HRM and Performance Analysis

This assignment involves analyzing various sources of literature on Human Resource Management (HRM) and its relationship with performance. It includes a review of academic articles, case studies, and theoretical frameworks to understand the impact of HRM practices on organizational success. The assignment provides a comprehensive overview of HRM's role in improving performance and highlights key themes, such as trust, employee engagement, and resource-based perspectives.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1, M1 Functions and Purpose of HRM.....................................................................................1
P2, M2 Approaches of recruitment and selection along with their strengths and weaknesses...3
D1................................................................................................................................................4
TASK 2............................................................................................................................................4
P7 Implementation of HRM activities in the context of organization........................................4
M5...............................................................................................................................................6
TASK 3............................................................................................................................................7
P3 Benefits of human resource practices in the context of employer and employee..................7
P4 Significance of HRM practices in increasing organizational profitability and productivity. 8
M3...............................................................................................................................................9
D2................................................................................................................................................9
TASK 4............................................................................................................................................9
P5 Significance of employee relations in HRM decision making.............................................9
P6 Employment legislation and its impact on HRM decision making.....................................10
M4.............................................................................................................................................11
D3..............................................................................................................................................11
CONCLUSION..............................................................................................................................11
REFERNCES.................................................................................................................................13

INTRODUCTION
Manpower management is a field of study that has to be given utmost priority. This
allows organisation in flexing its capabilities to a higher level. Managers use various Human
Resource techniques that assist them in satisfying the needs of people while addressing issues
that exist. HR department in any organisation conducts different task such as, compensation
management, performance, recruitment and selection, etc. The managers are constantly engaged
in ensuring that the skills and abilities of people employed within company is at par with
requirement (Bacon and Voss, 2012). This report is focused on the case studies of different
institutes and companies. It will state about how various activities take place in Woodchill
college, ITV and TESCO. In this report the purpose as well as scope of different HRM practices
are stated and how they assist company in getting best individual in the company. Also, the
effectiveness of human resource management techniques has been evaluated in different context.
There are various internal and external factors that are prevalent and has to be managed by the
decision making done by HR.
TASK 1
P1, M1 Functions and Purpose of HRM
HRM is a discipline that states about ways which can be used by managers for boosting
the overall profitability of organisation by enhancing people capabilities. There are different type
of training programs that are developed by HR department for ensuring that each individual
working within the premises is future ready. In Woodchill college the human resource function is
focused on ensuring that each vacant post is filled with a qualified person so that better quality of
education is imparted to enrolled students (Banks and Kepes, 2015). With the aid of highly
effective department of HR, the college administration is able to produce a better level of
workforce and ensure that every task is completed in a set period of time. There are different
distinguished functions of this department in Woodchill College: Planning: This is one of the most vital part which allows the HR function in formulating
future action plans as per needs and wants. There are various strategies that have to be
managed by implementation of polices in a systematic manner. The college is assisted by
this planning as they are able to know about new vacancies.
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 Staffing and organising: Once the HR manager has a plan, he knows how many people,
he has to recruit in the company. The first thing which has to be done is organisation of
resources so that whole recruitment process is completed without hindrance. Employee benefit and Compensation Management: This is another task that has to be
done by HR department for making sure that people are satisfied and happy (DeNisi,
Wilson and Biteman, 2014). Providing timely compensation and other factors is a way
fulfil people requirement. Training and Development: The HR also has to ensure that employees are future ready.
This is only possible when they provide them with a qualitative training and development
program. This assist in boosting their skills, abilities and knowledge.
 Employee relations: Human resource manager is always engaged with solving grievance
of people. He tries to maintain a good level of relationship between people and
management so that productivity can be maintained.
The human resource department is established for making sure that each individual has
set level of skills in him. The purpose of having it within company is huge and it is stated below
in simplest form: Employee motivation: The HR department provides various rewards and benefits which
are used as a tool to motivate people for achieving goals (Dul, Ceylan and Jaspers,
2011). In Woodchill college, the administration keeps on analysing the performance of
individual working in company as to make sure that they get rewarded for the
performance they give. Policies and procedures: To maintain decorum and discipline, the HR department keeps
on enforcing rules and polices that state about how things will be done in a within
Woodchill college. Communication: It assist in communicating with different levels of management and
ensures that each task is completed with highest level of efficiency.
 Improvement in efficiency and effectiveness of people: It provides training and
development that increases people ability to serve and complete a task.
These are the practices as well as purpose of HR department in Woodchill college.
