HRM in Practice: Case Studies of Woodhill College, Tesco, ITV Company

This report provides a comprehensive analysis of Human Resource Management (HRM) practices, focusing on their role in organizational performance and employee relations. The report begins with an introduction to HRM and its importance in enhancing organizational capabilities and productivity. It then delves into a case study of Woodhill College, examining its HRM strategies, including workforce planning, recruitment, and employee relations. The report evaluates the strengths and weaknesses of different recruitment and selection approaches, highlighting the use of internal and external sources, as well as online methods. Furthermore, the report explores the implementation of HR policies within Woodhill College, providing examples of job advertisements and eligibility criteria. The report also touches on the significance of employee relations, employment legislation, and their impact on HRM decision-making. The report highlights the importance of employee training, motivation, and compensation in ensuring a productive and satisfied workforce. The report also includes an analysis of the factors that influence the decision-making process of businesses managed by the HR departments of Woodhill College, Tesco, and ITV. Overall, the report offers valuable insights into effective HRM practices and their contribution to organizational success.

HRM in practices

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 3............................................................................................................................................8
P3 HRM practices beneficial in context of both employer and employee..................................8
P4 Significance of HRM practices in increasing organizational profitability and productivity
...................................................................................................................................................10
M3.............................................................................................................................................11
D2..............................................................................................................................................11
TASK 4..........................................................................................................................................11
P5 Significance of employee relations in HRM decision making...........................................11
P6 Employment legislation and its impact on HRM decision making.....................................12
M4.............................................................................................................................................13
D3..............................................................................................................................................13
CONCLUSION..............................................................................................................................14
REFERNCES.................................................................................................................................15

INTRODUCTION
The main asset of any organization is its human capital which allows them in flexing its
capabilities to a higher level. To introduce the perfect and qualified staff in any company has
done only by its Human Resource Management, who manages all work and takes responsibilities
to increase the productivity of company (Renwick, Redman and Maguire, 2013). The task of
hiring a candidate and recruit him in company does not end the work of HR department, it
includes so many other responsibilities also. After introducing them in company, HR deals with
welfare scheme of employees like to provide training and development program, benefits as well
as compensation, etc. for satisfying their needs and keep them happy. The report presenting here
is focused on case studies of various companies and institutes like Woodhill College, TESCO
and ITV Company, which shows the way of their HR works and practices to increase the
profitability of company. This report also shows the internal and external factors that affected the
decision making process of business operations managed by HR department of these companies.
TASK 1
P1 Analysing the role and purpose of Human Resource Management in planning and resourcing
for Woodhill College
Human resource management provides the way through which HR of the company boost
the profitability of the organization by developing skills and knowledge of its employees (Buller
and McEvoy, 2012). Within the HR, the workforce planning is an important part of HR.
Workforce planning is a continual process used to align the needs and priorities of the
organization with those of its workforce to ensure it can meet its legislative, regulatory, service
and production requirements and organizational objectives ( Taylor, 2014).
HR handles all the responsibilities of an organization including recruiting and selecting,
training and development process etc. They mainly focus on maximizing the productivity of
workers, manage human capital, payroll, compensation as well as implementing policies and
processes within an organization. The main purpose of HR of any company is to enhance the
performance of all employees, develop their skills, provide healthy working environment and
resolve all conflicts arise between them in the company. HR of Woodhill College mainly focuses
on recruit the best qualified person in their teaching staff which is necessary to provide a better
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level of education among their students. The activities performed by HR department of Woodhill
colleges are discussed as-
Planning- This function of HR includes the way to design future action plans as per
requirement of new vacancies ( teachers, academic staffs etc.) of Woodhill college. It includes
several strategies which can be managed by implementing the policies in a precise manner like
what type of Job description they need to attract interested candidate, screening process etc.
Recruitment- After planning the job description of vacant places, next activity of HR is
to recruit the perfect candidates to fill vacant places of department. Recruitment process includes
the process of hiring by identifying and analyzing the job requirements, screening, short-listing
and selecting of right candidate (Cooke, Saini and Wang, 2014). The recruitment process at
Woodhill college is very important as they have to recruit teachers, coaches and assessors,
however, they are short supply in the labour market.
Safety- Human resource management takes responsibilities for welfare of their
employees by providing healthy and safe environment. They provide all health and safety
policies within an organization.
Employee relation- In order to maintain office decorum and to increase productivity, HR
manages a healthy relationship between all employees as well as their relation with management.
Compensation and benefits- HR always tries to make all employees happy and satisfied
by providing timely conception, implement bonus plan, incentive schemes etc.
Compliance- To maintain all government laws and regulations required to run the
education department of Woodhill College smoothly is also a task that is done by its HR
department.
