Understanding Human Resource Management

This assignment delves into the essential concepts of human resource management (HRM) drawing upon various academic sources. It examines HRM's role in organizational success, explores its strategic implications, and analyzes the impact of HRM practices on employee performance and productivity. The provided list of references highlights key authors and publications within the field of HRM.

Human Resource
Management
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Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
a) Main aim of planning of workforce planning and role of HR manager..................................3
b) Approaches of Recruitment and its Strength and weakness....................................................4
c) Role of HRM to achieve Business objectives..........................................................................5
d) Evaluation of Strengths and weakness of Recruitment...........................................................6
e) Critical evaluation of Strength and weakness of different approaches....................................6
TASK 2............................................................................................................................................7
a) Write a job advertisement for the role.....................................................................................7
b) Identification of appropriate areas to place advertisement......................................................7
c) Job specification and person specification for the role............................................................8
d) Effective application of HRM practices in an organization....................................................9
TASK 3............................................................................................................................................9
a) Differentiate between Training and development...................................................................9
b) Effect on Tesco by changes in Customer expectations.........................................................10
c) Methods of training adopted by Tesco..................................................................................10
d) Determine how needs of training can be identified...............................................................11
e) Advantages of Structured training program for Tesco..........................................................12
f) To what extent Training has rendered an effective ROI........................................................13
g) Various approaches of flexibility which will lead to expansion of business........................13
TASK 4..........................................................................................................................................14
a) Importance for ITV to maintain good employee relationships..............................................14
b) Elements which affects decision making of ITV..................................................................14
c) Main aspects of employee relation administration................................................................15
d) Critical evaluation of employee relations and application of HRM practices in ITV...........15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16
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INTRODUCTION
The term human resource management is being utilized for the purpose of describing
formal systems that are being developed by management of firm. The responsibilities of HR
manager are staffing, employee compensation and benefits and designing work. The main
purpose of HRM is to maximize the productivity of an organization.
In this study human resource management has been discussed of various companies and
organization. This report will also discuss different features and functions of HR manager.
Different approaches of selection and recruitment are also being discussed. employment relations
in an organization has been discussed further in the report.
TASK 1
a) Main aim of planning of workforce planning and role of HR manager
Workforce planning is a concept which includes fully integrated process in a business
institution that comprises of planning further for an objective to reduce or avoid any shortages
and surpluses in respect of human resource in a company. (Armstrong and Taylor, 2014). It is
basically, a concept in which it wants that company should have a proper staff, if it forecasts its
talent needs along with actual supply of talent. In Wood hill college, as there is a requirement of
staff, HR has been appointed to select and recruit people. HR can be recognized as a person who
train and develop skills and abilities in a staff to ensure discipline in them (Wright and
McMahan, 2011). In context of Wood Hill College, there are following works and role of HR
manager:
 Analysis of total number of employees are done by HR manager, that are required in a
Wood Hill college to achieve set goals and objectives, at a specified time.
 The main role of HR manager in Wood hill college can also be realized in terms of
identification and satisfaction various requirements of its employees.
 Consideration on basis of internal and external aspects of company for future time period
is also managed by HR management of Wood hill college.
 In addition to this, HR management of cited organization is also responsible to identify
and resolve various disputes or disagreements occurred among its workers and
employees.
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 The HR manager of Wood Hill college is also assigned with a responsibility to hire right
person for an appropriate job.
 Human resource management is accountable to imply correct approaches for recruitment
and selection in perspective of hiring right person for vacant job.
b) Approaches of Recruitment and its Strength and weakness
There are different approaches to recruitment and selection process in an organization.
Recruitment is the fundamental process in an organization, which involves overall human
resource management and planning process (Bloom and Van Reenen, 2011). It is the process
related to attempt of locating and to encourage potential applicants to apply for a job. while,
selection is the process which involves choosing a appropriate candidate from applicants for a
job (Purce, 2014.). There are two kinds of recruitment in Wood hill college:
1. Internal Recruitment – Internal recruitment is the process in which employment
opportunity is filled from inside business. It includes promotion and transfer from among
the present employees. In context of Woodhill college, HR manager of cited organization
aim to fulfill vacant post of administrator with help of utilization of internal approach of
recruitment. In cited company, HR is entitled to fill post of administrator from one of its
employees who are eligible for promotion. Strength of this approach is person get recruited by present employees, which are
experienced and have better knowledge. Wood hill college will have the advantage of
cost efficiency by this approach. Along with the candidates are already familiar with
current environment. So, it can be concluded that better results and administration will be
seen as outcome with help of Internal approach of recruitment.
