Human Resource Management Practices

This assignment requires a comprehensive analysis of human resource management (HRM) practices within developing countries. Students must delve into various aspects of HRM, including its theoretical frameworks, contemporary challenges, and strategic implications in these specific contexts. The analysis should encompass diverse HRM functions like recruitment, training, performance management, compensation, and employee relations, highlighting their significance in driving organizational success and societal development in emerging economies.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION..........................................................................................................................................................1
TASK 1...........................................................................................................................................................................1
A.) Explaining the purpose of workforce planning and role of HR manager at Woodhill College..........................1
B.) Explaining the strengths and weaknesses of different approaches to the recruitment and selection..................2
C.) Assessing the ways in which functions of HRM can provide talent and skills for achieving the objectives of
business.....................................................................................................................................................................2
D.) Evaluating the strengths and weaknesses of the different approaches to recruitment and selection .................3
E.) Critically evaluate the strengths and weaknesses of different approaches to recruitment and selection ...........4
TASK 2...........................................................................................................................................................................4
A.) Job advertisement for the role.............................................................................................................................4
B.) Identifying suitable platforms for placing an advertisement...............................................................................5
C.) Preparing job specification and person specification..........................................................................................5
D.) Rationale for the application of specific HRM practices....................................................................................7
TASK 3...........................................................................................................................................................................7
A. ) Explaining the difference between training and development...........................................................................7
B. ) Explaining changes in expectations of customers affected the Tesco and its needs to train the staff................8
C. ) List of training methods carried out by Tesco....................................................................................................9
D. )Describe how training needs are identified ......................................................................................................10
E. ) Evaluating the benefits for Tesco and the employees in providing the programmes of training.....................10
F. ) Indicating the extent which training has achieved return on investment..........................................................11
G.) Types of approaches to flexibility which are adopted by Tesco for the expansion of business.......................11
TASK 4.........................................................................................................................................................................11
A.) Analysing the significance of ITV for maintaining good employee relations ad influence of it on the HR
decisions..................................................................................................................................................................11
B.) Identifying the key elements in the employment legislation and its influence on the ITV's HR decisions......12
C. ) Evaluating the key aspects of employee relation management and employment legislation which affect HRM
decision-making in ITV...........................................................................................................................................12
D. )Critically evaluate employee relations and application of HRM practices at ITV and influence of it in the
decision-making of HR...........................................................................................................................................13
CONCLUSION.............................................................................................................................................................14
REFERENCES .............................................................................................................................................................15

INTRODUCTION
Human resource management can be termed as a procedure of managing employees in an
appropriate manner at the workplace. It involves various functions such as recruitment and
selection, rewarding, training and development etc. Along with this, management of human
resources also supports in accomplishment of goals and objectives of the businesses. Every
organisation is required to manage their resources in an appropriate manner to maintain their
position in the competitive market (Ali, 2013). Present report explains the role played by HR
manager and the key purpose of workforce planning within Woodhill College. This report is
made with an aim to get proper understanding of different approaches to recruitment and
selection along with some of strengths and weaknesses. Further, it also covers explanation
regarding the importance of training and development within an organisation. Apart from this, it
also helps in understanding the significance of employee relations and its effects on decisions
linked with HR practises.
TASK 1
A.) Explaining the purpose of workforce planning and role of HR manager at Woodhill College
Workforce planning can be defined as a process which is implemented by firms in
identifying the future requirement and need of employees. At Woodhill College, the HR manager
plays an important role in workforce planning. The different purposes of workforce planning and
along with the role of HR manager at Woodhill College are discussed below as:
Recruiting- At Woodhill College, HR manager carries out the workforce planning to gain
information about what type of people should be recruited to fill the vacant position in the
college. It involves identifying the information regarding what skills set and the knowledge
which is required within employees (Armstrong and Taylor, 2014).
Retaining employees- HR manager at Woodhill College must ensure to retain efficient
employees. It is essential to retain highly trained and skilled employees along with giving
training to the new employees. Further, the stated firm also provides some benefits in terms of
financial or non-financial to retain its employees.
Training and development- The aim of workforce planning is to provide appropriate training to
employees for enhancing the skills and knowledge. HR manager of Woodhill College plays an
important role in terms of employee development as training sessions at regular intervals results

