Analysis of Human Resource Management at Woodhill College

This report examines Human Resource Management (HRM) practices at Woodhill College, focusing on workforce planning, recruitment, selection, employee relations, and the impact of these practices on organizational profit and productivity. The report begins with an introduction to HRM and its core functions, including the purpose of workforce planning and the role of HR managers in resourcing. It then delves into the strengths and weaknesses of various recruitment and selection approaches, such as internal and external sources, including campus recruitment and public advertisements. The report further analyzes the benefits of different HRM practices within an organization, such as conflict resolution, training and development, and employee relations. It also provides examples of job advertisements and descriptions. Finally, the report assesses the effectiveness of HRM practices in terms of raising organizational profit and productivity, highlighting the importance of employee motivation and commitment. The report concludes with a comprehensive overview of the key elements of employment legislation and their impact on HRM decision-making and illustrates the application of HRM practices in a work-related context.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1. Purpose and functions of HRM.............................................................................................1
P2. Strengths and weaknesses of different approaches to recruitment and selection.................2
TASK 2............................................................................................................................................5
P3 Benefits of different HRM practises with in an organisation................................................5
P4 Effectiveness of HRM practices in terms of raising organisational profit and productivity. 8
TASK 3............................................................................................................................................9
P5 Importance of employee relations in respect to influence HRM decision making................9
P6 Key elements of employment legislation and their impact on HRM decision making.......10
TASK 4..........................................................................................................................................11
P7.Illustrate the application of HRM practices in a work related context................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource management refers to the process in which workers' performance is
managed which helps in achieving the desired results or outcomes. It is one of the important
functions of every firm as it helps in increasing effectiveness of recruitment and selection
process (Barney, Ketchen Jr and Wright, 2011). This procedure is very helpful in maintaining
and retaining the employees for a long period of time by which organisation will be able to
achieve competitive advantages over its rivals. As per the given case scenario, Woodhill College
is being selected in the present report with reference to which concepts related to HRM will be
explained. This report will explain about the purpose and functions of HRM that are applicable
to workforce planning and resourcing for organisation along with discussing strengths and
weaknesses of different approaches of recruitment and selection. It will also state about the
benefits of different HRM practises within organisation.
TASK 1
P1. Purpose and functions of HRM
Human resource management is an important function of an enterprise which deals with
various types of issues such as hiring, compensation, performance appraisal, employee
motivation, etc. It motivates workers so that they can perform their work according to the
standards and will contribute in the success of company. In Woodhill College, purpose and
functions which are given below-
Purpose of workforce planning in Woodhill College-
 To increase the efficiency and effectiveness of firm by providing skilled, competent and
motivated employees
 To utilize the manpower in an effective and efficient manner
 To increase the effectiveness and job satisfaction of workers so that they will remain in
company for long period of time
 To maintain ethical code of practise inside and outside the boundary of enterprise
 To establish better relationship between employers and employees
Role of HR manager in workforce planning and resourcing in Woodhill College- Development of human resource- HR manager conducts training programme that helps
in increasing knowledge and skills of workers by which they will be able to perform their
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job according to the specified standards. It provides guidance to the employees for their
career planning (Batt and Colvin, 2011). Provide healthy and safe working environment- HR manager focuses on the safety and
security of employees and also ensures that whether employer is providing healthy
working environment or not. Positive work environment increases the productivity of
subordinates that offer a large number of benefits to the firm. Compensation and reward- HR manager has responsibility to ensure that all employees
are getting compensation in a fair manner. It provides salary and wages to the employees
on time. With the help of this, Woodhill College can satisfy workers and maximize their
performance.
 Staffing- Employees are the most important part of an organisation as they contribute in
the success of company. HR manager has the main responsibility to hire suitable
candidate at the right time at specific vacant position.
There are two types of HRM models which are given as below-
 Hard model- This concept concentrates on the quantitative, calculative and business
strategic aspect which aids in managing employees. It is helpful in the business planning
as it ensures proper availability of resources.
 Soft model- Generally, it focuses on communication, motivation and leadership of
stakeholders. With the help of this, Woodhill College can achieve competitive advantages
over its rivals.
Workforce planning- It includes set of activities by which organisation will be able to
manage the most efficient employees/ management team. It also contributes in attaining long
term success in market and maximizing the sales of company.
P2. Strengths and weaknesses of different approaches to recruitment and selection
Recruitment is a process of finding and hiring the best qualified employees within
stipulated period of time and cost of company. In other terms, it can be defined as a procedure of
searching of prospective employees for filling the vacant post and to encourage people to
applying for jobs (Bolman and Deal, 2017).
