HRM Practices and Employment Legislation

The assignment focuses on the significance of HRM practices in enhancing employee productivity and profitability. It discusses various HRM practices such as recruitment and selection, maintaining a positive working environment, providing training and development opportunities, and ensuring fair compensation. Additionally, it highlights the importance of employment legislation in protecting employees' rights and promoting a safe and secure work environment.

Human Resource ----------
Management----------

Table of Contents
PART 1............................................................................................................................................1
TASK 1- Knowledge Lo1................................................................................................................1
P1 Workforce planning and the role of HR manager.............................................................1
P2 Strength and weakness of different approaches of recruitment and selection..................2
TASK 2 – Application (LO 4).........................................................................................................4
P7 Application of HRM practices in work related context....................................................4
PART 2............................................................................................................................................6
TASK 3 (LO 2)................................................................................................................................6
P3 Benefits of different HRM practices for employer and employee....................................6
P4 Evaluation of effectiveness of different HRM practices...................................................8
PART 3............................................................................................................................................9
TASK 4 (LO 3)................................................................................................................................9
P5 Analysis on importance for ITV to maintain positive employee relations ......................9
P6 Identification of key elements in the employment legislation .......................................10
REFERENCES .............................................................................................................................12

PART 1
TASK 1- Knowledge Lo1
P1 Workforce planning and the role of HR manager
Labour pool of a organisation is required a group of employees who helps them to
achieve their future objectives at a particular timing. It is basically depends on companies need
and desire for worker at a particular timing when they desire to earn growth. It is strategic
planning process. It will help them get their goal with effective planning. This function is
basically organise by human resources management of the organisation whose strategy is a
procedure to provide information about their demand. This process is determine different
elements such as service demand, requirement of law, objective of the organization planning.
Labour pool is provide them number of individual who can work for them as well as help them
to achieve their desire outcomes easily. It has lots of stages and these can be to identify
organisations need, analysis of individuals contribution and compare this with their goals.
This project report is based on Woodhill College in UK. There are several teaching
vacancies which needs to be field, for this they recruit new Human Resource manager for
effectively organise this process. For this HRM take responsibility to recruit affective team for
organisations need and according to their demand. So the present and new HR manager takes the
responsibility to do the workforce planning to achieve the goals and objectives easily. The steps
are-
Determine the need of the post- In Woodhill college, they need teaching staff with
urgent requirement. So for HR manager it is very important to identify their rights, responsibility
and Work will be in organisation before start a recruitment process. After this process they can
easily conduct recruitment process to represent their require need for candidates.
Conduct recruitment process- This is a important process to invite candidates for job.
In this process HR manager organise a recruitment process in which they describe about
requirement need in qualification, experience and academic qualification in specific field etc.
Receive applications Interviews- After conducting a recruitment process HR receive
application forms from different persons who wants to apply for there. After this they short list
candidates who deserve to stay there according to their desire. This is a most hectic process
because in this they select candidates without examine of their personal experience.
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Appointment- After these all process of short listing, interview and all they appoint a
appropriate candidate who deserve to stay there and can able to serve their services in the
organisation.
Training- After the selection process, they provide appropriate training to their workers
to improve their skills and provide them knowledge about their working style and needs for
future. This Training is m most important for them because in this they can easily improve
themselves.
P2 Various approaches of recruitment and selection as well as its Strength and weakness
This process has their own strength and weaknesses because when organisation start their
new objectives and plan this always has some merits and demerits and they both are affect it In
positive and negative terms. But recruitment in a organisation is heir necessary and need either it
can be internal or external.
Strength
Woodhill college is required expwerie4bnce and new teaching staff for their organisation
so for this they are use external recruitment process. In this process HR of the college is invites
external applicant who want to serve their services in this organisation. This precess has many
strength that will be very useful of college to adopt easily. These are-
Chance to others- Through this process, organisation provides chance to other candidate
who wants to show their skills and ability with the firm. In it they can provide their services or
apply their after that HRM provide them opportunity according to their capability for the post.
Get fresh skills and ideas- In external interview process, interview met to various people
who have different ideas and techniques to solve their problems. External interview helps to get
new ideas in firm which can be innovative or may be time saving in their approaches. So for this
organisatio0n provides some chance to others also.
