HRM Report: Workforce Planning, Recruitment, Training, and Relations

This report provides a comprehensive analysis of Human Resource Management (HRM) practices across three different companies: Woodhill College, TESCO, and ITV. The report begins by defining HRM and its core responsibilities, including workforce planning and the role of an HR manager. Task 1 focuses on a case study of Woodhill College, examining the need for new staff recruitment and evaluating different approaches to selection and recruitment. It delves into the strengths and weaknesses of internal and external recruitment sources. Task 2 illustrates various applications of HRM practices, including job advertisements. Task 3 distinguishes between training and development, identifies training needs and methods, and evaluates the benefits and effectiveness of training programs. Finally, Task 4 explores the significance of maintaining good employee relations and explains key elements of employment legislation. The report aims to provide a thorough understanding of HRM principles and their practical application within different organizational contexts, utilizing case studies to illustrate key concepts. This report is designed to assist students in understanding key HRM concepts and is available on Desklib, a platform offering AI-based study tools and resources.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
INTRODUCTION...........................................................................................................................3
P1 Describe the role HR Manager and purpose of workforce planning.....................................3
P2 Evaluate Strength and weakness of different approaches to selection ad recruitment.........6
TASK 2............................................................................................................................................7
P7 Illustrate the different application of HRM practices............................................................7
TASK 3............................................................................................................................................9
INTRODUCTION ..........................................................................................................................9
P3 (a) Difference between training and development...............................................................10
P3 (b) Identification of training needs and methods of training...............................................10
P3(c) Benefits of systematic approach to training and development for employees and
organisation...............................................................................................................................11
P4 (d) Evaluation of effectiveness of training & development in terms of delivering a return
on investment............................................................................................................................12
TASK 4..........................................................................................................................................12
INTRODUCTION ........................................................................................................................12
P5 (a) Significance of maintaining good employee relation and its impact on HR decision
making.......................................................................................................................................13
P6 Briefly explain the key element of different employment legislation.................................13
REFERENCES.............................................................................................................................15

INTRODUCTION
Human Resource Development can be defined as an art of managing employees in
business enterprise in a structured and systematic way. It refers to the process of developing and
recruiting personnel and make them effective enough so that they can achieve organisational
goals constructively. The main responsibilities of human resource is compromises of three main
area which includes worker compensation and rewards, designing work and staffing. HR Manger
ensures to improve the productivity of their workforce by optimizing the efficiency of its staff
members. It is a “resource” centred process that focuses on building strong employment
relationship between management and workforce. This project covers the HRM activities of
three different companies namely Woodhill College, TESCO and ITV.
TASK 1
Case Study: Woodhill College
Introduction: This case study covers the needs for new staff recruitment in Woodhill
College. Since the college is developing rapidly, an urge for hiring skilled personnel arises.
There is no clear strategy that focuses on managing the current and future needs effectively.
Therefore, the college is required to change its hiring process and explore other recruitment
sources in order to select the best candidates from the pool of applicants.
P1. Purpose of workforce planning and role HR manager in it
HRM is a part of management function that is concerned with recruiting, selecting,
maintaining and motivating workforce in an organisation. Main role of HR manager is to extract
the best out of their employees by providing them proper training and development which
enables them to achieve long term objectives effectively. It is a series of co-ordinated decisions
that HR manager takes for the welfare of both; employees and employer. HR manager performs
different roles in order to strategically manage company's resources and people which are further
discussed as below:
Roles Duties & Responsibilities
As a Business Partner  Creates valuable relationship with its
customers and workforce.

 Hires skilled personnel who achieve
company's objectives effectively.
 Lay down realistic plans and timelines
for the introduction of modified or new
procedure and policies related to HR.
 Identify the need of training and
development.
 Construct succession plan and control
performance management cycle.
 Resolves issues related to the employee
relation.
As a Change Agent  Develop communication plan on
frequent basis that helps in dealing with
clients easily.
 Determine and bridge the gap between
various management practices.
 HR manager is required to involve
themselves in business activities.
 He is perpetually evaluating the
potency of framework which is
concerned with bringing and accepting
change according to the dynamic
situations.
As an Administrative Expert  HR manager needs to comply with
numerous of immigration,
confidentiality, safety, labour laws and
regulation, penalties, risk factor etc.
 HR manager can question their
employees regarding improving the
plans and procedures related with

