Role of HRM in Workforce Planning

This report discusses the purpose and function of HRM in workforce planning, the strength and weakness of different recruitment and selection methods, and the benefits of HRM practices. It also includes a case study on Woodhill College and TESCO, and provides detailed information on job advertisement and different channels of advertisement. Additionally, it explores the difference between training and development, and the needs and methods of training used by TESCO.

HUMAN RESOURCE MANAGEMENT
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Contents
INTRODUCTION.....................................................................................................................................3
TASK 1.......................................................................................................................................................3
P1 Purpose and function of HRM applicable to workforce planning.......................................................3
P2 Strength and Weakness of different methods of recruitment and selection.........................................4
P7 Detailed application of different Human Resource Management Practices........................................5
TASK 2.......................................................................................................................................................9
P3 Benefit of different HRM Practices....................................................................................................9
P4 Effectiveness of different HRM practices in terms of raising profit.................................................11
TASK 3.....................................................................................................................................................11
P5 Assess the importance of employee relation.....................................................................................11
P6 Key elements of employee legislation..............................................................................................12
CONCLUSION..........................................................................................................................................1
REFERENCES..........................................................................................................................................3
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INTRODUCTION
Human resource management is the essential and important part of the each and every
organization. Without this company cannot achieve long term and desire goals of business entity in
limited time period. Role of human resource manager is to recruit and select knowledgeable and skills
candidates who are easily increase turnover and sales of the enterprise (Chelladurai, 2015). In simple
words, means of HRM as to employing person, creating their essential resources utilizing, compensating
and maintaining their services or facilities in move with the organizational and job requirements with a
thinking to participate to the target of the company, personal and the society. In this HR manager ensure
to enhance the profitability and productivity of company.
This report is based on three different organization such as TESCO, WOODHILL COLLEGE and
ITV. This assignment shown different kind of purpose and function of HRM. There are different method
of recruiting and selecting talented candidates such as external and internal. Human resource practices
also help the manger in order to maintain long term relation with workers, it is also described in this
study. Employee relation is beneficial for the enterprise to improve their productivity and effectiveness
effectively. Different kind of employment act also determined in this project which effect on entire
performance of company and individual.
TASK 1
Case Study: Woodhill College
This case is explaining the needs of hiring new personnel in the Woodhill College. Since, the college is
growing rapidly it is become important to fill all vacancies and opening in best possible manner.
Currently, the college relies on hiring through single method i.e. advertising on its official website which
is not sufficient in terms of hiring talented employees. Also the college is facing problem in context of
formulating its current and existing needs, thus no clear or defined HR strategy. The solution is to open
the gate in context of hiring and selecting employees.
P1 Purpose and function of HRM applicable to workforce planning
Workforce Planning can be defined as continuous process that links the priorities and need of business
enterprise related with its employees so to achieve the organizational objective in an effectual manner. It
is a vital function of HRM and it basically deals in analyzing and examine the needs of company in term
of size, knowledge, skills, competency of its personnel to accomplish its given or specified objectives.
Most of the firm often used this term as a strategy mostly used by employers and managers to anticipate
the needs of employee in most significant manner.
The main purpose of workforce planning is to put right people on right job with adequate skills
and knowledge as per the requirement of job. In simple words, Workforce Planning refers to the
deals with getting right number of candidate who possess right knowledge and competency as
per the given job requirement (Huselid, 2011). Human resource, strategic planning and budget
are the main players of workforce planning. It is a systematic organizational process that laid
stress on planning ahead so to avoid any uncertainty or future contingency. As it has been said
that it is better to be prepared in advance rather than being surprised or shocked. Thus, in order to
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manage future effectively and systematically, organization used workforce planning. As
Woodhill College is having no clear strategy related to its future and current needs, workforce
planning assists them in formulating those strategies in a constructive and cost efficient manner.
HR managers plays vital role in framing and implanting workforce planning in the business
practices (Meredith, 2014). Their main role is to organize the personnel in an effective manner so
that they achieve firm’s objective in a structured manner. Following are the roles of HR
Manager:
1. Working Together: The success and growth of any business enterprise depends upon how
collectively they work and generate immense revenues and profits. Moreover, if workers
work with co-ordination and co-operation it gives rise to healthy and positive atmosphere
which retains them for longer period of time.
2. Commitment Building: HR Manager also aid in formulating effective strategies mainly
concerned with increasing the overall productivity and efficiency of workforce. This
initiates with when company assign task to individual as per their skills and requirement.
