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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