Human Resource Management Review

This assignment presents a review of current literature in human resource management (HRM). It examines various aspects of HRM, including strategic HRM, talent management, high-performance work practices, e-HRM, sustainable HRM, and the impact of big data on HRM. The review also highlights key trends and challenges facing HRM professionals and proposes a research agenda for future studies.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
A. Workforce planning and role of human resource manager in Woodhill................................1
B. Strength and weakness of different approaches to recruitment and selection........................1
C. Function of human resource management to accomplish targets of business........................2
D. Evaluate strength and weakness of various approaches to recruitment and selection...........2
E. Examples supporting evaluation of strength and weakness...................................................3
TASK 2............................................................................................................................................4
A. Job advertisement for role......................................................................................................4
B. Suitable platform to place advertisement...............................................................................4
C. Job specification and person specification for role................................................................5
TASK 3............................................................................................................................................6
A. Difference between training and development.......................................................................6
B. Changes customer's expectation affecting Tesco...................................................................7
C. Training methods which are using by Tesco..........................................................................7
D. Benefits for Tesco and employees in providing structured training program........................7
E. Training achieving return on investment................................................................................8
TASK 4............................................................................................................................................8
A. Importance for ITV to maintain good employee relations.....................................................8
B. Key elements in employee legislation and manner its effect ITV's decisions.......................9
C. Key aspects of employee relation management.....................................................................9
D. Critical evaluation of employee relations and application of HRM practices.......................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource management is much essential for each and every kind of company. It is
must to cater an effective services to customers apart from developing goods only. As clients are
an important part for organisation (Human Resource Management, 2017). Along with this, it is
necessary for manager of firm to improve their operational activities, thus they can enhance
effectiveness of their products. It will assist them to take benefits from their rivals at
marketplace. Additionally, it is required for employer to cater training to their staff members,
hence their work execution will be improved. This assignment is based on Woodhill college and
they are having an effective labour turnover. Other enterprise which is selected is Tesco which is
established in UK and doing their business in grocery things (Al Ariss, Cascio and Paauwe,
2014). They give training to their employees, thus they can utilize new or inventive techniques in
firm. In this report, third organisation which is chosen is ITV, it is a British media association.
Along with this, this report is comprehend importance of maintaining healthy relationship with
workers.
TASK 1
A. Workforce planning and role of human resource manager in Woodhill
It is essential for unit of Woodhill college that they have to do their work in systematic
way, so that they can reduce ineffectiveness of task in organisation. Employer of association has
to make effort with procedure of manpower arrangement, thus they can attain desired goals and
objectives in an effective manner. It aids cited college to examine their staff member, hence they
can accomplish their work within provided time span. Along with this, it helps to assign right job
to right individual as per their skills and capabilities. Fundamental function of human resource
division is to do appropriate workforce planning, as it assist staff members to determine their
needs and wants. It will likewise aids to determine affect of intrinsic as well as extrinsic
surroundings. Therefore, employer of Woodhill college assumes a prominent role to set planning
which is associated with manpower, so that they can properly utilize their abilities and
knowledge (Alfes and et. al., 2013).
B. Strength and weakness of different approaches to recruitment and selection
Enlistment is a process which helps company to recruit a prospective candidate. There are
many methods which is connected to recruitment as well as selection, are mentioned as below:
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Internal recruitment: As per this, staff members will acquire an opportunity to fill vacant
position in cited firm. As a result, manager can save their money and in addition time. Along
with this, it will cater motivation to employees and they do their task with more effectiveness.
External recruitment: As indicated by this method, employer can fill vacancies by giving an
advertisement in newspaper, social sites and so on but it consumes lot of time and cost. It is
much adequate as manager can find out new talent as well as new thoughts, which assist them to
achieve their objectives in an efficient way (Armstrong and Taylor, 2014).
Third party: By using this methodology, people can be selected from numerous places. It will
help employer to determine more potential talent for their enterprise, but it is more costly.
C. Function of human resource management to accomplish targets of business
There are distinctive HRM functions which can be utilized by manager of Woodhill
college, thus they can achieve goals and objectives in an effective and efficient way. Some are
mentioned as beneath:
 Fundamental function of human resource management is recruitment, it aids in hire as
well as retention of potential workers. Additionally, it consists numerous task such as
improvement in job description and so on.
 Employer can cater on the job training to new employees as it will assist in improve their
work efficiency and they will do their task more qualitative.
 HR manager of cited university has to motivate their employees, so that they can perform
their activities in more effective manner. As a result, they can enhance their revenues and
along with this reputation. Consequently, they can achieve best results for their
association (Brewster, Mayrhofer and Morley, 2016).