 Weakness- Recruiting a person internally, may cause the loss of talent as it could be
possible that a better person can be allotted through external approach. Also, the major
weakness falls in a field that it might be possible that a better person could be hired, if
recruitment could have been done by external recruitment approach in Wood hill college.
2. External Recruitment- It is the type of recruitment which can be done by giving
advertisement. Various methods are advertisement, campus placement, electronic
recruitment and through consultancy services. In aspect of wood hill college, external
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recruitment is done by advertising vacant post through advertisement. In this method, HR
manager advertises or publishes the post in newspaper so as to invite people for
respective post that is education administrator ion Wood hill college. Strength of this approach is that the position is filled by capable person when it is not
possible to filled by the current employee. In aspect of Woodhill college, it can be
interpreted that HR management of cited organization has adopted this approach as it will
enable to hire and select correct person for respective post of Education administrator in
their college.
 Weakness- It can take longer and more cost. Also, it can be said that it consumes more
time and energy of people.
c) Role of HRM to achieve Business objectives
Profitable corporations point out their success through proper management of human
resources. HR by motivating employees to perform efficiently, it enables the company to achieve
goals of company (Meredith Belbin, 2011). In wood hill college, the function of HRM is very
important as discussed below: Recruitment- It is the basic function of HR manager of Wood hill college, to select and
hire potential candidates. If proper selection and recruitment of candidates are made, then
it will perform its functions effectively which will ultimately lead to attainment of goals
and objectives. Training – After selection, HR manager of Woodhill college has to provide on the job
training to its employees. Effective training and development sessions will lead to overall
development of company and employees as well, which will result in profitability and
proficiency of cited organization.
 Motivation- HRM is responsible to motivate the employees by organizing various
activities. It can be seen as a skill of HRM to motivate its employees as it will let them
feel encouraged and motivated to perform effectively and efficiently.
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d) Evaluation of Strengths and weakness of Recruitment
It is very important to evaluate strength and weaknesses of different approaches in
recruitment (Lengnick-Hall, Beck and Lengnick-Hall, 2011). Strength and weakness are as
follows:
Internal Recruitment-
Strength:
 It is time saving task done by managers of Wood hill college.
 It is not expensive as HR manager need to advertise the post through newspapers,
televisions etc.
 Better results can be seen as an outcome in context of Woodhill college.
Weakness:
 The managers are not able to appoint the capable candidates, who are not in the
organization.
 The outside candidates are not aware of the vacant post.
External Recruitment-
Strength:
 HR of Wood hill college appoints the potential employees, who are fulfilling the job
requirements.
 It is easy for Wood hill college to provide training regarding their task.
 Appropriate persons can be chosen for respective job of Education Administrator in
college, as HR manager applies various approaches of recruitment and selection.
Weakness:
 It is a time consuming process.
 It is a long process, as selection is done through advertisements etc.
e) Critical evaluation of Strength and weakness of different approaches
As discussed above here, mainly, there are 2 approaches that are used for the recruitment
process to select a candidate. In the above mentioned approaches different strategies are
implemented for recruitment. These 2 approaches, have both positive and negative impact on the
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business environment and objectives of Wood hill college (Jiang, Leak, Hu and Baer, 2012). For
this, example has also been provided:
Internal recruitment- when any job is vacated in organization, then no advertisement is
required to be published. It consists of advantage for relatives, college and friends.
External recruitment- when there is a vacancy in organization, it will advertise
advertisement in newspapers, pamphlets and through brochure , about the specifications of the
post..
TASK 2
a) Write a job advertisement for the role
“JOB OPPORTUNITY”
Wood hill college is looking for appropriate and prospect candidate for the vacant post of
Education administrator in college.
EDUCATION ADMINISTRATOR
Applicants for this job must have minimum qualification of MBA or any other post-graduation
degree. In addition, applicant must have experience of 4-5 years in administrative field.
The candidate having excellent computer skills and typing speed are priority for the specified
post. Proficiency in MS Office is a prerequisite. spoken English is must require.
