Comprehensive Analysis of HRM Practices at Woodhill College & Tesco

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Woodhill College and Tesco. It covers key areas such as workforce planning, recruitment and selection, training and development, employee performance, and employee relations. The report evaluates the strengths and weaknesses of different recruitment approaches, assesses the effectiveness of training programs at Tesco, and analyzes the importance of employee relations for ITV. Furthermore, it examines the impact of technology on recruitment processes and the influence of employment legislation on HRM decision-making. The analysis includes specific examples and critical evaluations of HRM practices, providing a detailed overview of how HRM functions contribute to achieving business objectives and maintaining a productive and compliant work environment. Desklib provides access to this and other solved assignments to aid students in their studies.

HRM in practice
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Contents
Introduction......................................................................................................................................4
Part 1 - Recruitment and selection...................................................................................................5
Task 1...........................................................................................................................................5
Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College (P1)..................................................5
Explain the strengths and weaknesses of different approaches to recruitment and selection
(P2)..............................................................................................................................................6
Task 2...........................................................................................................................................8
Carry out an investigation into a job role of your choice in the education sector. Find out what
skills and qualifications would be needed for this job role (P7.).................................................8
M1 Assess how the functions of the HRM can provide talent and skills appropriate to fulfil the
business objectives.......................................................................................................................9
M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and
selection.....................................................................................................................................10
M5 Provide a rationale for the selection of your chosen platform considering the impact
technology (e.g. online resources, digital platforms and social networking) will have on
improving the recruitment and selection process......................................................................11
D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment and
selection, supported by specific examples.................................................................................12
Part 2 - Employee performance, development, and reward...........................................................13
Task 3.........................................................................................................................................13
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a.) Explain the differences between training and development (P3).........................................13
b.) Describe how training needs are identified and the methods of training used by Tesco (P3).
...................................................................................................................................................14
c.) Explain the benefits for Tesco and the employees in having a systematic approach to
training and development (P3)...................................................................................................15
Evaluate the effectiveness of Tesco’s training and development practice in terms of delivering
a return on investment (considering productivity and profit). (P4)...........................................16
M3 Explore different methods used by Tesco in terms of developing its employees and
consider the strengths and weaknesses of such practices. Provide specific examples..............18
D2 Critically evaluate Tesco’s HRM practices with regards to training, development,
flexibility, and reward providing specific examples..................................................................19
Part 3 - Factors that influence HR decision making......................................................................20
Task 4.........................................................................................................................................20
Provide an analysis of the importance for ITV to maintain good employee relations and how it
influences their HR decision making as a result. (P5)...............................................................20
Identify the key elements of employee legislation and the impact it has on HRM decision
making. (P6)..............................................................................................................................22
M4 You will have to evaluate the key aspects of employee relations management and
employment legislation that affect HRM decision-making in ITV...........................................23
D3 You will critically evaluate employee relations and the application of HRM practices in
ITV that inform and influence decision-making in the organisation.........................................24
Conclusion.....................................................................................................................................25
References......................................................................................................................................26
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Introduction
Human resource management is done to manage all the human resource available in a particular
organisation or company. In Tesco, a human resource management department is established to
take care of employees working in the organisation. HR management can be useful to increase
the performance of the employees working in the organisation. All the strategic objectives of the
employees are covered in human resource management. The HR manager always manages the
whole human resource by taking care of policies and the system. These management ideas are
introduced for the benefit of the employees working in an organisation. It includes some staff
training to develop the learning ability of the employees regarding the work. The whole
management is done to increase the workforce and its efficiency which is beneficial for
employees and organisation both. The HR manager concerns with all the staff members of the
organisation about organisations changes and business management plan and strategies. This is a
process of making business strategies to be effectively converted into reality by the maximum
efforts of the workers and employees.
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Part 1 - Recruitment and selection
Task 1
Explain the purpose of workforce planning and the role of the HR manager with regards
workforce planning and resourcing for Woodhill College (P1).
