Human Resource Management Practices and Case Studies

This assignment provides a comprehensive overview of human resource management (HRM) practices and case studies from three different organizations: Woodhill College, Tesco plc, and ITV company. The report discusses the importance of HRM in managing employees within an organization and highlights various tools and techniques used by these companies to manage their workforce effectively. It also explores HRM practices such as recruitment, selection, performance appraisals, training, and development programs, providing a detailed analysis of how these organizations implement these practices to achieve success.

Human Resource Management
Table of Contents

INTRODUCTION...........................................................................................................................1
PART 1 ........................................................................................................................................1
TASK 1............................................................................................................................................1
a) Purpose of workforce planning and role of HR manager regarding plan and resource for
Woodhill college....................................................................................................................2
b) Strengths and weaknesses of different approaches to recruitment and selections.............3
Task 2...............................................................................................................................................5
Different HRM practices in work related context..................................................................5
a) Job Advertisement .............................................................................................................5
b)Platforms for adverts: .........................................................................................................6
c) job description....................................................................................................................6
PART 2............................................................................................................................................7
TASK 3............................................................................................................................................7
a) Various benefits for employers and employees in different HRM practices.....................7
b) methods for identification of training needs......................................................................8
c) benefits for Employers and employees of HRM practices................................................9
d) Different HRM practices for increasing profitability and productivity.............................9
PART 3 .........................................................................................................................................10
TASK 4..........................................................................................................................................10
a) Importance of employee relations that influence on HR decision making......................10
b) Key elements of employment legislation and their impact on HRM decision making. . .10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is commonly refers to as the HR department of any
organisation who perform various functions for managing people within the firm and focus on
policy or system. Its main objective is to maximise the employees performance through proper
management. They have several roles and responsibilities for managing the business operations
such as designing, recruitment and selections, training and development, performance appraisal
of employees. HR manager is responsible to make effective plans and policies for creating
healthy environment in the firm (Ariss, 2014). This assignment is based on Woodhill college
where skilled teachers are required for providing better education. Therefore this will helps to
find suitable methods for recruitment and selections and also defined various roles or functions
of HR manager. In other, this report will describe about Tesco plc as how they use training and
development techniques for providing better learning to their employees and its benefits for
employees and employers. This project study is also based on ITV firm in which they maintain
effective relations and manage the employment legislation that can be influenced on the HR
decisions. This report will define about various purpose of planning workforce and role of HR
manager for Woodhill college. It will explain strengths and weaknesses of various approaches
for recruitment and selections. This also elaborate the difference between training and
development. In this describe the methods of identification of training use by Tesco. For ITV, it
analyse the importance to maintain good relationship and its influence while making decisions.
This will identify the key elements of employment legislation.
PART 1
TASK 1
(Covered in PPT)
Introduction:
Human resource management plays vital role in managing entire workforce and they
perform important functions such as recruiting, appointing best candidates for fulfilling required
positions (Ariss, 2014). Woodhill college is an educational institute where high profiled and
skilled persons required. HR manager has to consider their roles for better planning and
resourcing of successful recruitment and selections for this college. It will defines strengths and
weaknesses of recruitment procedures.
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a) Purpose of workforce planning and role of HR manager regarding plan and resource for
Woodhill college
Workforce planning this process is very useful for organisation as it is continual
procedures which generally used for aligning the priorities and needs of the firm. Workforce
planning usually done for ensuring that they can meet various regulatory, legislative, products
and services for attaining predetermined goals or objectives. For the development of strategy, sit
is based on evidence (Cascio, 2014). It is the core functions of HRM because it analyse
workforce types, size, nature, skills and knowledge for attaining organisational goals or
objectives in appropriate manner.
Purpose of Workforce planning
To identify problems: this is very beneficial for analysing the risk factors so that better
solutions can be provided. It also support in minimising the potential damages so Woodhill
college can consider for better institution.
Taking advantages of opportunities: It is very helpful in collecting data regarding talents
and necessary resources which is required for developing the organisation as well as finds
positive opportunities.
Smooth running business cycle: This planning is support in smoothing the business
cycles and manage the workforce as well as business operations for developing ramp up and also
down employees talent inventory to achieve organisational goals or objectives during good and
lean time.
Role of HR manager:-
Staffing: HR manager plays an important role in finding suitable candidates as they
recruit as well as select most talented person for the organisation according to their knowledge
and skills from pools of applicants (Paauwe, 2014). For Woodhill college, HR manager required
to find best candidate to make effective workforce and provide better educations services to
students. They perform various functions and activities such as Designing, selection, recruitment,
performance appraisal and work investigation etc.
