Human Resource Management in Globalization

This assignment examines the influence of globalization on human resource management (HRM) practices. It delves into various aspects, including challenges faced by multinational corporations, best practices for managing diverse workforces, and the role of HRM in facilitating global expansion. The assignment encourages critical analysis of case studies and scholarly articles to illustrate real-world applications of strategic HRM in a globalized environment.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................................3
TASK 1..........................................................................................................................................................3
A Purpose of workforce planning and role of the HR manager in Wood Hill...........................................3
B Strength and weaknesses of different approaches of recruitment and selection process...................4
C Assess how functions of HRM can provide talent and skills appropriate to fulfill the business
objective..................................................................................................................................................5
D Evaluate strength and weaknesses of different approaches of recruitment and selection..................6
E Critically evaluate strength and weakness of different approaches of recruitment and selection.......7
TASK 2..........................................................................................................................................................7
A Job role for Wood Hill...........................................................................................................................7
B Identify suitable platform to place the advertisement.........................................................................8
C Job specification and person specification for job role.........................................................................8
D Provide a ration able for the application of specific HRM practices ..................................................10
TASK 3........................................................................................................................................................10
A Explain the difference between training and development...............................................................10
B How changes is customers expectation affect Tesco and its need to train staff.................................11
C Methods of training carry by Tesco....................................................................................................11
D How training needs are identify.........................................................................................................13
E Benefits for Tesco and employees in providing a structure training program....................................13
F Indicate the extent in which training has achieved.............................................................................14
G Different types of approaches which can be apply within Tesco to expansion their business...........14
TASK 4........................................................................................................................................................15
A Importance for maintain good employee relation..............................................................................15
B Key element of employee legislation that influence to HR decisions.................................................15
C Evaluate the key aspect of employee relation management..............................................................16
D Critically evaluate employee relations and application of HRM practices .........................................16
CONCLUSION.............................................................................................................................................16
REFERENCES..............................................................................................................................................17

INTRODUCTION
Human resource management is play significant role in every business unit because it
determines several rules and regulation at workplace. HR protect whole organization through
frame various benefits and smooth functioning within the firm (Nagendra and Deshpande, 2014).
Employees are expecting good working conditions from HR for their benefits in the enterprise.
There are various strategies seen within the enterprise which imperative for business success. It
also encompasses to motivate people at workplace regarding operations of company. Present
study based on research of Wood hill college, Tesco and ITV in which HRM is important part. In
this context, report covers purpose of workforce planning and role of HR manager within Wood
Hill College. Furthermore, it includes strength and weakness of different approaches of
recruitment and selection in the enterprise. Moreover, it involves job advertisement within the
organization. In addition to this, it includes rational for the application of specific HRM practices
within the firm. At last, it critically evaluates employee relation and application of HRM
practices.
TASK 1
A Purpose of workforce planning and role of the HR manager in Wood Hill
Workforce planning is continual process which aligns the needs and priorities to
accomplish business outcomes (Jun and Rowley, 2014). Workforce is ensuring that Wood Hill
College can meet with business objectives in systematic manner. Workforce planning has
various roles within Wood Hill. They are as follows:
 To deal with volume of business: In order to maintain business functions, manager of
Wood Hill college has role to deal with volume. In this aspect, they have to determine
each and every activity systematically for generate high revenue at workplace. They have
to recruit right lecturer for smooth functioning within the enterprise (Crowley-Henry and
Heaslip, 2014). Thus, they can encompass for deliver effective communication within the
cited firm. With the help of workforce planning, HR manager of Woodhill college can
deal with various members together. Hence, it assists to develop positive results and
attain business objectives.

