European Resource Management Challenges

This assignment focuses on analyzing the contemporary challenges faced by European resource management. It requires students to delve into recent publications and research on the topic, examining various aspects such as policy, practice, international human resource management, and the impact of corporate strategy. The assignment emphasizes critical thinking and application of knowledge from scholarly sources.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. HRM function and its purpose in workforce planning and resourcing ...........................1
P2. Strength and weaknesses of different approaches of recruitment and selection process. 3
TASK 2............................................................................................................................................4
P7. a) Job advertisement for lecture post................................................................................4
b) Suitable platform for advertisement...................................................................................5
c) Job description....................................................................................................................5
TASK 3............................................................................................................................................6
P3. (a) Difference between training and development...........................................................6
b) Describe how training needs are identified and the methods of training used by TESCO 7
c) Benefits of training and development for employees and employers in TESCO..............7
P4. training and development practices effectiveness in term of delivering return on
investment for TESCO...........................................................................................................9
TASK 4............................................................................................................................................9
P5 Importance of employees relations which influence decision making in ITV..................9
P6. Employment legislation and how this influence ITV's HR decision making................10
CONCLUSION..............................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
Below mention report explain that human resource management is important for
organisation and also for their employees. The same perform many task in company which help
them in better productivity and profit maximisation. In this report there are three companies
taken first is Woodhill which covers task first purpose and function of human resource manager
in organisation also strength and weakness of selection and recruitment process (Armstrong and
et. al., 2014). On the other hand, second task develop an advertisement for hiring suitable
candidate for Woodhill College according to vacancy also create job description and CV for the
same. In the end through some light on importance of training and development for employees
and employers or which training method is beneficial for TESCO also describe difference
between both and their effectiveness on ROI. Importance of ITV are also explained in
maintaining good relation with employees or its effect on HR manager.
TASK 1
P1. HRM function and its purpose in workforce planning and resourcing
Human Resource management is simply process in organisation for employees training
and development, staffing and selection, job specification, rewards or compensation to personnel
many more work are performed by HR in Woodhill college. The same help in motivating staff of
organisation for better productivity and maximum profit because every company need skilled
employees for their firm. Below mention are purpose and function HRM-
Purpose of HRM-
Effective use of Resources- Use of resources should be according to need so that there is
no extra cost of product and no wastage. Employs play main role in organisation and also help in
increasing their productivity or profit. (Armstrong and Taylor, 2014). HRM purpose is to
monitor employees and their working process for gaining best results.
Staffing- It is the function of HRM in respective organisation main purpose of this is to
place right person at right place. Hence, for this HR manager have to analysis skills and
knowledge of person to whom they want to give vacant position.
Maintain organisation culture- In Woodhill college, necessity is to provide employees
good organisational culture that is suitable for them so that they will feel motivated and satisfied
with their job. If company is having good surroundings then customers will also happy with them
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therefore, HR manger have to feel and analysis fir needs and wants or create environment
according to that so that it shows positive image.
Engage employees- It means manager should engage their employees in companies
work. (Beardwell and Thompson, 2014). It can be done by creating different groups or team this
will also help in making good relationship with each other apart from this also reduce work load
for effective and effective work.
Functions of HRM-
Illustration 1: Function of HRM
(Source: Function of HRM, 2017)
Managerial Function Operative Function
 Planning should be that what to do,
how do to, when to to and for whom
should have to do. This will help in
achieving organisation goal effectively
and efficiently
 This includes employee’s selection, job
designing, analysing for better
outcomes and results.
 Organising activities for organisation as
well as for employee’s benefits.
 Development is required for employees
as well as for organisation it can be
done through training process
(Brewster and et. al., 2016).
 Staffing means putting right person at
right place for better outcomes.
 Compensation is a way of paying
employees or also help in motivating
them towards work.
 After all these three steps they need
directing on whatever is decided and
monitoring all these.
 Maintenance can be related to
organisation also because there should
be all the facilities that are required by
employees working in it.
 Controlling employees and organisation
performance for growth of both.
 Integration is mainly used in industrial
relation for maintaining good relation
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between management and employees.
P2. Strength and weaknesses of different approaches of recruitment and selection process
Recruitment and selection is function of human resource management in organisation. It
is beneficial for Woodhill College to place right people at right place (Brewster, and et.al.,
2017). New employees comes with new ideas this enhance organisation growth and productivity.