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P2, M2 Approaches of recruitment and selection along with their strengths and weaknesses
These days companies have multiple options to use different types of approaches to
recruit people in their organisations. The managers are tasked with making sure that they use the
best method of recruiting people within firm. They have to get the best people who match the
needs and job profile within organisation. The enterprise is in the phase of expansion that has to
be supported by people who have higher level of skill set (Giauque, 2015). There are different
types of recruitment and selection techniques which are used by HR of Woodchill. They are
stated below with advantages and disadvantages:
 Internal Source: This is stated to be a way that allows organisation in reducing the
expenditure and motivating existing workforce. Basically, managers keep on analysing
people performance and when they find a qualified as well as performing personnel, they
promote him or transfer him to a new post (Gill and Meyer, 2011). Also, there is no need
of any induction program as they know and understand organisation needs. There are
certain advantages and disadvantages of this activity.
Advantages Disadvantage
The benefits of this technique for college are:
 It allows managers in boosting people
motivation levels and gain their
commitment as well as loyalty.
 Managers are able to boost employees
level of efficiency and effectiveness.
 The level of expenditure that is done on
this technique is very low (Internal and
external sources of recruitment, 2011).
 Boost interest of people in their job and
other responsibilities.
 Improves organisation alignment with
employee objectives.
The issues that are faced due to this technique:
 There is no addition in level of
innovation that exist in organisation.
 There are certain conflicts between
people because of promotion or
transfer.
 Spreads demotivation among people
who are not promoted.
Sources: Present employees, Referrals, Former workers, Past applications.
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 External Source: This is a method which is used when there is new type of job that does
not match any of the job profile (Innocenti, Pilati and Peluso, 2011). Woodchill college
use it for making sure that they are able to recruit right teachers as per their
qualifications. While following this technique the HR managers access a pool of talent
and try to recruit people who match the requirements of post. They conduct interviews
and sessions to get the best candidate.
Advantages Disadvantage
The benefits of this method are:
 This brings in new blood and mind in
the company that boost innovation,
creativity and efficiency.
 Managers are able to tap onto a huge
pool of talent.
 Best and most qualified candidate is
chosen.
There are certain issues with this method:
 It is hard for managers to measure past
performance of people.
 It is one of the most expensive method.
 There is requirement of induction
training that increases cost.
Sources: Employee exchanges, Advertisements, Agencies, Associations, Campus recruitment.
Deputation.
D1
According to Nabrzyski, Schopf and Weglarz (2012), recruitment and selection is a very
vital activity that is conducted by managers in organisation. This allows them in getting the best
personnel for the vacant job. The two stated methods are used by HR managers for making sure
that each task is completed in a set period of time. In internal recruitment, the managers tries to
find best person from existing workforce. By external sources, the managers in Woodchill
college are able to enlist right people in the institution. There are certain issues with each model
that has to be addressed by management so that pool of talent can be accessed and used for
getting best people in the organisation. The college need people who can teach students different
subjects. There is a requirement of specified skills for accomplishing all the task. For example, if
it needs a physics tutor then it will have to find people who excel in this field. They need to
recruit people from external sources for which they will float advertisement and ensure that right
recruitment agencies are targeted.
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TASK 2
P7 Implementation of HRM activities in the context of organization
The Job advertisement regarding management and market are stated below:
JOB VACANCY
Vacant Position (Teaching): 2
Topics: Management and Marketing
There is job Vacancy in Woodchill college which is one of the best institutes in UK. It is an
golden opportunity for candidates to become a part of this prestigious educational entity and
grow in their own career. The Management of college is inviting you to be a part of our team.
Required qualifications -
 Bachelor's degree specialisation in management and marketing
 With a experience of working for more than 4 years
 Great interpersonal skills
 In addition, Better knowledge of people management
Salary – 12,000 to 18,000 pounds per month.
All the qualified candidates can apply for the job. The interested individual have to forward
their CV on college email id with a cover letter stating about best in them on
[e-mail] by 12 November, 2017. The chosen candidates will be called for
interview and a test.
Woodchill college will be posting this advertisement on the website that is jobs.ac.uk
also, the organisation will be posting a separate notification in news paper (Osman, Ho and
Carmen Galang, 2011). For the upper management of college a person specification as well as
job description is stated below:
Personal Specification:
PERSONAL SPECIFICATIONS
Experience Essentials Desirable
Experience as a lecturer 3-6 years 4 Years
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minimal
Technical knowledge/skills/attitude Essentials Desirable
Computer skills Diploma or certified
knowledge of computers.
