Title: HUMAN RESOURCE MANAGEMENT.

Title: HUMAN RESOURCE MANAGEMENT
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Table of Contents
Introduction:...............................................................................................................................3
Part-1:.........................................................................................................................................3
Task-1:........................................................................................................................................3
a) Purposes of workforce planning and the role of HR managers in respect to workforce
planning and resourcing for Woodhill College:.........................................................................3
b) Strengths and weaknesses of different approaches to recruitment and selection:.................4
c) Functions of the HRM providing appropriate skills to satisfy the business objectives:........5
d) Strengths and weaknesses of the different approaches to recruitment and selection:...........6
e) Strengths and weaknesses of different approaches to recruitment and selection supported
by examples:...............................................................................................................................7
Task-2:........................................................................................................................................8
a) Job advertisement for the role:...............................................................................................8
b) Identifying suitable platforms in relation to the advertisement:............................................9
c) Job specification and person specification for the role:.........................................................9
d) Rationale for the application of specific HRM practices in relation to the case problem:. .12
Part-2:.......................................................................................................................................12
Task-3:......................................................................................................................................12
a) Difference between training and development:...................................................................12
b) Changes effecting the customer expectations in Tesco and its need to train their staffs:....12
c) Methods of training carried out by Tesco:...........................................................................13
d) Describing and identifying the training needs:....................................................................13
e) Benefits of Tesco and of the employees in providing a structured training programme:....14
f) Indicating the extent to which the training has achieved a Return on Investment:..............14
g) Types of approaches adopted by Tesco to aid their business expansion flexibly:..............14
Part-3:.......................................................................................................................................15
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Task-4:......................................................................................................................................15
a) Importance of ITV to maintain good employee relation that influences HR decisions as a
result:........................................................................................................................................15
b) Key elements supported by examples in the employment legislation that influences ITV’s
HR decisions:...........................................................................................................................15
c) Key aspects of employee relations management and employment legislation affecting
HRM decision-making in ITV:................................................................................................16
d) Employee relations and application of HRM practices that influence in ITV’s decision-
making:.....................................................................................................................................16
Conclusion:..............................................................................................................................17
References:...............................................................................................................................18
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Introduction:
The primal aim of this topic is to investigate at the operational abilities of Human Resource
Management (HRM) in respect to their employee training and development strategies. The
paper investigates the changing and developing role of HRM in giving a corporate and
strategic dimension to the different organisational set up as discussed in the case studies. By
making utilization of the writing, the paper is divided into four tasks and three parts that
discussed various strengths and weaknesses of the Human Resource Management approaches
applicable for Tesco, role performed by the HR managers at Woodhill College and HRM
techniques at ITV.
Part-1:
Task-1:
a) Purposes of workforce planning and the role of HR managers in respect to workforce
planning and resourcing for Woodhill College:
The first task gives introspection about the Woodhill College that have its expansion over the
past few years but they are facing a staff turnover rate at an alarming level. To mitigate the
problem, the newly appointed HR manager adopted certain workforce planning and resource
techniques. As per their workforce plan, the college strict themselves to follow one particular
mode of selection process, which is called as the human resourcing as well.
Despite the college, making its efforts their future envisions looked ambiguous. Anyway,
with the new HR professional the selection would follow submission of CV and cover letter
by the interested candidate that would be shortlisted by the HR manager. Next, they have to
answer some formal questions in front of the interview panel and winding up with a
10mintues power point presentation. Based on the ranks from a grading system of A (being
the highest) to C (being the lowest) the candidates are judged and finalised. Preferably, the
A-rated candidates would make it through the selection criteria. However, the hindrance was
no concrete planning to train them was listed.
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