Strategic Human Resource Management: A Critical Analysis

The provided content is a collection of academic articles and books related to human resource management (HRM). The publications explore various aspects of HRM, including its relationship with productivity, strategy, and performance. Notable topics include the role of HRM in service contexts, workforce differentiation, and organizational resilience. Additionally, the content includes online resources and an advertisement for a post of an English Lecturer at Woodhill College.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
a) Purpose of workforce planning and role of HR manager ......................................................1
b) Strength and weaknesses of different approaches to recruitment and selection.....................2
c) Assessing the functions of HRM in providing talent and skills appropriate to fulfil business
objectives.....................................................................................................................................2
d) Evaluating the strength and weaknesses of different approaches to recruitment and
selection.......................................................................................................................................3
e) Critically evaluate the strength and weaknesses of different approaches to recruitment and
selection.......................................................................................................................................4
TASK 2............................................................................................................................................4
a) Job advertisement for English Lecturer..................................................................................4
b) Identify suitable platforms to place the advertisements..........................................................5
c) Job specification and person specification for above role......................................................5
d) Rationale for the application of specific HRM practices........................................................6
TASK 3............................................................................................................................................6
a) Difference between training and development.......................................................................6
b) How customer expectations affects Tesco and its training needs ..........................................7
c) Methods of training carried out by Tesco ..............................................................................8
d) Identification of Training needs:.............................................................................................8
e) Benefits for Tesco and the employees in providing a structured training programme: ........9
f) Indication of the extent to which the training has achieved a Return on Investment..............9
g) Types of approaches to flexibility that can be adopted by Tesco to aid its expansion of the
business.....................................................................................................................................10
TASK 4..........................................................................................................................................10
a) Importance for ITV to maintain good employee relations and how it influences their HR
decisions as a result...................................................................................................................10
b) Key elements in the employment legislation and how it influences ITV’s HR decisions. ..11

c) Key aspects of employee relations management and employment legislation that affect
HRM decision-making in ITV..................................................................................................11
d) Evaluation of employee relations and the application of HRM practices in ITV that inform
and influence decision-making in the organisation...................................................................12
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management is the process of managing the human resource in an
organisation. This function has a different department to plan and manage the resources to
improve the employee performance and efficiency. It involves recruiting the right candidate as
well as maintaining the workforce in the company by creating lucrative offers and benefits. It is
also responsible for training and developing the employees for better performance (Armstrong
and Taylor, 2014). Human resource management is a wider process which involves workforce
planning as one of it's main functions.
Woodhill College in the UK has expanded in the recent years and has a need for more
members in the staff. While having more workforce needs it also faces a problem of high staff
turnover. This leads to decrease the efficiency of the institute as well as the students. To reduce
staff turnover and appoint quality staff the college needs to have a proper workforce management
system in the HR department (Boxall and Purcell, 2011). This will enable the institute to fill the
vacant positions with quality members reducing the staff turnover as well.
TASK 1
a) Purpose of workforce planning and role of HR manager
Workforce planning is a process of identifying the organisational needs and selecting the
required size, quality and type of workforce for the organisation. It includes selecting the people
as per experience, knowledge, skills and creativity to have the right people for the right job
(Bratton and Gold, 2012). It focuses on the quality as well as quantity of workforce for planning,
selecting and recruiting the members for the job. It is the most basic function of the human
resource management.
Work force planning is the process of staffing but in a more planned and well defined
way. It includes identifying the staffing needs of all the departments and combine it with the
company objective to have the accurate planning about the workforce. The working of the
employees should also be planned in a way to attain maximum efficiency. Proper workforce
planning can help to determine the estimates for funding and budgeting (Daley, 2012).