human resources.
 In order to take the advantage of higher
competitiveness level, HR manager is
required to unlock the time and cost
saving advantages of technology.
 Introduce such job structure and matrix
which is easy and simple to access.
As an Employee Advocate  Monitors and handles the performance
appraisal.
 Follows 360 degree feedback.
 Organises procedure for workforce
where they can ask honest and open
questions.
 Establishes strong employment
relationship.
 Handles grievances related to
employees in a systematic way.
Purpose of Workforce Planning: The main purpose of HR manager is to supply skilled,
competent, knowledgeable and experienced personnel to an organisation who ensure to achieve
their strategic goals and objectives effectively. Since, Woodhill College is developing rapidly, it
generates the need to hire new staff which efficiently attain both long and short term goals.
Woodhill College is required to hire new HR manager who thoroughly looks into the
matter of recruitment and selection process. It is always better for being prepared for the
uncertainty rather than being surprised. Thus, the college is required to forecast the availability
of real demand and supply of talent so that they can hire personnel accordingly. By effective
planning, HR administrator can hire accurate people at right job within a specified time frame.
HR department of Woodhill College can also arrange the training session for panel member
which make it easier for them to select the best candidates from a pool of applicants. Panel
Member of Woodhill College asks repetitive questions from the candidates which limits their

information and knowledge to certain areas. Thus, they are required to prepare strategic action
plan that helps in hiring competent and experienced personnel.
P2 Evaluate Strength and weakness of different approaches to selection and recruitment
Recruitment and Selection can be defined as the process of stimulating people to apply
for job in a particular organisation. It is the core function of HRM that deals in finding skilled
and knowledgeable personnel who can achieve firm's objective effectively and efficiently. With
the help of recruitment, company can maintain the skill set of their manpower in a constructive
way that remains aligned to its future goals and initiatives. Firms are eligible to find suitable
candidate from various sources which are categorised as : Internal and External
Source: Internal and External Sources, 2017
Internal Source of Recruitment & Selection: It has been believed that suitable candidate can
be found within the workplace only. Thus, it means hiring or selecting people who is currently
working in an organisation for different post through promotion, transfer etc.
Advantages Disadvantages
 No error in selection.
 Builds morale and loyal of existing
employees towards the company.
 Eliminates the chance of making Hasty
Decision.
 Discourage and de-motivates the
competent person from outside who has
also applied for the same position.
 Performance of current personnel may
or may not be effective enough to deal
Illustration 1: Different Sources of Recruitment & Selection

 Easy and Reliable Process.
 Supports Self-Development among
workforce
with dynamic environment.
 People with the skills and knowledge of
modern technology did not get the fair
chance of being selected.
 Not suitable for the position which
requires creative and innovative
thinking.
External Source of Recruitment & Selection: In this, firm hire employees from outside who
possess better knowledge.
Advantages Disadvantages
 Fresh talent gets the opportunity.
 Creates healthy competitive
environment.
 Widens the option to select the best
candidate.
 Economical as workers are already
trained.
 Issue of Maladjustment.
 Existing employees might get
demoralised.
 Expensive Process.
 Lack of Co-ordination between new
and existing workforce.
M1 Function of HRM in order to gain talent and skills for business objectives
Human resource management of Woodhill perform mainly three types of functions which
enables them in order to accomplish all goals and targets effectively and in an appropriate
manner as well. The three major functions of HRM are classified as follow: Managerial function: It includes planning, organising, directing and controlling on each
and every activity. Thus, HR manager have to recruit such person whom have better
knowledge which consider as plan and then make a team which lead to work on a
specified target by directing them all goals and targets properly and control all employees
so that they are going to work in an effective manner.
 Operative function: Another major thing which support Woodhill to accomplish all their
goals and targets effectively is operative function of a company. Manager determine that
each and every employee is motivating or not towards their working as well as provide

them suitable remuneration against that. Moreover, skills person have to take wages
according to their skills so that they become more able and motivated towards target
accomplishment.
M2 Strength and weakness of different approaches of recruitment and selection
There are mainly two kind of recruitment and selection approaches are determine which
are in house recruitment and outsourcing recruitment and selection. Both of these techniques
have their own strength and weakness which are define as follow:
In house recruitment
Strength Weakness
A major strength of this approach is that
Woodhill can recruit their employees from
within an organisation which enables them in
making information confidential in nature.
Woodhill have a major weakness about this
approach that chances of conflicts increases as
employees only get shifted from one place to
another.
It is less costly in nature as compared to
outsourcing.
More costly for training as speciality of an
individual get changed.
Outsourcing
Strength Weakness
Woodhill can gain more talented and skilled
person through outsourcing approach of
recruitment and selection.
A major weakness from this method is that it
leads to impacted the confidentiality of a
company.
It also support in gaining fresh talent by
recruiting from outside of an association.
Another major weakness of this approach is
that sometimes talented person do not get
recognise in one meeting.
D1 Critically evaluate strength and weakness of recruitment and selection with specified
example
According to Daley (2012), it get determine that recruitment and selection plays an
effective role in order to gain appropriate person regarding a particular job vacancy. It have
several strength and weakness which need to get analyse in an appropriate manner. Woodhill

