HRM Practices and Employment Legislation

The provided assignment focuses on the importance of Human Resource Management (HRM) practices in enhancing business operations. It emphasizes the role of HRM in improving sales, revenues, profitability, and productivity of an enterprise. The assignment also touches upon the significance of employment legislation in supporting employees to work properly. A detailed analysis of the topic is presented through a review of relevant literature and research studies.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
P1. Role of HR manager and purpose of workforce planning....................................................1
P2. Strength and weaknesses of different recruitment and selection approaches.......................2
M1 Explain how function of HRM fulfil business objective. ....................................................3
M2 Determine the strength and weakness of different recruitment and selection approaches. . 3
D1 Critically evaluate advantages and disadvantages of recruitment and selection method. ....4
TASK 2............................................................................................................................................4
P3 State the difference between training and development........................................................4
b) Identify different training needs and method used by TESCO...............................................5
c) State systematic approach to training and development ........................................................6
P4 d) State the effectiveness of TESCO's training and development practices..........................6
M3 Determine different training method used by TESCO.........................................................6
D2 Critically evaluate TESCO's HRM practices .......................................................................7
TASK 3............................................................................................................................................7
P5 State the importance of maintaining good employee relation. .............................................7
P6 State the key elements of different legislation of employment..............................................8
M4 Evaluate the importance of employee relationship management.........................................8
TASK 4............................................................................................................................................9
P7 Evaluating different HRM Practices......................................................................................9
M5 Explain the impact of technology in selecting employee's.................................................11
CONCLUSION..............................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
In today’s era, organisation considers human resources as the most valuable and important
asset who contribute effectively in driving success and growth of company. The HR department
of every firm focuses on managing employees in a structured manner. Human Resource
Management (HRM) deals in maximizing the productivity of personnel and the business from
issues related with employer and workforce (Anderson, 2013). It mainly includes worker’s
recruitment, selection, training and development as well as benefits and compensation. HRM is a
resource centred process which is primarily emphasized on constructing strong employment
relations between managers and staff. This reports talks about three different companies namely
Woodhill College, TESCO and ITV. This report describes various functions of HRM,
advantages and disadvantages of recruitment and selection process as well as importance of
employee decision in all these respective firms.
TASK 1
Case Study: Woodhill College
Introduction: This case study covers the need of hiring new personnel in Woodhill College.
Currently, there are several vacancies available in the college which are needed to be filled by
the talented and skilled workers. Also, it discusses about developing an effective strategy which
helps in managing both future and existing needs in a systematic way.
P1. Role of HR manager and purpose of workforce planning
Human Resource Management refers to the process of hiring competent and
knowledgeable workers who can achieve overall organizational goals in an effectual way. The
main responsibility of HR manager is to provide adequate training and development to its
personnel so as to increase their overall productivity (Aswathappa, 2013). HR manager also
focuses on maintaining a strong relationship between employees and manager by performing
different roles which are described as below:
Roles Roles & Responsibilities
As a Business Partner  Develops and maintains valuable relationship between al
employees, manager and customers
 Recruits skilled workers who can effectively attain business

goals and objectives
As a Change Agent  Identifies and bridges the gap between different
administration practices.
 It also deals with accepting change and applying it in the
organization to gain better competitive advantage in the
market place (Batt and Colvin, 2011).
As an Employee
Advocate
 Review the performance of employees by conducting 360
degree feedback method
 Handles grievances and conflicts between staff and union in
a systematic way
Purpose of Workforce Planning: The main role of HR is to recruit skilled and
competent personnel who achieves company's goals and targets within given time frame and in a
structured manner. As the Woodhill College is developing rapidly, it creates a need for hiring
new workforce who can effectively attain their objectives. From the past few years, college relies
on one single method of hiring and they do not have any clear strategy regarding managing
existing and future needs of workforce. Thus, college is required to choose employees from
different sources of recruitment which give them benefit to select the best candidate from a pool
of applicants (Coff and Kryscynski, 2011). Through different sources, college can assess number
of candidates and then select the most appropriate one among them. Also, the college is required
to change its interview questions as they normally ask repetitive questions which may be leaked
by the candidates. They need to rephrase it and add some extra questions which help in
understanding and analysing the applicants in a better way.
P2. Strength and weaknesses of different recruitment and selection approaches
Recruitment deals with searching and stimulating employees to apply for the job in
organisation whereas selection deals with selecting the best candidates from a pool of applicants
who possess specialized skills and knowledge that help in achieving company's goal in a better
way. With the help of recruitment and selection, an entity can keep skill set of its workforce
effectively and efficiently. Earlier, Woodhill College is doing recruitment via one source but
now as the college is increasing rapidly, they are required to adopt other methods of recruitment

