Human Resource Management: A Review of Literature and Sources of Recruitment

This assignment is a case study that reviews the literature on human resource management, including its functions, importance in organizations, and impact on productivity. It also explores the sources of recruitment for employees, both internal and external, and discusses their significance in the hiring process. The case study provides an overview of key concepts and theories related to HRM, as well as practical applications in various industries.

HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
(a) Purpose of workforce planning and the role of the HR manager in Woodhill College?. .1
(b) Strength and weaknesses of various approaches of recruitment and selection.................3
TASK 2............................................................................................................................................5
(a) Job advertisement for the role...........................................................................................5
(b) Platforms to place the advertisement................................................................................6
(c)Prepare a job specification.................................................................................................6
TASK 3............................................................................................................................................7
(a) Difference between training and development.................................................................7
(b) How changes in customer expectations affected TESCO'S train staff............................7
(c) Methods of training used by business organisation..........................................................7
(d) Benefits of having a structured training programme........................................................8
(e) Effectiveness of recruitment and selection practices........................................................9
TASK 4............................................................................................................................................9
(a) Significance of maintaining good employee relationship.................................................9
(b) Employment legislation and its impact on decision making process.............................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resources are worthwhile assets for every commercial entity that assists it to
achieve goals and objectives. The main role of department is to establish coordination and
cooperation among staff members as they can work effectively. HRM is the main function of
business organisation which provides leadership and give relevant solutions in order to deal with
all issues and circumstances related to people. Human resource department deals with hiring,
organisational development, compensation, performance management, communication,
employee engagement, training and administration (Buller and McEvoy, 2012). The present
report based upon different different organisations. Apart from this, the report will be describe
purpose of HRM functions and strength and weaknesses of different approaches of recruitment.
It also explains that how HRM practices are beneficial for employees as well as employers.
Significance of employee relationship will also described in this assignment. Furthermore, it will
discuss regrading CV, job specification and so on.
TASK 1
(a) Purpose of workforce planning and the role of the HR manager in Woodhill College?
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Illustration 1: HRM functions

(Source: Difference Between Personnel Management and Human Resource Management, 2017)
Workforce planning – Its a core HRM function that is concern with proper identification
of workforce requirements in order to achieve company's goals and objectives in an adequate
manner. It is continue process that is implemented in order to analyse organisation's needs and
priorities in context of human resources. Workforce planning ensures that firm can meet its
regulatory, production, legislative and service requirements. It can enable development strategies
that is based upon workforce evidence. Every business organisation has its separate human
resource department that is liable to resolve employees' queries and work related problems. It
will help a firm to get better outcomes. Further, workforce planning is all about enhancing
workers performance and motivating them to foremost level. In Woodhill College, it is disclosed
with managing staff members in an effective manner.
Role of HR manager Recruitment and selection – Recruitment is the process through which a vacant profile is
identified and potential candidates are notified. Along with this, its main goal is to attain
well skilled and qualified people so as to optimum utilisation of human resources. But
before this, Woodhill College have to create and execute staffing plans that is rely upon
firm's budget. Apart from this selection is the process of choosing an appropriate person
from all alternative options (Alfes and et. al., 2013). Recruitment and selection is very
essential part of human resource management because it can diminishes the operation
costs, i.e. unmotivated, engaging incompetent and under qualified workers. Training and development – It is an indispensable HRM function which prime aim is to
improve employees' performance by increasing their current skills and abilities.
Managers of refereed organisation, conduct various training programmes so as to
compete with other external forces. Effective development programmes can increasing
productivity and profit level of company then, company can achieve its vision and
mission in a certain time period. Performance management – HR professionals are generally responsible for
administering as well as evolving performance appraisal system. Along with this, with
the help of performance management HR department can determine how effectively
placing and hiring employees at workplace (Glick, Stein and Edelson, 2011). PM allows
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managers to get reliable information which driven up better decisions. The core concept
of performance management involves these action, such as – clearly develop job
description, selecting suitable candidate who matches with firm's criteria and negotiating
negotiating requirements by accomplishing performance standards.
 Employee relation – It is necessary to HR manager to attain and retain employees for
long term period. This can be done only if workers having good industrial relations. In a
business entity, employees are belong from different cultures and nature, sometimes they
are not able to understand each other (Aswathappa, 2013). This can increases conflicts
and disputes at workplace; therefore it is essential for human resource department to
analyse the prime reason of misunderstanding and find out appropriate solution for the
same.
(b) Strength and weaknesses of various approaches of recruitment and selection
Recruitment and selection is concerned with workforce planning; it all about how many
and what kind of persons are needed. Both are the fundamental steps of human resource
department; it assists in attracting candidates to apply for vacant position. For this purpose, an
accurate strategy is required that can reduces time and money by maximising total revenue of the
firm.