in making workers more effective and efficient towards their job. Thus, it can be said that
training and development program can help the selected college to retain people for a long period
of time (Aswathappa, 2013).
Forecasting and assessment- The main aim behind the workforce planning at Woodhill College
is to make sure that there are adequate number of employees stays in organisation along with
appropriate experience, knowledge and skills which can help in achieving objectives effectively.
B.) Explaining the strengths and weaknesses of different approaches to the recruitment and
selection
Recruitment can be termed as a procedure of inviting candidates with an objective to fill
the vacant post which is available within the organisation. Further, selection is a process of
choosing efficient and most qualified candidate for the vacant post. There are certain strengths
and weaknesses of approaches to recruitment and selection at Woodhill College.
In context of approaches to recruitment and selection, there is a procedure of internal
sourcing in which employees are transferred from one department to other. This results in filling
the vacancy by a person who is already working in the organisation. One of the major strength of
this approach is that here employees are not provided with additional training sessions and this
helps in saving cost of the organisation. On the other hand, some weakness of this approach is
that it internal recruitment does not result in bringing up of ideas and strategies within the
organization (Bamberger, Biron and Meshoulam, 2014).
Furthermore, the external approaches of recruitment includes carrying out recruitment
with the help of various sources that to be found outside the business. For example,
advertisement, campus recruitment and employees references etc. can be termed as some
external approaches for recruitment and selection. Major strength of the above mentioned
approach is that it gives opportunities for selecting required and more effective candidates who
have appropriate experience. Apart from this, weakness of this approach can be termed as its
cost. The approach of recruitment is very high and also consumes lots of time.
C.) Assessing the ways in which functions of HRM can provide talent and skills for achieving
the objectives of business
Functions of HRM include recruitment, selection along with training and development
which plays an important role in achieving objectives of business. With the help of proper

procedure of selection, the organization is able to choose right people who posses required skills
and knowledge which are needed at the position (Brewster, Mayrhofer and Morley, 2016). Thus,
it can be stated that their skills and talent helps them in performing appropriate tasks in the most
appropriate manner. Other than this, training and development is also considered as the most
important function of HRM which assists in enhancing talent and knowledge of employees at
Woodhill College. It also increases the level of efficiency and makes efforts for the assigned
activities. Thus, HRM plays significant role in fulfilling the objectives of business.
D.) Evaluating the strengths and weaknesses of the different approaches to recruitment and
selection
There are different approaches to recruitment and selection which has been adopted by
Woodhill College. Furthermore, the approaches include internal and external sourcing. All the
methods adopted for hiring people within the organisation are completely different from each
other and also have their own strengths and weaknesses which are mentioned below as :
S/W Internal sourcing External sourcing
Strengths It is a fast way to recruit an
individual. The people of
organisation are shifted or
promoted to different
department and they are
already aware about the
culture and values of the
company (Budhwar and
Debrah, 2013).
It has been evaluated that with
the help of external sourcing,
the organization is able to gain
new ideas from outside. Firms
are get benefits from large
number of people and it helps
in selecting more appropriate
candidate for the vacant post.
Weaknesses Internal sourcing gives limited
choice for people which are
present at workplace. Thus,
firm suffers from deficiency of
new ideas from outside
environment.
It can be evaluated that this
process is time consuming and
expensive because of using
different tools such as
advertising and interviews.

E.) Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection
Recruitment and selection at Woodhill College will be done through different approaches
such internal and external sourcing so in such case firm have to face some of the limitations
along with benefits. Through internal sourcing, the firms get benefit of saving cost as well as the
advertising time and in this candidate given the position based on their previous records. It can
be critically evaluated that it is ineffective and it de-motivate other people because they are not
promoted.
On the contrary, the approach of external sourcing is effective and to employ people from
large number of candidates. It helps the organisation to make choice and select appropriate
candidates which can be suitable for the position (Cho and Poister, 2013). However, College is
required to make expenses on advertising and interviewing of people. Due to this, the profit also
gets affected and it also has an impact on salary of employees.
TASK 2
A.) Job advertisement for the role
Woodhill
College
FACULTY REQUIRED
Woodhill College is looking for qualified and experienced faculty in the stream of commerce
Post- Lecturer
Qualification- Masters in required field
Experience- 4 years of teaching experience
Candidates who shortlisted will be called for interview
Apply through e-mail with
detailed CV and Photo by 15th February, 2017

