Human Resource Management in Construction

This assignment delves into Human Resource Management (HRM) within the context of construction projects. It requires an examination of various HRM practices employed in this sector, including their impact on employee attitudes, behaviors, and project outcomes. Students are expected to analyze the challenges and benefits associated with HRM in construction, drawing upon relevant academic literature and real-world examples.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
TABLE OF CONTENTS...........................................................................................................2
INTRODUCTION......................................................................................................................4
TASK 1......................................................................................................................................4
A. Purpose of workforce planning and the role of HR manager for Woodhill College.........4
B. strengths and weakness of different approaches of recruitment and selection..................5
C. Functions of HRM provide talent and skills to fulfil the business objectives...................5
D.Strength and weakness of different approaches of recruitment and selection....................5
E. Critically evaluate the strength and weakness to recruitment and selection......................7
TASK 2......................................................................................................................................7
Job advertisement for the role................................................................................................7
Identify suitable platforms to place advertisement.................................................................7
Prepare job specification and person specification for the role..............................................8
D. Rational for the application of specific HRM practices....................................................9
TASK 3......................................................................................................................................9
A. Difference between training and development..................................................................9
b) Changes in customer expectations and its impact on training need of employees..........10
c) Listing the methods of training carried out by Tesco.......................................................10
d) Describing identification of training needs......................................................................11
e) Describing the benefits of structured training programme for Tesco and employees.....11
f) Contribution of training to achieve return on investment.................................................11
g) Suggesting different approaches to flexibility that can be adopted by Tesco to aid its
expansion..............................................................................................................................12
TASK 4....................................................................................................................................13
a) Providing an analysis on importance of maintaining good employee relations and its
influence on HR decision as result.......................................................................................13

b) Identifying and explaining key elements in the employment legislation and its influence
on HR decision of ITV.........................................................................................................13
c) Evaluating the key aspects of employee relations management and employment
legislation which affect decision-making in ITV.................................................................13
d) Critically evaluating the employee relations and application of HRM practices............14
REFERENCES.........................................................................................................................15

INTRODUCTION
Human resource management is the wide term which involves managing as well as
retaining the workforce in the organization. With the increasing turnover rates in the firm, the
organization is facing the issue of efficient and skilled workforce. In this report, the solutions
regarding retaining the employees will be studied by analysing the situation of employee
turnover with respect to Woodhill College. Further, the job role and specification will be
designed to attract the candidate for the vacant post. Besides this, different types of
approaches will be discussed in the report. Along with this, in this report Tesco has been
taken for identifying the difference between training and development and the benefits which
are gained by the employees through the structured training. Further, ITV case study has been
considered for evaluating and maintaining the effective relationship with the management
and employees.
TASK 1
A. Purpose of workforce planning and the role of HR manager for Woodhill College
Workforce planning is basically identifying the need and requirements of the
organization to attain the goals of the firm. In the Woodhill College, the purpose of human
resource planning is to ensure that there is sufficient number of employees in the firm to carry
out the activities of the company (Fee, 2014). With the changing business cycle and trends, it
has become significant for the management to plan the needs and surplus of the employees so
that in future, the College does not face any problem. As the firm is facing the challenge
regarding the increasing turnover so for this reason, it is important for the HR to adopt the
strategy regarding planning of workers. Functions of the HR are as follows: Analyzing the needs and requirements- The role of HR is to identify the need of
workers and assess the future requirements.This will help the organization in
recruiting the employees when it is required (Hendry, 2012).
 Recruiting- The important role of HR is to recruit skill and the efficient human
resource which can aid the Woodhill College to effectively perform its operations.