Recruitment and selection – It is the process of determining prospective staff members
so as to apply for job. Recruitment is positive approach that is related with tapping sources of
human resources. It helps Woodhill College to get people with attractive or technical skills,
attitude and behaviour. Apart from this, selection is a negative approach; it discloses with
picking up suitable candidates from pool of applicants. It results there is a contract between
employers and selected person. There are two methods of recruitment and selection, such as –
internal and external.
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Illustration 2: Sources of recruitment and selection

(Sources: Sources of Recruitment of Employees: Internal and External Sources | Recruitment,
2016)
Internal sources of recruitment and selection Transfers – It means shifting an employee from place to another within organisation.
There no change in designation, rank or responsibilities. The purpose of transfer is to
filling vacancy of other departments (Bloom and Van Reenen, 2011). For example- in
Woodhill College, if an individual is not able to perform well in one department then he
can switch to another as per his convenience. Promotions – It refers to promote employee from one designation to another by carrying
higher pay, responsibilities and better prestige. Promotion assists in motivating or
encouraging employees as they can perform effectively in business organisation. But if a
worker is promoted, then he or she will vacant their current position and it is must for
organisations to fill it as soon as possible. Employee referrals – The existing employees of the company give reference of their
friends, colleagues and family members for a specific job. Business organisations are
tend to get employee referrals because it can decrease their time and costs on hiring
process.
Strength and weaknesses of internal sources
STRENGTH WEAKNESSES
It can improves employees morale of staff
members. With this, all workers are trying to
perform well in order to get promote at higher
position.
Internal sources are useful only for lower
position. Sometimes this may lead to
favouritism and nepotism at workplace.
It is economical and reliable, and save time of
top authorities.
It could increases the feeling of jealousy
between staff members those who are not
promoted. With this, they cannot concentrate
properly on their performance.
There is no need to induction and orientation
programmes because employees are already
aware about rules and regulation of the firm.
Position of the person who is promoted and
transferred, will be vacant for long term period.
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External sources of recruitment and selection Advertisement – Job advertisements are given by managers in different newspapers and
professional journals. It can be done in order to attract large pool of qualified applicants.
Creation of an attractive advertisement is difficult task for HR manager. Employment exchange – Several employment exchange programmes are run by the
government for semi-skilled or unskilled people. So as to give an opportunity to such
kind of persons. In certain cases, it is necessary for business organisations to notify their
requirements to employment exchanges (Daley, 2012).
STRENGTH WEAKNESSES
It helps in providing a wide range of well
qualified and skilled candidates who are
willing to join the company.
It is very hard to establish coordination and
cooperation with new person.
It assists in finding people who have great
experience, they are capable to share new ideas
and things for growth and vitality of business
organisation.
Recruiting from external sources is very much
expensive for managers.
TASK 2
(a) Job advertisement for the role
Below mentioned of a job advertisement for the profile of HR executive in Woodhill
College: -
JOB ADVERTISEMENT
Organisation: Woodhill College
Division : Human resource department
Job Title : HR executive
Job Location – City of London.
Reporting to : Sr. HR manager.
Job Summary -
Need for a HR executive who is capable to handle all queries and issues of employees and make
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a proper solution for them.
Job Role -
 Recruit and select best people from different sources
 Conduct employees engagement programmes
 Identify their issues, Pay roll etc.
Required skills -
 Having 5+ experience in HR field.
 Good command on English and interactive personalty.
(b) Platforms to place the advertisement
In order to get maximum number of applicants business organisations can post their on
different job portals. It will help managers to interact with many people, with this, they can chose
the one to whom is matches with company's criteria. Managers of TESCO can choose various
platforms to place their advertisement, such as-
 Social media
 Internet
 Web Portals
 Newspapers and professional journals
(c)Prepare a job specification
Job specification- It is assistive in providing a brief information about job role and
responsibilities for the post that is being offered.
JOB SPECIFICATION
Organisation: Woodhill College
Educational qualification: Post graduate diploma or MBA in relevant field.
Eligibility criteria:
 Ability to handle staffing problems and pay roll
 Good command on MS Excel and Word.
Desirable criteria
 5+ years experience of in human resource management.
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Skills
 Manage healthy and positive industrial relationship
 Ability to measure employees' performance.
 Have an experience of pay roll system.
TASK 3
(a) Difference between training and development
Training Development
It is a short term process It is long term process
Training is systematic and well organised
process through which any one can learn
technical knowledge for a specific purpose.
Development is a procedure in which
managerial personnel can acquire theoretical
and conceptual knowledge.
It a reactive process It is proactive process
It assists individuals as they can learn how to
perform their current job satisfactory.