P2 Strength and Weakness of different methods of recruitment and selection
Recruitment and Selection are both considered as the vital part of Human Resource Management.
Recruitment refers to the process of stimulating or attracting large pool of applicants so that they can
apply for job in the respective organization. In simple words it means finding the most qualified and
talented personnel for the business enterprise who with strong efforts and determination led to attain the
objectives or goals of firm in an effectual manner. On the contrary, Selection can be describes as selecting
or choosing best candidate from the pool of applicant. Basically it deals with choosing candidate that
possess right skills & education as per the job requirement. Business Enterprise possess the ability to deal
with various approaches of recruitment and selection in broader aspect. It is mainly categories as Internal
and External. Below mentioned are the key strength and weakness of each method:
Internal Source of Recruitment and Selection: Under this, Woodhill College normally select or chose
personnel within the college premise. This is mainly done via transfer or promotion. This method
promotes higher confidence and motivation among existing employees or workforce (Berman, 2016).
Following are the strength and weakness of this method:
Strength Weakness
 It is an easy and flexible process
 Promotes higher motivation among
existing personnel
 It focuses on reduces the training time
and cost associated with it.
 Reduces the risk or uncertainty of
hiring gambled or bad employee.
 Lacks of innovation and creativity
 Lack of fresh talented
 Filling an opening or vacancy gives rise
to other vacancy. This ultimately
increase the burden of business
enterprise.
 There are certain situation when
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 No orientation or induction needed as
employees are already familiar with the
working environment.
existing employees are not suitable for
the vacant opening or position.
External Source of Recruitment and Selection: Under this method, HR Manager of college hires or select
candidate from outside the business premises. This means that they are selecting employees from job
portals, direct recruitment, third party sourcing, employment exchange etc. Following are the strength and
weakness of this source of recruitment and selection are as follows:
Strength Weakness
 Widen the choice of selecting the best
candidate from the pool of applicant.
 Encourages creativity and innovation
 People who are selected possess higher
knowledge, skills and abilities as
compared to existing employees.
 Reduce the possibility of partiality.
 New employee or candidate bring fresh
and unique ideas that shapes the
functioning of entire organisation in an
effective and efficient manner.
 Costlier process
 Time and Energy consuming Process
 Higher chances of disputes between
exiting and new employee.
 Reduce the chances of promotion
which may adversely affect the existing
employees.
P7 Detailed application of different Human Resource Management Practices
A) Job Advertisement
JOB OPPORTUNITY
Woodhill College is looking for skilled and talented candidate for the vacancy of Lecturer,
available in South Africa.
JOB DETAILS:
Post: Lecturer in Human Resource Department
Salary Range: $15000-20,000$
Type: Permanent
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Job No: D001564
JOB DESCRIPTION
Purpose of the Job
 To enhance the knowledge of students in the area of human resource management.
 Render practical experience to students related with how to deal and manage the various
HRM issues and conflicts occurs frequently within the business premises.
 Focuses on improving the education standard of university or college.
Main Roles and Responsibilities
 Improves the overall performance of students.
 Stimulate the interest of all students towards the respective subject
 Provide ample opportunities to students so that they can enhance their knowledge.
Qualification and Skills Needed
 Master degree rather MBA or PGDM specialized in Human Resource Department
 Great leadership and communication skill
 Expert in handling Ms-Word and Excel
Experience Required
 At least three years of experience is required in the same field from recognised
university and opportunity.
 Possess greater knowledge in the aspect of Human Resource.
Interested Candidates are require to drop their resume on college website
“www.woodhillcollege.uk.in” within 15 days of advertisement. For further assistance or
query, call at 55653453436
B) Different channels or sources of Advertisement
Woodhill College has used various channels of promotion or advertisement for marketing about its
currency vacancy. Below mentioned are the list of channels used by the HR Manager of Woodhill
College:
 Print Media such as newspapers, magazines, leaflets etc.
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 Taking the advantage of technology and Internet, they have advertised on social networking sites
such as Facebook, twitter
 Link with job portals
 Digital Media
C) Job Description and Person Specification
Job Description
Organisation Name Woodhill College
Job Designation Lecturer
Location Pretoria, South Africa
Reporting To Principal
Roles and Responsibilities  Improve the knowledge of students in the area of
human resource and its practices
 Contribute effectively towards increasing and
enhancing the performance of both college and
student.
 Stimulate the interest of students towards the
particular subject.