 Retaining- it is one of the most difficult task; role of HR is to retain the efficient
workers. This will help the firm in reducing the turnover because experienced workers
are regarded as the asset of the firm (Boxall and Purcell, 2011).
B. strengths and weakness of different approaches of recruitment and selection
There are several recruitment and selection approaches which are followed in the
Woodhill College to select the skilled staff for the firm. But every approach has some
strength as well as weakness. Basically there are two types of approaches one is external and
other is internal. Internal approach- This approach is carried out in the college for recruiting the
candidates for the high level. The strength of this approach is that no additional cost is
involved in recruiting which further saves the expense of company (Meredith Belbin,
2011). But the weakness in this no new set of ideas can be adopted by the company
because the same employees will be promoted.
 External approach- Newspapers, social media are the tools through which the
organization recruit employees in the firm. The weakness of this approach is that it is
the long process as it consumes time so it is not good if the Woodhill wants
manpower urgently (Guest, 2011). The strength of external approach is that the
organization has wider options to choose from the pool of candidates.
C. Functions of HRM provide talent and skills to fulfil the business objectives
In the Woodhill College, the main function of HR which can help in providing the
talented and skilled is selecting the appropriate candidate for the position. Through
aggressiverecruitment and selection process, the HR will be able to select the candidate who
has expertise in doing task (Seibert, Wang and Courtright, 2011). Further, in the college
another function of HRM is to conduct the training and development session effectively so
that the staff can increase their knowledge as well as skill. Besides this, another function of
HRM to increase the skill and talent of the employee is that they are required to make the
employee to accept change in the firm. If the changes in the Woodhill College are accepted
easily then it will help the staff to gather knowledge and learn the new things which will be
beneficial for them to carry out their operations (Tarique and Schuler, 2010).
D.Strength and weakness of different approaches of recruitment and selection
Woodhill College recruits and selects its employees by following internal, external
and the third part sourcing. This is carried out by the company because for the different

position they use different techniques. But, there are weakness and strength attached in
following the particular process in the firm.
S/W Internal recruitment External recruitment Third-party sourcing
Strengths  It increases the
morale of the
employees
because it is
done by
promoting the
employees to the
higher post
(Fulton and
et.al., 2011).
 Strength is that it
will help in
building strong
relation among
the employees in
the Woodhill
College.
 Through the bait
of promotion, all
staff members
will perform
efficiently to get
promoted which
will further
increase the
productivity and
profitability of
the firm.
 The main
strength is that
fresh talent will
be recruited in
the organization
which will help
in carrying out
the functions
effectively.
 In the Woodhill
College, the
fairness will be
maintained as
equal
opportunity will
be given to the
candidates for
getting selecting
for the position.
 The candidate
which is
selected is
recruited as per
the quality
which is
required in the
organization.
 It reduces the
time of
Woodhill
college because
initial analysis
is done by the
recruiting
agency at the
time of
preferring to the
organization
(Snyder and
Deaux, 2012).
Weaknesses  Through the
internal analysis,
the firm gets the
limited choice,
because in the
college there is
not many staff
which can be
selected for the
position (Shuck
and Wollard,
2010).
 It is sometimes
the costly
process because
if one of the
employees gets
 It sometimes
develop
dissatisfaction
among the
existing
employees
because they do
hard work for
getting
promoted in the
college.
 The Woodhill
College has to
conduct training
and
development
session for the
 In this, the
control of the
organization is
less as the
major selection
is done by the
organization.
 Besides this,
the topic
regarding salary
etc is not
communicated
effectively to
the candidate.

promoted then
its position gets
vacant so for
that also they
need to recruit
the new staff.
employees as
they are new to
the firm.
E. Critically evaluate the strength and weakness to recruitment and selection
It is beneficial for the Woodhill College to recruit the staff from different sources
according their needs and requirement. But still there are some areas which are required to be
taken care by the firm at the time of selecting. The strength for selecting through the internal
source for college is that the employee is familiar with the environment and terms as well as
norms of the college (Markos and Sridevi, 2010). In this case, it will help in reducing the
turnover as the staff will be satisfied with that. Further, the weakness is that through internal
recruitment the college will not be able to identify the new skills and the knowledge in other
candidates. On the other hand, the strength of external recruitment for Woodhill College is
that they can more skilled as well as efficient staff as compare to the employees existing in
the organization. Further, the weakness of third party sourcing is that the firm has to pay a
sum of amount to the agencies who are suggesting the candidates for the Woodhill College
which will be considered as an additional expense for the firm (Glendon, Clarke and
McKenna, 2016).
TASK 2
Job advertisement for the role
Urgent Faculty for physics is required
Science faculty is required by the Woodhill College on the urgent basis
Post- Lecturer
Subject- Science (physics)
Qualification-Masters in physics, PhD will be preferred on priority.
Experience- 4 years experience in teaching field
There will be walk in interview on 18th February 2017; all candidates are required to bring
their CV as well as relevant documents with them.
Address- c/c atterbury road and de villebois mareuil, Trumpeter's Loop, Pretoria, 0076

