HRM Analysis: Performance, Training, and HR Decision-Making Factors

This report provides a comprehensive overview of Human Resource Management (HRM) practices, focusing on recruitment and selection, employee performance, development and reward, and factors influencing HR decision-making. It begins by examining the purpose of workforce planning and the HR manager's role, highlighting the strengths and weaknesses of internal and external recruitment approaches using Woodhill College as a case study. The report then delves into job advertising and description, followed by an analysis of the differences between training and development, training needs and methods at TESCO, and the importance of an organized approach to training programs. Finally, it assesses the significance of maintaining good employee relations at ITV and the impact of employment legislation on HR decisions, covering equality, data protection, health and safety, and contractual responsibilities. The report uses real-world examples from Woodhill College, TESCO, and ITV to illustrate key HRM concepts and their practical application.

HUMAN RESOURCE MANAGEMENT
1

Table of Contents
INTRODUCTION......................................................................................................................................4
PART 1 RECRUITMENT AND SELECTION.................................................................................................5
TASK 1- KNOWLEDGE.........................................................................................................................5
(A) THE PURPOSE OF WORKFORCE PLANNING AND THE ROLE OF THE HR MANAGER WITH
REGARDS WORKFORCE PLANNING AND RESOURCING FOR WOODHILL COLLEGE.......................5
B) STRENGTH AND WEAKNESSES OF DIFFERENT APPROACHES TO RECRUITMENT AND
SELECTION......................................................................................................................................6
TASK 2.................................................................................................................................................8
(A) JOB ADVERTISEMENT...........................................................................................................8
B) ADVERTISEMENT PLATFORMS...................................................................................................9
C. JOB DESCRIPTION.....................................................................................................................10
PART 2- EMPLOYEE PERFORMANCE, DEVELOPMENT AND REWARD..................................................11
TASK 3...............................................................................................................................................11
(A)DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT.........................................................11
(B) DESCRIPTION OF TRAINING NEEDS AND METHODS OF TRAINING USED BY TESCO..............13
(C) EXPLANATION FOR HAVING AN ORGANIZED APPROACH OF TRAINING AND DEVELOPMENT
PROGRAM....................................................................................................................................15
(D) EVALUATING THE EFFECTIVENESS OF TRAINING AND DEVELOPMENT PRACTICE OFFERED BY
TESCO, IN TERMS OF DELIVERING A RETURN ON INVESTMENT..................................................16
PART-3 FACTORS INFLUENCING HR DECISION MAKING......................................................................18
TASK 4...............................................................................................................................................18
(A) AN ANALYSIS OF THE IMPORTANCE FOR ITV TO MAINTAIN GOOD EMPLOYEE RELATIONS
AND HOW IT INFLUENCES THEIR HR DECISION MAKING AS A RESULT.......................................18
(B) IDENTIFY AND BRIEFLY EXPLAIN THE KEY ELEMENTS OF EMPLOYMENT LEGISLATION AND
HOW THIS INFLUENCES ITV’S HR DECISION MAKING. YOU SHOULD MAKE REFERENCE TO

EQUALITY, DATA PROTECTION, HEALTH AND SAFETY, ALONG WITH CONTRACTUAL
RESPONSIBILITIES.........................................................................................................................20
CONCLUSION........................................................................................................................................21
REFERENCES.........................................................................................................................................22

INTRODUCTION
Every organisation has a specific objective to achieve and to meet its objective there is a need to
plan its workforce requirement. The most important resource of an organisation is people who are
working for it. Every person has different skills, capacity, knowledge and potential measured by
general cognitive ability (GCA). So it creates a need for mixed integer programming that regulates
different staffing decisions to reduce the workforce. To resolve this issue is not an easy task. Hence
the role of an HR manager came into existence to take care of all these issues. The main role of HR
is to strategically manage its people. This assignment explains the role and responsibility of an HR
manager in an organisation to handle their human resource in an effective manner. It includes
recruiting and hiring people, training and development, compensation and benefits and creating a
friendly environment so that they support the organisation to achieve its goal. This assignment
includes the case study of three different sectors which are “Wood Hill College”, “TESCO” and “ITV”.
All these sectors together explain all the complexities of HRM to manage employees and motivate
them to work effectively.

PART 1 RECRUITMENT AND SELECTION
TASK 1- KNOWLEDGE
(A) THE PURPOSE OF WORKFORCE PLANNING AND THE ROLE OF THE
HR MANAGER WITH REGARDS WORKFORCE PLANNING AND
RESOURCING FOR WOODHILL COLLEGE
The role of an HR manager of Wood hill College is to confirm that college has skilled staffs with their
subject matter knowledge and have required experience to achieve their specific objectives both
efficiently and effectively within its defined period.
Workforce planning is very important for an HR manager. Realistic approach and reliable
information getting through a proper planning is a must for any organisation. Each and every
person in the management should be involved and have a contribution at different stage related to
their expertise area. Suitable planning and its implementation should be managed well to ensure
that things are going in the right direction. Monitoring and checking regularly is another important
part of the plan. To make this planning successful, staff should be encouraged to give their personal
feedback. Not only staff but also people at other positions, planners, organisers and sometimes
parents of students can contribute by sharing their views and ideas. Plan and action should be
matched and in line with organisation’s intent (Abdul Amid, et al. 2016).
Training should be a part of workforce planning. Training support people involved in the planning
understand this procedure better. Consultants can guide to understand current workforce, need of
new roles for effective performance.
Teachers should have job satisfaction and can have feedback related to their job to understand
their task better. The environment should be stress-free and friendly so they can share their
problems with HR manager and he gets the solution to their problems. In this way, they are not
compelled to leave their job easily (Alali, et al. 2016).