 Job duties: In addition to this, HR manager has also role to determine right job duty to
each member within the organization for deliver effective services to their customers
(Kumar, 2014). In this aspect, they have to communicate each member carefully to
deliver the best services within the organization. When HR manager assign right duty and
responsibilities to their members, they can easily attract them to enhance profitability at
workplace.
 Strategic workforce planning: With strategic workforce planning, HR manager can set
priorities within Wood Hill College; through they can supply each and every activity for
their service users. In this aspect, the enterprise can make effective results for their
business (Schaaper, Amann and Mizoguchi, 2013). Strategic planning assist to make
activities and actions which manage plan of the company to attain business objectives
and goals.
B Strength and weaknesses of different approaches of recruitment and selection process
In order to select the member for Wood Hill College, it is necessary to choose right
member at workplace. With the help of internal recruitment, they can select right member at
workplace (Roberts, 2015). In this process has also some strength and weaknesses can seen.
They are as follows:
Strength of internal recruitment
 It is inexpensive method. Thus, Woodhill college can easily apply internal method with
reducing cost from the business.
 In this process quick and easy post announcement is taken. The cited firm can take
employee from exiting workers and known as well.
 Response arrives by customers very fast and greater quantity takes place. Hence,
Woodhill college can easily apply it to develop their results and effectiveness.
 Applicant can be screened by computer (Gelens, Dries and Pepermans, 2013). Data can
be store at workplace with keeping safe.
 Automated applicant tracking.

Weaknesses of internal recruitment
 It takes more time to sort from various applicants. It is the biggest weaknesses for
Woodhill college as they cannot take fresh candidates for their business.
 Ease of submission will take a lot results (Karadjova-Stoev and Mujtaba, 2016). The
cited firm need to concentrate on results which taken for development of the enterprise.
Another selection process is also very important process to choose right member within the
organization. In this aspect, cited firm can take selection through interview method. It will assist
to Woodhill college to make direct contact with applicant at workplace. It has also some strength
and weaknesses within the firm (Verworn, Hipp and Weber, 2013). They are as follows:
Strength of interviews
 Manager can easily identify knowledge based skills in applicant. Hence, the firm has
various resources to kept right candidates.
 Personal traits also measure by manager in this method. It assists to analysis personal
qualities of candidates to fulfill business objectives.
 Transferable skills can be identifying (Jürgens and Krzywdzinski, 2013). It assists to
manage outcomes to deliver the best results within the enterprise.
Weaknesses of interview
 Candidate can refuse questions of the manager. It creates adverse impact on Woodhill as
they cannot identify weaknesses from the workplace.
 It can create negative impact on applicant when manager of the firm ask irrelevant
questions.
C Assess how functions of HRM can provide talent and skills appropriate to fulfill the business
objective
In order to achieve organizational goals, HRM functions play very important role within
the enterprise. It assists to manage business outcomes and make sustainability within the
enterprise. There are four major areas where HRM functions can provide talent skills to fulfill

organization objectives. In this aspect, it assesses various things within the firm. They are as
follows:
 Human resource planning: HRM functions assist to plan human resource for maintain
functions within the enterprise (Ding, Kam and Jie, 2015). In this context, manager can
make effective results for development of Wood Hill College. HR planning is very
helpful to remove load from the workplace.
 Staffing: With the help of HRM functions, manager can also make staff for effective
functions within the enterprise. As results, they can assess effective functioning for
manage business operations (Glendon, Clarke and McKenna, 2016).
 Employee development: HRM functions determine appropriate skills and talent to
generate high revenue at workplace. Thus, they can assess various functions for
development of employees within the firm (Nyberg, Moliterno and Lepak, 2014).
 Employee maintenance: Every employee need to assign with right job and recruitment for
development of the organization. Thus, they can make effective functions and role for
maintain business outcomes (Jerome, 2013).
 Directing: In order to solve business problems and select right candidates, manager of
Woodhill college play important role that is directing to employee. In this aspect, they
can lead to members and provide right direction to overcome business issues. Hence, it
assists to develop positive results.
 Controlling: Further, controlling is the most important part of recruitment and selection
process. In this aspect, business need to ensure positive outcomes and attain objectives at
workplace.
D Evaluate strength and weaknesses of different approaches of recruitment and selection
In order to recruit and select member within Wood Hill College, it is important that
manager have to take right method. In this context, they can use internal source for recruitment
and external source for select member within the company (Nagendra and Deshpande, 2014).
Internal sources are assist to choose member from references of existing employees so that firm

