HRM Report: Analysis of Recruitment, Training, and Employment

This report is a comprehensive analysis of Human Resource Management (HRM) practices, divided into three parts. Part 1 focuses on the recruitment and selection process, including workforce planning, different recruitment approaches, and the role of an HR manager at Woodhill College. It also includes a job advertisement and specifications for a lecturer position. Part 2 delves into employee performance, development, and reward, examining training versus development, the impact of customer expectations on training at Tesco, and various training methods. The report also addresses how training needs are identified and the return on investment from training. Part 3 explores employment relationships, analyzing the importance of good employee relations for ITV and the key elements of employment legislation. The report provides valuable insights into various HRM aspects and their practical applications.

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REPORT ON HUMAN RESOURCE MANAGEMENT

Executive Summary
Human Resource Management includes a number of objectives in order to specify its practices
and purposes to the readers and various business organizations. This report study has been
divided into 3 parts. Part 1 is recruitment and selection process, where the researchers have been
included every procedure and process of recruiting and selecting candidates for the management.
In part 2, there is task 3. In this task, training and development and its strengths, benefits are
highly discussed by the researchers and analysts. At the end of this report study, part 3 is
included. In part 3, there is task 4 included and in this task employee relationship and its benefits
and influence upon HR decisions and also the legislation of employment relationship are highly
engaged and defined significantly.
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Table of Contents
Introduction......................................................................................................................................4
Part 1 Recruitment and Selection....................................................................................................4
Task 1 Knowledge...........................................................................................................................4
a) Explaining the purpose of workforce planning and HR manager’s role for Woodhill College. .4
b) Explaining the strengths and weaknesses of different approaches to recruitment and selection 5
c) Assessing the functions of the HRM that provide talent and skills.............................................6
Task 2 Application...........................................................................................................................7
a) A job advertisement for the chosen role......................................................................................7
b) Identifying suitable platforms to place the advertisement...........................................................8
c) Preparing a job specification and person specification for the role.............................................9
Part 2- Employee performance, development and reward.............................................................10
Task 3.............................................................................................................................................10
a) Explaining the difference between training and development..................................................10
b) Explaining how changes in customer expectations have affected Tesco and its training to
staffs...............................................................................................................................................10
c) List of training methods that are carried out by Tesco..............................................................11
d) Describing how training needs are identified............................................................................11
f) Indicating the extent to which training has achieved a Return on Investment..........................12
g) Suggesting the types of approaches to flexibility that can be adopted by Tesco......................13
Part 3 Employment relationship....................................................................................................14
Task 4.............................................................................................................................................14
a) Providing an analysis on ITV’s importance to maintain good employee relations and how it
influences their HR decisions........................................................................................................14
b) Identifying and briefly explaining the key elements in the employment legislation................15
Conclusion.....................................................................................................................................15
Reference List................................................................................................................................16
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Introduction
Management acts as a cornerstone in the achievement of efficient execution of all the important
tasks. This is even applicable for the resources provided to humans. Conjunction of both these
sentences projects the placement of three important aspects, that is, humans, resources and
management, in a single line. Delving deep into these aspects, management of the resources
results in its judicious and effective utilization (Hendry, 2012, p.90). This study carries out an in-
depth analysis of recruitment process along with its contribution towards the development of the
employees. This analysis turns the focus of the study towards excavating the methods through
which the organisations, such as, Woodhill College, Tesco and IVT achieves success.
Part 1 Recruitment and Selection
Task 1 Knowledge
a) Explaining the purpose of workforce planning and HR manager’s role for
Woodhill College
Planning acts as a central activity that helps in systematizing the allocated tasks. One of the
prime advantages of planning is that it acts as a keystone in the achievement of successful
closure in terms of the organisational tasks. These benefits can be aligned with organisations,
such as, Woodhill College. Presence of a strategic planning acts assistance for Woodhill College
in the recruitment of desirable candidates (Armstrong and Taylor, 2014, p.89).
Along with this, effective and efficient planning eases out the complexities of Woodhill College
personnel in terms of work pressure. As a matter of specification, creation and establishment of
plan, prior to the initiation of the allocated tasks aids in prioritizing and completing the crucial
tasks. Apart from this, planning acts as a guideline for the management of Woodhill College to
cope up with situational crisis, such as, employee turnover, decline in the number of admissions
among others.
Workforce planning helps the officials of Woodhill College to provide quality education to the
students as per the rules and regulations of the curriculum (Hoch and Dulebohn, 2013, p.116).
