Employee Engagement and Training Effectiveness

This assignment delves into the crucial relationship between employee engagement and training effectiveness within organizations. It examines various theoretical frameworks and empirical research that highlight the impact of engagement on learning outcomes and overall organizational performance. The analysis encompasses factors influencing employee engagement, best practices for designing and delivering effective training programs, and strategies to foster a positive work environment that promotes both engagement and learning.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
PART 1............................................................................................................................................3
TASK 1............................................................................................................................................3
a) Planning based on Workforce............................................................................................3
b) Various Approaches based on recruitment and selection..................................................4
c) Functions of HRM which provide talent and skills to fulfil business objectives...............5
d) Strength and weaknesses of different approaches to recruitment and selection................5
e) Critically evaluates strength and weaknesses of different approaches...............................6
TASK 2............................................................................................................................................6
a) Advertisement for Job........................................................................................................6
b) Various platforms which appropriate for place advertisement..........................................7
c) Job specification and personal specification......................................................................7
PART 2............................................................................................................................................8
TASK 3............................................................................................................................................8
a) Difference between training and development...................................................................8
b) Customer expectations change with the trend which impacts on Tesco............................9
c) Methods of training..........................................................................................................10
d) Describe how training needs are identified......................................................................10
e) Evaluate the benefits for Tesco and employees to provide structure training..................11
f) Determine that training has achieves a return on investment...........................................11
g) Suggest different types of approaches of flexibility to expand business ........................11
PART 3..........................................................................................................................................12
TASK 4..........................................................................................................................................12
a) Importance of ITV to encourage employee relation........................................................12
b) Key elements in employee relation .................................................................................13
c) Key aspect of employee relation management and employment legislation affect to HRM13
d) Critically evaluates employee relation which influence decision-making in ITV...........13
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15
1

INTRODUCTION
Human resource management is used as a term in organization which management makes
sure about their workers performance and all such roles and responsibilities which is full fill by
them. For management, HRM is an important asset through which the manager focuses on each
employee and its capability. The main aim of human resource management is to identify the
talent and retain it for the long time (Kolb, 2014). Present report is based on different parts and
for which three different organisations is given for carried out systematic study. First part is on
Woodhill College which has several vacancies available for candidates. For which college
management hire HR manager who will be helpful in hiring other workers to fill the vacant
position. Part second is based on Tesco in which HR manager take every possible initiative to
enhance their employee skills which assist in business expansion. Last report is based on ITV and
its employee relationship. Moreover, in this report its try to describe different role of HR manager
within organisation for developing strong relationship (Ouimet and Zarutskie, 2014).
PART 1
TASK 1
a) Planning based on Workforce
For better and effective work force management, planning play a crucial role in which
HR manager of Woodhill focus on systematic analysis to identify requirement of the workers
(Men, 2015). The main purpose of this planning is to hire the best and appropriate person for
vacant post so that it become easy for management to achieve their business goals with the help
of their capable workforce. Following roles are played by HR for better work force planning at
Woodhill.
Meeting customers’ needs: HR manager of Woodhill focus on need of their students and
as per their requirements they set the target for hiring teachers for the vacant positions. HR of
Woodhill is also concerned about teacher’s skills which must for college student (Pienaar and
Sonnekus, 2016).
Forecasting staff needs and requirements: As per the given scenario, in Woodhill
college large number of teachers is required. For the same, HR manager forecast actual staff
needs and they develop planning for recruitment and selection.
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Retaining people: As per the analysis, it has been found that Woodhill staff turnover rate
is increasing. This reason has affected the college operations in a negative way and for resolving
this, the HR manager of college carried out systematic workforce planning.
M1. For better work force planning, HR manager focuses on hiring appropriate person
who can achieve the business objectives in more appropriate way. Planning and staffing both
functions are followed by HR manager of Woodhill to identify talent for College student that
will support the organization to achieve their goals and objectives. With the help of planning and
staffing, HR manager attract applicants towards the College for effective hiring. Finally, HR
manager of college take initiate towards retaining their hired talent for long term at Woodhill.
b) Various Approaches based on recruitment and selection
Recruitment and selection can be determined as a process in which HR manager identify
and sourcing Job profiles which are appropriate for vacant position of Woodhill.. Following are
approaches which is appropriate for Woodhill to identify its strength and weakness.