Working Hours 10: 00am to 5:00 pm
Salary 15000- 20000 Dollars per month
Working Facilities Providing flexible working hours, compensation and
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benefit, Yearly holiday
Person Specification
Name: MNP
Contact no.: 53655644
Email: [e-mail]
Qualification:
PGDM/MBA University 88.00%
Graduation University 76.00%
Senior Secondary Education London school 89.50%
Secondary education London school 81.50%
Personalized information
Father's name: XYZ
Mother's name: KLO
Achievements:
 Awarded as star performer of the month.
 Performance Appraisal
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TASK 2
Case Study: The given case is about how effective training and development contributes
immensely towards achieving TESCO’s goals and objective in a significant manner. It also
describes the various efforts of TESCO towards retaining their employees for longer period. Its
structured training and development approach serves as a base or foundation for continues
growth of their workforce.
P3 Benefit of different HRM Practices
A) Difference between training and development
Workforce Training and Development are considered as an inseparable part of HR management
and functions(Harzing, 2015). Both aim at enhancing the productivity and performance of a
personnel which is beneficial is for its personal and professional growth. Training refers to the
program framed by business enterprise to develop skills and knowledge in the workers as per the
requirement of specified job. On the other hand, Development refers to an organized activity via
which employees of an organization grown and learn. Basically it is a self-assessment
methodology.
In training, the workers are imparted technical skills and knowledge concerned with
particular job and laid stress on improving the potential & abilities of employees. On the
contrary, development is a kind of educational process which mainly emphasize on the maturity
and growth of staff members. Below mentioned are the key differences between training and
development:
Basis Training Development
Meaning It is learning process that
provides ample opportunity to
employees to develop
competency, skill and
knowledge as per the job
requirement.
It is an educational process
that deals in overall growth of
workforce.
Term It is for short-term It is for lifelong; long-term
Focus On Present needs Both present and future needs
Orientation Job-Focused Career-centered
Motivation They are motivated by their
trainer
They are motivated own their
own.
Objective To enhance the efficiency and
productivity of employees.
To prepare workers for future
contingency and challenges
Aim Their aim is specific, mainly
related with the requirement
of job.
Their aims are generally
conceptual.
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B) Needs and methods of training used by TESCO
Training is defined as the acquisitions of knowledge and skills that helps in improving
employees so that they can perform better. Every organizations focus on developing individual
behavior as well as their performance in appropriate manner. It generally organize for the various
purpose such as increasing their sense of ownership in the business, to make them more
productive and flexible so that they can meet desired expectations of internal and external
customers and their needs. In this, new skills and abilities can empower staff for making
effective decisions.
Tesco plc has its flexible structure approach for training and development which adopt by the
individual as per their requirements. An organizations generally focus on the training program
for enhancing the employee skills, knowledge and abilities (Wilson, 2016). They used
performance appraisal methods for analyzing training needs as well as identify learning
assessment and organize such programs at the workplace. Tesco use various methods for
providing training to their employees and these are as following:
Shadowing: In this method, employer provide training to those employees who are
performing already there or the job. In such program, trainee learn particular work as how a task
exactly is being perform. But it can interrupt the daily performance of the organizations.
Mentoring: in this, expert staff provide guidelines to the employees regarding a specific
task as they advices them that how to perform the work in appropriate manner.
Coaching: in this method, Tesco appoint a staff member as well as the manager that helps to new
trainee by providing guidelines and inspirations for performing the task.
b) Benefit of systematic approach to training and development
In TESCO, if the management will implement good training and development programmers
then they will be able to make the employees more efficient and they will be able to achieve their
goals and objectives in an effective manner. Since TESCO is a big organization and having their
stores in so many countries so the employees who are working their also belongs to various other
cultures and backgrounds. So, it is very necessary for them to grow their skills and capabilities so
that they can achieve their goals in an effective manner (Broklyn, 2014).
a) Training is very beneficial for TESCO because through this they can modify the
values and attitudes of staff members and also helps in encouraging effective relationship
between the employees of the company. Along with this they can also accept and
assign roles and responsibilities to the new recruited employees in an appropriate manner.
It will also considered that the management of TESCO will have to monitor the
performance of individuals so as to know their growth towards the objectives. This also
leads to motivating the employees as their skills will be developed and they will feel
more confident than earlier as they have become more capable and competent.
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P4 Effectiveness of different HRM practices in terms of raising profit
HRM practices plays an important role in raising the profits within the organization and its
productivity (Alfes, 2013). It is required to implement the different HRM practices in the company that
helps in contributing huge profits and productivity by using following perspectives such as:
Innovative and high performing employees: HRM support in promoting innovative environment
and motivate the employees for better facilities so they contributes in increasing the profits and
productivity as well.
