Human Resource Management: Recruitment, Selection, Training and Development

This report discusses various aspects of human resource management, including recruitment planning, selection process, strengths and weaknesses, functions of HRM, evaluation of recruitment process, job advertisement, job specification, and the rationale for the application of HRM. It also compares training and development.

Human Resource
Management
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Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
a) Purpose of recruitment planing and role of HR manager in selecting workers.......................4
b) Strength and weaknesses of recruitment and selection process..............................................5
c) Functions of HRM...................................................................................................................6
d) Evaluation of strength and weaknesses of recruitment and selection process of woodhill
college..........................................................................................................................................6
e) Critical evaluation of recruitment and selection process of woodhill college.........................7
TASK 2............................................................................................................................................8
a) Job advertisement for the role..................................................................................................8
b) Appropriate platform to place advertisement..........................................................................8
c) Job specification and person specification for job role............................................................9
d) Rationale for application of HRM...........................................................................................9
TASK 3..........................................................................................................................................10
a) Comparison between training and development....................................................................10
b) Effect on Tesco due to change sin customer demand and importance of training to trained
staff............................................................................................................................................10
c) Methods of training................................................................................................................11
d) Identification of training needs..............................................................................................11
e) Advantages of training program for Tesco............................................................................12
f) Positive influences of training program.................................................................................12
g) Approaches can be used by Tesco to expand its business organization................................12
TASK 4..........................................................................................................................................13
a) Significance of ITV to maintain good employee relations....................................................13
b) Key components of employment legislation and its role in ITV's HR decisions..................13
c) Employee relation management aspects and its role in decision-making process for HRM.13
d) Critical evaluation of employee relationship and application of HRM for decision making to
implement strategies..................................................................................................................14
CONCLUSION..............................................................................................................................14
REFERENCE.................................................................................................................................15
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INTRODUCTION
Human considers as product in human resource management (HRM) strategy. It is useful
approach for effectiveness of overall business activities. The present report is based on different
aspects of human resource management to develop work efficiency of Woodhill College, Tesco
and ITV. Therefore, under task 1, techniques to reduce high turnover of Woodhill college staff
can be determined. Moreover, methods for recruitment and selection processes are to be
understood here. Further, in task 2, job advertisement and its specification can be recognized. .
However, in task 3 of the study isignificance of training and development for workers' better
work performance can be analyzed. In accordance to this, several methods to gain organization's
effectiveness are to be described. Thus, task 4 of the report is able to generate ideas related to
establishing employment relationship for ITV. Therefore, key aspects of HRM decision-making
process for entity's effectiveness can be understood.
TASK 1
a) Purpose of recruitment planning and role of HR manager in selecting workers
As per the given case study, Woodhill college is facing with high turnover issue in
organization that impacts on effectiveness of organization. In this regard, entity aims to reduce
turnover by providing facilities for staff sustainability (Yalew and et.al., 2013). Including this,
organization focuses to organize recruitment and selection process to appoint new employees
for entity. It is useful technique to expand business organization at high level. Regarding this,
various objectives for recruitment planning can be described as follows:-
Encourage effective number of candidates to apply for vacancies: - Woodhill College
aims to motivate applicants for applying for job. In this process, candidate applies for job by
submitting CV with a cover letter. Further, organization calls short listed applicants for facing
interview Thus, the manager of entity sets objective to stimulate job seekers for work
performance (Smith, 2015).
Analyzing appropriate candidates' skills for selection process: - Through this system,
recognition of candidates' skills are obtained on behalf of which selection process can be
proceed. Thus, effective recruiting and scrutinizing is effective for choosing suitable employees
for Woodhill College’s effectiveness.
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Reduction in unemployment issues: - It is considered valuable to increase employment
and working efficiency of college at the high level. Hence, recruitment process aims to increase
employment by providing opportunity to unemployed for work performance (Sanders,
Wisse ,and Van, 2015). It is useful technique to implement employees relationship management.
Role of HR manager in recruiting and selecting employees for Woodhill College: - HR
manager of college plays great role in recruitment and selection of workers. It is able to reduce
high turnover ratio of the organization. Similarly, it is liable to increase efficiency of industry by
developing number of workers for college's effective staff. Thus, HR manager of the firm
advertise vacancies and further analyze the applicants' CV. In accordance to this, selection of
candidate is useful for choosing the suitable worker for college's effective work performance
(Friedman and et.al., 2014).
b) Strength and weaknesses of recruitment and selection process
HR manager of Woodhill College organize recruitment and selection planning process to
select new employees for work performances. In order to this, new employees and recruited and
selected effects on organization's efficiency. Further, the process can be understood as below:-
Strength: - New selected workers with effective skills and energetic perform effective to
meet organization's objectives. Similarly, they contribute their work performance in highly
motivated manner. Therefore, positive environment of college is maintained to achieve high
level of business profile. In this regard, effective and appropriate staff is determined to increase
working efficiency. It is valuable to gain proper support of staff for effectiveness.