Training and development : In the Woodhill college, HR manager perform various
activities for managing staff and workforce in effective manner. It is major role of HR manager
that to provide learnings and training to teachers so that they can teach better to the students.
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Motivations : HR manager should motivate to staff members so that they will work hard
to achieve success. They can motivate by using several tools such as monetary and non monetary
benefits and also gives some extra rewards to the employees.
Create better relations among employees: It is the duty of HR manager to make good
relations and create harmony system among people so that they can create healthy as well as
positive working environment. There must be effective communication process for interaction
with employees. It is an essentials for attaining goals and achieve competitive advantages.
Administration of employees: It is most important task which must be performed by the
HR manager as they are responsible for managing entire team workforce in better way and also
focus on increasing productivity by creating good working environment (Alfes, 2013). They
maintain relations by resolving conflicts and make favourable decisions within organisation and
its workplace.
Functions of HRM
Planning: this is an important function that perform by the HR manager as they have to
make effective plan for workforce for Woodhill College.
Organising: HR manager organise various activities within college for the purpose of
achieving goals or objectives.
Staffing: It is the most important duty of the HR manager to recruit the selected staff and
talented people for managing work loads and create positive environment.
Directing: HR manager provide guidelines and give instructions to the people for better
teaching and create effective staff within the Woodhil college.
Controlling: it is last function that perform by the HR manager regarding controlling
over the entire activities so that institution can achieve its visions.
b) Strengths and weaknesses of different approaches to recruitment and selections
This is an essentials for every successful organisation as they must be consider effective
procedures of recruitment and selections because achieving goals is based on performance and
this will be done by employees, so that it is required to select suitable candidates for particular
job vacancy. In this includes various methods such as proactive and reactive aspects.
Organisation selected various tools and techniques for recruiting the person including internals
and externals sourcing. The major role of HR manager is to select right candidate for right job at
right time with considering various qualities such as skills, knowledge and their capacities for
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performing tasks to achieve predetermined goals and objectives. In the case of Woodhill college,
there are required effective techniques for recruitment and selections and it is necessary to make
appropriate decisions regarding this. There are lots of competitions in the marketing in the
educations field so it is required to identify best teachers for making strong team workforce
within the firm. There are some advantages and disadvantages of the procedures of recruitment
and selections that helps in analysing candidate's knowledge and skills and also their abilities for
attaining targets. HR manager concentrate on making positive working environment as well as
effective team building for the benefit of an organisation.
Woodhill college has to make appropriate strategies for finding talented teachers for the
organisation and also focus on providing better services to the students for achieving set targets
and objectives. This will support in competing with competitors in effective manner and also
helps in achieving competitive advantages through best work performance.
Internal and Traditional approaches Modern and systematic approach of
recruitment
Advantages Advantages
Internal approach can be effective for the
Woodhill college because it will support in
finding candidates within the firm for a
particular job vacancy (Armstrong and Taylor,
2014). In this includes in-house recruitment
process because it helps in managing the entire
activities or functions and also increase
reliability or validity which is useful for both
as employees and employers in an
organisation. Company can generate profits
through selecting best candidates for the
organisation which support in increasing
growth and enhance productivity in appropriate
manner. It also support in providing
motivations to the working people so that they
It is very beneficial and most useable
techniques that business use for achieving
goals or objectives. Organisation focus on
adopting suitable candidates by adopting new
techniques of recruitment and selections
process for hiring skilled persons for the
purpose of creating healthy working
environment and increase productivity. In thin
use various new technologies such as job
portal, internet and may other for Woodhill
college so that they can hire experienced
holders staffs within the firm. It is necessary to
find better candidate for the purpose of
achieving goals and objectives and adopt best
method for recruitment and selections
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will work hard for the firm. procedures.
Disadvantages Disadvantages
Thin techniques is based on internal process so
there are chances in increasing conflicts and
occurring problems due to selections process
(Armstrong, 2014). It may create negativity
among people because of promoting one
candidate for the job rather than other and also
there can be generate various kinds of issues
during the procedures of selections.
Some conflicts also depends ons the person's
ability and skills which may be not suitable for
particular job as well as sable persons are not
selected in this process.
In this, dependability and confidentiality can
be seen regarding various data or information
that must be not suitable and may be become
void. Woodhill college can manage their team
workforce due to having enough staff within
the institution so there is no need for external
recruitment.
They have limited job vacancies so it can be
prevent in selecting numbers of talented or
skilled person within the firm.
Conclusions:
Form the above information, it can be concluded that HR manager play various role and
responsibilities for managing the workforce within an organisation. Woodhill college should
adopt effective strategies or techniques for selecting best candidates within the firm. HR manager
should consider better recruitment and selections process as well as their roles or functions for
effective organisation and skilled workforce.