Qualification criteria- In external recruitment process everything depends on
organisations need and applicants qualification and experiences according to this. Qualification
is all about their knowledge criteria in specific field.
Creativity and comparative skills- Some kind of people are very creative in their
working style or leading style. This creativity make them different from other candidates. In
organisation they only want these type of candidates who make some difference from others.
Weaknesses
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The external recruitment process of wood hill college has many weaknesses because this
process includes some advantages and disadvantages at the same time. That's why organisation
uses some different methods too. It has some weaknesses Such as-
Less information about firm- When HRM recruit new candidate in the firm they faces a
lot of difficulties because theses candidates do not have a brief information about their working
style, approaches and their specific objectives etc. So for this they faces a lots of problem to
provide them specific training and learning to provide specific information about organisation.
More expensive- This process is more costly than others activities organise in firm.
Because in this they provide money on various steps such as advertising, application, printing
etc. So it is one most important demerits of external recruitment.
Time consuming- This process consume a lots of time of candidate and employers too.
HRM need to provide them a specific time to get each and every information about candidates
and provide them training and learning too.
Internal recruitment and selection process: Its Strengths and Weaknesses:
This is also a part of recruitment and selection process . In it candidate s are recruit who
are already exist in the organisation. HRM of the company provide these opportunity to their
own candidate and get various advantages easily. It has various strength and weaknesses such as-
Strengths of internal recruitment and selection process:
As all the processes has some strength and weakness which need to face by organisation
because theses activities can be result positive or negative after their procession. Internal
recruitment is organise in organisation its strengths are-
Experiences candidates- This will be a positive factor of an organisation when they
recruit internal candidates on new post. In it they are provide opportunities to their own
candidates on new post. This can be consider as promotion activity of firm in which they provide
them new post according to their achievements and good working or contribution.
Trustworthy- Existing candidate of the organisation are trustworthy for them who
provide them their services from past year/months. That's why sometimes organisation provide
opportunities to their won candidates.
Low cost effectively- This process is do not take further expenses of time and money
because manager hire their own candidate who already work in organisation. In this no
advertising or applications are required.
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Weaknesses of internal recruitment and selection process:
There are some weaknesses of this process. Such as-
No fresh ideas- In internal recruitment process, organisation recruit their own candidate
on new post that's why they are not get any fresh idea in their company. The only old thoughts
and ideas are circulate in their organisation.
No creativity- When organisation do not recruit new candidates they will not get
creativity in working approach or innovating thing in their firm. Each and every individual has
their own work ethics and creativity to solve the problems that's why HRM needs to know about
this information.
No competitive advantages- Without new rivalry individual there can be no competitive
advantages in their company. This is very important to make some competition between worker
which make them motivated toward their approaches.
TASK 2 – Application (LO 4)
P7 Application of HRM practices in work related context
(a.) Job advertisement the lecturer of Business Management for the Woodhill College
Associate Lecturer
 Business Management 1 Post
Education & Experience A PG candidate in business management subject who is having minimum 3 Years
experience is eligible for this job role
Candidates can apply on the official website of the WoodHill College and upload their
updated CV with along with recent photograph.
Website: https://www.curro.co.za/gauteng/woodhill-college
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WOODHILL COLLEGEWOODHILL COLLEGE
Trumpeter's Loop, Pretoria, 0076,
South Africa
Faculty
Required

(b.) Suitable platform for advertisement of Job vacancy
In job related terms there can be many sources to advertise about organisations
recruitment. These all vacancy related advertise need to be more attractive and place at a
particular place where individuals can easily get its information. The Wood hill college is a
educational division and they needs to use a professional way about their vacancies. It can be
official website of organisation, job oriented websites for employees which provides information
about all the vacancies, newspapers and reliable agents etc. These sources only can be used if
organisation is conducts external recruitment and selection process. This will be good for them to
get new ideas who understand innovative things to provide knowledge to students. All these
processes will helps them select a eligible and suitable candidate for their college.
(c.) Job specification and person specification
Job Specification
-Job Title-Job Title
Associate Lecturer
-Department-Department
Business Management
-Education and Qualification-Education and Qualification
Applicants must be completed his PG in A grade marks and having a PHD in the
Business Management subject.
