Understanding Training and Development

This assignment delves into the core concepts of training and development within the field of Human Resource Management (HRM). It examines the distinct characteristics, purposes, and applications of each approach. The provided reading materials offer valuable insights from various authors and publications, including Bolman & Deal's 'Reframing Organizations,' Brewster et al.'s 'International Human Resource Management,' Knowles et al.'s 'The Adult Learner,' and Marchington's work on HRM. Students are expected to synthesize these perspectives and demonstrate a comprehensive understanding of the nuances surrounding training and development in HRM.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
TASK 1............................................................................................................................................3
P1. (a) Purpose of workforce planning and the role of HR manager.....................................3
P2. (b) Strengths and weaknesses of different approaches to recruitment and selection.......5
Task 2...............................................................................................................................................6
P7(a) Job advertisement for the role.......................................................................................6
P7 (b) Suitable platforms to place the advertisement.............................................................7
P7 (c) Job description and person specification for the role..................................................7
PART 2............................................................................................................................................9
P3(a) Difference between training and development.............................................................9
P3(b) Identification of training needs and methods of training............................................10
P3(c) Benefits for TESCO and the employees in having a systematic approach to training and
development.........................................................................................................................11
P4 (d) Effectiveness of TESCO’s training and development practice.................................11
PART 3..........................................................................................................................................12
TASK 4..........................................................................................................................................12
P5 Significance for ITV to maintain good employee relations and their influence on decisions
of HR....................................................................................................................................12
P6 Key elements of employment legislation and their influence on ITV’s HR decision making
..............................................................................................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management is considered as an effective process that implies to the
recruitment and selection of employees, providing orientation and induction, training and
development as well as evaluation of employees at workplace (Marchington and et.al., 2016).
Present report is based on analysis of case study of Woodhill College to understand the
recruitment and selection procedure applied by HR manager. Purpose of workforce planning in
the organisation is discussed along with the key roles of HR manager with regard to workforce
planning and resourcing. Further, strengths and weaknesses of different approaches of
recruitment and selection have been analysed. Secondly, report will also determine the difference
between training and development practices applied by TESCO. Case study of TESCO is
analysed which is a global retail brand of UK in order to determine the training needs in
organisation along with the methods needed to be used for providing training to employees at
workplace. Further, case study of ITV is also taken into consideration for analysing the
significance for maintaining healthy employee relations and its influence on the human resource
decisions.
PART 1
TASK 1
P1. (a) Purpose of workforce planning and the role of HR manager
Planning of workforce planning is an important process that implies getting the right
number of people in job who possess the right skills, experience and competencies in right job at
the right time (Purce, 2014). It is a comprehensive process of human resource management that
provides manager with a proper framework for formulation of decisions related to staffing which
is usually based on organisation's mission, strategic plan, resources and a set of desired
workforce capabilities. In the present context, HR manager of Woodhill College needs to
accomplish human resource planning effectively in order to appoint qualified candidate at
different job positions. Purpose of workforce planning in relation to recruitment in Woodhill
College is mentioned below:
 Forecasting the knowledge drain as workers leave the enterprise.
 Anticipation of talent needed in the future.
 Determination and evaluation likely options of future sourcing.

 Establishment of an effective workforce analytics strategy.
Workforce planning usually requires a strong management leadership along with the
clear vision, mission and strategic objectives and cooperative efforts support the staff in several
functional areas. Further, human resource manager of Woodhill College also needs to provide
more focus in workforce planning. Some important roles of manager have been discussed below: Analysis of workforce: For planning of workplace, it is essential for the manager to
analyse the current state of talent and knowledge in the employee of organization
(Sheehan, 2014). In the present case, HR manager of Woodhill College also needs to
present number of employees along with their skills, knowledge and abilities in order to
make an effective recruitment plan. Forecasting needs: Manager also plays an important role in forecasting need of qualified
candidates at workplace in order to fulfil requirement of organisation in the future. In
Woodhill College, manager has analysed the requirement of qualified teachers for which
they need to apply an effective recruitment and selection procedure to hire qualified
candidates from the pool of applicants. Analysis of gaps: After implementation of effective recruitment and selection plan,
manager needs to analyse gaps between actual and set standards of selection of
candidates in order to analyse changes required in procedures of recruitment (Mathis and
Jackson, 2011). Development of strategies: HR manager of Woodhill College has responsibilities to
formulate effective strategies for recruitment and selection like selection of methods,
hiring job advertisement, compensation strategies, etc. Implementation of strategies: Further, after development of plan, manager needs to
undertake effective methods for application of those strategies.
 Monitoring and evaluations: It implies to the monitoring of strategies applied in order to
get expected results. In this, HR manager of Woodhill College will analyse that whether
they have applied the right strategies or not so that they will be able to get qualified
employees at workplace.