Herein lays the effectiveness of Human Resource Manager. Efficiency in planning enhances the
personality of the HR Manager in terms of moulding the candidates in terms of the
organisational requirements.
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Viewing it from another perspective, planning paves the way of success for both the College as
well as the HR Manager. In view of the present context, planning can be considered as an
important activity for the HR Manager. The creation of fruitful planning simultaneously results
in the creation of talented minds. This creation projects the contribution of the HR manager
towards shaping the future of the College students (Purce, 2014, p.45). This contribution brings
planning, management and human resources in the same alignment. Human resources are the
students and the role of planning and management is reflected through the efficient exposure of
the allocated responsibilities by the managers of Woodhill College.
b) Explaining the strengths and weaknesses of different approaches to
recruitment and selection
Recruitment process is a crucial component of Human Resource Management. Recruitment of
desirable candidates by Woodhill College enhances its reputation within the competitive market.
As a matter of specification, selecting skilled and efficient candidates helps the College to
achieve the organisational goals and objectives (Heilman et al. 2015, p.85).
Usage of simple tough attractive language by the College officials aids in luring a large number
of students. Maintaining clarity and transparency within the job details greatly influences the
decisions of the students. Moreover, it takes the students as well as the College a step closer to
their targeted goals. Immediate response of the candidates to the given advertisement increases
the number of students for Woodhill College; this motive adds the aspect of adequacy within the
resources.
Adopting a strategic approach towards the recruitment process helps the officials of Woodhill
College to identify the desirable candidate. Enlisting the skills of the selected candidates with the
skills required by the College reflects a systematic approach of the College officials towards the
recruitment process (Almeida and Fernando, 2016, p.18). Maintenance of consistency in this step
aids Woodhill College to carry out the tasks as per the curriculum norms.
Absence of planning compels the management of Woodhill College to encounter complexities
within the selection process. As a matter of specification, lack of planning from the initial stage
brings negative results for the College. In this situation, management of the human resources
turns into a bothersome and time consuming task. This degrades the reputation of the College
among the students. Along with this, it also reputed the position of the College within the
competitive market.
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Exposure of willingness and spontaneity in such situations helps the College to regain the lost
honor (Armstrong and Taylor, 2014, p.100). Taking the assistance of the stakeholders and
shareholders can be considered as a wise approach of the College to re-develop trust, reliance
and dependence among the students.
c) Assessing the functions of the HRM that provide talent and skills
Managers play an active part in the management of organisational resources. Efficiency in the
execution of the allocated duties enhances the personal as well as professional skills of the
manager. This proves apt for the managers of every field.
Possessing a clear understanding about the duties and responsibilities falls within the major
functions of the manager of Woodhill College. This understanding acts assistance in evaluating
the managerial contribution towards the organisational success (Purce, 2014, p.55). As a
sequential step of this evaluation, the manager emerges succession in specifying his target
audience, who in this case are the students and the staffs.
Further, this identification invokes the manager to identify and specify the needs, demands and
requirements of the students and staffs. This motive helps the manager to satisfy their needs in an
efficient manner.
Possessing a caring and understanding approach qualifies the manager of Woodhill College
easily approachable. This approach helps the students to clarify their doubts regarding the
college norms. However, little strictness is needed to make the students disciplined in their future
lives (Heilman et al. 2015, p.83). Maintaining consistency in motivating and encouraging the
students also accounts as one of the major responsibilities of the manager of Woodhill College.
This generates an urge among the students to expose better performance in their academic life.
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Task 2 Application
In this context, a respective job role has been selected in order to clarify HRM practices and its
beneficial activities upon the role. Lecturer is the role for which Woodhill College has vacancy
to recruit and select a respective candidate. In this respect, it should be highlighted that if HRM
practices are significant and involved in this college, the management will be able to select and
recruit a talented and respective candidate as a lecturer. However, it is to be specified that
recruitment and selection, training and development are highlighted in HRM practices and as a
result, human resource management is significant and reflective in order to recruit and to select
significant candidates (Caligiuri, 2014, p.63). It should be mentioned that HR managers maintain
reflective rules and regulations regarding advertisement for the selected job role, recruitment and
selection of the candidates. Moreover, it should be defined that the HR managers advertise their
job vacancy through televisions, newspapers, articles, and internet so that they get applications of
a number of interested candidates. If HR managers get huge number of candidates, they get more
opportunities to select and recruit most talented candidates for their management.
