Strategic HR Management for Green Construction Projects

This assignment focuses on strategically managing human resources for sustainable construction projects. Using the provided texts, including Delhak et al., Brewster & Hegewisch, Armstrong & Taylor, Hwang & Ng, and Reiche et al., analyze key HRM aspects such as strategy, training, skills development, and international perspectives in the context of green construction. Discuss challenges and potential solutions for managing human resources effectively in these projects.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
LO1.........................................................................................................................................3
a) Purpose of work force planning and role of HR manager(P1)...........................................3
b) Strengths and weaknesses of different approaches of recruitment.(P2)............................4
TASK 2............................................................................................................................................5
P7............................................................................................................................................5
a) Job advertisement for Lecturer at Woodhill college..........................................................5
b) Platform for the placing of the advertisement by Woodhill college..................................5
c) Personal specification and Job description for the job.......................................................6
PART 2............................................................................................................................................7
TASK 3............................................................................................................................................7
a) Differences in training and development program of Tesco..............................................7
b) Training needs assessment and use of different method....................................................8
c) Benefits of Tesco and employees with implementation of the systematic approach of
training and development.....................................................................................................10
d) Effectiveness of the Tesco training and development practices in accomplishment of return
on investment........................................................................................................................10
PART 3..........................................................................................................................................11
TASK 4 .........................................................................................................................................11
a. Importance for ITV to maintain good employee relations ..............................................11
P6 Key elements of employment legislation and ITV HR decision making with the
consideration of various factors...........................................................................................14
CONCLUSION .............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource consist very important part in the business to make high growth and
attain desired results at workplace. It is essential activity that create systematic work
performance through HRM strategy. In this context, report based on the different enterprises
which undertaken as important part in success of the business (Glendon, Clarke and McKenna,
2016). For example, Woodhill college, Tesco, ITV, etc. For gaining insight information, it covers
purposes and workforce planning at Woodhill college to recruit new faculties. Furthermore, it
includes differences in training and development program of Tesco to increase systematic work
performance. At last, it is determines importance of the key elements of employee legislation
which could be influence to the ITV.
TASK 1
LO1
a) Purpose of work force planning and role of HR manager(P1)
The planning of the work force is very necessary for the company as it helps the company
to gain a better profitability and productivity. According to Smith(2014), the workforce planning
is the effective management of the work force that is been recruited or is been working in an
organisation. It involves the proper recruitment, training and allocation of the duties and
responsibilities to the employees at the work place. It helps the organisation like Woodhill
college to take the appropriate measures that helps the company to meet the requirements of the
organisation. The work force planning is the effective management of the people or the
employee's of the company, where various individuals are been placed on the right place, on
right time in order to execute the particular organisation function or operation in a very effective
manner. This helps the organisation like the cited firm to achieve the short as well as the long
term objective. It helps the management of the priorities and operational needs of the cited firm.
Besides this, the effective work force planning helps the company to gain a better control over its
operations and meet the legislative and production related requirements in order to gain the
organisational objectives. The major purpose of the strategic planning is that it helps the
company to manage its human resource in an effective and efficient manner. This will help the
company to plan resources, budgets and the target goals in order to improve the work efficiency
of the Woodhill college. Besides this, it will help the cited firm to gain a better productivity.

The HR department of the firm will manage the overall operations of the recruitmwent
and the training process at the Woodhill college. They will perform certain tasks that will help in
effective management of the workforce such as:
 They will look after the proper training and the maintaining of the operations in the
Woodhill college.
 They will look after the recruitment process of the suitable candidates in the organisation.
 The HR department of the Woodhill college will also look after the providing of the
suitable training to the new recruits of the company.
 Apart from this, the HR department of the company will take the suitable measures to
sustain the existing work force in the company.
 The HR manager will lay the emphasis on the effective staffing of the teachers or the
teaching professionals in the college.
 Besides this, he will also look after the effective training process of the employee's or the
teaching staff in order to meet their Continuous professional development (CPD) at
Woodhill college.
 Apart from this, as the sector is not the affluent one, the HR manager will look after the
effective, low cost reward system to sustain the employee's and the teaching staff.
b) Strengths and weaknesses of different approaches of recruitment.(P2)
Various approaches are been taken into consideration for the recruitment and selection
process at the Woodhill college. Thais will help the company to take the suitable measures in a
very appropriate manner. Some major methods or the approaches and their strength and
weaknesses, that are been taken into the consideration by the company are:
 Internal Sourcing: In this approach, the HR department of the Woodhill college will
look after the efficient employee's for the vacant post within the organisation. The
existing employees of the organisation will be analysed and screened by the HR
department to fill the vacancy. Its major strength is that it saves time and effort of the
organisation but the main weakness is that, sometimes, the HR department is unable to
find the suitable candidate for the post within the company.
Advantage:
 This approach helps the organisation to gain a better share of the knowledge about the
various employee's that are been working in the organisation.

