Human Resource Management Concepts

This assignment focuses on Human Resource Management (HRM) concepts, specifically examining the relationship between HRM practices, employee engagement, and organizational performance. It encourages students to analyze various HRM models and theories, considering their impact on individual behavior and overall business success. The assignment likely requires students to evaluate real-world examples and discuss best practices in strategic HRM.

HUMAN RESOURCE MANAGEMENT
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Table of Contents
Introduction......................................................................................................................................3
PART 1 Selection and Recruitment.................................................................................................3
Task 1- knowledge (LO1)................................................................................................................3
a) Explaining the motive of workforce planning and the role of the HR manager related to
resourcing and planning of the Woodhill College...........................................................................3
b) Explaining the strength and weakness of different approaches to selection and recruitment
process.............................................................................................................................................4
Task 2 – Application (LO4).............................................................................................................5
a) Writing a job advertisement for the role......................................................................................5
b) Identifying appropriate platforms to place the advertisement.....................................................5
c) Preparing the job specification and person specification for the role..........................................6
PART 2 - Workers performance, rewards and development...........................................................7
Task 3 – (LO2).................................................................................................................................7
a) Explaining the differences between development and training...................................................7
b) Explaining the changes in consumers expectation affected the Tesco and it’s important to train
the staff............................................................................................................................................8
c) Listing the methods of training conducted by Tesco...................................................................8
d) Describing how the training needs are recognised......................................................................9
f) Explaining the extension of the training for achieving return on investment............................10
g) Explaining the types of approaches inherited by Tesco for expanding its business.................10
PART 3 – Employment relationships............................................................................................11
Task 4 (LO3)..................................................................................................................................11
a) Analysing the importance of ITV for maintaining good workers relationship and its affect the
HR decision as a consequence.......................................................................................................11
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b) Explaining the main aspects of workers relations management and workers legislation that
impact HRM
decision making process in ITV
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Conclusion.....................................................................................................................................12
Reference list.................................................................................................................................13
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Introduction
It has been found that an HR plays vital role in the success and the growth of an organisation. In
this assignment, the importance of the HR practice is described briefly. How it helps the
companies to attain its goal and objective is described briefly. In this assignment, the purpose of
the HR practice related to recruitment and selection is described briefly in this assignment.
Further, it also focuses on the strength and weakness of different aspect and approaches of
recruitment and selection process of an organisation. In this assignment how to write a job
advertisement for a role in the company and evaluating the platform of an advertisement is also
identified. It is essential to recognise difference between development and training, in this
assignment, the organisation like Tesco is chosen and thus, its work and training process as well
as, its investment criteria is also highlighted in this assignment. Further, it mainly emphasizes on
three aspects such as selection and recruitment process, application and workers relationship
related to HRM practice in the organisation.
PART 1 Selection and Recruitment
Task 1- knowledge (LO1)
a) Explaining the motive of workforce planning and the role of the HR
manager related to resourcing and planning of the Woodhill College
The HR manager of the organisation like Woodhill College plays vital role in successful growth
of the organisation in the society. According to Albrecht et al. (2014, p.34), HR manager helps
the company in attaining its goal, target and objective by selecting and recruiting efficient and
well-skilled worker in the company, employees are the backbone for the organization success .
HRM performs various functions in the company like selecting recruiting employees, providing
good working condition for the workers, solving their problems as well as quarries and many
more. The work planning process of HR is crucial; the work planning process of HRM is purely
based upon Pestel analysis, labour market and labour market trends.
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The HR manager follows policy of employee’s retention in the company by providing them with
several kinds of benefits and opportunities for them. As stated by Alfes et al. (2013, p.330), a
manager follows ethical value, equality act, discrimination act and include many more policies
for maintaining stability and legal framework in the institute like Woodhill Collage. The HR
manager uses Best-practice model more frequently. According to this model, it helps the
company to obtain its competitive goal, but on the other hand, the HR has to focus on achieving
the goals as strategized by the college management. The HRM also follows hard and soft models
for its organisation for recruiting and selecting employees.
Effective human resources can give the organisation with the structure and ability to fulfil their
needs through management of the company employees. HRM can provide the skills and
attributes required to fulfil the objectives of the college in following ways, helping the college in
obtaining right number of candidates, developing the environment of the work and encouraging
the employees in developing the skills and ability, helping in maintain the performance standards
and so on (Daley, 2012, p.554).
b) Explaining the strength and weakness of different approaches to selection
and recruitment process
It has been found that during the recruitment and selection process of HR manager, one of the
important aspects considered such as strength a of selection and recruitment process of
employees. According to Bamberger et al. (2014, p.342), an effective selection and recruitment
process reduces the turnover. Background checks and interviews ensure that an HR must employ
a candidate who is reliable and carries out the objective as planned.