Task 2
Different HRM practices in work related context
a) Job Advertisement
Lecturer for Woodhill College
Darwin
This job advertisement is providing information to the interested candidates that there are a
vacancy for lecturer in the Woodhill college. We require a English teacher for this college and
candidates must be eligible for this post and must be able to teach better to the students.
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Interested candidates should have good communication skills and also have proper knowledge
regarding their subject. Faculty must be required with proper knowledge and experienced
holders in that field. They must be creative and hard workers for providing better educations to
the students.
Eligibility criteria:
 Excellent communication skills
 Qualified/ Educated
 Working Experience 2 to 5 year
Salary /CTC
8 to 10 lac p.a.
Interview detail:- 23rd Feb 2018 at administration office of Woodhill college
Email Id
Regards
HR manager
b)Platforms for adverts:
Woodhill college requires to consider better place for sharing information about job
vacancy so that numbers of candidates can be attracted (Cascio and Paauwe, 2014). They can use
various tools as well as media for this purpose such as LinkedIn, social media, Trade faire,
college fair and Job centre and many more like Facebook, Instagram etc. so that they can reach at
huge audience and provide them information regarding particular job or vacancy. Advertisement
must be effective for creating awareness and invite suitable candidates so that they can hire best
teacher for this college. They can also choose various platform in which consider the impact of
technologies such as online resources, digital platforms as well as social networking for
providing information regarding particular job.
c) job description
Job Description
Job Profile:- Senior lecturer for English literature
Grade:- Senior lecturer
College: Woodhill College
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Campus: University house, South Africa
Job purpose:
There are vacancy for English literature so faculty required for this post. They should have
knowledge about their subjects and must be skilled and experienced person for teaching better
to students.
Roles and Responsibilities:
 Teaching good English
 Support to students for increasing their knowledge
PART 2
TASK 3
a) Various benefits for employers and employees in different HRM practices
HRM practices are very beneficial for both as employers and employees because it helps
in managing relationship among them (Alfes, 2013). In this includes various policies and plans
which support in creating healthy environment within the firm.
Training and development:
HR manager performs various functions and activities for making effective organisation
and manage people with their performance so that they can achieve predetermined goals and
objectives in appropriate manner (Armstrong and Taylor, 2014). Tesco plc focus on providing
better training to employees for enhancing their skills, knowledge and abilities to perform
particular task or work. It is must be required to develop the organisation and company conduct
learning sessions for their employees.
Training : It is defined as an activity which use for enhancing knowledge, skills and also
give instructions for improving their performance which helps in achieving predetermined goals
or objectives in effective manner.
Development : This generally refers to the use of systematic and technical knowledge for
meeting specific requirements or objectives. It is defined as the development of individual for
long time.
There are some major difference between training and development such as:
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On the basis Training Development
Employee
engagement level
This program conduct for workers that
related with new employees and
supervisors.
It generally operated for managing
the entire workforce and create
better coordination among them.
Durations This process is for short term and
training period is also fixed.
This procedure takes more time
for individual development, so it
is long term process.
b) methods for identification of training needs
Training needs
Tesco plc is trading company and it is British multinational grocery and general
merchandise retailer firm. This company focus on employees performance and organise training
and development programs for increasing their level (Armstrong, 2014). Their main aim is to
improve worker's skills, knowledge and abilities for achieving set goals or objectives in
appropriate manner. There are some major aim of training of the firm such as: Develop objectives: According to current situations, Tesco company required training
and development program for attaining their task or goals. Identifying conflicts: Tesco company use this session for identifying problems or issues
and find alternate solutions for improving workforce.
Several methods for identifying training needs such as:
Task analysis: from this method, HR manager can analyse training need by collecting
information as task consider something that must be achieved for an organisation. Department
generally excels in different fields and also have appropriate skills or knowledge which carry
out.
Manpower analysis: In this, training and development need can be analysed through
finding proper manpower (Brewster, 2017). They are key personnels for running the business
because all performance are depends on the individual work which support in achieving
particular goals and objectives. Therefore, effective workforce required in the Tesco plc.
Organisational analysis: In this, manager ensure about company's short run and long run
objectives because several departments have their different aims or purpose. Tesco plc use these
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methods for analysing training needs and organise learning sessions for achieving set targets or
goals.
c) benefits for Employers and employees of HRM practices
HRM practices is very beneficial for increasing performance and productivity because it
helps in maintaining task and workforce as well as create positive working environment by
motivating employees to perform better (Hegewisch, 2017). There are some benefits for
employees and employers such as:
Employee's benefits:- Resource for information: There should be proper communication among employees so
that they can provide necessary information to workers. It is the responsibility of
manager to convey message regarding company such as rules, regulations, strategies and
new policies to the employees.
