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