Human Resource Management and its Practices

This assignment delves into the critical field of Human Resource Management (HRM). It examines various HRM practices, including recruitment, selection, performance management, and employee engagement, highlighting their significance for organizational effectiveness. The document analyzes theoretical frameworks and empirical evidence to illustrate the impact of HRM on employee attitudes, behaviors, and overall business outcomes.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Purpose of function of HRM at workforce planning ........................................................1
P2 Explain the strength and weaknesses of different approaches of recruitment .................2
TASK 2............................................................................................................................................5
P3 Benefits of HRM practices for employers and employees................................................5
P4 Evaluate the effectiveness of different HRM practices.....................................................8
TASK 3............................................................................................................................................8
P5 Importance of employee relations.....................................................................................8
P6 Employment legislation and its impact on decision making...........................................10
TASK 4..........................................................................................................................................10
P7 Applications of HRM practices.......................................................................................10
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management plays a very significant role in growth and success of
business organisation, it is used to managing and organising workforce in a systematic manner.
The prime objective of HRM is to enhancing employees' performance and productivity by
optimising their effectiveness. Along with this, staffing, training, administrating, compensation
benefits, developing policies for workers are the main roles of a HR manager. It is required for
HR professionals to hire well qualified and skilled workers so as to attain organisational goals
(Daley, 2012). The present report is based on three business organisation such as Woodhill
College, TESCO and ITV. There will be describe various functions and purpose of HRM in
context of workforce planning. Strength and weaknesses of recruitment and selection will be
also discussed in this assignment. Managers need to implement effective HRM practices as it is
beneficial for employees as well as employers. Readers will also come to know the impact of
employee relations and how it influence decision making process of the company. The key
elements of employment legislation or laws will be also explained later.
PART 1: TASK 1
P1. Purpose of function of HRM at workforce planning
Workforce planning - Workforce planning is the strategy used by employers to anticipate
labor needs and deploy workers most effectively, usually with advanced human resources
technology. Organizations uses workforce planning to design the best-performing employee-
management groups they can to reach goals, such as profits, productivity or efficiency. Along
with this, a strategic workforce planning is associated with broad-based issues that develop over
months and years and involves all business aspects.
Human resource management is the detailed analysis of management tools which are
implemented by the organisations to get optimum and effective results. For every organisation
which wants to get its desired success and achievements optimum and effective utilisation of
limited resources is required. Basically human resource management is used to improve skills,
efficiency and capabilities of man power in the organisation. Apart from this work force
planning is the strategy used to plan the work and use the man power in an effective manner
(Albrech, 2011). Woodhill College is one of the growing institution and its teacher and
supporting staff is the only strength which helps the firm to achieve its goals to set new
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benchmarks. So, the following study and analysis is about the tools of HRM used by according
to Woodhill College. Recruitment and selection: - Recruitment and selection is the function which used by the
management to meet the requirement of man power in the organisation. For any
organisation it is basic need that the employee who is going to be recruited in the
organisation must be full of skills, i.e. good communication, soft and managerial skills
and along with practical knowledge. Selection procedure is based on different sub
processes like, conducting job interviews, job positioning, hiring dedicated and potential
man power. Health and Safety: - Health and safety is the prior responsibility for any organisation to
ensure its employee that they will be provided all required cure and on behalf on the
organisation while working in the organisation (Kehoe and Wright, 2013). Health and
safety features are the assurance on the behalf of the organisation that if employees face
any challenges regarding health issues and safety than organisation will be responsible
for the damage and it will provide and bear the cost of that damage. Employee Relationship: - The core and important objective of human resource
management to create a healthy and faithful relationship between the upper level
management to the lower level management. HR department works as a path of the
organisation, it helps the employees to make their issues and suggestion approachable.
HR departments provides smooth and free environment to the employees that they can
work freely and effectively in organisation interest. Training and development: - Training and development programmes held by the
organisation to improve skills, capacity and efficiency of the employees. Training and
development programmes increase the confidence level of employees in order to
improving their work abilities and productivity (Knowles, Holton III and Swanson,
2014).
 Performance measurement: - Performance analysis is the overall analysis of an
organisation which elaborate the comparison between the actual and desired goals of an
organisation. Performance analysis helps to find out the facts and figures related to
performance improvements on required areas. Its helps to making business plans,
Training and development programmes, growth model, 360 Degree analysis.