It prepares people for their future job and
growth.
(b) How changes in customer expectations affected TESCO'S train staff
In this modern era, customers needs and wants are changing day by day. They want that
company provides them new and innovative products that is able to fulfil their needs and wants
in the best possible manner. If customers are getting products as per their needs, then it can
improving company's sales and profits. Therefore, in order to provide novel and best services to
customers, it is must for TESCO to give proper training to its staff members as they can improve
their current skills and knowledge. Well trained and qualified employees are capable to gain
higher competitive advantage in global environment. With this, they make able to use new and
technical methods of productions. This is really assistive in fulfilment of customers' desires and
expectations.
(c) Methods of training used by business organisation
Various methods of training is defined as under: -
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 Technology based learning – In this methods, managers uses technical methods to learn
their employees. It involves basic PC programmes, interactive multimedia and videos,
web based training programmes etc. with the assistance of technical training people can
learn fast. On the job training – It refers to provide training to workers at their job. On the job
training is a combination of explanation, practices and observation. It encourage
employee to start their job.
 Coaching – It gives an opportunity to employees as they can learn from professionals or
experts. TESCO is conducted a training programmes between junior and seniors whereas
seniors are shared their experiences and give guidance to juniors about work.
(d) Benefits of having a structured training programme
Advantages of having a well structured training programmes is described as under: -
Benefits for TESCO
Building a flexible workplace –
The foremost benefit of training programmes is it helps in promoting flexible working
environment. Because employees are worked together in such programmes for accomplishment
of particular goal and objectives. Therefore, all staff members will be worked in proper
coordination; this can promote flexibility in business activities and operations. Apart from this,
HR department tries to provide facility of employees as they can move from one department to
another.
Diminishes employee turnover –
TESCO is providing higher or attractive packages, this can decrease employee turnover
by increasing higher satisfaction level of employees. In addition, training programmes are also
accessible in improving sales of a company by improving employees performance and
organisational productivity (Albrech, 2011).
Benefits for employees
Developing skills –
HR department tries to satisfy workers' need and motivative them so that they can
contribute in achieve goals and objectives of the company. With assistance of training and
development programmes, employees can easily improves their skills and abilities. TESCO
capitalize a huge amount on these programs. Many multinational entities are providing various
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resources for workers training and education and gives them attractive opportunities of carrier
advancement.
Increase motivation –
HR professionals are liable to enhance overall performance of employees. For this, they
can conduct group meetings and feedbacks in order to give guidance to employees. That's why
they hire and promote some specific leaders who can manage all subordinates effectively (Kehoe
and Wright, 2013). Such people gives innovative ideas and concept which has put positive
impact on company's growth.
(e) Effectiveness of recruitment and selection practices
There are two types of HRM practices, such as- recruitment and selection. In business
organisations, HR practices are developed by keeping in mind to attain end goal and objectives.
It can also creates an effectiveness in administration of higher authorities. Along with this,
human resources management is also helpful in providing training and development to staff so as
to improve their skills and knowledge in a systematic way. Below mentioned effectiveness of
recruitment and selection practices: - Reduce complexities – In TESCO, recruitment and selection practices are helpful in
diminishing problems and complexities of business organisation. Every business
organisation have to forecast or predict risks which will be faced by in future. Risk
management helps HR manager to find out internal and external queries so as to make
appropriate solution for the same. In addition, making a course of action helps in
providing progression workforce to a business organisation. If all problems and issues
will be reduce, any firm easily accomplish its goals and objectives in a certain time
period.
 Improving employees performance – Effective recruitment and selection practices are
helpful in improving employees performance by rendering them training and
development assistance. It is based upon managing a healthy and positive working
environment. Therefore, employees are willing to perform in well being mannered.
TASK 4
(a) Significance of maintaining good employee relationship
Employee relations are concerned with a strong bond between employees and managers.
A company having effective employee relation can easily achieve its vision and mission in a
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certain time period. For this purpose, HR manager is conducted various programs, it provides
workers a fair and consistent treatment as they all can interact with each other. “Happy
employees are more productive”, a successful business entity knows how to maintain healthy
relationships, it builds long lasting workers' satisfaction (Arumugam and Rouhollah, 2011). If
employees are sharing good relations with their managers; this will contribute in making
effective decisions regarding future growth and vitality of firm.
 Healthy employee relations are accessible to resolve working issues and problems.
Because, if all employees will be worked together, then they support and advice each
other. Togetherness or cooperation at workplace is also helpful in finding innovative
ideas and concept of unique production.
 This can also guides in decision making process of firm. It is not possible for managers to
make judgements individually. Employees are come up with brilliant ideas which could
aids a company to achieve its goals in minimum time frame. If managers and employees
work together, then they can determine pros and cons of a particular project.