-Work and Skill Competencies-Work and Skill Competencies Communication skills Logical
 Quick understanding
Person Specification
Attributes Essential Desirable
Qualifications PG in Business Management In A grade marks
Experience 3 Years experience 3 years experience in the college
Knowledge & Communication Effective communication to give
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Skills
Analytical and Logical
appropriate answers
To provide a quick and exact answer on
queries
PART 2
TASK 3 (LO 2)
P3 Benefits of different HRM practices for employer and employee
a) Difference between training and development.
Training and development is a skill improvement process of employee in a company and
they both are major functions of human resource management. They both has organise to get
future objectives and achieve the goal in appropriate manner. But They bothy are very different
to each other and determine various things (Surbhi, 2015). Such as-
Training Development
 Training is determine as a skill
development process of employees
which is organise by Human resources
manager of firm to achieve their desire
objective.
 Its duration is short in process
 This is uses for a specific goal or a fix
objective for a fix timing.
 Training is basically provides for
organisation's support and its need.
 Training is provided by someone who
needs to be experienced
 Training helps to improve the work
performance of worker in a firm.
 Training is mainly job related activity.
 Development is a growth process of an
employee in which they get knowledge
and practices to serve in a organisation
in appropriate manner.
 Its duration is long in process
 Development is focuses on future goal
and its long lasting impacts.
 Development is a process which is
defines for the career objectives task of
employee.
 It is a self-motivation activity in which
a individual; is learn by own skills.
 This is helps to improve interpersonal
skill which can be useful for future.
 It is basically use to increase the
knowledge
b) Changes in consumers expectations affected Tesco and its need to train staff
For Tesco its very important to provide full satisfaction to their customers in a effective
manner because these type of organisation is establisher to provides direct helps and products
according to their need and necessary. But customers servicing is now very demanding about
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products, time and services. So for Tesco, it is very important to hire a trained and effective
workers who provide appropriate satisfaction to their consumers.
These satisfaction from customers are helps a organization to earn goodwill in front of
their competitors, revenues and productivity in their firm. Dealing with a customers is quite
different from attending a customers and provide them satisfaction according to their need and
demand. These situation are make them happy or unhappy wit a effectiveness of organisation.
For this, Staff of the get a specific training and live session with casual customers.
This organisation is required high skills employees to provide better services to their
consumers. For this they are organise training and learning program in which they improve their
interpersonal skills and working ability to serve their services to people easily. Because satisfied
costumers and their better feedback organisation to improve their productivity and provide
profitability easily.
c) Methods of training used by Tesco
When organisation faces demanding customers in their organisation about different
products and services they need a effective and trained staff who can easily fulfil their demand
and provide them appropriate satisfaction through their contribution in services. For this process
TESCO is need for a new staff or different training approaches for existing employees who
can enhance their skills and ability through this learning process.
The training program of Tesco will be more expended in their form because they have a
large number of workers in their various stores. Tesco conduct this program just because they
need high quality advantages in future as well as expand their business structure easily. After
getting theses type of training. The employees in Tesco earn knowledge and skills to serve their
services to customers and decision making skill according to their customers demand This
methods of Tesco can be
 Improve talking skills
 Live session in practical market
 Mentoring
 Job rotation
d) Benefits of structured training programme
Training programs of Tesco is helps them to reach on their objective and provide
effectiveness in their employees approaches toward their customers. The structure of this
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function is helps in improve of their workers interpersonal skills, capacity of working and ability
to achieve difficult objectives easily. This is running with a appropriate form of Woking and
learning. For better outcomes Tesco use a perfect scenario to provide training and learning about
various situations.
This process helps Tesco to recruit professional employees who provide them most
effective services as well as build their structure effectively to serve btwer service esaily to
consumes according to their demand. It also helps them to deal with any situation. There can be
some strength and weaknesses of training program in TESCO
Strength of training program of Tesco Weaknesses of training program of Tesco
 It helps to improve the interpersonal
skills and capacity of working of each
member
 It is provides motivation to employees
to serve best than others.
 It will improves the productivity of
Tesco
 This will help to provide best customer
services easily.
 Better training program helps them to
get effective outcomes easily as well as
good investment.
 This process need to spend more in
training of each individual so it will be
the big challenge to get better returns of
theses investment.
 It is hard to manage this training as
much effective all the time.
 This will help in only for one objective
which organisation want to get firstly.