Thus, candidate who are interested can send their CV to below mentioned email ID.
Wood hill college.
b) Identification of appropriate areas to place advertisement
In order to have above designed job advertisement of Education administration it has
been assessed that HR manager of wood hill college must have focus on suitable and effective
platform for placing the advertisement, which includes -
 Print media platform- it is the suitable platform for placing an advertisement of Education
minister of Wood hill college as it includes all the job specifications which HR is looking
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for, in a candidate. It includes advertisement through newspapers, magazines, brochure
etc.
 Online platform- it is another platform to place the advertisement of education
administrator is using online platform. in this company can put their advertisement on the
leading job website that reaches the wide mass of people that are registered or enroll on
websites (Jackson, S., Schuler, R. and Werner, S., 2011). Along with this, it has been
assessed that wood hill college may also create its own official website from which the
college can easily impart the information regarding vacant post in college. the interested
candidate can also submit their CV on website of the college.
c) Job specification and person specification for the role
Job specification of Education Administrator
Job title Education administrator
Reporting relationship Principle of college
Roles and responsibilities  It includes to focus on recruitment and maintaining
public relationships
 drafting and scheduling of regulations in the college
that is required to be followed by lecturer and
professor
 managing the budgets and looking after the finance
related works and preparing invoices
Qualification
 Candidate must have good command over maths as
well as in English.
 Fast and effective typing skills
Experience
 Experience of using MS office application to store
database
 effective handling of cash items
 team work.
Person specification of education administrator
Qualification
 Candidate must have good command over
spoken English and maths.
 Effective typing skills.
Experience
 Knowledge of MS office application, to store
database of students and teachers.
 Team work.
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 Effective handling of cash items.
d) Effective application of HRM practices in an organization
HR mangers are the persons who plans to manage human resources of company
effectively. Human resource management aims at establishing a more open and flexible caring
management style so as it will help staff to get motivated, developed and managed (Lengnick-
Hall, Beck and Lengnick-Hall, 2011). In Wood hill college rationale practices to be performed
by HR manager are:
1. To clarify department's strategic direction by way of mission and vision.
2. To ensure strategic linkage and conducting and integrating HR programs through HRM
plans.
3. To manage people more effectively,
4. To establish a performance management system.
5. To conduct a training and development sessions.
6. To enhance the service quality of the staff and to motivate them to achieve the goals and
objectives of organization.
TASK 3
a) Differentiate between Training and development
Training is the process to develop employee’s skills and competency. Development is a
concept in which people are being prepared for additional job roles for long term (Jackson,
Schuler and Werner, 2011). The company namely Tesco is a public company and it is engaged
in a business of retail supermarket has conducted training and development induction for its
employees. The difference between training and development are:
TRAINING DEVELOPMENT
Training is a concept in which employees gets
an opportunity to develop skills and
knowledge as per the requirement of Wood
hill college
Development is a process which is adopted by
Wood hill college to enable overall growth of
their employees.
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It is for the short term It is for the long term period
Tesco has conducted training to improve the
work performance of its employees.
Development program has been conducted to
prepare its employees to face future challenges
Tesco believes that proper training program
will give employees a better understanding of
things related to the specific job
Tesco believes that, its employees should be
developed continuously to have conceptual and
general knowledge.
It is job oriented program conducted by Tesco
to achieve objectives and aims of the
organization.
It is career oriented job which is adopted by the
employees of company to enable over all
development of them.
b) Effect on Tesco by changes in Customer expectations
Tesco is one of the leading super markets across the world. It is having more than 2000
stores in UK, and is the 3rd largest retailer in world. It is engaged in providing good retail
services and meeting needs of their customers. It employed more than 275,000 people in UK.
