Report On Woodhill College - Recruitment & Selection Approaches
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Added on 2020-02-03
Report On Woodhill College - Recruitment & Selection Approaches
Added on 2020-02-03
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HUMANRESOURCEMANAGEMENT
TABLE OF CONTENTSINTRODUCTION ..........................................................................................................................4TASK 1............................................................................................................................................4(a) purpose of workforce planning ..............................................................................................4(b) strenths and weakness of different approaches of recruitment and selection .......................5(c) Functions of HRM..................................................................................................................5(d) Evaluation of recruitment and selection process ...................................................................6(e) Critical evaluation of recruitment and selection approach ....................................................7TASK 2............................................................................................................................................7(a) Job advertisement ..................................................................................................................7(b) Platform for job advertisement ..............................................................................................8(c) Job specifications and personal specification ........................................................................8(d) Application of HR practices ..................................................................................................8TASK 3............................................................................................................................................8(a) difference between training and development .......................................................................8(b) Impact of changes in customer expectations .........................................................................9(c) Training methods used in Tesco ..........................................................................................10(d) methods for identifying training needs ................................................................................11(e) benefits of structured training program ...............................................................................11(f)Impact of training on investment ..........................................................................................12(g) Methods of flexibility used by Tesco for expanding business ............................................12M3..............................................................................................................................................13D2 Critical evaluation of HRM practices ................................................................................13TASK 4..........................................................................................................................................13(a) Importance for maintain good employee relations ..............................................................13(b) Key elements of employee legislation ................................................................................14(c) Key aspects of employee relation management ..................................................................14(d) Critical evaluation of employee relations ............................................................................14CONCLUSION..............................................................................................................................15REFERENCES .............................................................................................................................162
INTRODUCTION Human resource management is practice that is being adopted in an organization formanaging the manpower inventory in structured and effective way. Employees are mostsignificant asset of the organization that gives positive efforts for accomplishing required goalsof the entity in effective and advanced manner. It is assertive that systematic and organizedapproach should be used for handling the manpower of the enterprise in effective manner.Present report describes about purpose of workforce planning and strengths and weaknesses ofdifferent approaches of recruitment and selection has also been mentioned. In addition to thatimpact of functions of HRM and their strengths and weaknesses have been described andmentioned ion the report. TASK 1(a) purpose of workforce planning Woodhill college is facing critical issues due to the ineffective recruitment policy. Staffturnover rate is high in the organization and number of vacant job positions is also high. It hasbecomes assertive that management of Woodhill college should take prominent steps forresolving the issues that is being faced in entity. Work force planning supports for placing rightcandidates at right job positions and it helps for carrying out required business functions ineffective way. Main objective of work force planning is to identify total number of vacant jobpositions in the enterprise (Kotler, 2015).It helps for carrying out hiring process so that vacant job positions of the enterprise canbe fulfilled by employing talented and skilled people in the organization. Initially forecasting oflabour demand is done and available manpower inventory is also analyses so that vacant jobpositions can be fulfilled. Workforce planning done in an organized and systematic way helps forcontrolling the labour cost (Abdullah, Hamali and Abdullah, 2015). In addition to that it alsohelps for executing required functions of the enterprise in efficacious way. Reservoir of talentcan be developed in the enterprise. Vacant job positions of the company can be filled with hiringtalented and suitable staff members. In addition to that workforce planning also supports forcarrying out succession planning in better and effective way. Data and facts that are collected bycarrying out workforce planning aids in assessing surplus and shortage of labour (Swart, Mann,3
and Price, 2012). Labour turnover rate can be reduced and better education can be provided tostudents that are studying in Woodhill college. (b) strenths and weakness of different approaches of recruitment and selection Recruitment is process for attracting job seeking applicants to apply for the vacant jobpositions in the enterprise. Selection is practice for appointing most talented applicants from thepool of candidates that applied for the job (Schippmann, 2013). Woodhill college use differenttypes of recruitment and selection process for hiring talented candidates in the entity. Initiallyapplicants are asked for submitting their CV with a cover letter. HR department selects a list ofcandidates and they are called for interview process. Panel of experienced people is created andthey ask various types of professional questions from the candidates. In addition to that candidates are also asked for giving a 10 minute presentation. It helpsfor evaluating communication and presentation skills of the applicants. Panel members givesgrades to the candidates and on the basis of that best performing individuals are selected. Currentrecruitment process that is organized in the institution is effective and it helps for hiringdeserving candidates for filling out vacant job positions in the enterprise (Oke, 2016). There aresome weaknesses that are associated with the recruitment process that is organized in theenterprise. Organization does not focus on taking written test of the employees and it due to thatit becomes difficult for analysing job knowledge and aptitude of the candidates. Approaches thatare used in Woodhill college are effective and support for filling the vacant job positions of theenterprise in structured way. (c) Functions of HRMFunctions of HRM provides talent and skills that are required for fulfilling the businessobjectives in effective way. It is vital that all the strategies and HRM action plans should beimplemented in proper way so that better decisions should be taken for carrying out businessactivities in effective way. Recruitment and selection process is carried out for filling the numberof vacant job positions in the enterprise (Weekley and Ployhart, 2013). In addition to that performance appraisal is carried out for rewarding and appreciating thegood work performed by the staff members. Wages and compensation policies are formed forproviding incentives and salaries to the employees. It helps for fulfilling the basic needs of staff4
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