Training and Development- To develop skills and knowledge of employees to make his
future better HR provide them a qualitative training program.
Employee motivation- HR motivates the workers of organization by providing rewards
and benefits timely based on their performance level and taking feedback from them regarding
their work. Woodhill College always tries to motivate his employees.
Policies and procedures- Woodhill College always keeps an eye on how the things are to be
done in its institutes, so it has made some policies for its staff to main decorum and discipline
there (Jiang and et. al., 2012).
P2 Evaluate the Strengths and Weaknesses of approaches of recruitment and selection process.
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Recruitment is a hiring process done by HR of a company to fill vacant positions with
qualified and eligible candidates. HR uses various techniques in hiring process to find the perfect
candidates who has all the capabilities to enhance the productivity of company. HR of Woodhill
also uses so many procedures in recruiting and selection process which is described below with
its advantages as strength and disadvantages shows its weakness point.
Internal Source: This process involves the recruiting process within department, which
means to hire a candidate who is already working in same company by job rotation process or
promoting him on a new position in company. This technique does not need any induction
process as workers are already familiar with its working environment and knows all rules and
regulations of company (Mitchell, Obeidat and Bray, 2013). From all these strengths of internal
source, there are so many weaknesses of this process also that are stated as-
 Strengths- This method motivates other employees to boost their performance level. It
takes less time to recruit a candidate on new position through which level of expenditure
becomes low. It improves the objectives of employees as well as organization alignment.
 Weaknesses- By promoting an employee, it creates conflicts between other workers and
demotivate them also which shows major disadvantages of this process. Also it doesn’t
introduce an employee with innovative ideas.
External Source: Woodhill College uses this technique to introduce a capable and qualified
candidate in its institute so that better level of education is imparted to enroll its students. It
includes so many further processes after recruiting in selection process like screening, interview
etc. The strengths and weaknesses of this technique are shown below-
 Strengths- This technique introduces a new member as a worker in an organization
who will work with his innovative ideas. He comes in company with his energetic
performance and contributes his passion in enhancing the operations of business
successfully.
 Weaknesses- For recruiting a new candidate in the company has taken a long
process and expensive too. It is also necessary for HR to investigate the past
performance of new employee of his previous company which shows his
efficiencies and effectiveness.
As Woodhill College mainly focuses on online procedures for recruitment and
selection method, which has its own advantages and disadvantages:
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Advantages Disadvantages
 In Aptitude and interview test, an
interviewer does not any special type of
method in screening files of applicants.
 It saves time.
 It helps an interviewer to determine a
perfect desired candidate for fulfilment
of a vacant position.
 It is an expensive method for
conducting the interviews.
 Inexperience applicants doesn't make
part of this type of interview.
 It could affects reliability of a candidate
also.
TASK 2
P7 Implementing HR policies in Woodhill College
Human resource department of Woodhill College always tries to introduce a best eligible
person on its workplace (Tortorella and Fogliatto, 2014). For this he plans all the process of
hiring a candidate by making an attractive job description to influence the interest of candidate
which includes all information regarding the post, pay scale, incentive and bonus scheme, etc.
For instance, let there is a vacancy for a lecturer of Sociology in College, then the process done
to fulfill this post by HR has been described as-
This process includes the Job Advertisement regarding for job purpose which will be
posted by HR management of Woodhill College on its email id and in newspapers as shown
below-
JOB VACANCY
Vacant Position: Lecturer
Subject: Sociology
Description: There is a job vacancy in Woodhill College which is one of a prestigious institute in
UK. It provides all facilities with good working environment to all its faculty members, so the
institute invites you to be a part of its which is a golden opportunity for all eligible candidates to
grow their career from here.
Qualification Required:
 Graduate in Arts having Sociology as an optional subject
 Master Degree in Sociology, passed with 70%
 Good Communication Skills
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 Basic Knowledge of Computer
Salary: as per your norms
Experience Required: Minimum Experience of three years from an affiliated College.
All the eligible candidates can apply for this post by sending your resume on college mail id.
After screening the resume, the management of college will call you for an interview.
The complete description of job as well as eligibility criteria of the required candidates
are given below-
Personal Specifications
Experience Essentials Desirable
Experience as a lecturer 4-7 years Minimum 5years
Technical Skills Essentials Desirable
Computer Knowledge Diploma/ Certificate B tier
Educational Qualification Essentials Desirable
Bachelor’s Degree of Arts
Master of Arts
PhD
Working as a lecturer in an
affiliated college
A tier
Personal Qualities Essentials Desirable
Good Communications
Motivational skills
Polite and Humble
Effective Personality
Knowledge of two or more
languages as well as mother’s
language too.
English (UK) must known
Working time: 8a.m to 5p.m.