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Performance analysis shows the real mirror of an organisation about the position of the
organisation to its existing competitors in the market.
P2. Strength and weaknesses of different approaches of recruitment
To operate an organisational functions smoothly man power is essential element and key
factor which helps an organisation to achieve its goals and objectives. Recruitment is the process
which helps the organisation to fulfil its employee requirement. Recruitment doesn't mean that
just fulfil the employee head count it actually required to recruit eligible and skilled employees
to the organisation.
(Source: Meaning and Sources of Recruitment, 2017)
There are two major sources of recruitment and selection: -
Internal resource: - Internal Resources is one of the time and cost effective techniques
which are commonly used by the recruitment management. The main reason of being a cost
effective and time effective of this resource is that organisation would not have to incur extra
cost on training and development programmes (Werner and DeSimone, 2011). Due to this,
organisation gives opportunities to its existing employees through different techniques, such are
stated as under: - Promotions: - Promotions is one of the common technique to complete its vacant
positions by promoting its existing employees to better position. Promotions is the
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Illustration 1: Sources of recruitment and selection

technique which not only helps to increase the confidence level of employee but also
helps to keep motivating while working in the organisation. Transfer: - Transfer is the different approach which is used by those organisation which
have multiple branches on different locations. Company fulfils its requirement by
switching the employees from one location to another. The vacant position is filled on
the basis of the skills and abilities of the existing employees.
Strength and weakness of internal recruitment
Strengths Weaknesses
Internal resources are cost effective and time
effective approach.
Start up and small Organisation do not have
multiple options to fill up their vacant
positions.
Company does not need to incur any extra cost
to improve the training and developing
programmes.
Organisation remains away from the new
advancements and innovative skills.
Existing Employees keep already aware with
the environment of the organisation so they
work freely and without any hesitations.
Sometimes company need professional and
skilled employees so they have to choose
another approach for it.
External resource: - When an organisation needs the employee’s requirement at large
number of scale than the organisation use the external resources. External resources contains
different techniques of the recruitment such as walk -in- interview, mass hiring, advertisement
etc. There are many options to introduce new employees in the organisation, here are the basic
option which are commonly used by the organisations (Ployhart and Moliterno, 2011). Direct Interview: - Organisation invite interested candidates to apply for the vacant
positions or for new recruitments. Organisation invite the candidates by giving
advertisements though newspapers, social media etc. Candidates have to go through the
different stages of direct interview process. Consultancy Agencies: - Consultancy agencies help to provide vast range of skilled and
professional employees to the organisation. The best part of this resource is that
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organisation does not have to suffer with the basis formalities of interview process which
is required at initial stage. Consultancy agencies charge specific amount for it. Campus Placements: - Campus placements is also one of the optimum resource to get
skilled and brilliant employees in the organisation. Companies organise an interview
programmes in different colleges as per their requirement. Campus interview process is
also divided in to different rounds.
Strengths Weaknesses
External resources are better resources to
introduce new technology and advancements.
Organisation has to incur big size of amount in
external resources.
It is a source of getting skilled and professional
employees in the organisation.
Organisation has to plan training and
development programmes which are very time
consuming.
Third Party agencies: - These include the use of private employment agencies,
management consultants, professional bodies/associations, employee referral/recommendations,
voluntary organisations, trade unions, data banks, labour contractors etc., to establish contact
with the job- seekers.
STRENGTH WEAKNESSES
Agencies attract hard-to-reach job seekers who
will not respond directly to company
solicitations
Retainer firms can be costly if the search does
not result in a hire
Quicker turnaround time since in most cases
the agency already has the resumes of qualified
candidates on file.
Some job seekers won't work through agencies
and prefer to contact prospective employers
directly.
TASK 2
P7 Applications of HRM practices
There are two types of HRM practices, i.e. job specification and job description.
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Job specification – It is a statement which defines the required education and characteristics of a
employee towards particular job. Job specialisation also involves certain roles and
responsibilities which will be performed by candidates at workplace (Choi, 2011).
Job specification
Organisation: ITV
Job Title – Human resource manager.
Qualification – Post graduation or diploma in HR.
Essential Criteria:
 Ability to manage and coordinate all employees
 Having good knowledge of labour laws and payroll benefit.
Desirable criteria:
 7+ years of experience as a human resource executive.
 Good communication and presentation skills.
Job Description – It involves data and full information regarding job. Job description
provide a specific information to candidate when he or she saw the advertisements. It
encompasses job location, duties, job summary, objectives of job etc.