college wants appropriate skilled personnel for the HR position so that more and more activities
get managed properly.
As per the view point of..., in house recruitment is helpful and reflect strength to an
association because through this information remain confidential in nature. Woodhill college can
use this approach in order to make their data secure from getting impacted through external
sources. On the other hand, outsourcing have a strength through which business become able to
select such people which have appropriate ability to deal in diverse environment.
TASK 2
P7 Illustrate the different application of HRM practices
A) Job Advertisement for the role
JOB OPPORTUNITY
Woodhill College is looking for competent, knowledgeable and self-motivated candidate to
fill the vacant job position available in Pretoria, South Africa
HR Manager
Required Qualification and Experience
 Master Degree in Human Resource, Business Administration degree with minimum 3
years of knowledge and experience in Human Resource, Quality Management system.
 Minimum experience of 2 years is required.
 He/She must be responsible enough to handle the area of administration, communication
and payroll.
 Proficient in using MS-Word, Excel.
To apply and for details regarding above mentioned position, visit the official
website of Woodhill College. Apply within 10 days prior to the date of advertisement.
B) Woodhill College can choose various channel of advertisement
 Social Networking Sites
 Print Media
 Digital Media
 College Website, Bulletin Boards.
C) Prepare Job Advertisement and Person Specification

Job Description
Organisation Name Woodhill College
Job Designation Human Resource Manager
Location Pretoria, South Africa
Reporting To Higher Authorities (Principal)
Roles and Responsibilities  Hire competent and knowledgeable staff
 Builds Strong Interpersonal Communication
 Provide Soft Skill Training
Working Hours 10:00am to 6:30pm
Salary 8000 Pound per month
Working Facilities College provides flexible working hours, benefits and
compensations to its staff members.
Person Specification
Name: ABC
Contact no.: 56853412
Email: [e-mail]
Qualification:

MBA University 80.00%
Graduation University 85.00%
High education London school 90.00%
Secondary education London school 91.00%
Personalized information
Father's name: XYZ
Mother's name: PQR
Achievements:
 Star Performer of the Month
 Received award in providing excellence service
PART 2
TASK 3
Case Study: TESCO
INTRODUCTION
Training and development is a function related to organisational activity and its main aim
is to enhance job performance of groups and individuals. It covers different kinds of learning
which help employees to learn specific skills and knowledge in order to improve performance.
Effective and efficient training & development of individuals is necessary for growth of TESCO.

P3 (a) Difference between training and development
Training is conduct by an organisation in order to develop skills and knowledge
according to the job requirement. Development provides additional skills to the employees by
which they gain long term learning (Guest., 2011). TESCO used structured approach to provide
training and development to its employees which provides strong base for the continuous growth
of the company. Both the activities emphasize on improving performance, productivity and
knowledge of employees. These both are used together but, there are some differences between
training & development. Some of these are as follows:
Training Development
Training is a process of learning in which the
employees of TESCO get an opportunity to
learn and develop knowledge, skills and
competency according to their job requirement.
Development is the process of education which
is related to the overall growth of the
individual. It provides long term learning to the
employees of TESCO.
Training is job oriented as it administer only
work related learning so that the employees of
TESCO are able to perform their work
effectively.
Development is career oriented as it provides
additional skills to the workforce of TESCO
which helps in the individual growth of the
employees.
The main aim of TESCO behind providing
training is to give employees job related
knowledge.
TESCO provides development in order to
increase their general and conceptual
knowledge.
Training administer short term knowledge to
employees of TESCO.
Development provides long term knowledge to
the employees of TESCO.
The main objective of training is to enhance
work performances of the individuals.
Objective of development is to prepare
individuals for future challenges.
P3 (b) Identification of training needs and methods of training
Training is necessary for all the employees so that they are able to perform their job
effectively. The process of training imparts new skills and knowledge in them and improve
overall performance of an organisation. TESCO needs to conduct necessary training to enable
workforce to fulfil their job roles (Kehoe and Wright., 2013). For this, manager of the company