Customer expectations plays important role in developing an organization. This is so because, if
an organization fulfills all the expectations then, it will develop good brand image. Customers
want honest and fair deals from the company along with good quality products and services in
healthy but comparatively cheaper products (Jackson, Schuler and Werner, 2011.). Customers of
Tesco expect to have good services and response from company. They want a healthy and
peaceful environment. Staff of Tesco should be trained to have healthy and fair interaction with
customers. Staff of Tesco wants a helpful manager. Through training, employees will have better
sense of responsibility.
c) Methods of training adopted by Tesco
Training methods are the ways in which the organization can conduct its training
program (Huselid and Becker, 2010). Tesco, a public company, have conducted a good training
session with effective strategy that delivers pleasing growth. There are two methods of training
which has been adopted by Tesco:1. On the job training- On the job training method is a method in which training is
provided during course of employment. It is recognized as a successful method as it
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enhances learning skills and abilities in employees of company. In context of Tesco it
follows observation, coaching trainee, mentoring trainee and job rotation method for
training. In addition to this, cited company has also adopted on the job training because
it wants its employees to become skilled by a trained person.
2. off the job training- This method involves training to be given outside the premises of an
organization. This method saves time and energy as well as resources of a company. It is
the method in which Tesco offers specific new talents which involves:
 team building
 communication and establishment
 arrangement.
d) Determine how needs of training can be identified
Training needs involves assessment of performance of employees that will develop skills
and capabilities. In order to achieve business targets and aims proper training should be
conducted so as to enable the employees of company to face challenges and tasks. A successful
training needs analysis is conducted to identify those persons who require training and to provide
training facilities to them. It is also known as the proactive offer (Hendry, 2012.). Tesco time to
time conducts training program to train and develop its employees because:
 In the event of change in technology, so as to aware and to provide them about the
innovation and knowledge about technology. In addition to this, effective training in
regard to changes and variations in technology will make them enable to adopt dynamic
environment. It results in development of company and workers of Tesco as well.
 In the event of new task assignment of work. In context of Tesco, training is considered
as an essential part as it enhances the quality of work assigned to employees and make
them introduced to new tasks.
 Any updates in process and procedure of the production of goods. In addition to this,
effective and structured training sessions provided by HR manager of Tesco, renders
recent and latest updates in process of production of goods and services which will result
in customer satisfaction
 In order to analyze the needs of business and business environment. Moreover, with the
help of effective training and development sessions and program, requirements of societal
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people can be identified and fulfilled by means of selection of appropriate methods and
ways.
 Analysis in order to deal with a potential buyer and participants. If proper training is
provided to its employees, then it will result in effective result in aspect of assessment of
buyer satisfaction by Tesco.
e) Advantages of Structured training program for Tesco
Structured training program means techniques and methodologies which are employed to
develop professional skills and enhance proficiency of employees for performing better in the
company (Harzing and Pinnington, 2010.). It focuses on achieving business objectives in such a
way that it could attain growth and maximize profits of the company. Tesco, while operating its
business conducts training sessions for employees to make them assets of the company.
The benefits of a structured training program are as follows:
 It is an effective program to increase business by providing quality services to the
respective consumers. In other words, it can be seen that efficient training and
development meetings will produce a profitable outcome for Tesco as it encourages its
employees to work harder and in a better way through which aims and objectives of
company will be achieved.
 To train staff of Tesco, to perform in all business activities in a professional manner.
Furthermore, if all business operations will be done in a professional mechanism, then it
will lead to overall development and enhancement of image of company in minds of
costumers.
 It increases the efficiency of employees of company. Effectiveness and efficiency of
workers will result in accomplishment of objectives and aims of Tesco.
 It increases return of investment and return on profits of the company. It also increases
profits and returns in terms of financial aspects.
 Company can also achieve SMART objectives by holding a good structured training
session. In other words, if Tesco, time to time conducts effective Training sessions, it will
lead its HR management and over all employees to gain all its set objectives and aims
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f) To what extent Training has rendered an effective ROI
Training is efficient tool for overall development of the company. However, it is also
very beneficial for growth of business by providing good customer services in a professional
manner. It also increases return on investment of Tesco to a great extent. Employees of Tesco
are trained enough to perform well in achieving objectives, through which it can achieve success
and build goodwill in the minds of costumers. The total profit of company is about 3 billion
pounds (Guest, 2011). The total number of stores present in UK are around 2300. As the
company's sales will increase, its profits will also get hiked. It happened due to good training
structure program organised by company. This shows that the company has achieved a good
return of investment.
g) Various approaches of flexibility which will lead to expansion of business
The term flexibility means how an organization is working in a current market position to
achieve its goals and targets on time. Flexibility is a concept or nature, through which business
organization changes according to market conditions (Fee, 2014). It is important for the
management to frame policies according to prevailing market conditions. It will help Tesco, to
improvise the working environment so to enhancing and increasing their efficiency. There are 2
types of flexibility approaches of Tesco:1. Structural approach- It means Tesco can alter strategies and policies according to the
prevailing market trend. It will be beneficial for company to make alterations in its
policies to achieve desired goals.2. Numerical approach- in this, Tesco ensures to save financial resources by selecting
number of employees which need to be recruited and selected.