can easily gather right member for accomplish targets. some strength and weaknesses within the
organization. They are as follows:
Internal source of recruitment has following strength:
 Very easy to operate.
 Make effective functions.
 Quick response (Crowley-Henry and Heaslip, 2014).
Weaknesses
 Generate conflicts and improper functions.
 Not right response every time
Selection method can be takes in Wood Hill through external process. In order to develop
external outcomes, the firm can take interviews from various members. Hence, it will assist to
develop effective results and attain outcomes that are place for attract potential candidates at
workplace. In this context, following strength can be taken:
 In external method various things are available for implement right member within the
organization (Schaaper, Amann and Mizoguchi, 2013).
 External method also helpful to operate various functions through select appropriate
method from various alternatives such as advertisement, magazines, newspapers.
 With the help of external method company has choice to generate high revenue from
various alternatives (Gelens, Dries and Pepermans, 2013).
Weaknesses
 It generates high cost at workplace which can create negative impact on the company.
 It has also disadvantage that create more time to implement functions within the
enterprise.

E Critically evaluate strength and weakness of different approaches of recruitment and selection
In order to evaluate recruitment and selection for the member Wood Hill college internal
and external process choose within the company. In this aspect, they are critically evaluates as
follows:
Internal process assists to select member through available resources. As critically
evaluate, it generate negative impact on the company when they are not taking effective results
(Karadjova-Stoev and Mujtaba, 2016). In this aspect, every member has to contribute their
participation within the firm. However, it assist to make effective results through business can
achieve their targets sometimes quick response harm to business decisions as results, it creates
problem for taking positive outcomes at workplace.
On the other hand, external process of selection method also creates problems at
workplace (Verworn, Hipp and Weber, 2013). Thus, it is essential to take right interview at
workplace. However, it creates problems to ask question from interviewer because they can
refuse manager for particular question. In addition to this, it also creates impact on the firm
decisions when manager select particular candidate. As results, company cannot take right
decisions regarding the organization (Jürgens and Krzywdzinski, 2013).
TASK 2
A Job role for Wood Hill
Job role for lecturer in Wood Hill
Wood Hill College
Career opportunity
Wood Hill College invite to you in their organization for manager lecturer.
Post Qualification
Lecturer for operation management In this post candidate require post graduation
in management and PHD in operation
management course. They have also
experience of 3 years in any private college.
Age maximum 3o to 35 years (Ding, Kam and

Jie, 2015).
Lecturer for Business management In business management candidate have to
fulfill their management course within PHD
and experience of 3 to 4 years. Age of
candidate is essential 30 years.
Every candidate should carry their CV along with bio data and two photographs. They have to
attested copy of medical test which can be sent on college website. Every candidate need to
fulfill test criteria for recruiting in the company (Glendon, Clarke and McKenna, 2016). For
additional information they can contact on this no.: 0445258963069
B Identify suitable platform to place the advertisement
Digital advertisement is the best method which Wood Hill College can use in this aspect;
they can give advertisement related with lecturer post in social sites and newspapers as well.
They can support to their organization functions with carrying perspective of customers. There
are various options take place to entering online advertisement landscape (Nyberg, Moliterno
and Lepak, 2014). Every member can give their support to fulfill requirement through taking
place in the enterprise. Advertisement campaign aligns with various management tools that serve
and manage ads. It includes display, video, social and search at workplace.
In addition to this, Wood Hill College has to recruit member for giving advertisement at
workplace through different methods. They can also use promotion for take right candidate
within the enterprise (Nagendra and Deshpande, 2014). In this aspect, the organization can get
effective results within the environment.
C Job specification and person specification for job role
Within Wood Hill College following job specification requires:
Ph no.
023456789064
Email: Jonha Cotogra
Personal profile
University lecturer requires academic and coaching background with experience of 3 years
program. They have also requires critical skills for solve problems of every student.
Comfortable with all teaching environment and able to demonstrate various range of other

