Strategic Human Resource Management

The assignment delves into the concept of Strategic Human Resource Management (SHRM), examining its importance in aligning HR practices with business goals. It analyzes various theoretical frameworks and models underpinning SHRM, such as the High-Performance Work System model. The assignment also explores the impact of technology on SHRM, particularly e-HRM, and discusses best practices for implementing effective SHRM strategies.

Human Resource Management

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1 RECRUITMENT AND SELECTION..............................................................................1
TASK 1............................................................................................................................................1
(a) Purpose of workforce planning and the role of HR manager................................................1
(b) Strengths and weaknesses of different recruitment approaches............................................2
(c) Assessment of HR function to fulfil business objectives......................................................2
(d) Evaluating strengths and weaknesses of different recruitment approaches..........................3
(e) Critically evaluating strengths and weaknesses of different recruitment and selecting
approaches...................................................................................................................................4
TASK 2............................................................................................................................................4
(a) Job Advertisements ...............................................................................................................4
(b) suitable platforms for advertisements .................................................................................5
(c) job specification and person specification ............................................................................5
(d) specific HRM practices ........................................................................................................6
PART 2 EMPLOYEE PERFORMANCE, DEVELOPMENT AND REWARD............................6
TASK 3............................................................................................................................................6
(a) Difference between training and development......................................................................6
(b) Changes in customers expectation affected need to train staff..............................................7
(c) Methods of Training .............................................................................................................7
(d) Identified need of training ....................................................................................................8
(e) Evaluations benefits of structured training ...........................................................................8
(f) Training achieved return on investment ................................................................................9
(g) Approaches of flexibility for Expanding business ...............................................................9
PART 3- EMPLOYMENT RELATIONSHIP..............................................................................10
TASK 4..........................................................................................................................................10
a) Analysing the importance of employee relation for ITV and its impact on HR decision.....10
b) Key element of employment legislation and its impact on ITV HR decision......................11
c) Key aspect of employee relationship and related legislation, that impacts on HRM decision
in ITV........................................................................................................................................12

d) Critically evaluate employee relationship and HRM practises, that influence the decision-
making.......................................................................................................................................12
d) Critically evaluate employee relationship and HRM practises, that influence the decision-
making.......................................................................................................................................13
CONCLUSION..............................................................................................................................13
REFERENCES..............................................................................................................................15

INTRODUCTION
Human resource management can be determined as an area of the firm that is used to
improve the level of performance and to better the management of workforce within the
organization (Weekley and Ployhart, 2013). In this function, organisations mainly focus on the
workforce planning in which recruitment and selection as well as demand and supply of
workforce are considered for the better future of entity (Vanhala, and Ritala, 2016). This report is
based on three different parts in which first is about recruitment and selection in Woodhill
College. Second part of report is about Tesco in which HR manage focus on the improvements
of their employees (Storey, 2014)'. In part third, ITV company is given in which HR manager
focus on maintaining employee relationship between employee and organisation. In this report
various HRM practises, training and development are carried out that assist for better human
resource management practises in the workplace.
PART 1 RECRUITMENT AND SELECTION
TASK 1
(a) Purpose of workforce planning and the role of HR manager
Workforce planning is the process in which organization sets its priorities and ensure that
staff meets are allocated jobs and tasks and specific job roles should be assigned to each staff
member. The role of HR manager in workforce planning is the recruiting and selecting
individuals for the vacant positions of firm along with retaining employees and developing
existing skills and capabilities of staff members (Budhwar, and Debrah, 2013). It is the
responsibility of HR manager to recruit right people for respective job position within a
particular organisation. Role of HR manager in workforce planning of Woodhill College is as
follows: HR manager of organization is responsible for developing strategy so the functions of
entity can be executed properly (Bratton, and Gold, 2012). Role of HR manager in Woodhill
College is to hire talented and skilled people and then retaining them for longer period.
Workforce planning includes different types of strategies such as developing programs,
providing training and deciding their wages and compensation (Stahl, Björkman and Morris,
2012).
