Human Resource Management Practices

This assignment delves into the core concepts of human resource management (HRM) as a process for managing employees within organizations. It examines various procedures employed in HRM, including recruitment, selection, performance appraisals, training, and development. The assignment analyzes specific examples of Woodhill College, Tesco, and ITV, highlighting how these organizations utilize different tools and techniques to implement effective HRM practices.

Human Resource Management
Table of Contents

INTRODUCTION...........................................................................................................................1
PART 1 ..........................................................................................................................................1
TASK 1............................................................................................................................................1
a) Purpose of workforce planning and role of HR manager regarding plan and resource for
Woodhill college.........................................................................................................................1
b) Strengths and weaknesses of different approaches to recruitment and selections..................3
Task 2...............................................................................................................................................5
HRM practices in work related context......................................................................................5
a) .................................................................................................................................................5
b).................................................................................................................................................6
c)..................................................................................................................................................6
PART 2............................................................................................................................................7
TASK 3............................................................................................................................................7
a) Benefits for Employee and Employer in different HRM practices........................................7
b).................................................................................................................................................7
c)..................................................................................................................................................8
d) Different HRM practices for increasing profitability and productivity .................................9
PART 3............................................................................................................................................9
TASK 4............................................................................................................................................9
a) Importance of employee relations that influence on HR decision making.............................9
b) Key elements of employment legislation and their impact on HRM decision making........10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is refers to as a HR department within an organisation. In
this they design and manage to maximise employees performance so that they can provide better
services to customers and achieve goals or objectives. It primary concerned with management of
management of people in the firm as HR focus on making effective policies or systems for the
purpose of managing employees performance (Ariss, 2014). This department play various roles
because they are responsible for designing, recruiting, selecting, developing and appraising
employees performance and provide rewards to them. Their main objective is to maintain
relations among employee and employers within the company. HR manager formulate various
policies sand plans for making effective working environment. This report is based on Woodhill
college in which requires to hires skilled person for teaching so it will analyse various methods
for recruitment and selections. So the other side, this assignment also based on Tesco plc, in
which they will use different techniques of training and development within company. Last but
not least, ITV as how they maintain the relations as well as employment legislation that influence
the HR decisions also discussed in this.
PART 1
TASK 1
Covered in PPT
Introduction:
HRM plays an important role in managing team workforce by using various tools and
techniques within an organisation. Woodhill college is a institutions so it requires high profiled
staff for providing better education to the students. In this defined the HR role in workforce
planning and resourcing for this college. There will also defines strengths and weaknesses
recruitment and selections process within this college.
a) Purpose of workforce planning and role of HR manager regarding plan and resource for
Woodhill college
Workforce planning:- it is continual process which use for align the needs and priorities
of the organisation regarding the workforce in which they ensure that it can meet legislative,
regulatory, products and services for the purpose of achieving organisational objectives. It is
based ons evidence for developing strategies. Workforce planning is the core functions of HRM
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that analyse the size, nature, types, knowledge and skills of its workforce for attaining particular
goals or objectives.
Purpose of Workforce planning-
Smoothing out business cycle:- It is beneficial in making business cycle effective
because it support in managing the entire operations and activities so it can be developed for
ramp up and down employees talent inventory so that it can support in working effectively
during both time as good and lean time.
Helps in identifying problems early:- It is very supportive sin analysing the risk factors
within an organisation and find alternate solutions for defining problems so it can be helpful in
minimising the potential damage and Woodhill college should consider this factor within
institution.
Taking advantage of opportunities: In any critical situations, it support in gathering data
or information regarding resources or talent which is required for the organisation development
so it finds positive opportunities.
Role of HR manager:-
Staffing: This is the major role of HR manager as they recruit or select talented person
for suitable job from various pool of applications. They assign the right candidate for effective
positions so that they scan achieve their desired outcomes. Woodhill college's HR manager has
to perform his role in selecting best teacher for providing better educations to the students in
appropriate manner. They also responsible for managing or maintaining the entire team work or
workforce for providing better satisfaction to the employees there are defining several steps that
HR manager perform such as
 Designing
 Selection
 Recruitment Work investigations
Compensation: This is second main task of HR manager as they have to care about their
employees by providing proper compensation. It is depends on the various functions and
activities that helps in getting rewards or awards according to employees work performance and
compensate to them as per their level of performance. Manager formulate several policies and
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rules or regulations regarding promotions , bonus, incentives, rewards, pensions scheme
appraisal and many more with in Woodhill college.