Approaches to recruitment Advertisement: If Woodhill adopts the advertisement process for advertising their vacant
position, then it becomes easy to reach for large number of people who they interest in
the Job.. This assists the college to hire appropriate talent from a big source. Third party method: If Woodhill can tie-up with Consultant Company who provides
workforce to them, then it becomes strength of the company because its saves time for
the entity. On contrary to this, some time consultancy firms may not fulfil the actual
requirement which is Expected from the candidate and it is also costly process for entity
because third party wants a set amount from the organization.
Approaches to selection
 Interviews: For Woodhill, Interview is the best option where the need can be met and
appropriate candidate can be identified. If Woodhill does not set any priorities, then it
may negatively affect the business and it is also essential to have effective HR manager
who hires appropriate candidate which suits the profile (Phillips and Phillips, 2016).
Strength of advertisement:
 Larger source for recruit member
 Easily reach with right candidate
 Attract together
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Weaknesses of advertisement
 Cannot access appropriate member.
 Time consuming
 High cost
Strength of interviews
 Personal interaction with candidate
 Easy determines skills to solve business problems
 Assess personal strength for doing task
Weaknesses of interviews
 Not large source available.
 Cannot ask any personal questions.
 Expensive method
c) Functions of HRM which provide talent and skills to fulfil business objectives
HRM perform different types of functions which are concerned with business objectives.
It performs functions such as hiring, motivating and maintaining workforce. It deals with issues
to develop positive results which are related with objectives. In this aspect, manager play very
important role to develop positive results and maintain business operations. In Woodhill college
manager demonstrate roles and responsibilities according to workers quality so that firm can
fulfil their objectives. There are different skills requires in HR for fulfil objectives of the
company. In respect to this, manager need to perform functions with skills such as
communication, multitasking, priorities to task and many more thins.
With the help of these skills, Woodhill college can recruit right member and assess
priorities in their task for manage business functions. Priorities task skills effective which
determines to manage business outcomes through fulfil right element at prior level. Further,
communication skills also helpful to develop positive results for ascertain profitability at
workplace.
d) Strength and weaknesses of different approaches to recruitment and selection
It has been evaluated that, If HR manager of Woodhill adopt advertisement as a process,
then this assist the HR in hiring candidates form the large source. But on its contrary, it
negatively affects the recruitment and selection process because those applicants who does not
read newspapers but have appropriate skills which expected from a teacher. Third party methods
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are also effective for college to save their time and hire candidates directly from the consultancy
firms. On its contrary It is not appropriate for some cases, when third party have different
perception as compare to Woodhill. This becomes hard for the college to achieve their business
objectives. Recruitment process of the company determine effective selection for achieve
business objectives. With the help of advertisement, Tesco can recruit right member and solve
their problems. However, it is wider process but assist to achieve objectives.
e) Critically evaluates strength and weaknesses of different approaches
In case of interview, it can be evaluated that business gets benefits when management
take interview and then this become easy to identify capable workers which are suitable for the
post. On its contrary, if Tesco does not decide skills and priorities which must be in a candidate,
then it becomes hard for management to hire adequate candidate (Guedes, 2015). In interview
method, firm can analysis personal strength through asking various questions related with
business. On the other hand, candidate are not fully give knowledge and information towards the
business.
TASK 2
a) Advertisement for Job
JOB OPPORTUNITY
This is an advertisement for recruiting process of Woodhill college in which vacant position is available for
finance lecturer.
ABOUT THE ORGANIZATION
It is an institution which mainly focuses on their students and staff by maintaining work place ethics in an
effective manner. For providing appropriate knowledge to our students, we follow holistic approach which
assist for enhancing their knowledge.
POSITION
We are looking for a lecturer who has effective knowledge about finance. In our institution, 500 employees
are working. The salary of the applicants is negotiable and it is also based on their skills and ability. Candidate
must have 2-3 year experience in finance field.
