HRM INTRODUCTION 7 PART 1 7 Task a) Purpose of workforce planning 7 Task a) Purpose of workforce planning 7 Task a) Purpose of workforce planning 7 Task a) Purpose of workforce planning 7 Task a) Obje

HRM

Table of Contents
INTRODUCTION........................................................................................................... 7
PART 1........................................................................................................................ 7
Task a) Purpose of workforce planning....................................................................7
Task b) d) and e) Strength and weakness of various selection approaches and
their evaluation....................................................................................................... 7
c) Assessing role of HRM in fulfilling business objectives........................................8
Task 2......................................................................................................................... 9
a) Advertisement of a Job role...............................................................................9
a) Different platform for advertisement................................................................9
b) Job specification and person specification......................................................10
c)HRM practices for acquiring the candidate for the post.....................................11
PART 2...................................................................................................................... 12
a) Difference between training and development.................................................12
b) Changes in customer expectation affects tesco and needs to staff..................13
c) Methods of training carried out by Tesco..........................................................13
d) Ways in which training needs are identified.................................................................14
e)Benefits of training programs provided to TESCO plc........................................14
f) The extent to which training has achieved return on investment......................15
g) Types of approaches to flexibility that can be adopted by Tesco to aid its
expansion of business........................................................................................... 15
PART 3...................................................................................................................... 16
a) Analyses on the importance of ITV to maintain good employee relations and
how it influences their HR decisions......................................................................16
b) The key elements in the employment legislation and how it influences ITV’s HR
decisions............................................................................................................... 16
c.) Evaluation of key aspects of employee relations management and employment
legislation that affect HRM decision-making in ITV................................................17
d) Application of HRM practices in ITV that inform and influence decision-making
in the organisation................................................................................................ 17
CONCLUSION............................................................................................................ 17
REFERENCES............................................................................................................ 19

INTRODUCTION
In an organization , employees play a very crucial role in order to perform business
activities and attain the desired objective within a specific time period. In the absence of skilled
and qualified personnel, company can not survive its business practices and functions (Miner,
2015). In order to maintain and manage the human resource, HRM department have major
responsibility. In order to manage and motivate human resource, HRM department have to
organize various employees welfare program and develop flexible working practices. One major
responsibility of HRM is to recruit employees and fulfill the needs of company for attain
objective. Thus, HR department is expected to perform recruitment and selection process in an
effective manner so that right quantity of employees can hired within the organization. In a
simple word it can be said that HRM is a process of recruiting,, motivating, managing,
evaluating employees so as they can effectively perform their job for achieve desired outcomes.
In this project report, the important of human resources has systematically addressed with respect
of Wood hill college and TESCO. In addition to this significance of workforce planning has also
studied. Furthermore, difference between training and development has also studied through
which company provided opportunity to enhance employees skills and knowledge related to
working in the company.
PART 1
Task a) Purpose of workforce planning
Workforce planning is a process under which HR department analyze the requirement of
employees and recruit then according to vacant position. With assistance of this planning, HR
manger can able to recruit or hire right number of employees at the right time and for the right
vacant position at the workplace. According to the case scenario, the college is suffering from
the staff turnover where various post are vacant. In this manner, HR manager is conducting the
recruitment and selection programs so as the right number oif skilled and qualified candidate can
selected within the college (Locke and Latham, 2013). The major role of HR manager is to
identify the current condition of the human resources in the college. According to the vacant
position, manager prepare the documentation of recruitment and publish in the news paper and
other source of advertisement. Once various application gathered in the college, manager invite
them for interview. In the interview, HR manger analyze and evaluate the efficiency and
knowledge of the candidate. According to the candidates skill, knowledge and college

requirement, manger will select candidate for vacant position. So it can be said that with the help
of effective HR planning, manager can easily recruit the right number of employees in the
organization.
Task b) d) and e) Strength and weakness of various selection approaches and their evaluation
Recruitment and selection process is very important aspect under which
company ,manager analyze, evaluate and assess the capability, skill, knowledge and efficiency of
candidates. According to their efficiency and firms requirement, final decision of selection can
made by HR manager. There are various kinds of selection and recruitment approaches. Each
approaches have their own strength and weaknesses. Following are some strength and weakness
of recruitment and selection process-
Internal Recruitment
In the internal process of recruitment and selection, organization recruit employees by
promotion, job rotation or transfer. In this process, company does not invite candidates from
outside, it only make selection of employees from within the company(Yidong and Xinxin,
2013). In the context of Wood hill college, this can done through promoting some junior class
teacher to upper to teach senior class.
This external process of recruitment have various strength such company does not require
to invest money in order to organize recruitment and interview because there is no need to
advertise in the news paper or another other channels of promotion. One major weakness of this
process is that company can nor search other high skilled and talented candidate from outside.
External recruitment
External recruitment is a process under which company select and recruit outside candidates
within the organization. In this process, HR manager invites candidates by publish
documentation in the newspaper and any other channels of advertisement and invite the
candidate for vacant position. In the recruitment documentation, manager add job specification
and personal description.
The major advantage of this external recruitment is that corporation can search and hire
the talented and skilled employees from the outside of the company (Vanhala and Ritala, 2016).
However, in order to advertise the documentation in the various promotional channel firm have
to invest the lots of money. Many of the new and skilled candidate can hire within the
organization by use of external recruitment process.
As per the above discussion about the internal and external recruitment process, it can be said
that external r4ecruiment is more effective and appropriate because wood hill college can hire
the more talented and skilled candidate by invite candidate from outside of the college.