c/c atterbury road and de vilebois mareuil,
Trumpeter's Loop, Pretoria, 0076, London
B.) Identifying suitable platforms for placing an advertisement
In order to place the advertisement, Wooddhill College will adopt different platforms
which are described below:
Social media marketing- This is a kind of advertising platform for the firm for reaching large
number of people. By placing advertisement on popular social media websites and it also gives
benefits to find out people from different areas. Furthermore, it attracts large number of people
for the vacant posts.
Newspapers- Through newspapers it helps in targeting local people and attracted them in order to
approach them for the vacant posts. Further, it is also considered as traditional method of
advertising and attracting people.
Magazines- This is another way for placing advertisement which is used by Woodhill College
and it also helps people to recognise it for a long period of time (Dirani and et.al., 2015).
Thus, it can be stated that all of these different methods of placing advertisement helps
Woodhill College to attract people so that they can get appropriate choice regarding the position
which is to be filled by them.
C.) Preparing job specification and person specification
Person Specification
Person specification is a format which contains different skills, knowledge and
qualification which are required to be present at the time of performing duties of job.
Person specification for Lecturer for higher level education
Essential Desirable
Attainments
Experience Candidates must have 4 years Candidates having appropriate

of experience in teaching field. experience in higher level
education.
Qualification and training Masters in relevant subject
along with effective teaching
skills.
General Intelligence
Changes in management The candidates have ability to
adjust in the change of
environment with respect to
given college.
Candidate should be ready for
accepting the changes and to
work in those changes.
Knowledge and expertise Candidates have efficient
knowledge and skills of
computer along with an
appropriate knowledge of
marketing (Fee, 2014).
Candidates required to have
presentation skills and manage
the people at workplace.
Job Specification
It includes different components and it is a summary of tasks which are to be performed
with different duties and responsibilities.
Job description for staff level
Position- Lecturer Reports to- Head of department
Job roles
 To manage the performance of students
 do appropriate study regarding the subject knowledge
 To make some of the arrangements of different lectures according to the needs of

students.
Job Responsibilities
 Evaluating the level of performance that is based on needs.
 To maintain relationship with the students.
 Capacity to manage large number of people at one time.
 Achieve the targets with respect to relevant subject.
 Provide appropriate guidance to students as per the requirement.
D.) Rationale for the application of specific HRM practices
There is one of the main issue which is faced by Woodhill College is increase in the rate
of turnover after expansion. For the purpose of solving different issues there is an important role
played by HRM practices. There are different practice of HRM such as selection, training and
development and management of employee relations. The issue at Wodhill College can be
effective and HR recruited appropriate employees in a systematic manner. Other than this, by
giving rewards to employees it helps to increase in the level of motivation and enhancement in
the performance. Thus, through different types of ways at Woodhill College it helps to retain
employees and hire new one in efficient manner (Glendon, Clarke and McKenna, 2016).
TASK 3
A. ) Explaining the difference between training and development
Training and development plays an important role in order to enhance the skills and
knowledge of employees at Tesco. Training can be defined as an act of learning new concepts
which helps in betterment of the performance of the existing employees. However, development
is considered for increasing the capacity level of employees and also motivate them for
performing in an effective manner. There is some difference between training and development
in context of Tesco which is mentioned below:
Comparison Training Development

Meaning Training can be defined as the
process of learning along with
appropriate skills in order to
perform specific tasks
according to the requirement.
Development refers to the
abilities of a person for the
betterment in the job
performance and aspect of
growth.
Aim It assists for the betterment in
the level of performance of
employees at Tesco.
Main aim of development is to
make an employee for
handling the future challenges.
Focuses on The main focus of training is
based on the enhancement of
current employees at Tesco
(Inman, O'Sullivan and
Murton, 2014).
The major focus of
development is on the future
aspect that is to be used at
workplace.
Term Training is considered as short
term process which is adopted
by Tesco for enhancing the
skills of employees.
It is a long term procedure
which undertakes self
appraisal in order to analyse
the objectives of business.
Concentration towards At Tesco, the main focus is on
the abilities of employees
encourage them for performing
in better way.
The development of
employees at Tesco is linked
with future aspects and growth
of an individual.
B. ) Explaining changes in expectations of customers affected the Tesco and its needs to train the
staff
In order to provide effective services to wide range of customers and perform all of the
carious activities outside the store in an way which is to be based on the programmes of training
and development. Further, through the training orientation which helps in growth of business
due to the professional activities and appropriate care of customers is major factor for attracting