requires to analyse the needs of training. To decide which type of training employees will need,
manager needs to-
 Look at current level of skills of employees.
 Determine skills gap within the organisation.
 Decide those skills that take business forward.
 Plan appropriate training to bridge the gap.
Managers of TESCO require to prioritise training needs and according to that frame an
appropriate training programme. It is formulated after looking at business objectives and then
implement it to achieve the business objectives. Ask employees for input of training to be
delivered and carry out skills audit. It assists the manager to fill skills gap.
Methods of training:
Training is concerned with improving performance of employees as well as provide them
opportunities for development and growth. There are two methods of training by which they can
improve their skills and knowledge.
1. On-the-job training: It is the common method which allows individuals of TESCO to learn by
performing a particular task or job in real. They learn by managers or peers performing task and
trying to copy their behaviour. It is provided through coaching, job rotation, mentoring etc. This
type of training is provided on the same place where employee work.
2. Off-the-job training: This type of training is provided for the development of individuals
away from the job field. It can be provided through lectures, business game, role play,
stimulation, conferences etc. Study material is provided to the employees of TESCO which they
can directly apply to the job.
P3(c) Benefits of systematic approach to training and development for employees and
organisation
Training and development is the important part of business which contributes in the
growth and sustainability of the firm. The systematic approach of training & development used
by TESCO administers a strong foundation for its constant growth. The firm has flexible and
structured approach, which adapts to employee needs (Knowles and et. al., 2014). It develops
potential and desire in the employees to do different or bigger role to to take participation in
training in order to develop their skills and leadership ability. Training provides the ability to
individuals to perform their tasks efficiently and accomplish goals and objectives of TESCO.

Systematic approach is a kind of formal training framed to ensure that it initiate and
complete with the needs of the firm. It equips employees with knowledge and skills to pursue
firm's interest with efficient job performance. Training provides better understanding to the
employees regarding their roles and responsibilities in the job. It creates a sense of motivation
among them which results in efficient working working of employees that leads the firm towards
high profitability and productivity in a cost effective manner. Appropriate training assists in
attaining the set targets of TESCO in effective and efficient manner.
P4 (d) Evaluation of effectiveness of training & development in terms of delivering a return on
investment
Training and development is a cost consuming process. Organisation invests high amount
in providing it to the employees so that they are able to perform their job with high efficiency
and effectiveness that ultimately contributes in increasing the profitability and productivity of the
firm. Training and development provided by TESCO to its employees assists in the expansion of
its business. It helps employees in delivering high quality services to the customers in order to
meet the objectives of TESCO. Training provides learning to employees which increase their
potential and competency to perform their duty. Efficient and effective training assists in
increasing the productivity and profitability which leads the company towards sustainable
growth and success. It helps the firm in acquiring new and retaining old customers through
which TESCO can able to expand its business in the competitive market.
M3 Different methods used by TESCO and evaluating strength and weakness of practices
One of a major method through which TESCO can support their employees regarding
development is training. It is a only and beneficial method from which management can promote
growth to their employees. Training are of two types on which TESCO managers can make a
keen focus by evaluating strength and weakness of both: On the job training: A major strength of this training is that employees do not need to go
some where else for their training and development. This enables in motivating
employees and saves time as well of their working. Job rotation, monitoring are several
types of on the job training method. Weakness of this approach is that job rotation lead to
create disputes between employees that sometime some people take lot of time in mixing
up with others. This lead to create conflicts between each other.

 Off the job training: Another practice which can be use by TESCO for their employees is
off the job training method through lectures etc. This is costly in nature which is a major
weakness but support in enhancing knowledge work as key essential of this approach.
D2 Critically evaluate HRM practices regarding with HRM training and development, flexibility
and reward system
According to....HRM practices and function need to perform properly in nature so that
chances of success get rises. Human resource manager of TESCO have to provide appropriate
and suitable training to each and every employee of a company. It is essential for them to get
develop and grow in an appropriate manner. This support business to accomplish all objectives
and targets in an effective manner. Along with this, TESCO management is also flexible in
nature where employees are free to work and provide appropriate rewards as well through which
employees get motivated.
PART 3
TASK 4
Case Study : ITV
INTRODUCTION
Good relationship between employer and employee helps in increasing the productivity
and profitability of the firm. It helps in maintaining healthy environment at workplace and
avoiding conflicts that takes place within an organisation (Holton and Swanson., 2014). ITV use
different methods in order to engage with individuals for its success.
P5 (a) Significance of maintaining good employee relation and its impact on HR decision
making
It is the primary requirement of an organisation to maintain good employee relation as it
contributes in the success of the firm. For human satisfaction and high productivity, the relation
between employer and employee should be strong. Healthy relations helps in avoiding conflicts
and resolving issues that takes place in the firm. ITV use different methods such as collective
bargaining, direct engagement with workforce and consultation with elected individual
representatives in order to maintain good employee relation. Engagement with employees is
crucial for the success of the firm. ITV also uses various techniques such as intranet, 60 second
update, briefing meetings etc. to make direct communication with the individuals. Efficiency of