Job Specification
Job Description:
After selection process of a required candidate, it will be responsibility of him to teach students
properly, handle them politely in an effective manner as well as can maintain proper discipline in
class and decorum of College and do work in any type of environment.
Expectation as a Staff member:
Needs to be certified in all courses as mentioned in personal specification, best eligible person
will be selected.
Requirements:
Candidates having all skills are welcomed in institute and positive attitude expected as most.
M1
The management of human resource manages all works of his organisations. They mainly
focused on the way by which an employee gets benefit for him in the workplace. HR conducts a
timely training and development program for all his employees to make sure that they will able
to fulfill all requirements of its customers (Tang and Tang, 2012). This program helps workers in
boosting their skills and knowledge of advance technology introduced in company which helps
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them to improve their performances and operations . For Woodhill College, its students are like
the customers to whom they have to provide best educations.
M2
Today, in modern world as technology has developed so far, hence to go with and take
benefit from it, a company always wants to recruit the best person in his industry who has
complete knowledge of it and put his all efforts to enhance the productivity of company. Also,
with advancement of technology, it has enabled in assessing a global pool of talent that allows
organisations in going through many profiles to recruit a best person. So it helps the human
resource management of the organisations to identify a best eligible person easily on a set period
of time. They used various approaches of recruitment and selection in this process. HR of
Woodhill College uses these approaches to expand its organization with the employees and staff
who have higher level of education, skills and knowledge (Bloom and et. al., 2012).
M5
Recruitment a best employee has become a competition in today’s world among many
organization. All uses best of it to gain the interests of eligible candidates who have all qualities
to be a part of it. Regarding this, Woodhill College has tried all its best to recruit best teachers,
members in management and good staff who can contribute their best in making prestigious of
college. Management of it takes responsibilities to fill all its vacant position by using best
sources. It has notify all information timely on its website and in news papers including the job
description, specifications
D1
In UK, all companies have so many optional to recruit an employee by using different
types of approaches at their workplace (Gavino, Wayne and Erdogan, 2012). The management of
these organizations has taken all responsibilities including recruitment approaches through
internal and external sources. Internal sources are use to recruit a member of its own industry by
giving promotion or through transfer his job, whereas external method used to search from
outside who has all qualities and eligibility required to fill the vacant position of company. Both
sources have its benefits and weaknesses, so it is on organization which method they will prefer
to introduce an employee in its environment. Management of Woodhill College has mainly used
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external sources for this, as in today’s life all students wants to take admission in an institute who
has all facility and best faculty to teach.
TASK 3
P3 HRM practices beneficial in context of both employer and employee
HRM practices plays an important role in every single organisation. Under this practice,
HR manager is the one who have so many responsibilities like, recruiting or selecting new
candidates, training and development programmes and etcetera. These plans are related to
enhance skills and knowledge of workers who are already working in the company.
Development part helps staff members who thing beyond other employees (Armstrong and
Taylor, 2014). Both of the parts are mentioned below:
Training Development
 Training sessions may give opportunity
to members who are willing to enhance
their own skills and knowledge.
Supervisors do conduct these kind of
programmes for staff people so that
they can achieve their own targets
efficiently ( Armsrong, 2012).
 Helps in enhancing learning criteria of
every single employee who think for
betterment of the organization ( Taylor,
2014)
 HR managers plans these sessions to
attain targets which are of short period
of time,
 Kind of an approach which helps both
employee and employer for a long term.
 This part is beneficial for TESCO, as
its helps in enhancing both productivity
and profitability.
 Aid to individual growth which is
essential for both, for the member and
for TESCO as well.
It is important for firms to give proper training to their own employees so that they can
provide better end results at the time of achieving objectives (Brewster and Hegewisch, 2017).
This part can help staff members to give proper services to end users.
If TESCO, wants to make its image better in the marketplace then, HR manager of the
organisation have to give training to members according to their needs. Therefore, TESCO
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spends a lot of money in these sessions so that future targets can be achieved easily. Also, it is
supervisors responsibility to make proper policies according to needs of employees. This may
help in making healthy relations for a long time in both members and the employer. Different
tools and techniques TESCO uses to find at what areas there employees needs training and also
analyses productions that every individual is giving.
Objectives that every company makes is to expand its business. Therefore, TESCO also
makes plans so that desired targets can be achieved. Labor is said to be an asset for every firm.
Hence, it is important for enterprises to give proper training, healthy environment and etcetera
so, that they can work appropriately and efficiently (Kinicki and Kreitner, 2012).
There are so many methods that TESCO can use to give training to employees according
to their needs. Some of the methods like, on job and off job training programmed are mostly
used by organization. These sessions can be conducted by managers on the basis of their
purpose. These training and developing programmed mostly gets organists by superiors at the
time of change in products which already in market or new products that are going to be
launched in marketplace. This enhances the capabilities of every individual.