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 The HR manager of an organization is responsible for providing training to their
employees; this training program helps to increase employees personal growth and
developmental skills.
In workforce planning, HR manager of Woodhill College is responsible for employees work
schedules and their compensation. Duties and tasks are also allocated to staff members and it
aids in clarifying job roles to each employee.
(b) Strengths and weaknesses of different recruitment approaches
There are numbers of recruitment approaches which are used by the organization. This
recruitment process helps company for fulfilling their workforce demand in the organization.
Fundamentally, there are two types of recruitment approaches i.e. internal and external.
Internal sourcing includes transfers, promotion and filling the vacant position of the enterprise
(Stahl, Björkman and Morris, 2012). The college can fill its vacant positions by recruiting
employees internally.
The strengths of this approach is that organization creates a positive impact on their employees
as by getting promoted, they become highly motivated which leads to maintain a healthy
working environment in the firm (Kehoe and Wright, 2013). Workers of entity get inspired by
that and thus, perform better. By recruiting employees internally, Woodhill College can enhance
the level of productivity. Internal recruitment helps the firm to save their cost and time.
Weakness of this approach is that organization depends upon internal staff for filling the vacant
positions which leads to create competition among employees and many other problems like they
may start feeling that equal opportunities to everyone are being given as well as lack of
transparency is there. It will ultimately lead to create negativity in the firm (Berman, 2015).
External sources of approach includes hiring employees from private placement
agencies, campus recruitment and labour contractors. Strengths of this approach is that
organization can hire new talents and bring innovative ideas in the college (Holsapple, 2013).
External recruitment opens new opportunities for many individuals. Hiring new and skilled
employees in the organisation will help in creating a forward thinking approach that would assist
in further advancement and growth. Weakness of this approach is that it increases the cost of
recruitment and it creates financial burden on the Company (Armstrong, and Taylor, 2014). By
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hiring employees externally may create job dissatisfaction among the existing personnel and
also, organization can lose their employees for not giving fair chances to them.
(c) Assessment of HR function to fulfil business objectives
HR manager is responsible for hiring and selecting employees in an entity. He is
responsible to maintain employee relationships and giving directions and instructions to workers.
HR manager’s main functions are recruitment, providing safety, maintaining employee’s
relations and deciding their compensation and benefits. Following are the functions of HR which
helps the organization for achieving their objectives:
 Main role of HR's function is of recruiting staff in organization. By hiring talented and
skilled people in organization, HR manager maintains organization's growth (Buller, and
McEvoy,2012.). In Woodhill College, he always focuses on hiring talented employees for
filling the vacant job positions of the entity and executing operatioanl functions
effectively.
 Another function of HRM is to provide safety to employees at workplace. By providing
safety at workplace, human resource department provides healthy and safe working
environment to their employees (Kehoe and Wright, 2013). Physical, mental and social
well being of staff members is ensured through this and effective and conductive work
place can be developed. .
 To ensure long term growth of college, HR manager always maintains good relationship
with their employees. Positive actions can be taken for enhancing morale and
motivational level of staff members. Performance appraisal programs can be developed
and rewards are given to employees.
 HR manager of organization also ensures that organization meets its all legal
requirements and compliances (Dipboye and Colella, 2013). By fulfilling these
compliances, he ensures that no legal issues would affect the performance of entity and
its work that will help the firm to run its business smoothly.
(d) Evaluating strengths and weaknesses of different recruitment approaches
There are two types of recruitment approaches which are used by human resource
manager of organization. Internal approach focuses on hiring employees internally. This
approach helps the organization to save their costs on various training and development sessions
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which are needed to be provided to people recruited from external sources (Marler and Fisher,
2013). Internal hiring helps the firm in increasing employee’s productivity as they get motivated
with the same. However, it also creates conflicts among employees when one get promoted and
other do not.
In external recruitment, company hires candidates from outside the organization. By
using this approach, HR manager can bring more talented and skilled people in the college.