The HRM is defined as the function of managing the human resources of the company or an
organisation. This management of human also includes the function of workforce planning that
contributes to the effective performance of the company (Obeidat, 2012). The functions of HRM
in the specific context of workforce planning and hiring of the individual are as follows:
1. Firstly, the HR manager and the employees working in HR department continuously keep
on analysing the demand for workers in various department of the organisation. So that
Woodhill College never face the situation of fewer workers that hurdles the performance.
2. The other purpose of HRM is to maintain a balance between the supply and demand of
the individuals so that neither the college faced the situation of excessive staff or the
situation of less staff than required (Obeidat, 2012).
3. Further for the workforce planning, the HRM department is held responsible for
analysing the future needs so that appropriate criteria of person specification can be
formed. This enables Woodhill College to develop an effective workforce plan so that
effective and efficient employees can be hired that helps the organisation to achieve its
objective more easily.
4. The HRM department of Woodhill College is required to perform the function of
analysing the external environment of the business so that the factors such as changing
technology and law, and increasing competition can be identified (ALDamoe, et. al.,
2012). With the identification of such factor, the workforce will be changed accordingly
in order to recruit highly effective individuals for the college.
5. In the context of providing effective resources to the college, the HRM also serves the
purpose of developing job specification and person specification so that the interviewer
will be cleared with the required skills and knowledge that are to be present within an
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individual. This enhances the quality of workforce planning as the chances of accruing
effective employee will rise.
Explain the strengths and weaknesses of different approaches to recruitment and selection
(P2).
The process of recruitment is defined as the activity of inviting individuals for filing the
application to apply for the vacant job available in the company or an organisation such as
Woodhill College. The selection process is defined as the process that is to be followed for
selecting the required number of individuals as an employee of the company from a large
number of individuals that applied for the vacant job position in the college.
The function of recruitment and selection can be done in a different manner and is mainly
categorised into two types that are external or internal recruitment and selection. The internal
recruitment and selection process is defined when the existing employees are invited to apply for
a specific vacant job post in the college (Okunishi, et. al., 2012). On the other hand, the external
approach of recruitment and selection invites individuals from outside the business organisation
and select one from them to work with the College and to serve the college with the positive
interest (DeVaro & Morita, 2013). Both the approaches have certain advantages and
disadvantages that are to be analysed for the selection of a most appropriate approach to
recruitment. The advantages and disadvantages that are to be analysed are as follows:
Approaches to
recruitment and
selection
Strengths Weaknesses
Internal The internal approach firstly
delivers the trusted and well-
experienced individuals to
Woodhill College that ensures the
efficient performance of the duties
assigned
The requirement of training will
The chances of development
of personal grudges among
the employees and between
the management will increase
because of the negative
perception of employees.
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be eliminated to a great extent that
results in it a cost-effective
technique (Okunishi, et. al., 2012).
The selection of existing
employees does not enable
the College to meet the
objective of introducing
innovation in educational
services as no new employee
is been entered in college.
External The employees are selected by
analysing and interviewing a large
number of applicants so that
innovative and skilled individuals
could be selected for the college
that performs the assigned
operations effectively.
The competitive environment can
be developed within an
organisation to grab the higher
opportunities in the college that
results in increasing standard of
performance and achievement of
college’s objective.
Inviting a large number of
applicants and interview all
for effective selection makes
the process more time and
cost consuming (DeVaro &
Morita, 2013).
The less credibility and trust
over the new individuals do
not allow the college to fulfil
the vacant job position of
managerial level through this
approach.
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Task 2
Carry out an investigation into a job role of your choice in the education sector. Find out
what skills and qualifications would be needed for this job role (P7.)
a) Write a job advertisement for the role.
Job advertisement
The job role is in regards to Teaching at Woodhill college. The subject would be human
resources for which a compatible teacher is required. The eligible candidate can apply for
this job with their updated resume. The only candidate with effective momentum would be
selected for this job.
b) Identify suitable platforms to place the advertisement
The most considerate platform for the job is social media as well as print media. A job
advertisement would be placed in the newspaper so that eligible candidate can apply for the
same without any delay. Other than that, the advertisement would also be placed on the
official website of the college. This would be done in order to accumulate resume of the
considerate candidate on a timely basis.
c) Prepare a job description and person specification for the role.
Job description
Given below is the description of the job in regards to teaching:
 Candidate must possess a qualified degree in human resource management.