The same can be external and internal following are explain below-
Internal Approach- this is common and less expensive used approach. In this, existing
employees get promotion for different post according to their skills and knowledge. This is very
helpful for organisation because it help in utilisation of workforce and it don't requires
employee’s orientation, induction they are already well knows about company.
Advantages Disadvantages
 Employees are well aware about
policies and strategies.
 This is not costly because no
requirement of advertisement, selection
and recruitment.
 No requirement of training and
development.
 New ideas and techniques are not
created because of internal requirement.
 Old employees in company don't have
new skills and technology.
External approaches- this take employees from outside of organisation with recruitment
and selection this bring new idea and innovation in company. Candidate are selected according
to their qualification, skills, knowledge and ability to do work (Brewster 2016). This approach is
organise through advertisement and some other tools are also used to provide information related
to needs and wants.
Advantages Disadvantages
 New technologies and ideas are
generated.
 New employees have knowledge of
using latest equipments and technology.
 This is expensive because it require
advertisement and other tools to show
need and wants of candidates.
 Training and development is needed for
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 Selection committee have various
choice for choosing right candidate
according to requirement.
 Help in successful filling of vacant
position.
employees according to their job
specification.
 New peoples take too much time in
getting families.
 Existing employees are more
trustworthy compare to new.
TASK 2
P7. a) Job advertisement for lecture post
Human resource lecturer for Woodhill college
Location: United Kingdom
Salary: Negotiable according to experience, skills and knowledge of candidate.
Placed on: 3rd February 2018
Closes: 14th February 2018
Timing: 11:00 AM – 3:30 PMCollege having vacant position of HR lecturer require candidate
who have knowledge to related subject and can provide their services to the students. The
candidate should have overall knowledge of course, hard working and good communication
skills. Interested person can submit their CV and come with documents for interview.
Email id: wodhillcollege.com.uk
HR Director
John Smith
b) Suitable platform for advertisement
External recruitment is necessary for hiring candidate according to requirement and for
this process advertisement is required through which qualified and interested applications can
come and shows their skills-
Magazine and newspaper: This is common and popular technique used by every
organisation for inviting candidates suitable for job profile. Attractive advertisement give its
direct impact (Brewster, 2016).
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Online resources: in this process organisation transfer their work to online companies
who help them in hiring candidates suitable for their vacant position.
c) Job description
Job title: HR lecturer
Department: human resource
Job Purpose:Provide learning environment and culture to students. Promote education.
 Development of student in field of HR.
Responsibilities and duties:Should take part in college responsibilities.
 Give lectures to postgraduate and undergraduate students.
 Contribution in overall development of organisation and students.
Person specification-
Name- Ms. Steffy sazi
Address- 29 New Roman Street, UK
Email- [e-mail]
Mobile no.- 9079538190
Career Objective- for becoming part of educational institution analyses knowledge and skills,
so that can improve my skills, knowledge and capabilities.
Academic Qualification-
 Bachelors in Business Administration
 Masters in Human resource Management
Experience- 3 year experience of teaching sector
Competencies-
 Basic knowledge of subject
 Good communication skills Also having knowledge of practical.
Declaration-
Herewith, I declared that information mention above is correct and to according to my
knowledge.
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TASK 3
P3. (a) Difference between training and development
Training and development is necessary for every king of employees for enhancing their
knowledge and skills or also for organisation growth and productivity (Brewster, 2016). TESCO
is a retailing industry founded in 1919 by Jack Cohen and having 6,553 stores. The same
company products are superstore, Hypermarket, Supermarket. Below mention are difference
between training and development-
Training Development
Main motive of providing training is focusing
on present skills and knowledge of employees.
Development is future oriented focus on
personnel development.
Training are provide to employees for their
present development and for meeting
requirements of TESCO.
Development take months and years because it
is long term process. Beneficial to firm and
employees for lifetime.
It is given to staff according to their job
specification.
This help in developing employees overall
professional career.
Training have its specific and well define
objective.
Objective of this is much border which cover
all types of knowledge in them.
Experts are hire of the same process and
provided in group.
This works on individual for their
development.
b) Describe how training needs are identified and the methods of training used by TESCO
There are two types of training method which help TESCO in enhancing skills and
knowledge of employees. Are as follows-
On the job training method: this method is used by mostly organisation for learning of
new as well as also for existing employees. The same is not much costly and personnel get
platform for their training (Chelladurai and et. al., 2017). Some methods are commonly use in
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this are: coaching, job rotation means shifting the person to other series, mentoring,
apprenticeship and understudy.