 This will save the time and money that are been used by the company for external
recruitment process.
Disadvantage:
 This does'nt allow the HR manager to explore of the better employee's outside the
Woodhill college.
 External sourcing: This approach is used when the company is unable to get the suitable
candidate within the organisation. In this the candidates are been called or approached
external to the organisation by the HR department. Detailed analysis and screening of the
potential recruits is been done and based on the meeting of the requirements, further
processes are been carried out. The major strength of this approach is that it allows
company to analyse large number of candidates but it is a very time and resource
extensive process.
Advantages:
 It helps the HR manager to get the employee's from outside the organisation.
 It helps the firm to get large number of candidates to choose from for the better selection
of teaching staff.
Disadvantage:
 It requires high amount of time and money.
 Third party sourcing: In this the company will contact the third party firm i.e.
consultancy firms and provide their requirements to the firm. The firm will look after the
suitable candidates and will send him to the client company for the interview process. It
helps in saving the time and effort of the company as well as the candidate but it is a very
expensive process to follow.
Advantage:
 It shortens the selection process and saves time for the HR manager for the recruitment
process.
 It helps the organisation to get the candidates that effectively meet the requirement
criteria.
Disadvantage:
 It is a very expensive process to follow.

The advantage and the disadvantage of the different approaches of recruitment and
selection are:
 Just Using CV's:The CV will help the HR manager to gain a better idea of the various
knowledge and the skill set of the candidate and helps the HR manager to shortlist the
candidates easily but it doesn't give the clear idea about the fairness of the efficiency and
ethical qualities of the candidate. Besides this, the information that is been provided in
the CV needs to be relevant in respect to the job profile and requirements.
 Using the website: Using the website like job.ac.uk, the HR manager will look after the
effective management of the candidates and shortlist the candidates based on the
knowledge and the skill set provided by them. A list of basic questions can be formulated
and provided to the candidates that will lead to the uniformity and fairness.
Besides this, the HR manager of the Woodhill college my opt for the setting up of a panel
interview for the better selection process. Then candidates can be asked to provide a 10 minute
lecture or presentation on a specific teaching topic to the students of Woodhill college. Proper
garding with the evidence and grade requirements can be provided to the candidates in order to
generate a good re equality. The interview panels must be given the proper training to resolve the
problem of the biasses towards and employee and the general interviewing can be done to get the
best out of the candidate and maintain the consistent quality of the interview process.
TASK 2
P7
a) Job advertisement for Lecturer at Woodhill college
Job profile: Physics lecturer at Woodhill college
Job Description: To see through the studies of Physics subject to the students and will conduct
regular examinations and assessment of the knowledge imparted to the students.
Skills Required:
 Able to work with High school and college students.
 Able to travel locally as well as abroad for workshops and seminars.
 Able to communicate and interact with other faculties and institutions for educational
needs.
 Must be well versed in concepts of experimental as well as the theoretical Physics.

 Basic IT knowledge.
 Very good time and resource management.
Salary and Wages: £20,000 with allowances
Location: Woodhill college, UK
Responsibilities:
 Will be working with various educational boards.
 Teaching, examining and assessing the knowledge imparted to the students.
 Adaption of the latest teaching measures and technologies in order to improve the
quality of education at the Woodhill college.
 Communicating with the partner and the supportive organisations for the education
purposes.
 Organise and facilitate various subject related activities to improve the knowledge of the
students.
How to apply: Application form are available on the college website. Also, walk in interview
in progress on week ends 9:00 AM to 12:00 PM.
Deadline: Apply before 1st of March.
b) Platform for the placing of the advertisement by Woodhill college
The most appropriate platform to place the advertisement by the Woodhill college is:
 Electronic media: This will be used to broadcast the message by the means of radios and
televisions. It is quite economic and cover large number of audience.
 Social media: As the most popular and convenient method of advertisement, it will help
the Woodhill college to reach maximum number of potential candidates. It is the most
economic, fastest and widely used platform and is easily accessible to majority of people.
 Print Media: It is the most economic but quite slow mode of placing the advertisement.
Also, it covers restricted number of people.
 Internet: Advertisement can be placed on the internet by the company's website which is
the economic and fast way to provide the information to the maximum number of people.
c) Personal specification and Job description for the job
Job description