External hiring helps to create new opportunities for the entity (Jackson, Schuler,. and Jiang,
2014). However, resourcing employees from outside the organization can create financial burden
on the staff members.
(e) Critically evaluating strengths and weaknesses of different recruitment and selecting
approaches
In internal recruitment organization hiring employees internally but in external
recruitment company's hire employees outside the entity. Internal recruitment process supports in
filling the vacant job positions in the enterprise by promoting existing staff members on higher
job positions (Ulrich, 2013). It will also support for saving the cost and time of entity for hiring
candidates from outside. Internal hiring motivates employees to enhance their skills and perform
better and also, inspires them for enhancing their creativity. In external hiring, employees have
wide experience and knowledge.
Internal recruiting limits number of potential applicants and no innovations and creativity
is introduced in organization. On the other hand, external recruitment is a long process but fresh
talent brings innovation in the firm as well. Internal recruiting may create conflicts among
employees however, it proves to be a time and cost effective method (Salvendy, 2012). While,
on the contrary, external hiring is expensive as well as time consuming. External recruitment
process helps in inviting talented and experienced candidates from outside and more suitable and
capable applicants can be hired in the organization.
TASK 2
(a) Job Advertisements
College professor of Chemistry
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Woodhill collage is looking for the chemistry teacher which can have excellent knowledge about
the chemistry and have good commination skills. The college offering pleasant working
environment for with flexibility and reliability (Jiang and et.al., 2012). Salary is depended on
working experience and qualifications.
Positions are vacant for limited period.
(b) suitable platforms for advertisements
For placing advertisements for woodhill college they can use various platforms such as
social media and college websites (Liebowitz and Frank, 2016). The organization can use any
one of them for placing their advertisements. The company can get advantages by placing their
advertisements on social media such as; Linkedin, Jobs.ac.uk.com, which help to attract people
for the job. Through the social media organization also get huge crowd for their vacant jobs.
The college can also use its websites which also assist to them for attracting more crowd
in their business. This also help to them for getting more candidates for their jobs (Nickson,
2013.). This help to organization for finding the correct candidate and qualified candidates for
the job.
(c) job specification and person specification
Woodhill college
job description
Job Title Collage professor
Department Department of chemistry
Prepared by Human resources services
Date 20th January 2017
Roles and responsibilities Compliances with all colleges and university
polices and also have managed office
activities.
Person specification
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Qualifications To perform this job successful and have sound
knowledge about their field (Myers 2013).
Individuals should have skills and abilities and
knowledge. Have bachelors degree in
chemistry.
Work experience Must have minimum five years experience
related to the job
Skills Good communication skills
sound knowledges about the subject
Good listener
(d) specific HRM practices
From the above case study it is assessed that there are many teachers in colleges which
left their jobs cause of there are many conflicts was arisen in among the teachers of college and
many other teacher are left jobs cause low salary (Vanhala and Ritala, 2016). The HR
department of any organization tries to counselling in between the teachers so they can maintain
good relation with their employees.
The HR also tries to pay good wages and salaries to their employees so they can motivate
and retain them for a longer period.
PART 2 EMPLOYEE PERFORMANCE, DEVELOPMENT AND REWARD
TASK 3
(a) Difference between training and development
Training and development is both are essentials for development of organization and their
employees. Training is focuses on the development of employees present skills and knowledge
while development focuses on preparing workers for higher responsibility. Literature argues that,
Training and development are quite interrelated and have similar objectives (Importance of
Employee Relations - Why Employee Relations at Workplace?. 2017.) (Liebowitz and Frank,
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2016). TESCO offers both facilities to its employees so they can retain and maintain their
employees for long term. Followings are difference between training and development. Function : Training offers to organization for preparing their employees for the present
job and their present responsibilities. It offers to employees to enhance their skills and
knowledge while development helps to employees for preparing their employees for
future responsibilities (Vanhala and Ritala, 2016). Training includes formal agenda and
curriculum but development includes planning and ensure workers have some skills and
knowledge. Benefit: Providing training assists to employees for creating higher standard in their work
and improve their operational efficiency and increases customers satisfactions on the
other hand development programs assists to employees for enhancing creativity and
innovations. Through this development programs TESCO maintain long term relations
with its employees.
