Human Resource Management Practices in Organizations: A Comprehensive Analysis

This report delves into the roles and functions of HR managers in workforce planning, recruitment, and employee relations. It evaluates HRM practices in organizations like Woodhill College, Tesco, and ITV, emphasizing the importance of training, development, and legal compliance.

JEEVA+ HRM ASSIGNMENT COPY 2

Table of Contents
Introduction................................................................................................................................3
Task 1 – Knowledge (LO1)........................................................................................................4
P1. Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College........................................................4
P2. Explain the strengths and weaknesses of different approaches to recruitment and selection
....................................................................................................................................................6
Task 2 – Application (LO 4)......................................................................................................8
P7. Carry out an investigation into a job role of your choice in the education sector. Find out
what skills and qualifications would be needed for this job role...............................................8
a) Job advertisement for the position of a lecturer at Woodhill College................................8
b) Identify suitable platforms to place the advertisement..........................................................9
c) Prepare a job description and person specification for the role.............................................9
Task 3 (LO2)............................................................................................................................10
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee...........................................................................................................10
P4 Evaluate the effectiveness of different HRM practices in terms of raising organizational
profit and productivity..............................................................................................................14
Task 4 (LO3)............................................................................................................................17
P5. Provide an analysis on the importance for ITV to maintain good employee relations and
how it influences their HR decision making as a result...........................................................17
P6. Identify and briefly explain the key elements of employment legislation and how this
influences ITV’s HR decision making. You should make reference to equality, data
protection, health and safety, along with contractual responsibilities.....................................18
Conclusion................................................................................................................................20
Reference list............................................................................................................................21

Introduction
The function of the Human Resource Management in any organisation is to streamline the
workforce and monitor the tasks to ensure maximum amount of production and earn profit for
the organisation. In this report the roles and functions of the human resource manager will be
analysed in relation to a few cases that deals with various organizations. The report will be
evaluating trends in practices and training along with the relationship that employees share
with the Human Resource Management practice that influences decision making in any
organisation. The report will examine HRM from various perspectives to obtain a particular
knowledge on its functionalities.

Task 1 – Knowledge (LO1)
P1. Explain the purpose of workforce planning and the role of the HR manager with
regards workforce planning and resourcing for Woodhill College
Workforce planning can be referred to a strategic management practice of the human
resource department in any organisation. The workforce planning comprises stepwise
analysis and identification of the size, skills, scope and experience that is demanded by the
business objectives in both short-term periods and in long run (Sparrow et al., 2016).
. It is also the core function of the internal operations and it stipulates the efficient and careful
handling of the taskforce. Workforce planning is also about getting the right person and right
amount of people to ensure that a job is done at the right time. One of the major areas and
function of the human resource manger is to conduct a proper method of planning or staffing.
To understand the role of staffing widely one must fully analyse the purpose of the workforce
planning. The strategies and ways that are used by the employers to anticipate the needs of
the labours and workers more effectively by implementing advanced and modern human
resource technologies can be termed as the true role of workforce planning in relation to
Woodhill College. The workforce planning concerns with getting the right people with the
right type of skill sets to be employed in the market that suits them the best. On the other
hand the human resource management is concerned with the organisation more (Armstrong
and Taylor 2014). The human resource management is a function of business that usually
focuses on the people of the business. It focuses and is, to quite an extent, responsible for
ensuring that any industry or organisation is having the right number of people to supply the
right amount of work in the overall business plan. In relation to Woodhill College, the
following are some of the roles that the human resource manager must play in association of
workforce planning in recruiting the best professional for their vacant posts.
1. Recruiting- This is the primary role that is performed by the Human resource manager in
any organisation. In Woodhill College, the manager must be able to recruit the bets
professionals from the market to suit their posts. Staffing is crucial process, which involves
the HRM and the whole team of the college to work together.

2. Training- The second role that a human resource manager plays is to train the
professionals and make them appropriate personnel to work in the given organisation. The
human resource management thus enhances the workforce planning in attaining the most
suitable person for any vacant post of employment (Storey, 2014). Once the training is
completed, the human resource manager of the college must play a significant role in
assessing the results of any training program and grade employees based on their
performances
3. Humanitarian Role- The human resource manager reminds the workers about the moral
and ethical obligations of the employees. The HR manager consults employees about marital,
health, physical and career problems thus making them feel comfortable and work freely in
the company enhancing employee empowerment.
4. Planning- In Woodhill College the HR manager must research and plan about the labour
market conditions, union demands and many other personal benefits that also relates to
educational trends.