and selection so that they can hire well skilled and competent personnel after assessing pool of
candidates. College has started hiring human resources through Internal and External Sources.
Internal Source Recruitment & Selection: Under this, college recruits personnel in their
workplace only (Kehoe and Wright 2013). This means hiring employees who are currently
working in the college in different departments through promotion and transfers, etc.
Strength Weakness
 Improves morale of existing workers.
 Removes the chance of hasty decision.
 Reliable process.
 Encourage self-development among
personnel.
 De-motivates employees from outside
the organization.
 Lack of creative and innovative persons
 Existing workers may or may not be
aware with technological advancement.
External Source Recruitment & Selection: Under this, college hires candidates from outside
world such as they can do direct recruitment, employment exchange, web publishing etc.
Strength Weakness
 Open gate for fresh and new talent.
 Time-saver and economical as
employees are already trained.
 Widens list of choosing the best
candidate from pool of applicants.
 Poor communication and co-ordination
between current and new employees.
 Current workers might get demotivated.
 Problem of Maladjustment.
M1 Explain how function of HRM fulfil business objective.
Training and Development is the medium through which Woodhill College can improve
the productivity of their personnel. With the help of effective training method, employees can
develop themselves according to dynamic changes that place in the competitive market. Training
provides platform to worker where they can grow themselves both personally and professionally
(Kinicki and Kreitner, 2012).
M2 Determine the strength and weakness of different recruitment and selection approaches.
Internal Source of Recruitment& Selection:

Strength Weakness
 Flexible and reliable process.
 Boost morale of existing worker.
 Lack of creativity and fresh talent.
 Not suitable for college vacancies.
External Source of Recruitment & Selection:
Strength Weakness
 Choose best applicant from the pool of
candidate.
 Fresh outlook towards industry.
 Costlier Process.
 Lower the morale of existing worker.
D1 Critically evaluate advantages and disadvantages of recruitment and selection method.
According to Wilson, (2015) the main advantage of external method is it open the
opportunity gate for fresh talent and enables the company to recruit well educated, skilled and
competent worker that attain objective of the firm in an effective way.
On the hand the main Peri, (2012) states the main disadvantage of this method is reduce
the morale of current employees which results in impacting overall performance of company.
TASK 2
Case Study: TESCO
Introduction: This case talks about TESCO approach towards training and developing its new
and existing workforce. TESCO believes in hiring well educated and competent personnel who
can effectively and efficiently attain their objectives or goal (Marchington and et. al., 2016). It
also focuses providing better services to its both employee and customer.
P3 State the difference between training and development
Companies conduct training program in order to improve the productivity of its
workforce whereas development render additional skills & knowledge through which an
employee can gain long lasting learning. Both the terms used together but still there are some
differences between them which are listed below:
Training Development
 Training refers to the process of  It refers to the process of education

learning which helps improving the
skills, knowledge and competencies of
worker for a particular job or role.
 Training is short term with a specified
goal (Messersmith and et. al., 2011).
 Training is conducted by the
organisation.
which is mainly concerned with
individual growth.
 Development is mostly long term with
open and ongoing goals or targets.
 It is a self-assessment method in which
individual creates development plan for
their own.
b) Identify different training needs and method used by TESCO
Training is important for company's success and growth. It is beneficial for both worker
and manager of TESCO. Proper training makes employees more productive and efficient.
Following are the needs of training which are described below:
 New employees require training who have just join TESCO. Training makes them
familiar with the culture, working environment, objectives, rules, policies of the
company.
 Existing worker are trained so to gain knowledge regarding the new technology.
 Training gives an opportunity to employees to grow themselves personally and
professionally (Renwick, 2015).
 If any change takes place in technology related to change in equipment, computer
implantment etc. effective training is providing to the worker so that they can deal with
such changes in a significant way.
Training Methods: There are two methods of training one is On the Job and other is Off the
Job.
On the Job Training: Under this method, employee of TESCO learn by doing job real task or
job. They learn via observing their manager and tries to copy their work. It is mainly done
through coaching, mentoring etc. Training is given to employees at its workplace only. It is less
expensive and suitable for manufacturing firms.
Off the Job Training: This type of training is given to workers away from the workplace. It can
be given via lectures, role play, conference, simulation etc. It is mainly carried out by the
expertise. This method is costlier and suitable for non-manufacturing entities.