Weaknesses: - Although, recruiting and selecting of new employees are effective strategy
of HRM but it also has some limitations. In this, the misunderstanding among staff workers,
unsupported behavior and negative attitude towards work performance (Delahaye, 2015).
According to this, it is considered that each member of team do not contribute effectively.
c) Functions of HRM
According to given case, wood hill college is suffering from staff turnover issue.
Therefore, HR manager of the organization focuses on reducing the given problem. In this
regard, human resource management implements action plans for increasing business profile
through effective contribution of the staff workers. Thus, various functions of HRM can be
expressed to meet entity's objectives:-
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Managerial functions: - It includes planning, organizing, directing and controlling over
college's activities. Thus, management of the entire business operations are analyzed and
developed by HR department of entity. Under this system, objectives are set to achieve
organization's effectiveness (Goldman and Myers, 2015). However, manager recognizes and
plans to achieve the targets effectively by following strategic planning tools.
Operational functions: - In addition to managerial function, HR department of Woodhill
College also implements operational functions such as recruitment and selection, job analyses,
performance appraisal and activities related to employees welfare. Hence, operational functions
are valuable to increase working efficiency of the staff. Through these functions, identification of
workers' performance is able to make plans for increasing in working efficiency (Budhwar and
et.al., 2013). of workers' performance and providing facilities like training and development are
implemented to achieve organization's effectiveness. Moreover, it involves wages and salary,
employee relationship and recording workers' performance. It influences environment and
strategies to make place in competitive market.
d) Evaluation of strength and weaknesses of recruitment and selection process of woodhill
college
HR manager of Woodhill College organizes recruitment and selection process to choose
new employees for effective staff. Thus, manager identifies strengths and weaknesses of
organization can describe as below:-
Strength:- It is determined that new appointed faculties sets target to learn work
sincerely. Similarly, focuses to contribute their best as according to ability. In accordance to
this, all workers perform in highly efficient manner to increase working performance and
learning extra. It is beneficial for personal and professional development of college staff.
However, positive environment of organization is developed maintain entity's reputation at the
high level. Thus, recruiting and selecting new faculties for college impacts on its effectiveness
(Birasnav, 2014).
Weaknesses:- HR manager of Woodhill college analyzes has both positive and negative
aspects of workplace. Therefore, weaknesses occurs as lack of coordination to meet
organization's target, do not support all members of team, disturb and interfere in experienced
workers' job etc. It arises conflicts and disputes among employees for during team work.
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However, ineffective atmosphere of college is unable to reach out set objectives. Thus, these
limitations are occurs at workplace also impacts on relationship among staff workers for entity's
working efficiency (Sanders, Wisse and Van, 2015).
e) Critical evaluation of recruitment and selection process of woodhill college
For recruiting and selecting new employees, HR manager of woddhill college organizes
recruitment and selection planning procedure. It is able to reduce turnover issue as well
beneficial to implement action plans for increasing in working performances. In accordance to
this, performance of employees are recognized critically including comparison between actual
and standard performances. It generates idea to implement strategies for entity's effectiveness
(Demerouti, Bakker and Leiter, 2014). However, on the basis of critical evaluation changes and
implementations in working performance can be obtained.
As per critical evaluation, it is considered that some faculties feels difficulty in creating
coordination with others. In order to this, disturbing environment of entity is created. Moreover,
lack of contribution in team building and unsupported behavior of staff workers occurs. It
impacts on turnover ratio of industry (Brown and Matsa, 2015). For example; only motivated
employees contribute their work to reach out set objectives. Including this, encouraged workers
even after hard work do not get any reward impacts on working environment ore, it is necessary
for entity to provide development facilities to increase attraction of staff towards work
performance.
TASK 2
a) Job advertisement for the role
Requirement for staff faculty
Advertisement for experienced faculty in commerce department for Woodhill College
Post- Lecturer
Required qualification:- Masters in commerce/business/management.
Required experience:- Atlesat 2 years experience in any finance department
 Candidate can apply for vacancy with CV and two passport size photographs till 12th
Fabruary, 2017 on accessed link.
 Shortlisted CV and applicants would be called by organization through email or phone
conatct.
