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TABLE OF CONTENTS INTRODUCTION 3 PART 13 TASK 13 P1

   

Added on  2020-06-06

16 Pages4906 Words157 Views
Human ResourceManagement

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

INTRODUCTIONHuman resource management is considered as an effective process that implies to therecruitment and selection of employees, providing orientation and induction, training anddevelopment 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 therecruitment and selection procedure applied by HR manager. Purpose of workforce planning inthe organisation is discussed along with the key roles of HR manager with regard to workforceplanning and resourcing. Further, strengths and weaknesses of different approaches ofrecruitment and selection have been analysed. Secondly, report will also determine the differencebetween training and development practices applied by TESCO. Case study of TESCO isanalysed which is a global retail brand of UK in order to determine the training needs inorganisation along with the methods needed to be used for providing training to employees atworkplace. Further, case study of ITV is also taken into consideration for analysing thesignificance for maintaining healthy employee relations and its influence on the human resourcedecisions.PART 1TASK 1P1. (a) Purpose of workforce planning and the role of HR managerPlanning of workforce planning is an important process that implies getting the rightnumber of people in job who possess the right skills, experience and competencies in right job atthe right time (Purce, 2014). It is a comprehensive process of human resource management thatprovides manager with a proper framework for formulation of decisions related to staffing whichis usually based on organisation's mission, strategic plan, resources and a set of desiredworkforce capabilities. In the present context, HR manager of Woodhill College needs toaccomplish human resource planning effectively in order to appoint qualified candidate atdifferent job positions. Purpose of workforce planning in relation to recruitment in WoodhillCollege 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 theclear vision, mission and strategic objectives and cooperative efforts support the staff in severalfunctional areas. Further, human resource manager of Woodhill College also needs to providemore 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 toanalyse 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 topresent number of employees along with their skills, knowledge and abilities in order tomake an effective recruitment plan.Forecasting needs: Manager also plays an important role in forecasting need of qualifiedcandidates at workplace in order to fulfil requirement of organisation in the future. InWoodhill College, manager has analysed the requirement of qualified teachers for whichthey need to apply an effective recruitment and selection procedure to hire qualifiedcandidates 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 ofcandidates in order to analyse changes required in procedures of recruitment (Mathis andJackson, 2011).Development of strategies: HR manager of Woodhill College has responsibilities toformulate 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 toundertake effective methods for application of those strategies.Monitoring and evaluations: It implies to the monitoring of strategies applied in order toget expected results. In this, HR manager of Woodhill College will analyse that whetherthey have applied the right strategies or not so that they will be able to get qualifiedemployees 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 potentialcandidates to apply for existing or anticipated job openings. Selection is considered as screening

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