Human Resource Management Analysis

This assignment delves into the crucial role of human resource management (HRM) practices within organizations. It examines the influence of transformational leadership on knowledge management and organizational performance in service industries. The analysis also considers job applications to distressed firms and the impact of HRM strategies on employee commitment, well-being, and organizational success. Furthermore, it explores the relationship between organizational assimilation and employee dissent, highlighting the importance of strategic HRM in diverse industries.

Human Resource
Management
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Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
a) Purpose of recruitment planing and role of HR manager in selecting workers.......................4
b) Strength and weaknesses of recruitment and selection process..............................................5
c) Functions of HRM...................................................................................................................6
d) Evaluation of strength and weaknesses of recruitment and selection process of woodhill
college..........................................................................................................................................6
e) Critical evaluation of recruitment and selection process of woodhill college.........................7
TASK 2............................................................................................................................................8
a) Job advertisement for the role..................................................................................................8
b) Appropriate platform to place advertisement..........................................................................8
c) Job specification and person specification for job role............................................................9
d) Rationale for application of HRM...........................................................................................9
TASK 3..........................................................................................................................................10
a) Comparison between training and development....................................................................10
b) Effect on Tesco due to change sin customer demand and importance of training to trained
staff............................................................................................................................................10
c) Methods of training................................................................................................................11
d) Identification of training needs..............................................................................................11
e) Advantages of training program for Tesco............................................................................12
f) Positive influences of training program.................................................................................12
g) Approaches can be used by Tesco to expand its business organization................................12
TASK 4..........................................................................................................................................13
a) Significance of ITV to maintain good employee relations....................................................13
b) Key components of employment legislation and its role in ITV's HR decisions..................13
c) Employee relation management aspects and its role in decision-making process for HRM.13
d) Critical evaluation of employee relationship and application of HRM for decision making to
implement strategies..................................................................................................................14
CONCLUSION..............................................................................................................................14
REFERENCE.................................................................................................................................15
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INTRODUCTION
Human considers as product in human resource management (HRM) strategy. It is useful
approach for effectiveness of overall business activities. The present report is based on different
aspects of human resource management to develop work efficiency of Woodhill College, Tesco
and ITV. Therefore, under task 1, techniques to reduce high turnover of Woodhill college staff
can be determined. Moreover, methods for recruitment and selection processes are to be
understood here. Further, in task 2, job advertisement and its specification can be recognized. .
However, in task 3 of the study significance of training and development for workers' better
work performance can be analyzed. In accordance to this, several methods to gain organization’s
effectiveness are to be described. Thus, task 4 of the report is able to generate ideas related to
establishing employment relationship for ITV. Therefore, key aspects of HRM decision-making
process for entity's effectiveness can be understood.
TASK 1
a) Purpose of recruitment planning and role of HR manager in selecting workers
As per the given case study, Woodhill college is facing with high turnover issue in
organization that impacts on effectiveness of organization. In this regard, entity aims to reduce
turnover by providing facilities for staff sustainability (Yalew and et.al., 2013). Including this,
organization focuses to organize recruitment and selection process to appoint new employees
for entity. It is useful technique to expand business organization at high level. Regarding this,
various objectives for recruitment planning can be described as follows:-
Encourage effective number of candidates to apply for vacancies: - Woodhill College
aims to motivate applicants for applying for job. In this process, candidate applies for job by
submitting CV with a cover letter. Further, organization calls short listed applicants for facing
interview Thus, the manager of entity sets objective to stimulate job seekers for work
performance (Smith, 2015).
Analyzing appropriate candidates' skills for selection process: - Through this system,
recognition of candidates' skills are obtained on behalf of which selection process can be
proceed. Thus, effective recruiting and scrutinizing is effective for choosing suitable employees
for Woodhill College’s effectiveness.
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Reduction in unemployment issues: - It is considered valuable to increase employment
and working efficiency of college at the high level. Hence, recruitment process aims to increase
employment by providing opportunity to unemployed for work performance (Sanders,
Wisse ,and Van, 2015). It is useful technique to implement employees relationship management.
Role of HR manager in recruiting and selecting employees for Woodhill College: - HR
manager of college plays great role in recruitment and selection of workers. It is able to reduce
high turnover ratio of the organization. Similarly, it is liable to increase efficiency of industry by
developing number of workers for college's effective staff. Thus, HR manager of the firm
advertise vacancies and further analyze the applicants' CV. In accordance to this, selection of
candidate is useful for choosing the suitable worker for college's effective work performance
(Friedman and et.al., 2014).
