Exploring the Importance of Strategic Human Resource Management

The provided content consists of a collection of academic articles and books related to Human Resource Management (HRM) by various authors. The topics covered include HRM practices, strategic HRM, employee performance, recruitment and selection, productivity, and transparency in academic recruitment. Notable references include Armstrong's Handbook of HRM Practice, Armstrong's Handbook of Strategic HRM, and Human Resource Management by BA. The content also includes articles from journals such as the Journal of Management and Organization Studies.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION..........................................................................................................................................................1
TASK 1...........................................................................................................................................................................1
A. Explaining the purpose of workforce planning and role of HR manager at Woodhill College ..........................1
B. Explaining the strengths and weaknesses of different approaches to recruitment and selection at Woodhill
College.......................................................................................................................................................................2
C. Assessing the ways in which functions of HRM which provides talent and skills for achieving objectives of
business.....................................................................................................................................................................2
D. Evaluating the strengths and weaknesses of various approaches to recruitment and selection...........................3
E. Critically evaluating the strengths and weaknesses of different approaches to recruitment and selection .........3
TASK 2...........................................................................................................................................................................4
A. Job advertisement for the role .............................................................................................................................4
B. Identifying suitable platforms for placing an advertisement................................................................................4
C. Preparing job specification and person specification...........................................................................................5
TASK 3...........................................................................................................................................................................7
A. Explain the difference between training & development program ......................................................................7
B. Explain how the changes in customer expectations affected Tesco and its need to train staff............................7
C. List of training methods carried out by Tesco......................................................................................................8
D. Describe how training needs are identified..........................................................................................................9
E. Evaluating the benefits for Tesco and the employees in providing the programmes of training.........................9
F. Indicating the extent which training has achieved return on investment............................................................10
G. Types of approaches to flexibility which can be adopted by Tesco for the expansion of business...................10
TASK 4.........................................................................................................................................................................10
A. Analysing the importance of ITV for maintaining proper employee relations and influence of it on the
decisions of HR.......................................................................................................................................................10
B. Identifying the key elements of employment legislation and its influences on the ITV's HR decisions...........11
C. Evaluating the key aspects of employee relations management and employment legislation which affects the
decision-making at ITV...........................................................................................................................................11
D. Critically evaluate employee relations and the application of HRM practices at ITV which inform and
influence decision-making in organisation..............................................................................................................12
CONCLUSION ............................................................................................................................................................13
REFERENCES..............................................................................................................................................................14

INTRODUCTION
Human resource management refers to the process of managing people in a proper
manner at the workplace. It includes different functions such as recruitment, selection along with
the training and development. It helps in developing and managing relationships at the workplace
to achieve goals and objectives (Alonso, 2015). All organisations are needed to manage the
resources in an efficient manner for maintaining the position in the competitive marketplace.
This report explains the key purpose of workforce planning along with the role of HR manager at
Woodhill College. In this report, there is clear understanding about different approaches to
recruitment and selection along with their strengths and weaknesses. Furthermore, it also
explains the significance of training and development in an organisation. Other than this,
importance of employee relations and its impact on t decisions which are connected with the
practices of HR are also explained (Armstrong and Taylor, 2014).
TASK 1
A. Explaining the purpose of workforce planning and role of HR manager at Woodhill College
Workforce planning refers to the procedure which is implemented by businesses for
analysing the requirement of future as well as needs of the employees. HR manager at Woodhill
College plays an essential role in the workforce planning (Armstrong, 2011). There are various
purposes of workforce planning in which HR manager has important role at Woodhill College
are mentioned below:
Retaining employees- At Woodhill College, HR manager must ensure to retain the efficient
employees at workplace. It is necessary to retain highly qualified and skilled employees and to
provide training to new employees. Further, in order to retain employees at the college they are
giving monetary as well non-monetary benefits to them (BA, 2016).
Forecasting and assessment-One of the main purpose of workforce planning is to ensure that all
the employees stays with the organisation along with the appropriate skills as well proper
experience in order to achieve goals and objectives.
Training and development- The main purpose of workforce planning is to give proper training
to employees that will help in enhancing the ability and knowledge. At Woodhill College, HR
manager plays an important role with respect to the development of employees by providing
regular sessions of training that makes employees more efficient towards their work (Bach and