Job Profile: Physics Lecturer at Woodhill college
Job Description: They will look after the studies of Physics subject to the students and will
conduct regular examinations and assessment of the knowledge imparted.
Responsibilities:
 Teaching, examining and assessing the knowledge imparted to the students.
 Adaption of the latest teaching measures and technologies in order to improve the
quality of education at the Woodhill college.
 Will be working with various educational boards.
Salary and Wages: £20,000 with allowances
Qualifications:
 Master degree in Physics
 Batchlor degree in Physics
Skills required:
 Must be well versed in knowledge of physics.
 Able to work in Higher education institutions or college.
Personal Specification
Criteria Essential Desirable
Qualifications/Attainments 
Knowledge & Experience of teaching the
Subject

Competencies & Skills
such as
Problem Solving Skills 
Communication Skills 

Ability to work volunteer
IT Experiences 
PART 2
TASK 3
a) Differences in training and development program of Tesco
Training and development activities are helps to improve performance of employees. In
this regard, current and future employee performances will be increasing with ability of their
own performance. It also assists to make changes in attitude of employees with increasing skills
and knowledge.
In respect to develop systematic results and outcomes, Tesco apply training and
development program in their business. With the help of proper functioning and outgoing
activities, more profits and revenue will be generated in the business. With this regard, following
differences exist in training and development program of Tesco:
Meaning: Training is defines as the learning process that helps to increase performances of
employee through creative skills and abilities. On the other hand, development program assists to
increase growth and performance in personal and professional context.
Time frame: It determines in the short term process. However, development activities require for
long term period to run business operations.
Orientation: In Tesco, several strategies determines to attain desired goals and objectives. Beside
this, in development program work assists to focus on the trends that are needed for future
development program.
Motivational technique: In this aspect, trainer design their activities as the motivational tool to
increase performance of the candidates. Furthermore, development program of the Tesco consist
through only self motivation for ascertain systematic activities.
In respect to carry the present discussion, it can be interpret that training and
development program different from each other which assists to develop effectiveness that attain

desire aims and objectives. Hence, HRM increase performance with current and future planning
as well.
b) Training needs assessment and use of different method
Tesco has efficient value in respect to implement creative products and services
according to the customer needs. In this regard, changes require according to the demand and
requirement of grocery products. It creates major impact on the retail business operations and
functions to develop systematic activities. Further, organisation also need to make concentration
on the changes on their qualitative products and services. Hence, it could be create impact on the
values of products and services to face competition of the market (Glendon, Clarke and
McKenna, 2016). Hereafter, effectiveness will be created in the market position due to certain
changes in social factors.
Illustration 1: Difference in training and development
Source: (Wheeler, 2013)

Importance of the methods of training among the staff members: In respect to
accomplish desired goals and objectives, Tesco need to ascertain importance of training in their
business. Therefore, public interest mainly changed which create greater impact to implement
changes in the business. It is mainly increasing capabilities and skills of each member at
workplace to attain desire aims and objectives. In the selected business, systematic process also
undertaken that assists to create professional development through implement training program.
In order to identify training needs, it is essential to Tesco to assess counter productive to
offer individual training and development program. Following are certain methods exist through
training needs could be assess:
Organisational analysis: In the organisation, manager need to identify reasons for
desired training. In this aspect, Tesco need to concentrate on their goals and objectives which
they want to accomplish. Hence, they can conduct training program easily.
Person analysis: Person analysis is kind of assessment in which potential participants
and instructors are involves in the process. Hence, each person need to involve in the process.
Tesco need to identified that employees requires skills to perform particular task and activity.
Furthermore, equipments are also assessed that are needed for training.
Work analysis: In this way, analysis of task are involved as per the job requirement to
perform particular task. In Tesco specify of the main duty and skills required to perform
particular job.
On the Job training: On the job training, person determines their experience through
learning and guidance of their manager. Further, in Tesco they are performs their operations
through coaching, mentoring, etc. of their seniors. Hence, proper interaction increasing which
helps to increase awareness towards the aims and objectives. Performance will be improve
through focus on the certain areas which improve systematic results at workplace. In addition to
this, on regular basis employee learn from their job which increasing performance and outcomes
in systematic manner (Smith, 2014). Beside this, employee are also getting benefit of practical
learning that increasing their performance.
Off the Job training: It is another approach which used to enhance performance of
employee through off the job training. In this regard, manager and senior will provide proper
guidance with learning activities. Different techniques are also implemented to concentrate on
the management games, role play, etc. Hence, the chosen business has opportunity to apply