Recruitment is an important process for an HR, as it is important to list the skills that will be
needed to fulfil their duties. In order to get better results from the employee, it is necessary to
advertise specific criteria that are relevant to the job. Screening the interview process, will
provide the HR an opportunity to focus on what the candidates can offer to the college.
Screening heavily is necessary, either by judging the candidate by himself or by taking help of
the other members of the management. Selection of the candidates based on the attributes and
qualification, employment history and background check, will be of great advantage for the
college as it will land the best candidates for the position required.
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On the other hand, there many kinds of weakness that are noticed in electing process of the HR,
some of the important weaknesses of HR are as follows, the candidate’s on many occasion does
not reply properly to the calls of an HR (Daley, 2012, p.122). It has been also found that any
kind of misbehave or any anything bad occurs in the company due to the worker the blame is put
on HR manager head that they have not selected the worker efficiently.
Task 2 – Application (LO4)
a) Writing a job advertisement for the role
As the HR manager of Wood Hill College, it is the primary job of the manager to maintain
various types of records within the college. The job of HR is to identify the needs of the college
in recruitment, thereby developing the position description, planning for recruitment and
preparing the other recruitment related details (Hendry, 2012, p.55). In order to write a job
advertisement for the role, the HR has to identify the vacancy and evaluate the need for the
position. The analysis of newly created position within the college has to be analysed by HR
taking into consideration of goal and values set by the university. In seeking a highly
professional, hardworking and knowledgeable candidate, the HR has to make the advertisement
highly impressive. The key to a good advertisement is grabbing attention of the candidates.
Some of the example for making a title attractive is “English teacher needed, no Visa required!!
No experience needed, apply today. While creating an advertisement, it is necessary being and
HR, to keep the content simple and short, as the job seekers do not spend much time while
skimming the job description (Armstrong Taylor, 2014, p.110). Inclusion of the information
about the college by providing the description of the college and location is necessary while
writing an advertisement. The job descriptions must be included to have an idea about the job
that the candidate will be interviewed for. Limited description is the basic requirement while
writing an advertisement for the HR.
b) Identifying appropriate platforms to place the advertisement
The recruitment process in the current generation depends on the platform where the
advertisement is placed. As mentioned by Jiang et al. (2012, p.1264), in the past the tabloids
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were the only place where an organisation had to place their advertisement, but at present, it is
not the case. Today’s generation is more about social media, emails and electronic gadgets rather
than the newspapers, postal service and telegram.
Being the HR, it is the job of the manager to identify proper medium to place the advertisement
so that one can easily find the content. Use of technology and social media is the best place in
today’s world to post an advertisement. A social platform like LinkedIn, Facebook, and
association of various recruiting agencies can help the advertisement in reaching to the
candidates who are searching for the similar job function. The use of social media and online
platform can have a positive impact on recruitment process as more and more people will be
indulged in the process. As found by Buller and McEvoy (2012, p.64), in the recent time the rise
of recruitment via social networking is increasing as the use of Twitter, Facebook and LinkedIn
have grown by 8%, 15% and 12% respectively. It has also been found that 8 out of 10 employers
have been recruited successfully via social networking. Taking everything into account it cannot
be denied that the social platform if used properly can be successful in recruitment process for
Wood Hill College.
c) Preparing the job specification and person specification for the role
For the recruitment for post of Teacher in Wood Hill College, being HR the job specification and
person specification must be mentioned. A job description sets out the overall purpose of role
and main task to be carried out, whereas the person specification is about detailing the skills and
experience required to perform the job effectively (Brewster et al. 2016, p. 56).
The job description consists of job function, the salary structure and the medical facilities
provided by the college to the candidates. The person specification consist that the candidates
will have to have some kind of experience in teaching students, should be Smart, and have skills
for solving the analytical problems, self-confidence in explaining facts and having knowledge of
the particular domain. The manager will also have to clear any kind of confusion regarding the
job details in principality to avoid any kind of ambiguity (Daley, 2012, p.123).
The specific HRM practices are about selection and recruitment process based on the college’s
mission and culture. Implementation of flexible work schedules and balancing the work function
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of the employees within the college activities is a part of HRM practices. Training and
developing the new recruits, providing the job skills training and helping them develop
professionally. These training and development programs reflect the promotion within the
practice and support employee work goals. Compensation and benefits often are viewed together,
as the employee’s looks for appraisals for motivating themselves in performing the job properly.
The HRM practices primarily focuses on such functions in creating a suitable college structure
for performing of the job.