P2. (b) Strengths and weaknesses of different approaches to recruitment and selection.
Recruitment is considered as process of attempting to locate and encourage potential
candidates to apply for existing or anticipated job openings. Selection is considered as screening
of qualified and potential candidates from pool of recruited candidates to hire on job. In the
present case, HR manager of Woodhill College has also applied various approaches of
recruitment and selection to hire qualified candidates at workplace (Naff, Riccucci and Freyss,
2013). Further, strengths and weaknesses of some important approaches used for recruitment and
selection have been discussed below:
Internal Vs external recruitment: Internal recruitment refers to the supply of workforce
within the enterprise whereas external recruitment involves the process of hunting of prospective
candidates from outside the organisation. Both approaches have some strength and weaknesses
such as:
Internal recruitment is faster than external because it doesn't consist of any stages whereas
external involves various stages like advertisement, collecting application, screening and short-
listing them, interviews, training etc. Internal is much more effective as it consumes less cost and
external requires high investment. Further, scope of fresh talent is limited in internal recruitment
but enterprise has many choices to look for talented candidates from outside the enterprise in
external recruitment. Further, scope of fresh talent is limited in internal recruitment but
enterprise has many choices to look for talented candidates from outside the enterprise in
external recruitment.
 Job analysis: It is the process that involves the observation, critical situation or incidents,
diary, checklist, interview and the questionnaire (Nickson, 2013). The methods also have
some strengths and weakness like observation needs first hand and relevant information
but it usually requires skilled and unbiased individual and also a time consuming process.
Through interview, HR manager of Wood hill college will be able examine qualitative
data but it will very difficult for them to combine data from some disparate interviews.
Diary and checklist are inexpensive but may include the all significant parts of work. In
the questionnaire data is being standardized but the responses may be incomplete.
 Job description and personal specification: job description will provide a brief
information and data relates to a particular job. This process attracts the qualified
individuals but the candidates with the incompatibilities will be deprived in the process.

 Contingency recruitment: This is an important contract between the consultancy firm or
recruitment agency and the employers of organisation to fill a specific vacancy and
recruiters will get compensation if the candidate gets selected for the job (Hayton, J. C.,
2013). Although its a very faster process but it also bears risk for agency because there
will be no guarantee of payment if additional competition comes from the job applicants.
 E Recruitment: Presently, E recruitment is the best measure in which the organisation
post their job advertisement on their websites so that candidate can easily apply for the
job and send their resume. Presently, HR manager of Wood hill college has used these
methods as it is effective and screening can be effectively done and contains less cost.
There are various approached have been used by organisation in recruitment and selection of
employees at workplace.
E recruitment: It is an important methods which is used by organization to invite large number
application from different sources like company Websites, Job sites and other consultancy
services.
Strengths:
 Highly effective in getting pool of applicants.
 Less time and resource consuming.
Weakness
 Less reliable and effective because people will apply for all the jobs.
 Not effective in getting application of qualified candidates.
Campus recruitment and selection: It is also important approach which is used by organization
to get fresh talent in the organization. In this, organization will organise recruitment various
colleges and institutions to recruit employees from different educational background.
Strengths:
 Effective in getting pool of applicants.
 Helps in getting candidate at low wage rates.
 New and fresh talent.
Weaknesses:
 It is not effective because only freshers will apply in recruitment.
 Less effective in getting experienced employees.

