Human Resource Management: Workforce Planning and Recruitment Report

This report delves into Human Resource Management (HRM) practices, focusing on workforce planning, recruitment, training, and employee relations within the context of Woodhill College, Tesco, and ITV. The report examines the purpose of workforce planning, the roles of HR managers, and the strengths and weaknesses of various recruitment and selection approaches. It includes a sample job advertisement and discusses suitable platforms for placement, along with job and person specifications. Furthermore, it explores the differences between training and development, analyzes the impact of customer expectations on training needs, and evaluates training methods and their return on investment. The report also addresses employee relations, employment legislation, and the influence of HRM practices on decision-making within organizations, supported by specific examples and evaluations of different approaches.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
a) Purpose of workforce planning and the role of HR manager with regard to workforce
planning and resourcing for Woodhill College...........................................................................1
b) Strengths and weaknesses of different approaches to recruitment and selection...................2
c) Ways through which HRM functions provide talent and skills to fulfil business objectives. 2
d) Evaluation of strength and weaknesses of the different approaches to recruitment and
selection.......................................................................................................................................3
e) Evaluate the strengths and weaknesses of different approaches to recruitment and selection,
supported by specific examples..................................................................................................3
TASK 2............................................................................................................................................4
a) Job advertisement for the role ................................................................................................4
b) Suitable platforms to place the advertisement........................................................................5
c) Job specification and person specification for the role...........................................................5
d) The application of specific HRM practices............................................................................7
TASK 3............................................................................................................................................7
a) Difference between training and development.......................................................................7
b) Changes in customer expectations affected Tesco and its need to train staff.........................8
c) Methods of training carried out by Tesco...............................................................................8
d) Ways to identify needs of training..........................................................................................9
e) Benefits for Tesco and the employees in providing a structured training programme...........9
f) Extent to which training has achieved a Return on Investment............................................10
g) Suggest type of approaches to flexibility (D2).....................................................................10
TASK 4..........................................................................................................................................11
a) Importance for ITV to maintain good employee relations and its influences on HR
decisions making.......................................................................................................................11
b) Elements in the employment legislation...............................................................................11
c) Key aspects of employee relations management and employment legislation that affect
HRM decision-making in ITV..................................................................................................12

d) Critical evaluate of employee relations and the application of HRM practices in ITV that
inform and influence decision-making in the organisation.......................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource management can be determined as a system that is helpful to guide and
manage employees within the organization. In this context, there are three different areas in
which responsibility of human resource manager lies (Oechsler, 2011). With this respect, it
includes work designing, workers benefit and compensation, and staffing. In other words,
different set of strategies are implemented in order to make sure that employees work with their
full efficiency. Employees are the face of organization as they have direct interaction with
customers. They are the one who present products and services that are delivered by the firm.
Further, workers face different set of issues that affects the growth and profitability. It is
important to make sure that proper steps are taken so that they will be able to enhance workers
skills and they support the organization. Present report is based on three different organizations
which are Tesco, ITV and Woodhill College. This report covers the purpose of workforce
planning and roles that are played by HR. further, it covers strengths and weaknesses of different
approaches to recruitment and selection. Moreover, it covers the most suitable platform to place
advertisement for vacant post within the organization. Lastly, it also includes the importance of
developing strong relationship with employees.
TASK 1
a) Purpose of workforce planning and the role of HR manager with regard to workforce planning
and resourcing for Woodhill College
Workforce planning can be determined as a continual process that is helpful to align
priorities and needs of the company. In this context, main purpose of this planning with respect
to human resources is to make sure that shortage or surplus is identified for human resource in
the firm. When these needs are identified, then they develop plans with the help of which new
candidates are hired for the vacant post or workers are removed in order to perform towards
organizational goals and objectives (Vörösmarty, McIntyre and Davies, 2010). Further, there are
different type of issues that are faced by management in day to day operations. When there
proper workforce planning, then it enables the firm to make sure that they overcome barriers that
affects the business negatively. There are many functions that are included in HRM. It includes
recruitment and selection, training and development, developing relationship, etc. Among these
function recruitment and selection one of the most essential once that make sure that skills
candidates and hired. This function is highly time consuming but important. However, time is
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saved through proper workforce planning and it also enables to reduce cost. As per the case
Woodhill College, HR managers have developed a plan that will help them to identify skilful and
capable workers who can support the college.
b) Strengths and weaknesses of different approaches to recruitment and selection
There are different type of approaches that are followed within Woodhill College. These
approaches have their own weaknesses and strengths. They are as follows:
Approaches to recruitment: This is an approach that enables the organization to hire
candidates who will be able to support the firm.
Advertisement: When recruitment is done, then it is helpful to provide proper information
about the type of role that has to be performed for the vacant post (Ployhart and Moliterno,
2011). However, one of the disadvantage is that people who do not follow particular source of
advertisement, then it becomes difficult.
Third part method: This can be determined as a process in which it involves use of
private employment agencies, consultants and association who work for the organization are hire
candidates. This is a time consuming strategy and enables to get candidates who will be suitable
for vacant post. However, disadvantage is that, management has to spend highly to these third
parties so they hire workers for them.