B tier
Educational qualification Essentials Desirable
Bachelor's degree specialisation in management
and marketing
Master in the field of marketing and human
resource.
PhD
Minimum requirement of
working as a PHD as well as
masters in management
A tier
Personal qualities Essentials Desirable
Communication skills
Leadership skills
Motivational skills
Have knowledge of Multiple
Languages
English (UK),
French,
Spanish.
Reporting times: 9:00 to 6 p.m.
Job specification:
MARKETING AND MANAGEMENT STAFF JOB DESCRIPTION
Job description: The chosen candidate will have a responsibility of managing students,
administration as well as deliver qualitative lectures. Basically, he will need to be a role model
in front of the educational institute first user.
Staff member is expected to:
 Needs to be certified in market and management courses.
 He/she needs to have a expertise in teaching field. Best requirement will be a person with highest experience but minimal of 3 years is also
fine.
Requirements:
 Certification in the field of management.
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 Impressive communication as well as inter-personal skills.
 Additional knowledge of technical work.
M5
Today, each and every organisation in the world is taking assistance from other
companies to recruit best people. They aid people in getting right candidate for the right job at
the right time (Shaw, Park and Kim, 2013). Also, the introduction of technology has enabled in
assessing a global pool of talent that allows company in going through many profiles as to recruit
right people. For Woodchill college, using technology will be highly helpful, they will be able to
reduce the cost of advertisement and make the process more smooth.
TASK 3
P3 Benefits of human resource practices in the context of employer and employee
Training and development refers to a concept that allows managers in differentiating
between intellectual development and skill enhancement. It is a very important activity that has
to be done for making sure that organisation efficiency is boosted. Basically, training is given to
people who are working at a operational level or need a skills enhancement for boosting their
ability to work (Sparrow, 2013). But development is given to people who have more intellectual
thinking to do. The difference between these two terms are stated below:
Training Development
 This is a way to improve skills of
people in boosting their level of skills
and knowledge.
 Aids in boosting learning as well as
growth at intellectual level.
 It is done for short term  This is given with a long term
perspective.
 Assist human resource in boosting their
performance and operations.
 It is very important as to provide career
development.
Each and every company keeps on conducting training programs for making sure that
their employees are able to deal with customers in a highly effective manner. In TESCO, it is
very important for a manager to ensure that the workers are able to fulfil requirements of
consumers or else company will suffer losses (Osman, Ho and Carmen Galang, 2011). By
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providing training to individuals, company will be able to prepare individuals to face any
uncertain situation in a more appropriate manner.
Basically, there are different benefits of the HRM practices that are conducted by the
department within organisation. TESCO is known to invest a lot of resources in the people as to
enhance their capabilities. The rules and polices that are developed by the managers allow them
in ensuring that there is decorum and discipline in company. There are various methods which
can be used for identifying needs of training and development in TESCO. The prime goals of the
company are to expand and diversify. To achieve this objective, they need to manage their
people element as per the requirements. There are many plans of venturing into markets which
forces managers to identify type of training need that will enable people in doing task as per the
country requirements (Sturdy, 2011). The best method that can be used by TESCO for preparing
its store staff is to provide them with a on the job training and off the job training for
management. The former one includes, coaching, mentoring and job rotation. These methods
will assist managers in ensuring that each task is completed in a set period of time.
Basically, the need identification is very simple for manager. In the case of new market,
they need to provide cultural as well as environment training, so that individual capabilities can
be enhanced.
Structured training refers to as a process where organisations try to improve employees
skills and abilities. It basically provides focus on those activities that has to be accomplished to
achieve goals and objectives. It is very important for organisational improvement and
advancement. For ensuring that each task is completed in certain period of time. The structured
training is very effective as employees are able to make a set path that will enrich as well as
enhance their capabilities to new heights (Troshani, Jerram and Rao Hill, 2011). Basically, a
properly structured training let users to have clarity with the objectives and its requirements. The
training programs assist workers in preparing for future threats and contingencies. Also, a highly
skilled labour forces allows business in sorting out problems and improving performance. With
enhancement in skills of individuals, it is very easy for company to boost customer service
delivery quality.
P4 Significance of HRM practices in increasing organizational profitability and productivity
Human resource management is stated to be a practice that is used by company for using
its most dynamic force in a highly effective manner. It allows managers in increasing the skills
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set and abilities of people so that they can complete their task and deliver a higher quality of
service to customers. TESCO has recently expanded into new territory which requires it to
maintain a more capable workforce. For doing so, they need a structural program which will
facilitate in engaging with people in a more effective way. Also, in past this has proven to be
very effective as company was able to boost its profitability to maximum. Basically, the HRM
department is seen to make better rules and regulations that are related to the staff engagement,
compensation, training and development as well as performance management (Wagstaff and Lie,
2011). The managers of department keep on analysing various job profiles and vacancies to
make sure that each post if filled and task are being completed as per larger organisational
activities.