PART 2 - Workers performance, rewards and development
Task 3 – (LO2)
a) Explaining the differences between development and training
It is essential to provide training to the workers to attain the goal of the organization. According
to Jiang et al. (2012, p.76), it is mainly the HR manager responsibility to provide efficient and
skilled training to labours and check it in the regular basis that the workers are trained properly
or not. In the case study, it has been found that Tesco is one of the leading retailing organisations
in UK, which follows the policy of development, and training to attain its goal, objective and
target. The training process of the company mainly comprises of providing training to labours,
helps them to maintain personal hygiene in the workplace, and follows the legislation, norms and
Equality right, Discrimination Act and work related Acts in the workplace.
The organisation develop and mould its worker by providing training to them, the organisation
like Tesco mainly depending on the strategies build by the manager and the performance of the
labours. The employees are pillar of the company and for its success, development and training
process is essential for the company to attain its objective and target (Hendry, 2012, p.234).
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b) Explaining the changes in consumers expectation affected the Tesco and it’s
important to train the staff
It has been found that strategies, training and development process of Tesco has helped the
company to increase the sale rate, retain the employees and successfully manages to gain
revenue gain in recent times. According to Kehoe and Wright (2013, p.366), company build its
strategies according to the consumers expectation and take important steps to satisfy the
customer, retain customers loyalty, retain consumers and attract new buyers. It is through the HR
manager practice, that the company gets optimistic, well qualified, energetic, active and smart
workers for its company hence, training is essential, as this will enhance the workers to deliver
flawless work.
Special training is given to the workers to how behave and deal with the different kinds of
consumers in the workplace. Workers are trained to deal with different temperament of the
consumers, they purchasing habit, how to handle the customers, when, they are offended and to
convince them to sell its goods to the consumers (Locke and Latham, 2013, p.345). The new
products are also included in the organisation for attracting customers and enhancing the sales.
Therefore, these are important aspect related to customer expectation and building the reputation
of the organisation.
c) Listing the methods of training conducted by Tesco
There are few important methods of training which the Tesco for enhancing its sale rate and
revenue collection conducts. According to Jiang et al. (2012, p.76), it is important to develop
healthy training methods for the worker which will help the company to attain its target and
profit in the future. Tesco follows two types of training process in its company on-the-job
training and off-the job training. On the job training process comprises of four aspects
shadowing, coaching, mentoring and job rotation. In the shadowing process of the job, the old
employees of the organisation help in training of the new recruits and also help them in adjusting
to the environment. The trainee is coached by the manager or by the senior worker for doing its
work and inspires it. The experience worker of the company guides, advice and mentor the
trainee to perform consistently in the company (Marler and Fisher, 2013, p.34). Job rotation is
also one of the important aspects of training process in the Tesco, and according to the job
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rotation, training the new candidate or the trainee has to take pressure and responsibility of the
work and has the scope to fulfil its target and role.
d) Describing how the training needs are recognised
Training process and its need is important for an organisation to achieve its objective, target,
purpose and goal. As stated by Monks et al. (2013, p.379), training provided by the company
will help the organization to increase its sale rate, enhance its revenue income, maintain the
customers loyalty, attracting more and more customers and successfully manages to build
healthy name, reputation and prestige domestically and internationally. It is essential to provide
right training to right people on the right time. The training of labours must be flawless and they
should be trained and explained in such a manner that the trainee adapts to the work function
easily.
Identification of the training needs of the employees can be made by analysing the efficiency of
the team members. Analysis of the efficiency of the team members and knowledge regarding the
job profile, and what skills and training they require to perform the job in a functional way. As
commented by Stone (2013, p.234), training process of the staff helps in building healthy and
positive relation among its member and able to know each other this bonding will help in
building stability in the company. Training of the employees is also very helpful and beneficial
for the customers, the customer’s gets satisfactory service from the workers due to this they
become loyal to the organization. During the training process, how to maintain the hygienic
condition of the company as well as maintaining the safety measures of the employees in needed.
e) Evaluating the benefits for Tesco and the workers in providing the
structure training program
It has been found that Tesco follows structure-training program for its organisation growth and
attainment of goal. As mentioned by Armstrong and Taylor (2014, p.324), the structure training
mainly refers to methodologies and techniques required to train the workers, these training
enhances efficiency and performance of the new trainees. The company like Tesco follows the
structure-training program for attaining profit. Structure training enhances the technical skills of
employees so that the worker can operate new techniques flawlessly and deliver good service to
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the company for achieving its target. The structure training not only helps in the growth of the
company but it also assists the workers in enhancing its own personal skill, which will help him
or her to develop its career more efficiently.
