HRM Report: Recruitment, Training, and Employee Relations at Woodhill

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on Woodhill College. It begins by exploring the purpose and functions of HRM in workforce planning, including staffing, training and development, employee relations, and employee maintenance. The report then delves into the strengths and weaknesses of different recruitment and selection approaches, such as recruitment agencies and online recruitment. The analysis extends to how HRM functions provide talent and skills to fulfill business objectives, followed by an evaluation of the strengths and weaknesses of various recruitment and selection methods. The report includes a sample job advertisement and discusses suitable platforms for placement. It also covers the differences between training and development, methods of identifying training needs, and the benefits of a systematic approach to training, along with an assessment of the effectiveness of training and development practices. The importance of maintaining good employee relations and the impact of employment legislation on HR decision-making are also examined. The report concludes with an overview of HRM practices and their impact on employee relations, along with the influence of technology on these practices.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
a) Purpose and function of HRM in workforce planning. .....................................................1
b) Strength and weaknesses of different approaches to recruitment and selection................2
M1 How the functions of HRM provide talent and skills in appropriate to fulfil business
objectives................................................................................................................................4
M2 Strength and weaknesses of the different recruitment and selection approaches............5
D.1 Strength and weakness ....................................................................................................5
...............................................................................................................................................5
TASK 2............................................................................................................................................5
a) Job advertisement for a role ..............................................................................................5
b) Identify suitable platforms to place the advertisement ....................................................5
c) Job description and person specification ...........................................................................6
TASK 3............................................................................................................................................7
a) Difference between training and development ..................................................................7
b) Ways to identify training needs and methods of training used by Tesco ..........................7
c) Benefits of systematic approach to training ......................................................................7
d) Effectiveness of Tesco’s training and development practice in terms of delivering the return
on investment. ........................................................................................................................8
M3 Methods of development in Tesco...................................................................................9
D.2 HRM practices ................................................................................................................9
TASK 4............................................................................................................................................9
a) Importance of maintaining good employee relations and its impact on HR decision making
skill.........................................................................................................................................9
b) Key element of employment legislation and their impact on HR decision making. .......10
M4 Evaluate key aspect of employee relations management and employment legislation that
affect to HRM decision making...........................................................................................11
M.5 Impact of technology....................................................................................................12
D.3 Employee relation .........................................................................................................12
CONCLUSION..............................................................................................................................12

REFERENCES..............................................................................................................................13

INTRODUCTION
In current time, Human Resource Management (HRM) has become the pillar of strength
for organisation that not only help them in retaining valuable employees to the firm but also
assist them in enhancing their efficiency (Abdelhak, Grostick and Hanken, 2014). HRM of the
firm hire employees with great potential and train them so that they can contribute in the success
of the firm. The main aim of the firm is to utilise optimum use of the skills and help them in
maximising their productivity. Human resource is known for adding the value in the firm by
aligning the strategic movement of the employees with the success of the firm. The report will
discuss three important aspects of HRM in different situations. Firstly, role of HRM in the
selection and recruitment will be discussed in detail. Other than this, the project will also analyse
how HRM help in enhancing the performance and development of employee. Along with this,
employee relation is also mentioned as on the important role of HR manager.
TASK 1
a) Purpose and function of HRM in workforce planning.
Workforce planning is a process where organisation ensures that they select right people
with skill and number get selected for right place at right time so that they can help the firm in
achieving its short and long-term objectives (Armstrong and Taylor, 2014).
HRM plays an important role in workforce planning and it is a strategic approach that
assists firm in hiring skilled employees who have great potential of development. They not only
assist in hiring potential employee but also help the firm in motivation them and utilising their
skill so that organisational objectives of the firm can be achieved. Role of HR manager regarding
the workforce planning are mentioned below:
Staffing
One of the most important function of HRM regarding workforce planning is staffing. In
current time, Woodhill college is suffering from high turnover and there are many vacancies
which are needed to be fulfilled so that college can work efficiently. Through staffing, the HR
manager will be easily able to meet these objectives. Looking at the ineffectiveness of single
recruitment process, HR manager of Woodhill can adopt both internal and external strategies in
order to fill the gap that is left because of high turnover (Bennett, and et.al., 2015). This will also
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help them in gaining loyal and skilled workforce in working. By hiring skilled teachers, the
college will be able to provide their students with better quality of services.