particular job that increasing retention for development of the results. With the help of the off
the job training method, the chosen firm can easily develop their understanding towards
employee performance and outcomes (Pierce and Aguinis, 2013).
c) Benefits of Tesco and employees with implementation of the systematic approach of training
and development
Training and develop consist important role to make sure that employees are able to
attain desire goals and objectives. In this regard, knowledge and performances will be increasing
to accomplish results in systematic manner (Abdelhak, Grostick and Hanken, 2014). It is the best
way to attain goals to meet with the desired results. Following are different approaches defines
which could be used by manager of Tesco to increase performance of the employees and
beneficial to them:
 With the help of training to Tesco employees, job satisfaction and morale among
employees will be increasing.
 Employee motivation also enhances that assists to perform several functions and
operations.
 Efficiency of the process also increasing that helps to set new technologies and methods
in the business.
 Employee turnover also decreasing which help to concentrate on the target of the
business.
d) Effectiveness of the Tesco training and development practices in accomplishment of return on
investment
Manager of the chosen company require concentrate on the performance to increase
systematic activities at workplace. In this way, they need to implement proper concentration on
Tesco employees to deliver creative results. Moreover, critical evaluation also helps to perform
different activities in systematic manner. Hence, it consists valuable tool for the action plan in
personal and professional development (Hwang and Ng, 2013). Along with this, coordination
also need to develop that build systematic results on return on investment.
In respect to implement training facilities, better quality of services will be implemented
which assists to improve efficiency of workers in systematic manner. It is the systematic
activities that assist to accomplish desire aims and objectives. Following are certain benefits will
be implemented in retail sector business:

 It enhances employee performances.
 Encourages people to take part in the building team.
 Positive working environment to increase profits and revenue.
 Increasing skills and personal development plan.
Along with this, it also develops employee performance of the Tesco to make sure that
training program effectively implemented. It mainly creates impact on the business performances
to implement services and quality of it. Retail sector businesses are also operating positive
influence that increase efficiency for performance. Better quality of products and services will be
implemented which make creative results with increasing productivity and profits of Tesco.
PART 3
TASK 4
a. Importance for ITV to maintain good employee relations
The employees or workforce are the main elements within an organisation. The
employees working together shared an effective relationship with the co-workers. It is very
important to ensure that the employees are satisfied with their workplace and working
environment. The ITV needs to maintain good employee relation in order improve the
productivity as well as profitability in the business(Glendon, Clarke and McKenna,2016). There
are various benefits for maintaining good employee relation within the workplace which are as
described below -
 There are various issues and problems in which an individual fails to take appropriate
decisions alone – There are many situations s in which a manager or owner of an
organisation needs some advice or guidance for making a decision. Good employee
relation helps a manager or administrator to make effective decisions related to the
business operations. Good employee relation helps the management to create effective
and most suitable plans for the organisation which can help in achieving the goals and
objectives of the organisation.
 Helps in building Team work – Good employee relation is very helpful in building team
work and increasing the overall performance of the organisation. ITV can increase its
productivity through developing various teams or groups which is possible by
maintaining a good employee relation within the organisation. Employee relation is very