transferable skills with administrative experience (Crowley-Henry and Heaslip, 2014).
Objective
To perform challenging and teaching role that utilize my knowledge and professional
experience to offering opportunity for personal and professional growth in the organization
Key skills
 Solid experience directing to research for students in their dissertation projects.
 Excellent track recording, encouraging to students towards learning (Schaaper, Amann
and Mizoguchi, 2013).
 Skilled communicator with strong people skills, specialize and personal skills for
development of company.
 Able to make significant contribution towards university objective and partake in
administration
 Computer skills (Gelens, Dries and Pepermans, 2013).
University teaching experience
Lecturer in business management, university of London 2013 to date
College teaching experience
Lecturer, Loweshing college 2011 to 2013
Education qualification
PHD in business management University of Macharh 2007 2009
Additional information
Nationality British
Interest reading, travelling and playing chess
Person specification
Essential Desirable
Skills Analytical skills
Communication skills
Interpersonal skills
Listening skills (Karadjova-
Stoev and Mujtaba, 2016).
Solve every individual
problem.
Supportive
Knowledge Basic training in research area
for analytical skills
Benefit system (Verworn,
Hipp and Weber, 2013).
Experience Working with people Working with people with
learning difficulties
Attitude Self confidence and analytical
skills (Jürgens and
Krzywdzinski, 2013).

D Provide a ration able for the application of specific HRM practices
Human resource management is a planned approach which assists to manage people
effectively for performances. Main aim of this approach is to establish open, flexible and
carrying management style for motivate to staff members. Good HRM Practices are tools which
aid to achieve desires goals and objectives of the organization. Application of specific HRM
practices linked with department strategic direction in systematic way for accomplishes goals
within the enterprise. In order to clarifying department objectives performances management
system develop various functions which make effective outcomes and results within the firm.
Most common practices of HRM are delivering qualitative services and enhancing staff
competencies. With the help of enhancing staff competencies, organization can perform better to
attain departmental objectives.
On the other hand, when Wood Hill College set objectives and goals with delivering
qualitative services they are able to attract potential customers. In the organization, best HRM
practices has popular functions which leading with various positive aspects such as benefits
management and enrollment, training and performance management, etc. With taking positive
outcomes, the enterprise can perform various functions easily.
TASK 3
A Explain the difference between training and development
Training and development is very essential component within the organization. It has
various differences. They are as follows:
Basis Training Development
Meaning Training is learning process
which assist to gain
knowledge to develop skills
according to job requirements
(Ding, Kam and Jie, 2015).
Development is an educational
in which overall growth can be
seen regarding employees of
the firm.
Term Training is used for short
growth of the employees.
It encompasses for long term
goals of the organization
(Glendon, Clarke and
McKenna, 2016).
Focus Training need in Tesco is set
for present aspects.
Development need consist for
future goals within the

enterprise.
Orientation Training is job oriented
functions (Nyberg, Moliterno
and Lepak, 2014).
Development is career
oriented functions.
Objectives Objective of training is to
improve work performances
of the employees.
In this aspect, employee are
preparing for overcome future
challenges (Jun and Rowley,
2014).
Aim Tesco use specific training
which is related with job
In this aspect, conceptual and
general knowledge is used.
B How changes is customers expectation affect Tesco and its need to train staff
Due to changes is customers expectations, it directly affect to company. The cited firm
needs to make changes according to their customer’s expectation (Crowley-Henry and Heaslip,
2014). They have to conduct training again and again for development of Tesco. Thus, it creates
more cost within the firm. In addition to this, they have also makes new products and services to
deliver effective system within the enterprise. The company needs to adopt new marketing
strategy to promote their products. They have to conduct market demand for achieve business
goals and attract potential customers (Schaaper, Amann and Mizoguchi, 2013). According to
their customers, the cited firm should promote their products and services within the market.
In this way, the organization can easily get profitability which makes high revenue for
business. In addition to this, when the enterprise make changes at workplace they also learn new
things and implement functions for the company (Schaaper, Amann and Mizoguchi, 2013).
When they are learn new things, they can make effective functions at workplace which also
assist to make new plans in the company. With operating new functions, the chosen business will
also diversify their business so that it will beneficial for the firm.
C Methods of training carry by Tesco
There are various methods that can be used by Tesco for making effective functioning at
workplace. In this aspect, they can use on the job training and off the job training through they
can make effective functioning at workplace (Gelens, Dries and Pepermans, 2013).
On the job training
In the job training they can user different methods which are as follows;