Effective directions setting and execution: in this, manager and leaders play vital role for setting
the direction, purpose, priorities, goals as well as roles of workforce. HRM helps in recruiting the
appropriate manager for the right place. They lead the organization as the superior place with profits
and productivity.
TASK 3
Case study: ITV
It is necessary to have healthy relation among employer and employee as it assists in increasing
productivity as well as profitability of the company. It facilitates in managing good surroundings at work
place so that conflicts can be avoided that takes place in organisation. Various methods are use by ITV in
order to increase engagement of employees in activities of business which ensures its success.
P5 Assess the importance of employee relation
It is necessary for every business concern to maintain healthy relationship with employees. This highly
contributes in growth and success of the company as employees are the essential assets of and if they are
happy and motivated, they work in better way. Relationship between employer and employee directly
influence the productivity and profitability of company. So, it is necessary for manager of ITV to
maintain healthy and strong relationship among them.
Their strong relationship increase the motivation level of their workforce which enables them
to work more effectively and efficiently towards achieving overall objectives & goals of the
firm. For better employee relation ITV is conduction two program one is Water-Cooler and the
other is 60 second update. Both of these methods laid stress on increasing the contribution and
participation of employees in various business activities and operations (Stroke, 2015).
Watercooler is a kind of ITV’s intranet in which the company provides daily information or
updates to their employees. The information they are having an adverse impact on the entire
functioning and performance ITV. On the contrary, 60 second update deal with providing
information to employees on monthly or annual basis. In those update they mainly publish what
is going or happening in the business premises of ITV that is directly or indirectly affecting the
employee performance and productivity (O’Nill, 2015). Apart from that they also develop
balance score card that contains certain measure or standard to analyses the employee
engagement in the ITV.
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P6 Key elements of employee legislation
Equality: it indicates towards maintain equal behavior and treatment to employees at work place. There
must be same rights, authorities and power assigned to employees. There must not be any kind of
discrimination on the name of religion, field and character acceptable. There must be equal opportunities
of career development and growth to employees. A democratic and independent work environment
should be maintained by the managers and leaders in organization. Concept of equality helps to remove
the conflicts of interests and repetitive advantages to employees. This is the concept which is widely used
in mass communication and information providing organization. Transparency and true and fair
representation of information are the main objective of equality concept.
health and safety: there are rules and regulations made which defines the health and safety features to
corporates and business organizations. Health and safety at workplace Act 1974 covers the rules related to
protecting the rights of employees at workplace. ITV is public limited company which provides
information network in UK. Health and safety rules contains the provisions and assessment related to
employees' health and care rules. All the rules and legislations are associated to protecting the rights of
employees and providing them lawful consideration for damage and losses (Chandrtath, 2016).
Data Protection: Employees are not liable to share the information of company with an
outsider. There are certain situations when employee share or transfer the confidential
information of the business enterprise to an unauthorized person just for earning some money. In
such situations, employees are solely responsible to bear the consequences or outcome that is
going to be made by the company. Thus, it is not recommended to share the data of company to
the person who does not belong to it.
Good working condition: It is essential for business enterprise to provide good working
environment to its employees that retains them for longer period of time. The impact of working
environment reflects the performance of employees and its performance effects the entire
functioning and performance of a company. Thus, it becomes significantly important for a
business concern to provide healthy and positive working environment that ultimately leads to
retain the employee for longer duration or time-frame. Apart from that, healthy environment
promotes higher motivation among the workers (Bruce, 2014)
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CONCLUSION
As per the above mentioned report, it can be concluded that human resource management is
essential part of the each and every business. With the help of this, business entity easily enhance their
profitability and productivity ration in limited time period. In the organization they play vital role in
recruiting and selecting knowledgeable or talented person who can easily achieve desire objectives and
goals of enterprise. In order to hire some knowledgeable person, company apply two different methods
such as internal and external in an effective and efficient way. Employee relation is very essential and
vital part of the business entity to improve their effectiveness and productivity in give time period.
Different kind of employment legislation that also effects the entire performance and execution of the
enterprise. So in this role and duty of company to protect and motivate their all workers about its work.
Three different companies are capable to expand their business operations and functions in national and
international level. So in this they require to hire talented and skilled person. They also have some quality
in order to attract large number of the customers towards business products and services.

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Alfes, K., and et. al., 2013. The link between perceived human resource management practices,
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