Woodhill College need to have a proper workforce planning to have the quality and
efficient members in the staff. The college has a selection panel for recruitment but proper
guidelines have to be provided to them as to select the best candidate according to the college
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requirements, which is possible with the proper workforce planning. The HR manager of the
college has the responsibility to create a workforce plan to attain the objective of the institute.
b) Strength and weaknesses of different approaches to recruitment and selection
Recruitment and selection is the process of identifying and analysing different options
and hiring the best option available. It has different approaches for recruitment and selection for
the best option (Guest, 2011).
Internal sourcing- It is the method of selecting from already recruited employees within
the organisation to fill the vacated position. It can be vertical hiring or horizontal hiring which
includes hiring from within the same hierarchy level from different departments or from lower
level in the same department. It induces loyalty and motivation in the employees. Whereas, it can
also lead to jealously among the team members and create obstructions in smooth functioning.
External sourcing- This is the most basic form of resourcing in an organisation. It
involves the process of selecting the employee from external sources such as advertisements in
newspaper, announcements, online etc. This enables the company to have a newer perspectives
and ideas. This method is also useful when internal sources are available (Jiang and et.al, 2012).
Unlike internal sources this process is costly and time consuming for the firm and involves
longer time to fill the vacant position which leads to decrease in the efficiency level.
Third party sourcing- This method includes a third party to search for the suitable
candidates for the firm in order to save time and workforce involved for this work. The company
outsources the process to a placement agency to find the qualified candidates and the company
has to invest limited time to interview such candidates. This process however is time saving but
the cost involved is high as the agency is paid for searching required workforce.
c) Assessing the functions of HRM in providing talent and skills appropriate to fulfil business
objectives
Human resource management is the key function for any organisation to function in a
proper manner (Wright and McMahan, 2011). It not only searches and recruits the required
workforce it also plans to maintain the workforce while training and developing them for
maximum efficiency. The performs several functions in an organisation, some of them are:
Recruitment- The recruitment function begins with the planning and making strategies
for the workforce. The HR department analyses the needs and requirements of every department
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and align it with the company goals to attain the type of workforce required. It includes the
estimate of demand and availability of workforce. In Woodhill College the HR needs to find the
desired candidates as per the requirements of the institute (Lengnick-Hall, Beck and Lengnick-
Hall, 2011).
Orientation and Training- After recruiting the workforce, this is the first step towards
training the employee to help in adjusting and acquainting in the organisation and with the job
profile. The training function involves guiding the employee about the skills and knowledge
about the job. It includes training and development from time to time when required. Woodhill
College will have to provide guidance and training to the employees in order to make them
acquaint with the pattern and working of the institute (CHUANG and Liao, 2010).
Motivation- The motivation function provides encouragement and stimulus to perform
better in the organisation. It presents the employees with more opportunities to continue through
performance appraisals and personal benefits for the individuals. The HR in Woodhill college
needs to create motivation techniques based on the employees interest and needs. This will help
to reduce staff turnover in the institute.
Employee relations- This function is the most important part as it involves maintaining
the relations with the employees and labours. The HR needs to have an effective communication
the employees in each department to maintain the proper functioning and removing obstructions
due to personal or organisational reasons (Bloom and Van Reenen, 2011). The HR of the College
will have to communicate properly with all departments to analyse the working of the
employees.
d) Evaluating the strength and weaknesses of different approaches to recruitment and selection
Recruitment and selection function involves the process of finding the right resources and
selecting from the pool of qualified and experienced candidates to fulfil the desired job profile in
the company. There are many approaches for recruiting and selecting which provides various
options for the company.
The most widely used approach is of external source which involve selecting the
candidate from outside the organisation. The organisation opens up to a large pool of candidates
increasing the chances to select the accurate person for the job. It provides a newer outlook for
the organisation but it is expensive and time consuming process (Jabbour and et.al, 2013).
Whereas the internal recruitment involves selecting the candidates from the organisation which
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gives the benefit of filling the vacant position with a trusted employee and opportunity to
perform better. This can also create an environment of competition among peers leading to
conflicts.
The HR of Woodhill College needs to select the best source among the various options
available to recruit the candidates with desired quality and skills (Kehoe and Wright, 2013).