Selection approach: It enables the organization to identify right candidate as per their
skills and capabilities that suits the vacant post (Cascio and Boudreau, 2010).
Preliminary screening: This method is helpful to narrow down the selection process. All
the candidates are selected who will be meet the basis requirement of job. On the other hand,
disadvantage of this is that it consumes lot of time and resources as there are human resources
required who will conduct this screening.
Interviews: As per the case, Woodhill College make use of two different strategies that
are telephonic and personal interview. In this context, these are helpful to stream the selection
process. However, disadvantage is that it is time consuming.
c) Ways through which HRM functions provide talent and skills to fulfil business objectives
There are different type of functions that are considered in HRM. In this context, it
includes recruitment as en essential function that enables to select appropriate candidates (Renz,
2016). More specifically, there are various approaches that are involved in this recruitment and
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selection processes. With this respect, there are various aspects that are considered in order to get
workers who will be able to support the organization.
In recruitment, it includes strategies that makes the proper division of roles among
employees. For a single recruit, it includes many candidates who apply and to hire skilled and
talented employees, it is important that there are proper steps followed by HR mangers. It
includes rounds like telephonic interview, group discussion, personal interview, etc. (Huczynski
and Buchanan, 2010). These are helpful to make sure that they will be able to hire the most
appropriate person who will suit the vacant post.
d) Evaluation of strength and weaknesses of the different approaches to recruitment and selection
Below given are the evaluation made for the strength and weaknesses of different
approaches to recruitment and selection:
Third party: When Woodhill College hires an agency, then for this purposed cited firm
has to pay towards the services that they deliver. In this context, it can be evaluated that various
sources that are implemented by third part enables to get skillful workers (Tarique and Schuler,
2010).
Advertisement: This is an effective and costly strategy that enable to attract large number
of candidates. Moreover, advertisement that are place on internet are more effective to convey
information to large audience. From this it can be evaluated that management will not be able to
identify appropriate candidates as per qualification.
Interview: This is helpful to know interest of employees over the job that the organization
is willing to deliver.
Preliminary screening: This can be evaluated as extra efforts that are made by Woodhill
College to make sure that they eliminate applicants as per their qualification (Farndale, Scullion
and Sparrow, 2010). This consumes lot of time but it helps to find out right candidate for the
vacant post.
e) Evaluate the strengths and weaknesses of different approaches to recruitment and selection,
supported by specific examples
All the approaches are highly beneficial and they are helpful enough to make sure that
organization will be able to achieve their desired goals and objectives. Further, internal
recruitment includes promotion, employees referrals and transfer. On the other hand external
recruitment includes third part and advertisement.
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Third part: This strategy is implemented when firm is not able to get skillful workers. For
Example, Woodhill College will hire an agency who will make their own way of recruitment and
selection process which will be helpful in getting capable workers. It is helpful enough save time
and to get most suitable candidates. However, if procedure is not followed properly, then firm
may face losses due to selected workers.
Advertisement: There are different sources that are helpful enough to make proper
advertisement (Messersmith, Patel and Gould-Williams, 2011). Further, there are different
websites that are also available on which advertisement can be given and people can be
informed. Enables to attract wide range of people. However, people who are not eligible also
apply.
Interview: To conduct proper evaluation of candidates personal interview are conducted.
For example, a panel is developed who will ask question related with the job profile and interest
level will be determined. Helpful to know the skills and capabilities that employee posses.
However, it is not effective interviewer is not skilled.
Preliminary screening: It helps to list out different applications who are not enough
skilled or capable. For example, all the application of candidates will be collected and those will
be eliminated which are not suitable as per qualification. Saves time but eliminates even workers
who are skilled.
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TASK 2
a) Job advertisement for the role
Job Opportunity...!!!!!
Woodhill College is looking for the prospect and dedicated candidate for the vacant job post of
Education administrator within the college.
EDUCATION ADMINISTRATOR
Applicants for this post must have minimum qualification of MBA or equivalent courses. Along
with this, candidate must also have experience of 3-5 years in the administrative department in
other different organization.
The candidate those who have excellent computer skills and typing speed would be mainly
preferred for the vacant job post. There must be proficiency in using MS Office is prerequisite.
Thus, candidate those who are interested in the vacant job are required to send their CV to the
below mentioned email ID.
Woodhill College
b) Suitable platforms to place the advertisement
In order to place the above designed job advertisement of education administrator it has
been assessed that HR manager of Woodhill College must focuses on using suitable and effective
platform for placing the advertisement it mainly include-
 Print media platform- The suitable and effective platform for placing the advertisement
of eduction administrator of Woodhill college is through engaging in print media
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advertisement that include advertisement through newspaper, magazines, brochure,
pamphlet etc. all these medium plays effective role in promoting and advertising the
vacant job post in the market (Price, 2011). Advertisement through newspaper is the most
commonly used platform by the college staff as it reach to the large mass audience and
interested candidate would prefer to send their CV on the mentioned email ID.