Training and development
It is another role that HRM play in the workforce planning. The main purpose of this
training and development is to ensure that employees understand their roles and responsibilities
and also to enhance their skills. This assist them in carrying out their roles effectively. By
providing them with proper training and development, the team can improve the productivity
and profitability of the organisation that help them in long run. This will also help Woodhill
college in earning the trust of employees and reducing employee turnover.
Employee relation
This is another important role that is played by HR manager. He is responsible to
maintain the relationship of employee with the firm. Furthermore, the manager is responsible to
reduce the conflicts between management and employees and creating healthy working
environment. Woodhill can try to make sure that needs and requirement of the staff member are
fulfilled so that they can remain satisfied and loyal to the college (Brewster and et.al., 2016).
This will also reduce the employee turnover and increase their involvement in the various
activities of college.
Employee maintenance
In current time when competition is too high, people prefer to select those places that
provide them with extra benefits. In this condition, it’s very difficult to retain valuable
employees at workplace for longer time. Woodhill college is also suffering from the same
problem and at this time, it is necessary for the firm to attain the loyalty of their employees. HR
manager is responsible for that one of its important role is to retain skilled employees toward the
firm so that they can utilise their skills to its maximum level (Certo and Certo, 2013). This also
provide them with competitive advantage. Maintenance of employee also helps in reducing
turnover and it also provides firm with effective control over recruitment cost.
b) Strength and weaknesses of different approaches to recruitment and selection.
Recruitment and selection is one of the most important function of HRM. They are
responsible to hire skilled employees who can fit in the job requirement and have high potential
of success. There are various ways through which HR manager can hire employees such as
internal hiring and external recruitment. In internal recruitment, the firm select the candidates
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from within the organisation in order to fulfil the vacant post. One of the biggest benefit of
internal recruitment is that the candidate is already aware about the working of the style of the
organisation and don't require extra guidance or training. Job rotation, promotion, etc. are
various methods through which internal recruitment works (Disch, 2016). In external
recruitment, the business entity provides the chance to all the candidates from the external
environment to apply for the job. The main reason of the external recruitment is to bring new
talent in the firm who can bring innovation with them. Recruitment agencies, online hiring
recruitment agencies etc. are various methods of external recruitment. Some recruitment
approaches are as following:
Recruitment Agencies
This is one of the known approach of recruitment and selection. In order to select well
skilled employees, Woodhill can seek help from these agencies. They are private firms that help
other organisation by providing them with skilled labour on temporary or permanent basis.
Strength
 The response is very fast and the firm can recruit skilled employee at fast rate.
 If a firm seek the help from these agencies, they are assured that only eligible employees
get selected.
 It also helps in keeping the confidentiality of the firm, the current situation of Woodhill
will not be exposed to public and they will be still able to hire good employees for
particular post (Greene, Brush and Brown, 2015). IT also reduces unnecessary administration process that extend the time of hiring a
potential employee.
Weaknesses
 Taking assistance of recruitment agency is quite costly as the firm has to pay extra cost to
this agency which increase the overall operational cost.
 This agency instead of providing the best candidate, send number of the person for the
interview that consumes too much time of HR manager.
 Eligible candidates prefer to contact with the firm directly instead of going through some
external agencies.
Online recruitment
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Woodhill college has its own official websites where they regularly update for the vacant
job in the firm. A capable employee can apply for the job through this and can upload their
resume on the websites. The HR manager, scrutinize all the applicable candidates and call the
right candidate for the interview.
Strength
 With the help of online recruitment, Woodhill can get resume of skilled employees who
have all the necessary qualification required for the particular post. It helps the HR
manager in selecting the right person through this (Hanks, 2015).
 It helps in streamlining administration and also speed-up whole process. The method is cost effective and also saves time as the candidate apply by their own on
the company websites.
Weaknesses
 It is time consuming as the number of inappropriate employees are very large. It becomes
quite difficult for HR manager to select the right candidates.
 The basis of selection is based on the resume that is sent by the person, there is high
chances that manager may have skipped some good skilled employees.