 Value: Training promotes greater opportunities and challenges for employees (Storey,
2014). Through this TESCO motivate to their employees and inspire to them to perform
better. Development programs helps to employees progress in their career and provide
them higher payment.
(b) Changes in customers expectation affected need to train staff
Training and development programs assists to organization for providing excellent
services to their customers. Customers are very important elements for every entity. They help
to organization for generating revenue (Bratton, and Gold, 2012). Customers expectation are
dynamic in nature. Customer's expectations such as like and dislikes, their demands and quality
in services always affected performances of TESCO.
To full fill the above expectation's entity provides training to their employees. By
providing training to their employees they create better customers services this technique helps
to organization for describing their products in better way (Stahl et al., 2012). At stores most of
time interactions are done staff so it is essentials for every organization to providing training to
their employees. The main purposes of training and development is to not only satisfy customers
but also to support firm's growth.
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(c) Methods of Training
There are different types of training methods which are used by TESCO for their
employees. Some of them are discussed below. On the job training : In this method organization providing training to their employees
during the office hours. Employees of organization trained by other employees who are
well known about the industry and its work (Berman, and et.al., 2015). On the job
training methods includes coaching, mentoring, job rotations. In this training employees
gets specific instructions related to their jobs. TESCO uses such techniques for low
skilled employees. Off the job training : under this method organization hire institution or some other
employees which help to them to give training to their employees. TESCO always hire
such institution for their employees and provide training to them (Holsapple, 2013). The
company also conduct e learning programs for their employees. In which employees
learn new tasks and completing assessments.
 Internships :under this method students get chance to work in organization and get
information about organization and also organization hire talented and skilled people in
organization. TESCO use this training methods and hire skilled and talented employees
in organization. Through internships students also aware about organizations and its
operations and entity get skilled and talent employees.
M3 Strengths and Weakness
Considering the strengths and importance of training programs which is conducts by
TESCO is that it helps to improve employees skills and capabilities (Armstrong, and Taylor,
2014). These trainings are very productive and have positive impacts on organizations
performances.
Weakness of these programs is that huge amount is invested in these training programs.
Company's market is not limited to only UK. Company's geographical area is expanding and
organizations need more money for to maintain its markets growths. There are many other laws
imposed on organization which create high risks for managing its growth.
(d) Identified need of training
Training needs are identifies after setting targets in business. For expanding its business
activities TESCO place right person for the right job. Aim of applying this technique is to
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achieve targets and business objectives (Buller and McEvoy, 2012.). Indicators of training need
are poor quality of work, frequent errors, and large staff turnover. To identify training needs
TESCO use training needs analysis. This methodology is used by organization to help them in
determining in which area or department's need training.
TNA is process of identifying the gap between employees current skills and their future
need. It helps to organization for determine in which are training required and how it helps to
entity to over come with their problems (Kehoe and Wright 2013). To conduct TNA in company
they adopt different types of techniques such as interviews, industry seminars and supervisor's
reports. The TNA methods helps to organization for to provide cost effective training, give
information about organization's climate and target areas of training.
(e) Evaluations benefits of structured training
TESCO's structured training program : Structured training programs is technique which is by
organization for enchaining employees skills and their knowledge about industry. The focus on
this program is to achieving business objectives and profit in term of growth (Dipboye, and
Colella, 2013). In this method organization put their employees in to realistic conditions and
planned task for enhancing their performance.
Benefits of Structured training
 This training programs help to organization for designing their strategy and make them
aware about goals and strategies. In this structured training strategy are highly
emphasized. To achieve organization's goal is important to provide specific direction to
employees and their skills this training methods helps to organization for achieving their
business objectives.