 The candidate has to conduct various activities to indulge students in the extra
curriculum.
 A person has to take classes in which human behaviour can effectively be analysed.
Personal specifications
 A person must have effective communication skills.
 Candidate can represent his/her ideas in front of vast audiences.
 A person must have interactive knowledge which can be helpful for the growth of
the students.
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M1 Assess how the functions of the HRM can provide talent and skills appropriate to fulfil
the business objectives.
HR management has the ability to the employees using which they can improve their working
skill and their talent to take the organisation towards achieving goals and objectives. The human
resource management has some function which plays a major role to achieve the business
objectives. This will not be possible without the contribution of the employees. Their talent and
skills are required to grow the business. It includes the training sessions which make the
employees able to give their best to the organisation. The employees provide some innovative
ideas that are required to achieve the objective of Woodhill College that is an innovative way of
studying (Schuler and Jackson, 2014).
Moreover, the HRM function of developing selection criteria enables Woodhill College to select
the most appropriate and skilled individuals out of various applicants available. The effective
selection becomes possible with the help of HRM function and makes the organisation to achieve
its objective of high-performance standard as the employees recruited are highly skilled and
effective.
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M2 Evaluate the strengths and weaknesses of the different approaches to recruitment and
selection.
The different approaches adopted by Woodhill College for recruitment and selection are internal
and external approaches. The strengths and weaknesses of both the approaches have certain
advantages and disadvantages. Like, the external approach offers the strength of innovation but
simultaneously offers the risk of high employee turnover and wastage of money. On the other
hand, the internal approach strengthens the management from the trustworthy employee and high
efficiency but sometimes results in falling efficiency because of the feeling of superiority and
undue advantage of power delegated (Kucherov & Zavyalova, 2012).
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M5 Provide a rationale for the selection of your chosen platform considering the impact
technology (e.g. online resources, digital platforms and social networking) will have on
improving the recruitment and selection process.
Technology has a great impact on business organisations. The organisation consists of a large
amount of data of the organisation and the employees. Some digital components are used to store
all the data of the organisation. It is beneficial to keep all the data and information in a sorted
form. It also includes the personal details of the employee. Digital platforms can be used for the
following purpose:
 Performance evaluation
 Organisational data and information
 Product and service analysis
All these activities can be done by implementing a digital platform to improve the recruitment
and selection process. The digital platform is able to analyze the performance of an employee
which is helpful to select the right employee for the organisation. Digital technology is being
used exponentially for the large business organisation. HR manager can decide which employee
should stay and which employee should leave. All these decisions can be taken with help of
performance evaluation using the digital platform (Holm, 2012).
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D1 Critically evaluate the strengths and weaknesses of different approaches to recruitment
and selection, supported by specific examples.
The recruitment and selection are one of the important functions of an organisation that drives
the performance of the organisation. Woodhill College on adopting internal approach will be
suffered from the probability of conflicting environment as the selection is to do with a limited
number of options available. But no other approach offers more reliability than the internal
approach to fulfil the vacant job position at managerial level.
Similarly, the external approach helps Woodhill College to invite innovation that enables the
college to achieve its objective of increasing standard of performance. But, this approach is time-
consuming and often results in increased turnover that affects the performance of the
organisation (Breaugh, 2012).
Thus the combination of the above two technique is recommended to Woodhill College instead
of depending solely on a single technique or approach.
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Part 2 - Employee performance, development, and reward
Task 3
Introduction
In the following report, firstly the differentiation between the training and development will be
done. The report then discusses the different methods of training adopted by Tesco and the
benefits that were been made of the training and development techniques on Tesco and its
employees.
a.) Explain the differences between training and development (P3)
Training is defined as the process that helps individuals to learn new skills and knowledge and
make them able to perform the work and duties assigned to them in an effective and efficient
manner. Generally, the training is been provided with an expertise in delivering the skills to the
employees that newly joined the company or assigned to the different job role.
Development is the process that helps an individual to develop and enhance the existing skills
and knowledge so that the efficiency of the performance can be enhanced. The development is a
self-process that cannot take place with the help or guidance of others (Surbhi, 2015).