P2. Explain the strengths and weaknesses of different approaches to recruitment and
selection
The human resource management facilitates the system of recruitment and selection of
employees as one of their prime functions. A few types of recruitment and staffing come with
their respective weaknesses and strengths. Some are listed below.
Internal Sourcing
This type of recruitment involves advertising of new or any recent vacancy in an organisation
to its existing workers. The strengths and weaknesses of internal recruitment are-
Strengths
 No research is required to analyse the characteristics and skills of the workers (van et
al., 2017)
 As Woodhill College will be requiring new teachers, they cannot opt for the internal
sourcing option although it serves huge benefits to other organisations.
 Low cost- the recruitment cost is very low as compared to other modes of staffing
 Enhances employee empowerment as internal approach of staffing makes the
employees more attractive and provides them with constant opportunities to progress
(Thomas, 2017).
Weaknesses
 It creates conflicts among employees.
 The urgent need to hire personnel to replace the promoted person often creates
difficulties at the root level of operations.
 It limits the choices and growth of the employees.
External Sourcing
This process of recruitment gives opportunities to external members of the organisation and
not to the existing workers. This approach involves advertising and promoting of the vacant
post to get the right personnel. The strengths and weaknesses of this approach to sourcing are
stated further.

Strengths
 Helps in generating new and innovative ideas
 It helps in creating better competition and enriches employee satisfaction rate
(Thomas, 2017).
 It gives opportunities to talented and fresher candidates to deliver and channelize their
skills properly.
 Lessen internal politics
 This increases chances for people of all fields of expertise.
Weaknesses
 High cost is what makes organisations worry on adopting this medium of recruitment
 It is very time consuming a sometimes get difficult to get the right person
 Limited understanding is seen in the new hired employees as they do not have
previous experiences of working in similar industries.
 It also invites unsuitable applicants and makes the recruitment process tedious and
more time constraint.

Task 2 – Application (LO 4)
P7. Carry out an investigation into a job role of your choice in the education sector.
Find out what skills and qualifications would be needed for this job role
An investigation into a choice able job role in the education industry
a) Job advertisement for the position of a lecturer at Woodhill College
Immediate job vacancies for the respected post of senior lecturer at various departments are
required to be fulfilled at Woodhill College. There is an urgent need for junior lecturer in
science department along with the senior lecturer posts. The total number of vacancies is 10.
Five posts for the senior lecturer and five posts for junior lecturer in Woodhill College.
Below are the effective descriptions of the vacant posts,
Departments Junior and senior lecturer No of vacant posts
Physics Junior lecturer 2
Business Administration Senior lecturer 3
Computer Science Junior lecturer 3
Literature department Senior lecturer 2
Table 1: Number of vacant sits in Woodhill College
(Source: Created by Author)
The maximum educational requirements of the aspired candidates for applying for the job in
this college is a PhD certification and the minimum qualification level is master degree along
with distinction in respective subjective. It is notified that all the candidates who are pursuing
PhD in their respective subject with a relevant work experience are expected to present all the
important documents at the interview. Fresh master students could apply for the posts. For
successful application, interested candidates must visit www.woodhillcollege.com where they
could fill up the entire application form and upload their resume. Payment should be accepted
through online and banking methods. Candidates are requested to read full documents before
final application. For more information, please visit www.woodhillcollege.com.

b) Identify suitable platforms to place the advertisement
The most suitable platforms for placing the job advertisements are listed below,
 Official College Website: This type of advertisement helps interested candidates as
well as other candidates to be informed immediately about the empty posts.
 On the leading newspapers across the country: This is the most popular type of offline
promotion method. It will help in informing those candidates who wants to be
appointed in this college. A mass appeal will be collected for the posts.
 Online Job Portals: Through online advertisement candidates will be informed
without wasting much time and could be helpful in applying for the posts as soon as
possible.
 College social media webpage: An official announcement would be held through this
kind of advertisement.
c) Prepare a job description and person specification for the role
The job description
 The applicants are expected to join this college as a full time job holder
 Candidates would be able to took practical classes
 Candidates are expected to prepare question papers and carry out examinations with
proper regulations involved in this college.
The person specification
 The maximum educational requirement of the aspired candidates for applying for the
job in this college is a PhD certification.
 The minimum qualification level is master degree along with distinction in respective
subjective.
 The candidates should have presented research papers both in the national and
international seminars.