Coaching: With the help of coaching every employee can learn new things at workplace related
with their job (Karadjova-Stoev and Mujtaba, 2016). In this aspect, Tesco can easily identify
weak point of employees for enhance their performances within the firm. They can motivate
their employees towards the firm objectives easily.
Mentoring: Mentoring is done by only senior manager of the company. Tesco can mentoring
their employees through enhance their performances with giving proper guidance and effective
result at workplace. They can conduct again and again mentoring for measuring employees
performance at workplace (Verworn, Hipp and Weber, 2013).
Job rotation: In this process Tesco can implement operation through job rotating within the firm.
In this aspect, every employee will learn new things at workplace related with business goals.
Thus, the organization can generate new things and enhance employees performances through
organize various activities (Jürgens and Krzywdzinski, 2013).
Off the job training
In this aspect, Tesco can enhance their employee’s performances through implement plan
without job of the employees (Ding, Kam and Jie, 2015). It is conducted by the organization for
separately at workplace. It includes following methods:
Lecturer: In order to improve employees performances, Tesco can use lecture method through
they can give proper guidance and knowledge to their employees. Training is start with lecturer
program in which large audience can take part (Glendon, Clarke and McKenna, 2016).
Vestibule training: In this aspect, Tesco implement particular situation to enhance their
employee’s performances at workplace. According to condition, employee work within the
organization. Thus, they will learn new things and knowledge regarding organization (Nyberg,
Moliterno and Lepak, 2014).
D How training needs are identify
In order to implement various plans, following needs are identify within Tesco which
require training for the organization:

Organizational analysis: In order to implement training method, there are various things in which
the organizations identify training needs. Tesco analysis that their objectives and goals are not
easily achieve by company (Nyberg, Moliterno and Lepak, 2014). Thus, it is very essential to
determine training at workplace.
 Person analysis: In addition to this, Tesco analysis that their employees are not efficient
for achieve business goals. Thus, it is also require implementing business objectives with
analysis person performances (Nagendra and Deshpande, 2014). As results, they have
also conduct training at workplace.
 Performance analysis: With the help of performance analysis, Tesco assess that their
employees performance are not consist according to customers requirements. Thus, they
have to make effective objectives with taking every person performances within the
business (Crowley-Henry and Heaslip, 2014).
 Content analysis: The cited firm can also access training need through identify company
content at workplace. In this aspect, they can measure company outcomes so that the
organization can meet with business objectives easily. When the organization analysis
content, they can set priorities for development of functions (Jun and Rowley, 2014).
Thus, the chosen firm find training needs for develop the business operations.
 Cost benefits analysis: Cost benefit analysis is the method which encompasses for
determine cost for particular objectives within the firm. In this context, the organization
can meet with business performances for determine training at workplace (Kumar, 2014).
E Benefits for Tesco and employees in providing a structure training program
There are various benefits to Tesco for implement training program at workplace. In
consist, various benefits for organization and their employees. They are as follows:
 Enhance profits of the firm: With the help of training program, Tesco can make effective
function at workplace. In this aspect, they can make effective functions for development
of the firm. As results, new functions can be seen which assist to make changes at
workplace (Roberts, 2015).