It can be stated that the main purpose of recruitment planning is to make sure that future
demand of employees in organization is satisfied. Along with this, it also focuses on selection of
effective process and strategies which can be used for carrying out the process of recruitment and
selection. In terms of role of HR, it can be asserted that HR plays very important role in selecting
workers. The manager of human resources analyzes future demand of workers and then develops
appropriate strategies which can be used to meet that demand. Apart from this, manager also
gathers information about the key skills and attributes required to perform a particular job.
b) Strength and weaknesses of recruitment and selection process
HR manager of Woodhill College organize recruitment and selection planning process to
select new employees for work performances. In order to this, new employees and recruited and
selected effects on organization's efficiency. Further, the process can be understood as below:-
Strength: - The main and most important strength of recruitment and selection process of
Woodhill College is that it does not include any form of discrimination between candidates. This
has resulted in creating sense of satisfaction among different candidates and also provided the
company with desired pool of candidates for carrying out process such as recruitment and
selection.
Weaknesses: - The main weakness of recruitment and selection of Woodhill College is
that its recruitment practices are limited to certain activities only. For example Woodhill College
only displays ads on websites such as JOBS.SC.UK and therefore it creates obstacles in terms of
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attracting desired number of candidates for the vacant post (Delahaye, 2015). On the other side
of this, untrained recruiters in the company can be termed as another major weakness of
Woodhill College. In order to sustain in long run, Woodhill College is required to develop
effective practices and strategies which focuses on overcoming the above mentioned weakness.
c) Functions of HRM
According to given case, wood hill college is suffering from staff turnover issue.
Therefore, HR manager of the organization focuses on reducing the given problem. In this
regard, human resource management implements action plans for increasing business profile
through effective contribution of the staff workers. Thus, various functions of HRM can be
expressed to meet entity's objectives:-
Managerial functions: - It includes planning, organizing, directing and controlling over
college's activities. Thus, management of the entire business operations are analyzed and
developed by HR department of entity. Under this system, objectives are set to achieve
organization's effectiveness (Goldman and Myers, 2015). However, manager recognizes and
plans to achieve the targets effectively by following strategic planning tools.
Operational functions: - In addition to managerial function, HR department of Woodhill
College also implements operational functions such as recruitment and selection, job analyses,
performance appraisal and activities related to employees welfare. Hence, operational functions
are valuable to increase working efficiency of the staff. Through these functions, identification of
workers' performance is able to make plans for increasing in working efficiency (Budhwar and
et.al., 2013). of workers' performance and providing facilities like training and development are
implemented to achieve organization's effectiveness. Moreover, it involves wages and salary,
employee relationship and recording workers' performance. It influences environment and
strategies to make place in competitive market.
It can be assessed that the different functions of HRM can help Woodhill College to
provide talent and skills which can support in meeting up the all business objectives. For
example HRM function includes recruitment and selection of employees. Thus, Woodhill
College HR manager can carry out effective process of recruitment and selection with an
objective to bring pool of candidate within organization. On the other side of this, Woodhill
College HR practices also focuses on providing training and development programs to both new
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and existing candidates. This helps in enhancing the skill set and talent of workers and therefore
directly contributes in accomplishment of its business objectives.
d) Evaluation of strength and weaknesses of recruitment and selection process of Woodhill
College
HR manager of Woodhill College organizes recruitment and selection process to choose
new employees for effective staff. Thus, manager identifies strengths and weaknesses of
organization can describe as below:-
Strength:- As per the given case scenario, expansion at a very good pace is the key
strength of Woodhill College. Over the past few years, the selected business enterprise has
expanded its operations quite well and this has contributed in overall growth and success of
Woodhill College (Birasnav, 2014).
Weaknesses:- According to the provide case scenario, Woodhill College is experiencing
high rate of employee turnover and this has emerged as the major weakness of selected business
enterprise. The provided case scenario, also reflects the fact that many of the teaching position
in organization are still vacant in Woodhill College and this has created several kinds of
obstacles in success of the selected business enterprise. In order to sustain in long run and gain
competitive advantages over other market players, it is required by companies to operate with a
very low rate of employee turnover (Sanders, Wisse and Van, 2015).
e) Critical evaluation of recruitment and selection process of Woodhill College
For recruiting and selecting new employees, HR manager of Woodhill College organizes
recruitment and selection planning procedure. It is able to reduce turnover issue as well
beneficial to implement action plans for increasing in working performances. In accordance to
this, performance of employees are recognized critically including comparison between actual
and standard performances. It generates idea to implement strategies for entity's effectiveness
(Demerouti, Bakker and Leiter, 2014). However, on the basis of critical evaluation changes and
implementations in working performance can be obtained.