There are two sources by which HR manager can recruit people which are given as
below:
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 Internal source- In this, organisation hires employees from within company. It may
appoint a person from various ways that are given as below-
 Promotion- This policy can be known as a motivational technique for the employees
as promotion is done of those workers who are performing well. Promotion means to
give higher position to an individual with increment in salary. So, in this, vacancy can
be filled by promoting a competent person in the same branch (Bröckermann, 2012).
 Transfer- It refers to do recruitment when an employee’s job’s location is changed
without making any alteration in the existing position, status, salary, etc. So in this,
suitable candidate is transferred for filling a specific vacant position.
 Employee’s referral- For filling up the vacant post, employee suggests the name of
their relative to HR manager. In other terms, it can be said that in this, workers'
relatives are hired for the job.
It has various advantages such as-
 It is time saving and economical process.
 There is no need to conduct training programme as existing workers are hired who
already familiar with company.
Along with the benefits, it has some negative aspects-
 The position of person who is promoted or transferred will be vacant.
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(Source 1: Internal Sources of Recruitment, 2017)

 External source- In this, Woodhill College can hire a person from outside the firm. It
includes-
 Campus recruitment- In this, firm goes to the Universities or colleges for hiring
the best qualified employees. It conducts interview in college in which only final
year students can participate (Campbell, Coff and Kryscynski, 2012).
 Public advertisement- HR department publishes the news in newspaper and on
internet. In these sources, message are written down regarding to vacancy of jobs.
 Its main advantage is that it encourages young blood who will be more competent
and skilled and disadvantage is that, it is a costly process.
Selection- It is a process to select that person who will be competent enough for that job.
Individual got selected on the basis of his qualification and knowledge. It is a negative approach
because in this many candidates are rejected. Suitable candidate for the firm can be selected by
using various methods such as:
 Interview- It is an process in which question are asked and answer are given by
candidate. Those person who will give right response with full confidence, will be
selected. Its main advantage is that interviewer can collect detailed information about
candidate and drawback is that it is time consuming procedure.
 Psychological testing- In this, behaviour of candidate is measured in which it is analyse
that how applicant is behaving in critical condition. Its main benefit is that in this
candidate can not tell a lie and limitation is that test is only for that particular period of
time while in every minutes conditions are changed.
TASK 2
P3 Benefits of different HRM practises with in an organisation
When HRM practices are applied in an organisation then it provides many benefits to the
employer and employees (Cloke and Park, 2013). These practises are formed by leader and
manager which aids in driving the company towards success. It has various benefits which are
given below-
 Conflict resolution- In an enterprise, there occurs various types of conflicts which
creates disturbance in running the business so for dealing this situation, HRM practices
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plays an important role because with the help of this, disputes can be resolved easily and
effectively. It also maintains proper coordination among the members of company.
 Training and development- It is an another benefits that is provided by HRM practises.
Manager can provide training to his subordinates from various ways such as role playing,
simulation etc. (Coff and Kryscynski, 2011) It is very helpful in increasing knowledge
and skills of employees by which organisation will be able to attain competitive
advantages over its rivals.
 Employee relation- These practises are also helpful in maintaining better relationship
between employer and employees because if any employee and employer have problem
then they take support of HR department which resolves their issues.
 Motivating workforce- If workers will be motivated then they can perform their job
effectively and efficiently which can be possible with the help of HRM practice.
Motivation of stakeholders is very important because motivated people can do work for
efficiently and effectively.
Woodhill is conducting many activities such as rewards, appraisals, promotion, training
which may have positive impact on employers and employees.
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Job advertisement
Faculty required
In woodhill college, there is requirement of experienced and qualified teacher for science
department.
Post- Lecture
Qualification- Master in relevant field, Phd.
Experience- At least 1 year experience in relevant field
Those person who will be shortlisted will be called for interview.
Interested people may apply for this post through mails or post.
Upload their CV with attached photo till 31st July 2017.
Address: c/c Atterbury road and de villebois mareuil, Trumpeter's Loop, pretoria, 0076, South
Africa
Email: [e-mail]
Contact: 293 8888 894
Job description
Name of organisation TESCO
Job designation Human resource officer
Job location London
Reporting Manager of human resource
Roles and responsibilities  To organise recruitment and training
activities.
 To resolve all issues of staff members.
 To motivate employees.
