Introduction to HRM Approaches in Recruitment and Selection Process

Human Resource Management

Contents
Introduction......................................................................................................................................................3
Part 1: Recruitment and Selection:....................................................................................................................3
Task 1- Knowledge (LO 1)...............................................................................................................................3
a) Purpose of workforce planning and the role of HR manager on this issue and resourcing for
Woodhill college...........................................................................................................................................................3
b) Strengths and Weaknesses of different approaches of recruitment and selection process:........................................4
c) Functions of HRM which can provide talent and skills to fulfill the business objectives.........................................5
D and e) Critical Evaluation strengths and Weaknesses of different approaches of recruitment and
selection process with example:....................................................................................................................................6
Task: 02- Application (LO 4)...........................................................................................................................7
a) Job Advertisement for the lecturer on Human Resource Management on Woodhill College:..................................7
b) Platform to place the Advertisement:.......................................................................................................................8
c) Job and Person Specification for the role:.................................................................................................................8
M5) Rationale for the selection of your chosen platform............................................................................................10
Task 3 (LO 2).................................................................................................................................................10
a) The difference between the training and development............................................................................................10
b) The changes in customer expectations affected Tesco and its need to train staff:...................................................10
c) Methods of training used by Tesco.........................................................................................................................11
d) Benefits for Tesco and the employees with the training program that structured by the Tesco..............................12
e) Training that help to return of investment...............................................................................................................12
M3) Different Methods, Their Strengths and Weakness used By Tesco.....................................................................12
(D2) Tesco’s HRM practices with regards to training, development, Flexibility and Rewards at Tesco
.................................................................................................................................................................................... 13
PART 3 - Employment relationship................................................................................................................13
Task 4 (LO 3).................................................................................................................................................13
a) Importance of ITV to maintain good employee relations and its influence their HR decisions...............................13
b) Key elements in the employment legislations.........................................................................................................14
(M4) c) Key aspects of Employment Legislation affects HRM decesion making in ITV ..........................................16
(D3) d) Employee relations and applications of HRM practices in ITV that influence decsion making
in the organization......................................................................................................................................................16
Conclusion......................................................................................................................................................16
Reference:.......................................................................................................................................................17

Introduction
The maximum utilization of skills and competencies available in the organisation and
recruitment and selection as well as training and development of new workforce is the process
managed by human resource management (Meredith Belbin 2011). In this report the areas will
be covered for recruitment and selection strategies of The Woodhill College of United Kingdom.
The college is currently facing shortage of teaching vacancies and how to fill them in less time
will be shown in the report. In another scenario the benefits of efficient and effective training
and development methods applied by Tesco to its workforce will be determine so that the
organisation expands and grow in the positive directions and build trust with new and existing
customers. The different methods to accomplish an effective employee relations in the
organisation will results in harmonious and peaceful environment in ITV organisation will also
cover in the report.
Part 1: Recruitment and Selection:
Task 1- Knowledge (LO 1)
a) Purpose of workforce planning and the role of HR manager on this issue and resourcing for
Woodhill college
Workforce planning defines the terms that helps business or organization to get right
people on right time with the exact skills that need for the task on right place. In here the right
people refers to the employees that should be recruit in a right number to run the business or
organization and the cost of these employees should to adequate with the business financial
condition. So they should be employed under the right and flexible contact that the company can
afford. This workforce planning helps business to identify the present needs of staffs and also
shows the future needs of workforce to run the business successfully. So it shows the gap within
the present and future workforce position of the business or the organization that will relates to
achieve its goals and objectives. Human resource management has more responsibility to
identify and judge the right amount of workforce that need at present time as well as have to
understand its future workforce needs for the business. So, HR manager has more responsibility
to do this task by analyzing and understanding the workforce need and make a plan to achieve
the business goals and objectives (Rouse, 2016)
Woodhill college is one of the reputed college in UK and it has branches in UK. Also, they are
become one of the demanding college in UK because of their reputation and success rate. So,
more students are taking admission and to fulfil the requirements this college need to increase
the number of staffs, teachers to achieve the goals of their organization(Laursen, K. and Foss
2003). To do this, HR manager plays a vital role because he should understand and identify the
right number and skill of workers need to work for them and the employees that they might need
in the future.

Steps to make planning:
There are some steps that need to follow to do the workforce planning by HR manager of
Woodhill college. The steps are-
First HR manager of Woodhill college need to analyse the organizational plan for the recent
years of this college (Kehoe, and Wright 2013). Then HR manager need to determine the
demand of the resources to implement the plan. To do this sometime they need to modify or
make any change on organization structure and productivity. As, Woodhill college giving more
chance to getting admission for students so they definitely need more staffs and lecturers. Also,
they should concern their costs to recruit new employees.
So HR manager should have a view on the financial position of the organization and then need to
set the tuition fees and apply for the Govt. and outside help to run their institution.
HR manager should understand the demand and supply of the other resources that relates with
employees on the institution. They should identify the gap between supply and demand and take
measures to fulfil these gaps.
b) Strengths and Weaknesses of different approaches of recruitment and selection process:
The existing recruitment and selection process of this institution is like-
They give the job vacancy and candidates submit their CV according to job vacancies and after
that HR manager identifies the most eligible candidates by judging the CV according to job
requirements and gives call to attend the interview. On interview candidates are asked different
questions like why they applied for this job, their knowledge about this college, their interest on
the subject, the deals with disruptive students, how they will contribute this college, their future
plan for a certain time being etc. then most of the applicants are asked to do a 10-minute
presentation about their interest of any subject. (Gusdorf, 2012).
After that interview the interview board which is made by at least 2 interviewers they judge and
make the criteria of these interviewers like A, B, C and they call the A rated means highest
marked interviewee to attend the induction day while the panel members are not offered any
training about the selection process.
Strengths of recruiting and selecting employees in external way that Woodhill college follows:
 It’s a recruiting and selection process that organization can do to hire people from outside
the organization without promoting the notice in the organization. Strengths of this
process are-
 This process is more effective to provide more chance to applicants to apply and it
strengthens the selection board by providing right candidate for the right post.
 It also gives fresh outlook of the organization about their recruitment and selection
process
 This process helps organization to get fresh talents and it also motivates the employees
inside the organization to force them more goal oriented to reach the promotional level