Analysing the pros and cons for the options the suitable sources for recruitment needs to be
selected to improve quality and efficiency of the institute.
e) Critically evaluate the strength and weaknesses of different approaches to recruitment and
selection
In an organisation the recruitment and selection decision is the most crucial part. This
process helps to acquire the most suitable employees for the job among the pool of qualified
candidates. The methods used for recruitment in an organisation may depend upon its policies or
working. The sources available for recruitment are such as advertisements, online recruitment,
campus placements, placement agencies, internal recruitment by recommendation and
promotions, etc. (Chiang, Chow and Birtch, 2010).
To opt for the suitable method for recruitment the HR manager has to evaluate the job
profile and company objectives to determine the suitable method. For example, internal
recruitment might be suitable in the case when company needs to appoint immediately or with
proven loyalty and trust for the company. This can also result in conflicts between colleagues
and can be counter productive if the employee does not have the required skills and training. In
these cases, where it is important to have the right knowledge and skills for the job, external
source of recruitment if preferred (Vörösmarty and et.al, 2010).
TASK 2
a) Job advertisement for English Lecturer
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Advertisement for the post of English Lecturer
Vacancy for the post of an English Lecture in Woodhill College
Qualifications : PhD in English Literature
Experience : 2-3 years experience
The candidate is required to have a thorough knowledge of the subject and should be familiar
with the environment of a college and students
Interested candidates are required to submit their resume and cover letter through email
Renee Jameson, HR, [e-mail]
For any queries call Renee on 0800 000 999 between 10 to 5 on working days.

b) Identify suitable platforms to place the advertisements
A large number of options are available for advertising for the companies in today's
market such as print media, televisions, radios and internet. The variety of options available
makes it more confusing for the organisations to choose the best out of the lot. The organisation
has to evaluate the market and internal strengths to identify the suitable advertising platform for
the company and it's products (Ployhart and Moliterno, 2011).
For Wood hill College to place the above designed ad, online media is the best option as
it provides a wider platform for it. As most extensively used digital media it serves as the best
platform to showcase the advertisement. It will have the latest information and candidates can
revert back on the same quickly (Armstrong and Taylor, 2014). It will help to find the best
suitable candidate as internet is used by everyone and can reach a wider scope of applicants.
c) Job specification and person specification for above role
Organisation Woodhill College
Designation English Lecturer
Job Profile Key roles and responsibilities include:
 Having a thorough knowledge of the
subject.
 Familiar with the environment of
college and capable of handling
students.
 Making a teaching pattern as per the
syllabus.
 Should be coordinative and supportive
with staff as well as students.
 Can abide by the rules while
performing duties.
Skills Required Discipline, hard-working, punctual,
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communication and intellectual skills.
Remuneration 25000 pound - 40000 pound, p.m.
Work timings 8 am to 2 pm
Contact Renee Johnson, HR department.
d) Rationale for the application of specific HRM practices
Human resource management is the practice of managing the human resources in the
organisation as well as recruiting the workforce form outside. It includes planning, staffing and
controlling function in the organisation. This function revolves around the management of the
most important assets of the company which as employees (Boxall and Purcell, 2011). It helps
the employees to create a balance between work life for the employees so as to prevent any
fatigue or stress. The next step after recruitment and selection is of training and development of
skills. It can be done to improve the quality of former employees as well as new employees. The
human resource department focuses on increasing the efficiency of the staff through training for
various skills (Bratton and Gold, 2012). This process aims to maximize the productivity of the
employees. HRM is also responsible for the business strategy formulation, re engineering
process and maintaining relations with employees. At macro level it includes workforce planning
in compliance with the laws and regulation regarding the employment and labour laws. In
Woodhill College the human resource practices applied are in order to the attain the objectives of
the institute. Human resource management department of the college should create a plan
according to the objectives as well as in compliance with the laws applied in the region for
employees. The department will have to provide the detailed plan to the employees as well as to
each department in order to have a coordinated and smooth functioning.
