Human Resource Management Assessment Approach

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Added on 2019-12-18

Human Resource Management Assessment Approach

Added on 2019-12-18

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Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................1(a) Purpose of workforce planning and role of HR manager .....................................................1(b) Strengths and weaknesses of different types of recruitment approaches .............................2M1 Assessment of human resource function for fulfilling the business objectives ...................2M2 Evaluating strengths and weaknesses of different recruitment approaches..........................3D1 Critically evaluating strengths and weaknesses of different recruitment and selectingapproaches...................................................................................................................................3TASK 2............................................................................................................................................4(a) Job advertisement .................................................................................................................4(b) Platform for placing the job advertisement ..........................................................................4(c) Job specification and personal specifications .......................................................................4M5 Application of HRM practices .............................................................................................5TASK 3............................................................................................................................................5(a) Differences between training and development....................................................................5(b) Changes in customers expectations affected business organizations ...................................6(c) Methods of training carried out by TESCO...........................................................................6(d) Identifications of training needs ...........................................................................................7(e) Benefits of structured training program ................................................................................7(f) Impact of training on return on investments .........................................................................8(g) Flexibility approaches which is used by organization for expanding it business activities. .8M 3 Methods used by Tesco for developing its employees .......................................................9D 2 Critical evaluation of HRM practices .................................................................................9TASK 4..........................................................................................................................................10a) Importance of maintaining good employee relationship.......................................................10b) Key elements in employee legislation..................................................................................11

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M4 Key aspects of employee relationship management...........................................................11D3 Evaluation of employee relations and application of HRM practices.................................12CONCLUSION..............................................................................................................................13REFERENCES .............................................................................................................................14

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INTRODUCTIONWorkforce planning is a continuous process which is aligns the needs and priorities of anorganisation with its workforce in order to meet its legislative, regulatory, service and productionrequirements and achieve the objectives of the organisation. The present report focuses onpurpose of workforce planning and role of HR in workforce planning in the cited organisation.Further, it explains strengths and weaknesses of different approaches to recruitment andselection.Training and development are crucial for an enterprise (Salvendy, 2012). Training aimsto improve currenrt job performance and in development, individuals are prepared for additionalroles in long term. This report explains the difference between training and development. It alsoexplains the impact of changes in customer expectation in the cited organisation and need to trainits staff. Moreover, it provides analysis of importance to maintain good employee relationshipand its impact on HR decision. Lastly, it throws a light on the key elements in employee'slegislation.TASK 1(a) Purpose of workforce planning and role of HR manager Workforce planning is process in which organization sets its priorities and ensure thatstaff meets are allocated specific jobs and tasks (Armstrong and Taylor, 2014). Jobs are assignedto each staff member according to their skills and knowledge. Workforce planning also ensuresthat entity meets its legislative and regulatory services along with production requirements. Role of HR manager in workforces planning is recruiting and selecting the individual forvacant jobs. It is also essential for organization to retainiand develop employees skills. InWoodhill College, HR manager is responsible for recruiting right people for the right position.HR manager is responsible for developing strategy so that objectives of the organization canbeachieves properly (Buller and McEvoy, 2012). In Woodhill College, human resource managerhires talented and skilled employees and develop long term relationships with them. Workforceplanning includes different types of strategies such as conducting development programs,providing training, staffing and deciding employees’ wages. 1

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Human Resource Management Assessment Approach