Human Resource Management Practices in Organizations: A Comprehensive Analysis

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.