Task 3 (LO2)
P3 Explain the benefits of different HRM practices within an organization for both the
employer and employee.
Explain the difference between training and development
Training and development procedure of employees within organization is an essential part of
human resource function as well as management. Organizations strive for improvement in the
performance of profitability and productivity with these activities. According to Scott and
Davis (2015), training could be addressed as a program arranged by the company to increase
understanding and capabilities in an employee according to the requirement of individual
jobs. On the contrary, development Sparrow et al., (2016) have said that is an function
arranged by the human resources team in which human resources of an organization learn and
develop their skills gradually. It could be addressed as a self-assessment act. The differences
between these two essential and connected activities are listed bellow,
Elements of
comparison
Training Development
Meaning Training is a planned procedure to modify
knowledge, attitude as well as skill behaviors
of employees with the help of learning
experience to attain efficient performance in
any kind of activity or range of activities
involved.
Development is a long-term procedure
arranged to increase potential and
efficiency. This is also could be
defined as the realization of an
individual’s ability through learning.
Term Short process Long process
Focus on Current gaps and development Future prospects
Orientation Job related Career related
Motivation Leader or trainer Self
Objective To achieve effectiveness in work
performance of the workers.
To prepare a strong workforce for
future.

Number of
Individuals
Numerous Individual
Table 1: Comparison between training and development
(Source: tescoplc.com, 2018)
Describe how training needs are identified and the methods of training used by Tesco
The basic framework of training needs identification by Tesco is listed below,
Figure 1: Training needs analysis
(Source: Dixit and Bhargava, 2015)
From the above figure, it is identified that in general, all the required training and
development are identified after formatting targets in business to attain. In order to expand
and varied the business are the two key objectives behind Tesco’s training program. Targeted
on the business objectives to achieve, there is a specific requirement to recognize the critical
functions and in order to execute well in these functions in-store as well as non-store workers
need various skills competencies (tescoplc.com, 2018). Gap between existing skills and
knowledge of employees in Tesco and future expectations is identified through some plans.
These plans are listed below,

Figure 2: The training needs analysis steps
(Source: Dixit and Bhargava, 2015)
The methods of training adopted by Tesco are explained below,
On-the-job training: The human resource team in Tesco delivers effective on-job training to
employees who are involved in actual jobs. Normally, the experienced leader or manager in
this organization does this job through hands-on training that is often supported by formal
classroom training (tescoplc.com, 2018).
Off-the-job training: Through the visual training method, workshops, role playing method,
leadership frameworks the human resource team guide appropriate behaviours in employees
who have the potentiality to become skilful employees in future (tescoplc.com, 2018).
Explain the benefits for Tesco and the employees in having a systematic approach to
training and development
Tesco’s business images as well as employees’ get benefits as consumers become more
confident in the capability and knowledge of their staff. This confidence in employees and
staff in turn helps this business to grow. This organization’s flexible and structured approach
to training and development addresses to individual worker requirements. This kid of training
and development helps employees to achieve three core purposes that are optional skills,
continuous development as well as specialized capabilities for attaining business objectives
and identification of individual strengths and weaknesses (tescoplc.com, 2018).
On the other hand, entire training and developmental program in Tesco highlights three major
aims, which are listed below,

Figure 4: The training programs in Tesco
(Source: tescoplc.com, 2018)
These three programs are effective and fruitful for developing their sales figure as well as
profitability more than last year. This organization is reported as one of the first retail
organization in United Kingdom like-for-like sales increment for seven constant years in
2017 with sales growth developing almost 2.3% compared to the same quarter in the previous
year. This development as well as individual progress of employees’ capabilities, which is
also appreciated by their customers through exhibiting confidence in purchasing products
from their stores could be addressed as the core benefits of training and development (ft.com,
2018).

