Human Resource Management Practices

This assignment delves into the complexities of human resource management (HRM). It examines various HR practices and their effects on organizational performance, emphasizing paradoxes, processes, and problems within public service HRM. The analysis also explores the relationship between HRM and productivity, considering mediating mechanisms and high-performance practices. Additionally, the assignment investigates the influence of corporate strategy on HRM and its implications for human capital development.

HUMAN RESOURCE
MANAGEMENT
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Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1...............................................................................................................................................1
P1. Purpose of workforce planning as well as role of HR manager...........................................1
P2. Strengths and weaknesses of several approaches of selection..............................................3
Task 2...............................................................................................................................................4
P3 Benefits of HRM practises for both employee and employer in TESCO..............................4
P4 Evaluate effective HRM practises for raising profit and productivity in TESCO.................5
Task 3...............................................................................................................................................7
P5 Importance of employee relation which helps in decision making at ITV............................7
P6 Key elements of employment legislation and its impact on decision making.......................8
Task 4...............................................................................................................................................9
P7 Illustrate application of HRM practises in work related context...........................................9
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................11
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INTRODUCTION
Human resource management is a process of managing human resource in organisation.
It is the responsibility of management in firm to get effective working from employees within
premises. Efficient working by workers makes entity to attain their goals and objectives in
perfect manner. HR department must create something or motivate employees in such a way
which can increase productivity and performance or workers in the company (Armstrong and
Taylor, 2014). HR management has responsibility to deals with such issues like (hiring, training
and development, motivation and compensation etc.)
The report is based on three parts as Woodhill college, TESCO and ITV. The Woodhill
college is one of top ranked colleges in UK, and facing teacher’s turnover in excess and now
hiring professional teachers for college. TESCO was founded in year around 1919 by Jack
Cohen and it is a retailing industry and sells Home-ware, electricals and groceries items. ITV is
one of leading TV channel in UK and founded in year approximately 1955. It is oldest TV
channel. Report will discuss about purpose and function of HRM and approaches to recruitment
and selection. Benefits of HRM practises which makes evaluation of practises. Importance of
employee relation with employment legislation.
Task 1
P1. Purpose of workforce planning as well as role of HR manager.
Workforce planning is a continual process and used to align the needs and priorities and
organisation with those and its workforce is such which is being used to its workforce and to
ensure can meet the legislative regulatory and service which is being requirement with the
organisational objectives.
The purpose of workforce planning is such which lead to know that organisation is
having and adequate supply of people and the skills, knowledge and experiences which is
required to achieve its strategic objectives and efficiently in effective criteria.
Workforce planning has been considered as significant issues concern by human resource
professionals. This is the systematic approach which is needs to be implement in business
organization. It involves proactive planning to enhance talent of every person. This concept
might be more appropriately called talent planning because it integrates various forecasting
elements of each of the human resource functions which are relate to talent recruiting, retention,
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redeployment, and leadership as well as employee development. But they have to use simple and
easy recruitment and selection process which can understandable for workers (Hendry, 2012).
Woodhill College must use workforce planning to recruit best staff members such as
teachers, other academic staffs etc., through this process, entity can enhance talent, skills and
knowledge of people. College use several recruitment processes which is beneficial for
continuous growth and development of firm. HR manager play significant role in recruitment of
inexperienced teaching staff members and try to comply with effective policies of firm
(Armstrong and Taylor, 2014). Manager and leaders responsible to frame effective plans and
strategies for attain target and maintain performance as well. With the help of workforce
planning Woodhill College can attain target within stipulated time period and motive employees
as well. Firm must provide rewards and other benefits to existing employees in order to motivate
them and enhance their skills or knowledge.
Roles of HR manager are as aligned below-
Analysing staffing needs- Thus, staff members are the significant tool for every firm.
They are responsible to use their collective efforts in order to provide fruitful return to Woodhill
College. Human resource manager has to analyse needs and demand of existing staff members
and try to provide working environment to them according to their expectation (Boxall and
Purcell, 2011).
Recruiting skilled applicants- HR manager use various methods to appoint applicants
who having appropriate skills, knowledge and work experience. The Woodhill College depend
on a single recruitment method or advertise all teaching positions on the website jobs.ac.uk. This
college is a rapidly grow and developing college but there is no clear HR strategy for managing
current and future workforce needs. So that, to resolve this condition person, have to analyse
basic needs and strategies. Entity needs to conduct several methods for recruit best person who
can fit for the purpose of company.