important to make the employees friendly with each other and share a healthy
relationship with each other. Every employee has different values, beliefs and working
technique, employee relation helps other employees and the employer to accept the
differences they share within an organisation.
 Reducing absenteeism at workplace – If the employees feels good within a business
environment or workplace, they will be likely to come office daily. The good employee
relation motivate and encourage workers to skip leaves and enjoy working within the
organisation. ITV can maintain the flow of business activities and operations with the
help of effective and healthy employee relation within the organisation(Pierce and
Aguinis,2013). The employee will avoid taking more leaves as they will enjoy the work
in the organisation. Reduced absenteeism help in developing effectiveness and efficiency
of the organisation which leads to increase in profit of the business.
 Helps in building trust – Good relation with the employees helps to build strong
relationship and trust within the organisation or a company. Trust is very essential factor
within a business. The employees and employers should have a strong trust factor among
them in order to develop a smooth, friendly and effective working environment. Good
relationship among the employees helps employees to share their views and feelings with
others which helps them to get relaxed as well as focus on improving their performance
within the organisation(Brewster,Mayrhofer and Morley,2016).
Good Employee relation influencing HRM decision making
The Human resource management is responsible for developing and managing an
effective workforce or human resources of an organisation or company. The Human resource
management helps an organisation or company to recruit skilled employees, organise and
manage in the most appropriate way for getting the best outcomes. The employee relation helps
the HRM to understand the employee behaviour and motivation factors that can encourage
improving their performance within the organisation. The Good Employee relation help
management of an organisation to make important decisions such as termination, promotion,
resolving an issue or conflict etc. Good employee relation also helps to improve morale within
the company and management, the Human resource management needs to understand each and
every employee in a better way for managing and motivating them. HRM needs to make various

important decisions for workforce of an organisation which is impossible without better
understanding (Smith, 2014)
Employee relationship helps the employer to make the decision regarding the
performance measurement of the employees in the organisation. When the employer is going to
start a new project, he or she need to select the efficient employees who can effectively complete
the project. When the employer maintain good relationship with the employees, he or he can able
to find that who is working good and who is working ineffectively. The worker who is working
in most effective manner will be selected by the employer for competing the project. Thus, it can
be said that employee relationship plays very significant role while employer is making any
decision for the venture as well as for the better performance of organisation.

P6 Key elements of employment legislation and ITV HR decision making with the consideration
of various factors.
Each and every corporation needs to focus on the various government laws and policies
which can be make better employment. There are various key elements which impact upon the
ITV HR decision making process(Armstrong and Taylor, 2014).
Equality: This is one of the most important key element for the human resource manager this is
because it reduces the impact of workers power on several decisions. According to equality 2010
law each and every organisation have to pay same salary to same categories employees they
should not do partiality. Through this law chosen organisation can enhance the performance of
employees and can build the trust in the business environment. According to this law chosen
every firm have to give same facilities to male and female candidates( Purcell, 2013).
Data protection: This is another most important legislation which can be impact on the decision
making process of human resource manager(Cardon and Stevens, 2004). According to the law
of data protection act 1998, individual within organisation should be careful about the important
data and informations. As the informations and all previous and present data should be process
fairly and obtained with the permission of government for special investigation. This act have to
be follow by the human resource manager of cited company, if they will not consider this act
then it will influence their decision making process and can decrease the productivity of
business.
Health and safety: Health and safety act 1974 will help to human resource manager to brings
efficiency at workplace and also create a healthy environment. Through this element HR. can
take effective decision for firms as well employees betterment. HR. are the person in
organisation who are responsible for safety and security(Cornelius, 2012). They have to provide
safe and secure environment to the employees. When workers feel safe and secure then they can
put the extra efforts in the success of organisation. Along with this chosen company can remove
the problem of employee turnover by following this act in the workplace. It is duty of human
resource manager to provide the trainings to new and old employees for the use of various
chemical and resources of the corporation which damage to the workers and health as well safety
issues. With the help of trainings hr. can guide the employees that how to use resources in proper
manner( Festing and Engle, 2018).

Contractual responsibilities: This ca be other statute law in terms of workers who selected for the
contractual work. Hr manager has responsibility to provide the same opportunity and chance to
workers who came through the contract( Festing and Dowling, 2008).
CONCLUSION
It can be concluded from the project report that human resource management plays very
significant role in the organisation in hiring, managing, guiding and developing human resource
of the venture. There are several roles and responsibilities that need to be done by the human
resource manager so that he or she can retain them in effective and efficient manner. The
responsibilities consist hiring the efficient people, developing the people by providing training
and development, solving the dispute between the employees and management, compensating
them, treating every employee fairly, guiding and motivating employees, leading them
effectively. These are the key role and responsibilities of the human resources which helps the
employees to put large efforts at their work. Other than that employee relationship also plays
very significant role in retaining and satisfying the employees in the venture. If the management
is able to maintain good and healthy relationship with the employees then employees get
motivated to work in effective manner and put their maximum efforts in their work. With that
training and development also plays very important role in the organisation, this helps the
employees to enhance their skills and ability. Other than that this also helps the employees to
develop themselves to cope up with the different circumstances such as change adoption, solving
the disputes etc.

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