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 Interview will be held on 15th February, 2017 at Woodhill college, London, UK.
b) Appropriate platform to place advertisement
Woodhill college advertises for vacancy of commerce department faculty through
promotional tools. Such as; email, newspaper, magazine, media and various significant
techniques to promote organization's staff efficiency. In this regard, several methods are applied
by entity to call applicants for commerce faculty. It is initial step of recruitment and selection
process (Budhwar and et.al., 2013). Under this process, HR manager of industry plans for
advertising job role therefore candidates would be applied for faculty teacher with CV and
photographs. In accordance to this, appropriate tools and techniques are implemented by college
to apply for lecturer post.
For advertisement, organization uses different strategies like TV, radio, newspaper,
magazines, articles and several aspects to aware public towards vacancy at workplace. Under
job advertisement system, proper requirements related to qualifications and conducting interview
is obtained. Hence, Woodhill college uses different advertisement tools to attract well qualified
faculties for commerce department lecturer. In this way, different methods are used to implement
and promote organization's effectiveness (Alfes and et.al., 2013).
c) Job specification and person specification for job role
For organizing recruitment and selection process, following requirements are needed to
be fulfilled:-
Job specification
Post:- Faculty for commerce department
Report to be sent to:- HR manager of Woodhill college
Objective for job:- To contribute my working efficiency in management of organization.
To use my skills and knowledge through teaching field.
Responsibilities:-
 To perform my working abilities by teaching college students.
 To support other faculties for positive environment of organization.
 To establish good relationship with other faculties
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 To participate in college's activities.
Person Specification
Knowledge
Experience as college lecturer for 2 years.
Skills
 Leadership skills
 Problem solving skills
 Hard working
Educational qualification:-
Masters in Business Administration.
d) Rationale for application of HRM
Human resource management considers human as resource of organization. Therefore, it
aims to improve working efficiency of employees influences entity's effectiveness. It is
interrelated with other activities of Woodhill college. Such as finance, service qualities and
effective environment of industry (Riley, 2014). However, rationale for application of human
resource management can be understood as:-
 Improving workers' performance for organization's effectiveness.
 Providing training and development program f\to encourage workers for better qualitative
work.
 Organize recruitment and selection planning procedure to recruit new employees at
workplace.
 To establish relationship among workers for their effective coordination.
 To create link between all sectors of entity through clear communication.
 Preparing action plans for personal and professional development of workers.
Thus, human resource management focuses on above mentioned objectives for college's
effectiveness. It influences entire development of organization as well creates positive
environment of entity effectively.
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TASK 3
a) Comparison between training and development
Tesco implements training and development program to achieve organization's
qualitative services. There are some differences occurs between training and development ca be
determined as:-
Bases Training Development
Meaning It is learning process in which
skills of employees are to be
developed.
It is related to overall growth
of workers at personal as well
professional level.
Time frame Short term period Long term period
Orientation Related to present strategies Focuses on future trend
Target Specific job related To gain general knowledge
Motivational tool Trainer Self motivated
Training and development are different from each other which remains as effective tool
of HRM to improve work performance of employees at current time and in future planning
process (Hollenbeck and Jamieson, 2015).
b) Effect on Tesco due to change sin customer demand and importance of training to trained staff
Tesco produces and supplements goods and services according to customer demand.
Therefore, changes in interests and demand regrading groceries and food products effects on
effectiveness of retail company. In this situation, entity requires to adopt changes for qualitative
services. It impacts on product value in market to face competition. Regarding this, it is
determined that it is external environmental factor which effects on transaction and utilization of
resources. Therefore, market position and effectiveness of Tesco impacted due to changes in
social factors of organization (Birasnav, 2014).
Importance of training to train staff:- Adoption of changes in public interests is one of
the great strategy to implement changes. It is crucial for developing working ability of
employees through providing training and development facilities. In this regard, it is determined
that training is useful to train staff for getting adjusted according to changes occurs at workplace.
Therefore, personal and professional development of employees are implemented through
training programs (Merrill and et.al., 2013).
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c) Methods of training
Tesco organizes training program through different methods like on the job and off the
job methods (Tesco, 2016). It includes classroom lectures, reading articles, newspaper, job
rotation, job specification techniques. Where, some of them are presented at classroom and
coaching while some methods are utilized in practice manner. For example; reading articles,
newspaper, magazines and data presentation are tools to develop working efficiency. Similarly,
job rotation involves giving responsibilities of employees to other workers. Therefore, effective
understanding is created between workers influences positive environment of entity at high level
as well encourages them for contribute in team building (CHENG and et.al., 2015).
d) Identification of training needs
HR manager of Tesco analyzes performance of employees at workplace generates idea
for training needs. In this regard, taining needs and performance of workers are comprised.
