Human Resources Resource Management at Woodhill College
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Added on 2019-12-18
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This report explains the key purpose of workforce planning along with the role of HR manager at Woodhill College. This report explains the key purpose of workforce planning along with the role of HR manager at Woodhill College. Explaining the purpose of workforce planning and role of HR manager at Woodhill College are also explained (Armstrong and Taylor, 2014).
Human Resources Resource Management at Woodhill College
Added on 2019-12-18
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HUMAN RESOURCEMANAGEMENT
TABLE OF CONTENTSINTRODUCTION..........................................................................................................................................................1TASK 1...........................................................................................................................................................................1A. Explaining the purpose of workforce planning and role of HR manager at Woodhill College ..........................1B. Explaining the strengths and weaknesses of different approaches to recruitment and selection at WoodhillCollege.......................................................................................................................................................................2C. Assessing the ways in which functions of HRM which provides talent and skills for achieving objectives ofbusiness.....................................................................................................................................................................2D. Evaluating the strengths and weaknesses of various approaches to recruitment and selection...........................3E. Critically evaluating the strengths and weaknesses of different approaches to recruitment and selection .........3TASK 2...........................................................................................................................................................................4A. Job advertisement for the role .............................................................................................................................4B. Identifying suitable platforms for placing an advertisement................................................................................4C. Preparing job specification and person specification...........................................................................................5TASK 3...........................................................................................................................................................................7A. Explain the difference between training & development program ......................................................................7B. Explain how the changes in customer expectations affected Tesco and its need to train staff............................7C. List of training methods carried out by Tesco......................................................................................................8D. Describe how training needs are identified..........................................................................................................9E. Evaluating the benefits for Tesco and the employees in providing the programmes of training.........................9F. Indicating the extent which training has achieved return on investment............................................................10G. Types of approaches to flexibility which can be adopted by Tesco for the expansion of business...................10TASK 4.........................................................................................................................................................................10A. Analysing the importance of ITV for maintaining proper employee relations and influence of it on thedecisions of HR.......................................................................................................................................................10B. Identifying the key elements of employment legislation and its influences on the ITV's HR decisions...........11C. Evaluating the key aspects of employee relations management and employment legislation which affects thedecision-making at ITV...........................................................................................................................................11D. Critically evaluate employee relations and the application of HRM practices at ITV which inform andinfluence decision-making in organisation..............................................................................................................12CONCLUSION ............................................................................................................................................................13REFERENCES..............................................................................................................................................................14
INTRODUCTIONHuman resource management refers to the process of managing people in a propermanner at the workplace. It includes different functions such as recruitment, selection along withthe training and development. It helps in developing and managing relationships at the workplaceto achieve goals and objectives (Alonso, 2015). All organisations are needed to manage theresources 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 atWoodhill College. In this report, there is clear understanding about different approaches torecruitment and selection along with their strengths and weaknesses. Furthermore, it alsoexplains 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 thepractices of HR are also explained (Armstrong and Taylor, 2014). TASK 1A. 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 foranalysing the requirement of future as well as needs of the employees. HR manager at WoodhillCollege plays an essential role in the workforce planning (Armstrong, 2011). There are variouspurposes of workforce planning in which HR manager has important role at Woodhill Collegeare mentioned below:Retaining employees- At Woodhill College, HR manager must ensure to retain the efficientemployees at workplace. It is necessary to retain highly qualified and skilled employees and toprovide training to new employees. Further, in order to retain employees at the college they aregiving 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 allthe employees stays with the organisation along with the appropriate skills as well properexperience in order to achieve goals and objectives.Training and development- The main purpose of workforce planning is to give proper trainingto employees that will help in enhancing the ability and knowledge. At Woodhill College, HRmanager plays an important role with respect to the development of employees by providingregular 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 areretain for a long period of time. Recruiting- Workforce planning is carried out by HR manager at Woodhill College to collectinformation regarding different types of people that should be recruited to fill the job vacancy atcollege. It includes analysis regarding the set of skills as well as knowledge needed inemployees. B. Explaining the strengths and weaknesses of different approaches to recruitment and selectionat Woodhill College Recruitment is the process of attracting people who have appropriate skills and apply forthe position of job. Further, the process of selection is all about choosing the qualified andefficient candidate to fill the vacancy. There are some of the strengths and weaknesses ofapproaches 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 inwhich employees are transferred from one department to other within organisation. This givesopportunities to the management so that they can fill the vacancy by the people who are alreadyworking. One of the major strengths of internal sourcing is that employees are not required toprovide 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 andknowledge for the business. Further, it has also limited range because it is not possible to fill allvacancies within the firm. Further, external approach of recruitment is a approach in which candidates are found outby 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 majorstrength of this approach is to provide opportunities to select more efficient candidates who haveproper 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 achievingobjectives of businessThere are different functions of HRM which includes training and development alongwith 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 ableto 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 tasksin an appropriate manner at the workplace. Apart from this, training and development is also animportant function of HRM which helps in enhancing knowledge as well as skills. It makesemployees efficient so that they can perform assigned tasks. D. Evaluating the strengths and weaknesses of various approaches to recruitment and selectionThere are some of the approaches to recruitment and selection which can be used byWoodhill College such as internal and external sourcing. All the methods are used to hire peopleat the organisation and along with this they have their own strengths and weaknesses which aredescribed below: S/WInternal sourcingExternal sourcing Strengths This is considered as the fastIt has been analysed that
process of recruiting people asthey are shifted from onedepartment to other within theorganisation (Bratton andGold, 2012).through external sourcing, thefirm is able to bring new ideasfrom outside environment. Ithelps them to select candidatefrom wide range of people.WeaknessesIn this, there is limited choicefor the firm in selecting peoplewithin the organisation. Thus,firm suffers from lack of newideas from outside. It can be identified thatexternal sourcing is timeconsuming process as well asexpensive due to the utilisationof tools such as interviews andadvertisement (Daley, 2012). E. Critically evaluating the strengths and weaknesses of different approaches to recruitment andselection The process of recruitment and selection can be done by using various approaches whichincludes internal as well as external sourcing so that the organisation faces some issue along withthe advantages. With the help of internal sourcing there is one of the advantage to the firm asthey can save the time of advertising and the candidates are provided position on the basis ofprevious records. It can be critically evaluated that it demotivated other people who are notgetting any benefits of promotions (Fee, 2014). On the contrary, external sourcing is effective in nature and employ people from widerange of candidates. It helps firm to make appropriate choice and then choose proper candidateswhich will be suitable for the position (Guest, 2011). However, College is needed to makeexpenses on the process of advertisement and interviewing people. Thus, there is impact on theprofit and salary of employees. TASK 2A. Job advertisement for the role Woodhill College
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