Job Description
Organisation: ITV
Division: Human resource department
Job Title: Human resource manager
Job Location: City of London
Reporting to: Sr. HR manager.
Job Summary
Need for Human resource manager who have good experience in employee engagement and
administration.
The Role
 Conducting training and development sessions
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 Managing all leaves and other issues of employees.
The Candidate
 Strong communication and administrative skills.
 Enough knowledge of using MS office and data recording.
While posting any job advertisements, it is essential for ITV to identify certain ways
through it can reach towards maximum number of customers. This would also help candidates as
they easily know about vacant position in the firm. There are numerous ways at which a
company can post their job advertisements, such as – social media, web portals, gateways, notice
boards, emails etc. Beside this, several multinational companies and job seekers are linked with
various job portals so as to collect maximum number of applicant’s pool (Huselid, M. A. and
Becker, 2011). LinkedIn, Indeed, career builder, glass-door are the common job portals.
Below mentioned CV of HR manager of ITV.
Curriculum Vitae
Name – Richard Turner
Address – 5555 Elm Avenue, City of London.
Phone No. - 9999-88888
Senior Human resource management
By having 8+ years of experience in employee engagement and labour laws. Worked with 500+
people who have different cultural, values, beliefs and attitudes.
Areas of expertise
 Employee relations and Labour laws
 Organisational development
 Training and development
 Staffing requirements
Educational qualification
 Bachelor in Commerce. (B.com)
 Master’s in business administration (MBA)
Declaration- I hereby, all the above information which are mentioned in this document are
correct.
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Date:
Place:
PART 2: TASK 3
P3. Benefits of HRM practices for employers and employees
HRM department of business organisations is responsible for hiring, firing,
compensation, employment legislations, performance management, payroll etc. This would be
assistive for companies so as to complete its operations in a systematic way. Beside this, human
resource practices are the important part of business strategies; it is liable to keep record of
employees' performance, hiring of new people and payroll process (Gruman and Saks, 2011).
Along with this, TESCO has various HRM practices through which it can easily perform in
global environment. Good practices are accessible in coordination all functional departments as
they can interact with each other and work together for accomplishment desired goals and
objectives.
Benefits of HRM practices for employers Benefits of HRM practices for employees
In context of a business organisation, the
foremost benefit of HRM practices is- it helps
a company to maintain healthy and positive
relations among all staff members. If workers
are getting good atmosphere, they will be
contribute to make impressive organisational
functions.
Higher salary packages are able to keep
employees within organisations; therefore, it
can be said that HRM practices are accessible
to reducing employee’s turnover. It also
increases workers' satisfaction in more
efficient manner by maximising sales and
profits of the firm.
TESCO is having large number of qualified
workforce that is required to remain for long
term period. Furthermore, the HR department
of the company is liable to retrain all
employees and provides them attractive salary
packages. The refereed business organisation
is one the largest retailer of grocery products
and services; it spends 1/3 of its overall profits
It is the core responsibility of HR manager is
to generate healthy and positive working
environment at workplace. Hence, employees
will be get favourable atmosphere in which
they can work effectively (Glick, Stein and
Edelson, 2011).
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on employees in order to attain and retain
them.
Another benefit of HRM practices as it helps
managers to find out the best employees who
have good working experience. Well skilled
and qualified employees are liable for
increasing overall production level of the
company through which it can easily achieve
goals and objectives.
With the assistance of HRM practices, TESCO
provides training and educational programmes
to their employees which improve their
personal as well as professional skills. It also
upgrade staff members' current skills by
increasing their motivation level.
HRM practices also promotes positive working
atmosphere as well as favourable benefits to
employees. These practices reinforce and
reward to desired employees so as to attain and
retain for long term period.
It also helps managers to resolve queries and
conflicts among staff members by
implementation of effective laws and policies
at workplace. These rules are must to follow
by each and every employee within business
organisation.
Another major role of HRM practices is to
provide necessary information to employees as
they work in an effective manner. The
information is related with employee benefits,
employee assistance programs and leave of
absence and compensation benefits.
(a) Difference between training and development
Training Development
 The main motive of training is to
manage and boost up employees'
performance level in a specific area so
as they can perform better.
 In TESCO there are several training
sessions are organised for staff
members at operative level.
 It is job oriented and skills focused
 It is executed so as to boost up overall
performance of employees by
increasing their effectiveness and
efficiency.