 Implement new things within the organization: In order to develop functions of Tesco,
manager can implement new things which make positive functions. Every employee can
take effective functions which enhance knowledge and skills for generate high revenue
for activities of the firm. As results, they can take positive results which also possess for
achieve new things the organization (Gelens, Dries and Pepermans, 2013).
 Learn new things and enhance knowledge: Every employee can learn new things which
assist to develop functions for the organization. Tesco and their employees always
implement plan to generate revenue which encompasses for increase knowledge and new
things for implement right functions within the enterprise (Ding, Kam and Jie, 2015).
F Indicate the extent in which training has achieved
In order to achieve return on investment Tesco implement some measurement in which
they are achieve objectives through training. With the help of that content, the organization
can measure their success within the business environment. It includes measuring success of
training, forecasting and measuring tools, forecasting and measuring benefits, calculation on
return on investment and making ROI work for the enterprise. In this aspect, firstly company
evaluate cost which incurred for determine training functions within the business. After this,
they evaluate results to demonstrate success through performing various functions at
workplace. As results, the cited firm can easily measure return on investment through
implement plan at workplace.
G Different types of approaches which can be apply within Tesco to expansion their business
There are several ways which can be adopted by Tesco to expand their business in
systematic manner. In this way, their flexibility is main method which assists to grow
company outcomes. Following are the approaches can be used:
 Introduce new product: In order to expand the business, Tesco can introduce new
product at workplace through they can enhance their profits. In this way, with
introducing, they can gather information from customers regarding products so that
the company will achieve high market share.

 Start a chain: Retail and private business can easily adopt this approach to expand
their market to attract new customers. In this way, Tesco can make chain of retailer;
wholesaler and customers for achieve more profits.
 Franchise or License: When the organization wants to grow business very quickly,
they can adopt franchise. In this way, they can establish new stores for attract more
customers and making products and services in systematic way.
TASK 4
A Importance for maintain good employee relation
In order to achieve business goals, ITV need to maintain their relations with employees.
In this way, every decision of the company is to set according to employee’s benefits. Each and
every member can take part within firm objectives so that company will achieve high market
share (Nagendra and Deshpande, 2014). When manager of the organization take decisions
according to employees benefits they can easily make effective success at workplace. Strong
relationships are requiring to high productivity at workplace which encompasses with goals of
the firm. Good employee relation signifies with positive results at workplace which assist to gain
loyalty of workers towards the enterprise.
B Key element of employee legislation that influence to HR decisions
There are various laws that highly affect to HR decisions which also relate with employee
legislation at workplace. They are as follows:
 Anti discrimination act 1964: According to this act, ITV need to prohibit
discrimination from workplace which is related with workers. They have to eliminate
discrimination from workplace which is related with race, religion and sex (Jun and
Rowley, 2014).
 Wage and hours: To maintain employee’s relation, the organization also has to
follows this rule. In this context, ITV need to provide right payment to their
employees according to their performances.

 Leave provision: This provision is also affect to the business in term of offer leave
benefits (Crowley-Henry and Heaslip, 2014). For personal and other work of
employees, ITV should give benefit for deliver effective services.
C Evaluate the key aspect of employee relation management
Successful business productivity is depending on the organization operations. In this
aspect, manager has to determine positive employee relation at workplace. With taking positive
relations, business can run successful. ITV can manage their relations with employees to develop
functions at workplace. Human resource strategies are deliver plan for manage relations at
workplace (Schaaper, Amann and Mizoguchi, 2013). Employee relation program focus on issues
which highly affect to work life balance at workplace. Most effective way that promote to
business is only employee relation which make effective functions at workplace.
D Critically evaluate employee relations and application of HRM practices
Sometimes employee relation takes negative impact on the business function. With the
help of HRM practices, ITV can implement new things which encompasses for develop
organization. Beside this, it also generates conflicts at workplace due to different employees has
distinctive behavior (Gelens, Dries and Pepermans, 2013). They are carrying operations for
deliver effective results but employees can also take action for different behavior within the firm.
Thus, it creates negative impact on the business operations.
CONCLUSION
From the above report it can be concluded that RM is very important aspect which take
various benefits at workplace. It includes purpose of workforce planning and role of manager
for the organization. Furthermore, it summarized that strength and weaknesses of different
approaches of recruitment and selection process. Moreover, it articulated job specification
and job role for recruit member within Wood Hill College. In addition to this, it is also
implement HRM practices which assist to manage organization functions in effective
manner.

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