However, it is to be also identified that if the managers are not talented and effective, they cannot
be able to recruit and select mostly talented candidates for their selected and vacant job role
(Alfes et al. 2013, p.839). In this regard, they should also be active and energetic. Or else, they
cannot be able to provide extra time and energy for the selection of lecturer for the college as
well.
a) A job advertisement for the chosen role
For Woodhill College, the job role has been chosen as lecturer for English subject. The authority
and management of the college is working hard to get a talented lecturer who is filled with high
signified literary knowledge and information (Hudson et al. 2014, p.4701). It is to be highlighted
that the management has been advertising a proper advertisement for this selected job role so that
highly talented and interested candidates may apply for this vacant job role and the authority and
management of the college can be able to select and recruit mostly knowledgeable and talented
candidates for the role among huge number of applied candidates. The advertisement is as
follows:
Job role: Lecturer.
Subject: English.
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Qualification: Master Degree in English with minimum 60% marks.
Experience: Minimum one year teaching in any renowned school or college.
Age: 25 to 32
Working hours: 10 am to 5 pm
Remuneration: Starting from R250, 690 per annum.
Destination: Woodhill College, c/c atterbury road and de villebois mareuil, Trumpeter's Loop,
Pretoria, 0076, South Africa.
Website: www.woodcol.co.za
b) Identifying suitable platforms to place the advertisement
Authority and management of Woodhill College has advertised their vacant job role in some
respective places so that they can be able to get talented and skilled candidates as lecturer for
their college. The chief target of this college is to teach their students influentially and in this
respect, they should be effective and adequate while recruiting and selecting talented lecturers
and professors as well (Moriarty et al. 2014, p.150). However, the places, where the management
advertises their vacant job roles, have been discussed thoroughly below:
Educational magazines: Educational magazines are the respective places where education
sectors can advertise their vacant job roles. This is a respective place to get highly influential and
skilled lecturers because, educational magazines are read by significant educationists, teachers,
professors and also by some students who want to be a teacher, lecturer, professor. However, it is
to be highlighted that if those teachers, professors or lecturers or even the students are interested,
they can apply for the vacant job role in Woodhill College as well.
Websites: Woodhill College also advertises their vacant job roles in their own website and also
in some other educational and professional job websites (Müller et al. 2016, p.50). This is to be
mentioned in this respect that people are using internet in this modern days in order to get
connected with the modernized society and globalization. Therefore, if this college advertises
their vacant job roles through internet and websites, they will definitely get some talented and
knowledgeable candidates appropriate for their vacant or selected job roles.
Newspapers: Newspaper is such a medium of advertisement, which is seen by every people of
respective country or place (Montuschi et al. 2014, p.41). Therefore, Woodhill College can also
be able to advertise their job roles through respective newspapers of South Africa and of other
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respective countries so that they get talented and skilled lecturer for their management and
authority.
c) Preparing a job specification and person specification for the role
Description of job role: Job description of respective organizations including education sector
involves a proper and highlighted description of vacant job roles in order to get reflective,
talented, knowledgeable and skilled candidates as employees. In this respect, it should be
informed that authority or management of the specific college must need to highlight their
requirements in the description significantly (Boella and Goss-Turner, 2013, p.121). Moreover, it
is to be mentioned that in a proper description, remuneration and duty hours should be
highlighted definitely or else, interested candidates will start to ignore if they do not see such
fields in a respective advertisement.
Ways of person specification: Person specification includes significant and reflective processes
of interview, communication with interested candidates and so on. In order to get influential and
talented employees or lecturers, HR manager of Woodhill College must provide their effective
rules and regulations while interviewing respective candidates. They need to judge them while
taking interview (Patterson et al. 2016, p.3). In this respect, it is to be evaluated that if managers
or other respective persons of the authority cannot be able to recruit or select talented candidates
as lecturers, the quality of education system will be deteriorate within their college campus.
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Part 2- Employee performance, development and reward
Task 3
a) Explaining the difference between training and development
Training and development is totally different from one another in respective organizations
including Tesco. It is to be highlighted that newly recruited employees must need effective and
proper training in order to clarify and define the working strategies to every individual employee
in the organization. Moreover, it should be designated that organizations need development in
order to improve and develop their business prospects including customers’ satisfaction, number
of customers, and economic growth (Park et al. 2015, p.91). However, some distinctive features
of training and development have been discussed in this context.
Training: Training contains very short period of time. Training process is performed only by the
managers and leaders of the company. Managers and leaders of Tesco provide specific and
respective learning skills so that the employees follow those learning skills and may learn
procedures and processes of their working strategies and job prospects (Welch and Welch, 2015,
p.111).