 In online recruitment, the chances of technical error are high which can affect the whole
recruitment process and will also look negative on the image of the firm.
M1 How the functions of HRM provide talent and skills in appropriate to fulfil business
objectives
In order to accomplish desired results at workplace, HR play different functions that
assists to play different roles to formulate the strategies. In this way, recruitment and selection is
the main strategies that overseeing the projects to promote productivity of the Wood Hill college.
They are promotes wide productivity to attain objectives. Training and development is the main
function which implemented to create strength and quality of the work performance. In addition
to this, employee acquisition is also effective element that create responsible to hire and
developing workers. With the help of staffing objectives, human resource managers can
concerned to ensure business getting properly staff.
M2 Strength and weaknesses of the different recruitment and selection approaches
In the human resource department, recruitment consist through internal method.
Therefore, the company has advantage to implement less cost to operate effective results. In
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addition to this, Wood Hill college will also maintain trust on existing people easily. However,
the main disadvantage of this is that the company unable to get fresh candidates and new skilled
candidates.
In addition to this, in the selection of the candidates also considered through external
selection. Therefore, the company has advantages to implement skilled and qualified candidates
in the business. In this way, new skills and knowledge will be develops among the members.
However, it also consists disadvantage of high cost and unknown towards that person.
D.1 Strength and weakness
In addition to this, Wood Hill college will also maintain trust on existing people easily. It to be
focus on increase the level of performance and maintained the growth rate in organisation. The
method is cost effective and also saves time as the candidate apply by their own on the company
websites. There is high chances that manager may have skipped some good skilled employees.
TASK 2
a) Job advertisement for a role
WOOD HILL COLLEGE
Teacher required for
Chemistry, History and Maths
Education: At least Master degree in required subjects
Experience: Minimum 2 years’ experience of teaching college students.
For applying, please refer our official site:
For any query and help contact:
b) Identify suitable platforms to place the advertisement
The firm can select both online and offline platform to place their advertisement; they
can use various newspaper and magazines to advertise their job. They can also use online
platform; Woodhill college can update their official sites to make people aware about the job
vacancies. Other than this, it can also use other sites like LinkedIn in order to attract more
potential candidates towards the firm (Harrison, 2014). Selecting both the methods will help the
firm in gaining more attention and attracting skilled employees towards the firm.
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c) Job description and person specification
Job description
WOODHILL COLLEGE
Job title: Teacher
Report to: Principal of College
Work days: Monday to Friday
Work hours: 8:30 AM TO 5:30 PM
Position: Teacher for the undergraduate students, require planning and implementing learning
experience that help in the advancement of intellectual development of the child. Encourage the
involvement of the family in the various program and development.
Roles and responsibilities:
 Interact and teach children
 Assess the children performance
 Curriculum preparation
 Communication with parents.
JOB SPECIFICATION
WOODHILL COLLEGE
Required teacher
Qualification: At least Master in required subject.
Experience: Minimum two years’ experience of working at college.
Qualities:
 Good knowledge of subject
 Good communication skill
 Involvement of children
 Interpersonal skill.
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TASK 3
a) Difference between training and development
Employee training and development are important part of the HRM. Training is a program that is
organised by Tesco in order to develop the skill and knowledge in the employee so that they can
carry out their work efficiently according to their job requirement. In training, employees are
taught critical skills so that participants can carry out their job efficiently. The main goal of
training is to improve the performance of employee in the short term. Development activities on
the other hand, prepare people so that they not only carry out their activities but can also prepare
themselves for additional job roles for the long term. Development work as a self-assessment
act, where the workforce of the firm gets the chance to learn and grow (Heckhausen, Wrosch and
Schulz, 2015). It is an educational process that focus more on the growth and maturity of
managerial personnel. Training mostly consists of group events such as workshop, classes or
seminars. Development is more individualised and personalised experience such as job rotation,
coaching, mentoring etc.