them. Customers are most important assets of the business and they also have ability to make
changes in the strategy of business. Apart from this, it is important to satisfy the needs and
requirement of customers and stated organisation make products as per the demands of
customers. For the purpose of satisfying needs of customers there is requirement to train
employees properly which helps in providing appropriate services (Knowles, Holton III and
Swanson, 2014). The main aim of providing training and development for achieving the targets
of business. Thus, the main objective of training and development is not only to fulfil the
demands of customers but at the same time it helps in the growth of business.
C. ) List of training methods carried out by Tesco
At Tesco, there are different types of training is provided to employees for making
improvement along with the development in their level of performance. There are two types of
training which includes on the job and off the job which are described below:
On the job training
Mentoring- In this, the most experienced member at workplace is an advisor and their aim is to
development in the attitude. It is used for the employees and all of the activities are carried out
by a senior person.
Coaching- With the help of coaching they can determine the weak areas of employees and try to
focus on them. It is one on one training that provides benefits in order to transfer the theory into
practice (Kramar, 2014).
Job rotation- this is considered as another method of training which is provided to the
employees of Tesco and to rotate the employees according to the requirement of different
departments.
Off the Job Training
Vestibule training- This training helps in providing opportunities for the purpose of learn
something new and to provide training to employees in an proper environment for a specific job.
In this, large number of people are provided training at the same time.
Simulation exercises- There are different types of management games are arranged by Tesco
which helps to enhance the level of motivation among the employees. Furthermore, it also assists
in managing the activities in effective manner.

conferences and lectures- It is considered as group meeting which is organised for the different
number of people for developing knowledge and understanding of specific topic through oral
participation. It is an effective tool for the people which helps in clearing different types of
concepts with the staff members (Opatha, 2013).
D. )Describe how training needs are identified
Initially set the objectives which are required to achieve in business and then identified
the needs of training for the employees. There are two major objectives of providing training by
Tesco is to expand and diversify the enterprise. For achieving the objectives of business there is
requirement of correct in right place along with appropriate time. On the basis of goals of
business which are to be achieve there is an appropriate requirement to analyse the significant
activities and perform in a well-defined manner by in store and non-store employees as it needs
various knowledge competencies (Purce, 2014). The employees who have wide range of skills
and knowledge are more productive as well as flexible at workplace and it leads to the growth of
business. There is requirement to have appropriate knowledge regarding the profile of customer
in order to fulfil the demands of customers at new opened store for clear understanding. The
process of training assists employees for carry out the jobs and it is effective and based on the
skills as well as understanding of different resources. Employees are required to analyse the gap
among the skills and knowledge before the process of training and development.
E. ) Evaluating the benefits for Tesco and the employees in providing the programmes of training
Structured training can be termed as the methodologies and proficiency which have been
introduced for the development of professional skills and enhancement in the techniques of
employees for doing better performance. The major concentration of structure training is to attain
the objectives of business in context of growth of business and profit. Further, it helps the
management of Tesco in achieving the objectives along with the increase in the volume of sales.
There is need of appropriate feedback on the performance that is essential to focus on the
different tasks (Sparrow, Brewster and Chung, 2016).
In addition to this, there are some of the benefits through structured training which
includes that it is required to be in effective manner for the purpose of increase in the level of
organisation by delivering high quality of services to the large number of people. Other than this,
there is increase in the efficiency of employees through the different programmes of training.