TASK 3
a) Difference between training and development
Training and development are linked with each other but it does not mean that they have
same qualities and features. The objective of training is to teach the subordinates about the way
through which they can face any critical situation, which arises during the course of action of the
business operation (CHUANG and Liao, 2010). On the other hand, development revolves around
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the way to develop qualities to perform new jobs for long run these qualities has been developed
by leaders and managers in their subordinates during business process. Some other basic
difference between training and development are as follows:
 In training, people are trained in a way through which qualities to deal with critical
situations could be developed in them. On the other hand development is all about
developing educational qualities. It considers the overall growth of employees which will
help them in long run.
 Training is a short term process which concentrates on short term goals, whereas
development is a long term process because overall growth of any human requires a lot of
time. Development concentrates on the long term goals (Daley, 2012).
 Training is all about facing present situations while concentrating on short term goals. On
the other hand development focuses on the future goals.
 Orientation of training is all about the job which the employees need to perform. But
development is totally career oriented.
b) How customer expectations affects Tesco and its training needs
Training and development both concentrates on a very basic aspect of the business
process. Both training and development considers customers. This is because the customer
satisfaction is one of the most significant objectives for any business entity. Tesco tends to
provide excellent service to its customers (Fee, 2014). It is the key factor for growth of Tesco. If
any entity provides better services to its customers then it will be helpful to achieve
organisational goals. But through this, they can attract those customers which are using the
products of its rival industries. If an organisation develops its brand image then that would be
helpful in achieving both the short term and long term goals. The customers require those
products which provide them with immense satisfaction. Further, they expect fair and honest
deals. As Tesco is a UK based fifth largest retailer in the world, moreover it is multinational
brand also. It has more than 2000 retail stores in UK itself. Further it has its stores in twelve
countries like Ireland, Hungary, Malaysia and Thailand etc. As Tesco has a wide consumer
market which is flourished beyond the boundaries of nation, they have a huge mass of customer
population (Guest, 2011). So it is really important for Tesco to satisfy its customers by providing
them with goods through rendering them best services. Tesco needs to give training to its
employees so that they can make excellent interaction with the customers. Tesco requires good
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leaders and skilful managers who can assist their subordinates to provide better services to their
customers. The goal of Tesco regarding customer satisfaction could be achieved. Further that
would help to achieve its ultimate objective which is profitability of business.
c) Methods of training carried out by Tesco
Training can be given through various methods. Tesco provides training to its employees
which can be categorised in two forms. These are described as below:1. On Job Training includes various methods of training. These are mentioned below :
◦ Shadowing : In this, employees are trained or guided by those persons who are
already engaged in the same job
◦ Coaching: Any member of staff or the manager itself gives them training to develop
them for identifying new solutions (Harzing and Pinnington, 2010).
◦ Mentoring: Any employee or staff member experienced enough in performing those
tasks, acts as a mentor and advice them in completion of their task.
◦ Job Rotation: In this, full responsibilities have been delegated to the trainees that
enable them to achieve target role.
2. Off job training includes various methods like:
◦ Case studies: case studies give theoretical knowledge of the practical situations. It
demonstrates the actual situations which an employee can face during the course o0f
business (Hendry, 2012.).
◦ Role reversal: It can be described as a dramatical presentation of actual situations.
These dramas justify actual situations.
d) Identification of Training needs:
The basic and the foremost reason to provide training to employees is to improve the skill
of employees to perform various operations. This will increase efficiency of workers of
organisation. If training has not given to them then it would lead to a diminishing rate of growth.