Basically, there are various that are conducted by human resource department. These
allow TESCO in doing various task which are off priority in a set period of time. With the aid of
various type of methods and techniques, the HR manager are able to analyse and evaluate
different situations in a more effective manner. The growth rate of company is increasing even
when market forecast are negative due to its effective manpower. To face various challenges in
market, TESCO needs a more capable workforce that will allow it improving customer
satisfaction and effectiveness of business enterprise.
The company can use Kirkpatrick Training Evaluation Model. It is a a four level training
method that assist in identifying and analyse effectiveness and impact on person. This can be
used by TESCO for enhancing it performance. The four stages are mentioned below:
 Reaction: This is a level where the managers in TESCO can register how people react to
the type of training that is being given to workers. It is vital for them to know the
reactions as this will allow them in understanding as how people deal with issues.
 Learning: There are certain objectives that are there behind each and every training that is
been given to people. This will provide individual measurement of learning.
 Behaviour: This is a stage where it will be evaluated as to how well trainees have
changed to the environment. As per the training that has been delivered to them. It is
important to understand that there are changes in conditions with shift in dynamics. But
the behaviour is not just the sole factor, it is the ability of people which changes and can
be measured against that previously held qualities.
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 Results: This is a stage where final results will be analysed by Tesco managers. This will
state about if training was successful or not.
The managers in TESCO need to understand that people are a vital element who need to
be trained and managed for keeping their commitment levels high. Also, there is requirement of
comparing the system with 360 degree analysis. The company is currently using this old method
where the managers take feedback from all the parties that are engaged with a person at his job
profile. The management needs to use the Kirkpatrick training model for finding the actual
difference between worker capabilities before and after the training.
M3
The developmental programs of TESCO is aimed to attain various goals and objectives.
The prime objectives of it is to improve employee skills and sense of responsibility. Managers
are tasked to analyse need and requirements, then prepare plans in accordance to it. Operational
level employees are provided with on the job training, coaching and counselling. These are those
methods that have proven to be highly effective in developing employee capabilities (Shaw, Park
and Kim, 2013). The feedbacks are taken in the end of training programs as to identify variances
and fix them. These types of events requires finances but the returns are much greater than the
investment made if it is conducted properly. The 360 degree method has its pros and cons while
same goes for Kirkpatrick training model.
The 360 degree method is considered to be old but still provide a very smart way to
managers to get right feedback and a complete picture of scenario. But it is still not the best way
as it can be biased and people can lead to others downfall. While Kirkpatrick training model
eliminates all the issues such as bias behaviour of people. It is a fully logical and rational
approach towards the market and its factors. For example, a person will be judged at four
different levels by the manager himself which will bring in the best records that can be used to
measure his performance and enhancement of skills.
D2
According to Wickramasinghe and Gamage (2011), TESCO has to improve its
profitability as well as productivity by applying different types of HR methods. It is a function
that is engaged in providing training, rewards, compensation and development to individuals
working within organisation. Basically all the developmental programs are used for enhancing
capabilities of people so that their abilities can be identified and maximised. The managers need
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to focus on the variables and keep on evaluating them for a better market effectiveness. There are
various methods that are used by organisation for enhancing people abilities and the benefits that
are there due the practices conducted by HR in Tesco. The aim of the department is to bring in
more flexibility, development through training and giving rewards as per performance that is
delivered. The company has to invest more in their human resource so that they can get the best
results in a more effective manner.
TASK 4
P5 Significance of employee relations in HRM decision making
Employee relations is a very vital for a company as it is concerned with relationship
between individual employed and management of organisation. Basically, it is a concept that has
evolved from industrial relations which was concerned with company benefit and not people
perspective. But today, it is very important for company to ensure that its workforce is satisfied
with the work environment and In ITV, the management has to involve workers in decision
making so that there is a brief clarity regarding goals and objectives (Flamholtz, 2012). To
establish better relationship between employees and administration, the company needs HRM
department. It is very essential as it has all the tools to understand requirements and resolve
issues in a very effective way. The importance of employee relations for ITV are stated below: Enhance Social Welfare: Developing and establishing industrial relations allow
organisation in ensuring better welfare of people as well as all other elements. If
company is completing its duties in a set period of time, it will assist it in building better
image in the market. Communication: There is good flow of information when there are good relationship
between managers and workers (Guest, 2011). With a better communication, the
employees can easily share their issues and grievance to the management and get them
resolved. Positive Working Environment: There is development of a healthy environment as there
is communication and a good relationship between management and workers.