Task 2
P7(a) Job advertisement for the role
For the job role of lecturer there is requirement of various skills, competencies and
knowledge to perform the job. Applicant needs to have effective qualification within specific
areas that provides him interest so he will be able to accomplish his job effectively along with
satisfaction (Knowles, Holton and Swanson, 2014). It is also essential that candidate must have
the latest knowledge in the specific areas. It can also possess the ability of well communicating
and an effective listener, desire to teach and having a cooperative and patient personality.
Further, a specific job advertisement for the role lecturer required in Wood hill college have been
prepared and mentioned above:
JOB Advertisement
Wood hill college has invited application for the post of lecturer in law
Post Qualifications/Experience
Lecturer
HRM
Qualification- PhD Scholar in law or lecturer in other fields are more
preferable.
Experience – 3 to 4 years of minimum experience.
Age- Minimum 30 years and Maximum 40 years.
Bio Data along with CV, two photographs, attested copies of testimonials should be sent to
HR manager of Wood hill College, East London, 1, ABC Road.
Candidates short-listed by management will be called for interviews.
P7 (b) Suitable platforms to place the advertisement
Advertisement being posted along with the ideas of getting the quick response from the
employees Further, in order to receive best results it needs to have been placed in some suitable
plat forms like placement websites, employment websites, newspaper and campus placements
and Wood Hill college. From present case study, it has been analysed that HR manager place

direct advertisement for the all the post on companies' website. For example: if the organisation
has given the advertisement for the vacancy of HR in on the leading newspaper of the country
then many of the individual in the country will be able to consider it and apply for the job. As it
was mentioned by Ng (2017), in modern scenario, latest and advanced technology is being used
by most of organisation and advanced facilities of internet. A pool of candidates will be obtained
by Wood-hill college if this is being advertised by using the social media and networking sites
that usually refers to the external sourcing. For example: organization can also use Facebook or
twitter or websites of job advertisement. It will provide them major support in getting lost of
applications from the interested candidates and contains less cost of advertisement.
P7 (c) Job description and person specification for the role
Job description for the role of Lecturer
Wood Hill college
Vacancy: lecturer of law
Job details
Post: Required a Lecturer for department of Law
Salary: ₤16000 to ₤ 35000
Type: Full-time
Job no.: XXXX
JOB DECRIPTION
Purpose of the job
 To provide excellent knowledge about different laws and legislation comply with
business to students.
 Provide understanding about various sources of laws and understanding about English
legal framework.
 Business issues under contracts and different situations that occurs over time.

 Developing practical experience among the employees and self confidence.
Key roles and responsibilities.
 Ensure that all students must take attend the classes and takes interest in the subject.
 Providing them with relevant knowledge to achieve high grades.
 Engage in research procedures and providing task to gather information.
 Monitoring and evaluation of student's performance.
Job specification
Personal appointed on the job requires some specific skills and experience listed below”
 Knowledge: Excellent understanding of the laws and other subject areas along with the
broad subject background and able to provide contribution to the teaching program.
 Skills: Interpersonal, communication, reasoning, technical, research and analytical skills.
 Aptitude: competencies to work in a team.
 Qualification: PhD and legal consultant of any firm.
 Previous experience: Experience of about 3 to 4 years in teaching.
 Personal qualities: Commitment towards organisation and its disciplinary rules. Also
require a positive behaviour and self confident personality.
PART 2
P3(a) Difference between training and development.
Training comprised of the learning of skills and abilities to perform a particular job
whereas development only seek to manage and improve the level of performance in a role
(Messersmith and Guthrie, 2010). In present case study, TESCO needs a qualified employee who
are dedicated and flexible in order to provide support towards expansion of business. Training
and development approaches has been applied by organization for existing and new employees
in order to provide growth and development. Further, distinction between training and
development have been analysed:
Basis Training Development
Meaning It is considered as learning It is considered as educational