Other than the definition, these two similar terms are widely different from each other on many
terms that are discussed as follows:
Training Development
 Training helps the individual for short
period of time because of changing
process and technology (Surbhi, 2015).
 Development stays with the individual for
a lifetime as the skills and knowledge
once attained can never be vanished.
 The training is mainly provided
considering the present situation and
needs.
 Development always focuses on the
benefits that will be accrued in the future.
 The training requirement keeps on  The development helps to build a good
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changing from job to job. career and helps an individual in every
situation (Surbhi, 2015).
 The training could be provided to many
individuals at one time.
 Development being self-process takes
place on the single individual.
b.) Describe how training needs are identified and the methods of training used by Tesco
(P3).
Tesco being a multinational company and employ individuals irrespective of any discriminatory
factor shows the existence of employees belonging to the different field of expertise, religion,
gender, and nationality. This differentiation among the employees shows a different way of
doing that is to be unified for integrating the efforts of all individuals in one common direction.
This uniformity among the individuals could be developed by providing training to perform the
specific job so that efforts of all individuals can be directed in the same direction. Moreover, the
organisation being large in size and operations are divided into a number of departments that also
consists several teams that are headed by a leader. Because of the stringent hierarchy, it is
required to provide managing and leadership training to the individuals so that new individuals
can come forward to assume the responsibilities (Business case studies, 2017).
Tesco after identifying the need for training, analyse different techniques that could be beneficial
for the employees as well as the company. The search of Tesco ends up with the adoption of on-
on and off-job training technique. Considering the on-job training technique, Tesco hired trainers
so that the employees can be guided and instructed in the workplace while performing the duties
and operations (Business case studies, 2017). The trainers in this technique choose to rotate job
role among the individuals so that one individual can be mastered in a different area of the
specific department.
On the other hand, considering the off-job training technique special programs or session are
organised for different training so that employees can learn the new skills and knowledge taking
a break from work. This technique is mainly used when some theoretical knowledge or
importance of new skills and its usage is to be delivered for activities such as communication and
management.
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c.) Explain the benefits for Tesco and the employees in having a systematic approach to
training and development (P3).
The training and development programs organised by Tesco becomes beneficial for Tesco and its
employees and delivers the advantages as follows:
Benefits to employees of Tesco
 The ability of the employees to perform the work effectively and efficiently get raised that
made the employees deliver high satisfaction to the customers and gain good recognition in
the sight of management.
 The productivity of the employees gets increased that enable them to apply for the higher job
opportunities whenever it will arise.
 Along with the performance of employees, their thinking capacity and decision-making
ability also get enhanced that helps them to deal wisely with the problems and take
appropriate and timely actions (Grohmann & Kauffeld, 2013).
Benefits to Tesco
 The company gets benefitted by building a good reputation in the public as they are highly
satisfied with the services being provided to them by the trained staff.
 With the training and development process, the productivity of the company raises that turns
the company towards more profits (Grohmann & Kauffeld, 2013).
 The company with the trained and skilled employees is giving cut throat competition to
companies serving in the same industry and this all becomes possible with the help of
training process.
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Evaluate the effectiveness of Tesco’s training and development practice in terms of
delivering a return on investment (considering productivity and profit). (P4)
The concept of training and development reflects the delivery of skills and knowledge to the
employees but the organisation follows this concept because of personal benefits. Training and
development process requires a lot of resources that made Tesco invest an amount of revenue
collection in it. Because of investing a sum of money in the training process, Tesco also likes to
get some benefits in return on the investment made. The major benefits the company likes to
seek from any investment made in the business run in increasing productivity and profits of the
business.
With the investment in training, it has been believed by Tesco that the knowledge of employee
will be increased and with the help of increased knowledge and efficiency, the resources could
be utilised appropriately that results in low-cost production and high profits to the company
(Min, et. al., 2013). But, all times the company cannot assume the positive return on the training
and development process sometimes bring a negative return on investment because of some
negative aspects. For the clear understanding of training and development process, its negative
and positive impacts on the productivity and profits of Tesco will be analysed as follows:
The training and development process motivate the employees as they accrue high skills and
knowledge that raise their performance and capabilities. The consideration of company towards
the employees develops the feeling of association among the employees and motivates them to
work with high efforts so that common objectives can be achieved. This high motivation and
efforts of workers in the company’s operations result in efficiency and increased productivity
that was the utmost objective of Tesco behind investing in training process (Min, et. al., 2013).