Administration of employees: HR department take responsibility to manage entire
workforce or manage people in appropriate manner so that productivity can be increased and best
results can be achieved. HR manager of Woodhill college always analyse different kinds of
problems or issues regarding workplace and make changes as per the demand of employees.
Employees relations management: This is another important role that manager has to
play in the organisation as they try to maintain or manage healthy relations among people. It is
an essentials that helps in achieving competitive advantages in the firm. Manager can consider
communications factor for managing the relations and it also support solving issues or problems
as well as monitoring, organising, planning and provide directions to the employees towards
goals and objectives.
b) Strengths and weaknesses of different approaches to recruitment and selections
Organisation have more responsibilities as well as ability to select or recruit best
candidates for fulfilling job vacancy. It can be both as proactive and reactive aspect. There are
several approaches of recruitment and selections such as internal and external sourcing as well as
third party, interviews of persons etc. it is the responsibility of the manager to select suitable
candidate for right post for the purpose of fulfilling vacant post so that they have tom consider
various quality of human such as their skills, knowledge and abilities for performing particular
task and objectives in appropriate manner. In the Woodhill college, there are requires effective
tools and techniques for recruitment and selections process according to changes of technologies
so it is must be necessary to make appropriate strategies for adoptions of better techniques.
Woodhill college requires to select and recruit most talented or fresh persons who are capable to
handle the task and complete all these in effective manner. Manager focus on acquiring highly
skilled or knowledgeable as well as higher educated person within institution for the purpose of
getting best outcomes. It is the duty of HR department to manage the entire staff members by
solving conflicts among them and create positive working environment so that turnover can be
reduced in effective manner. There should be needed to identify various advantages and
disadvantages of several approaches that helps in making effective decisions and recruit selective
candidates for achieving organisational purpose and build best team of talented person. People
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are key components for achieving success of the business because all task or its completions are
depends on the employees capabilities. In other words, recruitment and selections of suitable
candidates which is based on environmental factors due to changes of technologies so that
manger adopt various tools and techniques for adoptions of many challenges and changes.
Woodhill college requires to appoint highly skilled and most talented staff who are
capable to perform every or each task as well as work performance. It is the responsibility of HR
department to maintain the team members so that better relations can be build and healthy
environment can be create so that it will support in reducing labour turnover. Here are some
merits or demerits which helps in understanding about recruitment and selections procedures in
appropriate manner such as:
Traditional or internal approach Systematic or modern recruitment
approach
Advantages Advantages
This is the internal approach that is beneficial
for Woodhill college as in this identify internal
candidates for specific job. In this procedures,
In-house recruitment process included in which
any candidate can be hired in the firm because
it support to manage or maintain the entire
functions for increasing validity and reliability
so that it is beneficial for both employers as
well as employees within an organisation.
Company can generate higher profits and
increase incomes by hiring best or talented
person. It also helpful in enhancing
profitability and productivity of the firm within
time period.
There are benefits of In-house that it support in
providing motivations to the employees so that
they will work hard to get success.
In this consider some modern techniques that
are very beneficial for every business firm as
they concentrate on adoption of modern
technology for recruiting and selecting hired
skilled as well as talented candidates for the
purpose of increasing productivity and creating
effective working environment. Company can
become success by using these tools or
techniques that is required for hiring
employees such as internet, job portal and
many more so it is best method for Woodhill
college.
It is must be necessary for adopting new
techniques for selecting best person from
various applicants.
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Disadvantages Disadvantages
It is based on internal procedures so there may
be several conflicts as well as barriers
regarding any issues such as promoting to
employee in other positions. Therefore, it is
general that occurs various kinds of issues
during such process with an organisation.
It also conflicts while making decisions as
sometimes, skilled, knowledgable and able
persons are not selected in this procedures.
In this defines that there are various
dependability and confidentiality about data or
information which may be become void.
Woodhill have enough staff so that they can
manage the workloads and also spread the
information.
It has limited vacancies so there may be
prevent on selecting numbers of skilled
candidates.
Conclusion:
from the above report, it has been concluded that Woodhill college requires to select or
recruit best person for the purpose of providing better education to the students. HR manager can
use several tools and techniques for recruiting suitable candidates in effective manner for skilled
workforce.