 Customer and Employee Satisfaction: If ITV will keep on analysing its facilities as well
as environment with the aid of HR department then it will be able to boost satisfaction in
people.
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The company also has to follow the legal aspects which are stated by government for
making sure that no individual is harassed or discriminated. There are different types of
legislations that ensure that people as well as companies are safe against any fraudulent
activities. The Equality Act 2010, is one of the law that made sure that no body is discriminated
on the basis of their caste, creed, gender, background, culture, race, etc. This is one of the
provision that need to be followed for maintaining better relationship with people. As well as
there is Data Protection Act 1998, which asks employer and employee to keep all the secrets
about each other protected so that nobody is harmed in any way possible in the age where cyber
crime has taken a ugly shape.
Hence, it can be stated that better employee relations will be assist in enhancing quality
of services as well as customer satisfaction. ITV has to operate various business activities as well
as practices in a highly effective way so that each task can be managed.
P6 Employment legislation and its impact on HRM decision making
The prime goals of HRM is to boost productivity of employees by enhancing their
efficiency and effectiveness. There are various initiatives by the government that are taken for
protecting individual working in different sectors from any discrimination, hazard and problem
(Hendry, 2012). There are numerous policies and plans that has to be followed by ITV for
making sure that it qualified all legal requirements: Health and Safety Act 1974: As stated by the legislation, the employer has to aware
individual working within company regarding various aspects that will assist them from
any hazard or issue. There are certain responsibilities which both employer and employee
share and has to be fulfilled. Equal Pay Act 1970: There is no way that a company can discriminate against any
individual on the basis of gender, race, culture or background. This law was enacted for
making sure that each task is completed in a set period of time. RIDDOR 2013: Reporting of injuries, disease and dangerous occurrences regulations is
the full form of the stated Act. It was made so that employer keep government and its
agencies informed regarding various activities or hazards that have taken place within
premises of company.
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 Equality Law 2010: This is stated to be a law that defends all employees from any type
of discrimination that might take place against them (Wagstaff and Lie, 2011). It includes
all previous discrimination laws as well as equality acts.
These regulations are set for making sure that there is standardisation in the market as
well as both, employee and employer are being protected from any hazard or false issue.
M4
Employee relations is stated to be a concept, that states about relationship between
employer and employee. It is the responsibility of HR department to make sure that grievances as
well as issues are sorted out so that nothing can hamper organisational productivity (Jabbour and
et. al., 2013). In ITV, there are certain polices that have to be implemented so that there is a
positive environment and relationship between people and management is at a good level. On the
other hand, all the legislations are enacted for standardising market practices of organisation. The
prime aim is to support and boost people empowerment. The company need to follow all the
guidelines that are provided by Equality Act 2010 for making sure that there are no issues in the
recruitment and everyone get equal opportunity. Today, companies need to ensure that they are
able to provide a right environment and this is why they need to make sure that workers are
aware about the ways which can be used to prevent any hazard. They need to identify ways in
which they can establish better employee relations. For this they need to:
 Pay: The company has to ensure that they are paying right amount to people as per their
job profile and there is no difference in pay scale at same level.
 Reward: They are the incentives which need to be given to people for their specified
performance that is delivered by them.
 Good environment: A better surrounding will boost anyone and it is important and best
way to maintain good employee relations.
 Fair policies: There is need to policies which are fair for all.
The managers need to ensure that they are following legal requirements while
establishing all the standards and policies.
D3
According to , employee relations are stated to play a very vital role in achieving
various task. If all the workers are satisfied with the operations of company and environment that
is provided then they will be able to provide a good quality of service to users. ITV management
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has to understand that they needed to provide proper training and development opportunities to
people so that each task is completed in a set period of time. A better skilled labour force, or
more effective manpower will be able to boost productivity and profitability of people.
CONCLUSION
As stated in the report, there are various factors that has to be analysed by HR department
for making sure that employees are satisfied with their workplace. Different activities and
practices are conducted by the management for making sure that organisational performance is at
par with requirement. This project covered three different case studies that were based on
Woodchill college, TESCO and ITV. Basically, it stated how different sectors in industry use
HRM and its tools to ensure higher level of productivity. Various approaches of recruitment and
selection are used by the department while pros and cons of the sources are also stated.
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