But before the training has been given to the employees of Tesco, it needs to identify the
requirement of training. An internal analysis of the cited entity would help the leaders and
management to identify need of training. By SWOT analysis, Tesco can identify internal strength
and weaknesses as well as they can analyze the external opportunities and threats. Because
identification of strength and weaknesses would help Tesco in the areas where it needs to work
like making its strengths more rigid to utilize them for right task further it will help to evaluate
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its weaknesses. So Tesco needs to give training to its employees to overcome its weaknesses
(Huselid and Becker, 2010). In case of external element like opportunities and threats, training
will help workers to exploit those opportunities and to make right decisions and strategies against
market threats.
e) Benefits for Tesco and the employees in providing a structured training programme:
Tesco can achieve all its goals and objectives through structured training programmes.
There are several benefits in providing training in a structured manner (Jackson, Schuler and
Werner, 2011). An entity has two goals first one is customer satisfaction and other is
profitability. Both of them are interlinked with each other. As if the customers are satisfied then
they will get attracted towards the cited entity. It will help them to satisfy needs and
requirements of its existing customers further it can be a source to attract new customers.
Structured training programme has several other benefits, few of them are mentioned below:
1. Structured training provides the way in increasing the growth rate of business.
2. It allows the staff members to commit their job and operations in a professional manner.
3. Structured training programme can help Tesco to increase the efficiency of its employees
so that their efforts will become effective.
4. Further, it increases return on the funds which has been invested by Tesco in various
projects in other words it increases the return on investment (ROI) and its productivity
rate.
f) Indication of the extent to which the training has achieved a Return on Investment
Due to structured training programmes which are provided by Tesco to develop the
process of business. As it enables high growth rate in business further it ensures high return on
investment. As when a firm invests in some project at that time its primary objective is to gain
the maximum return out of it. The net profit of Tesco in the current financial year is 3 billion
pounds, it can be said by analysing the financial statements that Tesco has a earned a quite
reasonable amount as net profit. Tesco is having more than 2000 stores in the UK itself hence it
is clear that Tesco has made a huge investment in its business. It has many hypermarkets and a
number of small Tesco express as well. A detailed analysis of the above mentioned figures and
some other data out of financial statements clearly reflects that Tesco is achieving return on
investment to a great extent (Jiang and et.al, 2012).
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g) Types of approaches to flexibility that can be adopted by Tesco to aid its expansion of the
business
Flexibility is a term which defines the way in which an entity performs in the current
market situation to achieve its predetermined goals and objectives. Expansion of business is a
necessary aspect of business. Without expansion a business cant become successful. Tesco is
multinational brand which has its headquarter at Welwyn Garden City, England, United
Kingdom. It concentrates on expansion because it has more than 2000 outlets at UK itself and it
keeps on expanding its business overseas. It has its outlets in 12 countries of Asia and Europe.
There are two types of approaches that can be followed by Tesco to expand its business. These
are mentioned below :
1. Structural approach : Structural approach deals in alteration of marketing strategies as per
the trend of market (Lengnick-Hall, Beck and Lengnick-Hall, 2011). It means this
approach assist the management of an organisation to develop better and flexible
strategies which can be changed as per the situations of market. By following this
approach Tesco can make numerous alterations in its marketing strategies.
2. Numerical approach : Numerical approach helps an entity to save the cost of labour
which an organisation needs to spend. As this approach assist cited entity to save its
labour cost, through employing accurate number of employees which are required to do a
certain job.
TASK 4
a) Importance for ITV to maintain good employee relations and how it influences their HR
decisions as a result
ITV is an independent television or a British network. It covers the whole United
Kingdom , the Isle of Man and the Channel Islands. ITV has its own importance in maintaining
good employee relationships. ITV has developed its Human Resource Management (HRM) as
HRM interacts directly with employees so HRM needs to have good relation with employees of
ITV . Employees of ITV should consider good human relation because of the following reasons :
 Healthy relation among all the employees will reduce the stress of work. It allows sharing
of work load so employees feel light and they can work out over their task easily and in a
efficient and effective manner (Meredith Belbin, 2011).
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 Motivation is necessary for the completion of work. Good human relation will help in
motivation of employees. If managers and leaders motivate and inspires their
subordinates through their acts then it becomes easy for employees to carry out required
task.