Job fulfilment- Vacancies among organizations can be fulfilled by HR manager of
Woodhill College. It can be done in effective manner and responsible to fulfil follow rules and
regulation which are imposed on them as per the policies of law. Human resource managers have
to comply with policies of company which is needs to be fulfil by them (Guest, 2011). Vacant
position in company can be fulfil by existing employees or through recruit inexperienced staff
members.
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Skill and knowledge development of staff members- Managers and leaders are
responsible to training session for them for enhance skills, knowledge and work experience of
employees. This process contributes in continuous growth and development of members. For this
purpose, they must use several methods which are helpful for entire company.
Changing work schedule- Employees getting frustrate or irritate with same schedule at
work place. They have to make some changes as per the requirement of firm. Significant changes
are able to maintain performance of firm and motivate employees as well. But HR manager have
to set schedule in systematic format which must be fulfil by staff members of Woodhill College.
Frame plans and strategies- HR manager is responsible to frame new or significant
plans and strategies related to recruit best teaching or academic person for the company who
having appropriate skill and knowledge. Also try to implement the same in effective manner and
enhance work performance.
P2. Strengths and weaknesses of several approaches of selection.
Human resource department is responsible to recruit employees who are fit for the purpose
company. During performing function department follow faces some challenges and receive
some benefits as well (Jiang, Lepak and Baer, 2012). Entire business professional has to
understand basic advantages and disadvantages of recruitment or selection process. This is duty
of manager is to identify basic strengths and weaknesses of this process. Through this, firm can
easily perform task and maintain performance as well.
Strengths of selection process
Involvement of managers- Thus, selection as well as recruitment process allows
managers and leaders to get involve selection of new staff members. Each and every department
of firm have to understand basic needs and demand of company. They can assist in determining
educational needs or experience.
Growth of company- Effective selection process technique is useful to recruit best person
for Woodhill College (Jiang, Lepak and Baer, 2012). It can participate in continuous growth and
development of entity. Furthermore, company must conduct training session for them in order to
enhance their skills and knowledge.
Select best person- With the help of this process college can easily recruit person who is
helpful for entity. Through this process, company easily attain target with stipulated time period
and maintain performance in effective manner.
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Weaknesses of recruitment and selection process
Inefficiencies- A main and biggest weakness of recruitment and selection processes is
that some recruiters spend time using search or recruiting tools that do not lead to efficient
quality candidates (What Are the Weaknesses of the Recruitment Process?. 2017). HR manager
have to use available resources in order to conduct this process. this is most difficult task for
companies to recruit perfect candidates from various who is perfectly fit for the purpose of
Woodhill college. Various types of challenges faced by managers and leaders at the time of
performing such business functions.
Extra expenses- Woodhill college spend huge amount of money to recruit best candidates
for entity. They must pay extra payment to HR manager, spend money in conduct training and
development programme for them etc. If company, during selection and recruitment process
company not able to find person or appoint candidates then invested amount will waste which is
beneficial for growth of firm (Jiang, Lepak and Baer, 2012).
Time consuming process- Selection and recruitment process has been considered as time
consuming process. Woodhill college spend much time in conduct training and development
program as well.
There are few approaches which are as follows:
Interview: This is something which is used by various companies and firm so that they
can choose the right people for the right job in firm and this make them to have a great effective
manner, interview is such which help company to bring effectiveness in right contrast as well.
Aptitude test: This test used by the recruitment and selection department so that they can
choose such person who can make come out form the test and in this test they can see the IQ test
of people and presence of mind as well.
Task 2
P3. Benefits of HRM practises for both employee and employer in TESCO.
Human resource management is something which helps in building productivity and
performance within employees. TESCO has various practises which they follow to keep their
employee happy and employer too. HR department has responsibility to create bonding in
between these two that is employee and employer. Effective coordination among these helps the
organisation to achieve their set standards or goals and objectives (Brewster and Hegewisch,
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2017). There are various benefits of HRM for both employer and workers. Employer build
various practises for the development of employees to increase their productivity and efficiency
in there working style. The various HRM practises is as follows:
Hiring and training: The HRM has responsibility to hire many employees for their
organisation. They do make plan for hiring criteria in entity and choose the right people for
vacant place in firm. After choosing right person for job the HR managers do make job
description which suits the best for role in entity. After having all such criteria HR department do
provide training session to the employees so that they can know working style of the company
(Bratton and Gold, 2012). Through this they can learn new skills and knowledge of performing
certain task in right manner. TESCO does provide training to people they hire in perfect way so
that they can work without any confusion.