Kessler, 2011). Thus, it can be stated that with the help of appropriate training, employees are
retain for a long period of time.
Recruiting- Workforce planning is carried out by HR manager at Woodhill College to collect
information regarding different types of people that should be recruited to fill the job vacancy at
college. It includes analysis regarding the set of skills as well as knowledge needed in
employees.
B. Explaining the strengths and weaknesses of different approaches to recruitment and selection
at Woodhill College
Recruitment is the process of attracting people who have appropriate skills and apply for
the position of job. Further, the process of selection is all about choosing the qualified and
efficient candidate to fill the vacancy. There are some of the strengths and weaknesses of
approaches of recruitment and selection at Wodhill College (Bamberger, Biron and Meshoulam,
2014).
In context of approaches to recruitment and selection, the process of internal recruiting in
which employees are transferred from one department to other within organisation. This gives
opportunities to the management so that they can fill the vacancy by the people who are already
working. One of the major strengths of internal sourcing is that employees are not required to
provide sessions of training which helps in saving cost of the firm (Biswas and Varma, 2011).
On the other side, weaknesses of this approach are that it does not bring any new ideas and
knowledge for the business. Further, it has also limited range because it is not possible to fill all
vacancies within the firm.
Further, external approach of recruitment is a approach in which candidates are found out
by outside the business. For example, there are some of the sources such as advertisement,
employee referrals and campus recruitment (Bloom and Van Reenen, 2011). Some of the major
strength of this approach is to provide opportunities to select more efficient candidates who have
proper experience. Along with this, weakness is that it is costly and time consuming process.

(Source : McGraw, 2011)
C. Assessing the ways in which functions of HRM which provides talent and skills for achieving
objectives of business
There are different functions of HRM which includes training and development along
with recruitment and selection which plays an essential role in achieving goals of organisation.
Through appropriate process of selection which is carried out by organisation and they are able
to select appropriate people who have knowledge and skills that are required at the position
(Boxall and Purcell, 2011). The talent and skills of employees helps them in performing all tasks
in an appropriate manner at the workplace. Apart from this, training and development is also an
important function of HRM which helps in enhancing knowledge as well as skills. It makes
employees efficient so that they can perform assigned tasks.
D. Evaluating the strengths and weaknesses of various approaches to recruitment and selection
There are some of the approaches to recruitment and selection which can be used by
Woodhill College such as internal and external sourcing. All the methods are used to hire people
at the organisation and along with this they have their own strengths and weaknesses which are
described below:
S/W Internal sourcing External sourcing

Strengths This is considered as the fast
process of recruiting people as
they are shifted from one
department to other within the
organisation (Bratton and
Gold, 2012).
It has been analysed that
through external sourcing, the
firm is able to bring new ideas
from outside environment. It
helps them to select candidate
from wide range of people.
Weaknesses In this, there is limited choice
for the firm in selecting people
within the organisation. Thus,
firm suffers from lack of new
ideas from outside.
It can be identified that
external sourcing is time
consuming process as well as
expensive due to the utilisation
of tools such as interviews and
advertisement (Daley, 2012).
E. Critically evaluating the strengths and weaknesses of different approaches to recruitment and
selection
The process of recruitment and selection can be done by using various approaches which
includes internal as well as external sourcing so that the organisation faces some issue along with
the advantages. With the help of internal sourcing there is one of the advantage to the firm as
they can save the time of advertising and the candidates are provided position on the basis of
previous records. It can be critically evaluated that it demotivated other people who are not
getting any benefits of promotions (Fee, 2014).
On the contrary, external sourcing is effective in nature and employ people from wide
range of candidates. It helps firm to make appropriate choice and then choose proper candidates
which will be suitable for the position (Guest, 2011). However, College is needed to make
expenses on the process of advertisement and interviewing people. Thus, there is impact on the
profit and salary of employees.
TASK 2
A. Job advertisement for the role
Woodhill

College
FACULTY REQUIRED
Woodhill college is looking for the experienced faculty along with
appropriate qualification in field of commerce
Post- Lecturer
Qualification- Masters in the field of commerce
Experience- 4 years of teaching experience
Shortlisted candidates will be called for an interview
Apply through Email or Post
Photo and Detailed CV by 20th February, 2017
c/c atterbury road and de villebois mareuil, Trumpeter's Loop,
Pretoria, 0076, London
B. Identifying suitable platforms for placing an advertisement
In order to place advertisement for the post of lecturer at Woodhill College so that they
can adopt different types of platforms which are described below:
Social media marketing- With the help of social media marketing firm attract large number of
people for the vacancy in a short period of time (Hendry, 2012). However, it is very expensive
for the organisation as well as there is requirement of manpower in order to control the process.
Magazines- This is also considered as an important platform for placing advertisement that is
adopted by Woodhill College and it is recognised by the people for a long period of time.
Newspapers- Through newspapers they can cover local people and attracted for the purpose of
approaching to firm for the vacant posts.

