it needs to carry out a perfect Job Description by advertising a job vacancy on suitable platforms
and candidates specification.
HR of Woodhill College has seen that there is a job vacancy that requires four lecturers
on Accounts & Business Statistics. So HR can post this job vacancy in various ways through
advertisement in news papers, on institute's website and by giving detail on social sites etc.
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Advertisement of Job will be:
Job Vacancy
Position (Lecturer): 4
Subject: Accounts & Business Statistics (ABST)
Description: There are four vacancies as lecturer in Woodhill College which is one of a high
reputed and prosperous College of UK. It is a chance for all eligible candidates to become a part
of this organisation and bring an achievement in their career through working here. So
management of HR invites all interested candidates to join us as soon as possible.
Required Qualifications and Experience:
 Graduate in Commerce with minimum 8 CGPA.
 Post Graduated in Accounts and Business Statistics.
 PhD. D in Accounts.
 Minimum five years of experience from an affiliated college or institute.
 Good communication skills, having fluency in UK English, French and Spanish.
 Basic computer knowledge having a diploma or certificate in one of its course.
Salary: As per norms.
Candidate should have required all eligibilities as mentioned above and can upload his updated
resume on college website- [e-mail] as soon as possible. All shortlisted
candidates will be called there after by HR managers of Woodhill College for further interview
processes.
Job Specification mentioned as:
Job Description
Post Description: Candidates should have a good command on his subject. He can manages his
classroom decorum and discipline in the students well. He must be soft spoken and handle
politely all his students problem. His way of teaching must be effective.
Qualifications and degrees required:
 Graduate and Post graduate in Accounts & Business Management.
 Ph. D in Accounts.
 Diploma or Certificate in Computer Applications.
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 5 years minimum experience.
Staff Expectations:
 Good communication.
 Managed students politely.
 Positive attitude must required.
M5 Impact of technologies in selection processes
The growth of technologies in an organisation brings so many changes, specially it is
associated with increase in rates of unemployment. In context of recruitment and selection
process of an employee, it includes the procedures via radio, telecommunication and television,
but not on the scale of internet usage. Technologies available help in finding the most qualified
candidate required for a job. It is a time-saving and cost-effectiveness process.
TASK 3
P3
a) Difference between training and development
Training and development are an essential function of human resource management for
the employees. The main purpose of HRM behind these programmes is to improve their
performance and productivity. These training make them learn new things and the way to solve
their issues efficiently. TESCO provides proper guidance and instructions to its assistants or
subordinates by using these programs about the way they need to perform in their task. This
helps TESCO to increase the motivation level of its employees. The difference between training
and development are discussed as below:-
Basis Training Development
Meaning Training is a program which
develops knowledge and skills
in the employees as required in
their jobs. It is organised by an
organisation under the
supervisions.
Development is an activity in
which a person or an employee
of the organisation learn and
grow his skills. It is like a self-
assessment act.
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Objectives The employees are
compounded with technical
knowledge and skills related to
do a particular job and stresses
on improving the abilities of
each worker. In short, it is use
to improve the work
performances of employees
It is kind of educational
process which mainly focuses
on the growth of personality
and maturity in a person. Its
main objective is to prepare
employees for future
challenges.
Method Apprenticeship, stimulating,
vestibule training etc.
Transfer, rotation
Duration Depends on its methods, but
basically it carries for short
period only.
It takes long period for
developing the capabilities of
employees.
Focus Present Future
Number of person Many Individuals
b) Method of training and its needs
Training is a process in which employees get an opportunity to learn new things and
skills which helps them to perform well. This method includes so many processes like
 Identifying the performance
 Identifying training needs
 What knowledge and skills are required
 Developing training resources
 Assembling training materials
 Conducting programs
 Reviewing and Feedback
Training includes so many methods like Induction, vestibule, apprenticeship, job,
promotional, internship training etc. All methods have its own merits and demerits.
Organisations carries so many exercises inside and outside its enterprise, some of them are
discussed below:-
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On the job training: It is the most common method of training in which a trainee learns
the necessary skills and knowledge to perform a specific job given to him at that time. The main
advantages of this method are- it is a flexible method, less expensive, done inside in enterprise. It
includes job rotation, coaching, job instructions, committee assessments, internship training etc.
