Strength and the weakness of employee selection and recruitment | Woodhill College
Added on 2020-01-07
19 Pages6060 Words253 Views
HUMAN RESOURCE MANAGEMENTSTUDENT NAME:STUDENT ID:SUBJECT NAME:PROFESSOR NAME:1
Table of contentsIntroduction......................................................................................................................................3Part 1 – Employee recruitment and selection..................................................................................3Task 1 – Knowledge........................................................................................................................31.1 Necessity of workforce planning and the role of HR manager of Woodhill College (M1, D1)31.2 Strength and the weakness of employee selection and recruitment in Woodhill College (M2,D1)...................................................................................................................................................5Task 2 (M5).....................................................................................................................................62.1 An advertisement for the job role..............................................................................................62.2 Advertisement placing platform................................................................................................72.3 Specification of job and specification of person........................................................................8Part 2 – Performance of the employees along with their development and rewards.......................8Task 3 (M3, D2)..............................................................................................................................83.1 Contradictions between development and training....................................................................83.2 Effect over Tesco due to change in expectations of customer and need of staff training.........93.3 Training method of Tesco........................................................................................................103.4 Identification for need of training............................................................................................113.5 Benefits of training programme for Tesco and their employees.............................................123.6 Return on investment through the entire training period.........................................................123.7 Types of approaches that can be used by Tesco in order to expand their business.................13Part 3: Relationships of employment.............................................................................................14Task 4 (M4, D3)............................................................................................................................144.1 Importance to maintain good relationships with employee for ITV........................................144.2 Elements of employment legislation and its influence on HR decision of ITV......................15Conclusion.....................................................................................................................................16Reference list.................................................................................................................................172
IntroductionHuman resource is the core of any organization. These resources need some effectivemanagement which is called as Human Resource Management. Thus HRM is the management ofhuman resources which functions within the organization for maximizing the performance ofemployees related to some objective strategies.The aim of the study is to determine the effective principles of Human resource management ofdifferent organizations. Further, the study also elaborates about the strength and weakness of therecruitment and employee selection with job description and criteria and the placements of jobadvertisements. There is also an elaboration on employee performance, development in job roleand rewards. The study also detects the importance of maintaining relationships with theemployees. Hence the study describes on all over criteria of an organization which is directlyproportional to the employees.3
Part 1 – Employee recruitment and selection Task 1 – Knowledge1.1 Necessity of workforce planning and the role of HR manager of WoodhillCollege (M1, D1)The workforce planning mainly involves the processes to hire right people at a correct time andin the correct place. With some development in the business strategies, the top managements ofthe organization take the decision to recruit efficient employees who can fulfil the requirementsof them. The critical efficiency of the employee which are needed for the organization isdetermined by the top management of the organization. With the creation of business strategy,the criteria for the job roles are decided. As per Renwick et al.(2013, p.13), the workforceplanning does involve the identification of the work processes of the organization and areas toimplement employees. For the areas of employee implementation, the workforce planning setsthe aim to select the right people having required skills, competence to the job role andexperiences which have to be found the right time. It is the consequence process of the managerwith some specific framework for making employment of staffs that is based upon theorganization’s goal, strategies, and resources of budget and hence set the competence workforceas desired.4
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