Conflict management: The HR department do solve the problem of conflict in the
organisation which can result into effective working by every employee. Sometimes in company
there comes a disagreement in between employer and employee which brings the situation of
disputes in organisation and this brings the effective and productivity of both in decline position.
Thus, HR manager helps in solving such situation in between both and motivates them to work
efficiently which helps firm to attain there goals and objectives.
Builds good relation: The HRM practises are those who makes a good relation in
employer and employee so that they can work with coordination in company. Having a
coordination and cooperation among everyone helps the firm to attain their goals and objectives
in proper manner. HR is responsible for making coordination among every department and
various levels as well. In organisation training and development programs helps in bringing the
effective in work by employees (Chelladurai and Kerwin, 2017). It is the responsibility of the
employer as that they should keep the workers happy and allow them to be a part of team in
decision making which makes them a great worker for firm and with this they get motivated and
perform in great manner.
Information resource: Harmonial relation in between departments and the various levels
of organisation makes flow of information in correct way. Information passed to every
department for their use makes a cordial relation among everyone and this helps in getting the
effective in working in company. Information in every department helps every division to work
according to data received by them. Effective information helps them to perform in better way.
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Feedback: Thus, HR department has to take feedback time to time which can bring
effectiveness in their performance and can learn new skills as well. This helps in getting the right
direction of working by them and through this they can attain company aims and objectives.
Thus, feedback is taken from both sides the employer and employees.
Please write in accordance with the following guidelines:
3a
EMPLOYER EMPLOYEE
 Training and development is such
which is making them to have an
effective working from their
employees.
 The effective and smooth functioning b
employees can be seen and attainment
of goal and objective can be there in
effective way.
 Through training and development they
can learn new skills and knowledge in
better manner and this help them to use
such in their working criteria.
 Employee learn motivation and
enthusiasm so that they can use such in
their working and can bring increase in
performance as well.
P4. Evaluate effective HRM practises for raising profit and productivity in TESCO.
Thus, it is important to raise the productivity and profit of the organisation through
various ways (Berman, et. al., 2012). Every company wants to increase the profit of firm by each
year and it is the responsibility of HRM to motivate them and to get their productivity increased
in perfect way. The various evaluation of effective HRM practises are as follows:
High performing employee: HR managers do motivate the employees so that they can
increase the performance level in company. By creating an innovative environment in firm
makes every employee or worker to work in right track this helps in attainment of the goals and
objectives. High performing employees do work in any situation they get ready to work in any
situation and accept the changes in environment easily as they can perform better in any criteria.
Effective direction: If the senior managers of firm has provided right direction to
employees in which they have to perform, makes them to work in flow. Even right direction to
employees helps them to reduce the wastage of time and they work effectively too. Effective
direction to every department helps entity to get the high profit and productivity both a year.
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Communication: This is the main aspect of every company that the communication style
should be correct which helps in sharing the information to everyone in effective manner.
Interaction among employees and employer helps them to know the condition in which they are
working and taking active action for those helps workers to get motivated and work in proper
way (Meredith Belbin, 2011). Communication is the base of effective performance and
productivity in organisation.
Effective rewards: Better performance by the employees always helps the company to
achieve their goals and objectives in proper way. Thus, when employees or workers get
demotivated in company then it is required to motivate them back with effective rewards.
Rewards can be in form of bonus, financial support, holiday packages and incentives etc. This
helps them to increase performance level of employees and firm can easily attain their aims and
objectives.
Updating skills of employees: Thus, the company can organise the training and
development programs which helps in bringing effectiveness and efficiency in their working.
Updating skills through development criteria make workers to perform in better way. Training is
such thing which makes employee to adapt the changes in environment and work according to
that. Through updating the employees, it makes organisation to increase their productivity and
can perform in better manner.
Sharing and collaboration: In organisation HR department and senior managers has the
responsibility to make a group of individuals who share common interest and skills. Sharing a
project and task helps them to bring a collaboration in between them and this helps in getting the
higher productivity of company (Wright and McMahan, 2011). Leaders and employers must
introduce each other so that they can work in coordination and can bring an effective working by
them. Sharing and collaboration do bring an effective communication in between various
employee and it reduces the nature of conflict in between employer and employee.
Individual and team goals: The organisation does plan goals and objectives of firm but
with this they also make decision related to individual aims. If employees attain their objectives
with their hard work makes them motivated to help the firm in achieving their goals too.
Individual work in better way which makes increase in their performance level and with this they
can bring effectiveness in their working style too.
