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Human Resource Management Practices in ITV

   

Added on  2020-07-22

18 Pages5046 Words110 Views
Leadership ManagementProfessional DevelopmentTeacher Development
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Human ResourceManagement
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Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1P1 Purpose and scope of human resource management.........................................................1P2 Strength and weaknesses of recruitment and selection methods.......................................4TASK 3............................................................................................................................................6P3. Benefits of HRM practices to both employee and employer...........................................6P4 Effectiveness of HRM practices........................................................................................9TASK 2............................................................................................................................................9P5 Importance of good employee relationship in ITV...........................................................9P6 Elements of employment legislation affecting HR decisions of ITV.............................10TASK 2..........................................................................................................................................12P7 Application of HRM practices........................................................................................12CONCLUSION..............................................................................................................................15REFERENCES..............................................................................................................................16
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INTRODUCTIONThis report is based on HRM principles and strategies on recruitment and selection aspart one, employee performances, their developments and rewards as part two and last, employeerelationships with their employers (Armstrong and Taylor, 2014). The unit comprises three casestudies on Woodhill College, Tesco PLC and ITV. The report explores various aspects of HumanResource Management via different case studies of above companies and portrays true impact ofHRM in real life companies.TASK 1P1 Purpose and scope of human resource management.The purpose and scope of HRM regarding the sourcing of an appropriate individual is acrucial part of the strategic human resource management, i.e. matching human resource to theobjectives and operational need of organization and guaranteeing a optimum utilization ofhuman resource of company. Human resource management is not only related with keeping thenumber of human resource within organization and quality of workforce required but also withselecting and promoting people who matches the culture and the strategic requirements of theorganization.The key objectives of Strategic sourcing is to guarantee that the organization isRecruiting people who can accomplish needs of company in order to achieve business goals.Like strategic HRM, strategic resourcing is basically about the amalgamation of business andselection of right employee at right designation so that the latter contribute to the achievement ofthe former (Armstrong, 2011). The idea of the strategic competency of an organization heavilyrelies on its resources capability in shape of its people (the resource-based view). Therefore, theobjective is to make sure that a particular organization achieves competitive advantage by themeans of recruitment, and retaining and developing more talented people than its competitors.The woodhill college is facing huge attrition rate in employee. So, the college isdeveloping workforce planning in order to maintain their personal information and qualificationinformation lined with their performance. This will helps in organising various training anddevelopment plans for workforce to increase their efficiency through development of new skills.HR Functions and activities1
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HR management is not a single homogeneous occupation – it comprises a range of rolesand activities that differ from one firm to another and from one level to another in the sameorganization. The main functions of HRM consists the following: Recruitment: The accomplishment of goals and objectives by recruiters and employmentauthorities is usually assessed by the amount of positions they fill and the time it consumes to fillthose positions (Berman and et. al., 2012). Recruiters who work in-house practices of HRdepartment in Woodhill college that provide recruiting and staffing services play a crucial role inproviding a self motivated and talented workforce according to need of organization. The mainfunctions of recruiters in the company are advertising job postings, identifying various sources ofapplicants, screening interviewees, conducts preliminary interviews and organize hiringoperations, working along with senior managers who are accountable for making the finaldecision in selecting right candidate.Safety: Maintaining workplace safety is one of the key factors in HRM. Under theHealth and Safety at Work etc. Act 1974, employers are obliged to provide a safe workingenvironment to their employees. One of the key roles of HR Department is to provide workplacesafety training in order to spreading awareness in workforce about safety measures to befollowed during working with machinery and other resources of company.Employee Relations: Employee relations is the HR discipline responsibility forestablishment of the employer-employee relationship by means of measuring job satisfaction,employee engagement and resolving workplace conflict.Compensation and Benefits: This function deals with setting up compensation structuresand appraising employee by providing competitive pay practices according to current marketscenario.Comply with law: Compliance with employment laws is an acute HR function (Boxalland Purcell, 2011). HR Department needs to be aware about the federal and state employmentlaws such as Employment Rights Act 1996, Working Time Regulations 1998, NationalMinimum Wage Act 1998 along with many other rules and regulations in-forced by governmentof UK in order to provide ethical and legal approach to HR practices.Training and Development: It is function of HR department that ensures delivery of alltools and technology to employee required in order to complete their respective task whileworking with organization (Bratton and Gold, 2012). Employer should ensures delivery of an2
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