c) State systematic approach to training and development
Training and development are considered as an important function that promotes growth
and sustainability of TESCO. The referred firm used systematic approach of training and
development that manages its growth in an effective way (Redman and Maguire, 2013). In this
competitive world, employee's are require to enhance their knowledge and skill as per the
dynamic changes. Training develops the desire among the personnel to do bigger role which
ultimately leads to grow them personally. Training makes employees effective enough so that
can achieve TESCO's objective and goal within a given time frame.
It is a kind of formal training given to workforce by some experts that provide better
understanding regarding the responsibilities and roles related to particular Job in TESCO. It
creates great sense of responsibility and motivation among personnel.
P4 d) State the effectiveness of TESCO's training and development practices
Effective training and development helps TESCO in determining where there employees
lack and what are the area of that requires training. It strengthen those abilities that workers need
to enhance in order to attain company's goal effectively. Structured training and development
programme helps in motivating the employee so that they work more effectively and efficiently.
It also gives the benefit of competitive advantage to TESCO over their rivals. The investment in
training and development by TESCO depicts that how much they value their workforce.
Employee's fell more satisfied and motivated post training and development which helps them to
achieve both short and long term target of TESCO
M3 Determine different training method used by TESCO.
TESCO uses both On and Off the Job Training method which help in improving the
employee productivity. On the Job means when company gives training at the workplace. It is
mainly done by observing senior employee or peers. Whereas Off the job means when training
has been given to worker away from the workplace (Sanders and Frenkel, 2011). This is mainly
done by some specialist or expert.
Advantages Disadvantage
 Keeps updated personnel in terms of
new technology.
 Makes employee more effective and
 Sometimes may be dominating at the
end of expertise.
 Costlier process

efficient.
D2 Critically evaluate TESCO's HRM practices
According to Frank, (2017) TESCO's HRM practices deals with enhancing the services
of workforce and maximise employer's profitability. Tesco aims at providing recruiting well
skilled and knowledgeable personnel that achieves their objective in an effectual way. It outlines
the HR manager effectively manages the human resource (Schuler, 2015). TESCO believes that
if they want to satisfy their consumer they need to satisfy their employee first, which they can do
by providing them compensatory and benefits according to the work contribution.
TASK 3
Case Study: ITV
Introduction: This case talks about how employee relation can help in fostering growth of the
company. In order to achieve company's objective effectively they are require maintain better
communication with its workforce which results in creating healthy work environment and
promotes fruitful culture of the company.
P5 State the importance of maintaining good employee relation.
Employee's are considered as the most valuable asset of the company who contributes
effectively towards achieving organisational goal or objective. Employees are the one who yield
higher profitability for the company. ITV focuses on maintaining healthy relationship between
its workforce and manager that administers competitive advantage to the firm. It is very
important for a company to involve their worker in decision-making process. ITV is also doing
the same thing, they are motivating their workers by involving them in their decision making
process related to make effective strategies that help in generating more profitability for the firm.
Strong employee relation motivates the worker which often boost the ITV's sales or
revenue. Working Together enable the staff member to perform their task in most appropriate
and effective way. Employee relationship must be strengthened in an organisation. Good
employee relation signifies that employees should feel positive about their identity, their job as
well as about being part of such a organisation. Healthy employee relations lead to more
efficient, motivated and productive employees which further leads to increase in sales level
(Jackson and Tarique, 2011). An optimistic approach too strengthen disciplinary culture rooted