 It is must for superior of enterprise to give best working surroundings to their
subordinates, as a result, it aids in their retention for maximum time span and in addition
they can accomplish their work within provided period of time.
D. Evaluate strength and weakness of various approaches to recruitment and selection
Employees of Woodhill university are utilizing various methodologies in their firm.
Additionally, they have to find out strength as well as weakness of all of methods which is
associated with recruitment and selection, and it is discussed as beneath:
Internal recruitment Strength:
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 It is not much costly.
 It consumes less time as compare to other methodologies.
Weakness:
 By using this method, employer of Company is not much
able to appoint more potential people which can be
accessible outside company.
 Lack of inventive ideas and methods
External recruitment Strength:
 Enterprise can appoint an adequate individual which assist
them to accomplish requirement of job.
Weakness:
 It consumes lots of time and along with this cost.
 It takes a lengthy procedure (Chuang, Chen and Chuang,
2013).
Third party Strength:
 Persons can be chosen from various distinctive areas.
Weakness:
 It is costly and much difficult to manage.
E. Examples supporting evaluation of strength and weakness
Three methods which can be utilizing by Woodhill university, so that they can recruit
best and suitable candidate for their association. All of these methodologies can give positive as
well as negative influence on objectives of business.
Example which is associated with Internal recruitment approach: Whenever a post is vacant
in enterprise then it is not must essential for them to do advertisement, they can fill position
through internal enlistment. Additionally, staff member's friends and relatives can be referred by
them to work in cited firm.
Example which is related to external recruitment approach: To fill the position in company,
manager can use this method. They can cater advertisement in magazine, social sites, newspaper
and so on. As a result, they can get more potential individuals for their business. But
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fundamental disadvantage of this methodology is that, it consumes lots of time and along with
this cost (Dries, 2013).
Example which is connected with Third party sourcing approach: Consultancy enterprise
can found best candidate to fill vacant post in organisation, so that they can accomplish
requirement of occupation. These people can easily select from distinctive areas and can find out
by utilizing unique or creative thoughts, hence they can achieve their targets. Major cons of this
method is that there is less control on business exercises and along with this people can face
communication problems.
TASK 2
A. Job advertisement for role
Requirement of a Librarian
Woodhill college is looking for an knowledgeable and well-qualified staff for division of
Commerce
Post: Lecturer
Qualification required: PG in field of commerce, PhD
Experience: At least 3 years of experience
Only shortlisted people are eligible for interview
Interested individuals can also apply for interview through e – mail or post
Update detailed Curriculum vitae and photo till 20th August 2017
Address: De Villebois Mareuil Drive Pretoria East
Postal address: PO Box 1818, Faerie Glen 0043
E – mail: [e-mail]
Contact no.: 123 456 7890
B. Suitable platform to place advertisement
There are many ways which be used by company to pull maximum potential candidates
to fill vacant post. For above stated purpose, employer of organisation can utilize an impressive
advertisement method. It may comprises various methods, such as social media, online job post,
notice boards, newspaper and so on (Fee, 2014). Along with this, employer can also past ads on
their official website, as it saves their time and in addition cost. In modern days, persons are
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using social sites in huge range, thus if firm post their ads on social sites, then they can easily
attract many individuals towards them to fulfil vacant position. Many people have a habit of
reading newspaper on regular basis, thus they can gather necessary information from it also.
Hence, it is also an adequate way which can be used by superior of Woodhill college. The other
approach is post info on public notice board, as some persons can not afford tools and
technologies. So that it is the easiest method for them to acquire data about vacant position.
Hence, traditional approaches can also be useful for appointing suitable candidate at occupation.
Along with this, company can design website creatively, as a result they can attract many other
new people towards empty position.
C. Job specification and person specification for role
Name of company Woodhill College
Occupational designation Lecturer
Location London, United Kingdom
Report Employer of Human asset division
Duties and obligations  It is must for individual who are enlisting for cited firm,
must have experience so that they can teach undergraduate
as well as post graduate students.
 It is must for people to keep up their self professional
improvement.
 To get financial support for research.
 Employees of organisation have to support their students
and along with this care.
 It is necessary to follow and in addition promote policies in
a proper way.
Skills required  People must possess an efficient and effective knowledge
which is associated with specific occupation.
 It is required that an individual must have better
communication ability, oral, interpersonal skills and so
forth.
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 He or she should work in team in an adequate way.
 Evidence must to require, so that it can be proved that he or
she can teach students who are studying undergraduate and
postgraduate.
Personal qualities An individual can make proper commitment to public conversation.