LOCATION
Our institute is located 20 miles from the city and transport facility is also available for link roads to the
college.. Infrastructure of our college is also beautiful which assist for student to maintain their work in more
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prominent way. Pick and drop facility is also provided by the management for their staff members and student
as well.
WHY US?
We are always concern of our staff for which we provide them various benefits and opportunities. Our
working days are also 5 in a week which is good for our staff members to give appropriate time to their
family.
Phone no. 528 5248 547
Email id: [e-mail]
b) Various platforms which appropriate for place advertisement
Management of Woodhill can use various ways for advertisement which is appropriate
for hiring lecturer. Followings are ways which can be adopted by college management as a
platform of advertisement.
Social media: For spread their advertisement about finance lecturer, management can
adopt social media as a platform. It is appropriate way because through which management can
reach with higher number of student, without too many investments. It is the best way because
toady's era, large number of peoples are engaged with the social media that assist to reach with
the appropriate one.
Newspapers: Still large number of readers starts their morning from reading their daily
newspaper so this will appropriate for college to reach with such users. It is another way in
which Woodhill can easily reach and it is also cost saving process for entity whether they can
convey their message (Thompson, 2014).
Google ad-words: Woodhill management can adopt this method, in which they pay
amount for display contents. Pay per click is also part of this and one of the best way to reach
with the higher number of applicants.
c) Job specification and personal specification
On the basis of Woodhill requirements, here personal specification and Job identification
are listed below:
Job specification for Woodhill college
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For find out appropriate person management adopt Job specification for hiring
appropriate one in the entity.
Job Title Finance Lecturer
Reporting
Relationship
Senior HR. manager of Woodhill College
Roles and
Responsibilities
 To teach their student who they are from undergraduates
 Always take initiate to learn them in a new manner.
 Provide them learning material which assist for provide effective
knowledge.
Skills  Good in written and oral communication
 Ability to learn new things and share with their students.
Personal specification For applicant
Qualification  Candidate must completed its Ph.d in finance.
Experience  4 to 5 year experience in finance sector.
Knowledge  Candidate must have strong and effective knowledge in finance
with practical once.
M5 The HR manager of wood hill focus on each and every HR practises in appropriate
manner. As per the case scenario, Woodhill management suffer with the high turnover which
leads to mismanagement in the workplace. It can be occur because off employee requirement
may not full fill in the organisation. For this solution, HR manager can identify their needs for
identify their employee needs in appropriate manner (Mittar and Mathew, 2016).
PART 2
TASK 3
a) Difference between training and development
In Tesco and any other organisation, training and development both have their own
importance. With the help of both term, Tesco management can maintain better relationship in
the organisation.
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Basis for Comparison Training Development
Meaning Tesco management adopt
training as a process in which
they provide opportunities to
their workforce towards the
learning (Zukauskas and
Vveinhardt, 2015).
On the other hand,
Development can be taken as a
monitoring process. In which
Tesco management concern
with the employee
performance which assist for
future development.
Term HR manager of Tesco, adopt
training as a short term process
that assist for employee to grab
the knowledge.
On the other hand, Tesco
monitor their employee
performance for long time.
After this observation, they
utilize their employee ability in
appropriate manner.
Focus Tesco adopt training sections
for made their today in a better
way.
On the other hand, Tesco
management focus on their
employee to make their future
better and effective.
b) Customer expectations change with the trend which impacts on Tesco
When Tesco feel that their employees are unable to meet their customer satisfaction then
they find out the need for train their staff. Customer satisfaction show employee engagement in
the organisation. Following two points are listed below that shows Tesco needs to train their
employee so that they become essential to full fill their customer satisfaction in appropriate way.
Change in technology: When some changes take place in technology, then it leads to
create various problem for their employee to understand this change. When an employee know
about the need, then it would be easily accepted by them which may not impacts on their
performance level (Devonish, 2013).
Improvements made in products and service: If Tesco management carried out any
change regarding their product and services. It's directly impacts on their customer perception
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regarding the change. For this solution, management can develop training sections to adopt this
products change which may not impacts on their customers in a negative once.
c) Methods of training
For enhance their employee potentiality, it is important for Tesco management to adopt
appropriate method of training (Ocampo, 2015). On the job and off the job, two methods are
carried out by the entity to enhance their working quality of employee.