TESCO may face some losses, if its employees are not working with interests. Hence,
employer should keep an eye on what exactly going on in labor mind and what problems they are
facing. By this, managers can create positive environment at workplace. Also, training sessions
should get conducted from time to time so that employees can test their own knowledge. The
structured training programs may also help staff members to find out where they are standing
and these sessions aid into improving or make strong at the places where they are weak. An
organization can meet to losses at any moment. So, managers also keep on awaiting subordinates
under these sessions. This may lead them to face any kind of situations. A highly skilled labor
can lead TESCO, where it can improve image and also enhances goodwill at market place. These
things that has been discussed above may help organizations to make profit at its maximum.
Training & Development Program – It is a fundamental task of every human resource
manager that he has to give some skill enhancement program to their employees so that they
should become eligible in taking risks and challenges that are associated with their actions.
Recruitment and selection – HR manager has to maintain a required level of employee
pool in their corporation to attain all targets in limited period of time by taking help of skilled
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and talented candidates. After recruiting persons next task is to select a right candidate on the
vacant post to operate all task in efficient manner which are associated with post.
Rewards and Benefits – It is also a permissible duty of personnel that always keep an eye
on concept of giving correct reward as per employee's task performance and they must reduce
discrimination on behalf of age, gender, religion etc. HR manager must ensure that everyone
must get payments as per their skills and manpower head must reward those employees who
work extra with providing them additional benefits.
P4 Significance of HRM practices in increasing organizational profitability and productivity
Every firm run its business and its aim is to make profit. And this can be done by
providing services to consumers according to their needs (Bratton and Gold, 2012). Human
resource management as practices may help company to achieve its goals in many ways. HR
manager conducts interviews for applicants and it is his/her responsibility is to select the best
candidate from all of the applicants. This part may help organisation to enhance both profitability
and productivity. These new minds may bring so many changes that are favorable for firm.
Another part, which manager is responsible for, is to give proper kind of training and
development sessions to employees who are already a part of TESCO. This improves both
knowledge and skills of employees and this may help both company and individual in various
ways. TESCO keeps on making change in policies and rules which are in favor of employees.
This may provide motivation to them. Also, it enhances their efficiency at workplace.
In past, whichever organisation adapted Human resource management made huge profit.
As this type of management is useful for both employer and employee. Also, it is important for
TESCO to keep on motivating employees in many ways. It may be in term of money. Employer
should give compensatory money to individuals who deserve it. This may motivate other
members too (Budhwar and Debrah, 2013). A responsible HR manager is the one who keeps on
making decisions which are in favor of the corporation. Like, filling vacant seats by talented
people, by motivating subordinates and etcetera. All the things that has been discussed above
helps in enhancing both profitability and productivity of TESCO. These methods are helpful for
managers at the time of decision making. Talented manpower makes a company that much
strong. Which help in surviving in bad conditions. To give proper kind of satisfactions to
consumers, TESCO has to make its labor skillful so that they can understand what exactly
customer is looking for and given them services according to their need.
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M3
TESCO mostly aims on achieving goals and objectives that has been set in an efficient
manner. Development programmes may help in attaining them. These sessions enhances both
skill and knowledge of staff members.. It is HR manager responsibility to find out what places
these subordinates require to improve. Then, prepare plans accordingly. TESCO believes in
providing training at the time of working hours. When employees are working. This may reduces
costs of sessions and are also effective. Also, HR manager is responsible for taking feedbacks
from employees if someone has any kind of issue or may provide suggestions.
D2
According to (Daley, 2012) Human resource management can help TESCO to enhance
both productivity and profitability. This type of management help in giving training to
employees, recruiting candidates who are best and which may give benefits to TESCO by their
innovative ideas. Companies profit can be maximized by all of things that has been discussed
above.
TASK 4
P5 Significance of employee relations in HRM decision making
Employee relation is said to be very important for every organization ( Rees, 2017). It is
essential for employer to cope up with every single member who are working in the company. In
the past, firms used to think for think of their benefit only and not of employees (Alfes and et.
al., 2013). But now, the scenario has been changed for making profit at its maximum enterprises
have to keep thinking in betterment of staff members as well. It can also be stated as this became
an essential part to give proper and healthy environment to labor. To do this ITV, started
including staff members too at the time of decision making. This helped them making even more
perfect decisions and leaded ITV where it can maximize its profit. For improving relation in
employer and employee management is necessary. To resolve the issues that they are facing at
workplace, It is HR manages responsibility to resolve them. Conflicts may create negative
environment for other members as well. ITV can make proper relations by some points that has
been discussed beneath: Social welfare: In today’s time, it is essential for organisations to keep its image clear in
front of the outside world. Society may increase and decrease the brand image depending
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