Identify suitable platforms to place advertisement
With the increasing technology and up gradations, the organization has
various choices to give their advertisement regarding the vacancy. With the increasing using
of websites and the online portal, the best source for the Woodhill College to advertise its
vacancy is the online portal. Through the social media sites, the firm will easily make the
individual aware regarding the position (Boxall and Purcell, 2011). The main benefit of this is
that, all age people whether youth or middle can get access to the site. This will be the most
advantageous option for the firm. Besides this, another platform which can prove to be great
help for the Woodhill College regarding the staff position is the newspaper. By giving their
advertisement on newspaper the firm will be able to reach wide number of people and the
best art of this platform is that it is less expensive as compare to the online resources. Another
platform for the advertisement is the company’s own website as most people look for the job
on the organization’s portal (Guest, 2011).
Prepare job specification and person specification for the role
Job Description of physics lecturer
Organisation Name: Woodhill College
Job designation: Physics lecturer
Reporting to: Dean of the college
Responsibilities:
 To teach the undergraduate students
 To participate in the activities of development organized by the college
 To review and rate the performance of students
 To support the students in the task and the work for enhancing their skills
 To maintain professionalism in the class without being biased
Job Specification
Educational Qualifications: Masters degree in physics
Skills required:
 Good communication skills
 Good application of knowledge
 Familiar with the recent tools and techniques used in the course
 Have knowledge regarding the concepts of new techniques.
Employment terms and conditions:

 1 months of probation period.
 6 days working
 Salary can be negotiated
 Work experience: Minimum work experience of 4yrs.
D. Rational for the application of specific HRM practices
As the Woodhill is developing college so it is required by the HRM to provide proper
training and development to the staff so that they can become efficient to perform their
services. With the training and development, personnel will be encouraged because their
skills and capabilities are also developing. Besides this, it will help the college in increasing
productivity and profitability (Seibert, Wang and Courtright, 2011). Further, the result will be
that the organization will witness fewer turnovers in the firm. On the other hand, by making
their recruitment and selection process aggressive the firm will be able to select the capable
and the efficient workforce. This will help the Woodhill College in developing the staff.
Further, HRM is required to advertise its vacancy through different sources as this will help
them in choosing from vast number of employees.
TASK 3
A. Difference between training and development
There are several differences which will help in identifying the basic concept
regarding training and development. Tesco is one of the largest retail chains in UK so it need
to carry out the training and development process effectively.
Training Development
It is the short term process in which the
individual’s one skill is developed.
On the other hand, development is the long
process which helps the individual in Tesco
for gaining knowledge and capabilities. This
helps in growth of employees.
In Tesco, the training is given to fulfill the
current need of the organization or the
employees of the company (Fulton and
et.al., 2011).
But in the process of development, the
employees are developed for fulfilling the
future requirement of the company.
It focuses on the ability as well as skill of It emphasizes on developing the career of

the employees human resource.
The trainer is hired by the Tesco for training
the individual in the organization.
Development is carried out by own self in
the firm (huck and Wollard, 2010).
b) Changes in customer expectations and its impact on training need of employees
The customers associate with business have changing needs and they expect company
to offer good quality of product in order to meet the expectations of large number of buyers
effectively. Basically business seek for the reviews of consumers and then accordingly bring
modification in their existing products and services. It proves to be effective to deliver good
quality of services to them and retain them for longer time span (Armstrong and Taylor,
2014).
The major need of offering training is felt only due to customer requirement. This
makes it possible for personnel to cater need of retaining buyers and offer them valid
information related to varied products and services which are being offered by Tesco.
Similarly, feedbacks of consumers and their complaints are helpful for management of the
business as they design their training program accordingly (Bloom and Van Reenen, 2011).
Apart from this, changing expectations of buyers assists businesses to modify their
existing procedure of delivering services. For example, lack of time availability an switch of
buyers to technological world enable firm to adopt technological innovation. This techniques
are helpful to resolve issue related to time and offer suitable products and services to buyers.
c) Listing the methods of training carried out by Tesco
There are different training methods carried out by Tesco such as on-the-job and off-
the-job training. These training are provided in accordance with specific needs of buyers just
for the sake of increasing their competency level and support them to carry out all operational
activities effectively. On-the-job training methods-It consists of different aspects such as job rotation,
coaching and mentoring which enables corporation to increase attention of buyers.
This kind of strategy is helpful for company to sharpen skills of workforce and
support them in achieving long as well as short term objectives (CHUANG and Liao,
2010). However, all these kind of training methods helps employees of Tesco to put
their learning into practices.
 Off-the-job training methods- Tesco also carries out off-the-job training method
whereby workforce are provided training through professional trainers along with A-
level programme for development of personnel. For example, specialized program