Task 2
HRM practices in work related context
a)
Job Advertisement
Lecturer for Woodhill College
Darwin
This is to inform you that there are requires a lecturer for Woodhill college and he/ she should
be eligible for this post and also must be able to teach history subject in this college. Faculty
should have proper knowledge regrading the subject and also have experienced in such fields.
He must be hard worker and creative in teaching best to the students.
Candidates must have better communications skills as well as good personality.
Interested candidates can send their resume at official website or on email id.
Requirements:
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 qualified/ educated
 experienced
Salary scale:
5 to 6 lac per annum
Interview date:- 16th Feb 2018
Email Id
HR director
b)
Platforms for Adverts:
There are various places for posting advertisement so that Woodhill college can provide
information regarding any vacancy. They can use LinkedIn, Job centre, Trade fair and college
fair, social media for college such as facebook, Insta and many more. Most suitable form for this
college is trade fair in which they can post the advertisement for the purpose of providing
information and create awareness among people regarding job vacancy (Cascio, 2014).
Advertisement is very effective and the most thing is that it is an essential for hiring or recruiting
best teacher or lecturer for the Woodhill college. Trade fair or college fair will support in
attracting more candidates regarding this job.
c)
Job Description
Job Title: Senior Lecturer in enterprise and innovation
Grade: Senior Lecturer
College: Professional Services School of business and law
Campus: University Squares/ University House, Stanford
Responsible to: Head of department of business
Job purpose:
There is requirement for a faculty for Woodhill college and he/ she must be knowledge and
skilled person who can teach better. He should be specialised in teaching field.
Duties and Responsibilities:
 Teaching about innovation
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 Provide knowledge about new Enterprises
 Support to students for enhancing their knowledge
Additional Duties to Wodhill:
 Bring new innovative ideas
 Promote students skills and abilities
 Improve students level.
PART 2
TASK 3
a) Benefits for Employee and Employer in different HRM practices
Training and development:
It is the major functions that perform by the HR manager within an organisation as in this
they organise training and development sessions for enhancing employees skills and knowledge
so that they will perform every and each task in effective manner. It support in increasing
productivity within the firm (Paauwe, 2014). Tesco plc consider this factor for achieving growth
and development of employees for better task workforce. They consider these kinds of programs
and conduct within firm for the purpose of getting work done in appropriate manner which
support in motivating to them
Difference between training and development:
On the basis Training Development
Employee
engagement level
It is organised for workers which are
related with supervisor and new
employees.
This is operated as well as
coordinated for managing the
workforce and managerial level.
Durations It is short term procedures and there
training period is also fixed.
It is long term process because it
takes more time for the
development
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Objectives Training is generally provides for
enhancing knowledge, skills and
abilities for specific task.
It is organise for improving
personality and their future
growth for the development.
b)
Training needs
Tesco company analyse training needs through performance appraisal. These programs
generally conducts for the purpose of improving employees performance, skills, knowledge and
abilities for attaining their goals and objectives in effective manner (Alfes, 2013). It is very
beneficial for increasing growth and success of the industry as well as manage entire business
operations through better task completions. There are requirement of the training for various
reason such as: Develop Objectives: In the present time, training and development programs are required
in the Tesco company so that they can achieve targets and objectives in limited time
period.
 Identifying conflicts or barriers: Training and development programs helps in analysing
different kinds of problems or issues which support in increasing Tesco workforce.
Training needs can be identified by various methods such as:
Task analysis: it is very supportive in identifying the task analysis within the firm
through gathering data or information. Task is defined as the something with must be achieved
by particular entity. Every department excels in several fields and have specific skills that they
carry out.
Manpower analysis: it is defined as the amount of manpower that helps in identifying
organisational needs and requirements (Armstrong and Taylor, 2014). There are two types of
environmental factors that directly affects on the business organisation. Manpower is very
necessary within firm to achieve competitive advantages.
Organisational analysis: in this, there are analysis of objectives such as short run and
long run. In the firm, there are various department which have different aims and objectives.
Tesco plc analyse training and development needs through using these methods in appropriate
manner for the purpose of achieving set targets and objectives.
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c)
HRM process is very supportive for organisation as there are various benefits for
employers and employees (Armstrong, 2014). Tesco company focus on managing and
maintaining entire task by motivating to employees for performing better in achieving goals and
objectives in effective manner.
Here are some benefits such as:
Employee's benefits:- Grooming skills: training and development programs is very supportive in grooming as
well as knowledge of employees (Brewster and Hegewisch, 2017). It also helps in
improving the person's personality as communications skills and other quality etc.