 It reduces conflicts and also removes the confusion out of the mind of employees. When
an entity possesses good human relation in working environment of organisation then
employees can directly and easily interacts with their superiors. Which allows them to
share their conflicts, confusions and other issues regarding task (Human Resource
Management, B.S.B.A. 2016).
b) Key elements in the employment legislation and how it influences ITV’s HR decisions.
Legislations can be classified as laws and regulations which are implemented by
governing bodies. Government of a country has the power to establish any act or to frame any
law or any policy. Further legislation provides protection to the rights of individuals working in a
business environment. There are several laws which are framed for protection of individual
rights. They also frame rules regarding obligations of individuals For example Employment Act
has been framed and implemented by local governing bodies to save the rights of employees.
These acts assist HR to frame their strategies in carrying out their decisions. For example HRM
should frame such decisions which contains such elements which doesn't contradict with these
act. Further these legislation helps them to sustain the rights of employees.
c) Key aspects of employee relations management and employment legislation that affect HRM
decision-making in ITV
Success of business enterprise depends on relations between managers/leaders and their
subordinates. Faith of employees and their loyalty towards cited entity is a key aspect in
achievement of goals and objectives which are predetermined by an entity's management.
Management should manage their employees in a way so that situations of conflicts doesn't
arises. Conflicts and confusions will lead to destruction of business organisation. ITV needs to
concentrate over human relation management as it employs a huge work force for management
of its media network which is flourished not only in UK but also overseas. So it needs to
manage a huge work force. Work force on an entity is the biggest power for it. But it can be
reason of its destruction if they are not managed in a proper way (Human Resources
Management Software. 2017). ITV and its HRM protects the rights of its working force. They
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manage them in a way so that individuals who are working under them can optimize their rights
and also they can successfully cover up their obligations. As legislations are made to protect
human rights. Hence HRM of ITV needs to frame their strategies, rules and norms in accordance
with the legislations.
d) Evaluation of employee relations and the application of HRM practices in ITV that inform
and influence decision-making in the organisation
Its a usual and basic concept that business entities needs to emphasis on practices which
deals in good management (Learn to Manage Workforce Relations with the Human Resource
Management Degree Concentration . 2017). These practices deals with human relation, and
basic objectives of these practices is to ensure motivation and their subsequent performance in
business operations. Good HRM practices in ITV allows them to build good human relationship
in business environment. If human resource manager has good behaviour and human relation
with his subordinates then this would increases the potential of employees.
CONCLUSION
From the above mentioned facts and concepts in report it can be clearly visualize that if
organisations like Woodhill, Tesco and ITV will implement better Human Resource
Management then they can easily achieve the targets which has been predetermined by them.
Further, the report also contains the importance of good human relationship in business
environment and it is accompanied with important aspects of legislation, rules, various acts and
norms which deals in protection of individuals.
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REFERENCES
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Daley, D.M., 2012. Strategic human resource management. Public Personnel Management,
pp.120-125.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal, 21(1), pp.3-13.
Jiang, K and et.al, 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of management
Journal, 55(6), pp.1264-1294.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
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Jabbour, C.J.C and et.al, 2013. Environmental management and operational performance in
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Chiang, F.F., Chow, I.H.S. and Birtch, T.A., 2010. Examining human resource management
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Harzing, A.W. and Pinnington, A. eds., 2010. International human resource management. Sage.
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Huselid, M.A. and Becker, B.E., 2010. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management. Journal of management.
Jackson, S., Schuler, R. and Werner, S., 2011. Managing human resources. Cengage Learning.
Jiang, K., Lepak, D.P., Hu, J. and Baer, J.C., 2012. How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of management Journal.55(6). pp.1264-1294.
14

Lengnick-Hall, C.A., Beck, T.E. and Lengnick-Hall, M.L., 2011. Developing a capacity for
organizational resilience through strategic human resource management. Human Resource
Management Review. 21(3), pp.243-255.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
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