b) Ways to identify training needs and methods of training used by Tesco
In order to identify the training needs of the employees. It is necessary for the firm to
look at the current skills of the staff and try to identify the gaps in their skills which is hindrance
to their performance. There are many ways through which firm can identify this gap; they can
take the help of feedback and can ask the leader of each team to evaluate the performance of
employee. This will help them in identifying the workers who lack the skill and required proper
training. After identifying the gap in skills, it’s necessary to identify which new skill can help the
business in its growth. On the basis of this, the firm can arrange proper training so that gaps can
be reduced (Kersiene and Savaneviciene, 2015). Tesco has adopted both on the job training and
off the job training but the firm relies more on On-the-job training in order to provide their staff
with necessary guidance. On the job training method includes shadowing, coaching, mentoring
etc.
c) Benefits of systematic approach to training
Systematic approach of training is formal training that is designed while keeping the
needs of company in mind. The main aim of this approach is to provide an individual with
enough skill and knowledge that he can perform well so that company interest can be met.
Benefit for employer
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 Through training, firm gets high revenue. Training helps in enhancing the production
capacity and efficiency level of worker and they perform well and helps in increasing the
profitability of the firm.
 By providing the employee a chance of development, they are able to earn their trust. It
also helps them in retaining valuable employee towards the firm. It also helps in
maintaining good relationship with the staff (Mondy and Martocchio, 2016).
Benefits for employee
 With the help of training and development, an individual can enhance their skills and
confidence which will help them in their professional career.
 It also helps them in maintaining proper balance between personal and professional life
and increasing their efficiency.
d) Effectiveness of Tesco’s training and development practice in terms of delivering the return
on investment.
As we have already discussed, training and development is indispensable part of HRM.
These both activities play major role in increasing and improving the performance and
productivity of the employees that help firm in attaining the profitability. Skilled worker is asset
to the firm that help them in enhancing their productivity and profitability. The training and
development program of Tesco help the workers in improving their skills and knowledge so that
they can perform well. These skilled workers not only put their hard work but also their
innovative idea in order to perform their duty well. This uniqueness help organisation in gaining
the competitive advantage in the market. This also help Tesco in completing their work within
the stipulated time (Peppard and Ward, 2016). Training and development program also increases
the productivity of the firm as the employees perform their duties well which decrease the
chances of error. With the help of training programs, the HR manager ensure that each staff
understand its duty properly and can carry its responsibilities properly. With the help of this,
staff member can deal with customer in more proper way and can provide them with pleasant
experience that will increase their customer satisfaction. It also helps them in making them loyal
towards the brand so that they can visit their stores more frequently. This all leads to more
profitability towards the firm.
In addition to this, training program allows in removing any type of weak links that may
have adverse effect on the performance of the firm. Providing staff with necessary training make
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them competent enough to take over the job off other if needed, so that it does not affect the
productivity and profitability of the firm. This also help them in working individually or in team
without any supervision. The structured training and development program makes sure that
employees have consistent experience and background knowledge. It is basically related to the
company's basic policies and procedure (Reiche, Mendenhall and Stahl, 2016). All employees
are required to be aware of expectation and procedure within the company such as
discrimination, safety etc. In case any employee is found indulge in this activity, this will have
negative effect on the brand image of the firm that can lead to drop in sales and loss. Training
makes sure that this type of behaviour is not accepted in the firm and strict action will be taken.
It also helps in gaining employee satisfaction and retaining valuable employees toward the firm.
It helps in saving the money which is wasted during hiring process and providing them with
basic training.
M3 Methods of development in Tesco
In Tesco there are different methods exist that can be used to develop their employee
performance. In this aspect, the company can use descriptive method in which they need to focus
on employees sense. Hence, they can use clarity method to provide detail about the work.
Another method, which can used by the company is comparison of different people so that they
can provide details about the needs of each person. For example, a sales person has no effective
quality to communicate with customers. Therefore, the company need to appoint mentor to
provide them details about the sales person roles.
D.2 HRM practices
Human resource practices is help to increase the level of performance and maintained the
growth rate in market. The training and development program of Tesco help the workers in
improving their skills and knowledge so that they can perform well. These skilled workers not
only put their hard work but also their innovative idea in order to perform their duty well.
TASK 4
a) Importance of maintaining good employee relations and its impact on HR decision making
skill.
Employee relation has become important part of today's time. Strong relationship with
workforce help them in sustaining in this competitive environment. By maintaining good
relationship with their employees, ITV can ensure the loyalty of employees towards the firm. In
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