 Grooming skills: training and development programs is very useful for grooming
knowledge and skills of employees. Therefore, Tesco company consider this for
improving employees personality and their communication skills etc.
Employer benefits:- Interaction with organisational culture: In this consider several components such as
fairness, transparency as well as honest services to the people so that they can perform
entire task and functions.
 Decision making: This is most important procedure that HR manager has to make
effective decisions regarding business operations and also they must be ensure about
creating healthy environment for organisation.
d) Different HRM practices for increasing profitability and productivity
Training and development activities helps in making better working environment and
also increase the productivity (Budhwar and Debrah, 2013). Tesco plc use various methods or
techniques for providing training to people who are working within the firm. It is beneficial for
the as employers and employees. Company can achieve their predetermined goals or objectives
through enhancing employees performance, skills and abilities in appropriate manner.
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PART 3
TASK 4
a) Importance of employee relations that influence on HR decision making
Every organisation requires better working environment that can be create through
healthy relations and positive climate. It is must be required for appropriate coordination among
people. HR manager always try to maintain the relations among employees and motivate them
for performing task so that they can achieve company's goals or objectives. It is depends on the
favourable decisions which generally take by senior management, so there is responsibility to
provide proper information to the people for achieving targets (Chelladurai, 2017). ITV company
should consider this factor for creating sound relations because it support in reducing the
problems or solve any types of issues so that coordination can be created.
There are major importance of employees relations which may be affects on the HR decisions as
like:
 There must be sound relations and better coordination among people so that ITV can
attains their goals or objectives and it depends on the favourable decisions according to
employees opinions.
 This will support in providing motivations to the people for increasing their morale and
encourage them to perform their task in appropriate manner.
 This is an essential for the firm because it support in resolving problems and handles
disputes for providing ultimate solutions.
Therefore, ITV company can considers these tools and techniques for making appropriate
decisions so that better relations can be build. HR manager should focus on creating healthy
relations for maintaining harmony systems among people. It can be includes consultations and
collective bargaining for the firm.
b) Key elements of employment legislation and their impact on HRM decision making
Employees are key factors for every successful firm as they work hard and perform entire
business activities or tasks in effective and efficient manner for the purpose of achieving task or
objectives (Kerwin, 2017). Government plays important role in managing the whole business of
the country because they formulates and make various rules and regulation for employees
benefits which formed with references of human resource. HR department have to consider all
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these legislation and apply in the organisation because it is requires to obey all code of conducts
and make appropriate decisions for their employees. Trade Union and EU possessed various
rules, regulations and norms for the welfare of the workers as they support to employees for
providing motivations and feel safe about their job.
Equal Pay Act: This act was formed in the year of 1970 and its main purpose of
providing equality and justice for every employees whether they are male or female within an
organisation (Clark, 2016). There should be no any discriminations among people.
Working hour act: it was formulated in 1997 which is related with working hour of the
workers. In this, every firm can use manpower with some limitations which was settled by the
government. In this explained that they can utilise human resource in the firm only 8 hour
according to their salary or wages.
Minimum wage act: This act was formed in 1998 by UK parliament. Its main purpose is
to provide equitable money for every employees and workers who are working within the
organisation whether they are male or female. This act was introduced for reducing the
unfairness and partiality among people regarding wages and salaries, therefore there should not
be any unfair treatments with every labour or workers (Dijk, 2013). This also consider minimum
wage act and fixed wage rate that must be paid to the employees as per their performance and
work.
CONCLUSION
From the above project report, it has been concluded that human resource management is
the procedure for managing entire team workforce within the firm. HR department plays various
roles and functions such as recruitment, selections, performance appraisals, training and
development programs in the organisation. This report described about Woodhill college, Tesco
plc and ITV company who used various tools and techniques for managing the firm and also
considered different HRM practices within organisation.
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REFERENCES
Books and Journals
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Alfes, K., and et. al, 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, P., 2014. Limits and possibilities for HRM in an age of management accountancy.
New Perspectives On Human Resource Management op. cit. at. pp.154-166.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Clark and et. al., 2016. Boundary work for sustainable development: natural resource
management at the Consultative Group on International Agricultural Research (CGIAR).
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Dijk and et. al., 2013. The Millennium Drought in southeast Australia (2001–2009): Natural and
human causes and implications for water resources, ecosystems, economy, and society.
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Dries, N., 2013. The psychology of talent management: A review and research agenda. Human
Resource Management Review. 23(4). pp.272-285.
Farndale, E. and Kelliher, C., 2013. Implementing performance appraisal: Exploring the
employee experience. Human Resource Management. 52(6). pp.879-897.
Gallardo-Gallardo, E., Dries, N. and González-Cruz, T. F., 2013. What is the meaning of
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