P4 Evaluation of effectiveness of different HRM practices
This procedure of Tesco is provides them effective outcomes as well as help them to
engage with their customers easily. This is also helps them to improve their investment and
financial effects in the market. In this process HR of the organisation provide training and
learning to their employee to provide them effective skill and get better outputs easily. After this
process worker of the company are become more skilled and able to face various proble4ms
easily. Tesco is always provide them professional development training which help them to
observe various demand of customers and provide the effective services easily. This is also help
them to improve their financial condition in he market because theses services provide them
productivity and profitability at the same time and improve their market value in front of their
competitor. Tesco is deal in grocery and food products in the market so according to this they
provide different training to their employee who work in their store and non-store division. All
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the employees of the organisation provide their contribution in different role in the c9omapny6
and this is make them well ranked organisation in the market.
PART 3
TASK 4 (LO 3)
P5 Analysis on importance for ITV to maintain positive employee relations
Employee relation of organisation is provide them advantages and opportunities to get
better future results easily. Employee relation for these type of organisation are very important
because they work together and collect various information from different sources and places for
provide to their visitors easily. Their workers and their relation with each other is provide them
efficiency and effectiveness to get their objectives easily. These type of condition helps to
organisation to improve their process and working environment in the origination as well as
value in the market. It helps to make quick decisions, provide instant changes, improve the
performance and productivity, build strong communication, reduce conflicts, as well as to get the
labour conditions also.
In this report ITV, it is the one reputed TV channel on UK. They are running their
business with different kind of channel including, sports, entertainment, news etc. so they have to
maintain best quality of employee relations to provide future success in their business.
HR of organisation plays a most important role in a organisation as well as ion employees
relations too. Human resource manager of the organisation need to improve their development
plans,employees strength and improve their weaknesses, work to provide effective
communication to their employees and create effective policy for employer and employee
welfare.
For ITV good employee relations helps on several issues. Such as-
 Employee relation provides them future gaol to reach on it and success in effective
manner.
 Employee relations provides effective communication with each other
 Provide instant decision making power to their HR for company and employees.
 Employee relations help to solve problems of each others.
 This is helps to reduce the conflicts
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 Human resources department can easily identify their employees performance and
provide them training according to their need.
P6 Identification of key elements in the employment legislation
Employee legislation is introduce different law and right which is regulated by different
Government of the country. For this organisation is provides them more facility which can they
use easily and after this they improve their skills and efficiency toward the organisation.
Employees of the organisation are their key factor and strength who helps them to provide their
get success easily. The employment right of ITV are-
 ITV is is provides wages policy which is helps to motivate their workers easily. For this
HR division make some changes to improve their theses policies.
 ITV is providing holiday, leaves and flexibility for employees in payments matters also.
 ITV is organise training programs to improve their workers skill and ability of working.
 ITV is deal with a policy in which they recruit deserving candidate at the perfect time.
 ITV is providing good work place and positive environment.
 ITV provide safety and security to their employees and take care of their rights.
HRM practices in work related context
HRM practices has direct impact on their employees to make proper and effective changes in
their working environment. It is directly affect on their employees and their performance as well
as helps them to improve their skills and ability according to organisation's need.
Recruitment and selection: This is one most important objective of HR to recruit deserving
candidate for their organisation to helps them for get higher productivity and profitability for
future. In this process they receive lots of application from candidates after their recruitment but
they need to select able candidate according to organisation's need.
Working environment: HR of the organisation is help to maintain positive and working
environment in the organisation which is inspire their existing and new employee to give their
best.
Training and development: HR helps to employees to improve their working skills and
enhance capacity to deal with various situation in understandable appropriate manner. For this
they motioner their activates and provide them specific training according to their need.
Compensation: This the main practices of HR toward their employee to calculate their total
salary and provide them after deduction and compensation as the monthly bases.
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REFERENCES
Robinson, D and Hirsh, W. (2008). Workforce Planning Guide. Institute for Employment Studies.
Pp-1-9
Julie, S (2010). The Workforce Planning Imperative. JSM. ISBN. 978-1-921037-37-5
Surbhi, S. (2015). Difference Between Training and Development. Key Differences. accessed
from: http://keydifferences.com/difference-between-training-and-development.html Accessed at
[12th January, 2017]
TORRINGTON, D, et al. (2011) Human Resource Management. 8th Ed. London: Prentice Hall.
CIPD (Chartered Institute of Personnel and Development) available at www.cipd.co.uk.
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