Person who are going to be enlist by employer must have an
effective quality, thus he or she can teach students and provide them
positive learning surroundings. Along with this, they must possess
an appropriate communication skills with them, hence they can
transfer their learning to students.
Salary 30000 to 40000 pond
Hours for working 10:00 AM to 3:30 PM
TASK 3
A. Difference between training and development
There are various deviations amongst them are mentioned as below:
 Training is a procedure which is associated with learning through which staff members
can acquire an opportunity to enhance their knowledge as well as skills as per
prerequisites of occupation. Apart from this, development is much connected with
educational procedures, which assist in increment of success of labours in company.
 Training caters motivation to staff members, but development it self consider as a
inspiration, which is provided to workers (George, Haas and Pentland, 2014).
 Training is associated with job orientation, where as, development is related to career
and it is for long period of time.
 Fundamental purpose of giving training to labours of Tesco is that, it assists them to
improve their work work performance. Instead of this, target of development in cited
company is that help staff members, thus they can easily face future problems in an
effective as well as efficient manner.
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 Training is associated with short span of time, but development is catered by tip level of
management to employees for long term, thus they can easily achieve goals and targets
adequately.
B. Changes customer's expectation affecting Tesco
It is essential for employer of company to provide training to their staff members, as a
result they can complete their work in an effective manner and reduce unwanted cost from their
operational activities. Each and every clients demand can change as per time passed, thus it is
necessary for employer to accomplish their needs and wants according to their preferences as
well as tastes. As a result, they can improve their productivity and in addition sales. Additionally,
it aids them to enhance their revenues and market share (Jabbour, and et. al., 2013). Clients are
an integral part for any organisation, hence manager has to develop an effective strategies so that
they can accomplish their demands within period of time. It is must for them to maintain quality
of their items and services, it assists them to keep up their reputation and in addition they can
take benefits from their competitors also. Along with this, superior can cater training to their
staff members and conduct research, therefore, they can easily produce goods as per market
trends. An effective training assist them to achieve goals and targets in an adequate way.
C. Training methods which are using by Tesco
There are various methods which can be utilized by employer of Tesco, while they are
giving training to them, thus they can enhance their abilities as well as skills. Some are
mentioned as beneath:
On the job training: It is given to those staff members who are newly enlisted in association. It
consumes less cost and along with this it is less troubled to use this methodology. As it is catered
to labours while they are doing their work. As a result, it aids to maintain quality of items and
administrations (HR Human Resources, 2017). It may includes many methods, such as rotation
of job, occupation coaching, instructional learning, mentoring and so on.
Off the job training: As indicated by this method, training is given to labours outside the
workplace, hence they can maintain work quality. It is essential for workers to do their work with
more focus, thus they can complete their functions of occupation. It may comprises, conferences,
lecture and so on (Jackson, Schuler and Jiang, 2014).
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D. Benefits for Tesco and employees in providing structured training program
Framed training program portrays various tools as well as methods, which can be utilized
by staff members of company, so that they can improve skills and capabilities of workers, as a
result they can accomplish their work more effectively and efficiently. Along with this, it is must
for employees to concentrate on their targets by using their knowledge. There are certain
advantages of using this program, which are stated as below:
 It is an efficient program which helps to cater effective administrations to clients.
 With assistance of this, manager can give training to their labours, thus they can do their
operational actions in appropriate as well as adequate way.
 Whenever workers get training, it aids them to enhance their work efficiency, as a result
they can acquire best results. Alongside this, it helps to improve investment return and in
addition revenues of company.
 Enterprise can easily attain their SMART targets, therefore they can increase their brand
image and along with this take benefits from their competitors (Kehoe and Wright, 2013).
E. Training achieving return on investment
It is necessary for employer of organisation to cater training to their staff individuals, thus
they can do their task in qualitative way and along with this achieve objectives within an
appropriate time span. Along with this, they have to use their capabilities and knowledge, hence
they can attain desired objectives and goals. When employer is giving training to their labours,
then it takes high cost as well as time. But an appropriate training helps them to retain in
company for maximum time and it will also provide advantages to investors. Because if workers
do their work in more effective manner, then firm can easily improve their incomes. Along with
this, superior can easily use new or unique tools and methods. Additionally, they can accomplish
needs and wants of their buyers as per market trend. If enterprise gives better investment to their
investors then it will aids them to enhance their reputation (Kooij and et. al., 2013).