 Structured training provided consistent and high quality in their work (Marler, and Fisher,
2013). The organization get benefited from this by applying this training method for
making their goals more consistent. With help of this strategy employees perform better
and give more productivity to business. This approaches provide good start and make
employees to perform their tasks in group.
 To grow more in business environment organization need to evaluate their outcomes.
This training helps to entity to measuring their outcomes with their standards of work.
This training assists to organization for achieving their desired tasks by setting goals for
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them. Workers of entity also perform better by facing real challenges and assists to
company for achieving its goals.
(f) Training achieved return on investment
The Structured training program become very useful for significant business growth. It
assists organization in providing goods and services to their customers. Company's profits before
taxes is more than 5 billions pounds and it has more than 2200 stores over the marke (Jackson,
Schuler and Jiang, 2014).t. On this basis of this it is considering that organization has achieved
its return on investments. Company's sales is also increasing. The company invested a great
amount in their training programs with due to that organization performance is also increases.
The organization also invested in their infrastructures which help to them to attracts more
customers for their business. Performances of employees is enhancing and company's achieving
their targets on time.
(g) Approaches of flexibility for Expanding business
By expanding business internationally organization provides different types of flexibility
to their employees for expanding its business. Work from home : The organization is giving opportunities to their employees. So they
can work from anywhere. Work from home helps to employees to perform their tasks and
give flexibility to them for perform better.
 Technology flexibility : Technology flexibility means employees can use of different
types of technology for completing their tasks (Ulrich 2013). In this approach employees
use different types of tools like internet, video calling which help to them to create better
network.
D2 critically evaluate of HRM practices
The HR practices of TESCO focus on developing different types of techniques in
organization. The following are the HR techniques used by organization.
Training and developmnet : In training methods organization uses different types of techniques
for their employees (Jiang, and 2012.). The company uses structural training methods for
developing skills of employees. However, organization spend a lot of money on their training
programs
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Flexibility: in this method HR of the organization provide flexible work hours to their employees
so they can perform their tasks from anywhere but this approaches is not suitable for those
employees who belongs to top management.
Reward: in this practice's organization employees are received reward for giving better
performances and by these employees feel motivated (Jiang and et.al., 2012). However,
organization need to carry some transparency in their rewards systems.
PART 3- EMPLOYMENT RELATIONSHIP
TASK 4
a) Analysing the importance of employee relation for ITV and its impact on HR decision
For every company, employee relationship plays a crucial role and it has a positive
impact on the business operations (Liebowitz and Frank, 2016). ITV always focus on better and
effective employee relations in which they focus on communication and adopt various
legislations so that working premises would become more effective. Below given are various
points that show the way in which employee relationship is important for the firm and its impact
on decision making:
 For the firm, employee relationship is important because it enables the motivating
workforce towards performing their work effectually. If workforce of ITV is capable to
work in a better way, then they can achieve their objectives and targets in more effective
way (Nickson, 2013). It has positive impacts on the HR decision making as motivated
workers take initiatives to take part in understanding the issues that are faced by
management and support them.
 When employee relationship is harmonious in the entity, then it positively impacts over
their working behaviour. In which, HR manager of ITV focus on whether employee
enjoy their work or not (Myers, 2013). When workers are happy with their workplace,
then they will not take work as a burden. This put a positive impact on decision made by
HR, because it assists in better workforce planning within ITV.
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b) Key element of employment legislation and its impact on ITV HR decision
HR management of ITV follows different types of employee legislations that are essential
for their workforce and organisation as well. Following are the elements of employee legislations
that assist in harmonious employee relationship and their impacts on decision-making process:
Individual employment relationship
ITV and its HR management always follow all legislations that are made for employee
and their benefits. Management is concerned with all employee’s rights and deals with their
issues when they work in the entity. Management of ITV is concerned with all points that are
faced by an employee at the time of working in the organisation (Hoque, 2013). In this context, it
includes act as unfair dismissal, flexible working hours etc. When HR management of the firm
focus on employees rights, then it positively impacts on reducing the number of conflicts within
organization.