f) Explaining the extension of the training for achieving return on investment
It has been found that structured training of workers is very beneficial as it helps the company to
attain its target, gain profit and most important the consumers gets flawless service from the
workers. According to Bamberger et al. (2014, p.234), the non-store and in-store business
activities of the company are also increased drastically. Due to successful training of the staff
and workers, Tesco has gained massive profit about three billion pounds without the tax. The
revenue collection of the Tesco is rising per year and training of staff has contributed vastly in
enhancement of companies profit and providing efficient good service to the customers. As
commented by Jiang et al. (2012, p.324), the sale of Tesco is increasing day by day and the net
profit of the company is also increasing domestically and internationally. Hence, the
development of training process, advancement and structure program has helped the company to
achieve criteria of Return on investment.
g) Explaining the types of approaches inherited by Tesco for expanding its
business
It has been identified that Tesco follows many approaches for achieving its goal in the society.
According to Monks et al. (2013, p.379), the different types of approaches build by the manager
helps the company to attain its profit drastically. The different approaches like financial,
marketing, production and training approaches of manager have increased the reputation,
revenue collection and prestige of the company. The manager builds the marketing strategies; the
marketing is done through advertisement, hoarding, electronic and social media, and newspaper
as well as by distributing the pamphlet. It is essential to build strong financial approach for the
company; the financial sate of the company analyse the commercial phase of the organisation.
The financial department of the company maintains the structure of the annual budgets that the
company needs to comply.
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The selection and recruitment approaches of HR manager help the company to get well skilled,
optimistic and well deserving employee for the company which, help the organisation in
reaching its goal and target successfully. Therefore, these are few approaches inherited by the
Tesco for expanding its business internationally and domestically.
PART 3 – Employment relationships
Task 4 (LO3)
a) Analysing the importance of ITV for maintaining good workers
relationship and its affect the HR decision as a consequence
The function’s of ITV is vast and important and due to use of ITV process, the healthy
relationship is maintained among workers and management department. According to Stone
(2013, p.18) the HR manager plays vital role in developing healthy relation with workers and
maintaining strong and fluent communication system. ITV methods helps in building
communicative system in the company, ITV internet preferably known as the Water cooler aids
in providing daily update on news, and the weekly update of news for employees
who are not online . It is mainly the HR manager responsibility to enhance and improve
relationship of the company. This will help the organization to maintain ethical value, norms and
stability in the company and as a result, the scope of disputes and conflict in the companies is
reduced. The decision of HR manager has improved the performance, bonding and
communication system of the company. Due to this, the HR manager decision and strategies has
positive impact in the development of the ITV system. ITV raises team spirit, team capability
and teamwork for the company growth
b) Explaining the main aspects of workers relations management and workers
legislation that impact HRM decision making process in ITV
They are various kinds of legislation which, is implicated on the work process of the HR
manager decision-making process. According to Marler and Fisher (2013, p.18), it is important
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that the decision making process of the HR must be secular, beyond any discrimination and
racism. The discrimination based on the religion, caste, creed, cultural, ethical value, norms,
colour and kin should be strictly prohibited. The manager takes various steps to build strong
relationship with its colleagues, co members and subordinate. The manager often conducts
frequent meetings and employees from the different department introduced themselves to
another department this helps in building the good relation with the workers. It is essential the
HR manager of the companies to motivate its workers and provide them lucrative incentives. The
team spirit and team work in the integral part of the ITV process and it helps in resolving the
challenges of the group problem and the organisation.
The Equality right of the 2010 and discrimination act of the government is infused in the
decision making process of the HR. Addition to the federal legislation each state has its own
laws and regulation which affects the labour relations and other requirements of the employees.
As stated by Locke and Latham (2013, p.30), federal laws impacts the HR management on a
national level. The Civil Rights Act of 1964 prohibits the discrimination against the employees
under caste creed and race. The Fair Labour Standards Act establishes the amount of federal
minimum wage which is revised on a periodic basis. Various other laws and legislations dictate
how an employer must be treated under medical conditions and disability. The American with
Disabilities Act prohibits an employer from discrimination on the basis of disability.
Conclusion
The HR manager of the company plays vital role in achieving the goals for an organisation
through recruiting and selection process of the employees. In addition, it has been identified that
the selection and recruitment process of HR manager playing an important role for the success of
the company and achieving its goal and strategies. Selection of qualified candidates via posting
the advertisement on a proper portal and surface is necessary. The importance of the training
process and its positive impact is discussed briefly in this assignment. The training process of the
employees in the company like Tesco has enhanced its sale rate, customer rate and reputation of
the company. The HR management also has to take care of the laws and legislation in protection
of the employees of TESCO from discrimination. Maintaining proper treatment of the employee
is essential part of HR management.
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Reference list
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