Thus, the employees of Tesco are trained in such a manner which make use of resources in
efficient manner along with the skills that is beneficial for the business.
F. ) Indicating the extent which training has achieved return on investment
In order to deliver high quality of services to the wide range of customers and managing
the growth of business which can be achieved through the structured training that is beneficial
for the company. At Tesco, they also give online services which attracts large number of
customers through different sources. The company also make investment in technological
advancement which helps them to provide online services as per the requirement of customers.
Further, it helps to increase the profitability and employees are capable in order to achieve the
targets (Stone, 2013). Other than this, through proper structure of training helps in providing
high rate of return which is made by the company on investment. Thus, it can be stated that with
the help of training there is improvement in the skills and knowledge which is beneficial for
managing different types of activities.
G.) Types of approaches to flexibility which are adopted by Tesco for the expansion of business
There are different types of approaches to flexibility which can be adopted by Tesco in
order to expand the business and they can also make control on the cost as there is requirement
of expenses in the expansion. Other than this, certain flexible practices of working are adopted
by the company such as flexible working culture, working hours which makes employees
comfortable at workplace and perform different types of tasks effectively. Furthermore, with the
help of flexibility there is increase in the morale of employees through the appropriate
commitment of workers towards the work (Thite, 2013). Thus, through appropriate techniques of
flexibility helps employees to perform in an appropriate manner for achieving objectives of
business.
TASK 4
A.) Analysing the significance of ITV for maintaining good employee relations ad influence of
it on the HR decisions
There is appropriate practices of HRM are developed by ITV for the employees as well
as employer. One of the most effective practices of HRM is the method of direct communication.
With the help of this employees are connected to each other for getting regular update from
Watercooler that is an intranet prepared by the organisation. There is proper exchange of

information with the help of appropriate communication between the employees. On the other
side, with the help of process of collective bargaining there is believe of employers that they can
get proper suggestions which are beneficial in the success of the company and their progress.
Further, it also helps to make improvement in the relationship between the employers and
employees (Truss and et.al., 2013).
B.) Identifying the key elements in the employment legislation and its influence on the ITV's HR
decisions
Employment legislation refers to that concept which provides benefits of protection and
security of employees according to the job and various activities which are performed at
workplace. At ITV, there are different types of benefits are provided to employees for protecting
their interest. There are certain key elements of employment legislation act and it also influences
the decision-making of HR as mentioned below:
The Equality Act- This act was prepared with an objectives to provide equal opportunities to the
employees which helps in managing the work and people at ITV.
Disabilities Discrimination Act – As per this act, discrimination can not take place in context of
disabilities of employees and all of them provided equal opportunities at workplace.
Health and safety Act- This is also considered as one of the most important element which
provided benefits of health and safety at workplace while doing various number of tasks at
workplace. For example, at ITV required to take appropriate measures in context of health and
safety of the staff members (Wilton, 2016).
Gender pay difference- In context of ITV, they needed to ensure that there is no difference
between the male and female employees who are working together at workplace. With respect to
pay scale of employees and they are required to pay on the basis of skills. Furthermore, it can
also be stated that all of the people get equal possibility that is advantageous for the business.
Thus, it assists to create proper workforce that helps to attain the goals of organisation.
C. ) Evaluating the key aspects of employee relation management and employment legislation
which affect HRM decision-making in ITV
The decision making of HRM will be affect through the different key aspects of
management of employee relations and employment legislation at ITV. It is due to the

management of employee relations in which main aspect of human resource department is to
manage the positive and healthy relationship between their worker. It assists them to provide
appropriate environment of taking decisions along with the concerns of ideas and suggestions of
other people before making final decisions. On the other side, employment legislation is
significant at ITV in order to protect the interest of different types of activities of employees
(Ali, 2013). Thus, it can be stated that according to the employment law which are imposed by
the regulatory authorities so that the HR department of ITV required to take appropriate
decisions which are to be ion the favour of the employees who are working in organisation.
D. )Critically evaluate employee relations and application of HRM practices at ITV and
influence of it in the decision-making of HR
HRM practices and employee relation at ITV plays an important role in order to influence
the decisions at workplace. Employees are involved in the process of decision-making and their
ideas and opinions are also respected. However, if there not proper relationship between the
employees and employers which creates issues at workplace. It can be critically evaluated that
by following different practices of HRM it helps to solve different types of issues and conflicts at
workplace and the process of decision-making can be done in an effective manner (Armstrong
and Taylor, 2014).

CONCLUSION
From the above study it can be inferred that human resource management is important for
managing different types of activities at workplace. Furthermore, it can be summarized that all of
the different practices of HRM such rewards and training and development and provides the
employees for encouraging them to perform in an effective manner. This report is based on
different case scenario which helps in understanding various concepts of human resource
management.

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