 Resource for information: it is must be required to provide proper information through
communications as well as convey messages about company as like business decisions,
changes in rules and regulations and many more that helps in creating or building better
relations among employees or employers.
Employer benefits:- Interaction with culture: in this consider various aspects such as fairness, honest
services and transparency among people or entire team members so that it is requires to
perform all task or functions as per the culture.
 Decision making: it is important process in which company make decisions regarding
business operations so that HR manager ensure about creating, pleasant as well as
healthy environment by making appropriate decision in organisational context.
d) Different HRM practices for increasing profitability and productivity
Above all these training activities, it can be analyse that company can use for making
effective working environment and achieve their goals and objectives. This is beneficial for the
both organisation and employees because it support in enhancing workers skills and abilities so
that they will perform in effective manner and attain company's objectives (Budhwar and
Debrah, 2013). HRM play important role in developing an individual by grooming their skills or
know;edge and create positive effects.
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PART 3
TASK 4
a) Importance of employee relations that influence on HR decision making
For very organisation, there must be healthy relations and effective environment that
support in better coordination among employees. Relationship should be maintain as well as it
must be sound for making effective decisions. It generally concern with proper interactions
among those people who are working within the an organisation. This beneficial for the ITV as
sound relations will helps sin reducing any kinds of conflicts or barriers so that they work
together and try to achieve their predetermined goals and objective as will as affects on the
employees morale for increasing productivity in appropriate manner (Chelladurai, 2017). It is
also support in providing healthy environment within the firm so that working conditions can be
improved. There are some importance of employees relations that can be influence on HR
decisions such as:
 Better coordination and sound relations are required which support in making
favourable decisions as per employees opinion within the firm.
 It is also effective for providing motivations to the employees so that their morale can
be boost in an appropriate manner.
 It is an essential which help to the organisation in resolving conflicts and barriers that
provide ultimate solutions of defining problems.
Therefore, these tools and techniques support in making effective relations and create healthy
relations among workers so ITV company can use this for building effective or strong relations.
There can be consultations and collective bargaining for the organisation.
b) Key elements of employment legislation and their impact on HRM decision making
Employees are key components of any business firm because they helps in achieving
goals and objectives. Government formulates numbers of laws as well as rules and regulation
which are formed with references of human resource. It is the duty of the HR department to obey
all these legislation so they have to consider these codes of conducts and make effective
decisions as per the law regarding employees (Kerwin, 2017). Trade Union and EU shave
formulated several rules or regulations for workers welfare as well as for their support so that
they will feel motivated and safe about their job.
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 Equal Pay Act: This act was formed in the year of 1970 in UK parliament for the
purpose of imparts the equality and justice for every employees specially for women
who are working within the firm. It was formed in Britain regarding wage allotment in
commercial industry. There should be not any discrimination among people whether
they are male or female as well as partiality on the basis of colour, gender, caste,
religion, age and race etc. Working hour act: It was formulated in 1997 that indicate about working hour
regarding employees work such as firm can make use of worker till their limitations of
work which is settled by the government (Clark, 2016). In this, it defined that they can
utilise human resource not more than 8 hours per day according to salary or wage.
 Minimum wage act: this act was formed in 1998 by UK government and their aim is to
provide equitable money for every employees who are working within the firm. This act
was introduced for reducing the unfairness as well as unfair treatment with every labour.
It also defined minimum and fixed wage rate which must be paid to the workers.
CONCLUSION
From the above report, it has been concluded that human resource management is the
process for managing people within organisation. In this included several procedures such as
recruitment, selections, performance appraisals, training and development within an
organisation. This report has discussed about Woodhill college, Tesco and ITV company that
needs to used various tools and techniques for effective HRM practices.
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REFERENCES
Books and Journals
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engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, P., 2014. Limits and possibilities for HRM in an age of management accountancy.
New Perspectives On Human Resource Management op. cit. at. pp.154-166.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Budhwar, P. S. and Debrah, Y. A. eds., 2013. Human resource management in developing
countries. Routledge.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
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management at the Consultative Group on International Agricultural Research (CGIAR).
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Dijk and et. al., 2013. The Millennium Drought in southeast Australia (2001–2009): Natural and
human causes and implications for water resources, ecosystems, economy, and society.
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Gallardo-Gallardo, E., Dries, N. and González-Cruz, T. F., 2013. What is the meaning of
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