Off the job training: This training method takes away from field of a job of the
employees. Since on job training method covers many limitations so compare to that off-the-job
has less. It includes incident, case study, role play, in-basket, business games method etc.
c) Benefits for TESCO and its employees in having a systematic approach
Today, every organisations need to adopt the best training approaches among all
available alternatives of training methods for its employees to bring more profitability. For
TESCO, to bring this effective working skill in his employees, it uses best training methods.
These training and development programmes creates trust among the employees of TESCO in
their occupation and brings this company at topmost level in market place (Grossman and Salas,
2011). These programmes are beneficial for both employer and employee of organisations as
given beneath:
Benefits to employer Benefits to employee
 These programs helps to improve the
skills of employees which ultimately
brings growth and productivity of the
company and helps to expand its
business.
 It also improves the reputation of
company.
 It also helps employers to resolve the
conflicts between employees.
 These functions helps employees in
creasing their efficiencies.
 T&D creates positive and healthy
atmosphere within an organisation.
 It also enhances the confidence level of
workers in taking challenges and risks.
P4 Effectiveness of TESCO's training and development program
Human resource management plays an effective role in any organisation, it includes so
many practices like hiring, staffing, organising, etc. to bring the profitability (Benefits of HRM
practices, 2016.). One of the main factor HRM practices is to provide flexible and adaptable
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candidates in the firm. The policies made by HRM, ensures workers satisfaction into their
occupation which leads healthy working environment (Heizer, 2016). There are so many factors
that helps TESCO in evaluating the effectiveness of these practices which are discussed below:
Manpower planning: HR practices includes a systematic planning for bringing the
flexible manpower in the organisation. It takes regular review and update of the plan and
competency profiles.
Performance Management system: All appraisals have been properly trained on
performance management system that requires good practices and skills. Staff of TESCO
recognizes that performance management is a joint responsibility of the appraisee and
supervisors (Hewitt, 2014).
Training and development: HR of TESCO mainly focuses on observing the weaknesses
of its employees and try to reduce by providing them effective training program.
Conflicts Management: To manage the conflicts between the employees and employers,
HR practices implement all policies to resolve them in a short interval of time.
D2 TESCO's HRM practices
To ensure more profit and increase company's productivity, HRM of TESCO uses
peerless methods. HR of TESCO gives bonus or extra payments for those employees who works
hard. They always recognize the weaknesses of employees and try to improve by giving
necessary training and developing program. By observing the past records of TESCO, the T&D
it uses proved beneficial in achieving the goals (Kerzner and Kerzner, 2017).
M3 Strengths and weaknesses of training methods used by TESCO
By analysing TESCO's training and development method, it has observed that these
programs are so beneficial for overall development of its employees. It has uses many methods
including off-the-job training for new hired employees in its enterprise through detailed
induction training starting from their joining.
TASK 4
P5 Significance of employee relations in HRM decision making
Employee relations is a crucial as it regulate smooth functioning of system, executives
should provide positive work environment to their subordinates. It is necessary for employer to
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make their workers connected by their job so that they perform their duties effectively. This
concept was emerged from industrial relations as it provides advantage to business. In ITV,
superiors empower their workers by giving importance to their opinions and making them
involve in their decision making process (López-Nicolás and Meroño-Cerdán, 2011).This
enhance their productivity by keeping them informed about organisation goals and objectives.
Executives have establish HRM department and giving them responsibility that they will
have to maintain their workforce and recruit people whenever required. They should have
healthy connection with their staff so that they are able to solve their grievances and fulfilling
their requirements. This help management utilise their resources efficiently by reducing their
labour turnover and their absenteeism (Manvi and Shyam, 2014). These are some benefits which
ITV gets by establishing relationship with their subordinates: Enhance Social Welfare: organisation provides benefit and establish interest among their
individuals by constructing industrial relations. Subordinates should complete their tasks
and deliver goods and services to their customers timely so that this enhance company'
market position. Communication: if managers have healthy relationship with their employees then they
will discuss their problems with them. Henceforth, superiors are able to anticipate issues
and sort their conflicts so that workers perform their tasks properly (Yates and Paquette,
2011). Positive Working Environment: executives should provide good conditions to make their
subordinates motivated towards their work and sustain them in their job. Employer need
to communicate adequate information to their workers to make them clear about their
duties.