and development aspects also provided in order to increase the expertise of
workforce. At this juncture, options programme offered to current employees to
develop their operating as well as leadership skills. Apart from this, Tesco offer 1 year
and 6 months training programme for development of employees.
d) Describing identification of training needs
Training refers to the process of enhancing knowledge and skills of workforce so they
can offer good quality of services among potential buyers. Basically training need is
identified on the basis of expansion of firm. In case Tesco plans to expand its business then
management put efforts to sharpen the skills of employees so as to increase their attention
towards the job (Gruman and Saks, 2011). Different non-store and in-store based posts of the
business require technical skills and competencies among employees.
Furthermore, training need is identified to make the workforce multi talented and
manage their issues related to work. It proves to be effective to make them more comfortable
at workplace and support business to achieve its long as well as short term objectives.
Similarly, management of Tesco conduct the performance appraisal of its employees on
regular basis so that accordingly training need can be identified (Burr and Pearne, 2013).
Furthermore, training need can also be identified by collected data from customers as
well as employees. At the same time, supervisor can also effective provide information
regarding the need of training among personnel. This enables corporation to create its
competitive edge and meet the expectations of large number of buyers effectively.
e) Describing the benefits of structured training programme for Tesco and employees
Training program is considered as the most important aspect behind the success of the
business. Though, it is time consuming and costly procedure but support corporation in long
run by speed up other related functions. At this juncture, firm ensures to organize structured
training program through which it can expand business by managing the activities related to
new as well as existing stores (Lane and Kangulec, 2010). Tesco uses informal approach
under which it takes information from workforce to improve their lacking areas by adopting
appropriate strategy. Furthermore, structured training program enable Tesco to conduct the
training on right time and make the group of employees more effective and productive.
Owing to this, such kind of procedures assists business to create its strong position in the
marketplace so as to enhance profitability in the marketplace. Furthermore, timely training
tends to improve the performance of workforce and shift their focus towards achieving
organizational objectives on right time. This facilitates Tesco to creates goodwill of Tesco at

international market and support all its stakeholders to improve the organization performance
in the marketplace (Catano, 2013).
f) Contribution of training to achieve return on investment
For Tesco, training proves to be the best source that significantly helps the firm in
earning high returns on investment. It is because; to organise training sessions, firm needs
huge capital that results in increased skills, knowledge and proficiencies of employees.
Therefore, it can be said that with increased knowledge and proficiencies, workforce become
able to perform in more efficient and effectual manner which brings higher productivity and
profits to the business (Gropu, 2013). Thus, with increased revenues, it can be inferred that
spending on training leads the firm to earn higher rate of returns. Training proves to be highly
beneficial to increase the survival and sustainability of business in the long run as improved
expertise of individuals make their sincere efforts in attaining the goals and objectives of
Tesco in the most effective manner. This is the reason; Tesco should give due emphasis on
training so that its employees can be made skilled, knowledgeable and capable enough that
they will become successful in satisfying the customers and thus, firm will have a strong and
leading position in the market (Loosemore and Dainty, 2013). Therefore, it proves that by
organising effective training sessions, Tesco can earn high return on investment by which it
can gain many other benefits as well like; operating in new markets.
g) Suggesting different approaches to flexibility that can be adopted by Tesco to aid its
expansion
For the purpose of making business expanded in new and more areas, there are
different types of approaches to flexibility which Tesco can adopt. Among all approaches,
keeping control on the cost is the most common according to which there must always be
some fund available in the firm so that in case of any uncertain situation arises, it can be met
easily. In case if the expansion plan of Tesco requires some extra expenses, then the funds
must be available within company so that the situation would not occur in which firm will
have to grant money from some other sources (Kehoe and Wright, 2013). Another approach
is that there must be always be more than one plan available with the firm so that in case of
one gets failed, other one would handle the situation and serious issues like situation of huge
losses would not come. Some other flexibility approaches area also there like alteration in the
working culture, short breaks taken for lunch or breakfast, reduced working hours along with
entertainment activities like business games, role plays, etc. By adoption of these approaches,