P4 Evaluate the effectiveness of different HRM practices in terms of raising
organizational profit and productivity.
Evaluate the effectiveness of Tesco’s training and development practice in terms of
delivering a return on investment (considering productivity and profit)
(Sekaran and Bougie, 2016) have said that structured training reflects to technologies as well
as methodologies that have been working successfully in order to increase professional skills
and make sure the proficiency of workers to do the better job. The key focus of structured
training and development is to attain the business objectives in relations to business
profitability and growth. In Tesco the frequent performance feedback is received to maintain
this kind of explicit task focus. On the other hand, in order to achieve benefits of systematic
training, the workers in this organization should put into practical scenario along with
necessary conditions structured to provide support to a planned sequence of task performance
(tescoplc.com, 2018). This kind of versatile training and development program is an efficient
process to develop the retail business by offering quality services to their consumers and to
train their employees to perform all the necessary business oriented activities in a much
professional way.
The return on investment is one of the significant models to measure the success rate of any
program including training and development. In this case, if the graph of productivity and
profitability of Tesco is evaluated efficiently then the success rate of the structured training
and development could be understood. As per the common criteria of training and
development measurements, it could be said that the current training program in Tesco is
focused more on the improvement of new skills that will be applied in future (tescoplc.com,
2018). On the other hand, the training developed by human resource team in this company
helps their current and future prospectus employees to develop an understanding regarding
each day works and tasks. Job specific technologies involved in the training program helps to
achieve individual responsibilities in Tesco.
Recent training related costs in this company focus the fact that the organizational
management has allocated efficient resources for the training and development. The entire
calculation will be addressed in terms of costs related to the program and the productivity
level. Therefore, while calculating exact percentage of return of investment number of profits
and costs would be calculated (tescoplc.com, 2018).

Components Costs Number of costs
Training design and
development cost
in-house design and development 5
External design and planning costs
Advertisement costs Internal cost 3
Extra direct costs of advertisement
Administration costs hours of management required per employee 2
direct management costs per employee
Faculty costs faculty charges 1
Resources cost per employee of training equipments 2
Convenience related
costs
training rooms 2
equipment applied
Total 15
Table 2: Calculation of cost level associated to training
(Source: tescoplc.com, 2018)
Category of
productivity
/profit
Profits/ productivity Number of
productivity
/profit
Savings related to
employment
condensed duplication of effort 5
Limited time wasted in correcting mistakes
Information collection becomes faster
Increased
productivity
enhanced methodologies dropping the effort required 3
Improved skills in employees help better work
Increased motivation helps employees to work better
Diverse cost
savings
Lower cost in maintenance 2
Worker turnover rate decreases
Ineffective debts have reduced
Profit generations Success in achieving competitiveness 3
sales transfers made by non-sales staff
Arrival of new product and services ideas
Total 13
Table 3: Calculation of profitability and productivity level associated to training
(Source: tescoplc.com, 2018)

Result of ROI percentage
% ROI = (benefits / costs) x 100 = 13/15 = 86.67%
Therefore, ROI= 86.67%
From the above calculation it is estimated that the ROI is around 86.67%, which is positive
enough to achieve future objectives.

Task 4 (LO3)
P5. Provide an analysis on the importance for ITV to maintain good employee relations and
how it influences their HR decision making as a result.
From the above case study related to ITV, it could be said that employee relations is an
integral part of the human resources management process as well as achieving internal peace
in working environment. Maintaining effective employee relations is significantly necessary
in ITV according to their current business scenario. All the decision-making policies at ITV
by human resource management are greatly affected by employee relations activities. This
activity is responsible for developing value-added credibility for employees; ensure
commitment, which is strengthened through employee communication process. This process
within ITV would be helpful for developing understanding among each members of a group
along with increasing morale among employees (itvgold.com, 2018).
Employee relations can be stated as per the observation of Cantor (2015), a system that works
towards creating up formal and easy methodologies for arranging and delivering workforce
for an affiliation. According to the case scenario, ITV applies collective bargaining method as
a means of securing worker agreement on current working practices. From several evidences,
it could be analyzed that the collective bargaining and collective relationships provide
essential change management, which benefits to this organization and assist to reassure
workers that their interests are being valued. The significantly relevant importance of
representative relations at ITV has a crucial effect on the hierarchical strategies.
This above-mentioned representative communications and related segments, for instance,
exchange unions help employees in knowing their indispensible rights towards great and
proper workplace. The employee relations additionally ensures that a strategic approach
enabling different populace to be operated as well as working in agreement in this
organization (Marchington et al., 2016). Consequently, in more interesting terms, the
employee relations help in creating up a working culture, which is effective in achieving skill
of individuals and all in all improvement of the association itself.