As per critical evaluation, it is considered that some faculties feels difficulty in creating
coordination with others. In order to this, disturbing environment of entity is created. Moreover,
lack of contribution in team building and unsupported behavior of staff workers occurs. It
impacts on turnover ratio of industry (Brown and Matsa, 2015). For example; only motivated
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employees contribute their work to reach out set objectives. Including this, encouraged workers
even after hard work do not get any reward impacts on working environment ore, it is necessary
for entity to provide development facilities to increase attraction of staff towards work
performance.
TASK 2
a) Job advertisement for the role
Requirement for staff faculty
Advertisement for experienced faculty in commerce department for Woodhill College
Post- Lecturer
Required qualification:- Masters in commerce/business/management.
Required experience:- Atlesat 2 years experience in any finance department
 Candidate can apply for vacancy with CV and two passport size photographs till 12th
Fabruary, 2017 on accessed link.
 Shortlisted CV and applicants would be called by organization through email or phone
conatct.
 Interview will be held on 15th February, 2017 at Woodhill college, London, UK.
b) Appropriate platform to place advertisement
Woodhill college advertises for vacancy of commerce department faculty through
promotional tools. Such as; email, newspaper, magazine, media and various significant
techniques to promote organization's staff efficiency. In this regard, several methods are applied
by entity to call applicants for commerce faculty. It is initial step of recruitment and selection
process (Budhwar and et.al., 2013). Under this process, HR manager of industry plans for
advertising job role therefore candidates would be applied for faculty teacher with CV and
photographs. In accordance to this, appropriate tools and techniques are implemented by college
to apply for lecturer post.
For advertisement, organization uses different strategies like TV, radio, newspaper,
magazines, articles and several aspects to aware public towards vacancy at workplace. Under
job advertisement system, proper requirements related to qualifications and conducting interview
is obtained. Hence, Woodhill college uses different advertisement tools to attract well qualified
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faculties for commerce department lecturer. In this way, different methods are used to implement
and promote organization's effectiveness (Alfes and et.al., 2013).
c) Job specification and person specification for job role
For organizing recruitment and selection process, following requirements are needed to
be fulfilled:-
Job specification
Post:- Faculty for commerce department
Report to be sent to:- HR manager of Woodhill college
Objective for job:- To contribute my working efficiency in management of organization.
To use my skills and knowledge through teaching field.
Responsibilities:-
 To perform my working abilities by teaching college students.
 To support other faculties for positive environment of organization.
 To establish good relationship with other faculties
 To participate in college's activities.
Person Specification
Knowledge
Experience as college lecturer for 2 years.
 Skills
 Leadership skills
 Problem solving skills
 Hard working
Educational qualification:-
Masters in Business Administration.
d) Rationale for application of HRM
Human resource management considers human as resource of organization. Therefore, it
aims to improve working efficiency of employee’s influences entity's effectiveness. It is
interrelated with other activities of Woodhill College. Such as finance, service qualities and
effective environment of industry (Riley, 2014). However, rationale for application of human
resource management can be understood as:-
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 Improving workers' performance for organization's effectiveness.
 Providing training and development program f\to encourage workers for better qualitative
work.
 Organize recruitment and selection planning procedure to recruit new employees at
workplace.
 To establish relationship among workers for their effective coordination.
 To create link between all sectors of entity through clear communication.
 Preparing action plans for personal and professional development of workers.
Thus, human resource management focuses on above mentioned objectives for college's
effectiveness. It influences entire development of organization as well creates positive
environment of entity effectively.
TASK 3
a) Comparison between training and development
Tesco implements training and development program to achieve organization's
qualitative services. There are some differences occurs between training and development ca be
determined as:-
Bases Training Development
Meaning It is learning process in which
skills of employees working in
Tesco are to be developed.
It is related to overall growth
of workers in Tesco at
personal as well professional
level.