Tesco can keep its employees highly satisfied and thus, to get expand with motivated
workforce will become easy for the organisation.
TASK 4
a) Providing an analysis on importance of maintaining good employee relations and its
influence on HR decision as result
Employees is the key assets of an organization which enables corporation to move in
the upward direction with higher rate of return. At this juncture, HR management plays
important role by framing different kind of policies and regulation for well being of personnel
and allowing them to raise their issues and get them resolved on right time. Furthermore,
management of ITV ensures to have proper communication with personnel and provide them
effective working condition under which they feel good and safe (O’Brien, 2014). Apart from
this, workforce are engaged in the decision making process through which it becomes easy to
build good relationship with them. Moreover, HR management plays important role for
building good relationship as they serve as the mediator between ITV and its employees. In
this manner, better bond with workforce make it possible to achieve growth of the business as
they will be highly motivated and perform in a better manner.
b) Identifying and explaining key elements in the employment legislation and its influence on
HR decision of ITV
There are several key elements of employment legislation which are explained as
follows- Working condition-HR management of ITV must ensure to have appropriate working
condition for employees. Here, working hours, safety and rest rooms etc provided for
employees. Furthermore, equal opportunity is provided for all employees regarding
professional development and growth (Lane and Kangulec, 2010). Wages and remuneration-Under this, employees of ITV are provided basic wages
and accordingly remuneration is also provided. However, increment is given to them
in accordance with procedures and policies of the firm.
 Individual relationship-It is another important element of employment relationship
which reflects that workforce must be provided with compensation, promotion and
transfer related benefits.

c) Evaluating the key aspects of employee relations management and employment legislation
which affect decision-making in ITV
The stated regulations are effective for accomplishment of employment through which
it becomes easy for management to carry out all operation activities. At this juncture, ITV
shed light on all aspects such as minimum wage scale and remuneration as well as
employment relation (Kehoe and Wright, 2013). In this manner, HR department of
corporation facilitates to accomplish all stated rules and regulation so as to ensure ethical
conduct of business in the marketplace. Apart from this, collective bargaining and
consultation related procedures are the right of personnel through which they can get their
issues resolved on right time. In addition to this, HR management of firm shed light on all
related regulations and accordingly personnel at treated in the ITV. Moreover, HR
department need to ensure that training and development facilitates are offered for personnel
along with appropriate working condition. Hence, employment relationship is managed by
taking into account suitable legislation and regulations.
d) Critically evaluating the employee relations and application of HRM practices
There are different HRM practices applied in ITV for better relationship with its
employees. For example, ITV is using collective bargaining, negotiation and consultation
through which management come to know about potential issues which are being faced by
personnel. This proves to be effective to improve the corporate performance and accordingly
large number of buyers is attracted towards the same (Loosemore and Dainty, 2013).
Similarly, collective bargaining as the effective concept is also applied in ITV so that related
to employees can cope up with changing scenario. This in turn firm can effectively meet
expectations of it related stakeholders. Furthermore, corporation also take suggestions from
personnel so that ITV can bring necessary changes at workplace and other related procedures.
CONCLUSION
The aforementioned report concludes that human resources management of firm reflects
its growth and development in the marketplace so that accordingly business can integrate all
related activities and determine upward direction. It can also be said that effective practices
are adopted by corporation to increase the expertise of individual and retain them for longer
time span. Apart from this, workforce retention is derived through implementation of suitable
strategies such as better employment relationship and offering them good working condition.
Moreover, regulatory requirement of human resources department can be considered

effectively for ethical consideration of business and expansion in the marketplace with higher
rate of return. In addition to this, effective recruitment and selection approaches are the key to
success behind firm at international level.

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