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Task 3
P5. Importance of employee relation which helps in decision making at ITV
It is like doing work and perform something work in consideration to remuneration in
better manner and this thing is such which is bringing a effective relation in between the
employer and employee which is making them have a coordination in effective way and goal and
objective can be attained in perfect manner.
Moreover low conflict help the company to have an coordination in company which
allow to have smooth functioning in ingratiation such thing also help organisation to have an
effective working and it helps to increase the performance level of employees and somewhere
this thing make workers to receive the rewards as well.
Employee relation should be in right mannerism in organisation which helps to bring in
the good relation among employer and employee. Having good relation in between such people
helps firm to gain effectiveness in working criteria. Relations among co fellow workers is
required just because they are human beings they need to communicate with each other.
Employee relation do helps in making an effective decision for the firm as one including the
individual goals as well (CHUANG and Liao, 2010). An interactive work place in company help
employees to work effectively and increase their level of performance with competition in
between their colleagues. Such formula of employee relation in entity helps to reduce conflict.
Some of the importance of this concept is as follows:
Share work with others: The ITV take care of their employees as if person is feeling a
work load over him/her then HRM can share some of the work load his/her with colleague or the
senior manager can help in defining the task in easy manner so that individual can perform
better. Such think can bring coordination among various employees and this can bring an
effectiveness in working. ITV share work with others so that task can be complete within time
period stated.
Reduces conflict: In every organisation the chances of conflict and disputes are higher
because of competition they do to increase their performance level. But in ITV the workers do
not make competition in between each other they make their co-worker as their colleagues which
brings a great coordination among the employees and helping behaviour everyone can bring the
effectiveness in their working style. Such thought can reduce the chances of conflict and helps in
making an effective decision.
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Communicating: Thus, the communication is that thing which can bring anything on
right track if it is done in right form (Purce, 2014). Such interaction ability should be there with
the employer in organisation which can bring a good coordination among the employee and
employer. It is required by the employer to know that there is no discrimination should be there.
Discrimination leads to less in productivity by employees. Industry must treat each and every
employee or the member of firm with equality. This brings a perfect combination of challenging
work by employees and productivity of entity.
Loyalty of employee: ITV should do those things which can bring loyalty by employees
towards their company. Loyal employee will work effectively for firm and the individual who is
not be able to adapt changes makes them to leave entity which increases the labour turnover of
company which is bed thing for industry. It is a responsibility of HRM to provide pleasant and
interactive environment, so that employees can work effectively towards the business goals and
objectives (Bloom and Van Reenen, 2011). Loyalty by workers has to be there which makes
company to grow more in numbers. Employee relation bring the loyalty in firm by every member
of entity.
Motivation: Relation of employees in organisation makes them motivated to work in
effective manner. Relation among the employees brings productivity and collaboration in
between every worker. Coordination in between workers and colleagues makes them to work
effectively which helps in attaining the goals and objectives of ITV.
Thus, employee relation is such thing which can bring the firm in the list of top
companies. Every firm has the responsibility to have employee relation in perfect manner which
helps them to get their aims in perfect manner.
P6. Key elements of employment legislation and its impact on decision making.
Thus, ITV do have their employment legislation for those who are working with the firm
and for those who is going to be recruited in organisation and such thing is having an impact on
the HRM decision making. The key elements of employment legislation are as follows:
Defining position: When the recruitment process is going, it becomes the responsibility
of the HR manager to provide them the information about designation they are going to receive
in firm and what type of role and responsibility they will be having in organisation (Kehoe and
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Wright, 2013). All such thing should be communicated, so that it can help in making a effective
decision making by HR department and managers.
Proper compensation: Company should interact with the employee in proper manner. It
is required to define them the compensation of workers clearly. Communication between those
should include working hours they going to give in the firm. What will be system of working and
the minimum wages would be there, everything is being stated in agreement of selecting worker
on vacant place.
Equality act: The industry should ensure the equality system while appointing the
individual person in firm. There should be equality in everything like remuneration, sex,
facilities and working hours in business. Equality in organisation helps the firm to have a
effective working by the employees such that which helps in attaining aims and goals of entity. If
workers have seen any discrimination in the employee system, then they can ask for legislative
help to fulfil their demand in great manner. Thus, HRM has the responsibility to influence them
in positive manner and going to have equality in every perspective criteria.
Time of work: It is the responsibility of HR manager to describe the framework of time
system so that employee can complete their task on time daily or weekly time schedule should
also be described to every individual in organisation (Daley, 2012). The workers do perform over
time in firm, so it is there that employees should receive the proper compensation for their
working hours in the organisation. It should be there that employees should receive leaves on
occasions which makes them work harder. All such time work also helps in making decisions by
HRM in effective way.