 Online platform- Another suitable platform to place the advertisement of education
administrator is using online platform. The company put their advertisement on the
leading job website that reach to the mass of audiences that are registered or enrol with
the websites. Along with this, it has been also assessed that Woodhill college may also
devise and create their own official website through which they can easily impart the
information regarding the vacant job post in the college. On the other hand, the interested
candidate would directly mail their CV on the website of their company.
c) Job specification and person specification for the role
Job specification and person specification are the two effective written statements that are
designed by the management so that they can easily match the candidate qualification with the
required qualification for meeting the requirement of job.
Job specification of Education administrator
Job title Education Administrator
Reporting
relationship
Principle of College
Roles and
responsibilities
 The key responsibility of administrator is to focus on the
recruitment and maintaining the relationship with the public.
 The responsibility also include drafting and scheduling the
regulations within the college that need to be abide by the lecturer
and professor within the college.
 Another responsibility is related with the managing the budgets
within the college along with purchasing the material and
preparing invoices (Schuler and Jackson, 2008).
 The administrator would also have key role to organize and
manage the social activities as well as educational activities.
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Skills  Effective interpersonal skills that support in maintaining
relationship with student, lecturer, academic staff as well as
professor within the college.
 Team working skills.
 Technological skills so that they can maintain the database,
spreadsheet etc. of students and staffs.
 The individual must have flexible approach.
Person specification of Education administrator
Qualification  The key qualification is that candidate must have good
qualification in maths as well as English.
 Effective typing skills so that they may easily enter the required
data.
Experience  Experience in using the MS Office application so that they can
easily manage and store the database regarding their students and
teachers.
 Effective handling of cash items (Zheng, Yang and McLean,
2010).
 Team work.
Knowledge  Ability to perform activities under high pressure.
 People management skills.
 Filling application form as well as conducting interview
d) The application of specific HRM practices
Through considering the case scenario of Woodhill College i9t has been assessed that the
problem often arises in the college is related with that there is no clear and effective HR strategy
framed by the college for managing the current and future manpower requirement (Zheng, Yang
and McLean, 2010). Therefore, to overcome this problem it has been assessed that HR manager
would engage in application of HR practices related with implementing the proper human
resource planning steps that would support them in managing the current manpower within the
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college (Price, 2011). Along with this it also manages the future requirement through engaging
the activities that would meet the demand of manpower and lecturer within the Woodhill
College. Moreover, it should also focus on using the different methods that would support them
in meeting the demand and supply of the workforce within the college through engaging in
effective recruitment and selection practices so that competent and qualified personnel get
selected for the college that results in imparting the adequate knowledge to the students.
Developing relationship with customers which is one of the practices of HRM, it is effective
enough to raise the organizational profit and productivity as they get to know the issues that are
faced by workers and accordingly steps are take to overcome them. In this context, workers are
the face of organization as they have direct interaction with customers when proper services and
strong relationship is maintained, then it enables to improve performance of employees and they
support effectively in raising profitability and sales.
TASK 3
a) Difference between training and development
The approaches for both these aspects are same. These are used in order to make sure that
worker's performance level can be raised. Below given are difference between training and
development:
Table 1: Difference between Training and Development
Training Development
This can be determined as a learning process in
which workers get the opportunity to develop
their knowledge, skills and competencies.
This can be defined as an educational process
that related with overall performance and
growth of workers.
This is generally implemented for short period
of time (Difference betweeen Training and
Development, 2014).
It takes time and require long time to make
development.
As per the case, Tesco will call on for
professional to provide training.
This is a self evaluation process or techniques
in which individuals will understand their
weaknesses and take proper steps to make
proper development.
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Training is given for improving work
performance of employees
Development is made in order to overcome the
barriers that workers face in the future (Clark,
Tomich and McNie, 2011).
b) Changes in customer expectations affected Tesco and its need to train staff
Ultimate aim of any firm is to gain maximum profit. This is only possible when they will
be able to understand needs and requirement of customers. Below given are the changes that
increases the cause of training to workers:
Change in technology: This can be determined as an issue. When workers do not
understand the way or the process that is implemented to make use of new technology, then they
fail in providing their customers with proper services, in order to overcome this type of issue, it
is essential that proper training is provided (Ellinger and Ellinger, 2014).
Introducing new product or services: When new product or services are introduced by
Tesco, then it is essential that proper information is provided to employees so that they will be
able to clarify all the doubts that services users have. In this context, it is important that
management of Tesco provide proper training so that they will be able to change customers
expectations positively.
c) Methods of training carried out by Tesco
There are different type of method that are implemented by Tesco in order to provide
their employees with proper training. With this respect, below given are the methods for training
used by Tesco:
On the job training: This is a type of training in which practical knowledge is provided
by cited firm to workers (Hassan, 2007). Management will make sure that employees are
explained with the job roles and responsibility or the information that they want to convey.
Off-the-job-training: Employees are not provided with practical experience but they are
conveyed about the information that they should followed.
Induction training: This provided to workers who are newly hired. This is provided by
Tesco in order to make sure that all the roles and responsibilities that has to be played by workers
are known to them and they perform effectively and efficiently (Berke and Campanella, 2006).
Basic information enables the employees to understand the main aim of organization.
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