 Development programmes are designed
only for people of managerial level.
 It is career oriented as well as future
oriented process which provides new
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process.
 Training sessions are rely upon lack of
managerial skills and knowledge.
Therefore, it is a need based concept.
and attractive opportunities to people in
forthcoming period.
 It results personal growth and
development of overall personality of
an individual.
 Development evolution is usually not
possible.
(b) Identified training needs and methods
Training and development sessions are responsible for expanding employees' knowledge
and competencies. In TESCO, due to technological advancement, staff members are not capable
to endorse new and innovative technologies. Hence they cannot perform well; so that it is
essential for human resource managers of TESCO to adopt certain training methods, such are
stated as under: -
On the job training methods: -
 Job rotation: This training method involves movement of trainee from one job to another
gain knowledge and experience from different job assignments. Coaching - Under this method, the trainee is placed under a particular supervisor who
functions as a coach in training and provides feedback to the trainee
 Job instructions: Also known as step-by-step training in which the trainer explains the
way of doing the jobs to the trainee and in case of mistakes, corrects the trainee.
Off the job training methods: -
 Technology based learning – Now these days, computer or technology based learning is
increasingly prevalent because it is easy to use and widespread. By using various
software and application employees can easily learn more and more (Barney, Ketchen Jr
and Wright, 2011). Such training programmes are often customized and they are
beneficial for staff members by evolving their skills and practical knowledge.
 Simulators – Simulators are used in order to gain real work experience. It is very
expensive but an excellent method of training.
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 Group discussions and tutorials – By regulating different group discussions and meeting,
managers can easily improve knowledge and skills of their staff members.
(c) Benefits of training and development for employees and employees
Benefits of employees Benefits for employers
 In context of employees, training
programmes are able to boost up their
confidence and effectiveness in positive
manner.
 If workers are regularly provided
training sessions as they can get more
opportunities in future in order to get
high career growth (Clark and et. al.,
2016).
 Training helps a company or managers;
it can easily achieve desired goals and
objectives in a certain time period.
 If employees will be performed in well
manner then firm can get high
competitive advantages and market
vitality in an effective manner.
P4 Evaluate the effectiveness of different HRM practices
Keeping in mind the end aim is to grow and diversify in market through implementing an
effective administration system. In context of TESCO, HRM practices are assistive so as to
trained employees in order to face all future challenges. Its main objective is to improve
employee’s productivity and performance level so as to achieve organisational goals.
Recruitment and selection, training and development, payroll, performance management etc. are
the common HRM practices. Its main motive is to hire well qualified and skilled staff members
who are liable for growth and success of the company. The HR manager of TESCO, follows a
systematic approach while hiring employees for specific position. Apart from this, another role
of HR professionals is to evaluate employees perform whether or not they are able to meet firm's
goals and objectives. It aligns them to day to day working activities or actions so as to make
important strategic decisions (Batt and Colvin, 2011). Performance management also provides
visibility and accountability towards employees perform. Therefore, training can be provided in
certain particular areas. The main focus of training and development programmes is to raise
productivity and achieve higher returns on investments.
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Due to strong HRM practices, employees can attain and retain for long term period; this
would reduce employees' turnover. That is also helpful in increasing annual profits as well as
sales revenue of TESCO. Human resource practices helps in increasing productivity and profits
of the company in the best possible manner. The role of employees within organisations are very
vital in the management and survival of any organisation; this is because their performance is
influenced by a set of human resource management (HRM) practices. Similarly, the process of
attracting, developing, and maintaining a talented and energetic workforce to support the
organisational goals and objectives is the ultimate aim of HRM. Therefore, if staff members will
be worked in an effective manner at workplace they firm is able to gain high competitive edge in
a certain time period. In results, enhancement in profitability and productivity as well.
If a business association will provide training and development assistance to its
employees; it results in enhancement of production level which increases sales and profitability
of the company. Align KPIs with the management performance review process so that the
success of training and development may be measured against performance requirements.
Managers can play a key part here and it may be an idea to incentivise them to coach employees
in the skills required as well as to provide formal training. TESCO organise regular training and
development programmes, such programmes requires higher amount of capital and for this firms
expect more performance from employees as it supports in driven return of investment to a
business association. \
PART 3: TASK 4
P5 Importance for ITV to maintain good employee relations
Human resources are considered as most valuable asset at workplace. So that, it is crucial
for HR manager to develop a healthy and positive relations. If employees are getting safe and
secure working environment they will be attain and retain for long term. Along with this,
managers of ITV tries to influence their employees as they participate in several programmes
and activities. Through which workers can interact their senior managers and people of other
departments. Strong industrial relations are assistive in making effective business operations and
activities. With this assistance, employees are coordinated and managed in a well manner.