 If employees will be worked with their managers, then they feel more motivated towards
work. Apart from this, Healthy industrial relations can diminishes conflicts and fights
between individuals at workplace (Soltis and et. al., 2013). This aids employees as they
can work with proper concentration and strive hard in order to better perform. If an
individual is treated in well being mannered at workplace, then this will affect his or her
behaviour work. Industrial relations also involves a friendly working environment by
improvising attitude and morale of staff members.
In order to make effective employee relations, ITV has to adopt different methods, such
as – free flow of communication, direct engagement, consultation with selected representative of
employees, collective bargaining etc. This will help a company to identify all issues and
problems that are being faced by staff members at workplace. Basically, ITV is focused upon
direct communication with individuals so as get daily updates of their work. HR manager should
manipulate a monthly interview session, as they can interact with each other.
(b) Employment legislation and its impact on decision making process
It is necessary for every business entity which operates in this earth to make some ethical
rules and regulations so as to achieve its goals and objectives in the best possible manner.
Government of UK has been developed some employment legislations that is must follow by all
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business entities (Fulton and et. al., 2011). Various acts of employment legislation is described
as under: - Health and safety act – The act was implemented in 1974 by British government with an
aim of providing healthy and safe working atmosphere to all employee. Under this law, it
is moral responsibility of managers to determine the chances of risks where employees
will be performed. As per health and safety act, employers have to give healthy treatment
during any injury at workplace (Ployhart and Moliterno, 2011). Legal authorities has
been regulated various healthy and safety policies which can enables safety
measurements of ITV. Maternity leave – Maternity benefit act was introduced in 1961. It refers that business
organisations have to give a certain period leave to women workers before and after birth
of a child. Every woman have right to get this benefit and for this she is liable to get the
payment of maternity leave. The amount is as equal as her monthly average wages. ITV
is a multinational business organisation, there are a lot of women workers, so as its
managers have to provide all benefits of maternity act.
 Race and religion act – There are diverse type of people are working in ITV; all of them
have different race, religion, morals, values, language, colour and beliefs. Therefore, race
and religion was manipulated in 2006 in order to hatred against persons of religious
backgrounds. According to race and religion act, it is an ethical responsibility of
managers to give respect to all cultural people and do not make any discrimination among
them (Gruman and Saks, 2011).
Employment laws and legislation are developed in order to provide positive working
environment to all staff members. This helps a firm to attain and retain employees for a long
term period. If a company is fulfilling all these laws and legislations, then this would assists it to
make better and effective decisions for growth and advancement in target market.
CONCLUSION
From the above mentioned report, it is founded that human resource plays a crucial role
in growth and success of business organisation. Its main role is to establish employee'
coordination and cooperation. The main purpose of HRM functions is planning, organising,
directing, training and developing, recruitment and selection etc. Apart from this, HR managers
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are regulated various HRM practices in order to improve employees performance and
organisational productivity. It is essential for every business entity is to maintain healthy and
positive employee' relations so as to gain better outcomes. There are different laws and
legislations that affect decision making process of the firm. At last, various HRM practices is are
described briefly.
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REFERENCES
Books and Journal
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Marchington, M. and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
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.
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
Education.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Albrech, S. L., 2011. Handbook of employee engagement: Perspectives, issues, research and
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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.
Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
Arumugam, V. C. and Rouhollah, M., 2011. The impact of human resource management
practices on financial performance of Malaysian industries. Australian Journal of Basic
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Soltis, S. M. and et. al., 2013. A social network perspective on turnover intentions: The role of
distributive justice and social support. Human Resource Management. 52(4). pp.561-
584.
Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
multilevel model. Academy of Management Review. 36(1). pp.127-150.
Gruman, J. A. and Saks, A. M., 2011. Performance management and employee engagement.
Human Resource Management Review. 21(2). pp.123-136.
Glick, P., Stein, B. A. and Edelson, N. A., 2011. Scanning the conservation horizon: a guide to
climate change vulnerability assessment. Washington, DC: National Wildlife
Federation. 168 p.
Fulton, E. A. and et. al., 2011. Human behaviour: the key source of uncertainty in fisheries
management. Fish and Fisheries. 12(1). pp.2-17.
Online
Difference Between Personnel Management and Human Resource Management, 2015. [Online].
Available through: <http://keydifferences.com/difference-between-personnel-
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2017].
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Sources of Recruitment of Employees: Internal and External Sources | Recruitment, 2016.
[Online]. Available through: <http://www.yourarticlelibrary.com/recruitment/sources-
of-recruitment-of-employees-internal-and-external-sources-recruitment/25954/>.
[Accessed on 27th September 2017].
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