But, many times, employees after getting efficient, decides to leave the company for acquiring
some high opportunities that result in an increased turnover of the company because of the
training process.
Moreover, with the training, Tesco have the objective to facilitate the decision making so that
appropriate decision can be taken by the employees on time so that risks could be eliminated and
profits of the company can be increased (Popov, 2014). But, sometimes this training technique
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result totally opposite by developing a conflicted environment as every employee starts taking
own decision for showing superiority that vanished the uniformity. This mismanagement and
non-coordination of employees results in falling profitability and productivity of the company
and raises the losses and cost of Tesco.
Conclusion
From the above report, it has been concluded that training and development are widely different
as one focus on a group of individuals and other on a single individual. The report also conveys
that training along with positive impacts delivers negative impacts that depend on the behaviour
of employees and employee relationship with management.
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M3 Explore different methods used by Tesco in terms of developing its employees and
consider the strengths and weaknesses of such practices. Provide specific examples.
The employees of Tesco are getting training to develop their working skills to perform
exponentially. This training are provided using some various methods and techniques which can
develop their learning ability. The whole management of these practices is done by a
management official of the HR department. This is one of the key elements of the HR
management process. There are some following methods used for employee development:
 Training sessions
 Mentoring
 Group discussion
 Real work experience
These methods are beneficial for the employees. There are some strengths and weakness of the
HRM practices. For example, the existing employees will conflict with the newly hired
employees which are one of the most weaknesses of such practices. On the other hand, HRM
practices will give the new employees a chance to learn about work from the existing employees
and seniors (Monks, et. al., 2013).
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D2 Critically evaluate Tesco’s HRM practices with regards to training, development,
flexibility, and reward providing specific examples.
Training and development of the employee of Tesco’s HRM practices can be defined by the
following table given below:
HRM practices Advantage Disadvantage
Training It provides learning ability to
the new employees of the
organisation.
Extra cost
Flexibility A new employee has
innovative ideas according to
the trending technology.
The whole working system
needs to be modified as
changes happen.
Reward providing Rewards will inspire and
motivate the employees to
perform better than before.
It can discourage the other
employees and put a negative
impact on them (Howe,
2017).
Development A new employee can improve
their working skills and
abilities.
Time consumption will affect
the productivity and turnover
of the organisation.
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Part 3 - Factors that influence HR decision making
Task 4
Provide an analysis of the importance for ITV to maintain good employee relations and
how it influences their HR decision making as a result. (P5)
Employee relations always influence the decision making of the HR manager because it is no
easy to take the organisational decisions individually. The HR manager always takes the
feedback from the employees before taking a decision for ITV. Their suggestions and point of
view influence the decision of the HR manager. If the HR manager notices some important factor
in employee’s suggestion then it can change his decision towards the strategies and policies of
ITV (Curran and Quinn, 2012).
Social factors: When a new employee enters in an organisation, the existing employees should
help him in his work. These relationships will provide a comfortable environment for the new
employees. There should not be any kind of inconvenience to the new employees like
discrimination and bad behaviour. This influences the HR manager of ITV to take decision for
employee engagement.
Personal factors: When two employees of an organisation start conflicting with each other then
it affects the disciplinary decision making to the organisation. Their personal factors always
affect the overall decorum of the organisation.
Psychological factors: Psychological factor includes the gender equality, discrimination, rude
behaviour regarding someone’s colour and community-related aspects. These factors influence
the decision making of the HR manager.
Leadership: HR manager has the responsibility to maintain the leadership quality in the
employees. Their integration can lead the organisation to a higher level of success. Sometimes it
influences the decision making of the HR manager due to the conflicts in employee relationship
(Kock, et. al., 2012).