On the job training help organisation and employees in many ways such as no expenses
occur, extra platforms are not required, personnel get practical knowledge of production
department.
Off the job Training Method- This is conducted outside the organisation for this extra
place is needed in which trainer gives study material and can take class of the employees who
requires training. There are various methods used by organisation some of them is: vestibule
training, simulation exercise includes management games or role play and case study, lectures
and conferences.
For TESCO on the job training method is beneficial because it will help them to train
their employees in proper way and provide them practical knowledge about their job or the task
perform in the respective company. Same method help in maximisation of profit and increase
productivity of firm. TESCO don't need to spend much money on training of employees.
c) Benefits of training and development for employees and employers in TESCO
Human resource management is beneficial for both employees and the person who is
providing job because it also manage training and development program in company. Role of
HRM is different for both but they give advantages to both company as well as their future
growth. Employees and management of organisation give their contribution for making these
practices easy (Jackson, 2014). TESCO is the firm dealing with different sector and it manage
their work with the help of same practices. Without this company may face many problem and
cannot work efficiently. Below mention are some benefits of training and development to
employers and employee-
Benefits to employers-
Promoting positive behaviour- Positive behaviour help in developing employees and
solve problem of each other to remove disturbance.
Flexible workplace- Working area in organisation should be flexible and good in
environment so that employees work easily and motivate them to work. Training and
development help in this and employees work flexibility this will gives better outcomes.
Developing employees- It is the responsibility of human resource department in
organisation and development of employees can be done through providing them training. This is
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very helpful for organisation to bringing efficiency and effectively in their work and also for
future growth.
Benefits of employees-
Enhance skills and knowledge- By this process organisation get more and more benefits
because employees get knowledge about latest technologies and equipment this will help in
better production with minimum uses of funds or resources.
Performance appraisal- This is the process for end of month in which mangers and
leader give rewards to employees according to their performance which motivate them to do
more work.
Manage conflicts- Every organisation have some issues because of that their employees
also have conflicts with each other and these are solved by involvement of human resource
management.
Training- It is required for development of both organisation as well as themselves for
better productivity or profit maximisation. This also help in adopting latest technologies in
company.
Motivation- It can be done through various methods because it is necessary for
employees. Methods can be rewards, bonus, promotions and many more. The same also help in
influencing behaviour of personnel towards organisation.
P4. training and development practices effectiveness in term of delivering return on investment
for TESCO
TESCO raise its productivity and maximise profit with help of human resource
management. This practices help organisation in expanding their structure for getting
advantages in competitive market (Marchington and et. al., 2016). Training and development
enhance knowledge and personality of employees for performing functions. Some benefits of
same in term of return on investments are explained below-Communication- Proper
communication is good for organisation because in this way employees can share their views and
ideas or easily convey their message to each other. In TESCO also it is important for positive
environment and also for growth.
 Training and development- Employees are important part of organisation for their
development given company have to provide them training session. Through this they
can improve their skills and knowledge which help them in growth.
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 Updating skills of employees- Training and development process help TESCO in
updating skills of their employees because this is important for organisation as well as for
their employees. With help of this process organisation can easily maintain themselves in
competitive environment according to needs.
 Effective rewards- Rewards are the tools used for motivating employees. These can be
monetary or some other which helps in increasing ability of employees for organisation
welfare. These all are totally based on performance of individual.
 Effective direction- Proper direction should be given to employees to work on it. Main
role is performed by manager of organisation in this process because they are the work
who decide objective for company and tell employees to work on it.
TASK 4
P5 Importance of employees relations which influence decision making in ITV
ITV is a company of United Kingdom launched in 22 September 1955; 62 years ago.
This is basically a TV network for performing various task there is need of employees in
company. Maintaining good relationship with them helps in achieving objective and goals.
Below described are the importance of good relation-
Improve productivity: when more and more employees work together this will increase
productivity of company. If staff and manager of ITV merge their idea and opinion together this
will help them in taking effective decision (Purce, 2014).
Provide motivation: If employees are satisfied with their work then they bring new ideas
and techniques to company for their betterment and personnel satisfaction is necessary.
motivation is simply tool which help in gaining work done properly.
Employees become more concentrate and focused: With the help of all these process
in organisation staff become more trained and do their work with maximum concentration or also
focus on the place where it is needed. If work in firm done with concentration and employees
properly monitor or focus on their work then its help in work satisfaction to managers.