Employers are required to involve all workers in the decision making process of company, they
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also need to treat them equally. Apart from this, managing healthy employee relations also
evolves links among people and generate the feeling of love, fear, affection, respect etc. with
each other (Kakuma and et. al., 2011). If managers of ITV have to be shared a transparent
relationship with their subordinates so that they can share their ideas and thoughts. Along with
this, it is also helpful in resolving all issues and conflicts at workplace. Less conflicts are
responsible in order to gain high competitive advantage and market growth from global
environment. In this perspective, certain employee relationship practices needs to be adopted in
order to provide higher level of satisfaction to all people.
Furthermore, employee relations are also involves satisfying workers' needs and wants as
they can committed towards working operations. This could boost up their morale and
confidence so as to build up impressive organisational cultural. Employee relations are also
helps in motivating and encouraging staff members; it forces people to put more efforts within
business practices for accomplishment of better outcomes. Higher performance level will be
helpful for ITV to compete with all external forces in an effective manner. Healthy industrial
relations are one of the major factor of HRM practices which contains the type of organisational
structure which supports it growth and success. It involves free flow of communication,
performance measurement, training and development; this would supportive for firm as it can
convey its core values among all stakeholders, i.e. employees, vendors, society, customers etc.
Thus, it can be said that happy employees are more effective and productive. Adoption of
human resource strategies and policies is one of the best way to manage healthy employee
relations. Employee relationship programmes of ITV encompasses with – work life balance,
attractive pay scale and secure working conditions. Apart from this, managers have to create and
execute certain laws in order to maintain healthy employee relationships (Fine, 2012). ITV need
to hire various relationship officers who have a great experience in this same field. Additionally,
human resource management also ensures that a firm need to follow up all policies and strategies
constantly. In this regard, an effective flow communication should be implemented, so that
employees can easily share their all issues and problems with employers and find appropriate
solution for the same. It also maintain a dignity between managerial and operational level.
Decision makers also have to regularly upgrade their communication plan.
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P6. Employment legislation and its impact on decision making
Employment legislation is one of the important part of human resource management.
There are developed various laws and acts in order to protect employees' rights and duties in
proper manner. These legislations make legal amendments for workers as they can freely. In
many business organisations, employees are treated very badly with their managers. This would
also affect employee’s performance level and productivity (Campbell, Coff and Kryscynski,
2012). It is the main reason people are not attain for long term period at there. ITV has adopted
certain employment legislations so as to provide them healthy and safe working environment,
such laws are stated as under: - Sex discrimination act - The act was implemented in 1975 by UK's parliament so as to
preserved workers’ rights towards any discrimination on the basis of sex or marital
status. Sometimes employers makes differentiation between men and women candidates
while providing training and development. For example- they gives more weighting to
men during technical training. Therefore, it reduces the interest of women employees in
order to attain and retain for long term period within business entity. The equal pay act – Equal Pay Act 1970, prohibits any partiality between men and
women staff members in terms of payment and compensations. The act refers that,
people who are working at same position having equal right to be paid by their
employment. They would not be judge on the basis of gender, cast, religion and colour
etc. Along with this, if staff members will be paid high salaries then they would be
produced in effective and efficient manner (Messersmith and et. al., 2011). In this act,
employees also have equal right to claim if they are not paid according to their efforts
and work.
 Race religion act – It refers make a discrimination on the basis of race, religion, cast,
value, interest, locality etc. The main objective of race religion act is that all employees
should be treated in same manner in terms of payment, performance management,
training and development etc.
CONCLUSION
From the above mentioned report, it has been summarized that human resource
management plays a very indispensable role in order to manage employees in a systematic
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manner. Its main purpose is recruitment and selection, performance management, training and
development, etc. Apart from this, managers need to implement effective HRM practices so as to
gain better future outcomes and achieve high competitive advantages. They also emphasis on
managing healthy and positive employee relations in order to accomplish goals and objectives of
the company. In order to protect employee’s rights, certain laws have to be adopted by higher
authorities, such as- sex discrimination act, the equal pay act, race religion act, etc.
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