On the Job training methods
In this method, Tesco adopt Job rotation in which employee shift for another store to
interact with other. When employee enhance their interaction with other than it assists to enhance
their interaction level. Job coaching is another method in which management provide guidelines
to their employee for their customers expectations.
Off the Job training methods
Business game is Off job method in which employee learn about various activities which
assist to learn about how they can convenience their customers about Tesco products (Olsen,
2016).
d) Describe how training needs are identified
In Tesco, training needs are identified through the following aspects: Organisational analysis: In this aspect, the cited firm need to analyze the reasons for
conducting training within Tesco. The organisation evaluates that what things accomplish
for achieve goals at workplace (Rittinghouse and Ransome, 2016). It is important to
assess training program for employee within the firm. The chosen business can
recommend solutions for the enterprise problems. Person analysis: Further, the cited business also analyzes the people who are involved in
whole process of company. Main thing which need to be identified that is conducting
training for enhance knowledge and skills for performing various functions. In this
aspect, the enterprise investigate that all people are able or not to perform different
activities. Thus, Tesco check and measure changes in policies, procedures, software and
equipment which need can accomplish desire results (Needs Analysis: How to determine
training needs, 2017).
 Departmental analysis: In order to conduct training at the workplace, Tesco should
analysis department in which it is requires. Thus, they can provide benefits accordingly.
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The firm can easily establish training programs to maintain interventions in business.
This is identified by the company to take right member at right place for accomplish
objectives of the company (Hancock, Allen and Pierce, 2013). Thus, they can easily
assess training needs of different member at workplace.
e) Evaluate the benefits for Tesco and employees to provide structure training
In order to provide structured training program, Tesco has various advantages such as
enhancing in skills, knowledge and capabilities. With the help of determining training program,
various individuals have also benefits (Johnson, Schnatterly and Hill, 2013). They are as follows:
Structured training program in the business assist in enhancing skills and knowledge
regarding objectives. In this aspect, the cited firm can easily measure their training for
establishing targets and achieving goals at the workplace. They can easily encourage employee
to take part in increasing their efficiency. Hence, the chosen enterprise is able to motivate them
towards business objectives and goals.
In addition to this, structured training program also assist the individual of company. As
they increase their efficiency towards performance of business at workplace (Elkind, Card and
Hochberg, 2014). Effective participation of them can aid the Tesco for accomplishing their
targets and profitability. It assists in improving performance for setting business goals.
f) Determine that training has achieves a return on investment
HR department is required to identify the importance of training at the workplace for
enhancing employee performances. When each member of the firm is well trained, the company
can achieve their targets and goals in an effective manner. Amount invested by the firm can
assist in conducting training program and developing effective outcomes which can promote the
business. Tesco can attain their goals with the help of reducing customer complaints. It can be
done through investing high money to get maximum return (Klotz, Hmieleski and Busenitz,
2014).
Further, Tesco needs to prepare proper training which can be done through developing
business investment. It can be lead with management of schedule for each and every activity to
perform various functions. Implementation of training programs assists in meeting with customer
expectations and requirements.
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g) Suggest different types of approaches of flexibility to expand business
Tesco can perform effectively which assist in expanding business and their operations
(Mathieu, Tannenbaum and Alliger, 2014). In this aspect, flexibility is the best methods which
consist through manage positive outcomes and results in easy way. Flexible working hours aids
in managing business operations and satisfying the customer requirements through developing
outcomes. It is also helpful to manage functions and relations with different organisations and
their members. With the help of practices, the cited firm can offer work to people at their home
so that they can easily enhance their operations through sustainability of employees. It assists in
creating effective working environment where employees can deliver best results by performing
various activities (Leach, 2014).
In addition to this, it is also important to demonstrate rules and regulation which
determines work according to the speciality of employee. It is helpful for the business to manage
the outcomes with providing flexibility.