Time frame Short term period Long term period
Orientation Related to present strategies Focuses on future trend
Target Specific job related To gain general knowledge
Motivational tool Trainer Self motivated
Training and development are different from each other which remains as effective tool
of HRM to improve work performance of employees at current time and in future planning
process (Hollenbeck and Jamieson, 2015).
b) Effect on Tesco due to changes in customer demand and importance of training to trained staff
Tesco produces and supplements goods and services according to customer demand.
Therefore, changes in interests and demand regarding groceries and food products effects on
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effectiveness of Retail Company. In this situation, Tesco requires to adopt changes for
qualitative services. It impacts on product value in market to face competition. Regarding this, it
is determined that it is external environmental factor which effects on transaction and utilization
of resources. Therefore, market position and effectiveness of Tesco impacted due to changes in
social factors of organization (Birasnav, 2014). It can be also stated that personal factors such as
age, gender, income level etc. has direct influence on need and demand of people in the market
and their buying behavior. For example the need of Tesco’s products in a teenage will be
different from the products purchase by adult from Tesco. Sometimes a teenager may get
attracted from packaging of a product and purchase the same without paying attention to price
and quality. However, a adult will be more concern about features such as price and quality of
Tesco’s products at the time of buying the same.
Importance of training to train staff:- Adoption of changes in public interests is one of
the great strategy to implement changes. It is crucial for developing working ability of
employees through providing training and development facilities. In this regard, it is determined
that training is useful to train staff for getting adjusted according to changes occurs at workplace.
Therefore, personal and professional development of employees are implemented through
training programs (Merrill and et.al., 2013). Training to staff members of Tesco will help in
acquiring effective skills which can be used to understand different demands and need of people.
c) Methods of training
Tesco organizes training program through different methods like on the job and off the
job methods (Tesco, 2016). It includes classroom lectures, reading articles, newspaper, job
rotation, job specification techniques. Where, some of them are presented at classroom and
coaching while some methods are utilized in practice manner. For example; reading articles,
newspaper, magazines and data presentation are tools to develop working efficiency. Similarly,
job rotation involves giving responsibilities of employees to other workers. Therefore, effective
understanding is created between workers influences positive environment of entity at high level
as well encourages them for contribute in team building (CHENG and et.al., 2015).
d) Identification of training needs
HR manager of Tesco analyzes performance of employees at workplace generates idea
for training needs. In this regard, taining needs and performance of workers are comprised.
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According to this, critical evaluation of workers' performance is recognized which generates
comparison between actual and expected working efficiency (Sanders, Wisse and Van, 2015).
Thus, it is valuable tool to implement action plans for workers' personal and professional
development. Moreover, it is unsuitable to encourage them for effective coordination in team
building. Including this, workers give their best as per ability impacts on organization's
effectiveness. It has been identified that Tesco’s staff members requires training on different
areas for their improvement. It can be stated that Tesco’s employees needs to develop their
presentation and communication skills in order to become more effective. Apart from this,
training needs of Tesco’s employees are also related with areas such as team working, critical
thinking and decision making.
e) Advantages of training program for Tesco
Tesco provides training facilities to employees for getting better quality services. It is
beneficial to improve working efficiency of workers. It is crucial tool to achieve organization's
effectiveness (Goldman and Myers, 2015). Some of the main benefits of training program for
retail company can be understood as:-
 Improving performance of employees- Tesco will be able to enhance the overall
performance of staff members with the help of training program. It can be asserted that
training sessions will results in improving the skills and enhancing the knowledge of
workers in Tesco.
 Encourages workers for effective coordination to build team effectively- training session
conducted by Tesco will also support in motivating workers to carry out their task in
more effective manner with the help of strategies such as team work. Tesco will be able
to encourage more team work with the help of such sessions.
 Reduces conflicts and disputes as well creates better understanding among workers-
Tesco’s training sessions will provide all workers with an opportunity to work together
and understand each other. The direct impact of this is that it will help Tesco to lower
down the rate of issues and conflicts among workers.
f) Positive influences of training program
Employees of Tesco increase their working efficiency by attending training program. It
affects organization's performance positively to implement service qualities of grocery items and
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food products. According to this, positive influences training practices is that it will influences
overall development of entity through better quality of work. Therefore, effectiveness in
industry's goods and services are impacted to increasing in productivity and profitability of
industry. Thus, positive factors of training implement action plans for Tesco effectiveness. It
influences entity's position in market as well impacts on sustainability of products at large scale
(Delahaye, 2015). Tesco will have a direct and positive influence on overall performance and
productivity of all it employees. It can be evaluated that Tesco will be able to enhance skill set
and knowledge base of staff members. On the other side of this, it can be asserted that training
program will also have positive influence over share price and profits of Tesco. Trained workers
will be able to provide more satisfactory services to customers and therefore high degree of
customer satisfaction will directly increase share price and profits of Tesco.