Therefore, all of this different methods for placing advertisement will be helpful for
Woodhill College in order to attract large number of people and they can get choice for selecting
appropriate candidate for the position (Henry and Temtime, 2010).
(Source : Rees and Rumbles, 2010)
C. Preparing job specification and person specification
Person specification
It is a description of the skills, experience along with the qualifications and different
attributes which are required to be mentioned in candidates for performing the duties of job.
Person specification for Lecturer in higher level education
Essentials Desirable
Attainments
Experience Candidates required to have
appropriate experience of 4
years in the education field
(Kehoe and Wright, 2013).
Candidates should have
experience in the sector of
education.
Qualification and Training Must be MBA along with The candidate who completed
Illustration 1: Tools for placing advertisement

having effective teaching
skills.
MBA from a famous
university and provide services
around 4 years.
General intelligence
Change management The candidates must have
ability to adopt changes with
respect to organisation.
Person must be ready to accept
changes within organisation.
Knowledge and expertise Candidates must have
appropriate knowledge of
understanding different
concepts of marketing.
Candidate should knowledge
of presentation skills along
with management of people at
workplace (McGraw, 2011).
Job specification
It is considered as an statement which consists of necessary components of a job which
includes duties and responsibilities along with the summary of tasks which are to be performed
at job.
Job description for staff level
Position – Lecturer Reports to- Head of department
Job duties
 To make contribution in development, planning and implementation on high quality
activities.
 To maintain the level of performance of students .
 Do research regarding different topics for providing knowledge.
 To arrange lectures as per the requirement of students.
Job Responsibilities

 Lecturer required to maintain different number of people at once.
 Maintain proper relationship with the students.
 Evaluating the performance at the time of requirement.
 Development in the learning materials along with the preparation of schemes regarding
work.
 To monitor the performance of students along with achievements.
 To participate in the seminars of faculties for sharing outcome of research.
TASK 3
A. Explain the difference between training & development program
Training & development program is a key function of the human resource management
which improves the performance & productivity of the employees. Training program may be on
the job or off the job but it organized by the organization to develop the knowledge & skills in
the employees as per the specified job (Rees and Rumbles, 2010). Development program is the
self assessment program to identify their own strength & weaknesses which one is improved on
the basis of the learning capability& to group as compare to their colleagues.
Training is a learning process in which the employees gets an opportunity to develop
their skill set, knowledge & competency on the other hand development is a growing process in
which overall development of the employees. Development program is a long term basis for
future oriented & career oriented. Because it is a self assessment activity to identify the area in
which the improvement is required. Its major goal is to prepare the employees for the future
challenges so that they can achieve the predefined goal in future. Development program is
general & on conceptual basis (Sparrow, Brewster and Chung, 2016). Training program has a
limited scope because it is job oriented on the other hand development program has wider scope
as compare to training program because it is career oriented. Employees have many opportunities
for their development in the organization like manager teaches the new employees regarding to
their work responsibility or employees share their previous experience to develop mentally &

physically for their unseen future & useful to build the attitude & personality for facing the
future challenges (Storey, 2014).
B. Explain how the changes in customer expectations affected Tesco and its need to train staff
Customers expectations is change according to the time & environmental changes so that
TESCO want a flexible & committed employees to fulfill the customer varies needs. At that time
TESCO frames the strategy for the retention of the customer & attracts the new customers. So
that they expand their services & products at a large level for a customer convenience &
approach. It makes the customer happy & satisfied with the offered services. TESCO organized
the training & development program who are flexible & committed towards the changing needs
& they effectively delivers the high rate of standard of services to their customers for a
continuous growth & make a great position in a market place (Van den Brink, Benschop and
Jansen, 2010.).
Expansion of business & its services takes place strong position in the market which is
useful for achieving the TESCO objective. Customers have many expectations regarding to their
services like technological, interpersonal, situational factors, which helps in customer brand
development & promotes the customer loyalty in order to satisfaction with the services. Training
program is organized in the TESCO at a regular time interval for the selected employees who are
willingly to accept the dynamic circumstances & wants to improve in their skill & competency in
order to achieve the set objective (Armstrong and Taylor, 2014). In the training program we can
consider the key elements & conduct the research program which helps in identifying the
dynamic changes in the customer behaviour. TESCO mainly deals in a customized products
according to the customer demand & delivers the wide range of products & services in a
customer approachable manner, they also provide after sales services to maintaining the
connectivity between the customer & employees which shows the loyalty towards the company.
C. List of training methods carried out by Tesco
There are various types of training is provided to employees for the enhancement in their
level of performance at Tesco. Two types of training that includes on the job and off the job
training which are mentioned below:
On the job training

Coaching- In coaching, there is determination of areas where the employees are weak and
mainly focuses on that. It is considered as one on one training which provides advantages for
transferring theory into practical aspect (Bach and Kessler, 2011).
Mentoring- One of the most experienced member give advice and main is to develop the
attitude. All of the different activities are carried out by senior person and which is beneficial for
the employees.
Job rotation- This is another type of on the job training which is provided at Tesco in which the
employees are rotate as per the requirement of different departments.