process in which employee of
TESCO get an opportunity to
develop skills competencies
and knowledge according to
job requirements (4 main
differences between training
and development, 2017).
process that is usually
concerned with the overall
growth of the workers.
Term It is usually a short term
process often used for non
leadership activities in
TESCO.
Is more long term in nature as
it involve the theoretical
concepts aimed at creation of
relationship often used for the
purpose of improving
leadership skills.
Focus Training mainly focus on
acquiring the skills to
accomplish the present job or
roles.
Future oriented as it is based
on overall development of
experience and knowledge of
employees at workplace.
Purpose It is undertaken by TESCO to
improve the present
performance of its existing and
new employees.
Preparation of workers for
future challenges.
Thus, it can be said that training will be the best method for TESCO to improve skills m
knowledge and competencies of their employees so that they will be able to develop effective
relationship with customers and fulfil the objectives of expansion of business by retaining
customers and acquiring the new ones.
P3(b) Identification of training needs and methods of training.
For expansion of business operations TESCO needs to provide competencies to its
employee so that they can perform better for accomplishment of common goals and objectives.
For this, they need identified the requirement of training by using various techniques such as:

 Observation: Through direct observing the employee performance at workplace, HR
manager of TESCO will be able to know the competencies of employees and also analyse
the specific needs of improvement in their which can be done through training.
 Performance appraisal: Also termed as important method of review, evaluation of
performance, career development or employee appraisal is a method through which the
job performance of employee is being documented (Bolman and Deal, 2017). TESCO
can also use this method as it help them in evaluation of employee's performance and
need of learning effectively.
 Questionnaire: It is also important method of identifying the training needs by asking
relevant questions from the employee in the questionnaire format. Effective methods as it
provides accurate needs and specific areas of improvements to the managers of TESCO.
 Interviews: Direct interviews from employees or their line manager can be taken by HR
manager to identify their areas of improvement and learning.
There are various important techniques have been used by the manager of human
resource department in TESCO:
On the job training: In this. Training has been given to employees while they are performing
their actual job by the professional trainers or by a professional trainer or by managers of
company. It also includes some important methods like
 Coaching
 Mentoring
 Job rotation
 Job instructional training
Off the training: TESCO provides training to the employees outside the organisation and also
provide an enjoyable way of learning skills such as management and building relationship with
the other employer and employees.
 Brainstorming
 Sensitivity training
 Role playing
 Discussion methods
 Field trips

P3(c) Benefits for TESCO and the employees in having a systematic approach to training and
development.
A business is required to monitor and evaluate the costs and benefits of activities of
training and development for financial and non financial reasons (Riley, 2014). In present
scenario, TESCO is required to understand if the investment in time and money is producing
improvements. Company always use the method of 360 degree appraisals which refers to the all
the stakeholders with the employee assess the individual's performance and provide feedback.
Further, Coaching and discussion methods used by TESCO to train the employees is beneficial
for them as employee will be able to develop relations with customers. It will also help to inspire
customer confidence and accomplishment of goal and objective. Systematic approach of training
always saves the time of employee to get learning and easily understandable. Further, it will also
help the organisation to improve employee motivation and reduce labour turnover. It also tends
to increase the innovative and creative skills of employees.
P4 (d) Effectiveness of TESCO’s training and development practice
From case study, it has been analysed that TESCO used structured training program that
refers to the technique and methodologies that has been applied successfully by the managers to
create the professional skills and increase the proficiency of employees to accomplish the job
better. TESCO's purpose towards using the structured program is achieve the business
objectives in terms of growth and profitability. Further, frequent feedback of performance has
been involved in order to maintain an explicit focus of task. In order to achieve the benefits of
structured training program, workers also need to put within a realistic scenario within the
necessary conditions usually set up to assist predetermine sequence of performance.
Benefits
TESCO's structured training program is an effective method to raise the business by
providing quality service to the customers and to train employees to perform all relevant
business activities in professional manner. Employee efficiency has increased up to the great
extent due to training programmes. They are in a situation to utilize skills and abilities acquired
from learning.
Training and development sessions are organized by managers in TESCO with an of providing
knowledge to employees about their work in organisation. When the organisation makes decision
to transform operations, the managers make strategies related to providing training to employees