Ability to reduce risk: When HR manager for team and group of employees this will
help in work dividing and reduce extra time consumption. Minimise risk or overlapping of work.
If there is risk for company then it will not good for them so, they have to use various tools and
activity for betterment of ITV and no risk also gives satisfaction to personnel of their job.
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Sharing goals between employees: If employees knows about goal of ITV and share
their goals among them this will help in easy achieving targets of company. This thing is
possible in firm when everyone having trust on each other.
P6. Employment legislation and how this influence ITV's HR decision making
Employment Legislation is the law given by government for employee’s welfare this
directly affect employers, the person who are taking job and other union members. This law
includes many policies, rules and regulation. Main purpose of this is to give protection to labour
in company or government take control of organisation. Human resource department of ITV
implement and follow all norms and rules in the company. If any firm don't follow all these then
they have to give plenty to government for breaking rules. Some laws are explained below-
Equality act- This was started in October, 2010 it ensures that in company employers
and employees create fair and positive environment in work place and give everyone equal rights
or authority to share their views and opinions. Equality motivate workers and other staff in
company. This act is the right of every individual person in company as well as outside of that.
Data protection act- This is the act started in 1998 and it is United Kingdom act of
Parliament. Main purpose of designing this to provide protection to company data that was in
computer or in paper forms. The same act help in safety and protection of company crucial
information (Reiche and et. al., 2016).
Health and safety act- This defines health and safety of organisation for betterment of
organisation as well as their employees. It provide safe work platform to workers so that no miss
happening can take place. Founded in 1974. Healthy and protective environment gives maximum
profit and productivity.
Contractual responsibility act- This act mainly concern with contract that are made
between employees and employers so that no misunderstanding and representation can be
shown. This help employees in many ways for between future of them and organisation
(Sparrow and et. al., 2016).
CONCLUSION
As per the above mention report this explain that human resource management is
necessary for every department in organisation. Main role of HRM is filling vacancy right person
at right place according to candidate skills and knowledge. Employees in company are important
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part and it is the duty of human resource department to motivate employees by various
techniques this will enhance productivity and maximise profit. If personnel and other part of
company is satisfy and working properly then it will help them in many ways.
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REFERENCES
Books and Journals
Armstrong, M. and et. al., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J. and et. al., 2014. Human resource management: a contemporary approach.
Pearson Education.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Brewster, C. and et. al., 2016. International human resource management. Kogan Page
Publishers.
Brewster, C. and et. al., 2016. New challenges for European resource management. Springer.
Brewster, C. and et. al., 2017. Policy and Practice in European Human Resource Management:
The Price Waterhouse Cranfield Survey. Taylor & Francis.
Brewster, C., 2016. International human resource management. Kogan Page Publishers.
Brewster, C., 2016. New challenges for European resource management. Springer.
Chelladurai, P. and et. al., 2017. Human resource management in sport and recreation. Human
Kinetics.Armstrong, M. and et. al., 2014. Armstrong's handbook of human resource
management practice. Kogan Page Publishers.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J. and et. al., 2014. Human resource management: a contemporary approach.
Pearson Education.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Brewster, C. and et. al., 2016. International human resource management. Kogan Page
Publishers.
Brewster, C. and et. al., 2016. New challenges for European resource management. Springer.
Brewster, C. and et. al., 2017. Policy and Practice in European Human Resource Management:
The Price Waterhouse Cranfield Survey. Taylor & Francis.
Brewster, C., 2016. International human resource management. Kogan Page Publishers.
Foster, E. C., 2014. Human resource management. In Software Engineering (pp. 253-269).
Apress, Berkeley, CA.
Jackson, S.E., 2014. An aspirational framework for strategic human resource management.
Academy of Management Annals. 8 (1). pp.1-56.
Marchington, M. and et. al., 2016. Human resource management at work. Kogan Page
Publishers.
Purce, J., 2014. The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals).67.
Reiche, B.S. and et. al., 2016. Readings and cases in international human resource management.
Taylor & Francis.
Reiche, B.S., 2016. Readings and cases in international human resource management. Taylor
& Francis.
Sparrow, P. and et. al., 2016. Globalizing human resource management. Routledge..
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Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Online
Function of HRM. 2017. [Online] Available through <http://www.managementguru.net/human-
resource-management/>.
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