Customer and Employee Satisfaction: in ITV executives keep analysing their market to
enquire about their users requirements so that they manufacture products accordingly. Through
this they keep their employees informed about outcome which they are requiredto accomplish
and this enhance their productivity by making them satisfied towards their duties.
Therefore, it can be terminated that superiors are able to improve their employees performance
by establishing relationship with them (Messersmith and et. al., 2011). In ITV managers keep
their workers connected with their job so that they attain their target within deadlines. This help
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administration to manage their business activities by making their subordinates work effectively
(Yang, Hong and Modi, 2011).
P6 Employment legislation and its impact on HRM decision making
In every organisation HRM department takes care that they are able to utilise their
human resource in better manner. Their main purpose is to maintain and enhance productivity of
their system so that they provide goods and services according to their customers demand and
remain competitive. Executives should consider government laws and take care that that they
don't dis follow any rule. They should provide equal treatment to their subordinates and provide
them good environment which is free from any hazard so that their workers don't face any
problems while performing their duties (Pierce and Aguinis, 2013). ITV follows these policies so
that they make their system function as per legal requirements: Health and Safety Act 1974: employer should provide complete information to their
employees about their system to safeguard them from risk as mentioned in the
constitution. There are certain duties which both superior and employees have to
accomplish. Equal Pay Act 1970: company should provide equal opportunities to all members and
they are required to treat their employees equally and not to discriminate them on basis of
gender, caste and background. This rule was formed so that each individual gets fair
treatment and get chance to function according to their capabilities (Watson, 2011). RIDDOR 2013: executives are required to communicate information to government
about activities which were troublesome for their system. They should report them about
every damages, injuries and diseases that have occurred in their premises.
 Equality Law 2010: this rule describe that superiors should distribute duties among their
employees according to their skills and knowledge. They should treat both male and
female candidates equally and provide them equal opportunities so that they are able to
utilise their human resource effectively. Executives should compensate their subordinates
in respect to their performance and their duties (Pierce and Aguinis, 2013).
These laws lead company in establishing benchmark for their employer so that they treat
their workers properly and are able to enhance their market position by providing safe
environment to candidates and delivering sufficient data to protect them from any danger
situation.
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M4
Employee relations is a approach which specify that superior should have connection
with their employees by providing them adequate information about their roles and
responsibilities. In every organisation HR department is establish to take care of their members
by timely anticipating their problems and sorting their grievances so that they keep performing
their tasks effectively. In ITV executives have formulated strategies and policies so that
employees get positive working environment and are able to perform their tasks effectively.
Through these legislations they establish standardised system so that they are able to boost their
workers performance (Pierce and Aguinis, 2013).
D3
As stated by Davison, an organisation is able to accomplish their goals when employer
had healthy relationship with their staff members as they are able to make them function
properly. Employees satisfied by their surrounding and working of firm will perform their tasks
effectively and are able to deliver quality offerings to their customers. In ITV administration
conduct sessions timely so that they enhance their workers capabilities and providing them
opportunity to move to higher post (Shafritz, Ott and Jang, 2015). This result in completion of
their duties within deadlines. Through this company is able to increase their productivity and
profitability by making their subordinates skilled.
CONCLUSION
From the above assignment it can be concluded that HR department should keep check
on all elements through which they are able to keep their staff members satisfied by their
working environment. Administration carry out different programs and activities through which
they are able to perform their employees function effectively. In this report it include Woodhill
college, TESCO and ITV. In this different category of industry are taken to state its HRM
practices in their system which influence its productivity. They should recruit candidates so that
they have sufficient human resources through which they are able to attain their company's goals
and objectives.
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Online
The functions and purpose of HRM, 2017. [Online] Available through
<https://www.keka.com/5-major-functions-human-resource-management/>
Benefits of HRM practices, 2016. [Online] Available through
<http://smallbusiness.chron.com/effects-hrm-workplaces-41697.html>
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