process is monitored by employee opinion surveys (Lengnick-Hall., 2011). Strong employee
relation rely on safe and healthy work surrounding, 100 % commitment and engagement of
employees, effective communication system and incentives for motivation in an organisation.
Good employee relationship leads to more motivated, efficient and productive workforce
which assists in increasing the sales and revenues of ITV. It is necessary for an organisation to
strengthen employee relation so that healthy environment is remain maintained at work place.
Strong relationship between employer and employee helps in increasing productivity of the firm
and gaining competitive advantage from the market. It increases coordination among all the
employees and work together to achieve the common purpose.
Human resource management plays an important role in binding individuals together and
professionals takes care of all the activities that plays vital role in employee engagement into
something productive which provides them opportunity to interact with each other. Good
employee relation influence human resource decision making. If the relation between employer
and employee are good, they share their thoughts and views freely with each other and take
active participation in the activities of an organisation. Their views helps the managers of ITV in
making effective decisions that leads the organisation towards growth and success.
M4 Key aspects of employee relation management and employee legislation
Employee relationship is a major thing in every business which play an effective role for
business association to accomplish all goals and targets effectively. Several key aspects of
employee relations are define as follow:
 It enables business to reduce employee turnover and absence
 Reduce in actions which taken by business from employees
 It also support in enhancing productivity and morale of employees
ITV have to make appropriate relationship with their employees so that effective decision
making process would be carried down. It enables in maximise the organisation productivity and
reduce conflicts between employer and employee as well. This support them to maximise results
and suitable outcomes for the project. Along with this, there are several legislation are also
formed by government whom have to take in account by managers of a company which made a
vast impact on HRM decision making:

 HR manager have to underpin the equality act in mind while they are taking any decision
regarding business. This equality in an association lead to maximise productivity of
business as well as a nature of ethical working could promoted
 Another major thing which have to take in account while taking decision regarding
business is health and safety. This act ensures and maintain a feeling of motivation in
employees of a company.
P6 Briefly explain the key element of different employment legislation
 Equality: ITV treats their employees fairly and equally regardless of gender, religion,
age etc. It ensures equal contribution of each and every personnel(Manroop and
Ezzedeen., 2014). ITV focuses on creating strong employee engagement by providing
them fair wages for the work done by them. ITV is engaging their staff in collective
consultations and provide effective feedback to whole workforce so that they can work
on those areas where they lack. ITV also assure to respect the interest of their staff
members. They also focuses on direct engagement with individual.
 Health and Safety Measures: ITV is required to make plans and policies that deals with
the interest of employee welfare. HR Manager need to make policies which is effective
enough to solve the conflict and grievances of workforce (Meredith Belbin., 2011). ITV
is having its own communication channel through which they can interact with their
employees. It is having its own “Intranet” known as Watercooler.
 Data Protection: Under this, employee's are obliged to protect the data of ITV. They are
not liable to share the confidential information with unauthorised user. For securing
personnel agreement, on new work practices ITV is using collective bargaining method.
 Communication: ITV is running its own direct communication method through which
they can communicate with its entire workforce. It is important to keep your personnel
updated. They are their own “Intranet” popularly known as “Watercooler” which
provides daily information or new that affects the operation of ITV respectively to its
workforce. And it also provide 60 Second update monthly programme which generally
covers about briefing meetings, individual
development reviews and workshops.

 Dismissal: Under this, ITV terminates those employees who are not effective enough to
complete their specified goal or target (Werner and DeSimone., 2011). Dismissal may be
voluntary or involuntary.
M5 Rationale for the selection of chosen platform by considering technology
Use of new technology is a helpful measure through which HR manager of a company
can reach wide range of people. Technology provides an platform from where business have an
ability to recruit and select only such people in an association whom have better and effective
knowledge as well as suited skill for the vacant job place. This enables them in fulfil all
objectives of a company in an appropriate manner so that chances of success get increase and
every goal and target accomplish in an appropriate manner as well.
CONCLUSION
As per the above report, it can be concluded that human resource is that part of
management that deals in effectively managing the whole workforce so that they can achieve
organisational goal both long and short term in a structured way. They are require to hire best
candidate on right job that matches with the abilities and knowledge they possess within a
specified time period. The main role of HR Manager is to extract best out of their employees by
providing them adequate training and development which enables them to achieve long term
objective effectively. HR Department of every business enterprise is designed in such a way that
leads to maximize the overall productivity of entire workforce in service of manager strategic
goals and objective.

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Human Resource Management. 2017 [Online]. Available through:
<https://www.coursera.org/specializations/human-resource-management>.