(Source: Bianca, 2017)
Off the job training
Simulation exercise-In this, there are certain management games are arranged by Tesco that
helps in enhancement of motivation level to the employees. Further, it also helps in managing
different types of activities in an appropriate manner.
Vestibule training- In this type of training people learn something new and to give training to
employees in the environment of specific job. There are large number of people are provided
training at the same time (Bamberger, Biron and Meshoulam, 2014).
Conferences and lectures- In this, group meeting is organised for the people in order to develop
knowledge and understanding of a particular topic by oral participation. It is an important tool
that helps in clearing various concepts with the employees.
(Source: Duggan,2017)
Illustration 2: On the job training
I
llustration 3: Off the job Training

D. Describe how training needs are identified
At Tesco, training needs for the employees are identified through the way of making
analysis which is based on the organisation, human resources or work. In analysis of
organisation, appropriate study of firm is carried out which includes allocation of resources,
objectives and optimum utilisation of resources. Furthermore, in order to increase the
effectiveness of organisation so that HR manager determines the areas in which training is to be
focused for achieving goals (Biswas and Varma, 2011). Other than this, under the analysis of
task in which skills, contents of job are analysed in an appropriate manner at Tesco so that they
can perform all of the tasks. Here, major focus is given to the work which is to be performed
with the different methods required to be used and ways by which employees learn some aspect.
Further, standards of performance are set for the employees of Tesco so on that basis training is
provided to them.
E. Evaluating the benefits for Tesco and the employees in providing the programmes of training
Structured training can be defined as the proficiency and methodologies that have been
employed in order to develop professional skills along with the enhancement in techniques of
employees for giving better performance. In context of Tesco, if they use the programmes of
structured training for the employees it will helpful for them in gaining benefits of abilities and
skills so that there is improvement in the knowledge of employees (Bloom and Van Reenen,
2011). With the help of structured training it assists in maintenance of uniformity in outcomes
and improvement in the abilities of employees. One of the major benefit of structured training
that it leads to increase in the level of organisation by offering appropriate quality of services to
the wide range of customers. Thus, the employees of Tesco are trained in an effective manner so
that they make appropriate use of resources in efficient way along with the use of skills that is
advantageous for the company.
F. Indicating the extent which training has achieved return on investment
For delivering high quality of services to wide range of customers and manage the
development of business as it can be attained with the help of structured training which is prove
to be beneficial for the business. In context of Tesco, the company is providing online services
that attracts large number of customers with the help of different sources of marketing strategies.
Furthermore, with the help of training by which they earn high return on investment. Due to this,
training needs high level of investment and various methods are proved to be expensive (Boxall

and Purcell, 2011). However,at the time of improvement in the skills, knowledge and abilities to
perform task in an effective manner so that they can perform with high level of efficiency that
helps in achieving targets in a given period of time. Therefore, it can be stated that training
proves to be highly profitable in order to achieve high rate of return on investment which is made
by the company.
G. Types of approaches to flexibility which can be adopted by Tesco for the expansion of
business
In order to expand the business, there are different types of approaches to flexibility are
adopted by the Tesco which includes control on cost in such a manner of the plan of expansion
need some additional expenses. Apart from this, some of the practices of flexibility are adopted
by Tesco such as working hours and flexible working culture which make employees satisfied at
workplace and they are capable enough to perform different tasks. Through flexibility, there is
increase in the morale of employees and they are high committed towards their work (Storey,
2014). Thus, with the help of appropriate techniques of flexibility the performance of employees
which helps in achieving the objectives of organisation.
Source: (Storey, 2014)
Illustration 4: Flexibility Approach