M3 There are different types of methods for conducting training and development
program at the workplace (Rittinghouse and Ransome, 2016). It assists in enhancing the
performances of workers and their participation towards business goals. It is also helpful in
developing skills of the workers towards goals. The cited firm can provide job rotation and
coaching to their employees. In this aspect, they are rotated people in different job to enhance
their knowledge and skills for various functions. On the other hand, coaching help in determining
knowledge and skills for particular job and target of the company. Workers can gain ideas and
views to perform various functions in different areas (Hancock, Allen and Pierce, 2013).
D2 According to Rittinghouse and Ransome, (2016) it can be stated that in Tesco HR
manager can consist their operations with practices to lead different aspects such as planning,
training, flexibility and motivating employees. It helps in increasing workers capabilities and
efficiencies to attain business objectives and goals (Rittinghouse and Ransome, 2016).. All the
methods are helpful in expanding business operations and employees performances which attain
business objectives. There are various methods which help in accomplishing the desired
outcomes and profitability at the workplace (Johnson, Schnatterly and Hill, 2013). It can be done
through managing business profits and ascertain objectives. However, reward system also creates
negative impact on other people who cannot achieve
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PART 3
TASK 4
a) Importance of ITV to encourage employee relation
Management of employee relation can assist for development of efficiencies of workers
to perform various targets. By adopting different methods, ITV can enhance their relations with
the workers (Al-Jabari, 2013). There are different ways which can be used by the organisation to
enhance employee relations such as collective bargaining, communication of different member
with high authority. From the above methods, ITV can adopt the collective bargaining method
which performs various functions to attain profitability within the business. It assists to develop
employee participation to measure business performances at the workplace. It can be done
through managing effective results which conducted by employee relation in the firm (Hislop,
2013).
b) Key elements in employee relation
Key elements of employee relation assist to improve worker efficiencies and their
participation towards business goals. When ITV take effective rules and regulations which
improve performances, to meet with their objectives and goals. In respect to this, it is important
for take multidimensional task and improvements in employee performance for attaining
business objectives (Elkind, Card and Hochberg, 2014). With the help of proper training, the
cited firm can easily deliver effective results to get employee participation at workplace. In
addition to this, it is very important undertake employment legislation which maintain
performances and standards for achieve business targets.
c) Key aspect of employee relation management and employment legislation affect to HRM
Employee relation management and employment is very important aspect which affect to
HRM decisions of ITV. It assists to enhance employee engagement towards improvements in
employee. Communication skills of employee can be develops through maintaining HRM
policies and decisions (Klotz, Hmieleski and Busenitz, 2014). It is very important to understand
and comply with employment legislation which make effective results. The cited firm can
maintain sustainability and enhance benefits to accomplish employee participation. Relationship
of different members can be assist at workplace through perform operations. In order to improve
workers participation, the cited firm has responsibility follow legislation which highly affect to
business. Further, employment legislation also provides guidelines to maintain relations among
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different members. Thus, it is creates positive effect business HRM (Mathieu, Tannenbaum and
Alliger, 2014).
d) Critically evaluates employee relation which influence decision-making in ITV
As per the view of Klotz, Hmieleski and Busenitz, (2014), employee relation is applying
to maintain HRM practices and improvement in results within market. The cited firm emphasize
on increasing employee performances to achieve positive results. Thus, it is very important for
ITV to concentrate on relationship with employee with different legislation for comply to
improve business performances. However, Leach, (2014) stated that employee relations
influence to decisions and targets which need to improve for maintain performances and attain
business goals. In this aspect, the chosen organisation can easily enhance their operations
because existing employee are well trained. It is necessary to manage systematic outcomes at
workplace to deliver training programs (Leach, 2014).
CONCLUSION
From the above report, it can be articulated that HR manager possess various duties and
responsibilities for workforce planning and developing needs of customers. In this aspect, Wood
hill college determines job advertisement to recruit skilled person within the business. They are
performed various roles from different methods such as social media, job portals and
newspapers, etc. Furthermore, it also influences to employee of the company to achieve targets
with determines good performances at workplace. Moreover, report also find training needs to
accomplish goals of Tesco, it can be done through organisational analysis, person analysis and
department analysis. In these aspects, the organisation easily identify market structure to manage
business outcomes. In addition to this, the enterprise can give training through various methods
such as coaching, job rotation etc. It assists for gain knowledge and skills to develops positive
results at workplace.
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