TASK 4
A. Importance for ITV to maintain good employee relations
It is must for ITV to improve their human assets administration for their workers as well
as manager. Along with this, it is essential for them to maintain healthy relationship, as it will aid
them in their judgement procedure. Additionally, it helps them to enhance their productivity and
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sales. If staff members are motivated, then they can do their in more effective as well as efficient
way. By delivering best products and services to their buyers, they can fulfil their needs and
improve their profits. As a result, it aids to build brand image of firm. It will decease conflicts
within workplace, as they treat equally to their labours (Kramar, 2014).
B. Key elements in employee legislation and manner its effect ITV's decisions
Employer of company can embrace various strategies, as it aids them to take judgement
in an effective manner and they cater benefits to workers, managers etc. It is must to maintain
better communication within organisation, so that people can easily share their thoughts and
suggestions with each other. Additionally, it reduces misunderstanding amongst them. As if any
conflicts arise then they can resolve it appropriately. They can enhance profits and sales of
enterprise and along with this compete their rivals at marketplace. Superior of ITV is using
collective bargaining approach in their business, which assist them to eliminate problems and
mishaps amongst manager and workers (Marler and Fisher, 2013).
C. Key aspects of employee relation management
Employer of company can take judgement for improvement, which can be affected
through key feature of relation of workers. It is essential for them to use all laws and legislation
which is associated with their business. It is must for human resource employer to keep up
positive surroundings at workplace. For above stated purpose, they can develop some strategies
also. Along with this, staff members of firm can share their thoughts with each other, as it will
help them in their procedure of decision making. Along with this, they can achieve their
objectives in an appropriate way. Employment laws have much importance as it will protect right
of workers (Messersmith and Wales, 2013).
D. Critical evaluation of employee relations and application of HRM practices
Relations amongst personnel and various practices of HRM in company influence
judgement process because it many includes suggestions and thoughts of workers. As a result, it
may improve business of ITV and along with this their revenues. Employees of organisation can
develop an effective opinions, but rather then this it may sometimes create some problems also
for administrative department. So that, judgement must be adequate and do not harm any one
within firm (Nyberg and et. al., 2014).
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CONCLUSION
As per above mentioned report it has been concluded that HRM is an integral part for
each and every kind of association. It is essential for employer of company to cater training to
their labours, so that their work efficiency can be enhanced. As a result, they can satisfy needs
and wants of their clients. Additionally, they can improve their revenues and brand image at
marketplace. It is must for firm to generate goods as per demands of buyers. Employer has to
motivate their staff members and for this they can give them incentives and in addition extra
advantages. As a result, it will boost morale of them. Along with this, it is necessary to maintain
healthy relations with purchasers and employees.
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REFERENCES
Books and Journals:
Al Ariss, A., Cascio, W. F. and Paauwe, J., 2014. Talent management: Current theories and
future research directions. Journal of World Business. 49(2). pp.173-179.
Alfes, K. and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New Challenges for European Resource
Management. Springer.
Chuang, C. H., Chen, S. J. and Chuang, C. W., 2013. Human resource management practices and
organizational social capital: The role of industrial characteristics. Journal of Business
Research. 66(5). pp.678-687.
Dries, N., 2013. The psychology of talent management: A review and research agenda. Human
Resource Management Review. 23(4). pp.272-285.
Fee, M. C., 2014. Human resources management.
George, G., Haas, M. R. and Pentland, A., 2014. Big data and management. Academy of
Management Journal. 57(2). pp.321-326.
Jabbour, C. J. C. and et. al., 2013. Environmental management and operational performance in
automotive companies in Brazil: the role of human resource management and lean
manufacturing. Journal of Cleaner Production. 47. pp.129-140.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. The Academy of Management Annals. 8(1). pp.1-56.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2).
pp.366-391.
Kooij, D. T. and et. al., 2013. How the impact of HR practices on employee well‐being and
performance changes with age. Human Resource Management Journal. 23(1). pp.18-
35.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
Marler, J. H. and Fisher, S. L., 2013. An evidence-based review of e-HRM and strategic human
resource management. Human Resource Management Review. 23(1). pp.18-36.
Messersmith, J. G. and Wales, W. J., 2013. Entrepreneurial orientation and performance in
young firms: The role of human resource management. International Small Business
Journal. 31(2). pp.115-136.
Nyberg, A. J. and et. al., 2014. Resource-based perspectives on unit-level human capital a review
and integration. Journal of Management. 40(1). pp.316-346.
Online:
HR Human Resources. 2017. [Online]. Available through:
<http://scs.georgetown.edu/departments/10/master-of-professional-studies-in-human-
resources-management/>. [Accessed on 10th August 2017].
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Human Resource Management. 2017. [Online]. Available through:
<https://www.hud.ac.uk/courses/full-time/undergraduate/human-resource-management-
top-up-ba-hons/>. [Accessed on 10th August 2017].
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