TASK 4
a) Importance for ITV to maintain good employee relationships
ITV has made development of various HRM for their employees and employer. It is the
responsibility of the employer to maintain good relationships with its employee. ITV is of
opinion that its working environment should be healthy and peaceful (Daley, 2012.). Employees
of ITV should share healthy relation with each other because:
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 Several issues are there on which individual employee cannot take decisions. So,
employees and workers of Tesco should make happy and healthy relations which results
in overall achievement of goals and objectives.
 It can also be said that if work is shared among each and every section of company then it
will lead to creation of healthy and peaceful environment in premises of Tesco.
 If the work is shared among all employees, it becomes easy.
 ITV becomes a happy place to work if its employees work together as a family.
 In ITV, if there will be healthy and working environment, its employees will feel
motivated, can trust other employees too.
 In this regard, it also helps in building effective relations which reduces fights and
conflicts occurs or to be arise in near future in Tesco.
b) Elements which affects decision making of ITV
ITV has adopted various strategies that has any advantages for employees, business and
employers. with suitable means as well as by regular communication, no misunderstanding will
take place in the company (CHUANG and Liao, 2010.). In addition, if any issue happens then it
should be effectively communicated throughout the organization, so as to avoid any ambiguity.
Further such would assist the productivity of the firm to a great extent. it brings positive energy
in business environment of company. It affects decision making power of company. Employee
legislation in ITV signifies to an importance to comply all regulations and norms by employer
for better management of and legislation in cited company.
c) Main aspects of employee relation administration
The success of any business organization depends to a great extent on the relationship
between employees and management (Bratton and Gold, 2012.). Employee loyalty and
commitment plays an important role in the growth. There should be clear management of
employees in company so that it would be easy fir HR manager to manage human resources. ITV
believes that their employees should work in positive as well as sound association. In addition,
significance of employee relations for ITV is that the management of company ensures
protection of personnel against any form of malpractices at working place. Therefore in
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accordance with the employment laws obligated by regulatory department of HR with ITV is
required to make decisions, that favor the personnel who are performing in the business.
d) Critical evaluation of employee relations and application of HRM practices in ITV
Employee relations means the relationship between the employees of an organization. It
includes relationships between coworker, employee and his superior, between two members in
management etc. these are very important part of the management (Boxall and Purcell, 2011). In
ITV, the HR manager always ensures that there should be good relationships between its
employees. The importance of employee relations is-
if the relationship between employees are not good then, it will affect the decision making power
of company, as their opinions will go in different streams which will lead to conflict. In addition,
decisions cannot be formed due to conflict, it will result in dissatisfaction in the employees. This
can be critically assessed by means of complying with the effective practices of HRM in ITV so
that issues and conflicts between them can be clearly addressed.
CONCLUSION
It has been concluded from the present report that human resource management is
regarded as a crucial part in an organization. it has great impact on the sustainability as well as
consistency in organization. If wrong selection has been made by HR manager, it can result into
negative outcomes. In this regard it is significant for the company to make evaluation of
performance of employees and then make appraise of employees.
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REFERENCES
Books and journal
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
CHUANG, C.H. and Liao, H.U.I., 2010. Strategic human resource management in service
context: Taking care of business by taking care of employees and customers. Personnel
Psychology.63(1). pp.153-196.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management,
pp.120-125.
Fee, M.C., 2014. Human resources management.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal.21(1). pp.3-13.
Harzing, A.W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Hendry, C., 2012. Human resource management. Routledge.
Huselid, M.A. and Becker, B.E., 2010. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management. Journal of management.
Jackson, S., Schuler, R. and Werner, S., 2011. Managing human resources. Cengage Learning.
Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of management Journal.55(6). pp.1264-1294.
Lengnick-Hall, C.A., Beck, T.E. and Lengnick-Hall, M.L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human
Resource Management Review. 21(3), pp.243-255.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
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