TASK 4
A. Analysing the importance of ITV for maintaining proper employee relations and influence of
it on the decisions of HR
There are some of the practices of HRM that are introduced by ITV for employees as
well as employers. Direct communication is a most effective HRM practices by which
employees are connected from organisation so that they get update regularly from Watercooler
that is an intranet prepared by the business. With the help of this medium there is ease in order to
communicate with the employees with respect to the changes at workplace. On the other side,
with the help of procedure of collective bargaining employers believe that they are required to
get ideas and opinions from employees which is advantageous for the success of company
(Sparrow, Brewster and Chung, 2016). Furthermore, it assists in order to build appropriate
relationship among the employees and employers.
B. Identifying the key elements of employment legislation and its influences on the ITV's HR
decisions
Employment legislation can be defined as the procedures which gives advantages of
security and protection of employees in context of job and other activities that are executed by
them within organisation. At ITV, there are different key elements of employment legislation
and its influences on the decisions of HR as described below:
Health and safety act- This act was prepared with an objective to provide benefits of health and
safety to the employee while carrying out different tasks at workplace. For instance, ITV
required to take corrective measures for the health and safety for their employees (Van den
Brink, Benschop and Jansen, 2010).
Disabilities discrimination act- According to this act, all of the workers are provided equal
opportunities at workplace discrimination can not take place regarding the disabilities.
The equality act- It is also considered as an important key element of employment legislation in
which all of the employees are provided equal opportunities at workplace so that all of the
activities are managed in an appropriate manner.

C. Evaluating the key aspects of employee relations management and employment legislation
which affects the decision-making at ITV
The process of decision-making of HRM get affected by the employee relations
management along with the employment legislation at ITV. One of the main aspect of human
resource management is manage the employee relations which is required to be positive as well
as healthy (Rees and Rumbles, 2010). It provides proper environment in order to take decisions
by considering the ideas and suggestions of the employees before making the final decisions. On
the other hand, employment legislation is important for ITV for the purpose of protecting the
interest of various activities which are performed by the employees. Thus, it can be said that as
per the law of employment which are imposed by the government so that department of HR at
ITV required to take proper actions which are in the favour of the employees working at
company.
(Source: Biswas and Varma, 2011)
Illustration 5: Employee relations

D. Critically evaluate employee relations and the application of HRM practices at ITV which
inform and influence decision-making in organisation
The application of HRM and employee relations plays an important role at ITV in order
to influence the process of decision-making at organisation. It is because the employees are
involved in providing their suggestions and ideas for making some decision on specific topic.
However, if there is not appropriate relationship between the employees so that opinions of all of
the employees goes in other directions which creates issues for the management of ITV as there
is problem in making final decisions (Henry and Temtime, 2010). It can be critically evaluated
that by following different practices of HRM helps in resolving the issues and conflicts along
with this the process of decision-making also can be done in an appropriate manner.

CONCLUSION
From the above carried out study it can be summarized that management of human
resources plays an important role in order to manage various activities at workplace. It is
essential for the organisation to recruit appropriate candidates which helps in the growth of the
business. Apart from this, it has been analysed that in order to motivate employees the
companies are required to provide rewards and incentives. For this, there is requirement to
evaluate the performance of the workers and provide appraisals. In addition to this, employees
feel satisfied and protected in context of their performance of job, companies are required to
manage healthy relationship among the employees and employers which develops positivity at
workplace.

REFERENCES
Books and journals
Alonso, R., 2015. Recruitment and selection in organizations.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, M., 2011. Armstrong's handbook of strategic human resource management. Kogan
Page Publishers.
BA, B., 2016. Human resource management.
Bach, S. and Kessler, I., 2011. The modernisation of the public services and employee relations:
targeted change. Palgrave Macmillan.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Biswas, S. and Varma, A., 2011. Antecedents of employee performance: an empirical
investigation in India. Employee Relations. 34(2). pp.177-192.
Bloom, N. and Van Reenen, J., 2011. Human resource management and productivity. Handbook
of labor economics. 4. pp.1697-1767.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management,
pp.120-125.
Fee, M.C., 2014. Human resources management.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1), pp.3-13.
Hendry, C., 2012. Human resource management. Routledge.
Henry, O. and Temtime, Z., 2010. Recruitment and selection practices in SMEs: Empirical
evidence from a developing country perspective. Advances in Management.
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.
McGraw, P., 2011. Recruitment and selection. Australian Master Human Resource Guide,
pp.217-234.
Rees, G. and Rumbles, S., 2010. Recruitment and selection. Rees, G. and French, R. Leading,
Managing and Developing People, pp.169-190.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.

Van den Brink, M., Benschop, Y. and Jansen, W., 2010. Transparency in academic recruitment: a
problematic tool for gender equality?. Organization Studies. 31(11). pp.1459-1483.
Online
Strategic-HRM. 2016. [Online]. Available through: <http://www.shrm.org/india/hr-topics-and-
strategy/strategic-hrm/pages/default.aspx>. [Accessed on 8th February 2017].