P6. Identify and briefly explain the key elements of employment legislation and how this
influences ITV’s HR decision making. You should make reference to equality, data
protection, health and safety, along with contractual responsibilities
Generally speaking, the employment relations are synchronized by both legal and voluntary
measures. Dunoff et al., (2015) have stated that the voluntary measures consists agreements
along with other decisions, which extracted from collective bargaining, discipline formatting,
mediation and others. On the other hand, the legal policies or measures address European
Union (EU) treaties and directives, Fundamental Freedoms 1950, the common law of
contract, European Convention on Human Rights and some global standards. In process,
these are not remote sets of measures. There is always a connection between voluntary
measures and legal policies. In this case, the United Kingdom Government has formatted
some enactments, which association should take after and Human resource management of
ITV must sense these while making and implementing authoritative policies in their company
(catalogue.pearsoned.co.uk, 2018).
Data Protection Act: Basically, the Data Protection Act makes sure that workers of a
company are bound for keeping information associated to their employees as well as other
important internal information of their workplace confidential. This Data Protection Act helps
to control how the individual information is applied by companies and government of a
particular state (legislation.gov.uk, 2018). Employees and organizational management should
ensure some steps that are listed below,
 All the information should be used in a lawful and fairly manner
 Information should not be kept longer than is ultimately necessary
 All the data should be stored safely and securely
 Organizational data should not be transferred outside the European Economic Area
without proper protection
Equality Act, 2010: This Equality Act 2010 legally protects employees from discrimination
in the workplace and within outside of the company such as in society. This act has replaced
anti-discrimination regulations with a single Act, creating the law much easier to
acknowledge and reinforcing protection in some specific situations (legislation.gov.uk,
2018). This regulation sets out various processes in which it is unlawful to treat some people.

For instance, ITV and their employees should be offered in view of their activity obligations
and capabilities yet could not be influenced by sex, race or even by age.
Contractual responsibilities: Employment legislations highlight specific responsibilities
while increasing employment contracts among employer and workers within an organization.
Organizational management of ITV must provide particular conditions and terms associated
to employment that both the parties could easily understand. However, employers sometimes
are restricted to apply laws and conditions within their companies that are only effective for
their organizational profitability not for their employees (itvgold.com, 2018). ITV in this case
should remind all these facts and apply terms and conditions for both parties’ benefits.
Health and Safety Act, 1974: The Health and Safety Act, 1974 at work is on a primary level
is an important part of legislation covering various occupational safety and health in the
United Kingdom (legislation.gov.uk, 2018). This act along with local authorities is
accountable for enforcing the Act and a series of other statutory equipments and Acts
associated to the working environment. This expression ensures the business legally
responsible for assuring the well-structured and security of the representatives as well as
working place at the time they are inside authoritative premises. Influenced by this
regulation, ITV has created firm safety strategies and methodologies, which each one of the
employees and the members should take after.

Conclusion
The human resource management must be counted as a strategic function for a company that
wants to achieve quick and effective success in future as soon as possible. This procedure
helps to create a competitive advantage for an organization as stated in this study by
positively connecting all their employees. Core ingredients of efficient human resource
management are having in place a proper management as well as leadership process along
with efficient two-ways connection of their employees. All these specifications help to
develop an open and honest environment in which workers feel that their individual effort
and skills are measured and valued. All these categories and specifications have been
explained in this study with ample expels from Tesco, ITV as well as Woodwill College.
Employee engagement, return on investments, training and development needs and thus
related benefits are discussed with effective instances to cite the fact that human resource
management is necessary for attaining profitability and productivity.

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