B) STRENGTH AND WEAKNESSES OF DIFFERENT APPROACHES TO
RECRUITMENT AND SELECTION
There are many approaches to recruit employees.
Internal sourcing
This is the easiest way to get the best candidate for the required position. Teachers who are
interested can directly talk to the HR manager. Since management is already familiar with the
performance. They can take the better decision (Armstrong, et al. 2014).
Strength of internal sourcing
* Internal method of selection is fast and reliable. The college has all the relevant information
related to the person. Sometime Manager changes the job position by selecting internally and
chooses the best person according to his experience and ability.
*It brings trust and loyalty among teachers that they will be getting position according to their
performance and experience. It helps to retain old teachers.
* This is an easy process. No training is needed.
Weakness of this sourcing
*It restricts to get the new talent in the college. Sometimes it makes difficult to get the right
candidate for the right position. It also creates a competition and dissatisfaction in the employees
who did not get the promotion.
*Some posts demands extra qualified person which is not available in the college. External
Selection gives better chance to get experienced person.
* This process vacates other positions which again are a task to be done.
External sourcing
This recruitment is done from the outside and needs to follow a procedure of interview and
selection (Beer, et al. 2015). This process takes a long time and also not very reliable as people may
lie about their ability to the job. This process creates an insecure environment among existing

teachers and makes them feel that there are not given the opportunity to prove their ability for the
required position.
Strengths
*This process is very helpful when college is looking for a teacher who is trained well to use
teaching tools and well acquainted with new teaching styles to make its teaching interesting and
effective.
*Once the teacher is selected, he becomes more dynamic and motivated to work with other
teachers to secure his position in the college.
Weakness
*It is a long process. It takes time to fill the position because of its lengthy process.
* It is more expensive due to interview and advertisement process. Every possible step needs to be
taken to find the best candidate. It needs more searching and advertises externally.
*HRM manager needs to be more conscious and careful to choose the best candidate from a
different range of candidates. It also raises expenses for the college (Brewster and Hegewisch,
2017.).

TASK 2
(A) JOB ADVERTISEMENT
Woodhill College is looking for the best candidate for the position of Assistant Teacher. Interview
for this selection is going to be held by end of this month. Interested candidate is requested to send
their resume to our email Id. You can get all the details related to this position on our official
website.
Qualification: This post needs a Master Degree in any field from the recognized university.
Experience: The candidate should have teaching experience of minimum 2 years.
Role and responsibilities: This role requires supporting teaching staffs in a classroom for the
development and education of students. Candidate needs to demonstrate their skill to create a
happy, safe and secure environment for students. They will have the responsibility to identify
student's problem and resolving their issues with patience.
Application forms can be taken from office or it can be sent to you on request.
If you have any queries regarding this, you can contact the concerned person. The contact number
is available on our website.
Apply at:
Submit your resume at Woodhill.job.uk.co with valid id proofs

B) ADVERTISEMENT PLATFORMS
To get the right candidate for a job, it is very important to choose a right advertisement platform.
1) Newspaper- The most working platform for advertising is a newspaper. The advertisement
should have all the relevant information required for the position. It mostly brings a local
reader which makes the job easy to advertise and find the suitable candidate.
2) Social sites- Companies contact some social sites to get the best candidate through these
websites.
3) TV- Though it is the expensive but effective medium for advertisement because so many
people are connected to this. It gives the video facility which can explain the job better.
4) Radio- This audio advertisement platform is the best way to reach mobile users and to catch the
potential job hunters. It is the very cost effective platform to give a chance to repeat the ads if
needed.
5) Internet- These days it has become a more approachable medium of advertisement. People
spend a long time on the internet. College can pay to different websites for an animated banner
or to use social media tools like Facebook, Google, LinkedIn and Twitter. It is also a cost-
effective medium to reach a large number of people (Christina, et al. 2017).

C. JOB DESCRIPTION
Job description
Job name: Assistant teacher
Venue: Wood hill College, UK
Pay scale: according to the local education authorities
Working hours- 32 to 40 per week (Monday to Friday)
Job specification
Should have excellent communication skills
Should be able to get along with students, teachers and parents nicely
Should have citizenship of UK
Should have Graduate degree from well-recognized university

PART 2- EMPLOYEE PERFORMANCE, DEVELOPMENT AND
REWARD
TASK 3
(A)DIFFERENCE BETWEEN TRAINING AND DEVELOPMENT
TESCO is very concerned with effective training and development programme for employee’s
growth which is needed to retain old employees and clearing the doubts of new employees as well
(Dauda and Akingbade, 2014).
The basic difference between training and development is its duration. Training relates to short-
term activities to improve performance for current responsibilities. Development is a long process
to prepare people to achieve long-term objectives. Training generally has a start and end date
whereas development works more on the personalized area like mentoring or coaching to have
experience in additional job roles. Companies organize both training and development programs to
provide opportunities, for employees' growth and to build their morale and confidence. People get
ready to accept challenges and it takes them on the way to progress resulting in high pay and job
satisfaction.
The basic differences between training and development are:-
*Training is a short-term process. Development is a long-term process.
*Training is planned for both managers and non-managers whereas development is only for
managers (De Becker, 2013).
*Training is related to use application, procedures and product related information but
development includes improving skills in communication, management, business acumen and
overall service related issues.
* Training includes events, orientation training, workshops and seminars when company feel a
need thorough assessment of its employee performance to fill the skill gap. Sometimes employee

himself request for training when given a new task or there is a change in the technology or
process. Changes in objectives also create a need for training to catch up with the new direction.
Development tends to have informal, easy going schedule and according to the personal need of
the employee. Development programmes make people confident to take the responsibility of old
employees when they get retired. Both training and development programmes make its employees
work more effectively and efficiently and learning new things and implement them to solve issues
(Keesing, 2014).