According to this, critical evaluation of workers' performance is recognized which generates
comparison between actual and expected working efficiency (Sanders, Wisse and Van, 2015).
Thus, it is valuable tool to implement action plans for workers' personal and professional
development. Moreover, it is unsuitable to encourage them for effective coordination in team
building. Including this, workers gives their best as per ability impacts on organization's
effectiveness.
e) Advantages of training program for Tesco
Tesco provides training facilities to employees for getting better quality services. It is
beneficial to improve working efficiency of workers. It is crucial tool to achieve organization's
effectiveness (Goldman and Myers, 2015). Some of the main benefits of training program for
retail company can be understood as:-
 Improving performance of employees
 Encourages workers for effective coordination f\to build team effectively
 Creates positive environment of industry
 Reduces conflicts and disputes as well creates better understanding among workers.
 Improves employees' skills therefore personal and professional development is achieved.
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f) Positive influences of training program
Employees of Tesco increases their working efficiency by attending training program. It
effects organization's performance positively to implement service qualities of grocery items and
food products. According to this this, positive influences of retail company influences overall
development of entity through better quality of work. Therefore, effectiveness in industry's
goods and services are impacted to increasing in productivity and profitability of industry. Thus,
positive factors of training implement action plans for organization's effectiveness. It influences
entity's position in market as well impacts on sustainability of products at large scale (Delahaye,
2015).
g) Approaches can be used by Tesco to expand its business organization
Tesco aims to expand its business entity through operating new branches in other
countries. It is valuable to sustain good market reputation and implementing competitive
strategies for organization's effectiveness (Goldman and Myers, 2015). Thus, entity can apply
following approaches to expand its business as:-
 Proper market research and determining product requirements
 Effective fund allocation
 Preparing strategies to attract customers at high level.
 Establishing good relationship with other business organizations' of nations.
TASK 4
a) Significance of ITV to maintain good employee relations
Effective employees relationship is valuable to achieve effectiveness so ITV. In this
regard, overall development of entity is implemented (Brown and Matsa, 2015). On behalf of
good relationship among workers, ITV gets following benefits:-
 Better understanding among employees
 Creates positive and healthy environment of organization
 Optimum utilization of resources is obtained
 Effective financial management of industry is presented
 Reduces disputes and conflicts
 Support all employees for team building and reaching out the set goals
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Thus, good employees; relationship is crucial to develop business activities and remains
helpful to make place in market through competitive strategies.
b) Key components of employment legislation and its role in ITV's HR decisions
Employment legislation is essential to protect employees and their relationship for
effective HRM strategy. It is concentrated tool for HR manager to be focused on workers' rights.
Moreover, it includes wages, salary, incentives and insurance facilities to workers for
encouraging them for effective work and organization's positive environment (Hollenbeck and
Jamieson, 2015). Therefore, on behalf of employment legislation HR takes decision for
implementation in business activities of ITV. It leads to makes plans for further business
activities also helpful for employees relationship management.
c) Employee relation management aspects and its role in decision-making process for HRM
Human resource management focuses on establishing employees relationship
management effectively. It influences decision-making strategy for further business activities of
ITV. Regarding this, effective management of organization is implemented on behalf of which
entity prepares strategies to get effectiveness as well influences atmosphere at marketplace.
However, employee management aspects is effective tool to develop working efficiency of
workers at high level (Merrill and et.al., 2013). It impacts on good reputation and effective
coordination among employees of the organization also increases strength to face competition.
d) Critical evaluation of employee relationship and application of HRM for decision making to
implement strategies
HR manager of ITV critically evaluates performances of employees. It includes positive
and negative aspects of their working efficiency. Moreover, it generates comparison between
actual and expected performances. Including this, it leads to encourage workers for effective
qualitative services as well impacts on ITV's performance. However, effective business profile
and increasing in productivity and profitability of entity is presented. Apart from this, it is also
considered that employees do not support each other for team building as well impacts on
organization's effectiveness (Smith, 2015). Thus, entity requires to focus on these factors for
effective business profile.
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CONCLUSION
It is concluded that organization can achieve effectiveness at high level through effective
coordination of all employees. The report is determined different aspects of HRM to increase
working efficiency of workers influences environment of business. Moreover, training and
development significance are considered here to gain effective qualitative services of firm. In
addition to this, varieties of tools and techniques for job specification and encouraging workers
for contribution has been understood.
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