 To compensate them timely and fairly.
Working hours 10 am to 5 pm
Package 10000 pound per month
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Working facilities Accommodation, travelling, food and snacks,
flexible working hours etc.
Person specification of human resource officer
Qualification Candidate should have post graduate degree in
HR field.
Experience  Applicants should have experience in
related area.
 They should also have knowledge in
various HRM practices.
Strengths  Should have good communication
skills.
 Should also have expertise in dealing
HRM practices.
 Good training skills.
Other qualities  Should be punctual and have
knowledge of time management.
 Should have good negotiation skills.
P4 Effectiveness of HRM practices in terms of raising organisational profit and productivity
HRM practices provide various benefits to the company such as it aids in increasing
profit and productivity of an organisation. If Woodhill will use these code of practices then it
will be able to hire best qualified employee at right time (Fine, 2012). With the help of this,
training programme is conducted which aids in increasing knowledge and skills of employees by
which productivity of organisation increases and it will also be able to serve the customers in
more better ways. This tends to increase customer satisfaction and firm can get growth and more
revenues.
Another problem is conflict which can be resolved with the help of HRM practises. It has
various benefits which are given below-
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 It helps in maintaining proper coordination between employer and employees which aids
in increasing cost and overall efficiency of the company then organisation can carry out
its activities in smooth and effective manner.
 Disputes can be resolved easily and effectively which will assist in maintaining proper
working environment.
 It motivates the employees for doing their work according to the specified standards so
that organisation can attain its specified objectives and goals.
With the help of training programme, workers become more committed towards their
work and company (Gatewood, Feild and Barrick, 2015). They remain in the firm for long period
of time and helps the company in achieving success in the market. As they work in effective
manner then cost of enterprise will be decreased and they will produce more products or services
at minimum wastage. This leads to brings more profits in an business unit. In context of
Woodhill college, their all staff are best qualified which helps in serving to the customers in
more appropriate and accurate manner.
TASK 3
P5 Importance of employee relations in respect to influence HRM decision making
Employee relation is very important aspect for an organisation because if employer will
have good relation with their workers then it will help in achieving the desired result or outcome.
For maintaining this better working environment at work place, both manager and subordinates
should take corrective action because one person can not handle this situation (Gruman and Saks,
2011). When there is healthy environment then it will minimize the possibility of disputes and
will also help in carry out business in an effective and efficient manner ans will also aid in
increasing growth and productivity of TESCO. Healthy relation has various benefits which are
given below-
 Better relation states about the employee perception which describes that workers have
positive identity about business activities and their presence at work place.
 It also aids in increasing loyalty of employees and provides job satisfaction to them
which result is that it expanded the productivity of subordinates.
 It reduces the employees turnover which helps the company in reducing their cost which
have to spend on hiring of new person for filling vacant post.
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 Friendly environment increases the efficiency and effectiveness of the employees which
helps to them in focusing on their assigned task.
 It increases coordination among stakeholders by which organisation is able to attain its
desired result or outcome.
 Employees will be paid fairly for their performance.
 It helps in taking important decisions by managers about the difficulties which are faced
by workers. This leads to time effectiveness in taking decisions and judgements are not
delayed which are vital for business operations.
 There will be no discrimination at work place as all employees will be treated equally.
Work will also be distributed equally among all the members of firms.
All these above discussed are the helpful in making positive relationship with employees
at work place if they are involved in the decision making process.
P6 Key elements of employment legislation and their impact on HRM decision making
In United Kingdom, government has made various types of legislation for protecting the
rights of employer and employees which are given below-
 Anti discrimination act- According to this act, employer should not discriminate among
employees while doing recruitment and selection. TESCO should hire employees on the
basis of race, colour, cast etc. (Jackson and Parry, 2011) If organisation will do
favouritism then it will influence the reputation of it so it is recommended that company
should hire the best qualified employees.
 Minimum Wage Act- According to this act, manager has to pay at least minimum
amount to its employees that are fixed by government. This legislation has main objective
to provide that amount to the people which will help in the survival of him. TESCO'
manager can not deny to pay it otherwise he will be liable for penalty. This law is not
apply to that enterprise which has less than 15 workers.
 Leave provisions- This act states that employees have right to take paid leave in case of
any emergency situation like health issues, death of family members etc. There are many
provisions which are related to health and safety of people which has main objective to
provide healthy life (Kinicki and et. al., 2014). According to this legislation, employer
should provide all safety equipments to the workers so that they can carry out their
activities without any harm.
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