g) Approaches can be used by Tesco to expand its business organization
Tesco aims to expand its business entity through operating new branches in other
countries. It is valuable to sustain good market reputation and implementing competitive
strategies for organization's effectiveness (Goldman and Myers, 2015). Thus, entity can apply
following approaches to expand its business as:-
 Proper market research and determining product requirements- Tesco can make use of
this approach in order to carry out expansion of its business. It can be asserted that Tesco
needs to carry out effective market research with an objective to identify need/demand of
customers and enhance the degree of their satisfaction. This strategy will also help Tesco
in achieving higher growth in the marketplace.
 Effective fund allocation- It is another effective approach which can be taken into
consideration by Tesco. Here, the brand can seek for managing and investing its funds
and revenues in correct areas for carrying out expansion of Tesco business.
 Preparing strategies to attract customers at high level- Tesco can also seek for developing
effective strategies which can results in developing demand among people in the market.
 Establishing good relationship with customers- This is one of the most appropriate
strategies which can be adopted by Tesco for expansion. Here, Tesco will needs to lay
emphasis on achieving higher degree of customer satisfaction.
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TASK 4
a) Significance of ITV to maintain good employee relations
Effective employees relationship is valuable to achieve effectiveness so ITV. In this
regard, overall development of entity is implemented (Brown and Matsa, 2015). On behalf of
good relationship among workers, ITV gets following benefits:-
 Better understanding among employees
 Creates positive and healthy environment of organization
 Optimum utilization of resources is obtained
 Effective financial management of industry is presented
 Reduces disputes and conflicts
 Support all employees for team building and reaching out the set goals
Thus, good employees; relationship is crucial to develop business activities and remains
helpful to make place in market through competitive strategies.
b) Key components of employment legislation and its role in ITV's HR decisions
Employment legislation is essential to protect employees and their relationship for
effective HRM strategy. It is concentrated tool for HR manager to be focused on workers' rights.
Moreover, it includes wages, salary, incentives and insurance facilities to workers for
encouraging them for effective work and organization's positive environment (Hollenbeck and
Jamieson, 2015). Therefore, on behalf of employment legislation HR takes decision for
implementation in business activities of ITV. It leads to makes plans for further business
activities also helpful for employees relationship management.
c) Employee relation management aspects and its role in decision-making process for HRM
Human resource management focuses on establishing employees relationship
management effectively. It influences decision-making strategy for further business activities of
ITV. Regarding this, effective management of organization is implemented on behalf of which
entity prepares strategies to get effectiveness as well influences atmosphere at marketplace.
However, employee management aspects is effective tool to develop working efficiency of
workers at high level (Merrill and et.al., 2013). It impacts on good reputation and effective
coordination among employees of the organization also increases strength to face competition.
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d) Critical evaluation of employee relationship and application of HRM for decision making to
implement strategies
HR manager of ITV critically evaluates performances of employees. It includes positive
and negative aspects of their working efficiency. Moreover, it generates comparison between
actual and expected performances. Including this, it leads to encourage workers for effective
qualitative services as well impacts on ITV's performance. However, effective business profile
and increasing in productivity and profitability of entity is presented. Apart from this, it is also
considered that employees do not support each other for team building as well impacts on
organization's effectiveness (Smith, 2015). Thus, entity requires to focus on these factors for
effective business profile.
CONCLUSION
It is concluded that organization can achieve effectiveness at high level through effective
coordination of all employees. The report is determined different aspects of HRM to increase
working efficiency of workers influences environment of business. Moreover, training and
development significance are considered here to gain effective qualitative services of firm. In
addition to this, varieties of tools and techniques for job specification and encouraging workers
for contribution has been understood.
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REFERENCE
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Budhwar, P.S. And et.al., 2013. Human resource management in developing countries.
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Delahaye, B., 2015. Human resource development. Tilde Publishing.
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Merrill, R.M. and et.al., 2013. Self-rated job performance and absenteeism according to
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February, 2017].
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