Conflict resolution: Thus, it is required by firm to solve conflict issues in organisation
this provides the effectiveness in working schedule in firm. Dispute resolution by HR team
brings coordination among every employee and make a relation among them which brings a
collaboration between them, which brings the productivity in working and the firm achieves their
goals and objectives in proper manner.
Data protection act 1998: Moreover, the company is trying their level best to protect
their data in better manner which is making them to have a proper working in right way.
Legislation has been made for firms to protect their data in anyhow manner.
Health and safety act 1974: Company has to provide the health and safety measure to
their employees so that they can work in better manner and they work without fear and anything
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and this thing is such which bring effectiveness in right manner and smooth functioning of their
working can be seen in proper manner as well.
Thus, it is requiring to have employment legislation in firm as this helps in bringing
employee relation in organisation (Crook., et. al., 2011). Legislation are made for the help of
employees, as whenever they get an issue in firm then they can go with proper way which will
helps them in perfect manner.
Task 4
P7. Illustrate application of HRM practises in work related context.
The application of HRM practises is very effective on work load context in organisation
which helps to work in proper manner. The HRM practises is as follows:
Job and person specification: It is something when a HR manager specifies about the
job at the time of recruitment. The job description should also match with the person going to
hire for a vacant place. The knowledge and skills of person should be of quality so that he/she
can make the effective working at the designation a company is hiring. Job specification should
be there as everything about the job should be communicated to the employee so that it can be
made on the agreement in proper manner.
Recruitment and selection: This is the process which has to clear by every person to
join at some designation in large firms. Recruitment is done on hugs basis thus it means inviting
person for interview in organisation in hub (large quantity), then selection is the process where
scrutiny is done of the large candidate came for interview through test or exam.
For such thing a technology does helps in choosing the right candidate for right place.
Technology helps in finding person on internet. Thus, it became an source for finding the best
candidate for such position in firm. Sources on internet be like (social networking and digital
platform). Such thing helps company to find employees in large and selecting them on the basis
of their specification and job specification.
Placing job advertisement: The firm do place advertisement to attract many candidates
for the job vacant in firm. Advertisement be like hoardings, templates, in newspaper etc. which
helps to attract the many job applicants (Vörösmarty, et. al., 2010.). Designing is also done by
the HR mangers so that they can attract so many candidates at single time. Job advertisement is
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given in summarize form, but it is a responsibility of company to provide them whole scenario of
job. But through this many applicants can be attracted towards their company.
Shortlist and processing applications: After recruitment candidates are being
shortlisted in organisation. Short-listing has been done based on their knowledge and job
specification and thus it is matched with their qualification. Processing does take time in
selecting the best performer for vacant place in firm.
Interviewing preparation: Thus, after selecting job applicants with their qualification
per forma and matching with the job description helps the entity to have best personnel for job.
The HR manager is responsible for choosing right candidate for vacant place. Interview is been
scheduled of the applicants whose qualification meets with the job specification. Interview
should be done in proper manner through which a company can judge him/her personality and
communication style which can help the company in positive manner.
Selection best practise: After all such the best person is chose through interview session.
The candidate who stand by expectation of HR managers selects him/her for job specified. The
right people for the job helps the firm to work effectively and in smoother manner too. After
selection candidate is provided with training session which helps them to know the working
criteria in organisation and thus development programs do provide them new skills add with their
existing skill.
CONCLUSION
Thus TESCO, ITV and Woodhill college all has human resource management as because
they know that employees and the members of such firm are the main players who brought firm
on the leading companies of UK. The report has discussed about the role a HR manager plays in
planning and resourcing and their strength and weakness approaches in recruitment and
selection. The benefits of HR practises for both employer and employee is there and
effectiveness of practises in organisational profit and productivity. Thus, the relation among both
employer and employee so that effective decision can be made, and this helps in identifying the
key elements in employee legislation and its impact on HRM decisions and application of
practises on work load context. The thing came out with this is that HR management is a
required department in every organisation as because they are responsible for getting the
effective working from them.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Harzing, A.W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Berman, E.M., et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
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Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
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Purce, J., 2014. The impact of corporate strategy on human resource management. New
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Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
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Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Vörösmarty, C.J., et. al., 2010. Global threats to human water security and river
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Crook, T.R., et. al., 2011. Does human capital matter? A meta-analysis of the relationship
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