on short norms of employees should be employed. The employees always expected from the
management to provide them a safe working environment, equal treatment and proper incentives.
Stress management strategies should be followed in ITV.
P6 State the key elements of different legislation of employment
Equality: ITV company gives fair and equal opportunity to their employees so that there should
no discrimination between the employees. Company ensures that every employee should be
respected and should not feel isolated and chances of advancement should be open for everyone.
Health and Safety: Health and safety is a major concerned for everybody. Companies should
make some policies regarding employer's health and safety. Company should implement life
insurance policy or other schemes which is beneficial for them.
Communication: ITV is owning their Intranet channel of communication “Watercooler”
through which they communicate internally with its workforce (Scullion and Collings, 2011).
This channel keep updated their staff and provide information regarding the news that affects the
company performance. ITV provides 60 second update to its workforce which states what's
going on the business.
Data Protection: Worker of ITV is liable to protect the company's data . They cannot share
company's confidential information with any unauthorised person without the permission of
senior authority. If they share any personal data or number of ITV with rival firm or any other
person, they are solely responsible for the consequences.
Dismissal: ITV terminates employee who are not performing effectively in achieving company's
objective. It may be voluntary or involuntary depending upon the performance of worker.
M4 Evaluate the importance of employee relationship management
Employees are the asset of the company who with the help of their effective skills,
knowledge and competency yield revenue or profit for the company. It is very important for a
ITV to maintain healthy relationship with its employees and employer as it contributes
effectively in the success and growth of company. ITV provides feedback to its employees which
enable them to determine their strength and weakness (Wright and McMahan, 2011). Employee
Legislation of ITV talks about how they fairly and equally treat its employees.
D3 Critically evaluate employee relation and application of HRM practices.
According to Thomson, (2015) Effective employee relation helps in achieving company's
objective in a constructive way. Maintaining good relation with worker makes them feel

motivated and contributed towards the success of the company. By providing solution and
recommendation subjects to task work and projects makes easier for the worker to carry out their
performance in an effectual way.
TASK 4
P7 Evaluating different HRM Practices
A) Job Advertisement
JOB OPPORTUNITY
Woodhill College is searching for well-educated and skilled candidate who fits themselves in
the available position vacant in Pretoria, South Africa
HR Manager
Required Knowledge and Experience
 Master degree in Human Administration.
 Minimum Experience required is 2 years.
 Proficient in Ms-Excel, Word etc.
Interested candidates can apply within 15 working days on the website of Woodhill
College.
B) Different source of advertisement
 Print Media (newspaper, magazines )
 Television
 Digital Media
 Social Media ( Facebook, twitter)
 College Website
 College Bulletin Board
C) Make Job Advertisement and Person Specification
Job Description
Organisation Name Woodhill College

Job Designation Human Resource Manager
Location Pretoria, South Africa
Reporting To Higher Authorities (Principal)
Roles and Responsibilities  Develop healthy interpersonal communication.
 Effectively and efficiently manage human
resource.
Working Hours 9.30 am to 7:00pm
Salary 9000 Pound per month
Working Facilities College will provides flexible working hours, benefits
and compensations according to their performance to its
workforce.
Person Specification
Name: XYZ
Contact no.: 123456
Email: [e-mail]
Qualification:
MBA University 70.00%
Graduation University 75.00%

High education London school 85.00%
Secondary education London school 80.00%
Personalized information
Father's name: MNO
Mother's name: PQR
Achievements:
 Star Performer of the year.
 Recognition in delivering excellence service.
M5 Explain the impact of technology in selecting employee's
Woodhill College can take the help of advance technology in recruiting better personnel.
They can stimulate personnel via social media platform such as they can post vacancy on
facebook or instagram page as people are now a days more active on social network (Werner and
DeSimone, 2011). They also take the help from job various job portals which gives them list of
number of skilled worker who is looking for a job.
CONCLUSION
From the above mention report, it can be determined that, human resource management is
very essential part of the business success. In order to invite large number of the candidates,
company apply internal and external Method of recruitment or selection. Purpose and function of
HRM assist the manger to provide effective training and development secession to their
employees. So they can work in happily and give their full efforts to company. In this, employee
relation is significant for achievement of long tern goals and objectives of company. Practices of

HRM is also support the business manager in regards to improve sales and revenues of company.
It is also beneficial for them to improve profitability and productivity of enterprise in an effective
manner. Different kind of employment legislation support the employees to work in proper
manner.
REFERENCES
Books and Journal
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business issue. Kogan Page Publishers.
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
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resources practices, quits, dismissals, and performance. Academy of management
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Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2), pp.366-
391.
Kinicki, A. and Kreitner, R., 2012. Organizational behavior: Key concepts, skills & best
practices. McGraw-Hill Irwin.
Marchington, M., and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
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Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
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pp.1-14.
Sanders, K. and Frenkel, S., 2011. HR-line management relations: characteristics and effects.
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pp.506-516.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
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Online
Human Resource Management. 2017 [Online]. Available through:
<https://www.coursera.org/specializations/human-resource-management>.