Development: Development process involves excessive time period in order to develop and
improve the overall management of Tesco organization. Moreover, it should be defined that each
and every manager, employee and other related worker is highly connected for the development
of the company.
b) Explaining how changes in customer expectations have affected Tesco and
its training to staffs
Training and development within every organization including Tesco is highly beneficial and
reflective in order to provide satisfied and significant products and services according to the
customers’ expectations. It should be mentioned in this aspect that if the employees are not
trained influentially, they cannot be able to fulfill customers’ requirements (Sultana, 2015,
p.103). In this respect, the management of Tesco Company must be positive and effective in
order to train their every individual employee so that they can work and produce business
products according to the customers’ expectations. Moreover, HRM practices are significant and
adequate in order to run up and continue a specific business prospect with effective training and
development.
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However, it is also to be mentioned that customers are also changing their expectations, lifestyle
with changing atmosphere of the world and respective countries. In this regard, management
should understand the customers’ requirements and needs first to provide and to fulfill their
needs and requirements fundamentally (Kananukul et al. 2015, p.659). Therefore, changes in
customers’ expectations have affected both the management of Tesco and their training needs
and process for the staffs or employees.
c) List of training methods that are carried out by Tesco
Tesco follows two respective training methods for training the staffs effectively. Those two
methods are on-the-job training and off-the-job training. It is to be justified that on-the-job
training includes a number of effective steps which are evaluative in order to train all the staffs
and employees of the company (Lapoule and Colla, 2016, p.248). On the other hand, off-the-job
training signifies evaluating and developing some other processes of communication, training,
selection and so on.
Shadowing: In this process of shadowing, employees follow working strategies and styles of
some respective leader or manager.
Coaching: In coaching process, a specific leader or manager teaches the employees of the
organization through effective learning skills and processes (Brannen et al. 2013, p.282).
Mentoring: In some respective period of times, staffs and employees help each other and they
follow working prospects of each other. This way of working is known as mentoring.
Job rotation: Job rotation is something, where significant or specific employee takes
responsibility of a respective full job and works for it temporarily.
d) Describing how training needs are identified
Basically, training needs are identified after setting goals and targets of a respective company.
The goals or targets should be of customers’ satisfaction, producing high quality products,
fulfilling customers’ expectations and so on (Martins et al. 2016, p.70). However, if the
management can be able to get a clear notification of customers’ expectations, they can be able
to define and divide working strategies and responsibilities of every individual employee of the
company as well. Moreover, not only after setting up the targets and goals the training needs are
identified, rather after getting customer report, training needs are identified greatly. This is
because, if customer report is positive and influential, training needs should be developed and
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improved. In this respect, management should not have to change or verify training strategies
(Dive, 2016, p.291). On the contrary, if the customer report is negative, the managers need to
evaluate rather verify and also to imply new reflective strategies for training and development.
e) Evaluating the benefits of structured training program in Tesco
A structured training program includes a number of benefits in each and every organization
including Tesco Company. It is to be highlighted that structured training program helps the
management to provide effective and reflective training to every individual staff of the company.
Moreover, the managers and leaders can be able to produce high quality business products which
are customers’ chief expectation from a respective company (Smith et al. 2014, p.100). In this
regard, it must be highlighted that if management can be able to provide influential and reflective
training to the staffs, the staffs will definitely work effectively and positively for the
organization. As a result, the customers must get highlighted and high quality products and they
will provide positive and well performed report to the management. Along with this, the
management must get a well reputed position in its market place throughout the respective
countries (Townend, 2016, p.106).
However, from the above discussion, it has been clear to all that structured training program in
Tesco is highly beneficial and rewarding for customer, employers, employees and management.
f) Indicating the extent to which training has achieved a Return on Investment
As Tesco follows significant structured training program in order to train their staffs and
employees, they get beneficial activities and outcomes influentially. It is to be signified that their
training process has achieved a Return on Investment highly. The total net profit of the
organization is 3 billion pounds (approx). This amount is highly rewarding and noticeable
regarding Return on investment. Moreover, it should be informed in this respect that Tesco has
more than 22,000 stores in UK with all its hypermarkets and small stores (Mason and WRLC,
2016, p.131). However, for their training structure, sales volume of this company is increasing in
day to day terms. Therefore, it is to be cleared that training process of Tesco has achieved a
return on investment hugely and greatly (Akter et al. 2016, p.113).
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