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All these factors always influence the HR manager of the organisation in decision making. It also
affects the employees of an organisation that are a victim of the discrimination. It affects their
confidence in working and discourages them to work in the organisation. The human resource
management department also works towards these activities. If an employee is facing any kind of
inconvenience while working in the organisation then he can complain about it. The HR manager
will solve their issue and concerns on the personal and professional level both.
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Identify the key elements of employee legislation and the impact it has on HRM decision
making. (P6)
Employee legislation is some rules and regulations which are made for the employees of each
and every organisation. Employee legislations provide some rights to the employees of an
organisation which helps them to fight against the negative aspects of a workplace. It includes
various types of employee protection which affects the employees, employers and the
organisations directly. There are some following employee legislations which are given below:
Legislative laws Description
Sex discrimination
act
This employee legislation is made to provide safety to the employees
from sex discrimination. If some of the employee complaints against
someone in the organisation then a proper action will be taken
regarding this. This also influences the decision making of the HR
manager (Johnston, n.d.).
Work health and
safety act
This rule is made to provide health and safety to the employee at the
workplace. If, an employee has some health-related issue so it is the
responsibility of organisation to provide medical services to the
specific employee. All the charges and cost of treatment will be paid
by the organisation and this policy will be designed by the HR
manager of ITV.
Equality Act 2011 This act came into existence so that all the laws for equality can be
comprised of one and states that no individual in an organisation is to
be discriminated on any factor mentioned in this act. This act
influences the decision of HR manager and facilities to design a
recruitment and selection strategy that does not discriminate against
women and assists ITV to hire individuals irrespective of gender
(Legislation.gov.uk, 2017).
Public and bank
holidays act 1972
This legislation provides holidays to the employees on some selected
occasions. On these days the employees should be provided leave
which is essential for all the employees. If ITV fails to follow the rule,
an action will be taken against the company by the legislation of the
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country.
M4 You will have to evaluate the key aspects of employee relations management and
employment legislation that affect HRM decision-making in ITV.
ITV always use the communication method in which they communicate with individual
employees directly. In this method, the employee will be able to express his opinion more
comfortably. ITV is using its intranet service which is also popularly known as Watercooler. It
provides some regular updates regarding the ITV and weekly updates to some of the employees
who are not some active. Some representative organizes various programs to communicate with
the employees. Employees can give their review for the organisation. Their reviews will be
shortlisted and a proper action will be taken regarding their issues and concerns (Smart Church
Management, 2015).
If the employees have some issues with the policies of the organisation then the HR manager will
make some changes to his decision regarding the policy of the organisation. ITV always puts the
major issues of the employees which affect the HR manager taking his decisions towards the
organisation’s success.
23

D3 You will critically evaluate employee relations and the application of HRM practices in
ITV that inform and influence decision-making in the organisation.
HRM practices are used to provide the employees with some additional abilities to work in the
organisation. If the employee of the organisation feels any kind of issue due to some other
employee then ITV officers will tackle this on a personal level. ITV is directly related to the HR
department so it will affect the decision making of the HR manager (Curran and Quinn, 2012).
Advantage:
ITV directly communicate with individual employees which is beneficial to know their exact
review of the organisation. Along with this, ITV provides comfort environment to the employee
so they can express themselves without anyone’s influence.
Disadvantage:
The main disadvantage can be referred as employee confliction. The decisions made by the HR
manager gets changes die to employee relations. Due to these activities, some instant issues
occur which needs to be resolved on higher priority to protect organisational values. The
reputation of the organisation also gets affected if the employee relationships are not strong
(Bhorat, et. al., 2013).
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Conclusion
From the above report, it has been understood that the performance of an organisation directly
depends on the efficiency of its HRM department as it deals with the most important resource of
an organisation that is a Human resource. The HRM for managing the human resources perform
functions such as workforce planning, recruitment and selection, training and development, and
formulation of HRM practices. The recruitment can be majorly done in two ways by every
organisation considering the negative and positive impacts. Similarly, the training and
development that are two different aspects can also be done using different techniques and
models.
Lastly, for managing the human resource, the most required is HRM practices. The HRM
practices can be effectively designed by considering the needs and demands of employees and
for this good employee, the relation is a must. Another thing that is important while forming
HRM practices is the employment legislation for the safe and ethical behaviour of the business.
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