Wages and remuneration UK companies regulate better and effective relationship between
workforce and organisation. Under the same, they do not make differentiation with anyone and
provide equal opportunities to each and every employee. This element positively impacts on
HR's decision because employees get fair and equal opportunities which enables to develop a
healthy working environment in the firm (Ulrich, 2013). Moreover, it assists in enhancing their
productivity with better quality. With the help of legislation, ITV adopts various policies in
which they focus on different points like training programme that are helpful to raise the
performance level of employees.
c) Key aspect of employee relationship and related legislation, that impacts on HRM decision in
ITV.
For better employee relationship, management of ITV must focus on all legislation that
are related and are beneficial for employee. Following are various points listed below that assist
for better HRM decision-making:
 With the help of equal pay act, HR manager of ITV knows equal payment system that
will be appropriate for different post as per their capability and skills. When workforce
get appropriate salary as per the equal pay act, then positive perception will be increased
in employee working attitude (Liebowitz and Frank, 2016). This will assist to meet their
salary related decision in more effective way.
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 Employee protection act is also assisted for employee relationship in which firm provide
safe and secure environment to their worker. With the help of legislation, HR manage can
take decision regarding facilities which may require by the employee. This legislation is
also helpful for implement on those requirements which not concerned yet.
d) Critically evaluate employee relationship and HRM practises, that influence the decision-
making
For better employee relationship, management of ITV must focus on all legislation that are
related and are beneficial for employee (Myers, 2013). Following are various points listed below
that assist for better HRM decision-making:
 With the help of equal pay act, HR manager of ITV knows equal payment system that
will be appropriate for different post as per their capability and skills. When workforce
get appropriate salary as per the equal pay act, then positive perception will be increased
in employee working attitude (Buller and McEvoy, 2012). This will assist to meet their
salary related decision in more effective way.
 Employee protection act is also assisted for developing employee relationship in which
firm provide safe and secure environment to their worker. With the help of legislation,
HR manage can take decision regarding facilities which may require by the employee.
This legislation is also helpful for implement on those requirements which not concerned
yet.
d) Critically evaluate employee relationship and HRM practises, that influence the decision-
making
ITV adopt various practises that assist for better employee relationship. Here are various
HRM practises that are listed below which assist and leads to better employee relationship in the
workplace.
HRIS: Human resource management system is a practise that is adopted by the ITV for
measuring its employee performance (Jiang and et.al., 2012 ). After evaluating, they can design
training workshop for their employee. HR manager ITV assist to meet the decision, in which
they focus on the employee training need and according to that they can design their workshop.
This is highly beneficial for developing strong relationship with workers.
Talent Acquisition: HR manager of the ITV adopt talent acquisition as a practise for
enhancing their employee skills (Buller and McEvoy, 2012). For improvement, first they know
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about their employee weak points. For this, HR manager take decision, in which they select
appropriate way to find out its employee ability and disability. For this, HR manager can use
performance monitoring of employee to know about their employee needs towards the
enhancement of skills. When management focus on the employee skills so that it positively
impacts on the decision-making process.
Healthcare Benefits: HR manager always concern with the employee health conditions
that assist to enhance their employee loyalty towards the company (Berman, and et.al., 2015.).
This will assist to improve and enhance relationship among the employee, in which they
maintain culture and values.
CONCLUSION
After summing up the above study, management it is considered that, in every
organisation HR management play key role. For better recruitment and selection process,
Woodhill college adopt HR practises. In which they focus planning to appropriate recruitment in
the organisation. In part second, HR manager of Tesco adopt various training section for
development of its employees' skills. In this various techniques are also discussed in this report
so that it assist for the management to expand their business, with the help of better and effective
employee skills. At last of the report, HR manager of ITV develop better employee relationship
with the help of various rules and legislation. In this key aspects of employee relationship is also
discussed in the report that assist to find out the importance of legislations.
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