so that they will performance to achieved the organisational objectives such as increasing market
share, productivity, sales, marketing , customers base and profitability as compared to previous
year. There are various resources have been invested by TESCO to raise the competencies of
employees in order to develop their potential. This aids the management in getting innovative
ideas and concepts from employees which can be implemented in order to increase profitability
and sustaining in competitive global market. Qualified employees in organisation will tends to
provide competitive advantage to organisation in industry.
PART 3
TASK 4
P5 Significance for ITV to maintain good employee relations and their influence on decisions of
HR.
Development of healthy relationship within a business enterprise is considered as
essential for success of organisation. Strong employee relations tends to raise the productivity
and customers satisfaction (Brewster and et.al., 2016). In many organisations, employee
relations are commonly used to prevent and resolve the issues that concerns the employees which
help to accomplish the better work in organisation. As per case study, ITV also provides major
focus on development healthy employee through communication which eventually leads to
motivate, productive and efficient employees. Further, key practice applied by HR department in
ITV are considered as major system of guidance that coordinates with the plans of business
executives. Some of advantage gathered by ITV through this are listed above:
 It helps to assess the HR policies of enterprise: Strategies of HRM always check whether
policies of organisation are being implement and it is being monitored in a line with the
strategic plans of the organisation.
 Good HR policies and practices applied by ITV helps in development team work between
workers. For example: ITV' direct communication tool which has support the ITV
management to treat their employees equally.
 Personnel development of workers could be obtained.
 Will provide high job satisfaction and security.
 It is also beneficial in development self esteem of employees.
 Help in development of career.

P6 Key elements of employment legislation and their influence on ITV’s HR decision making
As mentioned by Tsui and Wu, (2010), there are some special terms have been used in
the legislation of employment such as contract of service, discrimination and dismissal. An
individual working on the terms of contract in the organisation is not considered as permanent
employee. In this, employees are not necessarily be hired on payroll and either they will get their
payment through invoice. Further, when the time period is being completed then the organisation
can either resign the contract or ask the person to take off. Further, employment standards of
laws and legislation are rapidly offering minimum standards where the workers are quite free to
formulate policies that assist in increasing the standards of the organisation. Major employment
legislation are considered as, job, working conditions, individual relationship of employment,
trade unions safety and welfare, labour and legislations, special provisions and security of the
society. In present case study of ITV, official decisions of organisation are mainly affected by
decisions of government presiding in country. For example: Provision made by the government
that organisation's can only take minimum 7 hours of work from employee per day then ITV
should also need to do so. Further, government make changes in employment legislation like
workers safety, harassment , workers compensation then it will provide influence on HR policies
of ITV.
Employemnt rights act 2003: Provide a range of contractual rights to employees such as:
 Employee in company are entitled to get a pay statement.
 Entitled to get wages on the basis of national minimum wage (Bolman and Deal, 2017).
 All the term and conditions of employment must be provided in writing.
 Protection of employees against unfair dismissal at work (Employment legislation,
2017).
Equal pay act 1970: It implies that employees in organisation at similar position must get equal
pay. Sets out that women and men must receive the same pay for doing same type of work.
CONCLUSION
In this report, it is concluded that human resource management plays an important in
regulating in every business or industry. It is also HR manager have major responsibilities to
apply an effective process of recruitment and selection so that he will be able to hire qualified

candidates at workplace. Planning of workforce planning is an important process that implies
getting the right number of people in job who possess the right skills, experience and
competencies in right job at the right time. Development of healthy relationship within a
business enterprise is considered as essential for success of organisation. Strong employee
relations tends to raise the productivity and customers satisfaction.

REFERENCES
Books and Journals
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entrepreneurial performance. Human resource management. 42(4). pp.375-391
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John Wiley & Sons.
Brewster and et.al., 2016. International human resource management. Kogan Page Publishers.
Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Marchington and et.al., 2016. Human resource management at work. Kogan Page Publishers.
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where it is going longer term?. Human Resource Management Review. 25(2). pp.176-187.
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Nickson, D., 2013. Human resource management for hospitality, tourism and events. Routledge.
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Riley, M., 2014. Human resource management in the hospitality and tourism industry.
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